助外教平穩度過試用期？

辛辛苦苦招聘到了滿意的外教，人事部門的下一個壓力來自于該外教是否能順利的通過試用期，進入轉正大隊，成為穩定輸出的學校教學資源。

在這一環節，作為學校我們需要注意的有：

首先，跟外教溝通好試用期細則。

薪資方面，不存在試用期減薪的行為，如果您需要跟外教溝通這一點，可以在面試的時候直接告知，試用期的薪水為多少，轉正之后的薪水為多少，且盡量不要以原定薪水減薪百分比去溝通。

考核方面，講清楚如果要通過試用期，需要考核哪些方面。例如，教學是否完成；是否守時；是否遵守了學校的行為準則等等。這些都是在開始試用期之前雙方需要確認的，以免在試用期里雙方就產生誤解。

同時，特別是在以上幾個考核里，如果有涉及到與薪水直接掛鉤的部分，請一定要提前跟他們溝通。例如，教學方面，如果他的教學效果會影響績效，那么一定要有一個明確的表述。如班級學生10位，若在一周授課完成后，有超過6位以上對該課程不滿意，那么需要在下周授課中，將這個數字降到5位以下，沒有達到的，會扣取績效。同時要在前期講清楚，在外教的薪資構成中，哪些是基本薪資，哪些是用于績效考核的。

除了教學方面，最需要重視的是時間，例如，當外教出現遲到，早退，請病假，事假的時候，一定要按事先雙方約定好的方式處理。這一部分在前期的時候盡可能商談、約定得詳細一些。例如，遲到，細分為遲到5分鐘，半小時，一小時的處理，早退按早退5分鐘，半小時，一小時以上等處理；病假需要提供哪些憑據，最長幾天是帶薪病假；事假應該如何請，緊急事假怎么處理等等都需要一一約定形成文件，不能停留在口頭約定層面。

行為準則更要根據學校自己的實際情況說清楚。例如，哪些是明令禁止的，哪些是需要做到就可以加分的。要給外教一種按規矩處事的態度，才能盡可能減少溝通成本，讓他們知曉任何行為的背后都是需要負責的。

再來，尊重教師，做出適當的調整。

這里說一下幾個常見的問題。當您需要外教坐班的時候，請明確告知坐班時間及職責。例如，需要準備負責班級的教案，是否有學生需要做跟蹤報告，試卷批改等等。也就是最好在坐班時間以內，保證時間是有效利用的。如果學校本身并沒有相關事務要處理，可以減少或者去掉坐班時間。才能保證他們的教學時間效率更高，也會給外教帶來學校的教學規劃比較合理的感覺，以上適用于部分私立或者培訓院校，公立學?？梢詤⒖冀o予辦公權責細分的辦法。

同時，要給部分試聽課或者節假日活動較多的學校一個提醒，這些活動和試聽課最好提前1-2天與外教進行溝通并獲得對方的許可再進行。他們對于排課表是十分看重的，所以如果有變動，在互相提前溝通的情況下，對方才不會有負面情緒。如果一味突然修改排課表或者突然新增活動以及試聽課，就容易引發外教不滿情緒，進而不利于學校日常教學的開展，所以千萬不要因小失大。這也會給學生及家長樹立比較好的時間概念。

包括節假日的安排，各個學校要根據自己的學校類型提前給外教制定好班表安排，例如培訓學校沒有寒暑假概念，假期需要調休，公立學校寒暑假沒有課程，私立學校會給西方節日一些帶薪假期等等。

最后，試用期的時長。

建議最好不要貿然進行延長試用期。如果您確實覺得在完成試用期后外教沒有達到自己的要求，但是又希望給予機會再試用一段時間，請事先同外教講清楚學校會在試用期內通過哪些方面來考核，如果某些方面不合適大約會延長多久，一般來說，鑒于外教人才的特殊性，試用期為一個月（僅作為參考）。

同時各位學校招聘負責人還需明確一個概念，只要外教開始在學校進行教學工作了，不管是試用期還是轉正，都應在開始之前將外教的所有證件處理完畢，才是對外教和學校本身的負責。

以上這些細節的核心還是溝通，只要您愿意花時間與外教在第一輪互相認知認可的環節多多努力，會發現其實跟外教溝通并沒有那么大的文化差異，他們也會真心實意的為您帶來最好的教學！

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!