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Job ID: 221828

Assistant Professor of Music Education, General
University of Memphis

Date Posted Sep. 21, 2023
Title Assistant Professor of Music Education, General
University University of Memphis
Memphis, TN, United States
Department School of Music
Application Deadline Open until filled
Position Start Date August 2024
  • Assistant Professor
  • Music Education

The Rudi E. Scheidt School of Music at the University of Memphis seeks an engaging and collaborative elementary/general music education specialist for a full-time, tenure-track faculty appointment, to begin August 2024. The Music Education Area is a highly collaborative, multidimensional unit of the Academic Studies Division offering Bachelor of Music, Master of Music (traditional, online, and Orff Schulwerk), and Doctor of Philosophy degrees. At the core of the work of the Music Education Area is our belief in the richness of cultural, social, and intellectual diversity, our commitment to blending cutting-edge research insights and practical teaching techniques, and our dedication to providing a quality musical education to all people, regardless of circumstance.

A complete search profile for the Assistant Professor of Music Education position is posted online.

· Teach undergraduate and graduate music education courses (online and on-campus);
· Supervise music education residents;
· Pursue scholarly research and creative activity resulting in regional, national, and international visibility in publications, presentations, and other peer-reviewed outputs;
· Advise undergraduate and graduate students including those of diverse backgrounds, especially first-generation college students;
· Cultivate and maintain positive relationships with area PreK-12 music educators and school district liaisons;
· Actively participate in the recruitment of prospective music education students;
· Engage in School of Music, College, University, and professional service.
Minimum Qualifications
· Doctoral degree in music education (ABD considered; please provide anticipated graduation date);
· Minimum three years of documented school music teaching experience at the elementary level;
· Demonstrated potential for scholarly research leading to peer-reviewed publications and presentations at the national/international level;
· Excellent interpersonal skills and the ability to work collaboratively in a team environment;
The accomplishments of candidates for this position must reflect their commitment to working with an inclusive student population, and their ability to contribute in meaningful ways to the diversity and collective mission, vision and operating standards of the School of Music.

Preferred Qualifications
· Minimum two years of successful collegiate teaching experience in music education or a related field;
· Documented record of scholarly/creative achievement, including publications, presentations, and/or creative outputs;
· Experience establishing relationships with PreK-12 partners, placing students for fieldwork, and supervising student teaching residencies;
· Experience with or certification in Orff Schulwerk, although other methodological specializations and/or certifications are welcome;
· Although applicants’ primary specialization should be elementary/general music, those with one or more areas of additional expertise are encouraged to apply; these may include but are not limited to: early childhood music, urban education, world music/ethnomusicology, strings, community engagement, music cognition, popular/vernacular music, music technology and production, composition/songwriting, etc.
The School of Music: The Rudi E. Scheidt School of Music enjoys a proud 75-year history of producing successful and accomplished music professionals. Anchored in the culturally diverse and musically rich, cosmopolitan city of Memphis, the School’s inclusive programs are purposely designed to inspire, train, and launch sustainable careers for musicians, scholars, and industry professionals of tomorrow. Instructing over 450 students in 26 degree areas, the School’s 70 full- and part-time faculty are focused on student success inside and outside the classroom. The Rudi E. Scheidt School of Music also distinguishes itself as the only doctoral-granting institution in the state of Tennessee. The school’s immersive and forward-thinking curriculum along with broad community partnerships create unrivaled local and global opportunities for students and faculty. A wealth of public, charter, and private school educational partners including Memphis-Shelby County Schools and the University’s own network of on-campus PreK-12 schools enable music education students and faculty to enjoy a wealth of comprehensive practicum and research opportunities throughout the Mid-South. With the opening of the new Scheidt Family Music Center in 2022, the School has solidified its place as the most comprehensive school of music in the region. The 82,000 square-foot Music Center boasts state-of-the-art facilities, including a 900+ seat concert hall. The Rudi E. Scheidt School of Music is fully accredited by the National Association of Schools of Music and is housed in the College of Communication and Fine Arts. .

The University: Founded in 1912, the University of Memphis welcomes more than 22,000 students to campus every year. Diversity is one of the University’s strengths. Students and faculty come from all over the world to be a part of the UofM experience. As an internationally recognized, urban public research university, UofM provides the highest quality education in one of the world’s most musically active communities
Application: Candidates should go to to submit an application.
Additional items required at the time of application are as follows:
· cover letter describing your qualifications for the position;
· curriculum vitae;
· unofficial transcripts for all collegiate degrees earned
· a one- to three-page statement articulating your (a) music teaching philosophy, (b) approach to fostering an equitable, inclusive learning environment, and © proposed research agenda;
· complete contact information (address, phone, and email) for four professional references.
Additional materials and/or documentation of teaching, creative, and/or scholarly activity may be requested at a later date, including links to teaching videos. Incomplete applications will not be considered.
Preference will be given to candidates who apply by November 3, 2023. Review of applications may continue until an appropriate pool of finalists is identified.
For further information, contact:
Dr. Josef Hanson
Chair, Music Education Search Committee
Rudi E. Scheidt School of Music


    The University of Memphis GE2004 - Equal Opportunity and Affirmative Action


    Issued: July 14, 2004 Responsible Official: President Responsible Office: Office of Institutional Equity


    Policy Statement


    The University of Memphis (UofM) will not discriminate against, or allow the harassment of any student, employee or applicant for employment because of race, color, religion, national origin, sex, sexual orientation, gender identity/expression, disability, age or because of his/her status as a qualified veteran with a disability, veteran of the Vietnam era, or other protected veteran (each a “protected class”). No student shall be discriminatorily excluded from participation or denied the benefits of any educational program on the basis of a protected class. The University will comply with all applicable laws regarding equal opportunity and affirmative action. Inquiries concerning this policy and federal and local laws and regulations concerning discrimination or harassment in education and employment programs and activities may be directed to the University’s Office for Institutional Equity.




    The University of Memphis assures employees, applicants, and students that they will receive consistent and fair treatment. The University specifically finds that diversity of students, faculty, administrators and staff is a crucial element of the educational process and reaffirms its commitment to enhancing education through affirmative action to increase diversity at all levels.





    · Equal Opportunity - As an Employer · Equal Opportunity - As an Educational Institution

    · Communication of the University's Commitment · Office for Institutional Equity · Affirmative Action in Employment · Anti-Retaliation Policy · Enforcement




    Equal Opportunity - As an Employer All selection, hiring, and promotion decisions will be based on valid job related requirements consistent with performance of the essential functions of the position. Further, personnel policies and practices are to be conducted in a work environment that is fair, free from discrimination, and free from harassment based on inclusion in any protected class. The principle of equal employment opportunity shall apply with respect to all incidents of the employment relationship, including, but not limited to: · Employment criteria; · Recruitment and hiring; · Promotion, tenure, demotion, transfer, reductions in force, termination, nepotism policies, and rehiring; · Compensation; · Job assignments, classifications, and descriptions, lines of progression and seniority lists; · Leave and fringe benefits; and · All other terms, conditions, and privileges of employment. In addition, the University will provide reasonable accommodations for applicants and employees with disabilities in an effort to enable them to successfully perform essential functions of the job or benefit from training.

    Equal Opportunity - As an Educational Institution It is the policy of the University that no person shall be excluded from participation in, be denied the benefits of, or in any way be subject to discrimination in any program or activity at the University. This commitment applies to: · Recruitment and admission;

    · Academic, extracurricular, research, occupational training, health-related training, and other education programs; · Student life activities; · Housing and facilities; · Access to course offerings; · Counseling; · Financial and employment assistance; and · Athletics.

    Communication of the University's Commitment A. Bulletin Boards. Official equal employment opportunity signs shall be posted on bulletin boards at appropriate locations in buildings throughout the campus. The Department of Human Resources shall be responsible for the posting, maintenance, and updating of appropriate signage. B. Tagline. The tag line, "An Equal Opportunity/Affirmative Action University," has been adopted and will be placed on all general written communication devices used by the University. In addition, an equal employment and equal education opportunity statement shall be included in all contracts and purchase orders. C. Advertisements: The following statement has been adopted for inclusion on all The University of Memphis vacancy announcements: "The University of Memphis is an Equal Opportunity/Affirmative Action University. Appointments will be based on merit as it relates to position requirements without regard to race, color, national origin, religion, age, sex, sexual orientation, gender identity/expression, disability, status as a protected veteran, genetic information or any other legally protected class." Paid advertisements must contain the statement "The University of Memphis is an Equal Opportunity/Affirmative Action University." D. Recruitment literature and vacancy announcements shall carry clear statements that the University is an equal opportunity/affirmative action university. Recruitment literature and vacancy announcements shall be sent to recognized sources of candidates according to the type of position and in ways designed to solicit and encourage applications from qualified minority and female applicants. E. Notice of Nondiscrimination: The statement approved for inclusion and publication on relevant documents: “The

    University of Memphis does not discriminate against students, employees, or applicants for admission or employment on the basis of race, color, religion, creed, national origin, sex, sexual orientation, gender identity/expression, disability, age, status as a protected veteran, genetic information, or any other legally protected class with respect to all employment, programs and activities sponsored by the University of Memphis.” The notice should also identify the Title IX Coordinator as the person designated to handle inquiries regarding non-discrimination policies.

    Office for Institutional Equity The President has appointed the Office for Institutional Equity as the area responsible for developing and implementing the University's Equal Opportunity and Affirmative Action Program and for ensuring fair practices in employment and education. The Office for Institutional Equity is responsible for promoting and assuring compliance with this policy and all applicable laws and regulations, receiving and investigating complaints, reviewing the effectiveness of applicable programs and recommending improvements to the President. The Office for Institutional Equity shall be responsible for: · Receipt, review and investigation of all internal and external equal opportunity, harassment and sexual misconduct complaints in accordance with UofM policies. Recommendations regarding disposition of such complaints shall be made to the President. · Development and maintenance of a comprehensive EEO/AA program which shall include reaffirmation of the University's policy in all personnel actions; formal internal and external dissemination of the policy; establishment of responsibilities for implementation of the program; identification of problem areas by organizational units and job classifications and establishment of goals and objectives with timetables for completion; development and execution of results-oriented programs designed to attain established goals and objectives; and internal audit and reporting systems designed to ensure compliance and to permit monitoring of the program; · Active support of local and national community action and community services programs designed to improve the employment opportunities of minorities and women;

    · Complaint procedures designed to expeditiously process and resolve complaints and grievances by employees, students or applicants for employment. · Programming to educate/inform students, faculty, staff and constituents of UofM.

    Affirmative Action in Employment To ensure equal employment opportunity exists throughout the University, a results oriented program has been implemented to overcome the effects of past discrimination and eliminate artificial barriers to employment opportunities for all qualified individuals that may exist in any University programs. Based on quantitative analysis, the Affirmative Action Plan evaluates the composition of the workforce compared to the available labor pool and identifies any areas where minorities and women may be underrepresented in the workforce. The EEO/AA plan shall be updated annually, and progress toward meeting the established goals and objectives shall be reported at least annually to the President. The Office for Institutional Equity shall discuss the success of the EEO/AA program with the President and make recommendations regarding desirable changes. A copy of the comprehensive Affirmative Action Plan is available in the Office for Institutional Equity for review by any employee or interested person upon reasonable request during normal business hours.

    Anti-Retaliation Policy Retaliation against a person who files a complaint alleging a violation of this policy or any other act of discrimination or harassment, opposes a charge, testifies, assists, or participates in an investigative proceeding or hearing is strictly prohibited.

    Enforcement The President has the legal responsibility for compliance with the equal opportunity laws. However, everyone in the University community should be committed to equal opportunity and the University's affirmative action goals. Further, each Vice President and other supervisory personnel are responsible to the President for implementing the Equal Opportunity and Affirmative Action Policy within their administrative areas. Deans, directors, chairpersons, and managers of the various schools, departments, and programs work to administer and manage personnel activities within their areas to ensure full compliance with the Policy. Further, all employees, including faculty members, are to be knowledgeable of policies and guidelines concerning discrimination and harassment.


    Revision Dates


    UM1381 - Revised: July 20, 2015 UM1381 - Issued: July 14, 2004 supercedes policy number

    GE2004 supercedes UM1381


    Subject Areas:

    Academic Finance General Human Resources Information Technology Research Student Affairs


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