Crescent International School

CRESCENT INTERNATIONAL SCHOOL BANGKOK

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Updated November 2016

1 CRESCENT INTERNATIONAL SCHOOL BANGKOK

Table of Contents

SECTION 1 – INTRODUCTION

Introduction from the Head of School

Welcome to Crescent!

Crescent is a wonderful school, has a warm and welcoming atmosphere, and is set within a city central, recently updated campus. Crescent has been described as a community- 2 CRESCENT INTERNATIONAL SCHOOL BANGKOK

minded school, and is a haven for our community members in the heart of Sathorn, Bangkok.

I firmly believe that Crescent is extremely fortunate and in a strong position as it is one of the few schools in this enormous capital city to offer the course selections we do, and boast the kind caring staff members who choose to stay on year after year.

Our teachers benefit in a variety of ways during their time at CIS. Career development opportunities arise frequently through internal professional development, mentoring, and a focus on the regular exchange of collective expertise of peers. The use of PLCs between CIS teachers ensure the exchange of knowledge, ideas, and best practice, while PD speakers and school visits ensures that our team do not just maintain their skills and expertise; they develop at the cutting edge of educational thinking.

Our Teacher Handbook will provide everything you need to get started in your career at Crescent International School, Bangkok. You will find a range of useful information, such as what we expect from you and what you can expect from us in return. It also includes your conditions of service and our code of conduct. Our handbook will form part of your Conditions of Employment, but may not cover absolutely everything. So think of this Handbook as a reference guide to help you understand the terms of your employment.

We regularly update all of our policies and procedures to make sure everything we do is safe, legal, and ethical. Any breach of these conditions may lead to problems, so it is important that you read through this Handbook carefully.

This Handbook specifies the benefits and responsibilities of teaching staff at CIS.

Wishing you a very successful career at CIS

Headmaster

Crescent Education

CIS Guiding Statements

Crescent International School, Bangkok is an English language, coeducational, non-sectarian, university preparatory day school, providing high quality education. We are proud to offer the Cambridge curriculum, resulting in our students sitting for the IGCSE examinations.

Our school’s inclusive philosophy serves as the foundation of the programs at CIS. This philosophy fosters respect for the dignity and worth of each individual child, supports equal education and opportunity for all, and emphasises a free exchange of ideas.

We nurture the well-being, growth, and learning of each individual student. We encourage students to think independently, reason, create and collaborate through active enquiry. Through a positive and personalized educational atmosphere, each student has the opportunity to grow emotionally, socially, intellectually, technically, aesthetically, and physically. Overall, we strive to help our students become global citizens with a lifelong love and respect for learning.

CIS Vision Students at CIS will be self-directed leaders with freedom of thought and expression, and confident learners of a broad and dynamic educational program set on diverse, multi-cultural stage.

CIS Mission Crescent International School is committed to academic excellence and the empowerment of principled global citizens and critical thinkers. Grounded in a strong cultural identity, CIS celebrates diversity to inspire personal growth and happiness, as well as a love of learning that leads to positive action in an increasingly connected world.

CIS Core Values o We are committed to mutual respect and the celebration of differences. o We value both collaboration and independence in learning. o We embrace diversity of thought and practice. o We believe in questioning the world around us, and forming educated opinions. o We are committed to excellence through personalised learning experiences. o We respect the equal rights of all students to a safe, happy, and supportive learning environment. o We embrace the courage to innovate in a fast-paced world. o We believe in awakening talents and fostering the skills inherent in young leaders. o We value and strive toward healthy bodies and minds.

CIS Background

Crescent International School was established in 2008 with the aim to produce a multi- culturally diverse community of students honed with talents and skills for future success, and to create a happy learning environment that gave them all the freedom to think.

The initial project of the school was started under the CEF- Crescent Educational Foundation, initiated in 2008 through the collaborative efforts of a group of generous people. This group included then Ambassador of Qatar to Thailand, Mr Abadalla Al Hamar, former Deputy Prime Minister of Thailand, Mr.Wan Mohammad Noor Matha, businessmen like Mr. Fofana Djime and Mr.Aroon Denyingyoch, and group of educators who pooled their resources together to serve the Thai community, especially the less privileged.

The school started its operation on the first quarter of the academic year of 2008 with 150 students of different nationalities and 18 dedicated and committed educators housed in a 2,000 square meter lot located in the heart of Bangkok. Now standing grandiosely in its grounds, the school continues to grow in both student population and academic excellence. One of the lasting goals of the institution is to better serve the needs of our young population, irrespective of race, creed and religious orientations and beliefs.

The school follows the Cambridge and UK National Curriculum, wherein the final year the students appear for the IGCSE examination from Cambridge. We enroll students from Early Years through to Year 11. The Primary School is represented by classes from Y1 to Y6, and the Secondary School enrolls students in classes from Y7 through Y11.

CIS is fully licensed as an International School with the Thai Ministry of Education, as well as a member of the International School Association of Thailand (ISAT). We are also mid-way through the process of becoming accredited by the Education Development Trust (formerly CfBT) as an assurance of quality.

The school is committed to employing and retaining the best professional administrators and teachers available. CIS makes every effort to assure that faculty members hired to teach have degrees, are certified and experienced in their fields, and have excellent recommendations. In addition, the school seeks, where possible, to hire teachers with advanced degrees in their areas of expertise, and successful teaching experiences both in their home countries and abroad. We are proud of the diversity of our teachers, currently representing over a dozen nationalities. Current enrollment is over 400 students with an average class size of 18 students.

The school’s facilities currently consist of five main areas within our campus:

o 2 Story - Key Stage 2 (Y3-5), Administrative Offices, Media Centre, 2 Computer Labs, Library, 3 EAL rooms o 3 Story - EY, Key Stage 1 (Y1-2), Y6, and Thai Culture o 4 Story - Secondary School, Namaz Room

5 [Type text] [Type text] [Type text] o Covered gymnasium and pool, Art Room, Business Room, Cafeteria and Snack Shop

Security at CIS – Bangkok is a safe city, however, the school, as part of the wider community, has been proactive in recognizing the need for meaningful security measures as well as continual vigilance for the protection of our students, families and staff. CIS is protected with a 24-hour security service, is safe and secure.

School Organisational Chart

CIS works to maximize clear communication through an easy to understand structure, so all levels of employees understand their roles and responsibilities within the school, and whom to approach when in need of clarification or aid. The upper levels of the organization chart make up the Senior Leadership Team, made up of the CEF Managing Director, Head of Administration, and Headmaster, three positions that represent school Governance, Management and Leadership respectively.

 The CEF Managing Director works directly with the school’s Board of Directors to help set and approve school policy and procedures, as well as make final decisions regarding the long-term future of the school. In addition, the managing director manages the school’s charitable foundation, Crescent Education Foundation. Dr. Ibrahim Naite represents the school’s Governance.

The Daily running of the school is lead by the Head of Administration and the Headmaster.

 The Head of Administration is responsible for daily operations, Human Resources, Admin staff, and overall school resources. Ms. Tasnim Hararwala represents the school’s Operational Management.

Direct reports to the Head of Administration include: Finance, Admissions, Marketing, Transportation, School Coordinator, School Office, Maintenance, Kitchen, Housekeeping

 The Headmaster / Head of School is the school’s educational leadership and is responsible for all decisions pertaining to teaching and learning. This includes academics (curriculum, instruction, and assessment); teaching personnel (recruitment, orientation, appraisal, discipline, and termination); student life (academic, social, emotional growth); parents (as pertains to academics and student life). Mr. Kyle Bilodeau represents the school’s Educational Leadership.

Direct reports to the Headmaster include: Deputy Head/Head of Primary, School Coordinator, Heads of Department, Teaching Staff, Teaching Assistants, Parents, Students

Our Staff We depend on our staff, each one of whom is valued for the contribution he/she makes to the reputation and success of the school. The following outlined organization chart illustrates the structure within the teaching and support staff.

Crescent International School, Bangkok is divided into the following areas: o Early Years Foundation Stage (R1, R2) o Primary (Key Stage 1 – Years 1-2; Key Stage 2 – Years 3-6) o Secondary (Key Stage 3 – Years 7-9; Key Stage 4 – Years 10-11)

Organisational Chart 2016-2017

It is expected that all employees respect the outlined structure of the school, and that queries and concerns are brought to correct people. Out of respect for each individual’s role and responsibilities at CIS, we ask that all employees report first to direct superiors before escalating in the chain of command. We ask for assistance in reminding parents to do the same.

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SECTION 2- THE WAY WE WORK

Employment Policy Our policy is to employ the best-qualified personnel, whilst providing equal opportunity for the advancement of employees and not to discriminate against any person because of any condition or requirement, which cannot be shown to be justified. All applications are dealt with fairly and properly in line with our policies and procedures.

The staffing process is governed by the school’s principles of non-discrimination and is designed to achieve the best match between, on the one hand, the individual’s knowledge and skills, experience and character and, on the other hand, the requirements of the vacant post, recognizing the need for flexibility to respond to changing conditions.

All contracts with Crescent are signed with the understanding that terms of employment begin once a police check, all diplomas, reference checks, and a medical certificate are submitted.

Equality and Diversity It is school policy that no employee or job applicant will receive less favourable treatment on the grounds of sex, marital status, race, colour, creed, sexual orientations, nationality, ethnic origin, citizenship, disability, age, religious or political belief. The policy extends to all areas of operation and all staff are required to work and act in ways which are both lawful and express the spirit of equality. As an equal opportunities employer, the school will not tolerate discrimination, bullying or harassment of any kind, whether direct or indirect. Breach of this policy by employees will result in disciplinary action, which may lead to dismissal.

Overseas Hire / Local Hire definitions: CIS contracts qualified teachers both overseas and locally. We hold the same expectation from both OSH and LH, and the same policies and code of conduct apply.

Overseas Hire (OSH): Single teachers or both members of a teaching couple who are brought to Thailand from overseas (UK, Canada, Australia, USA, South Africa, or New Zealand) by the school to teach.

Local Hire (LH): Teachers who are employed by the school from the pool of qualified expatriate residents in Bangkok (ie. Who have been brought to Bangkok by some other agency, are presently in Thailand due to a spouse’s job, or are in Thailand of their own accord), or are coming from countries not included in the above list.

Contract Conditions: All contracts are conditional upon the following: 1. Two satisfactory and acceptable references;

2. Original copies of professional certificates and transcripts reviewed by the Employer; 3. Satisfactory background check 4. Disclosure of all and any conviction in any country 5. Medical checks and tests being successfully completed for purposes of the Thai residency and work permit approvals; 6. Immigration work permits, residency approvals and necessary consents being obtained from various Governmental and Educational bodies of the Kingdom of Thailand.

Qualifications of Certified Staff 1. A passport (with more than one year of validity from date of entry) from a country which will prove trouble-free in securing visas and permits to live and work in Thailand. 2. A minimum of a Bachelor’s Degree in the subject(s) or area(s) he/she is hired to teach, coordinate, or supervise. A Master’s Degree in Secondary subjects is preferred. 3. A valid and current Teaching Certificate or License from a recognized institution, state, or country in the subject/area of hire 4. A minimum of two (2) full years of recent successful and relevant experience teaching the subject / working in the area of hire.

In addition to the above, the following is desired: 1. Experience teaching overseas in an international school

Probation Period The first three (3) months of employment will be considered a probation period, during which time either the Employer or the Employee has the right to terminate this Employment Contract by giving the other party one (1) month’s written notice. If the probationary period is satisfactorily completed, this Employment Contract shall be in force for its unexpired term. If the probationary period is not successful, it may be further extended for a maximum of three (3) months at the discretion of the Headmaster, or will result in immediate termination. This provision shall apply to the initial contract period only and not to any subsequent contract renewals. After your initial probationary period, the requirements to satisfy your contractual notice period are detailed in your Conditions of Employment.

Contract Extension As it is CIS’ goal to ensure the best quality education for its students, in the instance of staff turnover, we require ample time for recruitment of new staff. As such, in October of each year for LH and of second year of contract for OSH, teachers are invited to request a contract extension for the following year. A decision is reached by 1st of December and contracts will be issued each February.

Managing Performance We’re passionate about helping others to be the best they can be, and that of course includes you. Your development is just as important to us as it is to you and it’s important that both parties give it proper care and attention. To assist in this area we have a Teacher Appraisal and Review process where each year your performance can be assessed, discussed and further development planned. A member of the Academic Leadership Team will discuss this process with you. It is just as much your responsibility to make this time to discuss and record these performance objectives as well as any areas of development that both you and your supervisor believe would be an advantage. We see development as an ongoing process that needs regular attention to help you thrive, so don’t leave these discussions for just once a year. Make sure you schedule regular review time with your Head of Department, Head of Division, or Headmaster. If it is agreed that you require further professional development to enhance your skills and capability, the school may support you in this area by offering guidance, coaching, training, and even funding in some cases. This should be discussed and agreed at your reviews and it really is just as much your responsibility as it is ours.

Disciplinary Procedure We never enjoy taking disciplinary action against anyone, but from time to time we do find it necessary. Our procedure, using properly timed verbal (1) and written (2) warnings paired with support and time to improve, is designed to make sure any misconduct issues are managed in the right way, with everyone treated fairly and consistently.

Gross Misconduct In the cases of serious misconduct at work or a threat to health and safety to children or other personnel in the school, a teacher may be dismissed without the usual disciplinary stages. Instances when a staff may be dismissed without notice:

o Physical or sexual abuse of a child. o Theft. o Deliberate damage to school property, including online materials. o Fraud of deliberate falsification of documents. o Gross negligence or dereliction of duties. o Refusal to comply with legitimate instructions. o Serious or persistent incapacity to perform duties die to being under the influence of alcohol, drugs, or misuse of prescribed medication. o Serious breaches of confidentiality. o Serious bullying, sexual harassment or harassment against an employee, student or other member of the school community. o Violent / disruptive behaviour. o Circulation of offensive, obscene or indecent e-mails or text messages.

Grievance Procedure Our grievance procedure is there to make sure we have a system in place for managing a grievance or complaint. Whether it is an individual or collective issue, we aim to find a solution as quickly as possible so we can maintain working relationships. If at any time you feel as though you have a work related grievance, or an issue with colleagues that you feel needs support from the school, please speak immediately with the school Headmaster.

Period of Service / Duty Days The initial contract period at CIS for OSH is 2 years, and for LH is 10 months, renewable thereafter (generally a year at a time) at the discretion of the School Headmaster. Full-time teachers will be contracted to work a minimum of 190 duty days between August and June. This includes 180 direct student contact days and 10 days of Professional Development or non-contact workdays. School induction days in August are also mandatory. Normal school vacations and holidays will be considered non-work days for faculty. In the event of school closure resulting in substantive missed contact days, or for special occasions, staff will be asked to work on Saturdays.

Start Day Our Induction Programme and School Orientation will take place between 1st and 8th of August, 2016. All new staff will join Monday, August 1st for induction, and then all returning teachers return to CIS on 2nd of August 2016. We strongly encourage all new OSH teachers to be in Bangkok by the 25th of July to find housing, activate a phone service, orientation of the city, etc.

Salary You will find full details of your salary and benefits in your employment contract. We pay monthly in arrears by bank transfer to your Bangkok Bank account, which means you will receive payment on the last working day of each calendar month. In December and May/June, we may pay you on the last day of the school term.

Strategic Involvement Every teacher is expected to take an active and productive role in addressing the appropriate components of the School-wide Improvement Plan (SIP) and accreditation process. In addition, teachers are expected to take on committee responsibilities for curriculum development, preparation for special events, coaching, student clubs and activities. In addition, the school Headmaster may assign extra duties to CIS faculty members, as deemed necessary for the improvement of the school and its student programs.

Notice Periods If you decide to leave CIS, you will need to let us know in advance. Standard notice periods:  During your probation, you may terminate your employment by giving one month’s notice unless otherwise stated in your conditions of employment.

11 [Type text] [Type text] [Type text]  After your probation period, in the instance of voluntary resignation as approved by the school Headmaster, you will need to give two months’ written notice. You will be entitled to receive notice from CIS as follows:  During your probation period we may terminate your contract with one month’s notice.  One month’s notice is required once a teacher has exhausted all steps of the support and disciplinary measures used at CIS, including verbal and written warnings.

Sign-In Staff is required to sign in and out at the start and end of each working day. In the morning, this means no later than 7:30am for teachers so they can be present to meet students and prepare for the morning anthem. We realise this is Bangkok, and that traffic happens, even to professionals. As such, a daily grace period of 10 minutes will be granted, though any sign- ins logged after 7:40 will be logged as late arrivals. Any three (3) late arrivals in one calendar month will constitute a deduction of a half-day pay at the end of the term in which they were incurred.

Absences If for any reason you will not be able to attend work, the School Coordinator must be notified via email no later than 7:00am. Included in the email must be detailed cover plans and any resources required for a substitute teacher to teach the originally scheduled lessons for that day. Kindly copy the email to the Headmaster for Secondary teachers and the Head of Primary for Primary teachers. Failure to notify the school or submit plans by 7:00 email will be logged as negligence and a failure to turn up to work.

Leave  Sick Leave – Full-time teachers are entitled to eight (8) days of sick leave per academic year. A physician’s certificate from a proper hospital is required for absences of 2 or more days, and any sick leave attached to a weekend or holiday.

 Professional Leave – Up to 3 days of PD leave may be granted to teachers for approved professional development or school improvement work. This leave will be granted with pay and requires prior written request. Upon written notification of their resignation, professional leave will be granted to teachers to attend job fairs and job interviews. Teachers in their second year of employment are entitled to up to two (2) professional leave days for recruitment. *Workshop Leaders & Accreditation Visiting Team Members – These are both excellent PD and reflect positively on CIS. CIS teachers are allowed up to two occasions for professional leave during the academic year to lead a workshop or join a visiting team, to be approved by the Headmaster. Up to 3 days to lead a workshop, and 5 days to join a visiting team.

 Discretionary Leave – Each full-time faculty member may request a maximum of two (2) Discretionary Leave Days per academic term, for a total of four (4) per academic year. The days do not carry over each term. Discretionary Days require prior approval (minimum one week advance), and at the sole discretion of the Headmaster, to be used for critical business which cannot be conducted outside of the school day. The reason is required prior to approval and is subject to verification and approval of the Headmaster.

Discretionary Leave will not be granted the day before or after an extended weekend, holiday, or in the months of December and May.

Religious Observance – If you are looking to take time off to observe religious holidays, other than those accommodated in the school calendar, you will need to take them as Discretionary Leave.

When possible, Discretionary and Professional Leave can be taken as half (0.5) days. For example, immigration visits for family members, doctor’s visits, etc. CIS half-days are:  07:30 -11:30 AM  11:30 – 3:45 PM

 Compassionate Leave – In the unfortunate circumstance that you may need to take Compassionate Leave, you may take up to 3 days paid leave in the event of the death of an immediate relative (spouse/partner, parents, children, siblings) and 1 day paid leave for all other close relatives. *Expatriate employees will also be granted two additional days paid leave in the event that they need to travel back to their home country to attend the funeral of a relative.

Holidays Teaching staff is entitled to the national holidays observed by the school, as well as the school holidays taken annually. Paid annual school holidays include a week-long midterm in October, a three week semester break in December-January, and a week-long midterm in April in conjunction with Thailand’s New Year celebration of Songkran. Summer holidays are in June-July; durations and remuneration is specified in individual contracts.

Visa and Work Permit Visa and Work Permit costs are paid in part by the employee and part by CIS as follows: Employee Costs: Initial Type Non B visa (2,000 Baht) – one off payment 1 Year visa extension (1,900 Baht) – annual for renewals Temporary Teaching Licence (500 Baht) Doctor’s Medical Certificate – costs will vary depending upon the clinic. Ask the office for guidance.

Employees are asked to keep a small stock of recent photographs in smart attire. You will need to provide both 1x1 and 2x2 size.

All other costs will be paid by CIS.

There is a strict requirement for passports to be checked every 90 days if no travel outside Thailand has taken place. Failure to do this will result in a substantial fine. If travelling outside of Thailand while on the Non-B visa, staff MUST be issued a re-entry visa before departing, otherwise the work visa will be cancelled automatically and the entire process must restart. Do not allow this to happen.

SECTION 3 - THE SCHOOL YEAR

Professional Training Goals for 2016-2017 Crescent Teachers and Staff are encouraged to seek professional development opportunities in the following areas. Anyone seeking professional development must submit a request to the Headmaster for approval.

 Differentiation: To ensure that all learners have access to the Crescent Curriculum, whether through differentiation of content, process, or product and achieve personal excellence. (Faculty)  Information Technology: To ensure the integration of Information Technology, Digital Literacies and Media Literacies as tools for learning and efficiency across the whole school community and in all roles (Faculty and non-Faculty)  Authentic Assessment: To ensure that students’ skills are measured in a variety of worthwhile, significant, and meaningful ways. A move away from traditional assessment models and methods to focus on engaging and worthy problems in which students must use knowledge to fashion performances creatively.  Internationalism: To ensure those opportunities for exploring global literacies and international issues are imbedded in the curriculum and that all community members are encouraged to participate in these events. (Faculty and non-Faculty)

The School Year The school year begins in early August and ends the last week of May. A calendar for the academic year is published on the public pages of the website. Please review the calendar regularly for information, especially when planning any event of study trip.

Safety and Security As a measure towards safety and security, you are required to supply Crescent International School, Bangkok with an updated cell phone number. This number will be used only for our private records and in the cases of urgency. It will remain confidential.

The School Day Teachers are required to be at school for normal work hours from 7:30am to 3:45pm. You may also be required to work on other days or t different hours when the volume and nature of work requires this (reporting periods, Parent Teacher Conference, school events). It is expected that teachers understand their duties, including planning and preparation for instruction, will not always fit into their contracted daily hours.

Teachers should meet their students on the playground by 7:35 am sharp, and escort them to Morning Prayer / Thai anthem which begins at 7:50am. Each afternoon, classes will let out at 3:10pm promptly and school vans will depart within 10 minutes of release time. Parents are to pick up their children no later than 3:45pm, as after that there is no longer any adult supervision provided on campus. Teachers should assist

14 CRESCENT INTERNATIONAL SCHOOL BANGKOK students with getting to their parents or to the vans to guarantee ease of movement and assist with students that are less motivated to egress. Any teacher who needs to leave campus during the day should inform the Headmaster, and must sign out kept near the Head of Administration’s office. This is to assure safety and supervision structures for untimely accidents or an emergency. If you are staying late to work on campus (after 4:30pm) or intend to work on campus at weekends, please inform the Headmaster or Head of Administration.

Attendance Each day, attendance is taken in Advisory by 8:00am, except on Friday. On Fridays, attendance is taken during first period and submitted to the office by 8:40am.

Classroom Appearance It is the expectation of the school leadership team that each classroom and the area directly outside of it reflect the learning environment. The subject teacher and homeroom teacher are responsible for these areas. These areas and any common areas are to be supervised by the teacher and all issues should be reported to the facilities supervisor (Ms. Laxmi). The order and presentation of the classroom is the responsibility of the teacher, and students should be encouraged to help maintain the room to develop a sense of pride in their school and learning spaces. Teachers are requested to use the display boards available, and to minimize the use of blue tack or thumbtacks on the walls. All cups, glasses, and other items must be returned to the staff lounge at the end of the day.

Dress Requirements Due to the educational and moral character of the school, professional attire is required. This includes tailored shirts, trousers and ties for men, and professional skirts, trousers, and blouses for women. Jeans, shorts, miniskirts, low cut dresses or tops with thin straps are forbidden.

Around the School It is the responsibility of Teachers to ensure that students behave in a reasonable fashion as they progress around the school. Teachers should maintain a proper discipline and ensure that students are quiet and orderly when moving around the school. Please encourage students to move and down stairs in a brisk but safe fashion, always to their right as they do so. Students and staff are expected to be dressed appropriately at all times when in school. It is the responsibility of all staff to ensure that students are wearing their uniforms correctly. Students are not allowed to consume food or drink (other than water) in any area other than designated locations (canteen and snack shop area). Teachers should refrain from eating in classrooms as well, drinking only water, coffee or tea.

On-Duty and Supervision Early morning, morning break, Namaz, and lunchtime are the main times teachers will be scheduled for On-Duty. These are times when students are free to enjoy their downtime or are otherwise not meant to be in a regularly supervised classroom or location. When weather permits, students should be outside. The play area, court facility, canteen, and

15 [Type text] [Type text] [Type text] snack shop must be fully supervised making sure that students are within sight and playing safely. Equipment should be used appropriately and appropriate language must be enforced. General Rules: o Students should not be in the school buildings during break, lunch and Namaz times without permission. o There should be no running up and down the stairs of the buildings. o No electronics are allowed.

Staff Meetings & PLCs All staff are required to attend, and participate actively and constructively in all staff meetings and weekly Professional Learning Community groups. This includes weekly department meetings with Heads of Department, as well as collaborative meetings with colleagues, and full staff meetings.

Lunch All CIS staff are entitled to a free school meal at lunchtime, which must be eaten in the cafeteria during your designated break. We ask that staff do not leave the premises during lunch hour, unless otherwise arranged with school administration due to dietary restrictions or other concern.

Reports Reports on student progress are produced 4 times per year. Subject teachers and homeroom teachers will be involved in the writing of these reports.

Parent Teacher Conferences These are formally held during the school year. Teachers are expected to prepare for these meetings and attend all conferences.

Visits, Trips, Excursions and Events The school encourages study trips and the use of the local community to enhance learning. Study trips are organized for students throughout the school. The purpose of the trips is to:  Complement the curriculum  Participate in an outdoor recreational and/or educational program  Participate in activities that promote team-building and leadership skills

The Pool All staff are welcome to use the pool when it is not in use between 600-730am, and 400- 530pm Monday to Friday, but it is essential that you do not use it alone. For adults there must always be two people in the pool. If you bring your children to the pool, they must have direct adult supervision at all times. Pool use is at your own risk; if you are not sure of safety procedures, you must not swim. *At its deepest end, the pool measures 1.8m deep and thus diving is strictly prohibited.

Emergency Procedures We ask that all staff familiarise themselves with the fire exits in and around the school. In the case of an evacuation the fire alarm will be sounded and you are to immediately 16 CRESCENT INTERNATIONAL SCHOOL BANGKOK evacuate the school along with any children and/or visitors you are in of, or you see unattended. Proceed immediately to your designated fire assembly point for roll call. If you identify that someone in your charge is missing, immediately alert a senior member of the school staff and any fire emergency services. DO NOT reenter the building until you are told it is safe to do so. Fire notices and evacuation notices are placed throughout the school. All staff are required to participate in Fire Drills and Safe Place Drills as arranged by the school.

CCTV The school has installed a comprehensive system of cameras for the safety and security of both staff and students. No attempts should be made to disturb or cover any camera.

SECTION 4 – COMMUNICATION PROTOCOL

Communication Protocol Open and effective communication is essential to the pursuit of Crescent’s mission by demonstrating integrity and respect towards all. The following communication protocol provides general but pertinent points of attention addressing the various forms of communication at our school.

In General  Employees respond to emails and phone calls from parents and colleagues as quickly as possible, in most cases within 2 working days.  To avoid email congestion, employees use the all-teacher email only when absolutely essential.  Employees exercise great discretion about using their personal phones during working hours.  Employees practice confidentiality in matters pertaining to students, families or other Crescent employees.  Forms that need to be processed or material that needs grading are generally returned within 48 hours.  Teachers communicate progress reports and report cards on a timely basis, per Crescent’s reporting schedule.

Communications from Teachers to Parents  In general, teachers communicate regularly with parents (with an understanding of the greater or lesser need, according to the students and subject matter).  At the start of each year, teachers provide a letter of introduction, highlighting the class goals, teacher expectations, and class routines and rules that parents need to know. This is generally sent out by the end of the first week of school.  Teachers communicate to the school Headmaster any concerns of a serious nature concerning a student’s behaviour or academic growth. They also ask the Headmaster or staff member in charge of Student Discipline to review notes or letters of a serious nature before sending them to parents.  Teachers communicate in a professional, courteous manner providing contact information should it be necessary for parents to respond.  Teachers keep a record of all correspondence (especially the date and the subject of communications) with parents, whether it be by phone, email, or meeting. Where necessary, teachers keep a file on hand for students requiring frequent or prolonged observation.

Communication with Students  Teachers treat students fairly, respectfully and professionally.  Teachers convey to students their availability and willingness to help.  Teachers encourage students to ask questions and participate actively in the life of the school.

Staff to Staff Communication  Communication with colleagues is conducted in a professional and respectful manner. Employees especially strive to express themselves with extra care and respect in e-mails understanding the effect that tone and word-choice can produce.  Confidentiality and privacy are respected priorities in staff relationships.  Face-to-face contact, where possible, is the preferred means of communication among employees in order to maintain a cordial and amicable atmosphere.  Employees participate actively and constructively in staff and faculty meetings recognizing that this is a prime occasion for all-staff communications and sharing. Teacher Assistants are required to attend all faculty meetings for their own professional growth.

19 [Type text] [Type text] [Type text] SECTION 5 – INSTRUCTIONAL ORGANISATION & PROGRAM

Please be familiar with the following procedures.

Student Placement Students are assigned to instructional groups primarily on the basis of age and educational experience. However, factors such as previous records, measured aptitude and achievement, physical and emotional development and other relevant details are also considered. The final decision rests with the Headmaster.

Class Size To underscore a concern for children as individuals, which is inherent in the School’s philosophy, the School will do everything possible to ensure a student/teacher ratio that is in best interest of all concerned. However, educational and financial factors will also be taken into account and variations will occur each school year. Class size target figures may vary from one class to another at the discretion of the Headmaster.

Academic Equipment The school supplies all necessary textbooks, exercise books and paper. Teachers will inform the students at the beginning of the academic year of any additional equipment which they should bring to school.

Lesson Plans Teachers are required to submit individual lesson plans, stored on the school’s Google Drive on a weekly basis, to be completed by the Sunday prior. The Headmaster and Heads of Department will have access to each teacher’s folder for lesson plan reviews.

Unit Plans Written evidence is required of long and short term planning. CIS utilises a unit plan format called Understanding by Design (UbD), which focuses on planning, instruction, and assessment. Teachers are required to complete and submit a UbD for each unit or topic they teach. They are to be submitted in their Google Drive folders two weeks prior to instruction.

Language Philosophy Language is used as a tool to communicate needs, feelings, ideas, and experiences, and to develop an understanding of the world and construct meaning. It is used as a vehicle for trans-disciplinary learning and for learning about language. Language development is concerned with acquiring and applying a set of skills and attitudes, as well as understanding the use of language. The communication skills, or strands, of listening, speaking, writing, reading, and presenting should be addressed across the curriculum. These strands are interrelated and interactive, and their development depends upon a holistic approach. Every teacher at Crescent is a language teacher and should aim to provide good models of effective communication. This includes ensuring feedback, class resources, and overall instruction reflects good language practices. The acquisition of language is a dynamic, life-long process that permeates all learning.

Assessment Policy

Assessment, teaching and learning are interactive and interdependent, embedded in engaging and authentic tasks that are part of the student’s real world. A complete school- wide assessment policy will be finalised in the school year 2016-17.

Homework While homework does not take the place of effective teaching, it contributes to the students’ progress by reinforcing, maintaining, extending or enriching the classroom program. General recommendations regarding homework assignments:

 Assignments should be given to meet individual or group needs.  Individual needs: students who require extra practice or additional time, who have been absent, or who have modified programs.  Group needs: assignments based on the extension of class work, which will strengthen and clarify skills or extend or enrich areas of learning.  Assignments should be clearly understood by the student with respect to their length and the time required for their completion.  Assignments should be reasonable.  Homework should not be given as a punishment.  In some cases it may be necessary for parents to sign the daily diary when students repeatedly forget to complete their work  Realistic time schedules, guidelines and expectations should be given for long-term projects and assignments.  Subject teachers should keep each other informed of the distribution of homework so not to overload students.  There should be a maximum one week turnaround on marking.  Review and formalisation of school wide homework policy in school year 2016-17.

Grading The grading system will conform to the standards agreed upon by the staff and administration. Achievement grades are criterion-referenced. This means that if all students achieve the objectives they will all receive the same grade. We do not “norm-reference” grades within a class or year group. The Headmaster is responsible for holding teachers accountable for their evaluation methods and the resulting grades.

Standardised Tests  MAP tests are administered in September and May, currently in years 2-10 for Reading, Language and Mathematics.  Cambridge Progression Tests are given as end of year exams for Years 3-6 in English, Science and Mathematics.  Year 11 students sit IGCSEs

Standardised Testing – Procedure

21 [Type text] [Type text] [Type text] o A student, who, in the opinion of the classroom teacher, the learning support teacher or the Headmaster, will not benefit from taking a standardised test, will be exempt from doing so. o MAP tests are on the computer and are uploaded at the end of each day to the testing company. The results are usually ready within 24 hours after testing is completed.

Standardised Test Results o MAP results are for teacher use; level placement for math and reading, placement in EAL, or discussed individually with parents where students are struggling or thought to be more abled.

Purpose The purposes for standardised testing are to help: o Evaluate academic aptitude and academic achievements of students; o Analyse obstacles or deficiencies so that proper individualised educational programs can be applied; o Determine the school’s effectiveness in fostering the academic development of its students; o Assess reasonable expectation of a student’s ability o Measure mastery of essential skills and conceptual understanding; o Aid in the planning of any individualised learning programs; o Chart individual progress over time; o Establish the range of ability and achievement within a class; o Provide an objective basis for reporting student achievement and progress to parents; o Help provide feedback to the school on its programs and curriculum.

Progress Reports For the purpose of student reporting, the year is divided into semesters. Informal midterm reports in October and March, and formal progress reports with written comments on each subject area in December and May are sent home to parents.

Retention and Promotion Most students require the normal allotted time to progress through the curriculum. However, in a few cases, particularly when the student’s age is on or near the borderline, it may be in the student’s interest to apply a policy of retention or acceleration. In arriving at a decision for either the retention or acceleration of a student, the combined views of teacher, parents, guidance personnel and the Headmaster will be taken into consideration. In the case of retention, parents will be informed by the end of Winter Term that the child’s promotion is uncertain. A conference between teachers, parents and the Headmaster will be held. The Headmaster will make the final decision.

Educational Support Educational support, in this context, refers to support given to students who are in need of supplementary teaching in order to function effectively in the mainstream classroom. At Crescent International School, Bangkok, this might involve: Learning Support (LS), or English 22 CRESCENT INTERNATIONAL SCHOOL BANGKOK as an Additional Language (EAL). Please refer to the LS and EAL Handbooks for further detailed information.

Religious Instruction At the heart of our international school made up of 90% Muslim students is our Religion program. Our elective Islamic Studies curriculum is designed to present engagingly comprehensive content that is the basis of knowledge and understanding of the Islamic faith and is in line with the mission of CIS, while respecting the diversity of the faith traditions of all our students.

The aim is to: o Enable pupils continually to deepen their religious understanding and be able to communicate this effectively; o Raise pupils’ awareness of the faith and traditions of other religious communities in order to respect and understand them; and develop pupils’ critical faculties so that their religious faith informs and inspires their daily life; o Enable pupils to relate the knowledge gained through Religion to their understanding of other subjects in the curriculum; o Bring clarity to the relationship between faith and life, and between faith and culture. The school respects the beliefs of any organized denomination that conforms to the laws of Thailand. No student is required to participate in any activity contrary to the stated ideology of his/her religion. However, all students have entered the community with the understanding that we conduct Namaz and religious education classes during the week.

Fundraising Policy Fundraising is undertaken within the school by different sections of the school community and at various times throughout the school year. Before engaging in any kind of fundraising or charitable activities, teachers should request permission from school administration.

Competitive Sports and Team Selection Policy Crescent International School, Bangkok runs a range of teams at different levels and in a wide variety of sports for both boys and girls. We believe in the value of competitive sport and healthy competition, and we aim to employ teachers and coaches who are committed to developing school sport. As well as developing the individual student’s sporting prowess, we aim to imbue the values of good sportsmanship and fair play. We also enable and encourage students to compete in tournaments and matches without compromising their academic standards in other subjects.

SECTION 6 – CODE OF CONDUCT 1. Introduction

23 [Type text] [Type text] [Type text] This Code of Conduct applies to all staff who represent the school and who interact with our children in both a direct and/or unsupervised capacity. Within this policy a child is defined as a person on roll at the school or on roll at a visiting school regardless of age.

2. Purpose and Principles This Code of Conduct is designed to give clear rules and guidance in the standards of behaviour all school staff are expected to observe. School staff are role models and are in a unique position of influence and must adhere to behaviour that sets a good example to all students within the school. As a member of a school community, each employee has an individual responsibility to maintain their reputation and the reputation of the school, whether inside or outside working hours.

3. Setting an Example All staff who work in school set examples of behaviour and conduct which can be copied by children. Staff must therefore:

3.1 Avoid using inappropriate or offensive language, including sarcasm, at all times. 3.2 Demonstrate high standards of conduct in order to encourage our students to do the same. 3.3 Avoid putting themselves at risk of allegations of abusive or unprofessional conduct. 3.4 Be aware of their own and other persons’ vulnerability, especially when working alone with students. 3.5 Be responsible for maintaining physical, emotional, and sexual boundaries in all interactions. Staff must avoid any covert or overt sexual behaviours with those for whom we have responsibility. This includes speech or gestures as well as physical contact that exploits, abuses, or harasses. 3.6 Not demean or make disparaging remarks that undermine children, parents, or colleagues. 3.7 Not discriminate against, show preferential behaviour towards or favour particular children to the exclusion of others. 3.8 Refrain from the use of or being under the influence of tobacco products, alcohol and/or unauthorised drugs when working with students.

4. Safeguarding Children: CIS is committed to the safety and protection of children. All staff must take reasonable care of children under their supervision with the aim of ensuring their safety and welfare. Specifically, all staff have a duty to safeguard children from:

o physical abuse o sexual abuse o emotional abuse o neglect

The duty to safeguard children includes the duty to report concerns about a child to the school’s designated senior person for Child Protection. All staff are expected to avoid inappropriate or potentially abusive behaviour towards children. The following rules and guidelines must be followed:

4.1 Staff are prohibited at all times from acting in a way intended to shame, humiliate, belittle, or degrade children, or otherwise perpetrate any form of emotional abuse. 4.2 Staff should at all times respect children’s rights and treat children in a fair and honest way and with dignity and respect. 4.3 Staff are prohibited at all times from physically disciplining a child. 4.4 Staff must never have relations with a child that can in any way be considered exploitation, maltreatment or abuse. 4.5 Staff must not engage in sexual activity or have sexual relations with any child at school irrespective of their age. 4.6 Staff must show prudent discretion before touching a student, and be aware of how physical touch may be perceived or received, and whether it would be appropriate. 4.7 Physical contact with students can be misconstrued both by the recipient and by those who observe it, and should occur only when completely non-sexual and otherwise appropriate, and never in private. 4.8 One-on-one meetings with a child must be held in a public area or in a room where the interaction can be (or is being) observed. One-on-one meetings with a child should never be in a room with a closed door. 4.9 Staff should never behave in a sexually provocative manner towards children. 4.10 Staff should never use toilets identified for children’s use. 4.11 Staff should never do things of a personal nature for children that they are able to do for themselves. 4.12 Staff should not sleep in the same room as a child when on school trips unless it is a large dormitory situation with at least two members of staff and the advance permission of the Headmaster. 4.13 Staff should not offer transport in a car to a child without express permission from parents or school administration except in the case of an emergency. 4.14 Staff should never give drugs, cigarettes or inappropriate images or reading material to children. 4.15 Staff should not give money or gifts to children without permission from school administration.

5. Honesty and Integrity 5.1 Staff must maintain high standards of honesty and integrity in their work. This includes the handling and claiming of money and the use of school property and facilities. 5.2 Employees must not solicit or accept personal advantage from any person or organisation in connection with the school’s business. Personal advantage could be a gift, loan, fee, reward, commission, employment, contract, service, or favour.

6. Conduct Outside of Work: Staff must not engage in conduct which could seriously damage the reputation and standing of the school, or the employee’s own reputation, or the reputation of other members of the school community.

7. Confidentiality 7.1 When staff have access to confidential information about children or their parents, staff must not reveal such information except to those colleagues who have a professional role in relation to the child. 7.2 The confidentiality of information received in the course of an employee’s work must be respected and never used for personal gain or the gain of others.

8. Disciplinary Action: 8.1 Failure to meet these standards of behaviour and conduct may result in disciplinary action, including dismissal.