Students remember teachers more than buildings. A patient, well prepared instructor builds your reputation; a careless one empties your batches. Whether you teach yourself or hire, treat teaching quality as the main product you offer.
What to look for
- Knowledge of the subject at least at the level they will teach, and honesty about what they do not know.
- Patience with beginners and the ability to explain a thing three different ways.
- Good spoken English or the local language of your students, clear and unhurried.
- Punctuality and a respectful manner towards students, especially young ones and women.
- A willingness to keep learning, because software changes.
Where to find them
Ask your own contacts first, then local colleges, former students who did well, and the head office, which may be able to advise. A good former student who has come up through your centre knows your way of teaching and often stays longer.
Interview and a trial class
- Talk about their background, their teaching experience and their reasons for applying.
- Ask a few practical questions on the subject and watch how they explain.
- Ask them to teach a ten minute lesson to a small group, including a beginner if you can.
- Check references, and ask to see original educational documents and an identity proof.
- Discuss hours, duties, pay and notice period openly, and put the offer in writing.
Safety checks
You are responsible for the safety of the young people in your centre. Check identity and references carefully, never leave an instructor alone with a single child behind a closed door, keep glass or open doors in teaching rooms, and make it clear that you will act on any complaint at once. See safety, discipline and data privacy.
Induction in the first week
- Walk through the centre, the rules, the emergency exit and the fire extinguisher.
- Give them the course outline, the study material and the practice tests from the franchise portal so they can see exactly what students see. See using the franchise portal.
- Let them observe a few classes before they take a batch.
- Share how you record attendance, handle a student who falls behind and speak to parents.
- Agree what they should say and not say about fees, jobs and certificates.
Faculty certificates and training
The head office provides faculty certificates for your teachers and training and support for members. Ask what applies to your instructors and keep their certificates in their file. Beyond that, set aside a little time each month for the team to learn something new together, for example a new feature of an office program or a lesson from a free book in the study library.
Feedback that helps
Observe each instructor teach regularly and give feedback the same day: one thing done well and one thing to improve. Ask students quietly how they find the class. Praise in front of others, correct in private. Instructors who feel respected tend to stay.
Part time, full time and assistants
A new centre often starts with the owner teaching most batches and one part time instructor for the busy evening slots. As batches grow, add a full time instructor and a lab assistant who watches the room, helps beginners with the mouse and keeps the machines in order. A lab assistant can be a senior student who is paid or rewarded fairly and who is clearly told the limits of the job. Write down who is responsible for what, so that nothing falls between two people.
Pay and retention
Pay what you agreed, on the date you agreed. Late salaries destroy trust quickly. Be fair about leave and holidays. If an instructor leaves, you need to be able to cover a batch at short notice, so document your lesson plans and keep the study material accessible to everyone.
This guide is general advice for planning. It states no membership fee and promises no income, student numbers or acceptance of a certificate by any employer. Ask the head office for the current fee and terms in writing, and check local rules and tax with a professional. Use the planner to test your own numbers.