CHAPTER 5 : Personnel
The pre-eminent goal of the Western Academy is to realize and maximize
the potential of its students in a truly international education
environment. Our
staffing philosophy and HR policies are therefore developed and
implemented within this context. Further, our policies are to ensure
that all staff at the school work under conditions which encourage
and support professional excellence, are equitable and as professionally
meaningful as possible and where all are fairly compensated while
maintaining a sound fiscal and operating environment.
The Western Academy of Beijing is committed to recruiting a high quality
staff so that the instructional program meets the highest possible
standards.
In so doing, WAB will:
- recruit a diverse, international staff and retain the most
appropriate and qualified persons to fulfill the school・s
educational mission.
- assign all staff appropriately in line
with WAB・s training, skills and institutional needs, and with
the employment expectations of the individual.
- utilize staff talents
optimally and effectively.
- operate a personnel management system
that is fair to all employees.
- implement an evaluation/performance
assessment mechanism which is objective and supportive.
- encourage
professional self development and provide opportunities for members
of the school staff to develop new skills and qualifications.
- demand
high moral personal and ethical professional standards of all
staff.
The Director is responsible to create and sustain the type of working environment
where these goals can be met.
The School strongly believes that a healthy educational environment requires
a staff that is both diverse and balanced. The School shall strive
to ensure that this diversity and balance in staffing is achieved
across and within the major sections or areas of the school, with
particular care and emphasis being placed in the areas of gender,
ethnicity, and personal and professional background
It is the policy of WAB that all decisions about staff assignments, promotion,
demotion, transfer, determination of salaries, benefits and selection
for training shall be taken without regard to race, color, religion,
national origin, gender, marital status, sexual orientation or
disability. Individual
merit and suitability for the particular job, shall be the only
considerations. Applicable
Laws will be strictly observed.
The school enters into contractual arrangements with all members of staff,
with the exception of temporary staff. The employment agreements are
signed by the employee and, on behalf of WAB, by the Director. The
contracts for all categories of staff can be found in the school・s
Procedures Manual.
All qualified teachers employed contractually are placed on the same salary
scale, irrespective of their employment category. However, fringe
benefits vary according to category and are specified in the Contract
Addendums found in the school's Procedures Manual.
| Categories |
Description |
| Overseas Hire (OSH) |
This is a category of teachers holding other than PRC
identity papers normally hired from outside of China. If
appointed for the beginning of a school year, they are employed
initially on a two-year contract. Contract renewal
will be on an annual basis. |
| Local Foreign Hire (LFH) |
Hired within China from among the non-Chinese resident, foreign
community, such teachers may be hired on a one-year initial
contract. |
| Local National Hire (LNH) |
This category includes only citizens of the PRC. Such
employees must hold Beijing Household Registration, or obtain
valid migrant employment permits. These are usually subject
to different PRC taxation regulations from foreign nationals. |
| Replacement Teacher |
This category is defined as a person who is employed as
a replacement for a part-time or full time teacher who will
be absent from school for a known period of less than a full
school year. A replacement teacher will receive an
employment agreement, the terms of which will be determined
by the Director in accordance with the WAB instructional
staff salary scale and related policies. The agreement
will terminate when the regular teacher, whose position the
temporary teacher fills, returns to work. A new contract
will be negotiated if the replacement teacher fills in for
a different teaching assignment. |
| Part-time Teacher |
Such a teacher is employed on the basis of an individual
employment agreement to be signed prior to commencing work.
Conditions of service, including job description, percentage
of a full-time salary and benefits applicable will be specified
in the employment agreement. |
| Temporary Substitute Teacher |
This is defined as a person who replaces a regular instructor,
whether part- or full-time, who is absent from school for
a short period of time due to illness, professional development,
assigned duties away from the main campus or any other reason
approved by the Director. Payment is on a fixed daily
rate, decided by the Director. The employment assignment
ends when the regular teacher returns to work. |
All qualified staff employed contractually are placed on the same
salary scale, irrespective of their employment category. However,
fringe benefits vary according to category and are specified in
the Contract Addendums found in the school・s Procedures Manual.
| Categories |
Description |
| Overseas Hire (OSH) |
This is a category of staff holding other
than PRC identity papers normally hired from outside of China.
If appointed for the beginning of a school year, they are
employed initially on a two-year contract. Contract
renewal will be on an annual basis. |
| Local Foreign Hire
(LFH) |
Hired within China from among the non-Chinese
resident, foreign community, such t may be hired on a one year
initial contract. |
| Local National Hire
(LNH) |
This category includes only citizens of
the PRC. Such employees must hold Beijing Household Registration,
or obtain valid migrant employment permits. These are usually
subject to different PRC taxation regulations from foreign
nationals. |
| Replacement Staff |
This category is defined as a person
who is employed as a replacement for a part-time or full
time staff who will be absent from school for a known period
of less than a full school year. Replacement staff
will receive an employment agreement, the terms of which
will be determined by the Director in accordance with the
WAB staff salary scale and related policies. The agreement
will terminate when the regular staff member, whose position
the temporary staff member fills, returns to work. A
new contract will be negotiated if the replacement staff
member fills in for a different assignment. |
| Part-time Staff |
Such staff is employed on the basis of an
individual employment agreement to be signed prior to commencing
work. Conditions of service, including job description,
percentage of a full-time salary and benefits applicable will
be specified in the employment agreement. |
| Temporary Substitute
Staff |
This is defined as a person who replaces
regular staff, whether part- or full-time, who is absent
from school for a short period of time due to illness, professional
development, assigned duties away from the main campus or
any other reason approved by the Director. Payment
is on a fixed daily rate, decided by the Director. The
employment assignment ends when the regular staff member
returns to work. |
An educational programme of the quality that WAB strives to provide the
services of men and women who behave with integrity, high ideals,
intelligence and compassion.
| 5.201.1 |
Employee Standards of Behaviour. All
WAB employees are expected to:
- Set high standards of personal behaviour;
- Treat all persons with respect;
- Remain aware of cultural standards in China different
from those found in other countries;
- Obey the laws of the PRC; and
- Promote the good reputation of the school.
|
| 5.201.2 |
Gifts. The school does not encourage
the acceptance of gifts by staff members from parents or
pupils. However, should gifts of minor value be offered,
staff are asked to use normal discretion so as not to give
offence by refusing. |
| 5.201.3 |
Solicitations. The
school does not allow the promotion on school precincts
of for-profit services, products or organizations by WAB employees. No
activity that requires teachers or pupils to become involved
in any kind of promotional campaign (financial, educational,
charitable or otherwise) will be permitted, unless the
activity is in accord with WAB general aims and policies
and has received the specific approval of the Director. |
| 5.201.4 |
Engaging in Other Employment. All
full-time employees must not engage in any other remunerated
business, service, trade or professional activity without the
prior written approval of the Director |
Employees shall not at any time engage in any activity that would:
- affect their effectiveness as employees in the School;
- make time and/or energy demands upon the individuals which could interfere
with their ability to carry out their contractual duties;
- compromise or embarrass the School;
- adversely affect their employment status or professional standing; or
Employees shall not engage in any other employment or in any private business
during the hours required to fulfill assigned educational duties.
Employees shall not sell or otherwise dispose of any school property (books,
supplies, educational equipment, etc.) to any student, parent/guardian
or any other third person connected or not connected with WAB,
unless prior written approval has been received from the Director.
In order to avoid any conflict of interest, no administrator or supervisor
shall be responsible for the direct supervision and/or evaluation
of a relative.
The spouse of the Director may not be employed at WAB. The hiring
of the spouse of other members of the senior administrative team
is not precluded. A member of the Senior Administration is not permitted
to directly supervise and evaluate the performance of his/her spouse
or relative. The performance evaluation of the subordinate employees
shall be conducted by the next level supervisor. Members of the same
family are not permitted to hold administrative positions at the same time.
In order to avoid a potential conflict of interest, it should also be noted
that it is WAB Board policy not to allow the spouse of a member
of staff to serve as a Board member.
The Director and The Board of Trustees will ensure that proper policies
and procedures are in place to ensure for the health and safety
of the students/teachers/staff at Western Academy of Beijing. All
health and safety concerns should be reported to the Director and/or
the Deputy Director first before anyone else is notified.
Specific contagious diseases and the form for physical examination can be found
in the school・s Procedures Manual. Emergency Evacuation Procedures can
also be found in the school・s Procedures Manual
All expatriate employees and their dependants are required to pass a medical/physical
examination before the employee begins work at WAB in order to
satisfy PRC visa, work permit and residence requirements.
At the time of contract renewal, WAB also requires all expatriate employees
and their dependants to take a further medical/physical examination.
All costs incurred in the above are borne by WAB.
School policy and procedures for all contagious diseases shall
be based on current knowledge and known risk factors and modes
of transmission, and reflect concern for the individual as well
as group welfare within the School community.
Emphasis will be placed on education of new staff members of the
current status of contagious diseases in China and every effort
will be made to keep staff members informed of changes to both
the status of and medical knowledge about relevant contagious diseases.
A contagious disease is any disease carried
from one person or animal to another by direct or indirect contact. Direct contact includes
touching any discharge from the body, as saliva. Indirect might
include contact through something else, as drinking glasses, toys,
water or insects. To control contagious disease, it is important
to identify the organism causing the disease and prevent it from
spreading. The infected person must be treated and others must
be protected from contact with the organism. A full listing
of contagious diseases can be found in the school・s procedures manual.
WAB will comply with any laws relating to contagious diseases.
There will be a yearly update of contagious diseases, which are deemed
pertinent to our school community by our school nurse at the director
of the School・s Director.
Any contagious disease which has afflicted any member
of the WAB school community must be reported to the school nurse. During
the period of contagion, anyone infected will be excluded from school and
all school activities.
It is the intent of WAB to provide to the maximum extent by law, all rights
and privileges to any employee or student diagnosed as having Acquired
Immune Deficiency Syndrome(AIDS) or Human Immune deficiency Virus
(HIV) Infection. No
employee or student who has AIDS or HIV infection may be excluded
from participating in the continuation of their employment or education
solely on the basis of this diagnosis. AIDS/HIV information will
remain strictly confidential subject to legal requirements for
disclosure
This policy will be reviewed annually or as additional significant information
becomes available.
Philosophy behind the policy
The following factors:
- AIDS is a non-contagious communicable disease characterized
by a collapse of the body・s natural immunity against disease
- Current medical data indicate that AIDS is not transmitted
through casual social contact
- Current medical data indicate that AIDS is transmitted by
an exchange of bodily fluids, primarily blood, semen, vaginal
secretions and breast milk, although isolation of the virus
has also been identified in saliva, urine and tears.
- No special precaution need be taken for the HIV infected
person or AIDS patient in the school beyond the normal hygiene.
- A person with AIDS or HIV infection is highly susceptible
to common infectious diseases or fatal illnesses due to their
immune deficiency.
- Most school-aged children with AIDS/HIV Infection should
be allowed to attend school in an unrestricted manner, with
the approval of their physician.
- Since the diagnosis of AIDS/HIV Infection may stigmatize
the person, confidentiality of all records and information
will be strictly adhered to. Only those persons authorized
by a signed release or court order will have access to such
information.
The school shall handle each case of HIV Infection or
AIDS on an individual basis.
At no time shall an AIDS patient be restricted or excluded from school, unless
an attested medical statement from the patient・s doctor, a (host
country) health agency, or a school-appointed doctor indicates that
the person has a disability which presents a danger to the school
environment.
No persons shall be employed on a contractual basis in an administrative
position, on the instructional staff, or as a member of the ancillary
staff who does not possess the necessary legal authority for employment
in the PRC.
Employees are responsible for providing all documentation required for
the application or renewal of entrance/re-entry/exit visas, residence
cards (green books), foreign expert card (work permit) and any other
officially required documents.
The school will be responsible for processing visas, green books and any
other documentation connected with the professional employment
with regard to the Chinese authorities.
All foreign nationals employed by WAB must hold a current re-entry visa
in case of an emergency requiring immediate evacuation. Any costs
incurred due to non-compliance with this provision will be borne
by the employee. WAB
will pay the cost of 2 re-entry visas per year for personal use. Additional
re-entry visas are to the cost of the employee.
The employee of the school is responsible to ensure current validity of
all personal documents, including passport, visas and green card. In
order to be certain of the validity of documents written in Chinese,
employees are responsible for complying with requests for documentation
from the Business Office.
In circumstances where a WAB employee attends a conference, recruitment
fair or other event on school business, WAB will pay any visa fees
or fees for other documentation required by the authorities.
It is the policy of WAB that all overseas hired staff are provided furnished
accommodations of an appropriate size and standard as managed by
the Director.
Further, upon the recommendation of the Director, WAB may provide housing
subsidies for local hires if there is an unexpected, adverse economic
change in situation mid contract, for that given academic year,
pending budget allowance. The housing subsidy will be set at USD 500
per month.
Personnel records shall be available only for official use by
the Board, the Director, the employee's immediate superior, Finance
Manager, or for inspection by accrediting agencies or other groups
with prior approval of the Director to verify an employee's training
and experience.
Personnel records are confidential and shall be treated as such by
being kept in a lockable file cabinet in the Director's office.
All employees shall have on file in the Director's office and/or
Finance Manager's office a copy of:
- degrees, teaching, administrative certificates (or credentials)
and any other professional qualifications.
- confidential placement records or references.
- college/university transcripts (if available)
- copies of relevant sections of valid passport
Relevant professional qualifications and references related to the appointment
and continued employment of staff shall be maintained in the employee's
personal file in the Director's office.
Additional information relating to the employee's professional career or
relevant activities in the community may be placed in the file. Any
employee may access and examine his/her own file upon request with
the exception that confidential information submitted by college
and university placement offices, employment agencies and individuals
relative to the employee's previous experience and training shall
not be made available to the employee. Personal
files can only be examined in the presence of the Director (or
delegated representative) and must not leave the Director's office. If
there is any question about the content that cannot be resolved,
the employee may appeal, following the established grievance procedures.
Upon termination of employment, the employee may request and have returned
to him/her college transcripts, teaching certificates or credentials. Confidential
papers shall not be given to the employee nor shall they be sent
on to a prospective employer. They will be retained on file by the
school for a minimum of three years.
Personnel records shall not be sent to other schools or other employers
without a written request from them, and written permission granting
such a request by the employee.
The possession of and/or intentional misuse or abuse of any illicit or
licit substance, prescription drug and/or non-prescription drug
in any form by employees is not allowed and will not be tolerated.
The School will take any action required under Chinese law in connection
with cases involving the use of illicit drugs. However, employees
violating this policy are subject to immediate dismissal.
No alcohol will be consumed by WAB personnel on school premises during
the normal school hours. Additionally, no alcohol will be consumed
by WAB personnel at school-sponsored activities involving the presence
of students, except when approved beforehand by the Director.
Persistent alcohol abuse which impairs the professional effectiveness
of employees will lead to dismissal.
For health and safety reasons WAB has been declared a smoking-free campus.
Consequently, smoking of tobacco or other substances on school premises
and grounds or in view of students, or on school-sponsored activities is
not permitted
Employee complaints and grievances, whether of a professional or personal
nature, are best resolved as close as possible to the level at
which they arise. However, it is recognized that in isolated cases
it will be necessary to invoke procedures for resolving disputes
and dealing with dissatisfactions. The
following principles will underpin the procedures developed by
the Director in the case of complaints and grievances that require
action:
| 5.207.1 |
All supervisory personnel should be available to all
employees to consider complaints and grievances and to
assist in their resolution |
| 5.207.2 |
Supervisory personnel will conduct themselves
in a manner which is fair objective, sensitive and considerate
to the overall welfare and morale of the entire staff as well
as to the individual or individuals concerned |
| 5.207.3 |
Employees shall, when possible,
first discuss their complaints or grievances with their immediate
supervisor. If
a satisfactory solution is not reached the employee has
the right to present the problem for reconsideration to
the next highest-ranking supervisor. The employee
may choose to include one or both Teachers・ Associations
Staff Representatives at any stage of the process. |
| 5.207.4 |
The right to appeal for redress may be carried
ultimately to the Board whose decisions are final in all complaints
and grievances, except in the case of the Director, who has
the right of appeal to the WABEF. |
| 5.207.5 |
All employees have the right to obtain, at their expense,
legal representation, and this does not nullify their procedural
rights under this policy. However, employees are
bound by complaints and grievance procedures as spelled
out in this section and elsewhere in WAB policy. |
| 5.207.6 |
An employee has the right to have a legal representative
of his/her own choosing and at his/her own expense, present
during appeal to the WAB Board. However, if such representation
is desired, it must be communicated at least five working days
in advance of that appeal to the Board. Further, such right
does not include having legal Representation present at any
step in the process prior to such an appeal to the Board. |
(not policy and should be placed in the School's Procedures Manual)
The Director shall prepare, for Board review and approval, a guide
to all positions in the school and the principle duties assigned
to each position. The Director may change and reassign duties;
however, the creation of a new position must have the approval
of the Board.
The following Staff Positions and Qualifications can be found in
the School's Procedures Manual.
- Director
- Deputy Director/Elementary School Principal
- Middle School Principal/ Director of Curriculum
- Director of Development
- Administration and Business Manager
- Finance Manager
- Classroom Teacher
- Information Technology Director
- Teacher-Librarian
- Guidance Counselor
- Nurse
- Specialist Teacher
Posts of Responsibility
- Subject Coordinator
- Computer Curriculum Coordinator
- Chinese Studies Coordinator
- Health and Safety Coordinator
- Teachers・ Association Representative and Teachers' Association Representative
to Board of Governors
- Bus Coordinator
- Special Needs Coordinator
- Syndicate Leader
- Middle School Coordinator
- Professional Development Coordinator
- Accreditation Coordinator
- Curriculum Council Chairperson
- ERC Coordinator
- ECU Coordinator
(This is procedure not policy and should be contained in the School's Procedures
Manual. However, there needs to be a job description for every position
and not just the classroom teacher, which is the only one in the
manual)
WAB strives to maintain a level of financial remuneration and benefit package
that will be competitive with other international schools of its
size and type in Beijing, in the PRC and elsewhere in the East
Asia region.
Salary will be paid in RMB for Chinese nationals, and in US dollars for
foreign nationals to the extent permitted by PRC law. All employees
shall receive equal salary for equal work regardless of nationality.
There will be an annual review of Teacher Salary level. This will
take account of requests made by the Teachers' Association and
will be undertaken by the Board with input from the Director. This
process will be completed at the latest by the March board meeting,
for submission to the WABEF Board for final approval. The final announcement
will be made before April 15th, with new salaries to take effect
at the start of the next new contract period.
| 5.303.1 |
The Board, on the advice of the Director, will adopt
annually a staffing plan for the instructional programme
offered by the School. The Director is responsible
for filling staff positions as established. |
| 5.303.2 |
The Director is responsible for establishing recruitment
and recommendation procedures designed to (a) ensure a
high quality professional staff to carry out the instructional
programme and (b) maintain an international dimension to
the school faculty, consistent with agreed instructional
goals and objectives of the School. |
| 5.303.3 |
The Director has the authority to conduct recruitment
trips within the confines of the recruitment element of
the operational budget or to delegate this task to another
member of senior staff, as appropriate. |
| 5.303.4 |
WAB encourages and supports the spouse of the Director
to take an active part in the volunteer activities of the
WAB community. If the spouse seeks employment in
Beijing, it is preferable that such employment be found
outside of WAB. Notwithstanding exceptions to this
rule, which require prior Board approval, the spouse of
the Director may not be employed at WAB in a position of
direct accountability to the Director. |
| 5.303.5 |
A member of the Senior Administration is not permitted
to directly supervise and evaluate the performance of his/her
spouse or relative. If the potential for this situation
arises, the performance evaluation of the subordinate employees
shall be conducted by the next level supervisor. However,
members of the same family are not permitted to hold administrative
positions at the same time. |
| 5.303.6 |
In order to maximize the fiscal and operational health
of the school, all else being equal, those with smaller
overall benefits package requirements and personnel related
costs are given hiring preference over those with larger/higher
ones. |
In order to avoid a potential conflict of interest, it should also be noted
that it is WAB Board policy not to allow the spouse of a member of staff
to serve as a Board member.
If and when openings for current/new confirmed positions of employment
at WAB occur, the Director will post these vacancies through the
Daily Bulletin. The
Director will also, to the extent possible, notify the community
of such vacancies.
Internal applicants will be given equal (but not priority) consideration
should they wish to apply for any vacant position within the School.
If and when openings for new positions of employment at WAB occur,
the Director will, before taking the above action, seek authority
from the Board for the creation of such new positions.
The Director is responsible for providing orientation before the start
of classes each school year. All teachers and new staff are required
to attend.
The purpose of the orientation programme is:
- to acquaint teachers with school policies and procedures;
- to acquaint teachers with their colleagues and with the community;
- to
help teachers adjust to new assignments.
The Director will make every effort to assign professional staff to duties
that match their training and experience. However, given the size
and nature of the school, this cannot be narrowly interpreted. The
Director has the authority to place any employee in a work position
according to the operational needs of the school. If any employee
objects to an assignment the normal procedures for complaints and
grievances will apply.
The Director will ensure that there are employment agreements in place
for all categories of staff with the exception of temporary staff.
Contracts will be compliance with relevant PRC labor laws and regulations.
Contractual status does not change automatically if/when an employee's
status changes mid-contract. At contract renewal, if/when both sides
wish to renew, the employee may at his/her discretion request a
change in contractual status, knowing however that such request
will not automatically be granted.
Copies of all employment agreements templates and their addendum can be
found in the school's Procedures Manual.
The Board of Governors and the teaching staff of WAB require that performance
management of staff be implemented to ensure that high quality
teaching and learning takes place across the school.
Performance Management be in line with the overall philosophy, mission
and aims of the school.
The ultimate responsibility for Performance Management of all members of
staff rests with the Director, who has the authority to delegate
this task to the appropriate staff.
In all cases, the basic resource for Performance Management will be professional
standards documents accepted as being effective by the staff and
administration and familiar to all parties.
The process must remain internal to the school, as must all written documents
arising from it. The Board shall require only such general reports
on professional staff competence and development as may be needed
in the course of the Board's work. The Board may require information
about an individual's performance only if the Director has found it necessary
to serve a staff member with notice of termination or non-renewal
of contract.
Performance Management Procedures will be periodically
reviewed in consultation with the professional staff. The Performance
Management Procedures can be found in the school's Procedures Manual.
A staff member not adequately meeting the professional standards may result
in non-renewal of contract or termination. The staff member will be
given 8 weeks in which to meet the required standards. During that
time, the Director or his/her designated nominee will provide support
to the teacher in an effort to improve that teacher's performance. The
details of the support and time frame for upgrading performance
is outlined in the school's Procedures Manual. If at the conclusion,
the professional standards are being met, the teacher will return
to normal performance management procedures. Should the performance
standard not be met, the teacher's contract may be terminated or
notice of non-renewal given.
The Director will ensure that all Professional Staff have equitable employment
conditions to foster the educational and operational integrity of
the school.
The Director, in consultation with the Deputy Director, determines time
schedules and equitable work loads for teaching staff. A professional
staff member may be absent from the school building by arrangement
with the Director or Deputy Director during times when they have no duties.
Teaching staff members are expected to be available to students and parents
before and after regular school hours.
A full-time teacher is required to be on duty at the school between the
hours of 8:15 and 15:30 – Monday through Friday during the academic
year.
The full load for a full-time teacher is 30 actual teaching periods of
40 minutes each per week. This non-contact time is provided to support
teachers in planning, collaborative planning and programming, team
meetings, parent meetings, organizational tasks, meetings with
line managers, marking, report writing and any other task associated with
teaching.
A teaching period is defined as actual classroom instruction of recognized
subject matter approved by the school administration.
Any teacher who’s work load exceeds the defined full work load may
be excused from additional responsibilities at the discretion of the Director.
Limitations:
- Activities such as attendance at assemblies, at curriculum
and faculty meetings, at parent conferences (school wide or
individual), supervision duty and pastoral and supervisory
duties are understood to be routine professional duties.
- Each full-time teacher will in addition to his/her regular
work load, conduct an approved extra-curricular activity
for 2 of the 3 school terms. A part-time teacher (50%
or more load) is required to conduct an extra-curricular activity
for 1 of the 3 terms.
Syndicate Leaders/Coordinators
Syndicate Leaders and Coordinators have additional responsibilities
(e.g. Grade level/department meetings, education supplies ordering,
etc.) which is compensated for by a stipend. In certain cases, a reduced
teaching contact work load may be assigned at the discretion of the Director.
The Director is responsible for holding staff meetings as needed for the
smooth operation of the school. All full time staff are required to
attend all meetings.
The Director is responsible for ensuring that all staff have equitable
access to quality Professional Development in order to improve
teaching and learning in the school. Professional Development must
reflect the school’s annual development plan as a priority and support
the school’s curriculum programs and activities.
The Director will ensure an adequate budget is provided
for professional development annually. Guidelines for disbursement of the Professional Development
funds can be found in the school’s Procedures Manual.
The Director shall provide a plan for leaves and absences designed to enable
members of the professional staff to maintain their physical and
mental health, deal with domestic emergencies, improve professionally
and fulfill obligations, while also ensuring the educational and
operational integrity of the school.
WAB will grant:
| 1) |
Full time staff – up to 10 days with pay each school
year. Sick leave can also be used for absence due
to an illness in the staff member’s immediate family
residing in China. Sick leave days may be donated
to a sick leave bank. |
| 2) |
Sick leave can be accumulated up to a maximum of 50 days.
Within any one year, any accumulated sick leave taken above
the annual maximum of 10 days may only be taken for catastrophic
or major illnesses, and requires the agreement of the Director
and a physician’s statement before such leave can commence. |
| 3) |
Above these sick leave limits, WAB will not provide leave
with full pay and entitlements. |
The Director may require a physician?s statement for illness extending beyond two (2) consecutive working days or for frequent absences.
All Full time staff may be granted 2 Personal Days in any school year between
the months of October through May by the Director. Such leave is granted
to take care of personal business that cannot be scheduled outside
of the normal working day.
Personal leave cannot be taken adjacent to a scheduled
school holiday or vacations. No more than 10% of the staff in each division
may be granted personal leave on any given day. The Director may grant
exceptions only when unforeseen circumstances occur.
A full time OSH teacher will qualify for home leave after two years of
continuous service and for R&R after one year of continuous service
as specified in their contract. All contracts are renewed on an annual
basis. Qualifying teachers receive home leave with each subsequent
contract. The spouse and legally dependent children, 18 years of
age and under, of a qualifying teacher will also be covered. The procedures,
including all conditions and limitations, associated with Home and
R&R Leave can be found in the school’s Procedures Manual.
Bereavement leave with full pay of twenty work days, inclusive of travel
time, shall be granted to the employee in the case of the death
of the partner/child. 10
days shall be granted in the case of immediate family defined as
parents, siblings. For all other non-immediate family, the allowable
leave is 5 work days, inclusive of travel time. Once in a lifetime
bereavement leave entitlement includes payment of air fare.
WAB will grant paid leaves of absence to female employees for maternity. This
consists of seventy consecutive calendar days, comprising not more
than fifty working days, covering pre and post-natal leave of absence. Such
leave is only applicable to employees who have completed two years
of service at WAB
Limitations: Sick leave may not be added to maternity leave, except
on the specific request of a physician made in writing to the Director.
Paternity leave:
An employee becoming a father of a child is entitled to up to 10
working days leave with pay, provided that such leave is taken within
six months of the birth of the child and the leave days are consecutive.
Recognizing that adopting parents need time to bond with a newly adopted
child, WAB will grant, at the discretion of the Director, paid
leave of absence to employees for adoption of a child of up to
15 working days to working singles or couples for adoption of a
child. Such
leave is only applicable to employees who have completed two years
of service at WAB
Unpaid leaves of absence for up to one year may be granted to teachers
who have been employed full-time by the School for a minimum of
three years. During
such leaves the employee will not receive salary. All benefits are
suspended during the period of absence.
Unspecified Leave – Conditions |
Leave for Professional Improvement – Conditions |
| The teacher requesting a leave must apply in writing
to the Director by January 1st of the school year prior
to the one in which the leave shall be taken. The
Director will inform the Board of any such request in a
timely fashion. |
The teacher requesting a leave must apply by January 1st
of the school year, prior to the one in which the leave shall
be taken. The Director will inform the Board of any such
development in a timely fashion |
| Written notification of the teacher’s intention to
return must be received by the Director by January 1 of the
school year prior to the return. It is understood that
the School’s obligation to the teacher shall be limited
to providing the teacher with first consideration for rehire
for any vacancies which may occur for the school year in which
the teacher returns. |
The application should include the precise purpose of
the leave. The school will require evidence of implementation. |
| A teacher receiving such a leave will only be considered
for rehire for positions which he/she is fully certified and
qualified to hold. |
If the Director approves such a leave, the teacher’s
position is guaranteed on return provided that a written
intention to return for the next school year has been received
by the school prior to January 1st. However, the
actual assignment might not be the same as the original
one. |
| Authorized |
For authorized leave, salary will be withheld
for the period of such absence. In such circumstances the
rate of deduction will be 1/260 of annual salary for each
day missed from school duties. |
| Unauthorized |
For unauthorized leave, salary will be withheld for the
period of such absence. In such circumstances the rate of
deduction will be 1/185 of annual salary for each day missed
from school duties. |
Should an employee accumulate more than five (5) days of unauthorized absences,
this will be grounds for immediate suspension from duty and/or
automatic non-renewal of contract.
In the second year of contract, upon notice of non-renewal by either party,
Recruitment Leave of up to 5 working days shall be granted. Written
notice shall be given to the school two weeks prior to the taking of Recruitment
Leave.
Arrangements for substitute (supply) teachers is the responsibility of
the Director or delegated staff member. No private arrangements
may be made between a teacher and a substitute.
In filling these temporary vacancies, an effort shall be made to secure
substitutes who have full certification, and who at least have
training or experience at the teaching level or in the subject
specialization of the teacher who is absence – especially for long-term
leaves of absence.
Long-term substitute teachers (hired to fill the position of employees
on long-term leaves) shall be entitled to any benefits afforded
to part –time or casual employees, as the case may be.
All teachers are required to leave emergency lesson plans, roll-books,
and seating charts in their desks for use by a substitute teacher. In
anemergency, teachers may dictate on the telephone or by fax an
outline of the day’s work to the school.
Procedures:
- In an emergency, the teacher should call the delegated staff
member by 6.15 am
- The delegated staff member, wherever possible, will attempt
to contact a person on the substitute list.
- If no substitute is available, coverage by colleagues will
be provided.
- The substitute or person providing coverage should report
to the delegated staff member, who then provides direction
for the class or day.
- At the end of the day, the substitute should report to the
delegated staff member, who will sign the timesheet and forward
it to the Finance Office.
Benefits, in addition to basic salary, are recognized by the Board as an
integral part of the total compensation plan for professional staff
members. The benefits extended to professional staff are intended to help
promote their present and future economic security.
Full-time professional staff members, whether overseas or locally hired,
who are employed under contracts with the School shall receive
benefits in accordance with the terms of those contracts and
any supplementary benefit schedules attached thereto. Certain
benefits will appertain only to overseas-hired personnel.
Part-time professional staff members will be entitled to benefits in
accordance with the specific terms of their employment contracts,
and in proportion to the percentage time for which they are hired.
Substitute professional staff members are not entitled
to benefits, unless the substitute's assignment (replacement assignment)
is of such duration that, in the Director's judgment, some entitlement
to benefits is justified. In
such cases, the replacement teacher will be employed under a specific
agreement setting forth the nature of the assignment, its expected
duration, the compensation to be paid, and the benefit entitlements
to be included.
The Director is authorized to initiate action regarding
the employment of the School’s professional staff members. These actions
include the following:
| 5.312.1 |
Resignation of an employee
- Voluntary: The Director may accept voluntary
resignations at the end of a contractual period or if
the employee gives due notice according to the Employment
Agreement. The Director will inform the Board of
Governors.
- Emergency: In a case
of emergency (e.g. health, economics, personal or family
problems), an employee may request that his/her contract
be terminated immediately or without completion of the
contractual notice period, subject to the approval of
the Director, and in compliance with the termination
clause in his/her contract. The Director has the authority
to accept or reject such a request and must inform the
Board of Governors of the decision and associated reasons.
- Disciplinary: The
Director may ask for the resignation of an employee for
disciplinary reasons. If the
employee does not accept this request, normal grievance
procedures will apply.
|
| 5.312.2 |
Suspension of a professional staff member
The Director may suspend an employee from active duty for
health reasons or for other specified written reasons if
he/she deems this to be in the interests of the School. The
Director will inform the Board of as soon as possible. Any
suspension will be without pay. |
| 5.312.3 |
Termination of an employee
The Director must inform the Board before exercising his/her
authority to terminate an employment agreement. Written
reasons will be given for such action. |
| 5.312.4 |
Non-Renewal of Employment Agreement
Within the context of timely and mandated notice and dialogue,
neither party is obligated, legal or otherwise, to renew
or agree to the renewal of an employment contract. Non-renewal
of a contract does not necessarily imply performance or
work condition concerns by either party. Justification
is not required for either Party for non-renewal of a contract
as long as such non-renewal is done in a manner and under
transparent procedures which are both timely and fair to
all concerned. |
The Director may deem it necessary to reduce the number of instructional
and/or other staff members due to changing economic factors, decline
in student enrolment or other circumstances outside the control
of the administration. If
such a situation occurs decisions will be made on the basis of
the operational and educational integrity of the school. The Board
must be kept informed of such developments.
The Director may exercise disciplinary measures such as verbal or written
reprimands or temporary pay deduction for unauthorized absences.
Due process will be followed. The Director will ensure that the employee
concerned is kept fully informed of any disciplinary action. Appeal
of administration decisions of a disciplinary nature follow the
regular procedures for employee complaints and grievances.
These measures are in addition to the Director’s authority to suspend
or terminate an employee as specified elsewhere.
The Director shall prepare, for Board review and approval, a guide to all
non- professional positions in the school and the principle duties
assigned to each position. The Director may change and reassign duties
as needed to ensure the educational and operational integrity of
the school.
Adjustments to non-professional staffing can be made within budgeted line
items without the endorsement of the Board.
The following Staff Positions and Qualifications can be found in the School’s
Procedures Manual.
- General Affairs Manager
- Accreditation Secretary/Personal Assistant to the Director
- Reception/Main Office Secretary
- Deputy Director Assistant
- Admissions/Development Department Assistant
- Assistant Accountant
- Data Entry Clerk
- Computer Technician
- Teacher Assistant
- Worker/Handyman
- Ayi
- Security Guard
- Supply Room Manager
- Library Assistants
Post of Responsibility
WAB strives to maintain a level of financial remuneration and benefit package
that will be competitive with other international schools of its
size and type in Beijing and in the PRC.
A Teaching Assistant Scale recognizing different incremental levels related
to professional development and years of experience will be maintained.
All other non-professional staff are placed at a salary set in accordance
with prevailing wages in Beijing.
All wages are reviewed annually.
The Board, on the advice of the Director, will adopt annually a staffing
plan for the School. The Director is responsible for filling
staff positions as established.
If and when openings for current positions of employment at WAB occur,
the Director will post these vacancies on the staff bulletin board
when initiating a search. The Director, will also, to the extent possible,
notify the community of such vacancies.
Internal applicants will be given equal (but not priority) consideration
should they wish to apply for any vacant post in the School.
The Director shall seek authority from the Board for the creation
of new non-budgeted positions.
The Director is responsible for providing orientation for all new staff
on a timely basis.
The Director will make every effort to assign staff to duties that match
their training and experience. However, given the size and nature
of the school, this cannot be narrowly interpreted. The Director has
the authority to place any employee in a work position according
to the operational needs of the school. If an employee objects to
an assignment the normal procedures for complaints and grievances
will apply.
The Director will ensure that there are employment agreements in place
for all categories of staff with the exception of temporary staff.
Contracts will be in compliance with relevant PRC labor laws and
regulations.
Copies of all employment agreements and addendum can be found in the school’s
Procedures Manual.
The Board of Governors require that Annual Performance Management of Staff
be implemented to ensure that a high quality of support functions
take place across the school and to guarantee equity and fairness
for all non-professional staff members. Performance Management must
be in line with the overall philosophy, mission and aims of the
school.
The ultimate responsibility for Performance Management of all members of
non-professional staff rests with the Director, who has the authority
to delegate this task to the appropriate line manager.
This annual review will take place in a timely fashion
prior to the decision to offer contracts for the coming school year. The Performance
Management procedures for each staff grouping can be found in the School’s
Procedures Manual.
The Director will ensure that all Non-Professional Staff have equitable
employment conditions to foster the operational integrity of the school.
The Director, in consultation with the Deputy Director and other supervisory
personnel, determines time schedules and equitable work loads for
all staff.
Teaching Assistants
Teacher assistants duty hours at school are from 8:15 – 1515
each day and every teacher assistant is entitled to a 30 minute lunch
break and a morning/afternoon break of 15 minutes each. These are
taken at times negotiated with the supervisory teacher(s).
The Director is responsible for holding non-professional staff meetings
as needed for the smooth operation of the school. Such meetings, either
for all non-professional staff, or for segments of the non-professional
staff, will be held during normal working hours. Attendance by the
non professional staff is required.
The Director is responsible for ensuring that all non-professional staff
have equitable access to quality professional development in order to improve
the operations of the school. Professional development should reflect
the school’s goals and a budget amount should be set aside annually
to ensure this ongoing support.
Responsibility for the professional development in each area of the non-professional
staff has been delegated as outlined:
| Secretarial and Finance Staff |
managed directly by the Administrative Team. |
| Teacher Assistants |
managed by the Professional Development Coordinator |
| Cleaning Staff |
Health and Safety Committee identifies and recommends professional
development of this segment of staff to the Director. |
| Support Staff |
General Affairs Manager organizes training on a needs basis. |
| Leave Items |
Teacher’s
Assistant |
Admin / Support |
| Sick Leave |
10 working days accumulated up to 50 days |
10 working days accumulated up to 50 days |
| Vacation/ Annual Leave |
According to personal contract, about 65 working days |
20 or 30 working days. According to personal contract |
| Public Holiday |
10 working days by Chinese Labor Law; |
10 working days by Chinese Labor Law; |
| Personal Day |
2 working days |
2 working days |
| Maternity |
By Chinese Labor Law:
15 (Before labor)
75( Normal labor) or
90( Difficult labor) |
By Chinese Labor Law:
15 (Before labor)
75( Normal labor) or
90( Difficult labor)
|
| Paternity |
10 (Six months of the birth of the child) |
10 (Six months of the birth of the child) |
| Bereavement Leave |
3 days plus 2 days for
travel if hometown is out of Beijing |
3 days plus 2 days for
travel if hometown is out of Beijing |
