REHEARSAL HOUSE FIRST LEVEL INTERNSHIP PROGRAM E-HANDBOOK (Probationary Stage – 16 Weeks)— “Grow in Skill. Earn through Service. Build a Career.”

Welcome to the ReHearsal House First Level Internship Program.

Training. Apprenticeship. Service.

This is the first stage of the RH Internship System.

The ReHearsal House Internship is built on:

Training. Apprenticeship. Service.

You are not just joining a program—

You are entering a professional musical development ecosystem, where you will:

•Develop your musicianship

•Build real-world experience

•Grow into a music career and economic system.

1. ENTRY INTO THE PROGRAM.

Step 1: Application

•Pay ₦10,000 Internship Application Fee

•Complete the Application Form

•Proceed to Interview

Step 2: Interview & Assessment.

All applicants are assessed based on:

•Musical Ability — 20%

•Learning Capacity — 35%

•Readiness for Responsibility — 45%

This means that while musical skill is important, your ability to learn and take responsibility carries greater weight in placement decisions.

Step 3: Admission & Clearance

•Pay ₦10,000 Admission Fee

•Confirm entry into:

           °RH Academy

           °RH Internship Program

2. LEVEL 1 PLACEMENT:

After your interview, you will be placed into one of two Level 1 probationary categories:

A. Level 1 – Probationary (No Work Slot)

You are here if:

You are starting with little or no musical skill

Primary Focus:

•Training

•Class attendance

•Workshops

•Rehearsals

•Internal sessions

Skill development: 

•Group projects

•Band/House sessions

•Studio exposure

•Clinicals 

Support Role: 

•Assist Unit Managers

•Support classroom activities

•Supervise delegated pupils

Assisting senior interns, Supervising delegated Pupils (in Childhood Musicals); class support and other Assigned in-house tasks.

Note:

You will not be assigned direct responsibilities or earnings yet.

B. Level 1 – Probationary with Work Slot (Unit Manager)

You are here if:

You have basic musical and teaching ability

You are now A First-Level Unit Manager.

Focus:

Training

Responsibility

Earning

3. OPERATIONS STRUCTURE

All interns may be engaged across:

A. Instructional Operations (Core Work)

•School teaching engagements

•Home lesson services

•RH classroom support

B. Outreach Operations (Promotional Work)

•Banner placement

•Flier distribution

•Street campaigns

•Awareness activities

C. Performance Operations (Artistic Work)

•Solo performances

•Band/group performances

•RH showcases and events

4. POSTING & ASSIGNMENT SYSTEM:

After placement, you will be included on the ReHearsal House Internship Program Page— every new Intern gets to be Introduced and referred to the Field Operations Posting Officer (FOPO).

Assignment Types:

•Teaching postings (schools, homes)

•Childhood Musicals

•Outreach campaigns

•Performance engagements

Field Operations:

Out-station Engagements; Interns may be assigned across three operational areas: Instructional, Outreach, and Performance Operations. Participation in Outreach and Performance Operations is part of holistic development and institutional contribution.

Assigned Field Ops Include

Core Operations (Instructional):

School teaching engagements

Home lesson services

 Special Operations

Outreach Operations (Promotional Engagements)

Includes:

Banner placements 

Flier distribution

Street advertising campaigns

Purpose:

Increase RH visibility

Drive student enrollment

Promote programs and events

Intern Role:

Participate in assigned outreach campaigns

Represent RH professionally in public spaces

Performance Operations (Artistic Engagements)

Includes:

Solo performances

Band/group performances

RH showcases and events

Purpose:

Build artist confidence

Showcase RH talent

Create audience engagement

Intern Role:

Perform as assigned

Participate in rehearsals

Maintain performance readiness

Assignment Frequency:

•Assignments are coordinated quarterly

•Allocations are reviewed and updated monthly:

     °Based on performance, skill and availability.

     °Based on New Opportunities

New field operations are announced on the Official Interns Page.

Interns are expected to:

Stay updated and Respond promptly when required.

5. CHILDHOOD MUSICALS POSTINGS (SATURDAY PROGRAM):

All Unit Managers are assigned to:

Childhood Musicals

You may be assigned to:

Any RH Centers 

Teach a class

Assist in a class

Coordinate a group

6. BAND / HOUSE SYSTEM

Band / House Assignment.

Each Unit Manager is assigned:

A Band / House / Team

Unit Manager's Responsibility:

Train members

Coordinate rehearsals

Develop performance output

Project Requirement

Develop a Quarterly Band/House Project Plan—

Projects must:

Be clearly defined and submitted for approval.

Be executed.

Interns who successfully propose and execute at least one approved project per quarter increase their eligibility for performance bonuses.

Project Expectations:

Clearly defined

Submitted for approval

Fully executed

Performance Advantage:

Interns who successfully execute projects increase their eligibility for bonuses and advancement.

7. EARNINGS (FOR UNIT MANAGERS ONLY)

Unit Managers are earning interns. 

Income Sources:

•Childhood Musicals

•School teaching

•Home services

•Operational assignments

•Approved project budgets

Monthly Range: ₦10,000 – ₦50,000

(depending on activity level, consistency, and project engagement)

Typical early-stage range: ₦20,000 – ₦40,000.

ADDITIONAL SUPPORT AND BONUSES:

•Transportation allowance (for field ops)

•Tuition Discounts 

•Project Supports

•Performance bonuses

Artistic Engagements Reward Structure:

Performance stipends

Event-based payments

Exposure + future opportunities

TUITION & DISCOUNTS:

Discounts grow in stages based on engagement and performance.

Base Level

10% (Entry)

Engagement-Based Growth

Up to 18% (based on postings: Childhood, School, Home Service)

Performance-Based Growth

Additional 5–7%

Maximum (Level 1 Cap)

Up to 25%

All Interns begin from the Base Level entry and earn 10% Internship Discount; once Application and Clearance is Completed.

Unit Managers May Earn up to 18% incrementally from the initial Work Slot to the completion of First Level work slot target.

End of Level 1 (After 16 Weeks)

You will be evaluated based on:

Skill growth

Responsibility

Discipline

Performance

Possible Outcomes

Promotion to Level 2

Increased responsibility

Increased earning.

8. FINANCIAL POLICY (LEVEL 1)

8.1 Tuition Structure

Tuition is fixed per level

Each level spans 16 weeks

Payments are made monthly

8.2 Discount System

Interns receive discounts based on:

Entry into internship

Work slot participation

Program involvement

Performance

Maximum Level 1 Discount

 Up to 25% (performance-based cap)

 8.3 Earnings-Adjusted Payment System

Interns will not pay more than a defined percentage of their monthly earnings toward tuition.

8.4 Payment Cap Structure

Performance Level: High Performance

Payment Cap: 40%

Performance Level: Average Performance

Payment Cap: 50% – 60%

Performance Level: Low Performance

Payment Cap: Up to 70%

Performance is measured by:

•Attendance

•Responsibility handling

•Teaching effectiveness

•Discipline

•Responsiveness

•Musical growth

•Project execution

8.5 Performance Offset System

Interns may reduce tuition burden through:

•Teaching excellence

•Project execution

•Leadership contribution

•Outreach & performance participation

8.6 Minimum Retention Principle

•Every active intern must retain part of their earnings monthly.

8.7 Discipline & Financial Impact

Infractions may affect:

•Bonus eligibility

•Assignment priority

•Financial benefits

Examples

Repeated lateness → reduced bonuses

Absence → reduced opportunities

Poor performance → limited assignments

RH applies loss of opportunity, not punitive deduction.

 9. INTERNS WITHOUT WORK SLOTS

You will:

•Train intensively

•Work under Unit Managers

•Build foundational capacity

•Responsibility comes after readiness.

10. EXPECTATIONS

All interns must:

•Be punctual

•Be disciplined

•Be teachable

•Be responsible

•Maintain professional conduct

11. DISCIPLINE POLICY

Lateness → Query/warning & Review (Consequences, if responsibility for action is not taken—may result in bonus reductions of up to 3%).

Absence without notice → Serious action (Consequences, if responsibility for action is not taken— may result in Bonus reduction of up to 7%).

Repeated issues → Removal.

12. END OF LEVEL 1 (AFTER 16 WEEKS)

Interns are evaluated based on:

•Test Of Applied Music & Recitals 

•Skill growth

•Responsibility

•Discipline

•Performance

•Possible Outcomes

•Promotion to Level 2

•Increased responsibility

•Increased earnings

FINAL NOTE

At ReHearsal House:

•You grow into responsibility

•You earn through contribution

•You build a real career

WELCOME TO RH INTERNSHIP.

Your journey begins here.