Salary
ISNS has a transparent system of payment for employees and uses a set salary scale to determine the level of pay. Teachers and staff may visit the Human Resources Department, the Director of Operations and Finance or the Head of School to view the salary scale and discuss contract details.
The first salary payment for new teachers will be issued on September 25th. This first paycheck will include salary for the period of August 1 to September 20. New teachers are therefore encouraged to bring enough funds with them for living from the date of their arrival until September 25th. Relocating generally requires a significant amount of expense. For families who will be living off campus, a large deposit is usually required when renting an apartment. A 3000RMB cash advance can be issued to teachers who request it.
The Finance Department will help each new teacher create a bank account with the Bank of China. Salaries may only be deposited into a Bank of China account. A branch with ATM service is located within walking distance of the school. Pay checks are deposited into the teacher’s account automatically on the 25th of each month. If the 25th falls on a Saturday, then the pay will be issued on the previous Friday. If the 25th falls on a Sunday, the pay will be issued on the following Monday. Monthly pay is calculated from the 21st of one month to the 20th of the following month.
The twelve month annual pay cycle runs from August 1st to July 31st. For teachers entering their second year or any consecutive year, the paycheck for August 25th will be apportioned with July 21-31 being at the previous year’s salary rate and August 1-20 being at the coming year’s salary rate. For teachers who do not arrive on time for the academic year (after the first day of school), the salary will be paid starting on the teacher’s first day of work.
Salary and benefits are paid in local Chinese Yuan (RMB) currency but at the start of each academic year and summer, teachers are able to designate a portion of their salary to be sent to an overseas bank of their choosing in either Canadian dollars, U.S. dollars or Euros. The Finance Department will ask teachers to complete a form indicating the amount, the currency and the account information for these international transfers. Transfers can take up to ten business days. The banking system in China is rather cumbersome so teachers should not depend upon an exact date of transfer. The fee for this service is 125RMB per monthly transfer plus any additional fees that your home bank may charge. Certain small town banks may not be equipped to handle a transfer from China. The exchange rate fluctuates continuously and will be set at the time of transfer. This service is provided as a courtesy by ISNS and is not guaranteed.
All taxes in China are paid by the school. Teachers will be issued a monthly pay slip which can be used for tax purposes in their home country. You can also request an annual official tax receipt from the Chinese government through the ISNS finance office.
Accommodation:
On-campus housing is provided for teachers in our new residence building. One or Two bedroom apartments are available, depending on the size of the family. Utilities are paid for by the school up to the amount of 300RMB per month (600RMB for a two bedroom unit), which is generally adequate for all utility expenses. Please see the Residence Handbook for more details.
Annual Travel Allowance (as of August 1, 2024):
All foreign-hired teachers will be provided with a travel allowance of up to $2000CAD per academic year (August 1 to July 31). The intent of the travel benefit is to provide teachers with the opportunity to travel to and from one’s home country each year. However, the allowance can be used for any qualified travel expenses including flights, trains, hotels or the ferry to/from Hong Kong that occur within that year. Teachers must submit receipts and proof of travel such as a ticket stub or boarding pass for reimbursement. A fapio is also required for any expenses within China. Cash reimbursement is not given if the travel benefit is not used. The travel benefit must be used within the academic year and cannot be rolled over to subsequent years. The travel allowance may not be transferred to any other person. It may not be given to any other party or sold. The allowance can be used for premium or business class flights if they fall within the limit of $2000CAD.
Relocation Allowance (Newly hired, moving to Shenzhen)
New teachers coming to Shenzhen for the first time may submit a request for reimbursement for up to 1500RMB for shipping costs in addition to the regular baggage allowance provided on the flight.
Health Insurance:
International Health Insurance is provided and the cost is fully covered for all foreign teaching staff. The insurance coverage applies to all countries except the United States, where only emergencies are covered. A briefing will be held at the start of each school year to clarify the health insurance policy. The current health insurance policy covers an annual wellness exam. Dental and vision are not covered unless it is for emergency care. Local Chinese employees have different benefits based on contracts.
Maternity Insurance (Commercial Provider)
Foreign employees currently on Category C or D, may be entitled to extra insurance which covers a majority of the maternity and birth expenses (subject to the policy of the insurance provider). Beginning August 2025, employees are eligible for commercial maternity insurance after completion of 2 consecutive years of employment on contract B, IB or D. There’s a maternity waiting period required by the insurance company. The waiting period usually would be 180 days or 12 months before the maternity package becomes effective. It depends on the insurance providers.
Maternity and Paternity Leave – Following Employment Insurance from Canada (C Contracts Only)
Upon contract renewal, those on C contracts will be moved to B, IB, or D, at the discretion of the Head of School.
During the maternity leave period, mothers will receive 55% of their base salary, up to a specified cap. HR will clarify for each individually contracted employee. Continuation of leadership stipends will be at the discretion of the Head of School. Other stipends vary individually and will be outlined in each persons benefit package.
The leave period is 50 weeks, referenced from 15 weeks for birth, and 35 weeks for parental benefits. AKD will top up the amount to 52 weeks to make it a full calendar year. Please note that the Canadian government changes basic salary every January 1, so we have to keep checking the updated policy when the staff requires the maternity benefits. Paternity leave is 15 days, must be taken within the 1st month after the birth.
Changes to Maternity Leave Beginning August 2025 – Following Local Law. (B, IB and D, Contracts)
The terms for maternity and paternity leave will follow the local law as outlined:
- Maternity Pay will be 100% of the net salary. Continuation of leadership stipends will be at the discretion of the Head of School. Other stipends vary individually and will be outlined in each persons benefit package.
- Prenatal Checkup Leave: pregnant 1 -7 months, 1 day per month for prenatal check leave; pregnant 8-9 months, 2 days per month for prenatal check leave.
- Maternity leave: (biological mother) ：total 178 days （basic leave 98 days + encourage leave 80 days, can take this leave no more than 15 days before the due date).
- C section give extra 30 days；
Multiple birth, twins give extra 15 days, triplets give extra 30 days, etc. - Breastfeeding Leave：before the baby turns 1 year old, 1 hour per day per baby. Based on the standard 8 working hours working day. Arrangements must be approved by your principal and Head of School.
Tuition Benefits for Children of Staff:
Tuition benefits for children are provided but vary depending on the salary scale level of each individual teaching couple. Tuition benefits do not include items such as lunches, uniforms, busing, school trips, extra-curricular activities (such as basketball with Five-Star, or ACAMIS tournaments). These items, especially the school trips, can be quite costly so parents should consider this carefully when accepting employment.
Child care can be arranged by the school and provided by older students for children of faculty during orientation and professional development days when school is not in session but teaching parents are occupied. Young children should not be left unsupervised on campus at any time.
Pension Benefit:
A pension amount of 8% of total salary is offered to staff on three-year (Category C) and experienced (Category D) contracts. For those employees receiving the pension benefit it is paid out in two installments in January and June.
Continuing Education Benefit for Graduate Studies:
Following three years of successful employment at ISNS, teachers on a long term (Category B, IB, D) contract may be eligible for reimbursement of base tuition costs (excluding fees, books, etc.) for a Master’s degree or Doctoral degree with prior approval from the Executive Director of the school. A limited number of these scholarships will be offered. This benefit does not apply for teachers completing a bachelor’s degrees or teaching license. The Master’s degree or Doctoral must be from a certified university that is approved by the Executive Director of the school. A copy of the university enrollment letter and official receipts indicating that payment of tuition has been made must be submitted to the HR department in order for the teacher to receive this tuition reimbursement. Payment for tuition reimbursement will be made to the teacher in January and June of each academic year. The teacher is expected to continue with employment at ISNS based on the terms outlined below:
| Category | Education Fund Cap | Position Level | Additional Years of Employment |
| A | 30,000RMB | Staff in teaching role | 2 |
| B | 50,000RMB | Middle management member:coordinator, head of departments, grade-level lead | 3 |
| C | 80,000RMB | Senior management member: principal, Head of School. | 4 |
Upon completion of a degree or license, the teacher may move up in pay the following school year. See the official salary scale for the salary scale steps and Master’s or Doctoral degree stipend amount.
Policy and Terms:
- School will provide education fund that is equivalent to 50% of the tuition fee for the mentioned program, and the funded total does not exceed the Education Fund Cap in the corresponding category.
- Upon completion of the program, the employee is required to continue employment at the school for additional years in the corresponding category.
- If the employee is unable to complete the program, the employee will be required to return the education fund paid by the school.
- It is the responsibility of the employee to provide the school with the Letter of Acceptance and appropriate invoice from the institution they are attending.
- The employee must provide the school with the official receipt for payment.
- The International School of Nanshan Shenzhen reserves the rights to revise the terms of this Education Fund Agreement, or to seek repayment of any education fund already provided.
Discontinuation of Contract:
The repercussions for changing from a two or three-year contract to a one year contract will include reverting to the benefits and salary of a one year contract which are lesser in value. The teacher must pay back (deducted from final paycheck) all such benefits that have already been received.
The penalty for breaking a contract of employment at any time throughout the academic year is 15,000RMB. This fee is collected for covering the costs of recruiting, hiring, transportation and replacement. See the official teacher contract for further details.
ISNS FACULTY 