Ability to choose music that conveys the solemnity of the liturgy.

frogman, it is not necessary to 'repost' every time you want to add something. please just hit 'edit.' thanks

I'll admit, there's a certain salary for which I'd do the whole LifeTeen/Praise&Worship/LiturgicalDance/PowerPoint type of gig.. but I'd probably regret it at some point.

The most important thing, once you've been contacted for a job, though is that you get along with the pastor. If you can't get along with the pastor during the interviewing and auditioning phase, it's going to get messy once you work there.

I think Matthew is definitely onto something. There is more to it than the ad, and rapport with the pastor will be critical. With ads, you have to remember certain things:

1) Most churches are in survival mode when they write an ad and have to cast as wide a net as possible;
2) Most people do not write ads for a music director very often and therefore don't communicate what they want very well;
3) The ad was probably a collaborative effort, possibly with competing interests involved;
4) Not every church has an organ.

Personally, I think applying to positions in an area you like and with a decent salary is a good idea. You never know unless you try. The key is moving on to the next stage. Once you get a phone interview, you have to ask questions and feel them out. Two of the best questions you can ask, even if you know the answer to #1:

1) What's the state of the music program now?
2) Where do you see the music program going over the next 5 years?

It's even better if you can ask these questions to more than one person. At that point you can decide if the on-site interview will be worth it or not. Even if you are skeptical of certain responses to your questions, you can see what equipment, resources, working space, etc. are available if you go to the next stage. Then you can continue to ask questions that allow the priest and the search committee to share their goals/dreams. I know that sounds lovey-dovey, but if it's not going to be a good fit, you don't need to wait on their decision.

As for where the CMAA's goals fit in, every parish is a new challenge and a new opportunity. If you aren't someone whose credentials and connections could get you any job you wish, I don't see a reason to be overly picky. Certain places will be utter disaster areas, but that should be readily apparent before you sign the dotted line (as long as you ask questions).

My wife just went through a search (successful, praise God), and we were shocked by one huge, wealthy parish that enthusiastically and proudly told her they have practically no music budget and want to go even more "low church" than where they are now (currently a typical NPM parish). Really?! We were blown away.

Doug, we have one of the richest per capita parishes in the country (St Edwards on Palm Beach Island) that does its best to starve the music program to death. Choir members are asked to purchase their own copies of the hymnal and the choir is only seasonal. Just down the street there is a a beautiful Episcopal Church that hired the best organist in town and has a fully paid choir, just for starters.

I'm not sure I'd trust an ad that called the Pastor a "Congenial, supportive pastor." That should be evident by telephone interviews and in person conversation.

As for "Post-Vatican II Parish" - it's just a poor way of describing that they do contemporary Masses. Meh, if it's not your thing, don't do it. However, more people with Sacred Music sensibility need to start taking contemporary jobs and slowly moving them towards sacred music. When I took my job 3 years ago, the choir was essentially a "Gospel" choir. Now they sing Gregorian propers often and enjoy them (for the most part). It just takes gaining trust, explaining and being enthusiastic, and really thick skin (and not taking yourself too seriously).

At Franciscan University, I come across the terms "Post-Vatican II types" and "pre-Vatican II types" quite often. People use it to describe one's personal preferences concerning liturgy: if you like going to the Latin Masses, you're the latter; if you like Jesus rock at Mass, you're the former. I personally hate these terms and think they're insulting to Catholics. I always ask, "has there been some new schism that I haven't heard about...?" It's one thing to say you're SSPX or something. It's another to make distinctions like that among people in communion with each other.

It reminds me of the Oriental Orthodox schism, actually. We would be the "post-Chalcedon" types whereas they would be the "pre-Chalcedon" types. Such a different idea!!

Nicely done.

My ideal job ad?

"Hi. I'm Pastor of St. Someone's Church in A Very Warm Location. I'm searching for a full time Music Director that I will pay $XXX,XXX annually and you will have the same job security that I have and a house provided for you (just like I have). I don't know anything about music, so I will put my full trust in you. I am a concert tenor, however, and want you to help me learn to sing the Mass. Let's get a martini and chat about this opportunity!"

I realize that this is the norm, but why can't we also encourage parishes, or at least cathedrals, to hire a choral director (music director) and an organist. Most Renaissance cathedrals understood the need for the division of labor. While organists CAN direct from the organ, it is IMO never the best option. Even professional choirs have to work extra hard when there is no one to direct them w/o having to do something else at the same time. Let's encourage more f/t music jobs!

Matthew, both scenarios are all too common I'm afraid.

Another thing I look for: qualifications. If I see they want someone highly qualified, I'll apply whether I fit those qualifications or not (still don't have my BMus yet, but I still apply for any job that requires it). Likewise, if their qualifications are "basic keyboard skills a plus", I ignore the posting.

Gavin, how to measure and request qualifications is difficult. A bachelor's degree doesn't tell you much about a person's performance skills or general musical abilities/knowledge. Most ads state that a bachelor's degree is desired, but that's because most people simply have no metric for judging musical skill. On the flip side, of course, a person without a music degree can be highly skilled. Job history is very important in that case, and any reasonable committee should factor the combination of education/experience.

I think my qualification of "ability to teach new skills to musicians at all levels" would attract a certain caliber candidate without necessarily requiring one degree or another. If the candidate didn't address this qualification specifically in the cover letter, I would dismiss them outright. I'd love to see Joe-Fresh-Out-of-College try to teach me something new, but I wouldn't put it past a very experienced director without a music degree to do so. You never know who might be in the choir.

"Charles, I admire your dedication, but wouldn't it be easier not to deal with one or the other, so long as the final product stayed the same (or even improved)?"

Perhaps so, but I tend to be a workaholic, to begin with. Consequently, I don't notice that I have very little free time. I tell everyone I have 4 half-time jobs - director of music, organist, librarian, and computer technology teacher. LOL. Besides, does anyone actually know of a Catholic church or school that is adequately staffed?

Charles, you are definitely blessed. I work for a small school that has to watch pennies carefully. All of us wear many hats, but it's a great group of people. In this area, the Catholic population is somewhere around 3 and 1/2 to 4 percent, max. Given the small population and the current economy, things will likely stay the same for some time.

Chant, pride of place, sacred polyphony, choral program, reform of the reform and/or EF, competitive/ago salary, degreees...
These are all words and phrases I look for when scouring announcements.

I agree that we should be going for the director plus organist model, which means hiring at least two musicians. It's funny to me that the Church's two stated styles of music are acapella, and yet for the most part we don't hire skilled singers. If we want beautiful vocal music, it seems to me we should be hiring people most capable of rendering it. Not that I advise skimping on organists, I don't.

LifeTeen
Proficiency in Piano
[the interesting phrase:] proficiency in piano, congregational and conducting

Sounds like a well manured field. What an opportunity for the right person to plant some seeds.

It isn't Knoxville

Donna

Where in the world do you find such ads?

Sure as heck not the Providence diocese, that's for sure, with the exception of one parish that I know of.
BMP