The quality of teaching facilities and resources are very high and the emphasis on innovation, student-centered learning and student service programs makes this school a beacon amongst international schools.
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ISK seeks to employ and retain professionals of the highest quality. Faculty and administrators with overseas experience, demonstrated collaboration skills, a commitment to professional growth and a deep enthusiasm for promoting a challenging, nurturing environment will thrive. ISK is especially interested in dynamic educators comfortable with data-driven systems for ensuring student learning and who appreciate a collaborative professional environment focused on continuous improvement.
Aligned with the recommendations of the International Task Force on Child Protection, we hold ourselves to a high standard of effective practices with specific attention to child protection. In accordance with ISK's Child Protection Policy, all employees must present evidence of a police clearance from their current country of employment and their passport country or a Certificate of Good Conduct from Kenya (valid through the end of the year) prior to being employed at ISK. All employees must also certify that they have no history of violating any child protection policies. Background checks will be conducted as necessary.
ISK uses an online application system for faculty vacancies which will require you to answer several pages of questions and upload a number of documents (CV, etc.). This process will take approximately 30-45 minutes and can be completed over as many sessions as required. It will not be considered complete until you submit your application. You will be required to create an account with Frontline.
ISK will never require candidates to send money for application fees, interview fees, visas, plane tickets or other costs associated with recruitment or moving to Kenya. We will not ask potential candidates for information related to bank accounts or other private information. If you have been asked to send money to cover such costs, you may be the target of an elaborate scam.
- A minimum of a Bachelor's degree or its equivalent
- An understanding of, and commitment to, the philosophy, mission and goals of ISK
- An exemplary personnel record
- Reference contact information including both email and phone numbers
from current and recent supervisors
- Evidence of professional commitment to continuous growth
- Police clearance from current country of employment and/or a Certificate of Good Conduct from Kenya (valid through the end of the year)
- Signed statement indicating that the applicant has no history of child safety issues or concerns
- A recognized teaching certificate
- Demonstrated collaboration skills
- Student-oriented philosophy and skill set
- Technology competencies appropriate to 21st century educators
- A commitment to extra-curricular activities beyond the normal teaching day
- A minimum of two years' relevant teaching experience within the last five years
- Inclusive practices for a wide range of learners
- Current experience in a standard based curriculum program
- Designing differentiated instruction and assessment for a wide range of learners
ISK uses an online application system for faculty vacancies.
Visit ISK website www.isk.ac.ke click on appropriate position to apply.
Create an account with Frontline.
Complete the process by ensuring you answer required questions and upload required documents.Submit your application.
You will receive a message acknowledging receipt of your application.
For Possible Positions:
Applications are reviewed to the appropriate principal.
For Definite Positions:
- Applications are reviewed by the appropriate principal.
- The principal may make plans to engage in email, skype or telephone contact
- References are checked
- Strong candidates will be interviewed by phone or skype by the director
- Face-to-face interviews may be arranged or the position may be offered following a phone or skype interview
- Face-to-face interviews may be lined up at recruitment fairs
- Clarifying documents for face-to-face interviews held at recruitment fairs
Applicants should send to: recruitment followed by @isk.ac.ke
- Letter of application
- Contact information for 3 current or recent supervisors
After the required documents have been sent, the application process will be as follows:
For Possible Positions:
Applications are forwarded to the appropriate principal or department head.
For Definite Positions:
- The applications are sent to the appropriate principal or department head for review of the CV
- The principal or department head may make plans to engage in email or telephone contact
- References are checked
- Strong candidates will be interviewed by phone by the director
- Face-to-face interviews may be arranged or the position may be offered following a phone interview
- Clarifying documents for face-to-face interviews
Philosophy of Compensation
At the core of ISK’s Compensation Philosophy is the aim to recruit, retain, and motivate top-tier faculty and staff. Employees receive a comprehensive benefit package that is highly competitive with both local and international markets.
ISK strives for a highly professional environment, collegiality, a clear and widely supported school vision and mission, state-of-the-art and attractive facilities, and effective and timely administrative support. ISK believes that motivated staff play a central role in making our mission a reality for our students. ISK therefore offers a competitive compensation package that achieves this objective.
Aware of the competition for the top-tier teachers within both the international and local markets, and the need to create a cohesive and mutually supportive faculty, ISK is committed to offering the same salary scales to locally hired and internationally recruited faculty, qualifications and all other factors being equal. Additionally, ISK seeks to recruit and develop a significant proportion of its teachers locally to ensure faculty continuity, while recruiting international teachers who can provide the breadth of cultural and educational experience needed for a school with a high ratio of transitional students.
The overall compensation scheme will reflect ISK’s aim to encourage all employees to continuously improve. Teachers in particular will be encouraged to pursue skill development relevant to improving their teaching performance. ISK will reward those who take on responsibilities beyond the scope of their job description. ISK provides an inclusive working environment for faculty and staff, rewarding employees for optimal professional development and retention decisions. Highly participatory and regular performance evaluations are part of ISK’s philosophy of full staff support.
The International School of Kenya, in keeping with the ISK core values and vision statement, has a Child Protection Board Policy and an extensive Child Protection Manual to guide staff, volunteers, students, and families in matters related to the safety and care of children attending our school.
We believe that children have a fundamental right to be safe at ISK and that, the educators, parents and caregivers, must act in the best interest of your child and our students. The ISK Child Protection Policy and associated guidelines are based on the belief that all children should be protected from any form of abuse and neglect.
ISK Child Protection Board Policy (3.8)
Child abuse is a violation of a child’s human rights and is detrimental to every aspect of a child’s development. The International School of Kenya and all its stakeholders have a responsibility to ensure the safety of each child involved in school activities and protect him/her from abuse. ISK’s procedures for protecting and ensuring the safety of children shall be documented and followed consistently. In response to suspected abuse, the school shall take all reasonable, responsible and legal steps to protect the child and act as his/her advocate. ISK shall have a proactive plan for training all stakeholders and making the ISK community aware of various aspects of child protection.
Adopted 11-2012; Revised 02-2018
Recognizing Child Abuse and Neglect
Child abuse is any action by another person, adult or child, that causes significant harm to a child or creates a substantial risk of harm, be it physical, emotional, or sexual. Neglect is a failure to provide for a child’s basic needs, lack of love, care or attention and can be as damaging to a child as abuse.
An abused child will often experience more than one type of abuse, as well as other difficulties in their lives. It often happens over a period of time, rather than being a one-off event. The signs of child abuse aren’t always obvious, and a child might not tell anyone what is happening to them. Sometimes children don’t understand that what is happening is abuse.
Background Checks and Education
All staff and volunteers must produce a certificate of good conduct and/or police clearance and are subject to background character checks during the hiring process. All staff are trained annually on child protection guidelines and reporting procedures. Child protection and procedures are also included in parent teas. Part of the curricular program includes developmentally appropriate lessons related to child protection for students. It is everyone’s responsibility to ensure that they are informed, updated on ISK’s Child Protection Policy and guidelines.
All staff employed or volunteering at ISK must report suspected incidents of child abuse or neglect whenever the individual has reasonable cause to believe that a child has suffered, or is at significant risk of suffering abuse or neglect. Reporting and follow-up of all suspected incidents of child abuse or neglect will proceed in accordance with administrative procedures flowing from the Board Policy.
Upon receipt of a suspected abuse or neglect case a series of detailed sequential steps occur. Once the ISK staff member has reported, their duty of care regarding this is then in the hands of the division leadership and the particular counsellor. A crisis management team is formed to follow up on the investigation reporting to the head of school and leading to closure.