All else being equal Id rather work for a male leader, unless I can be part of the female leaders clique.

Concur with @buffalofan, most of the issues and concerns that really matter to ITs are ones that cost coin. All too often leaders take any conversation that appears suggestive as criticism. Even the good leaders (they do exist) see it as criticism, constructive criticism or non-personal criticism but still criticism, because if we are being honest thats what it is. The current system, practice, idea, thing is less effective or efficient than the system, practice, idea, thing I have in mind, which when you collapse down to its salient qualities is a critique, the root of all criticism.Thats what edus do we attempt to transfer KSAs and we critique that process and assign cause and effect (hopefully with a valid identification process/system), but thats what edus do.

I would concur with @Heliotrope, posting on a bigger message board such as Reddit or FB groups or the like with a bigger audience will garner you more responses. If you want another smallish board you may want to try the chat boards at Teachers.net
https://teachers.net/mentors/

@Heliotrope

We disagree.

There isnt any change for ITs. Craig could have continued running it, but it was a rather thankless job that did use resources. Its all cloud based so its very mobile.
Its still essentially non-profit and further that management isnt intending to make any coin going into anyones pocket off of it, but its a business its going to have costs.

@Coimbra

No, Its of great relevance, being dismissive doesnt change its relevance.
I only post from experience and from reliable and trusted sources, the proportion of ISs that offer 2 waivers/places is closer to 50% and not 80%.

@Coimbra

No it doesnt. Your colleague didnt receive contracts or offers from all those ISs. Your colleague merely substituted one source of self-report for another source of self-report.
The proportion isnt zero but its closer to 50% than 80%. Theres no rational benefit for an IS to not claim they offer a 1:1 or 1:2 waiver/place when there may be some scenario that an IS would do that even if they would in a real instance only offer one or one with a further discount or would instead appoint an IT without dependents.Its the same phenomenon of social desirability of ISs claiming to value diversity, appointing the best IT regardless of race or ethnicity and yet IE is so heterogeneously white. Theres no benefit for the IS or leadership to cast them selves in a 'family unfriendly' light, especially when there exists some scenario where the IS would make such a concession despite their predilection not to.

@Thames Pirate

I maintain youre deliberately being evasive in conflating international with internationally minded, or whatever words youre brain puts together.
Students, faculty, staff, it doesnt matter Texas A&M is very much not international, internationally minded, etc. any type of descriptor that has, relates to, or has some semblance of international attached to it.

@Heliotrope

We disagree.

Its the lower tier ISs that are more likely to make extra waivers/places available as they often have capacity to spare. Its the upper tier ISs that are at capacity that are reducing waivers/places. Its closer to half (50% that will provide more than one waiver/place. SAs profiles mean nothing.

@Thames Pirate

And I stand by my position if your looking for internationalness search into already established international enclaves and communities with a heavy international presence. Texas A&M is the largest Uni by student body at around 75K students and its not very international at all by any meaningful definition.

@Thames Pirate

No, just more TPF. Intentionally being accurate and responding to "And how does one compare PE, with its equipment and space management and such, with the marking required in English?" as you wrote.

@Heliotrope

We disagree.

Unfortunately upper tier ISs comprise a very small minority compared to lower tier ISs. Theres far more third tier ISs than first tier ISs. Even at upper tier ISs the benefit has been eroding and continues to be. In the WE there are plenty of upper tier ISs that are very transparent about their inability to provide waivers/places for dependent children.

Its above 50% but well below 83% or even 70% now in actuality and I wont be surprised if in a few years that falls to below 50%.

No, in the few times there has been some form of faculty rep on an ownership board/council, its always been a 'seen and not heard' type of arrangement where at best the faculty rep gets one vote out of numerous voting members mostly parents. In others its been a token position with no real power or authority.

@Heliotrope

We disagree.

Ive often seen ISs who report a 1:1 waiver/place per employee only to find out later that the new or current policy is 1 waiver/place with a 50% discount on a second waiver/place regardless of the IS appointing a teaching couple to two positions. Its also becoming more common, though with increasing transparency, of an IS not offering full waivers/places or not offering any waivers/places at all.
The current trend is clarifying the policy post interview that waivers/places are contingent on availability and its easy for an IS to claim they are at capacity or that their allotment of waivers/places (which they arbitrarily establish) are exhausted and/or only discounts are available (usually 50%).

Savings potential is useless, though I understand why its a difficult topic for whoever is filling out the IS profile to get a grasp on, as savings is more about the individual rather than the comp.

Salary is only slightly better than useless, in terms of getting a sense of range for the region, but useless in specifics. There are ITs who have exactly a BA plus four years (or Masters plus 8 years) who to often are not offered the stipulated salary reported in the IS profile.

The only relevant numbers for me are:
1) Number of instructional hours (how long I have to teach, including ASPs that are more formal).
2) Number of contract hours (how long I have to be on campus/site).
3) How many of the contracted non-instructional hours are structured (meetings, etc.).
4) How much work the role requires of my off contract time (outside grading, preparation, etc.)