Probably because it turned into a thread about the ethics of signing multiple contracts...

Apologies if me calling out people for doing that contributed to the thread being taken down. But I do think that we need to call out dishonest practices even if the people posting such things are almost certainly trolling.

Your initial question was interesting and timely and had some thoughtful initial replies.

In Switzerland.

Two of us, but only one working.

The Numbeo figures for prices of items are accurate - e.g. bread, chicken, hair cuts. The average salary comparisons get distorted.

You pay for rent, and nearly all places are not furnished, and compulsory health insurance.

All other costs are down to personal choice. Well, apart from travel I suppose, in terms of commuting to work.

But, in our situation you don't live in CH to save money. You live for the beauty, the nature, the safety, the travel in and out of country.

People on two salaries, without children, would get all that plus the savings.

though it is disingenuous though to directly compare cost of living, as most of the Asian packages include housing, flights, insurance etc. and the Swiss ones don't.

Which means that the savings potential in Asia suddenly jumps higher.

If you want these three things:

1. Savings
2. Nice lifestyle (very subjective, I know...)
3. Travel

then it's very likely at least one will have to go.

If you're part of a couple then with two wages coming in it will be different.

But as mentioned above, pretty much everything is expensive, or very expensive. That said, it's very safe, über organised, and small enough to easily get around and enjoy - there is so much nature to explore. Plus, lots of Europe is accessible by train (when the borders reopen) and travel is easy.

@Illian_Blues

I'm glad you and you're school community is having a positive experience.

However, to this point 'Wellbeing is a genuine part of policy, and it shows. Looking at the times he sends out emails it seems he works crazy hours to keep everything going smoothly.' I would suggest that your Director needs to consider his own well-being.

Also, emailing at silly o'clock can have a detrimental effect on others as some people think they should be doing the same. Far better to schedule send these emails to reinforce the well being message.

If I couldn't get a visa for D, then they're straight off the list.

E would be intriguing. Would add capacity to the school as they might want to step back 'up' again.

A to C could be equally attractive. But let's dig deeper.

B - can they get by on one salary? Not that it's by job to manage their finances for them or tell them what they can afford, but if I know it's possibly going to be a struggle for them do I think they will be happy and commit for longer? Maybe not.

C - could be one of many attractive candidates who are choosing to leave China because of the current . who might otherwise not be. Timing could mean that other ships have sailed and we get to employ them as other jobs have filled...

A - If my school is looking to increase our diversity - in colour, age, gender, nationality etc - and this person helps with that, then maybe they zoom up the list.

Under the new PYP guidelines this is possible, but I don't know of any schools doing it right now.

I suspect that it will be a practice more likely to occur in national system schools in places like China, although Singapore might also be a place it could get traction. Not sure many, any, international schools will switch to this.

See, I knew @psyguy could write with decent spelling and punctuation if he put his mind to it...

@psyguy

For the love of Lucifer, punctuate.

Don't guess by all means, but do punctuate.

shirley its not to hard...?

IHJAAALOP.

Sorry,

I hate jargon and abhor a lack of punctuation.

Just sayin'

I always find it surprising that some people aren't willing to spend a couple of hundred dollars registering for a service that will give you access to your future job. It seems money well worth spending.

Yes, the job fairs can prove to be expensive and beyond what people can afford. But isn't this more reason to get signed up early and secure a job through Skype interviews etc?

I would get your Search profile finalised/activated asap.

Schools will begin posting as soon as they know what positions they need to fill. A lot of schools have some point in November as their intentions for the next year date. But they may know sooner or may be creating new positions.

In terms I fairs I would suggest either Search Bangkok or London. But you might find a position before then and not need to go to the fair.

Once you're all sorted with Search you will start getting the daily updates.

Good luck.

@psyguy

"Your belief whether genuine or not is nothing more than your beliefs, they arent valid or true because you believe them to be.
Your "might be likely to commit" is nothing more than a guess, and your preferences are just that, your preferences."

And my beliefs and preferences will continue to inform my actions. Which in this instance would be to hire the person who I felt, on balance, was more likely to commit beyond a two year contract.

x

@psyguy

Looking at it from a school sustainability perspective I want teachers who are likely to commit beyond two years so that we can build, and maintain, momentum and, where needed, make effective and long lasting change.

This has nothing to do with fear mongering, but rather a genuine belief that this is better for the school and the students.

Paradoxically, I also don't want people who get stale and aren't open to moving our school forward.

But I don't think genuine and lasting improvements can be achieved through a succession of 'two and done' teachers. From what I've read, and conversations I've had in schools, I know that's not just me.

Will 'two and done' teachers get jobs - of course. Will they get 'good' jobs - yes, but they might be pipped to the post by people with longer stays in their history. Then again, they might not.

Still, none of this will change my preference for teachers who it seems might be likely to commit.

Inevitably, you'll disagree.

x

"As opposed to someone who stayed 10 years because they didnt want the challenge, got comfortable and complacent, and their only leaving because they got divorced and the ex-spouse is now seeing the senior leadership they report too."

You got me, that's exactly how it went...

I agree that having a credible explanation for a sequence of 2 year contracts could work, and a certain mobility in faculty can be a good thing.

But, I also know that in schools I have been at part of what we have considered is longevity and how long someone might stay for. The word 'might' is important there, as clearly there's no imperative on people to stay beyond their contract. But in trying to build sustainability we have always looked for those who it seems likely will stay longer.