What kind of people are we looking for?
Finding the right people is our top priority. We look for positive, energetic individuals who:
- will inspire their students to succeed through engaging and challenging teaching;
- are serious about their personal and professional development and are keen to share best practice with others;
- will participate in all aspects of school life and contribute to a community in which parents, students and staff are proud to belong;
- are flexible and have a sense of humour;
- will subscribe without reservation to our Vision, Mission and Values;
- will enjoy being part of a British-owned and -managed group of schools with all the consequent benefits this brings.
British International School of Ljubljana is committed to safeguarding children and young people. All post-holders are subject to a satisfactory enhanced DBS check if coming from the UK, or a Criminal Records (Police Check) disclosure from their most recent country of residence. This must be presented at the interview stage.
Since we are a British-style school, we prefer applications from candidates who have:
- QTS status (recognised for the purposes of teaching in the UK) and a DfES Teaching reference number;
- a minimum of 2 years teaching experience in a school in the UK or British style school overseas.
Application and Recruitment Process
If you are interested in joining the team, please e-mail a letter of application to the Principal at email@example.com and send a copy to firstname.lastname@example.org, with a current CV, photo and the names of three referees who may be contacted by e-mail or phone (at least one of these should be your current employer). The Principal will consider each application on its individual merits alongside the overall complementary composition of our staff team. Applicant’s details may be retained on file, with permission, for future consideration.
All applicants should demonstrate in their letter of application how they will use their experience to address the challenges of teaching expatriate and local children in a British-style school in Slovenia. As we only wish to receive applications from people who are truly attracted to and interested in working at our school in Ljubljana, speculative generic CVs unaccompanied by a letter are not considered.
To assure the right fit of potential candidates into our close-knit team, our rigorous recruitment process typically includes:
- a review of the CV, ensuring it has no unexplained employment gaps;
- online research, including Google search, Facebook profile, website of current school, etc.;
- initial interview by Skype (preferably with webcam), including ascertaining period of notice required at current position;
- taking up three formal references by e-mail (including asking if there is any reason why the applicant should not work with young people) and a follow-up phone call as appropriate (general "To whom it may concern" references and testimonials are not accepted);
- second-round interview:
- Where possible, this will be face-to-face in school;
- Candidates may be asked to teach a demonstration lesson and participate generally in the relevant part of the school so that we can evaluate the quality of interaction with students and colleagues and children;
- identity, date of birth and nationality will be checked (sight of original passport, of which a scan copy will be made)
- academic credentials and teaching qualifications will be checked (sight of originals, of which a scan will be made);
- if a face-to-face interview is not possible, a panel interview will take place by Skype;
- a police records check (e.g. UK DBS check) is required for all staff working at BISL. Previous offences will not automatically lead to disqualification, but will be the subject of a frank discussion and the Principal reserves the right to ascertain whether the offence would compromise the candidate’s suitability. Any appointment is considered conditional, subject to satisfactory criminal records check outcomes.
The selected candidate will be invited to join the team verbally or by e-mail. After receipt of consent the Principal will send a Letter of Appointment and a Contract in both Slovene and English languages. The Slovene language contract is the only legally enforceable one.
By Slovene law, the contract includes a declaration that the appointee is mentally and physically fit to discharge the responsibilities of the post (known disabilities notwithstanding).
The normal working conditions for full-time teachers include:
- approximately 30 x 45-minute periods of contact time per week;
- preparation, assessment, reporting and meetings with colleagues and parents;
- extra-curricular activities;
- lunch and recreation time supervision duties;
- trip supervision, which may include residential trips;
- continuing professional development (CPD/INSET);
- participation in school community activities and events;
Attendance for up to ten days outside term time per year will be required for planning and development, in-service training, reporting and evaluation.
Upon arrival at BISL, all new staff have an induction which includes an introduction to the school and school policies and Child Protection training. Expatriate staff are also supported in this time to open bank accounts and arrange tax and financial procedures and all new staff undergo a mandatory medical check-up in accordance with Slovene Employment legislation. New staff have a 6-month probationary work period, in which their work performance and general conduct with students is assessed and observed thoroughly by line managers and school leaders.
Full time staff
Staff are appointed on the BISL 4 point salary scale. New staff are normally appointed on Point 2 and progression is based on successful annual appraisal. There are tax allowances for dependents and generous travelling and lunch allowances for each working day. Salaries are paid on the first working day of the month in arrears and reviewed annually.
In addition to the salary:
- assistance with finding accommodation;
- assistance with preparation of paperwork for official permits, etc.
- assistance with orientation and finalisation of registration paperwork, opening a bank account etc.
- tax-free daily travel allowance (per working day, according to distance travelled);
- tax-free daily lunch allowance (currently €6 per working day);
- social security contributions from the gross salary give entitlement to public healthcare and state pension scheme;
- annual holiday bonus (taxable, currently €1000) - part paid in January and part at the end of June.
Further details about any of these points can be obtained from email@example.com.