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The faculty and support staff is sufficient in numbers, experience, qualifications, and competencies.
Self Ratings : Met
Evaluator Ratings : Met
Evaluator Response
Conversations with the teachers and administrators indicate there are sufficient faculty and support staff to provide students with learning experiences appropriate to the curriculum and activities. Conversations with HR personnel and the higher leadership team (HLT) outlined the procedures to check on the qualifications of candidates aligned with both school and MOE requirements. Required training for IGCSE and IBDP has taken place.
Teachers and staff have also had school and/or MOE training.
Commendations: None at this time.
Recommendations : None at this time.
Prior to the appointment of all staff (including volunteers), appropriate background checks have been carried out to confirm their identity, medical fitness, right to work in the country, previous employment history, character references and, where appropriate, qualifications and professional references. This information has been taken into account in determining whether their appointment will be confirmed.
Self Ratings : Met
Evaluator Ratings : Not Met/Partially Met
Evaluator Response
Conversations with HR and the HLT detailed the extensive hiring process to meet Bahraini government regulations and laws of different countries. Criminal records are required for all employees. CID provides checks of everyone living in Bahrain, which are renewed every two years. International criminal checks are required for all foreign hires. HR confirmed that they randomly contact previous employers.
Despite the school rating indicated, the evidence suggests that the school does not yet meet the team evaluation stage criteria and should address the recommendation
Commendations : None at this time.
Recommendations :
Domain F Standard 2 - A member of the HLT contact previous employers of candidates by phone or online to discuss their suitability to work with children and their teaching abilities.
The school provides for the continuous professional development of faculty and staff that relates to school priorities, the professional needs of the staff and contributes to the students' learning.
Self Ratings : Met
Evaluator Ratings : Met
Evaluator Response
The higher leadership team (HLT) reported that orientation sessions are scheduled for teachers new to the school. HODs work closely with teachers and analyze their training needs. IBDP and IGCSE training is provided. The school provides numerous workshops throughout the year.
Non-teaching support staff are provided with workshops and training from a variety of sources including government agencies. First aid training and emergency training is provided. No training is provided for the people who stand outside the entrance/exit gates as children and adults cross the busy road.
Commendations : None at this time.
Recommendations : Domain F Standard 3 - The HLT review procedures and provide safety training for all adults who assist with the arrivals and departures of children, parents, and staff as they cross busy streets.
Staff recruitment and retention is managed in accordance with the CIS Code of Ethics.
Self Ratings : Met
Evaluator Ratings : Met
Evaluator Response
Recruitment and retention policies are clearly aligned with the CIS Code of Ethics and are widely understood by all stakeholders. The documented evidence and conversations with all stakeholders indicated that values and ethical behavior are priorities for the school. Documents clearly reference the CIS Code of Ethics, which is embedded in the daily life of the school. Faculty and staff turnover is very low and many employees have long tenures with the school and the owner. Examples of past succession practices in the school, and discussions with the head of the board, indicated changes in the school are handled smoothly and ethically.
Commendations : None at this time.
Recommendations : None at this time.
The appraisal/performance management system is defined and implemented for all faculty and staff, based on pre-determined, explicit criteria and is supported by a programme of professional development and/or training which is linked to appraisal outcomes and other school priorities for students' learning.
Self Ratings : Met
Evaluator Ratings : Met
Evaluator Response
Review of the documentation and discussions with faculty and staff verified that performance evaluations are held annually at all levels. Coordinators, HODs and principals are all involved in the observation of job performance and the annual evaluation process.
Strengths and areas for growth are identified and plans are made for future development and training.
Commendations : None at this time.
Recommendations : None at this time.
Written policies and guidelines establish expectations for the performance of all staff- faculty and support staff -which are applied consistently.
Self Ratings : Met
Evaluator Ratings : Met
Evaluator Response
The comprehensive APG Employee Handbook provides legal and useful information for all employees. All employees who spoke with the evaluation team were aware of the handbook, their rights, and responsibilities. Job descriptions are available for all employees and together with meetings with supervisors, and job expectations are explained to all employees.
Commendations : None at this time.
Recommendations : None at this time.
All staff is employed under a written contract or employment agreement which states the principal terms of agreement between the employee and the school, and which provides for salaries and other benefits that are appropriate to the position and to the school's context.
Self Ratings : Met
Evaluator Ratings : Met
Evaluator Response
Conversations with the HR department and review of documents clearly demonstrated the extensive legal requirements that the school follows both for locally-hired employees (both Bahraini and foreign) and for employees hired from overseas. The visiting team was assured that all contracts are in languages spoken by the employee. There are general guidelines for salaries and benefits; however, these can be individually negotiated by the employee candidate with a senior administrator. The HOB gave examples of how both teaching and non-teaching staff have been identified for advancement in the school.
Commendations : None at this time.
Recommendations : None at this time.
As a result of the self-evaluation, the school identifies the actions necessary to strengthen this aspect of school life. The Self-Study should be action-orientated, with evidence-based evaluation leading to informed planning and proposed actions, in line with the school's Guiding Statements
Self Ratings : No Rating
Evaluator Ratings : No Rating
Evaluator Response
There is evidence of a strong staff to meet the needs of the school. Government regulations are carefully followed. There was evidence that direct personal contact with previous employers was inconsistent.
Commendations : Please refer to commendations under individual standards for this domain.
Recommendations : Please refer to recommendations under individual standards for this domain.
The school uses the Essential Questions and Guided Development Questions to inform its investigation and support the gathering of evidence and self-evaluation against the Standards in the Domain.
Self Ratings : No Rating
Evaluator Ratings : No Rating
Evaluator Response
The Evaluative Commentary has been read and factored into the Domain Summary.
Commendations Recommendations