Prós
Teaching & Student Impact 1) Developed curriculum and structured teaching frameworks that support lesson delivery 2) Opportunity to make a meaningful impact on students’ learning and confidence 3) Opportunities to work with diverse student profiles, building adaptability in teaching approaches Growth & Exposure 1) Exposure to responsibilities beyond teaching, including curriculum development and academic marketing 2) There are opportunities for growth, particularly for teachers who are willing to take on additional responsibilities Culture & Support 1) Collaborative environment with generally supportive colleagues across departments 2) Good reporting officers (ROs) who are supportive and understanding, contributing to a safe working environment 3) Efforts are made to introduce staff welfare and engagement initiatives 4) Have two days off in a row. Stability & Reputation 1) Teachers have been around for many years, which reflects the company’s established reputation
Contras
Training & Professional Development 1) Limited structured training and onboarding across departments, which may affect professional development and consistency 2) Existing systems may lean towards more traditional working styles, which may not fully support evolving expectations around structured growth and modern onboarding practices Operations & Workload 1) The current staffing model appears to rely heavily on part-time staff, which may impact continuity and workload distribution for full-time teachers 2) Teachers may be required to travel between locations at short notice (e.g. for class relief), with limited transport support provided Flexibility & Work Arrangements 1) Limited flexibility in work arrangements (e.g. no work-from-home options) 2) Taking annual leave outside of term breaks may be challenging due to operational constraints Compensation & Recognition 1) Bonus structure appears to be primarily tied to student count where you will not be compensated if target is not met. Limited consideration for broader contributions, dedication and other workload 2) Performance bonus is not guaranteed, and there is no 13th month bonus, which may affect income stability and overall morale 3) Additional responsibilities and internal projects are not clearly reflected in compensation 4) Limited transparency in performance evaluation and reward systems, which may lead to perceptions of inconsistency