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The two-day conference and learning event will consist of linked training that will equip leaders and teachers with the tools and skills to evaluate quality, impact of teaching and learning and consider existing strategies for leading outstanding early years provision.
Participants will engage in current themes in leadership and consider a range of subjects, from their values as educators to creative ways of capturing data on the impact of interventions and articulating these to school boards and class teachers.
At the end of the workshops, there will be an opportunity to explore International Professional Learning Communities in the age phase and plan the implementation of a strategically important, school-based project through Learning outcomes.
A certificate from ZEN PD and its strategic partners will be received on completion of the course.
There will also be an exhibition and CV collection at the venue.
The speaker will explore on Effective practice and provision in Early Years, the role of the adult in Early Years, the wonder of Maths in Early Years, and Inspiring Writers in the Early Years.
You will have the chance to explore on your own practice, observe strategies in action in our early years provision and consider how to support children into Year and Grade 1
Early Bird Fee: (Until 15th February 2019)
2 Day Workshop-USD 683 (AED 2,500)
1 Day Workshop -USD 410 (AED 1,500)
Regular Fee :
2 Day Workshop -USD 820 (AED 3,000)
1 Day Workshop -USD 480 (AED 1,750)
*Fees include Buffet Lunch, Overflowing coffee & tea, and light snack
January is the time when teachers in international schools need to decide whether or not to extend their contracts and that’s the reason why the UK has been flooded with advertisements for international school posts for a September start.
Are you going to apply for one of these positions? If so, here are the questions international schools will be asking themselves when shortlisting and interviewing.
There are significant relocation costs for schools in recruiting a teacher from the UK, so schools will want to be confident that the candidate will complete the (typical) initial two-year contract and not leave the school in the lurch after the first month.
Candidates need to show that they are able to cope with living at a significant distance from family and friends. Interviewers undoubtedly find it reassuring when candidates have lived or worked abroad before, even if it is only for a few months on a gap year. It can also be helpful if the candidate has some sort of local support network in the form of friends or family working in the same city as the international school.
There is always an element of a leap of faith about moving abroad, but interviewers will want to be satisfied that candidates have done their homework and have some idea of the context to which they are applying. It is undoubtedly an advantage to have visited the city/country, even on holiday. Indeed, anyone thinking of moving abroad might want to invest in their relocation project by planning holidays around visiting potential work locations.
Anyone living and working abroad needs to be comfortable with having respect for local customs and traditions. This is particularly important in parts of the Middle East where, for example, local attitudes to dress code and to alcohol can be very different to those in the UK. Furthermore, most international schools have a culturally diverse student population and teachers need to be able to sensitive to this in the classroom.
While teaching in English is the norm in international schools, it is very common for a majority of students to be working in a second language. This brings additional challenges for teachers and, while schools are not looking for every teacher to be TESOL trained, schools are attracted to teachers who have experience of working with EAL students.
There are mechanisms for supporting and ratifying newly qualified teachers (NQTs) in British schools overseas, however most international schools prefer to appoint teachers with at least two or three years’ relevant experience. Any NQTs applying abroad should check the level of support that their chosen international school can provide before accepting the post.
Mark S Steed is the director of JESS Dubai and is moving to be Principal and CEO of Kellett Hong Kong from September 2019
As more teachers consider time working abroad, here’s how teaching contracts work in international schools and some insights into what to look for before signing on the dotted line.
Most international schools offer an initial contract of two years, which can be renewed either annually or every two years. But be aware that there is not the same job security overseas as there is the UK, although in some countries ex-pats do accrue more employment rights after a period of time (often five years). It is usual for there to be a number of penalties if the teacher breaks contract by not completing the agreed period, such as a penalty of a month’s salary and the right to any end of service benefits.
“Overseas contracts” are contracts where the teacher gets a salary and also receives a benefits package (flights, medical, housing etc – see below); whereas teachers on a “local contract” will only get the salary. Local contracts are a way in which schools can save money by employing the spouse of someone who is working in the country who has a full overseas package. Teachers should make sure that they are clear about the nature of the terms of the job offer before they sign a contract.
Many countries overseas have a requirement that the employee has to be sponsored in order to get a residency or work visa. The school will usually sponsor teachers, unless they are sponsored by their spouse (as in the case of a local contract). Any teacher who has a spouse or children should check whether the school will sponsor their family or whether the teacher will be responsible for them, which can be an additional cost.
Teachers working in the UK benefit from a pension scheme to which both the teacher and the school contribute – this is not the case overseas. Instead, teachers are paid a “gratuity” or lump sum on completing their contract (some countries pay this at the end of each contract, some pay it at the end of service). Typically, the gratuity is worth three weeks or a month’s salary for each year of service. Beware that this is usually only calculated on basic salary and not on any bonuses or other allowances.
There are five key benefits that any teacher moving overseas should consider.
1. Medical insurance: Coming from a country where private medicine is a luxury, it is easy to forget that ex-pats are responsible for putting their own medical insurance in place. Schools will usually pay for this – indeed in many countries it is a requirement for employees to provide a basic level of cover. However, it is worth new teachers getting details of the insurance provision and ensuring that this is adequate. Anyone moving abroad with a family should check that the school’s medical provision for dependants is sufficient.
2. Accommodation allowance: Some schools will provide school accommodation, at least for the first year of contract. Thereafter many offer an “accommodation allowance” – it is worth doing some research into what level of accommodation the housing allowance can afford.
3. School fees for children: Unlike the UK, most educational systems overseas are fee-paying and the costs can be quite considerable. Most international schools give either a significant discount (75 per cent plus) or up to two free places for children of teachers in the school. Anyone moving abroad with a family should do the sums before they sign a contract.
4. Flight allowances: It is usual for international schools to pay for the flight out at the start of the contract and the flight home at the end. Beware that, in many countries, the return flight will not be paid if the teacher breaks contract or moves to a different school in the same country. Furthermore, most schools will provide an annual flight allowance to allow the teacher to return home each summer.
5. Relocation allowance: Moving overseas can be very expensive. In addition to flights, some schools will provide an allowance for shipping personal items and even furniture.
Mark S Steed is the Director of JESS Dubai and is moving to be Principal and CEO of Kellett Hong Kong from September 2019.
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