We have a diverse community of staff members serving across our school network. We believe that what makes a difference in children’s lives is dealing with inspiring and professional educators.
We believe our strongest assets are our teachers and that any school is only as good as its teachers. This is why El Rabwa network strives to recruit and retain the very best classroom practitioners. Our teachers are well trained and qualified, and many have extensive international experience. Moreover, they are all caring, children-centered, learning-focused professionals. All of our teaching and classroom support staff are qualified, experienced and hold a recognized university degree in their chosen field. as well as engaging in regular professional development.
The school complex is served by a highly efficient, English-speaking, customer-focused administration team who ensure the smooth daily running of the school complex. The Office of Human Resources is dedicated to meeting the needs of our employees and to recruiting quality personnel in a caring, ethical, and professional manner.
El Rabwa network does not discriminate based on race, color, national origin, sex, disability or age in its programs or activities.
Human Resources Mission
Human Resources aims to treat each person as a valued customerwith a sense of warmth, individual pride and school spirit. We are committed to provide our employees a stable work environment with equal opportunity for learning and personal growth. We strive to recruit, promote, and retain the most qualified people, while providing training and development for career enhancement to promote individual success and increase overall value to El Rabwa network.
Human Resources Vision
We are looking to find highly motivated, talented and friendly people, who are willing to get involved, to learn and to develop and also to understand our long-term objectives. Our vision is to be recognized as a preferred employer and provider of innovative oriented human resources services and systems.
Staff and visitors will find links to helpful information about Human Resources services, job opportunities and requirements for employment. Employees will find a host of information to assist with personal and professional interests, such as benefits information, important employee notifications, employee recognitions and much more.
Users are encouraged to explore the HR pages to discover what’s available, what’s new, and what Human Resources can do for them.
Call For Inquiry
You can easily reach HR through Hot Line EXT: 200
Mail For Inquiry
Mail (HR El RabwaNetwork.edu.eg)
and well-qualified professionals who exhibit a passion for their subject area and who are enthusiastic about teaching and learning. As an Employer we offer a warm, pleasant working environment with various professional development opportunities in an Educational complex hosting five schools, where cross recruitment takes place according to internal openings announcements and staff member capabilities of joining new position. As a successful applicant, you will become a part of highly professional international and amicable team at Al Rabwa network.
– The mission of the Staff Continuous
– University Degree in related subject area.
– Native English speaker.
– 3 to 5 years of experience is required.
– Teaching Certification.
– Masters are desirable.
– Very good communication skills.
– Leadership skills.
The mission of the Staff Continuous Development is to serve the teachers, administrators and support staff of Al Rabwa by supporting/providing growth opportunities to advance thinking and maximize employee development and job effectiveness. When employees develop to their fullest potential, student achievement increases.
The goals of the Staff Development Office are to provide staff with opportunities to:
– Promote training based on the interrelationship between staff development and organizational effectiveness.
– Provide opportunities for self-actualization.
– Ensure that students, teachers, the school and community benefit from professional development.
– Organize a continuous developmental program.
– Promote programs based on assessed needs and programmed innovations
– Monitor an ongoing, multidimensional evaluation of professional development
– Develop a strategic planning model.
Al Rabwa is committed to providing on-going professional development for all staff members to ensure that the school delivers the very best educational experience for our students.
What marks our schools as a different and unique place to be is a wonderful, team-spirit and family atmosphere where everyone is committed to the continuing success of Al Rabwa. We believe that learning is at the core of what we do. Our teachers’ knowledge, experience and expertise are recognized, shared and developed.
We believe that continuous professional development (PD) is an entitlement for, and the responsibility of, all staff. We believe that PD is a continuous and pervasive process and our staff value this sharing of learning. A comprehensive Professional Review policy is well established and fully embedded at El Rabwa. This process is driven by staff and used to identify strengths and areas they wish to develop further.
All staff members are entitled to an annual professional review where PD requirements are identified, agreed and fully supported. The process ensures a positive growth of professional practice; the impact is classroom based and ultimately on the learning experiences of our students.
Staff Grievances and Dispute Resolution Policy
Open communication and feedback are regarded as essential elements of a satisfying and productive work environment. El Rabwa encourages its staff members to resolve any issues or concerns that they may have at the earliest opportunity with each other or, failing that, their immediate supervisor.
The purpose of this document is to provide an avenue through which staff members, and their managers, can resolve work-related complaints as they arise.
It is the responsibility of Employees to ensure that:
• They attempt to resolve any issues through their immediate supervisor and through internal processes at the earliest opportunity.
It is the responsibility of the Human Resources Department to ensure that:
• All managers, supervisors and staff members are aware of their obligations and responsibilities in relation to communication and information sharing with their employees
• Ongoing support and guidance is provided to all employees in relation to employment and communication issues
• Any grievance that comes to the attention of managers or supervisors is handled in the most appropriate manner at the earliest opportunity.
• If there are any doubts or queries in relation to how to deal with a particular set of circumstances, managers or supervisors should contact the Human Resources Department for advice at the earliest opportunity.
In case staff member directly reports the incident, complain to direct supervisor:
The Manager or Supervisor should follow the steps outlined below:
Make sure that the employee feels listened to and supported. You don’t have to agree with what they say, but you must make sure that they know you will act on their concerns.
If more than one person is present, establish the role of each person.
Outline the process that is to be followed.
Inform the parties that any information obtained in the conduct of the review is confidential.
Listen to the complainant. Obtain a chronology of events (who, what, why, when, how etc.).
Run through the applicable policies and procedures
Ask the complainant what kind of outcome they are hoping for (best case scenario) and then talk them through next steps. In case the final decision can be suggested from your side, then you can share it with them, document it in a report incident (in case needed) and then send the report to HR Department for filling.
In case, the issue needs to be escalated to other parties, then you have to take the chronological steps and line of command.
In case things were not sorted out, then a whole report with the whole incident should be sent to the HR department where this matter will be discussed confidentially with the HR Manager to determine a way in which to deal with the issue and report back to them within a set timeframe.
HR Policies and Work Standards
El Rabwa Code of Civility
It is the intent of El Rabwa network to promote mutual respect, civility and orderly conduct among all stakeholders: employees, parents, students and the network community. This policy provides rules of conduct that both permit and encourage participation in school activities and communication between parents, community members and school personnel.
Students, faculty, staff, parents, guardians and all other members of the community shall:
– always treat one another with courtesy and respect.
– take responsibility for one’s actions.
– be cooperative, to the greatest extent possible, toward one another and in solving problems based on what is in the best interest of students.
– refrain from behavior that threatens or attempts to disrupt school or school operations; physically harms someone; intentionally causes damage; employs loud or offensive language, gestures, or profanity; or inappropriately shows a display of temper.
Response to Uncivil Behavior:
El Rabwa network does not condone a lack of civility by anyone and recognizes the following appropriate administrative avenues for aggrieved parties to seek action or redress.
- a student who believes that he or she has not been treated in a manner reflective of the Code of Civility should report such behavior to the appropriate building level administrator.
- a parent, guardian or community member who believes that he or she has not been treated in a manner reflective of the Code of Civility should report such behavior to the staff member’s immediate supervisor or the student’s appropriate building level administrator.
- an employee who believes that he or she has not been treated in a manner reflective of the Code of Civility should address the concern through the appropriate supervisory chain. If a communication such as voice mail or e-mail or any type of written communication is demeaning, abusive, threatening or obscene the employee is not obligated to respond and should report immediately to direct supervisor.
Any visitor on school property who has breached this Civility Code may be directed to leave the premises by an administrator or security officer. If such person does not immediately and willingly leave, law enforcement may be called.
Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at El Rabwa will be based on merit, qualifications, and abilities. El Rabwa does not discriminate in employment opportunities or practices based on race, color, religion, sex, national origin, age, or any other characteristic protected by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Job Posting and Employee Referrals
El Rabwa provides employees an opportunity to indicate their interest in open positions and advance within the school according to their skills and experience. In general, notices of all regular, full-time job openings are posted, although El Rabwa reserves its discretionary right to not post a particular opening. Job openings will be posted on the employee bulletin board and/or in the e-mail system, and normally remain open for 15 days. Each job posting notice will include the dates of the posting period, job title, department, location, grade level, job summary, essential duties, and qualifications (required skills and abilities).
Personal Relationships in The Workplace
The employment of relatives or friends in school may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships.
For purposes of this policy, restrictions are in place for hiring relatives except on exceptional cases and after Board approval.
A relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. This policy applies to all employees without regard to the gender of the individuals involved. In these exceptional cases, we are committed to monitoring situations in which such relationships exist. In case of actual or potential problems, El Rabwa will take prompt action, and this can include removal, directive measurements and can lead to termination of employment in case of serious incidents that may occur.
School Ethics and Conduct
The successful business operation and reputation of El Rabwa is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity. The continued success of El Rabwa is dependent upon our families’ trust and we are dedicated to preserving that trust. Employees owe a duty to El Rabwa, its families and shareholders to act in a way that will merit the mutual continued trust and confidence.
El Rabwa will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. Compliance with this policy of school ethics and conduct is the responsibility of El Rabwa staff members. Disregarding or failing to comply with this standard of school ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.
Employee Conduct and Work Rules
To ensure orderly operations and provide the best possible work environment, El Rabwa expects employees to follow rules of conduct that will protect the interests and safety of all employees and the school.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment:
- Inappropriate removal or possession of property
- Falsification of timekeeping records
- Working under the influence of alcohol or illegal drugs
- Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment
- Fighting or threatening aggression in the workplace
- Boisterous or disruptive activity in the workplace
- Negligence or improper conduct leading to damage of employer-owned or family-owned property
- Insubordination or other disrespectful conduct
- Violation of safety or health rules
- Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
- Excessive absenteeism or any absence without notice
- Unauthorized use of telephones, mail system, or other employer-owned equipment
- Unauthorized disclosure of school business “secrets” or confidential information
- Violation of personnel policies
- Unsatisfactory performance or conduct
El Rabwa is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including harassment. Actions, words, jokes, or comments based on an individual’s sex, race, color, national origin, age, religion, disability, or any other legally protected characteristic will not be tolerated.
Harassment is defined as unwanted advances, or visual, verbal, or physical conduct of a nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of harassment examples:
- Unwanted advances.
- Offering employment benefits in exchange for favors.
- Making or threatening reprisals after a negative response to advances.
- Visual conduct that includes leering, making gestures, or displaying of suggestive objects or pictures, cartoons or posters.
- Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
- Verbal advances or propositions.
- Verbal abuse of an unlawful nature, graphic verbal commentaries about an individual’s body, degrading words, or suggestive or obscene letters or invitations.
- Physical conduct that includes touching, assaulting, or impeding or blocking movements.
In case the employee experienced or witnessed unlawful harassment in the workplace, he/she should report it immediately to direct supervisor. If the supervisor is unavailable, then the HR Department must be contacted immediately.
Workplace Aggression Prevention
El Rabwa is committed to preventing workplace aggression and to maintaining a safe work environment. All employees, including supervisors and temporary employees, should always be treated with courtesy and respect.
Conduct that threatens, intimidates, or coerces another employee, a family, or a member of the public at any time, will not be tolerated. All suspicious individuals or activities should also be reported as soon as possible to a supervisor.
El Rabwa encourages employees to bring their disputes or differences with other employees to the attention of their supervisors or the HR Department before the situation escalates into potential aggression. El Rabwa is eager to assist in the resolution of employee disputes and will not discipline employees for raising such concerns.
The purpose of this policy is to state El Rabwa position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced comes from good leadership and fair supervision at all employment levels.
El Rabwa’s own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future.
Disciplinary action may call for any of four steps – verbal warning, written warning, suspension with or without pay, or termination of employment – depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.
Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment.
El Rabwa recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps. While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline.
By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and El Rabwa.
El Rabwa strives to maintain a positive work environment where employees treat each other with respect and courtesy. Sometimes issues arise when employees are unaware that their behavior in the workplace may be disruptive or annoying to others.
Many of these day-to-day issues can be addressed by politely talking with a co-worker to bring the perceived problem to his or her attention. In most cases, common sense will dictate an appropriate resolution. El Rabwa encourages all employees to keep an open mind and graciously accept constructive feedback or a request to change behavior that may be affecting another employee’s ability to concentrate and be productive.
Many of these day-to-day issues can be addressed by politely talking with a co-worker to bring the perceived problem to his or her attention. In most cases, common sense will dictate an appropriate resolution. El Rabwaencourages all employees to keep an open mind and graciously accept constructive feedback or a request to change behavior that may be affecting another employee’s ability to concentrate and be productive.
– Medical Insurance
– Child Day Care
– In door clinic
– Food Court
– Free Transportation
(To be internally discussed first)
Employee Support Service
(To be internally discussed first)