Music/Band Teacher (Monte Vista & Miramonte)

Music/Band Teacher (Monte Vista & Miramonte) at Mountain View School District - El Monte Print Application Deadline Until Filled Date Posted 5/11/2026 Contact Veronica Ochoa (626)652-4047 Number of Openings 1 Salary Pay dependent on experience Add'l Salary Info $66,224 - $136,593 Year per year experience granted for public school teaching experience Length of Work Year 2026-2027 School Year Employment Type Full Time Job Summary Job Summary Provides general music instruction and enrichment to assigned elementary schools. Works toward the promotion of feelings of self-worth and a positive attitude toward school and community. Interacts with appropriate personnel to promote a District comprehensive integrated, multicultural elementary music program View Job Description Requirements / Qualifications Appropriate valid California Teaching Credential (Preliminary/Clear) with emphasis on Music Education, or a letter from a college or a university verifying Preliminary acceptance in a CTC-approved Teacher Internship Program. Must possess ELL Authorization, LDS/CLAD Certification (Cross-cultural Language Academic Development), SB1969, SB395, or AB2913. Resume Copy of Transcript (unofficial can be attached to the application, but should you be selected, sealed official transcripts will be required) Two recent letters of recommendation (written within the last 2 years) Copy of

CSET DOJ

Fingerprints required upon hiring Requirements / Qualifications Appropriate valid California Teaching Credential (Preliminary/Clear) with emphasis on Music Education, or a letter from a college or a university verifying Preliminary acceptance in a CTC-approved Teacher Internship Program. Must possess ELL Authorization, LDS/CLAD Certification (Cross-cultural Language Academic Development), SB1969, SB395, or AB2913. Resume Copy of Transcript (unofficial can be attached to the application, but should you be selected, sealed official transcripts will be required) Two recent letters of recommendation (written within the last 2 years) Copy of

CSET DOJ

Fingerprints required upon hiring

Comments and Other Information Annual Medical Benefits Cap:

$8,533.30 AN

AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER

The Board of Education is determined to provide district employees, interns, volunteers, and job applicants a safe, positive environment where they are assured of full and equal employment access and opportunities, protection from harassment or intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. This policy shall apply to all district employees and, to the extent required by law, to interns, volunteers, and job applicants. No district employee shall be discriminated against or harassed by any coworker, supervisor, manager, or other person with whom the employee comes in contact in the course of employment, on the basis of the employee's actual or perceived race, religious creed, color, national origin, ancestry, age, marital status, pregnancy, physical or mental disability, medical condition, genetic information, military and veteran status, gender, gender identity, gender expression, sex, or sexual orientation or his/her association with a person or group with one or more of these actual or perceived characteristics. Discrimination in employment based on the characteristics listed above is prohibited in all areas of employment and in all employment-related practices, including the following: 1. Discrimination in hiring, compensation, terms, conditions, and other privileges of employment. 2. Taking of an adverse employment action, such as termination or the denial of employment, promotion, job assignment, or training. 3. Unwelcome conduct, whether verbal, physical, or visual, that is so severe or pervasive as to adversely affect an employee's employment opportunities, or that has the purpose or effect of unreasonably interfering with the individual's work performance or creating an intimidating, hostile, or offensive work environment. 4. Actions and practices identified as unlawful or discriminatory pursuant to Government Code 12940 or 2 CCR 11006-11086, such as: a. Sex discrimination based on an employee's pregnancy, childbirth, breastfeeding, or any related medical condition or on an employee's gender, gender expression, or gender identity, including transgender status. b. Religious creed discrimination based on an employee's religious belief or observance, including his/her religious dress or grooming practices, or based on the district's failure or refusal to use reasonable means to accommodate an employee's religious belief, observance, or practice which conflicts with an employment requirement. c. Disability discrimination based on a district requirement for a medical or psychological examination of a job applicant, or an inquiry into whether a job applicant has a mental or physical disability or a medical condition or as to the severity of any such disability or condition, without the showing of a job-related need or business necessity. d. Disability discrimination based on the district's failure to make reasonable accommodation for the known physical or mental disability of an employee or to engage in a timely, good faith, interactive process with an employee, to determine effective reasonable accommodations for the employee, when he/she has requested reasonable accommodation for a known physical or mental disability or medical condition. Contact Information for the

Title IX Coordinator:

Rabia Minhas Director of

STEAM, GATE

& Teach 3320 Gilman Road El Monte, CA 91732

Comments and Other Information Annual Medical Benefits Cap:

$8,533.30 AN

AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER

The Board of Education is determined to provide district employees, interns, volunteers, and job applicants a safe, positive environment where they are assured of full and equal employment access and opportunities, protection from harassment or intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. This policy shall apply to all district employees and, to the extent required by law, to interns, volunteers, and job applicants. No district employee shall be discriminated against or harassed by any coworker, supervisor, manager, or other person with whom the employee comes in contact in the course of employment, on the basis of the employee's actual or perceived race, religious creed, color, national origin, ancestry, age, marital status, pregnancy, physical or mental disability, medical condition, genetic information, military and veteran status, gender, gender identity, gender expression, sex, or sexual orientation or his/her association with a person or group with one or more of these actual or perceived characteristics. Discrimination in employment based on the characteristics listed above is prohibited in all areas of employment and in all employment-related practices, including the following: 1. Discrimination in hiring, compensation, terms, conditions, and other privileges of employment. 2. Taking of an adverse employment action, such as termination or the denial of employment, promotion, job assignment, or training. 3. Unwelcome conduct, whether verbal, physical, or visual, that is so severe or pervasive as to adversely affect an employee's employment opportunities, or that has the purpose or effect of unreasonably interfering with the individual's work performance or creating an intimidating, hostile, or offensive work environment. 4. Actions and practices identified as unlawful or discriminatory pursuant to Government Code 12940 or 2 CCR 11006-11086, such as: a. Sex discrimination based on an employee's pregnancy, childbirth, breastfeeding, or any related medical condition or on an employee's gender, gender expression, or gender identity, including transgender status. b. Religious creed discrimination based on an employee's religious belief or observance, including his/her religious dress or grooming practices, or based on the district's failure or refusal to use reasonable means to accommodate an employee's religious belief, observance, or practice which conflicts with an employment requirement. c. Disability discrimination based on a district requirement for a medical or psychological examination of a job applicant, or an inquiry into whether a job applicant has a mental or physical disability or a medical condition or as to the severity of any such disability or condition, without the showing of a job-related need or business necessity. d. Disability discrimination based on the district's failure to make reasonable accommodation for the known physical or mental disability of an employee or to engage in a timely, good faith, interactive process with an employee, to determine effective reasonable accommodations for the employee, when he/she has requested reasonable accommodation for a known physical or mental disability or medical condition. Contact Information for the

Title IX Coordinator:

Rabia Minhas Director of

STEAM, GATE

& Teach 3320 Gilman Road El Monte, CA 91732 Links Related To This Job California Credentialing Information View Other Job Desc. / Ess. Elem. CalSTRS Links Not all postings qualify for CalSTRS. Informational Only. CalSTRS Info for New Educators

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