Introduction

The recruitment of safe staff at KCIS is the first step we take toward safeguarding and promoting the welfare of our children at our school and in our community. As a school-wide community, we  are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment. KCIS realizes that, in order to achieve these aims, it is of fundamental importance to recruit and retain staff of the highest calibre who share this commitment to protecting and safeguarding children.

KCIS recognizes the value of, and works toward establishing a diverse workforce. This is why we are committed to ensuring that the recruitment and selection of all who work within the school is conducted in a manner that is systematic, efficient, effective, and promotes equality of opportunity across the board.

The aim of KCIS’s Recruitment Policy is to ensure that:

• the best possible staff are recruited on the basis of their merits, abilities, and suitability for the position
• all job applicants are consistently considered equally and fairly
• no job applicant is treated unfairly on any ground including age, disability, gender reassignment, race, religion or belief, sex, or sexual orientation
• KCIS meets its commitment to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks
• compliance with all relevant legislation, recommendations and guidance including the statutory guidance published by the Ministry of Education (MOE) and recommendations of the International Task Force on Child Protection (ITFCP)

Pre-employment Checks

In accordance with the recommendations set out by the MOE and the ITFCP, KCIS carries out the following pre-employment checks in respect of all prospective employees:

If it is decided to make an offer of employment following a formal interview, employment with KCIS will depend on verification of the applicant’s:

• Identity 
• Professional Qualifications and Teaching Certification (if applicable)
• Professional references provided by applicant
• Criminal background 
• Right to work in Taiwan
• Medical fitness to ensure the duties of the position can be carried out satisfactorily.

Verification of Identity, Experience, Qualification, and Medical Fitness

All applicants who are offered a position will be required to provide the following evidence of identity, current address, and qualifications:

• Passport (the page with your signature) and Entry to Taiwan Record (please scan the page containing your latest entry date here on the passport)
• Alien Resident Certificate (if applicable)
• National Health Insurance Card (if applicable)
• Original diploma for your highest degree and other original documents confirming any educational and professional qualifications referred to in their application material including teaching certificate (if applicable)
• Health Check completed at a local hospital
• COVID-19 Vaccination Card (if applicable)

Recruitment Procedure

　　Advertising

KCIS advertises all vacant positions to ensure equal opportunity for all qualified applicants. Normally these posts will be shared on the Career Opportunity page of our website and tealit.com, a local job search engine.

　　Application

To apply for a position, interested candidates should submit a cover letter and resumé as attachments to Charlie McAlpin, Dean of the International Program, at international_hiring@kcislk.ntpc.edu.tw. Applicants then may be invited to attend a formal interview at which time her/his relevant skills and experiences will be discussed in more detail.

　　Interviews

The recruitment team will review all applicants’ materials and then call the most qualified individuals for interviews. During the interview, applicants should expect to talk about relevant knowledge, skills, and experience with regard to the position for which they have applied. If the  hiring team decides to offer a position to an applicant, they will contact the applicant via email with a job offer. 

　　References

References will be requested in the job offer email. All referees will be informed with a description of the job for which the applicant has applied and will be asked whether they believe the applicant is suitable for the job. The referee will also be asked to confirm the following:

• The applicant’s dates of employment, salary, job title/duties, reason for leaving, performance and disciplinary record
• Their relationship to the applicant
• Whether they have any reason to believe that the applicant is unsuitable to work with children
• Whether the applicant has ever been the subject of disciplinary procedures involving issues related to the safety and welfare of children including any in which the disciplinary sanction has expired
• Whether any allegations or concerns have been raised about the applicant that relate to the safety and welfare of children or young people or behavior towards children or young people

Employment Offer

When the job offer is emailed to the candidate, the documentation of identity, experience, qualification, and medical fitness will be requested, to complete the verifications indicated above. Once all pre-employment verifications have been satisfactorily received and completed, a contract of employment will be made and confirmed with the applicant.