Thats how I do it, leave my card with relative in Australia, and when I visit, take 20,000 rmb cash out. All flights/hotels etc paid for via trip.com. I do a large transfer of 50,000 rmb once via a friend in China. The thought of going in monthly to a bank is too much of an administrative nightmare. All this means I can transfer AUD 38,000 out each year.

Good luck

Still don't understand why there is a reliance on references given the large number of disfunctional leaders. Give me a well presented digital portfolio with linkedin endorsements over a references anyday.

Regarding the number of observations, I don't think I would want to work at a school that does not have observations. To assure academic and teaching quality control, leadership should conduct a few formal observations, be proactive in checking documentation and overall check the learning that is happening. Formal observations are a part of this, but not the complete picture. For me the right mix would be 1-2 formal observations, 1-2 peer observations and the right mix of checking the work that kids were doing. Too many observations is counter productive, and leads to unecessary stress, rather than being seen as a means by which teachers can improve their practice.

1. Model expected behaviour.
2. Watch your body language.
3. Get to know your staff.
4. Its not always about jumping in and changing things, but perhaps there is some low hanging fruit and easy win wins to get yourself started on the right track.
5. Set the tone for expectations. Don't respond to messages straight away and let staff work methodically through any issues.
6. Over communicate details like schedules, etc.
7. If you get off on the idea of power and control, please choose another profession.
8. Build positive relationships with kids.

Best of luck to all administrators out there. Mistakes will be made, but don't be too hard on yourself.

Yes, of course bad teachers need to be called out. But which is more constructive, a heart to heart private meeting where the specific issue of teaching is addressed, plans being devised, and if expectations are not met, non renewal or dismissal; or a public announcement of who is a bad teacher, where the reality will be, the commencement of a witch hunt, entrenchment of cliques and the beginnings of a hyper political environment.

These types of HOS are the reasons why a lot of international schools are toxic.

Saying that, the HOS could have been instructed by the board to do this, but any HOS with any sense of integrity would resign upon hearing this demand.

It is a lose - lose situation. Identify the three teachers, you are playing into this game and violating your integrity. Don't play, you will immediately, be on the negative side of the HOS. He/She is not really doing it to identify the bad teachers, but more likely to see who he'she can rely upon. Get your CV out. You are a lot better than the games that this new HOS is playing.

This is so unprofessional. A real leader would observe before making any harsh judgements that could have a huge impact on people's careers.

Touch wood also fine, military super, properties being rented out. Be aware of the banking industrial complex which profits from your fear. You do not need a million dollars to retire, but you do need to have a plan in line with your income and expectaions.

I am in a similar situation, where given the nature of the school, it is very difficult to grow as a teacher. Perhaps try some new things with your best class, and work out the limited space on which you can operate. Ride out your time and move upwards and onwards.