Settlement Music School Reviews

Updated June 30, 2014
Updated June 30, 2014
3 Reviews

2.3
3 Reviews

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Employee Reviews

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  1.  

    Great

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Coordinator
    Current Employee - Coordinator

    I have been working at Settlement Music School

    Pros

    Great people and room for professional development

    Cons

    Salary and benefits are significantly below average.

    Advice to ManagementAdvice

    raise salaries and have stricter job descriptions

  2.  

    Hard Work, Little Pay

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Music Teacher  in  Philadelphia, PA
    Current Employee - Music Teacher in Philadelphia, PA

    I have been working at Settlement Music School part-time for more than 5 years

    Pros

    Free use of school facilities
    Somewhat flexible hours
    Depending on the branch, the staff can be friendly and helpful
    Plentiful parking

    Cons

    Low pay
    Unpredictable number of assigned students
    Depending on the branch, the staff can be Unfriendly and Unhelpful
    Uneven pedagogical abilities amongst teachers

    Doesn't Recommend
  3. 1 person found this helpful  

    Settlement Music School--only game in town, and it shows

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Music Instructor  in  Philadelphia, PA
    Current Employee - Music Instructor in Philadelphia, PA

    I have been working at Settlement Music School

    Pros

    -- competent instructors are left alone to do their jobs, for the most part
    -- understanding that most employees are working musicians that need time off for other projects
    -- free use of facilities for concerts and recording sessions
    -- many interesting and talented colleagues

    Cons

    -- management can sometimes treat faculty like expendable resource; for example, cutting classes and hours if classes don't register enough students, AFTER instructor has signed a contract agreeing to teach the class. This tends to make parents angry because they're getting 1/2 the time they expected for the full class fee, and teachers angry because we can be left with big, non-paid gaps in schedule. Cutting like this usually only saves school <$1,000 and upsets a lot of people.
    -- some branch directors let personal grudges or relationships determine faculty promotions, instead of skill and dedication.

    Advice to ManagementAdvice

    -- I would always be truthful with faculty, and never lie to manipulate faculty's emotions/perceptions
    -- ALWAYS treat faculty like the talented, highly educated professionals that they are--you might think it's okay to cycle through many piano teachers (for example) every year, but the result is students who don't have a continuity of learning, and aren't really in a position to do their best.
    -- On the other hand, don't let incompetent faculty stay on year after year because it's easier to deal with their behavior than find and train a new teacher.

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