I'm a US teacher currently in the States on my 3rd year of teaching with a B.S. in Elementary Education and ESL endorsement, working towards my Masters in ESL. I've previously lived in SE Asia (Myanmar, Thailand, Malaysia) for 2 years doing charity work, but have never done IT. My husband (originally from Myanmar) and I are considering moving back to SE Asia for me to try IT with the hope to save extra money. We're fairly frugal people and we both know the relative cost of living in most SE Asian countries, as well as expectations of life in those places. However, I don't know what to expect in terms of salary and benefits at an IS in any of those countries and estimating the potential savings of each place. The places we're looking are Singapore, Malaysia or Thailand.
Also, do most new teachers to the world of international teaching start at the bottom tier 3 schools and work their way up? Or is it possible to start at a tier 2- tier 1 school straight from the States? And do schools give higher salaries the longer you stay? (I.e.-- starting salary for year 1-2, but renewed contract gets a higher salary? 5+ years at the same schools gets another higher salary?)
Thanks!
Saving potential in SE Asia
Response
To give you the bottom (the transition boundary between ET and IT) coin for salary in the areas requested:
Singapore: SGD$5K/mth
Malaysia: MYR¥10K/mth
Thailand: THB฿60K/mth
Its entirely possible and not uncommon for experienced DTs to be hired directly into higher tier ISs as ITs 2nd, 1st and elite tier are all possible. Most entry and career class ITs however start in the third tier or hardship location. the general rule is you can move up a tier or into a more desirable region with each contract cycle.
Depending ont he model the third tier however is very large compared to the other tiers, and while its common to start in the third tier, you dont have to start at the bottom of the third tier (which is more common for intern class ITs).
You generally see two type of benefit or support packages offered by an IS, a LH (Local Hire) and OSH (OverSeas Hire) package.
OSH, typically includes some combination of the following:
-Salary
-Housing
-Relocation
-Health/Social benefits
-Tuition/ Fee waivers/places for dependent children
1)Salary: This is either the gross or net coin dispersed and expressed as either a monthly or yearly amount for your instructional services. Some ISs will unbundle it into specific roles for X number of instructional hours and Y number of contact hours plus any ASPs or XDC and may be based on 10 or 12 month periods (a 10 month contract dispersed over 12 months is an annualized contract), some ISs dont pay summer salary. The salary may be written in the local currency or in a hard currency (such as USD, Euro or Sterling). It may be split by portion, or convertible and the IS may stipulate conversion times/points throughout the year (IE.. the contract is written in USD, but must be payed in local currency so the IS may take the average of last years exchange rate, may set the exchange rates as applicable on June 1 and December 1, or may use the monthly average as reported by some publication or financial index, etc.) Salary may be dispersed in currency (you get an envelope of currency at a set time during the month), or deposited in a banking account, usually local but some ISs will deposit it in an overseas account you designate. Most disbursement schedules are monthly and the upper tier ISs disperse at the begging on the month (meaning your salary is paid in advance) with lower tier ISs at the end of the month.
2) Housing: Either your provided accommodation directly, typically a western, furnished apartment suitable for your family size (this is subjective). You arrive at the airport, are picked up or travel to the IS and then to the apartment and given the access devices (keys, codes, cards, etc.) Upper tier ISs will have a welcome basket waiting for you, usually some instant soups, and snacks, drinkable water, and some orange juice and/or milk in the refrigerator. Furnishings will include beds, a living room set and kitchen appliances and a washing machine. There may or may not be linens.
The other option is a housing allowance. The IS provides you a fixed amount of coin based on family size to find and rent an apartment or other type of housing. Some ISs pay up to the listed amount, so what you dont spend you lose, and some ISs pay the full fixed amount and you can pocket the difference if the rent is less. ISs generally dont pay property agent fees, and in some locations these are services payed by the renter not the property. The IS may offer various levels of assistance in identifying various housing options. Most ISs will 'guarantee' for their ITs either eliminating or reducing the amount of up front costs associated with a lease. Some ISs will advance housing costs in advance and some ISs wont. Some of these costs are refundable (such as security deposits) and some are not (such as 'key money') and some are technically refundable or sound refundable but in practice are not (such as cleaning fees or viewing fees). Standards and factors that you value as making a particular apartment valuable or worthy typically arent given the same value in foreign regions (IE.. The size either in meters or rooms might be your priority, but in a region such as Japan, distance from the metro station is a more significant factor than size). Understand that standards your used to arent global standards. You may see one apartment fully furnished with leather living room set, and large beds with armoirs and bureaus, and think "wow" and not realize that all those furnishings while new were all made locally and their the cheapest models available. The mattresses have an inferior number of springs, the walls are thin and the water heater takes 15 minutes before you can get hot water, and the A/C is too small for the size of the apartment.
This allowance may or may not include utilities. Some ISs will provide a set allowance, and you pay the difference if you go over or pocket the difference if you use less. Some will reimburse you based on actual usage up to a fixed amount. ISs also differ on what they consider utilities. This can include basics like electric, gas, water, garbage on one end of the scale and can include that plus drinking water, internet, and satellite on the other end of the scale. ISs typically dont provide a mobile benefit except for leadership appointments. Some housing complex also have recreation facilities with separate fees that may include access to a business center, fitness center, and pool. The complex might also have a security and concierge fee which typically pays for a guard at the entry door who can call for a taxi, accept packages or hold/deliver messages and maintenance cleaning of the surrounding common areas. These costs may be separate from rent and may be optional, or they may be mandatory.
3) Relocation: This is a generic term for a number of direct benefits and/or allowances that include: flights, travel, shipping, shopping, and settling in allowances.
Flights refers to air travel between your airports to your general location and the ISs general airport. Upper tier ISs usually provide some benefit for spouses and dependents where as lower tier ISs usually only provide flights for the employee. The flight benefit may be per contract (meaning flights are provided when flying in at the beginning of the contract and flown out at the end of the contract), per tenure (meaning flights are provided upon arrival and when you finally depart the IS permanently, flights between renewals provide no benefit), per year (you are provided annual flights at the beginning and end of each AY). Some ISs only provide one way flights when arriving and nothing at the end of the contract, and some ISs dont provide flights at all. Some ISs dont provide the flights but provide you a fixed allowance that they will either reimburse with receipts or provide you as a fixed sum. If it costs you more you pay the difference, and if less you can pocket the coin. Some ISs express this as a contract benefit, meaning you have to budget for arrival and departure at beginning and end of contract. These can be dispersed a number of ways. Either all costs on arrival, or after X days (usually 30 too 60) or half at the beginning and half at the end of the contract/AY. Some ISs reimburse only at the end of the contract.
Travel is local transportation from your residence to the IS grounds. This may be a benefit such as a shuttle that picks ITs up at their housing complex (everyone lives in the same complex, or it makes scheduled stops) or provides an allowance for a local metro pass on municipal trains or buses. If you live close enough to walk or bike you can usually pocket a minimum allowance as extra coin. This is usually added to your monthly salary disbursement.
Shipping/Shopping allowance is typically halves of the same coin. Shipping allowance is a fixed sum provided to you to ship either as freight cargo or as baggage to bring your personal property and/or learning/teaching materials (typically reimbursed based on actual costs). Shopping allowance is coin provided on arrival to buy basic necessities and personal care items instead of bringing them. Lower tier ISs prefer shipping and upper tier ISs are more likely to offer a choice with the option of mixing them (IE.. you receive a $300 benefit, you use $100 of it to bring an extra piece of luggage which includes books and some posters for your classroom, the rest $200 you take as a shopping allowance to buy linens, etc.. Why separate them, and not just take the $300 as shopping? The shipping reimbursement is untaxed, and the shopping coin is taxed).
Settling allowance is coin provided to you on arrival, usually a small amount thats walking around money. Its not much different from a shopping allowance, except that a shopping allowance may require receipts and reimbursement and have restrictions (IE you have $200 left after your extra luggage allowance you buy a set of sheets and a light comforter for the bedroom and 2 bath towels and some hand cloths for the bathroom. You also buy some laundry detergent, hand and body soap, and TP. Along the way you see a kiosk selling prepaid mobile phones, and get one. You submit all the receipts and in a month you get back everything except the phone, and phone card). Settling allowance is coin you dont have to account for (typically you have to sign that you received it), it goes right into your pocket
4) Health/Social insurance is the medical/health care scheme the IS provides. Some ISs provide nothing because the region has a national health/medical program (or they just provide nothing). Some ISs provide bares bones benefits typically a local clinic and a pharmacy. You submit receipts and hopefully you get something back. This assumes minor injuries and ailments. For anything major like hospitalization for a major injury or illness, the IS dismisses you and your left on your own. Most ISs at a minimum will provide some form of local coverage for hospital or clinic care. This is likely to be a local facility without much English and local standards of care which may appall you. At upper third tier and above you usually get a local policy that provides for a western facility and and upper tiers global coverage when outside the country at western facilities. These ISs will have billing arrangements with the provider that eliminate reimbursement for most care and usually prescriptions are extremely cheap compared to US prices. The biggest differences I see is that medications you would need a prescription for in the US you can get at the pharmacy by just asking the pharmacist and that they tend to under prescribe anything thats a narcotic (opioid pain reducers) or addictive/abusable (sleep aids, amphetamines, benzodiazepines).
Social Insurance is retirement and pension. Lower tier ISs can provide nothing or typically an end of contract or AY bonus. You can invest it if you want. Upper tier ISs are more likely to provide something in the form of an IRA or 401K, its yours after a certain amount of time (vestment). Some ISs are part of a national scheme that mandates contributions, but can be difficult to get anything if you dont retire out of the region after the mandated number of contributions and until you hit retirement age. Some ISs provide various contributions to various public and independently managed programs and some just offer the opportunity (usually because they get a commission) but dont actually make any contributions on your half.
Usually these benefits arent negotiable, either the IS has sa product or policy and they provide it to employees and dependents or they dont. They may have limits and restrictions that effect you, and if they do, there typically isnt any type of accommodation. ISs will generally not undertake riders or separate policies to accommodate certain ITs. In which case you will have to bare whatever costs there are.
5) Tuition Waivers/Fee Placements means education benefit for your dependent children at the IS. Most ISs will give you a set number of 100% waivers, meaning your children up to a limit attend for free (or may require purchase of food service and uniforms, etc..) Some ISs will then offer a further discount on the fees for additional children. Historically all dependent children attended at no cost, then 2 dependent policies became popular and now 1:1 or one child per employee is becoming the norm. At lower tier ISs that are below capacity this is the easiest benefit to negotiate for.
ISs generally have two approaches to compensation either they have a 1) Public/Open pay scale/salary ladder, etc. In which case the IS determines the contributing factors (usually years of experience and degree level) and your salary is what ever that box says. There can be adjustments/supplements for extra duty assignments, special skills, etc. The point of this scale is that everyone with a certain category makes the same. Its "equal" if not fair (fair being subjective to ones POV). This is a lot like the "no hassle" car dealership. The price is clearly published and thats just "how much it is".
In the second type 2): Negotiated/Closed (Private tends to be avoided, but still used) you negotiate or discuss a compensation package. This can take several forms in itself, the two most common are the face to face negotiation, usually over the phone or Skype where you politely try to sell your value to the head, and they try to get you as cheaply as possible. The second most common type is the "letter" type which either occurs with the head, or more often with HR, and involves a series of email exchanges. Where they make an initial offer, you counter offer, they "check with the boss" then they counteroffer, and back an forth until you stop seeing progress/change in the offers happening. This experience is a lot more like the traditional "used car" buy experience, where youre essentially haggling.
In my experience the open/public approach is the most popular, for two reasons (and different situations). The better ISs are interested in fairness, equality and simplicity, its makes payroll easier (especially at bigger schools, which also tend to be the better schools). The second reason, is in schools that really dont care about the quality of their teachers, and they just want the cheapest body in the classroom they can get. They know they pay peanuts, and they dont really care, because anyone whos a decent IT wouldnt teach there anyway, and likely has better offers.
The Closed/Negotiated salary scale is usually found at third tier ISs all over the globe, who are usually young schools, have small enrollments, or constant turn around in faculty. For them minimizing costs is very important, as many ITs simply dont stay longer then their initial two year contract before moving on, so investing in faculty is a lost cause for them. Lastly, they just have more of a "paycheck to paycheck" mentality, they dont know what their enrollment will be in the future and with a small IS it doesnt take much change in enrollment before they are over budget. For them a mediocre IT at less cost is better then a good IT who is more expensive.
Most ISs have a cap on what salary step you can enter the IS at, its smaller at lower tier ISs and larger at higher tier ISs (usually somewhere between 5 and 10 years). In general you move up a step for each year of experience (though some scales are longer increments such as two years, etc.), though some ISs quote a salary for the contract (typically 2 years) but doesnt include an increase for the second year of the contract, which by the time you realize it is often too late to do much about it. ISs generally have an upper limit or a "top" to their salary scale but some ISs adapt the UK scheme and have a MPS (main pay scale) and a UPS (upper pay scale) which they may have different terms for such as senior scale or steps, etc. Some ISs add an honorific title such as senior or lead IT or TLR duties that dont amount to much tasking to justify additional coin for ITs with seniority.
My advice to ITs, is that if there is nothing special about your qualifications, than you want the open/public type of compensation determination. If you have something thats special or "adds real value" (not to be confused with perceived value, like youre "just a super great IT") then your likely to benefit from a closed/negotiated compensation package, since the assumption is that you bring more "value" to the table then a comparable teacher.
Trends I see, is that when it comes to closed/negotiated packages, women and younger ITs tend to get the face to face approach (typically against an assertive male), on the assumption that woman are less comfortable with conflict, and will cave to negotiation stress quickly (there are a couple heads Ive met who were proven VERY incorrect in that assumption). Men and older ITs tend to get the letter exchange typically with what you would infer is a younger female contact at the schools HR department. The assumption that the intermediary (the HR contact) is just the messenger, and little old them has no power to do anything, except relay your demands to the boss. Men tend to be less aggressive, in those situation, as they are indoctrinated to yield politely to the female gender, and to exercise restraint when confronted with an inferior opponent.
Singapore: SGD$5K/mth
Malaysia: MYR¥10K/mth
Thailand: THB฿60K/mth
Its entirely possible and not uncommon for experienced DTs to be hired directly into higher tier ISs as ITs 2nd, 1st and elite tier are all possible. Most entry and career class ITs however start in the third tier or hardship location. the general rule is you can move up a tier or into a more desirable region with each contract cycle.
Depending ont he model the third tier however is very large compared to the other tiers, and while its common to start in the third tier, you dont have to start at the bottom of the third tier (which is more common for intern class ITs).
You generally see two type of benefit or support packages offered by an IS, a LH (Local Hire) and OSH (OverSeas Hire) package.
OSH, typically includes some combination of the following:
-Salary
-Housing
-Relocation
-Health/Social benefits
-Tuition/ Fee waivers/places for dependent children
1)Salary: This is either the gross or net coin dispersed and expressed as either a monthly or yearly amount for your instructional services. Some ISs will unbundle it into specific roles for X number of instructional hours and Y number of contact hours plus any ASPs or XDC and may be based on 10 or 12 month periods (a 10 month contract dispersed over 12 months is an annualized contract), some ISs dont pay summer salary. The salary may be written in the local currency or in a hard currency (such as USD, Euro or Sterling). It may be split by portion, or convertible and the IS may stipulate conversion times/points throughout the year (IE.. the contract is written in USD, but must be payed in local currency so the IS may take the average of last years exchange rate, may set the exchange rates as applicable on June 1 and December 1, or may use the monthly average as reported by some publication or financial index, etc.) Salary may be dispersed in currency (you get an envelope of currency at a set time during the month), or deposited in a banking account, usually local but some ISs will deposit it in an overseas account you designate. Most disbursement schedules are monthly and the upper tier ISs disperse at the begging on the month (meaning your salary is paid in advance) with lower tier ISs at the end of the month.
2) Housing: Either your provided accommodation directly, typically a western, furnished apartment suitable for your family size (this is subjective). You arrive at the airport, are picked up or travel to the IS and then to the apartment and given the access devices (keys, codes, cards, etc.) Upper tier ISs will have a welcome basket waiting for you, usually some instant soups, and snacks, drinkable water, and some orange juice and/or milk in the refrigerator. Furnishings will include beds, a living room set and kitchen appliances and a washing machine. There may or may not be linens.
The other option is a housing allowance. The IS provides you a fixed amount of coin based on family size to find and rent an apartment or other type of housing. Some ISs pay up to the listed amount, so what you dont spend you lose, and some ISs pay the full fixed amount and you can pocket the difference if the rent is less. ISs generally dont pay property agent fees, and in some locations these are services payed by the renter not the property. The IS may offer various levels of assistance in identifying various housing options. Most ISs will 'guarantee' for their ITs either eliminating or reducing the amount of up front costs associated with a lease. Some ISs will advance housing costs in advance and some ISs wont. Some of these costs are refundable (such as security deposits) and some are not (such as 'key money') and some are technically refundable or sound refundable but in practice are not (such as cleaning fees or viewing fees). Standards and factors that you value as making a particular apartment valuable or worthy typically arent given the same value in foreign regions (IE.. The size either in meters or rooms might be your priority, but in a region such as Japan, distance from the metro station is a more significant factor than size). Understand that standards your used to arent global standards. You may see one apartment fully furnished with leather living room set, and large beds with armoirs and bureaus, and think "wow" and not realize that all those furnishings while new were all made locally and their the cheapest models available. The mattresses have an inferior number of springs, the walls are thin and the water heater takes 15 minutes before you can get hot water, and the A/C is too small for the size of the apartment.
This allowance may or may not include utilities. Some ISs will provide a set allowance, and you pay the difference if you go over or pocket the difference if you use less. Some will reimburse you based on actual usage up to a fixed amount. ISs also differ on what they consider utilities. This can include basics like electric, gas, water, garbage on one end of the scale and can include that plus drinking water, internet, and satellite on the other end of the scale. ISs typically dont provide a mobile benefit except for leadership appointments. Some housing complex also have recreation facilities with separate fees that may include access to a business center, fitness center, and pool. The complex might also have a security and concierge fee which typically pays for a guard at the entry door who can call for a taxi, accept packages or hold/deliver messages and maintenance cleaning of the surrounding common areas. These costs may be separate from rent and may be optional, or they may be mandatory.
3) Relocation: This is a generic term for a number of direct benefits and/or allowances that include: flights, travel, shipping, shopping, and settling in allowances.
Flights refers to air travel between your airports to your general location and the ISs general airport. Upper tier ISs usually provide some benefit for spouses and dependents where as lower tier ISs usually only provide flights for the employee. The flight benefit may be per contract (meaning flights are provided when flying in at the beginning of the contract and flown out at the end of the contract), per tenure (meaning flights are provided upon arrival and when you finally depart the IS permanently, flights between renewals provide no benefit), per year (you are provided annual flights at the beginning and end of each AY). Some ISs only provide one way flights when arriving and nothing at the end of the contract, and some ISs dont provide flights at all. Some ISs dont provide the flights but provide you a fixed allowance that they will either reimburse with receipts or provide you as a fixed sum. If it costs you more you pay the difference, and if less you can pocket the coin. Some ISs express this as a contract benefit, meaning you have to budget for arrival and departure at beginning and end of contract. These can be dispersed a number of ways. Either all costs on arrival, or after X days (usually 30 too 60) or half at the beginning and half at the end of the contract/AY. Some ISs reimburse only at the end of the contract.
Travel is local transportation from your residence to the IS grounds. This may be a benefit such as a shuttle that picks ITs up at their housing complex (everyone lives in the same complex, or it makes scheduled stops) or provides an allowance for a local metro pass on municipal trains or buses. If you live close enough to walk or bike you can usually pocket a minimum allowance as extra coin. This is usually added to your monthly salary disbursement.
Shipping/Shopping allowance is typically halves of the same coin. Shipping allowance is a fixed sum provided to you to ship either as freight cargo or as baggage to bring your personal property and/or learning/teaching materials (typically reimbursed based on actual costs). Shopping allowance is coin provided on arrival to buy basic necessities and personal care items instead of bringing them. Lower tier ISs prefer shipping and upper tier ISs are more likely to offer a choice with the option of mixing them (IE.. you receive a $300 benefit, you use $100 of it to bring an extra piece of luggage which includes books and some posters for your classroom, the rest $200 you take as a shopping allowance to buy linens, etc.. Why separate them, and not just take the $300 as shopping? The shipping reimbursement is untaxed, and the shopping coin is taxed).
Settling allowance is coin provided to you on arrival, usually a small amount thats walking around money. Its not much different from a shopping allowance, except that a shopping allowance may require receipts and reimbursement and have restrictions (IE you have $200 left after your extra luggage allowance you buy a set of sheets and a light comforter for the bedroom and 2 bath towels and some hand cloths for the bathroom. You also buy some laundry detergent, hand and body soap, and TP. Along the way you see a kiosk selling prepaid mobile phones, and get one. You submit all the receipts and in a month you get back everything except the phone, and phone card). Settling allowance is coin you dont have to account for (typically you have to sign that you received it), it goes right into your pocket
4) Health/Social insurance is the medical/health care scheme the IS provides. Some ISs provide nothing because the region has a national health/medical program (or they just provide nothing). Some ISs provide bares bones benefits typically a local clinic and a pharmacy. You submit receipts and hopefully you get something back. This assumes minor injuries and ailments. For anything major like hospitalization for a major injury or illness, the IS dismisses you and your left on your own. Most ISs at a minimum will provide some form of local coverage for hospital or clinic care. This is likely to be a local facility without much English and local standards of care which may appall you. At upper third tier and above you usually get a local policy that provides for a western facility and and upper tiers global coverage when outside the country at western facilities. These ISs will have billing arrangements with the provider that eliminate reimbursement for most care and usually prescriptions are extremely cheap compared to US prices. The biggest differences I see is that medications you would need a prescription for in the US you can get at the pharmacy by just asking the pharmacist and that they tend to under prescribe anything thats a narcotic (opioid pain reducers) or addictive/abusable (sleep aids, amphetamines, benzodiazepines).
Social Insurance is retirement and pension. Lower tier ISs can provide nothing or typically an end of contract or AY bonus. You can invest it if you want. Upper tier ISs are more likely to provide something in the form of an IRA or 401K, its yours after a certain amount of time (vestment). Some ISs are part of a national scheme that mandates contributions, but can be difficult to get anything if you dont retire out of the region after the mandated number of contributions and until you hit retirement age. Some ISs provide various contributions to various public and independently managed programs and some just offer the opportunity (usually because they get a commission) but dont actually make any contributions on your half.
Usually these benefits arent negotiable, either the IS has sa product or policy and they provide it to employees and dependents or they dont. They may have limits and restrictions that effect you, and if they do, there typically isnt any type of accommodation. ISs will generally not undertake riders or separate policies to accommodate certain ITs. In which case you will have to bare whatever costs there are.
5) Tuition Waivers/Fee Placements means education benefit for your dependent children at the IS. Most ISs will give you a set number of 100% waivers, meaning your children up to a limit attend for free (or may require purchase of food service and uniforms, etc..) Some ISs will then offer a further discount on the fees for additional children. Historically all dependent children attended at no cost, then 2 dependent policies became popular and now 1:1 or one child per employee is becoming the norm. At lower tier ISs that are below capacity this is the easiest benefit to negotiate for.
ISs generally have two approaches to compensation either they have a 1) Public/Open pay scale/salary ladder, etc. In which case the IS determines the contributing factors (usually years of experience and degree level) and your salary is what ever that box says. There can be adjustments/supplements for extra duty assignments, special skills, etc. The point of this scale is that everyone with a certain category makes the same. Its "equal" if not fair (fair being subjective to ones POV). This is a lot like the "no hassle" car dealership. The price is clearly published and thats just "how much it is".
In the second type 2): Negotiated/Closed (Private tends to be avoided, but still used) you negotiate or discuss a compensation package. This can take several forms in itself, the two most common are the face to face negotiation, usually over the phone or Skype where you politely try to sell your value to the head, and they try to get you as cheaply as possible. The second most common type is the "letter" type which either occurs with the head, or more often with HR, and involves a series of email exchanges. Where they make an initial offer, you counter offer, they "check with the boss" then they counteroffer, and back an forth until you stop seeing progress/change in the offers happening. This experience is a lot more like the traditional "used car" buy experience, where youre essentially haggling.
In my experience the open/public approach is the most popular, for two reasons (and different situations). The better ISs are interested in fairness, equality and simplicity, its makes payroll easier (especially at bigger schools, which also tend to be the better schools). The second reason, is in schools that really dont care about the quality of their teachers, and they just want the cheapest body in the classroom they can get. They know they pay peanuts, and they dont really care, because anyone whos a decent IT wouldnt teach there anyway, and likely has better offers.
The Closed/Negotiated salary scale is usually found at third tier ISs all over the globe, who are usually young schools, have small enrollments, or constant turn around in faculty. For them minimizing costs is very important, as many ITs simply dont stay longer then their initial two year contract before moving on, so investing in faculty is a lost cause for them. Lastly, they just have more of a "paycheck to paycheck" mentality, they dont know what their enrollment will be in the future and with a small IS it doesnt take much change in enrollment before they are over budget. For them a mediocre IT at less cost is better then a good IT who is more expensive.
Most ISs have a cap on what salary step you can enter the IS at, its smaller at lower tier ISs and larger at higher tier ISs (usually somewhere between 5 and 10 years). In general you move up a step for each year of experience (though some scales are longer increments such as two years, etc.), though some ISs quote a salary for the contract (typically 2 years) but doesnt include an increase for the second year of the contract, which by the time you realize it is often too late to do much about it. ISs generally have an upper limit or a "top" to their salary scale but some ISs adapt the UK scheme and have a MPS (main pay scale) and a UPS (upper pay scale) which they may have different terms for such as senior scale or steps, etc. Some ISs add an honorific title such as senior or lead IT or TLR duties that dont amount to much tasking to justify additional coin for ITs with seniority.
My advice to ITs, is that if there is nothing special about your qualifications, than you want the open/public type of compensation determination. If you have something thats special or "adds real value" (not to be confused with perceived value, like youre "just a super great IT") then your likely to benefit from a closed/negotiated compensation package, since the assumption is that you bring more "value" to the table then a comparable teacher.
Trends I see, is that when it comes to closed/negotiated packages, women and younger ITs tend to get the face to face approach (typically against an assertive male), on the assumption that woman are less comfortable with conflict, and will cave to negotiation stress quickly (there are a couple heads Ive met who were proven VERY incorrect in that assumption). Men and older ITs tend to get the letter exchange typically with what you would infer is a younger female contact at the schools HR department. The assumption that the intermediary (the HR contact) is just the messenger, and little old them has no power to do anything, except relay your demands to the boss. Men tend to be less aggressive, in those situation, as they are indoctrinated to yield politely to the female gender, and to exercise restraint when confronted with an inferior opponent.
Re: Saving potential in SE Asia
Wow! Thanks for all the information! I'll look through it all and post if/when I have any additional questions!
Thanks again!
Thanks again!
-
shadowjack
- Posts: 2140
- Joined: Sat Oct 06, 2012 9:49 am
Re: Saving potential in SE Asia
Is your significant other on a domestic passport or a US passport? And is the plan to move back to his home country? That can rebound and have you considered a local hire at some schools....
Re: Saving potential in SE Asia
He would be coming on a US passport. We're not planning on moving back to his country. But we wanted a place where we could easily visit his family during breaks.
Re: Saving potential in SE Asia
Would I be under-qualified for a top tier IS, over qualified, or just right? With my degree, years of teaching experience, and previous living overseas (even if not teaching at an international school), would that make me a viable candidate for a top school? If not, and I'm under qualified, what are some suggestions for how I can boost my "value" to a top tier school? Since I have 1-2 years before I'd consider moving, if I need to do something to improve my chances, I'd like to start working on it now.
Reply
You can assess a very broad and rough idea of your IT class and marketability with the PASS below. With 3 years experience you have 1.5pts and special populations another .25pts and .25pts for previous overseas living experience and your sitting around a 2 which is an entry level IT. Your not anywhere close to marketable to an Elite tier IS (but nothing surprises me anymore and theres always exceptions).
PASS (PsyGuy Applicant Scoring System):
1) 1 pt / 2 years Experience (Max 10 Years)
2) 1 pt - Advance Degree (Masters)
3) 1 pt - Cross Certified (Must be schedule-able)
4) 1 pt - Curriculum Experience (IB, AP, IGCSE)
5) 1pt - Logistical Hire (Single +.5 pt, Couple +1 pt)
6) .5 pt - Previous International School Experience (standard 2 year contract)
7) .5 pt - Leadership Experience/Role (+.25 HOD, +.5 Coordinator)
8) .5 pt - Extra Curricular (Must be schedule-able)
9) .25 pt - Special Populations (Must be qualified)
10) .25 pt - Special Skill Set (Must be documentable AND marketable)
IT CLASSES:
1) INTERN ITs have a score around 0
2) ENTRY ITs have a score around 2
3) CAREER ITs have a score around 4
4) PROFESSIONAL ITs have a score around 6
5) MASTER ITs have a score around 8
Recommendations:
1) Get OS sooner rather than later, specifically into PYP and an IB IS.
2) Finish the Masters
3) Broaden your grade levels in primary. If all youve ever taught is year 5, your not really attractive to teach anything else. If you can do a couple years in upper primary and lower primary that really expands your utility in positions and appointments you can spin/pitch to a recruiter.
4) Marry someone who is around an 8 and preferably in a high needs area or is on the career track in leadership (saw that you were already married).
5) Be very flexible, its easier to get into a higher tier IS in a hardship region than somewhere with high desirability, but once your in the first tier wherever youre part of the club.
6) Add QTS (its super easy), and start reading up on the UK NC so that at the very least you can talk the talk in an interview with BSs.
7) Cant over emphasis the PYP and IB, IB fills a lot of the second tier ISs, and its a very different meds/peds/asst than typical stranded literacy and numeracy programs. Even if your not in PYP you can organize and structure your class and lessons like the PYP and IB, and then create a portfolio with video, and proofs of inquiry based education in action.
8) If you have some PD coin thats not being used and literally have no other use for it, taking a PYP Making the PYP Happen workshop (especially if you can travel to a F2F one) wouldnt be a horrible idea, but dont spend your own coin on it.
PASS (PsyGuy Applicant Scoring System):
1) 1 pt / 2 years Experience (Max 10 Years)
2) 1 pt - Advance Degree (Masters)
3) 1 pt - Cross Certified (Must be schedule-able)
4) 1 pt - Curriculum Experience (IB, AP, IGCSE)
5) 1pt - Logistical Hire (Single +.5 pt, Couple +1 pt)
6) .5 pt - Previous International School Experience (standard 2 year contract)
7) .5 pt - Leadership Experience/Role (+.25 HOD, +.5 Coordinator)
8) .5 pt - Extra Curricular (Must be schedule-able)
9) .25 pt - Special Populations (Must be qualified)
10) .25 pt - Special Skill Set (Must be documentable AND marketable)
IT CLASSES:
1) INTERN ITs have a score around 0
2) ENTRY ITs have a score around 2
3) CAREER ITs have a score around 4
4) PROFESSIONAL ITs have a score around 6
5) MASTER ITs have a score around 8
Recommendations:
1) Get OS sooner rather than later, specifically into PYP and an IB IS.
2) Finish the Masters
3) Broaden your grade levels in primary. If all youve ever taught is year 5, your not really attractive to teach anything else. If you can do a couple years in upper primary and lower primary that really expands your utility in positions and appointments you can spin/pitch to a recruiter.
4) Marry someone who is around an 8 and preferably in a high needs area or is on the career track in leadership (saw that you were already married).
5) Be very flexible, its easier to get into a higher tier IS in a hardship region than somewhere with high desirability, but once your in the first tier wherever youre part of the club.
6) Add QTS (its super easy), and start reading up on the UK NC so that at the very least you can talk the talk in an interview with BSs.
7) Cant over emphasis the PYP and IB, IB fills a lot of the second tier ISs, and its a very different meds/peds/asst than typical stranded literacy and numeracy programs. Even if your not in PYP you can organize and structure your class and lessons like the PYP and IB, and then create a portfolio with video, and proofs of inquiry based education in action.
8) If you have some PD coin thats not being used and literally have no other use for it, taking a PYP Making the PYP Happen workshop (especially if you can travel to a F2F one) wouldnt be a horrible idea, but dont spend your own coin on it.
-
eion_padraig
- Posts: 408
- Joined: Sat Dec 11, 2010 8:18 pm
Re: Saving potential in SE Asia
You'd have the necessary experience for teaching positions with 4 - 6 years of elementary education teaching experience. Whether you'd stand out in the pool for top tier IS is another matter. It's not clear if you're husband is a teacher or not. If he's not, then having a single dependent it's not much of an issue if you bring enough to the table beyond being an experienced teacher. If you have children as well and he isn't a teacher, then you're less desirable. More than 1 child with a spouse who is not a teacher will start to close doors for you.
Things like being an experienced PYP teacher could help a lot at IB schools. Having specific training around issues the school is looking to promote can be a big help. Being a grade team leader or something of that nature can help you be more competitive. Having a MA can be helpful, but to be honest it's fairly common among IT from North America.
Some teachers get hired to tier 1 schools right away from the US. It's a bit of luck and some of knowing how to assess high quality international schools. Some people end up at terrible schools because they don't know better. And some people end up at great schools without knowing how lucky they are to have been offered a spot.
Most of the higher tier schools will have a published pay scale. It will vary in the details, but often you get to be on a higher pay scale with more education (PhD or MA + 15 credits > MA > BA). You often get yearly pay increases for experience and I've been at schools that have adjusted that pay scale for inflation over time. Sometimes there are bonuses for signing up for another year. Again, those details will vary.
Good luck.
Eion
Things like being an experienced PYP teacher could help a lot at IB schools. Having specific training around issues the school is looking to promote can be a big help. Being a grade team leader or something of that nature can help you be more competitive. Having a MA can be helpful, but to be honest it's fairly common among IT from North America.
Some teachers get hired to tier 1 schools right away from the US. It's a bit of luck and some of knowing how to assess high quality international schools. Some people end up at terrible schools because they don't know better. And some people end up at great schools without knowing how lucky they are to have been offered a spot.
Most of the higher tier schools will have a published pay scale. It will vary in the details, but often you get to be on a higher pay scale with more education (PhD or MA + 15 credits > MA > BA). You often get yearly pay increases for experience and I've been at schools that have adjusted that pay scale for inflation over time. Sometimes there are bonuses for signing up for another year. Again, those details will vary.
Good luck.
Eion
Re: Saving potential in SE Asia
@elon_padraig and @psyguy
Thank you both for your responses. I appreciate your insight!
Thank you both for your responses. I appreciate your insight!