Director of Choirs

CLAREMONT UNITED METHODIST CHURCH

JOB DESCRIPTION

DIRECTOR OF CHOIRS

Claremont United Methodist Church is an inclusive community responding to God’s love and grace. We nurture one another on our spiritual journeys. We work for peace and justice. We serve others and God’s creation. Together, we seek God’s creative transformation of the world and of individual hearts. We believe every person is of sacred worth and created in God’s image. We commit to Jesus’ example of inclusive love, care, and intentional hospitality with (all) persons of every race, ethnicity, age, sexual orientation, gender identity, marital status, faith story, disability, economic status, or political perspective. OVERVIEW Claremont United Methodist Church has a long tradition of providing quality sacred music in its Sunday worship service. As a Methodist Church, we follow the lectionary and also have sermon series based on new interpretations of the biblical texts, and the choir’s music should be aligned with the week’s themes from the biblical texts. QUALIFICATIONS Academic training and recent experience as a choral music director, including liturgical music. Collaborative and willing to nurture a love of music at all levels (children, youth, and adults). Knowledge of various church music (classical, contemporary, folk, gospel, etc.). Ability to perform the requirements of the job. RESPONSIBILITIES Directing of Choirs Plan, collaborate, and coordinate with the pastors, the collaborative pianist/organist, and the worship planning team on all choral music in the worship services (including hymns and in keeping with the worship theme), as well as any special soloists or ensembles that may contribute to the worship services. Direct the Sanctuary Choir during worship services, including extra services during special times of the year, such as Christmas and Holy Week. Direct two weekly choir rehearsals (one mid-week and one Sunday morning) from September through the middle of June. Coordinate musicians to provide special music from mid-June through July, when the choir is on break. Direct a women’s ensemble to offer special music during worship two to three times a year. Direct the children’s choir to provide special music during worship at least twice a year. The children’s choir practices weekly following worship. Direct adult handbells for quarterly musical offerings. Practice is held for an hour weekly. Direct the youth chimes for a special music offering at least two times a year. The youth chimes practice weekly following worship. Relational Engagement Nurture an atmosphere of musical learning, growth, and mutual care within the church and choirs. Expand the church’s choral music program by actively recruiting new members for the various choirs, including bells and chimes, and expanding the church’s understanding of sacred music through various musical offerings and styles. This might include special music on Sundays, combining musical groups. Provide the Church Administrator with the title and composer of the worship music selected for the Anthem by Tuesday of each week for inclusion in the Sunday bulletin. Collaborate with the worship team to select musical offerings. Collaborate with the worship team to offer hymn suggestions for each Sunday that connect to the scripture text and theme. Collaborate with the worship team to edit/transcribe new hymn lyrics to align with inclusive theology. Leadership and Management Maintain and build the church’s music library. In consultation with the lead pastor(s), recommend an annual budget for the choir and additional musicians, and ensure accountability in its use. Maintain professional competency by practicing, performing, and participating in continuing education opportunities. Attend the monthly worship team meeting and the monthly staff meeting. Perform additional tasks as assigned by the Lead Pastor(s). HOURS OF WORK 10-15 hours per week for 12 months a year. SUPERVISION AND EVALUATION Reports to the Lead Pastor(s) and the Staff-Parish Relations Committee (SPRC). Annual performance evaluations by the Lead Pastor(s) and SPRC in accordance with the Personnel Policy. COMPENSATION AND BENEFITS Hourly compensation is to be negotiated when hiring, with annual reviews. Employees working less than 20 hours per week are not entitled to church-paid pension. Only full-time regular employees are entitled to health and dental benefits. Vacation and sick leave for part-time employees are prorated as required by state and federal law. Employees awarded their annual vacation on a particular date must use their vacation within 12 months of the date it is awarded, or such vacation is forfeited. Overtime hours must be approved ahead of time by the Lead Pastor(s). #J-18808-Ljbffr ChoralNet, Inc.