Teaching Positions

Salaries

Newly hired full-time teaching staff will be positioned on our internal pay scale, advancing one scale point each year up to scale point 12. Positions of responsibility (master teacher, subject or team leader and senior leader/mentor) are placed in separate salary bands with additional steps.

As a rule of thumb, an employee who is single with no children will have ca. 58% of gross earnings as disposable income after payroll deductions (tax, health care, pension). Households with dependents will have a slightly higher percentage available as post-tax income. 

Salaries are reviewed on an annual basis by the BIS Board of Trustees. They are calculated on the basis of calendar months and not on the number of days worked. Salaries are paid in arrears on the 25^th day of each month.

Our most current salary table can be found here.

Taxation and Social Security Contributions 

All BIS employees pay German taxes. A short time after registration in Germany, tax information is automatically sent to employees from tax authorities. 

The amount of tax is dependent upon placement into a tax category/bracket and on the number of dependents in the family.

• BIS makes all necessary payroll deductions from the staff member’s monthly salary and issues the appropriate amount to the local finance office.
• Automatic deductions include income tax and social security insurance, health care, pension, unemployment insurance, and sick leave benefits.
• Mandatory unemployment, health + care insurance contributions are automatically deducted from monthly salaries and amount to ca. 21% of gross earnings. Employees will be issued a social security identification card which must be submitted to the BIS Human Resources Office. 
• Unemployment insurance is split by employees and employers. This benefits those staying in the country after termination of their contract who
 do not find subsequent employment. For specific information, please consult the German Labour Office (Agentur für Arbeit). The BIS Human Resource Office offers assistance if needed. 

Some countries have arrangements with the German government regarding transfer of the periods of coverage paid to the retirement system while employed in Germany. Please consult the social security authorities in your country of citizenship for further details. 

Child Benefit

Not subject to taxation is a monthly child supplement paid by the German government for all children under the age of 18 (sometimes up to age 25). This monthly beneift is € 204 for the first two children, € 210 for a third child and € 235 each for any additional children. 

Health Insurance 

Germany has an excellent comprehensive health care system, covering both medical and dental needs. Participation in the German health care system is mandatory. Only those presenting a disclaimer for contributing to an international or foreign health insurance may opt out of this system. 

Health care insurance is provided through both statutory and private insurers. Premiums are ca. 15.5% of gross income (which is included in the mandatory payroll deductions) and are paid in almost equal parts by BIS and the employee with the employee’s share slightly higher. Contributors to private health insurance are legally required to present evidence (tax return or salary slip) of the last year of gross earnings in order to be accepted. 

Basic coverage is offered by all insurers, with some additional benefits offered by private companies. Costs assumed by individuals for private insurance vary. There is a generous cap for the school’s contribution to private insurance. 

In addition to doctor’s visits and hospital care, health insurance covers medical management and income compensation during prolonged illness or disability. 

 

Faculty are appointed to serve under the direction of the Director and Principals of the Primary or Secondary Schools. In addition to teaching duties and in-service days, a teacher will be required to attend relevant parent information evenings and conferences. Teachers are expected to carry various supervisory duties and to contribute to co-curricular activities as well as service projects. 

• New teaching faculty are offered contracts of either one- or two-years duration.
• Contracts are only valid in conjunction with a valid work permit and an original current police clearance certificate from the teacher’s current host country.
• University and teaching degrees/diplomas and all transcripts have to be certified (notarized) and are to be submitted before the contract start date. 

After two years of service, the teaching contract changes from a limited duration contract to one of permanent employment. The first six months of a new contract is a probationary period. During this period, the contract may be terminated by either party by giving one month’s written notice. Neither party is required to state a reason for the termination. After the first six months, the work contract may be terminated by either party by giving six months prior notice to the end of any calendar month. 

At the end of a limited contract, the contract will expire; no prior notice will be required and renewal is not automatic. As a matter of information and not in limitation of termination rights, BIS will advise teachers by the end of November of the year preceding the expiration of a limited contract whether or not BIS intends to renew the contract. Any renewal agreement will be executed by 31 March of the year in which the contract ends. 

Initial employment contracts are only valid on the condition that BIS obtains the necessary work and residence permits for the employee as well as a police clearance certificate. Work permits can be applied for in advance by the school, residence permits will be issued on arrival in Germany. If at any time the police clearance certificate proves to be false or deceptive, the school shall terminate the employment relationship immediately. 
 

Our school year consists of: 

• 180 teaching days 

• 7.5 days for professional development and for preparation/clean up at start and end of year
• teaching days begin at 8:00 and end at 15:45 

• a maximum teaching load is the equivalent of 40 periods in a two-week cycle with 60 periods


Teachers’ leave entitlement is confined to school holidays, subject to any requirements for teacher attendance when students are not in school. Exceptional leave may be granted for moving house, birth of an employee’s child, marriage, attendance at a family funeral and family illness.

The Director may also grant time off with or without pay, depending upon circumstances and written request. Faculty will be granted leave to attend interviews or one recruitment fair when seeking a post after notice of contract termination. 

The holiday entitlement is in accordance with the German Federal Holiday Act (BUrG). A teacher’s leave entitlement will be confined to school holidays, subject to any requirements for teachers’ attendance when students are not in school. This is in accordance with the schedule of allowed holidays published each year.

In addition, the following special leave days are granted: 

moving house (1 working day)

marriage of employee (2 working days)

marriage of employee’s child (1 working day)

birth of spouse/partners child (2 working days)

death in family (Parents, spouse, own children: 3 working days)

job seeking – interviews or recruitment fairs (1 working day)

family illness, with medical certificate indicating the necessity of the employee’s help (up to 5 working days)

doctor’s appointments (in exceptional), if it could not happen off the job or if it is a medical emergency

parent-teacher conferences (employees with children in German schools)     

Faculty taking up their post for the first time are expected to arrive in Bonn early August. We recommend arrival two weeks in advance of induction to settle in and complete registration procedures. 

When relocating to Bonn, faculty members will accrue certain costs. The following costs will be reimbursed upon submission of original receipts: 

• BIS will cover the cost of relocation of household effects from home of record to Bonn. The allowance covers costs up to a maximum value of € 1,500 each for the teacher and married partner and € 500 each for his/her legal dependants residing with him/her in Bonn (non-taxable).
• The cost of economy class airline tickets for the teacher, married partner and dependent children.
• Teachers receive a flat reimbursement amount of € 500 for miscellaneous moving expenses. This flat payment does not need to be supported by original receipts.
• Teachers receive a reimbursement of up to € 1000 for interim housing expenses (e.g. hotel, accommodation).  The reimbursement of interim housing costs is a taxable expense even when the housing costs are paid directly by the school.  The tax effect will be deducted from the monthly paycheck.
• € 2,500 interest free loan to be repaid by the teacher in the first contract year.

One great advantage of working at BIS is living in Bonn. Housing is affordable and often within walking distance of the school. BIS has personnel and a network of relocation agents who work with new staff (often before they arrive in Bonn) to identify and secure their accommodation. BIS has built up a selection of good quality apartments which often pass from teacher to teacher. Some apartments can be rented with built-in storage and come with kitchen cabinets and appliances included. Some apartments come without things like light fixtures, curtains, storage, or kitchens, but it is often possible to buy these from the previous tenant. 

Foreign-hire teachers working at least 50% are entitled to have their dependent children attend BIS.  School fees (registration, annual tuition) are waived for dependents aged 3 - 18 in accordance with our BIS Admissions Policy. Teachers are, however, responsible for payment of external examination fees and for other charges associated with activities outside the school’s daily curriculum. 

Under German law, the waived fees represent a taxable benefit. The tuition fee is added to the gross annual salary; this total will be taxed. 

Teachers with dependents whose fees are paid in whole or in part by another employer are not eligible for this benefit. 

As a guide, the following regulations apply to working and residing in Germany: 

• citizens of the European Union and citizens of the European Economic Area can work in Germany without applying for work visas. 

• citizens of non-EU countries (Australia, Canada, USA, for example) require a residence permit that includes a work permit for BIS. 

The BIS Human Resources Office will apply for necessary work permits for teaching staff needing them. 


A valid driver’s license and insurance are required to drive a car in Germany.

• Citizens from EU member countries can use their driver’s license from their home country.
• Non-EU drivers must obtain a valid German driving license within 6 months of arrival or else liability insurance normally covering accidents will be invalid and a fine charged.
• Some US states and Canadian provinces have reciprocal driving arrangements. 

Taking on a new job can be overwhelming, especially in a new country. BIS has put great thought and resources into providing new faculty with the support they need while getting used to their new jobs and homes. 

Our Human Resources Office provides initial assistance with relocation and prepares administrative paperwork for new faculty upon arrival in Bonn. This includes support scheduling appointments (e.g. bank, insurance, internet) and certifying documents. 

During the teacher orientation week in August, every new teacher receives a MacBook laptop. The first days include a tour of Bonn, a tour of the school campus, sessions with representatives of insurance companies and other vendors and a careful, slow introduction to the school, its curriculum, its culture, and its unique history. There is time for visits to beer gardens and Rhine-side restaurants. When the returning staff come back, we have a welcome event and a week of preparation with all staff back at school. 

BIS is committed to its teachers and supports them in a professional environment where innovation is encouraged. The school ensures that all faculty members have a solid understanding of International Baccalaureate Programmes and participate in continuing professional development (PD). 

Working in an established IB World School with all three well-embedded IB programmes is an exceptional opportunity. While over 4,500 schools world-wide provide IB programmes, BIS is one of fewer than 200 which offer all three programmes starting in Early Learning and continuing through to the Diploma Programme. 

Professional development budgets are delegated to staff to manage in teams. PD goals are agreed between faculty members and their Principals. The school especially supports staff  members who wish to become IB workshop leaders, IB examiners or international conference presenters. 

PD support is not limited solely to IB-associated training. Teachers can apply for other courses and support may also be given for studies towards an advanced degree. 

In-house professional development includes: 

• opportunities for leadership within BIS and a clear emphasis on “growing” the potential of staff 

• teaching teams with commitment to collaborative planning and appropriate time allowance for this 

• frequent in-service training. 

All faculty are challenged to build and improve their classroom practice through a peer coaching model we call the Professional Growth Framework.