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): MONTHLY INTERNSHIP SUPPORT STRUCTURE (MISS).

Unit Managers are earning interns— enlisted into the RH Monthly Internship Support Structure (MISS).

RH MISS Income Sources:

•Childhood Musicals: Includes CHM Campus Monthly Operational Assignments, CHM Class Management— Teaching & Supervision of Practice & Rehearsal Sessions; Coordination of House/Band Seasonal Projects, developing Routine CHM Projects quarterly, Reporting in CHM progress weekly.

•School Teaching: Coordinating Termly Projects at School(s) of Posting, Teaching assigned classes and supervising their Practice and Rehearsal Sessions in the respective school of posting, Reporting weekly.

•Home Services: Teaching assigned Home services, Supervising the Students Practice and Rehearsals.

Level 1 Monthly Range: ₦10,000 – ₦50,000

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

Every Level Ends with Recitals And Test of Applied Music (TAM); Recitals and TAM are conducted by the RH TAM Board and Juries. Students performance in TAM & Recitals Is Key to determining an Interns work output! Interns thus essentially are preparing both themselves and the Pupils/Students they train for TAM & Recitals.

SUPPORT AND BONUSES BREAKDOWN:

•Transportation allowance: 3k - 8k Monthly per Field Ops (depending on destination).

•Performance Tuition Credit Reserve: 6k - 10k Monthly (depending on Performance Target & Performance Excellence— including project execution and general performance).

•Basic Allowance: 7k - 15k Monthly per Field Ops (depending on Ops.)

Artistic Engagements Reward Structure: These are 

Performance stipends

Event-based payments

Exposure + future opportunities

8. FINANCIAL POLICY (LEVEL 1)

8.1 Tuition Discounts Structure For Interns.

Interns' Tuition discounts vary with Levels and Courses; Discounts on Studio Sessions as well as Artist Platform levies apply accordingly; discounts however do not apply to Test of Applied Music and Recitals.

Level 1:

MUSIC PRODUCTION | INDIE ARTISTRY:

Standard Tuition: 200k.| Interns Tuition: 60k.

Discount: 140k.

TAM & RECITALS Enrollment: 10k. 

Discounted In-Studio Sessions for Interns:

2 Sessions/Month: 12k.

3 Sessions/Month: 16k.

4 Sessions/Month: 20k.

6 Sessions/Month: 27k

8 Sessions/Month: 35k.

First Level Interns In-Studio Sessions: 2-3 hours per session.

8.2 DISCOUNT SYSTEM: TCR— TUITION CREDIT RESERVE.

All First Level Interns begin from the Base Level entry— the base Level has a Tuition Credit Reserve of up to 5,000NGN— an Intern who meets up with the base level targets earns the maximum 20k credited into his/her TCR. Interns who do not meet up with base Level targets do not earn the full TCR (See Interns without work slots). TCR is Credited Monthly for each Level of four months. TCR may increase in one month and decline in the next depending on the Interns responsiveness. An Intern is expected to move up from the base Level to the First Level Unit Management within Program Level 1— Interns who make such progress could see their TCR covering 80% of their Tuition; mid-level performance Interns may require to make up their Tuition from basic allowances; low-level performance Interns risk loosing their Internship Admission at the end of the First Level Probation.

First Level Unit Managers May Earn up to  from 28k - 50k TCR depending on the performance on respective targets— First Level Unit Managers grow TCR from the various assignments of Field Ops.

Typically for First Level (base) Interns the only responsibility is assistance in Childhood Musicals and responsiveness— punctuality, participation excellence, project contributions; for the First Level base Intern can grow TCR up to a Maximum of 20k. First Level Unit Managers on the other hand; are responsible for supervising the base level Interns; coordinating classes, houses and projects and thus are eligible for Field Ops (extension Operations); from Childhood Musicals Alone, a pristine intern— first Level Unit Manager, may earn a maximum TCR of 28k; Other Ops— school teaching, home services (where Applicable) may raise TCR up to 55k— in a pristine case scenario, an Intern would only need to make up 5k of their Level 1 Tuition.

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.

 8.3 Performance Yardsticks:

Performance is measured by:

•Attendance

•Responsibility handling

•Teaching effectiveness

•Discipline

•Responsiveness

•Musical growth

•Project execution

8.4 Performance Yardsticks (Examples):

Performance Level: High Performance— Pristine Intern:

Punctual, Responsive, High quality Project to Execution, Childhood Musicals participation Excellence, Excellent Field Ops Remarks (where Applicable).

Performance Level: Average Performance— Mid-Level performance Interns:

Weak punctuality, average project execution, inconsistent responsiveness, average Field Ops Remarks (where Applicable).

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; in any case where an Intern so defaults to the extent that all basic allowances have to be transferred into TCR to make up for TCR, This leads to an automatic forfeiture of the Internship Program!

8.7 Discipline & Financial Impact

Infractions may affect:

•TCR eligibility

•Assignment priority

•Basic Allowances.

Examples

Repeated lateness → reduced TCR

Absence → reduced opportunities

Poor performance → limited assignments

RH applies loss of opportunity, not punitive deduction. Failure to meet up with TCR automatically affects Basic Allowances.

 9. INTERNS WITHOUT WORK SLOTS (Base Level Interns):

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.