How to help foreign teachers pass the trial period smoothly?

助外教平稳度过试用期？

辛辛苦苦招聘到了满意的外教，人事部门的下一个压力来自于该外教是否能顺利的通过试用期，进入转正大队，成为稳定输出的学校教学资源。

在这一环节，作为学校我们需要注意的有：

首先，跟外教沟通好试用期细则。

薪资方面，不存在试用期减薪的行为，如果您需要跟外教沟通这一点，可以在面试的时候直接告知，试用期的薪水为多少，转正之后的薪水为多少，且尽量不要以原定薪水减薪百分比去沟通。

考核方面，讲清楚如果要通过试用期，需要考核哪些方面。例如，教学是否完成；是否守时；是否遵守了学校的行为准则等等。这些都是在开始试用期之前双方需要确认的，以免在试用期里双方就产生误解。

同时，特别是在以上几个考核里，如果有涉及到与薪水直接挂钩的部分，请一定要提前跟他们沟通。例如，教学方面，如果他的教学效果会影响绩效，那么一定要有一个明确的表述。如班级学生10位，若在一周授课完成后，有超过6位以上对该课程不满意，那么需要在下周授课中，将这个数字降到5位以下，没有达到的，会扣取绩效。同时要在前期讲清楚，在外教的薪资构成中，哪些是基本薪资，哪些是用于绩效考核的。

除了教学方面，最需要重视的是时间，例如，当外教出现迟到，早退，请病假，事假的时候，一定要按事先双方约定好的方式处理。这一部分在前期的时候尽可能商谈、约定得详细一些。例如，迟到，细分为迟到5分钟，半小时，一小时的处理，早退按早退5分钟，半小时，一小时以上等处理；病假需要提供哪些凭据，最长几天是带薪病假；事假应该如何请，紧急事假怎么处理等等都需要一一约定形成文件，不能停留在口头约定层面。

行为准则更要根据学校自己的实际情况说清楚。例如，哪些是明令禁止的，哪些是需要做到就可以加分的。要给外教一种按规矩处事的态度，才能尽可能减少沟通成本，让他们知晓任何行为的背后都是需要负责的。

再来，尊重教师，做出适当的调整。

这里说一下几个常见的问题。当您需要外教坐班的时候，请明确告知坐班时间及职责。例如，需要准备负责班级的教案，是否有学生需要做跟踪报告，试卷批改等等。也就是最好在坐班时间以内，保证时间是有效利用的。如果学校本身并没有相关事务要处理，可以减少或者去掉坐班时间。才能保证他们的教学时间效率更高，也会给外教带来学校的教学规划比较合理的感觉，以上适用于部分私立或者培训院校，公立学校可以参考给予办公权责细分的办法。

同时，要给部分试听课或者节假日活动较多的学校一个提醒，这些活动和试听课最好提前1-2天与外教进行沟通并获得对方的许可再进行。他们对于排课表是十分看重的，所以如果有变动，在互相提前沟通的情况下，对方才不会有负面情绪。如果一味突然修改排课表或者突然新增活动以及试听课，就容易引发外教不满情绪，进而不利于学校日常教学的开展，所以千万不要因小失大。这也会给学生及家长树立比较好的时间概念。

包括节假日的安排，各个学校要根据自己的学校类型提前给外教制定好班表安排，例如培训学校没有寒暑假概念，假期需要调休，公立学校寒暑假没有课程，私立学校会给西方节日一些带薪假期等等。

最后，试用期的时长。

建议最好不要贸然进行延长试用期。如果您确实觉得在完成试用期后外教没有达到自己的要求，但是又希望给予机会再试用一段时间，请事先同外教讲清楚学校会在试用期内通过哪些方面来考核，如果某些方面不合适大约会延长多久，一般来说，鉴于外教人才的特殊性，试用期为一个月（仅作为参考）。

同时各位学校招聘负责人还需明确一个概念，只要外教开始在学校进行教学工作了，不管是试用期还是转正，都应在开始之前将外教的所有证件处理完毕，才是对外教和学校本身的负责。

以上这些细节的核心还是沟通，只要您愿意花时间与外教在第一轮互相认知认可的环节多多努力，会发现其实跟外教沟通并没有那么大的文化差异，他们也会真心实意的为您带来最好的教学！

After working hard to recruit a satisfactory foreign teacher, the next pressure from the personnel department comes from whether the foreign teacher can successfully pass the probation period, enter the correctional team, and become a stable output school teaching resource.

At this stage, as a school we need to pay attention to:

First, communicate the details of the probation period to the foreign teacher.

In terms of salary, there is no pay reduction during the probation period. If you need to communicate with foreign teachers, you can directly tell during the interview. What is the salary during the probation period and what is the salary after normalization, and try not to use the original salary. Communicate with pay reduction percentages.

In terms of assessment, make clear what aspects need to be assessed if you want to pass the probation period. For example, whether the teaching is completed; whether it is punctual; whether the school’s code of conduct has been observed, and so on. These are confirmed by both parties before the trial period is started, so as not to cause misunderstanding during the trial period.

At the same time, especially in the above assessments, if there is a part directly related to salary, please communicate with them in advance. For example, in teaching, if his teaching effect will affect performance, then there must be a clear statement. For example, if there are 10 students in the class, if more than 6 students are dissatisfied with the course after one week of teaching, then the number needs to be lowered to less than 5 during the next week of teaching. If it is not reached, performance will be deducted. At the same time, it should be made clear in the early stage which of the salary composition of foreign teachers is the basic salary and which is used for performance evaluation.

In addition to teaching, the most important thing is time. For example, when a foreign teacher arrives late, leaves early, asks for sick leave, and takes leave, it must be handled in accordance with the methods agreed by both parties in advance. This part is discussed and agreed as much as possible in the early stage. For example, being late, broken down into 5 minutes late, half an hour, one hour processing, early departure is based on early leave 5 minutes, half an hour, more than an hour, etc .; what credentials need to be provided for sick leave, the maximum number of days is paid sick leave; leave How to ask, how to deal with emergency leave, etc. need to be documented one by one, and cannot stay at the level of verbal agreement.

The code of conduct should be made clear according to the actual situation of the school. For example, those that are explicitly forbidden and those that need to be done can add points. It is necessary to give foreign teachers an attitude of doing things in order to minimize the cost of communication and let them know that behind any behavior is responsible.

Then, respect teachers and make appropriate adjustments.

Here are a few common questions. When you need a foreign teacher to take a shift, please clearly inform the shift time and duties. For example, you need to prepare the lesson plan for the class, whether any students need to make follow-up reports, test paper corrections, and so on. That is, it is best to ensure that the time is effectively used within the shift time. If the school itself does not have related matters to deal with, it can reduce or eliminate shift time. In order to ensure that their teaching time is more efficient, it will also give foreign teachers a reasonable sense of teaching planning in the school. The above applies to some private or training institutions.

At the same time, remind some schools that have a lot of trial or holiday activities. It is best to communicate with foreign teachers 1-2 days in advance and get permission from the other party before proceeding. They attach great importance to the schedule, so if there are changes, the other party will not have negative emotions if they communicate with each other in advance. If you suddenly modify the schedule or add new activities and audition classes, it will easily cause dissatisfaction of foreign teachers, which is not conducive to the daily teaching of the school. This will also establish a better time concept for students and parents.

Including the arrangement of holidays, each school should make arrangements for foreign teachers in advance according to their school type. For example, the training school does not have the concept of winter and summer vacations, and the holidays need to be adjusted. Public schools have no courses during the winter and summer vacations. Private schools will give some Western holidays Paid holidays and more.

Finally, the duration of the trial period.

It is best not to rush into extending the trial period. If you really feel that the foreign teacher has not met your requirements after completing the probation period, but want to give the opportunity to try again for a period of time, please tell the foreign teacher in advance what areas the school will pass during the probation period, if some aspects are inappropriate How long will it last? Generally speaking, given the special nature of foreign teachers, the trial period is one month (for reference only).

At the same time, the recruiting leaders of schools also need to clarify a concept. As long as the foreign teacher has started teaching in the school, whether it is a probation period or a regular, all the foreign teacher’s credentials should be processed before the start. It is the foreign teacher and the school itself. Be responsible for.

The core of these details is communication. As long as you are willing to spend time with foreign teachers in the first round of mutual recognition and recognition, you will find that there is not so much cultural difference in communicating with foreign teachers, and they will do it for you. Bring the best teaching!