Home School polices


Professional Learning refers to ongoing learning that occurs through reflection, discussion, training, reading, staff meetings and many other activities. The professional learning of teachers should have a measurable impact on student learning outcomes. Good practice should be shared and for other staff, there should be measurable outcomes which are directly related to your area of professional practice.
Examples may be a programme designed to improve learning in a specific area. Based on the course outcomes, there will be a measurable impact on student learning once the PL is embedded in practice.
Continued Professional Development is generally taken to include specific programmes of study or courses that are required for your job, but may not be necessarily tailored to your specific needs and may be so general in nature that measurable outcomes would be difficult to determine. Examples might be IB or IGCSE course or professional conferences to which The College is required to send a representative.
Performance Management / Development is linked to the MCE Teaching Standards and Leadership Standards to ensure quality and consistency of approach.


ICT Vision Statement:
The College challenges students to strive for excellence in the use of ICT; it empowers students to use it critically, creatively and constructively.
ICT Ethos Statement:
The College regards the use of ICT as an essential ‘learning tool’ within the classroom and study environment, however, it is crucial that a variety of learning and teaching strategies and activities are offered in order to fulfil the philosophy and objectives of the College. In particular, the effective use of ICT within the College can develop the College objectives given below:
The College challenges individuals to strive for excellence
The College provides individuals with the skills and outlook to live and work in all areas of the globe
The College prepares individuals to meet the challenges of an ever-changing world All staff at Malvern College Egypt (MCE) are expected to use technology resources and services in a manner appropriate to the College setting and in keeping with the College Guiding Statements. At all times, MCE staff are expected to conduct themselves in a manner, which is cognisant of the rights and feelings of others as well as themselves. As a member of the MCE community due consideration must be given at all times to the impact of one’s actions on other members of our community and the global society in general, when using technology both at home and at College.

General Acceptable Use:

MCE provides an exceptional standard and supply of educational technology tools. At MCE we believe that students should access technology tools with purpose.
To support the appropriate and effective use of MCE technology (resources and services) staff, students and parents are provided with an Acceptable Use Policy (AUP).
If the internet and other communication technologies (e.g. mobile phone) are used to facilitate misconduct such as harassment or involvement with inappropriate or illegal material, the matter will result in disciplinary action.
No emails regarding work should be sent to colleagues after 7pm. This is to ensure staff well-being and stress-free sleep. No work emails should be sent to Colleagues on No- Email Thursday.
The school reserves the right to check and monitor staff work spaces and/or network activities at any time, and to carry out an investigation of any breaches of the College’s Acceptable Use Policy.
Breaches of the MCE Acceptable Use Policy will be treated seriously. The maintenance of the physical and emotional safety of the learning environment is our paramount concern. When using MCE Technology, staff should follow the guidelines below:
• Respect property – treat it like your own
• Keep food and drink away from all equipment
• Report any problems or damage
• Please either book out or sign for equipment borrowed
• Take personal responsibility for any borrowed equipment – always return equipment to its correct place and/or person
• Treat equipment with care. Do not use unnecessary force
• Do not borrow equipment for others to use - you are responsible for all equipment taken out

Acceptable Use of Laptops:

Staff with laptop computers will be asked to follow the procedures listed below:
• Staff are encouraged to only bring into College laptops that have been certified by the College and display the official MCE certified logo. This process will enable the College to ensure that all laptops meet our minimum specifications and are ready installed with items including school-based software, printing and Internet services
• Staff must take reasonable precautions to safeguard the physical security of the laptops. When in school the computer should always be under direct control of the staff or stored in a secure location. Staff are responsible for damage or loss to laptops in their care
• Staff must take reasonable precautions to safeguard the security of school data stored on or accessed through the laptop. When in school the computer should always be under direct control of the staff or stored in a secure location
• A staff member will be responsible for all repair or replacement costs for property damaged or lost whilst not on school premises
• Staff are requested to be mindful of installing any outside software that might damage or harm the computer or its data. Staff are responsible for all repair or replacement costs for property damaged by installing or downloading un-approved applications
• All laptops remain the property of MCE.

Acceptable Use of Electronic Resources:

Using MCE Electronic Resources (College network resources, network storage, shared areas of the network, all school accounts including but not limited to email)
• Staff are responsible for their actions on the College network and for the contents of all storage areas and accounts
• If we have reason to suspect inappropriate behaviour, we reserve the right to monitor and record all of your Internet activity using Malvern servers, including personal correspondence, but we would do so only after notifying you that such monitoring will begin on a certain date. Any inappropriate internet activity will warrant appropriate sanctions in keeping with the College Handbook
• College network resources should only be used for educational purposes
• Never access, transmit or store any material (e.g., obscene, defamatory, harassing or threatening, derogatory to any individual or group, lewd, obscene or pornographic material) that would be considered in bad taste or otherwise inappropriate, offensive, or disrespectful of others
• Never participate in any communications or other activities that may constitute harassment, political activity, personal profit or gain, or possible illegal activity
• Abide by all applicable laws and regulations, including laws and regulations pertaining to copyrights, trademarks, patents, and data, trade secret and software


Rationale for Lockdown Policy
Lockdown procedures are used to manage emergency situations that require the isolation of staff, students and visitors from identified threats. Reasons for a lockdown may include aggressive or violent intruder, hostage incident, dangerous animals, chemical spills or extreme weather (lightning, storm or cyclone). The following are the procedures in the event of a critical incident where students and staff need to be safe and secure within a locked building. protection.
Comply with any rules related to the network or the site being accessed


The College Grievance Policy and Procedure exists to provide employees with a clear process for ensuring prompt resolution of disputes arising in the workplace. General Grievance Policy information is provided in this Staff Handbook. Employees are also encouraged to contact their Line Manager or HR department for further information.
A grievance is defined as a formal written complaint by an employee relating to a decision made by College management (e.g. Line Manager, CLT Member, Director of Administration (DA), Headmaster etc.). This may include, but is not limited to:
• Harassment or bullying
• Terms and conditions of employment
• Working conditions
• Health and safety
• Relationships at work
• Safeguarding
• Administration of the performance management process
This does not include terminations, demotions or suspensions.

General Guidelines

• It is expected that grievances can be resolved amicably thereby maintaining, and where necessary, restoring good relations within the College. All parties are expected to co-operate constructively in resolving matters.
• An employee should first seek to resolve any complaint with his or her line manager through informal discussion. In a situation where it is not possible to address the com plaint with his or her line manager, the employee should raise their concern to the next level of management, the appropriate HR Manager and / or the DoA.
• Grievances must be submitted in writing within fifteen (15) calendar days after the verbal or written decision giving rise to the grievance.
• To initiate the process for filing a formal grievance, the grievant is required to submit a Grievance Form to HR, which must include the following information:
• All facts supporting the grievance
• Attempts that were made to informally resolve the complaint – including the specific dates of meetings and discussions and all parties involved
• Details explaining the resolutions that were considered through the informal discussion process
• The reasons a resolution could not be reached
• The resolution requested by the employee filing the grievance
• Refer to the Grievance Policy for full details relating to filing a formal grievance or consult with your Line Manager or HR department.


Malvern College endeavors to provide opportunities for promotion and transfer from within Malvern Colleges. The College aims to proactively drive talent mobility and suc¬cession planning, and also to empower employees to manage their own careers.
An employee may be eligible for internal transfer opportunities, as outlined in the Recruitment Policy. The remuneration package for the transferring employee will be determined by the incoming College, based on standard employment contract offers and conditions of that College. Employees are also encouraged to contact their Line Manager for further information.





The College’s Performance Management Policy defines the management expectations, process and activities for staff members and managers. It also enables line managers to better identify, recognize, and reward individuals based upon an agreed set of criteria.
Key principles guiding performance management are summarized below.
• Each employee’s performance objectives are aligned to organizational goals
• A shared understanding of performance expectations between a line manager and employee is developed through a collaborative process
• Regular feedback conversations between line manager and staff member take place throughout the performance year
• An employee’s development plan and actions are linked to enhanced performance in the role and individual career aspirations
• High performance is recognized and rewarded
• When performance is not meeting expectations, this is actively identified, communicated and managed, with a view to attain improvement to the required standard. Annual Cycle
The performance year commences on the 1st August and ends 31st July. During this time the line manager and employee will discuss and establish a shared understanding of what will be achieved and how it will be achieved. It is important to have regular conversations about progress towards performance outcomes and individual development.
If an employee role changes prior to February, the annual performance review will be completed by the current line manager in consultation with previous line manager. If an employee is appointed to a new role after February, his or her annual performance review should be completed by the line manager prior to transfer and provided to the current line manager as input into the staff member’s final performance review.
Set Performance Objectives and Outcomes
On an annual basis employee will develop and agree on:
• Typically, 4-6 performance objectives
• Outcomes which evaluate the success of the performance objectives. 60

Ongoing Performance Review and Discussions
Throughout the year, regular feedback conversations, as required between employees and their line managers should take place. The annual review meeting should not be the only time employees request or are provided with open, honest and constructive performance feedback. Ongoing feedback and coaching can be used to:
• Review and adjust performance expectations (objectives and outcomes), if necessary
• Review progress against the performance plan
• Recognize high performance
• Address when behaviour and performance is not meeting expectations
• Coach and mentor employees
• Line Managers are expected to document formal reviews throughout the year
Salary Review
An employee’s salary review is dependent on the College’s financial status, the individu¬al’s performance, and market conditions. Salary increases will take into consideration:
• Performance Rating given by the Line Manager and
• Salary Band of the Job Grade and current pay position within the band. Promotion
The Line Manager / Director may nominate an employee for promotion as part of the annual performance review process. Approval of any promotion will be made by the Headmaster. Tenure is not a criterion for promotion. Consideration of a promotion will be based on a nominee satisfying the following criteria:
1. Superior Performance
2. Clear justification for the promoted position
3. Demonstrated evidence of the ability to successfully perform at the promotion level
4. Position fits the long-term Support Staff Organisational Structure
5. The candidate is generally required to have a minimum of one year of service in position.
6. For management positions, a candidate is generally required to have a minimum of two years of service in position.
Employees are also encouraged to contact their Line Manager or HR department for further information.
The purpose of the probation period is to allow both the Line Manager and the employee to assess whether the new employee is suitable for the role, taking into account the individuals overall capability, skills, performance and general conduct in relation to his or her role.
The length of an employee’s probationary period may differ based on position classification and country or region. If applicable, the length of an employee’s probationary period will be defined as per their employment contract.
Employees are also encouraged to contact their Line Manager or HR department for further information.61


MCE encourages and supports employees to actively pursue professional, career and job-related learning and development as an integral element of their employment with the College. Budget restrictions may apply.
The aim of Professional Learning and Development is to:
• Maximize the quality of experiences, opportunities and outcomes for our students
• Encompass a holistic approach to learning
• Support professional standards
• Support College development plans and individual goals
• Contribute to the wider professional practice of the College The set of criteria defined in the MCE Professional Learning and Development Policy will be used to inform the decision-making process for staff requests for professional learning opportunities.
Professional Learning Benefits Available to Staff The College may support an employee’s professional learning plan and the employee’s request to participate in a
• Leave without pay, such as a sabbatical
• Leave at full or part pay
• Approving flexible or alternate work schedules to support on the job learning
• Full or part payment of learning and development-related fees and expenses
• Full or part tuition reimbursement and
• Temporary or part-time reassignment in another department.
These benefits may be provided taking into consideration the professional learning principles and the employee’s performance and contribution to the College. The College will consider professional learning and development leave requests where possible, however, there may be occasions where leave cannot be approved for operational reasons. Maintenance of Certifications, Licenses and Credentials
Continuing education courses for the maintenance of certifications, licenses and credentials which are a requirement for employment in the employee’s present position are not automatically considered professional development programmes and do not necessarily qualify for fee reimbursement.
Advanced Degree Programmes

The College recognizes the importance of advanced degree programmes and the benefits that an employee having such a qualification can bring to the College. College sponsorship consideration for sponsorship of such programmes is based on established College guidelines, defined within the Professional Learning and Development policy.
Employees are also encouraged to contact their Line Manager for further information.
A professional approach to recruitment and selection is essential in being able to attract and retain staff of a high caliber, which is fundamental to the College’s success. The purpose of having a Recruitment Policy is to provide a sound framework for the recruitment and selection of staff.62
Employees are also encouraged to contact their Line Manager or HR department for further information.


Staff members:

• Are able to apply for vacant positions for which they are qualified.
• Will have needed to complete their first contract by the time of commencement in the new role.
• Are invited to contact the Headmaster or hiring manager in the process of application to ask any questions they have in relation to the role.


Eligibility The College require that all expatriate staff shall possess a valid and current visa, foreign expert’s certificate or work permit (where applicable), residence permit and other relevant immigration documentations as may be applicable to such persons at all times while employed by the College.
College will assist expatriate employees in applying for their entry visas and will apply for foreign work permits with full assistance of such employees. College will renew the employment residence permit on an annual basis for regular full time and regular part time expatriate employees during the period of their employment by the College. 63
End of Employment
Once an expatriate employee’s employment at the College ceases or is terminated, the College is required to immediately cancel the sponsorship of that individual’s visa regardless of whether or not they remain in Egypt. The employee shall submit his/her passport to HR department a minimum 30 days prior to his/her last working day to ensure College HR has the sufficient lead time to process the cancellation.
The College cannot help organize visas for onward employment. The staff member should contact the future employer and relevant Embassy to arrange their visa. The College will assist the staff member with the supporting documents during their employment at the College (as their previous employer only).
Code of conduct describes the duty of employees in respect of conflicts of interest and their responsibilities to disclose in writing the nature of the interest and the conflict or potential conflict. Prevention of a conflict of interest, whether actual or potential (potential conflict includes perceived conflict), is a critical requirement for Malvern College International Schools.
Employee must avoid conflicts of interest which include situations where his/her personal relationships or business/financial interests in fact or could reasonably be seen as (i) influencing the employee’s duty to act in the best interests of the College and Malvern College International Schools, or (ii) breaching the terms and conditions of the employee’s employment contract or the College’s rules and policies including confidentiality obligations.
If employees find themselves in situations, or potential situations, of conflict of interest they must seek guidance from the Headmaster or HR manager to determine if a conflict exists and how to deal with it. If a conflict of interest or a potential conflict of interest is identified the employee must formally declare the conflict by notifying the Headmaster and HR Manager or Director of Administration in writing.
It is also incumbent on the employee to disclose any conflict of interest with any supplier of goods or services to the College or any third party with whom the College enters into a transaction or contract (collectively, “Supplier”). Employees must disclose in advance of engagement with the Supplier any direct or indirect personal relationship (including family relationship, relatives and friends) with any director, officer or employee of the Supplier, or any direct or indirect interest in the Supplier’s business or in the transaction or contract, or any personal gain that might be made by the employee if the transaction or contract with the Supplier is successfully entered into.
If it is discovered that the employee’s declaration above is untrue in any respect, or the employee has failed to make the disclosure required above, the employee will be subject to disciplinary action which may include termination of employment on the grounds of serious misconduct.


After the initial (usually 2 year) contract, contract renewals will be on a one or two-year basis. Full-time staff members will be notified before 30 September 2017 regarding con¬tract renewal for the subsequent year
. A teacher offered a contract under these terms has until 01 November to respond.
If the College has not received a response, The College will recruit to fill the vacancy and is under no obligation to engage in further discussion or consultation with staff.64


It is important that these procedures are open and transparent. All promotional opportunities within the College will be advertised by email or on the appropriate staff notice board by the Headmaster or Head of School.
Brief letters of application will be required, and interviews will always be held. The CLT may decide to re-evaluate the particular role or job description subsequent to the application process.
All promoted positions will be confirmed in writing by the Headmaster or Heads of School and communicated to staff.
Teachers are generally employed on two/three-year contracts. The expectation is that such contracts will be faithfully executed. However, should a situation arise which compels an employee to break contract, as much notice as possible must be given so that the children’s educational programme is disrupted as little as possible. There may be financial penalties to breaking a contract.
For more details about resignation and contract termination, refer to the employment contract.
The practice of employees accepting valuable gifts or gratuities is not acceptable to The College. The integrity of working relationship can be questioned if gifts or gratuities are received or exchanged by the parties in that relationship. Staff may keep small gifts from students and their parents at appropriate times, but they must politely return any large gift or gratuity received. Any violation of this is likely to lead to disciplinary action. Clarification about the acceptability or otherwise of a particular gift may be obtained from the Headmaster.
Staff may not engage in any form of paid or unpaid employment outside The College without seeking written permission from the Headmaster. This applies to both expatriate and Egyptian staff.
Should permission be given to engage in tutoring work, this must never interfere with your professional responsibilities and commitment to The College. Under no circumstances should teachers tutor any student that they teach in school and you should be aware of your responsibilities and expectations under The College’s Safeguarding Policy.
No staff may organise or be involved in CCA programmes involving payment by students during normal working hours. Special permission for such activities to take place must follow the guidelines and requirements for external CCA providers, have the support of the Director of Sport, and requires the written permission of the Headmaster.


Our Safeguarding Framework is designed to conform with the highest possible interna¬tional standards for keeping our community safe. As a minimum it is measured against the BSO standards. The Safeguarding Framework is intended to protect our students, staff and community.

POLICY AGREEMENT (AUPA) MCE Staff Acceptable Use Policy (AUP) – ICT Systems

The following draft policy is designed for initial use at Malvern College Egypt from August 2016 and will be reviewed from September 2017 in conjunction with staff. On signing this document staff are agreeing to bind by this policy in its entirety until such a time as a new policy is ratified, distributed and re-signed by the member of staff employed by Malvern College Egypt.
1. Introduction
One of the challenges facing organisations today is enabling employees to work productively while also ensuring the security of the ICT network and, crucially, the data on it. Given that technology is continually changing, employees play a significant role in ICT security. This policy provides a framework for users to follow when accessing ICT systems and the data on them.
This Acceptable Use Policy (AUP) for ICT Systems is designed to protect Malvern College Egypt our employees, students, parents and wider College community from harm caused by the misuse* of our ICT systems and our data. *Misuse includes both deliberate and inadvertent actions.
The repercussions of misuse of our systems can be severe. Potential damage includes, but is not limited to, loss or damage of physical hardware, malware infection (e.g. computer viruses), legal and financial penalties for data leakage, and lost productivity resulting from network downtime.
Everyone who works at Malvern College Egypt is responsible for the security of our ICT systems and the data on them. As such, all employees must ensure they adhere to the guidelines in this policy and any related policies at all times. Should any employee be unclear on the policy or how it impacts their role they should speak to their manager or senior ICT staff.
This policy sets out strong guidelines for the acceptable use of ICT Systems at Malvern College Egypt but is not designed to prevent or limit the use of such systems. At all times Malvern College Egypt will support members of staff and other Users in their use of ICT System if they are being used to the benefit of any individual employee, student or the College as a whole and all reasonable precautions have been taken to prevent any loss, damage or error occurring.
2. Definitions
“Users” are everyone who has access to any of Malvern College Egypt’s ICT systems. This includes permanent employees and also temporary employees, contractors, students and parents.
“Systems” means all ICT equipment that connects to the College network or access College applications. This includes, but is not limited to, desktop computers, laptops, smartphones, tablets, printers, data and voice networks, networked devices, software, electronically-stored data, portable data storage devices, third party networking services, telephone handsets, video conferencing systems, and all other similar items commonly understood to be covered by this term.
3. Scope
This is a universal policy that applies to all Users and all Systems. For some Users and/ or some Systems a more specific policy may exists: in such cases the more specific policy has precedence in areas where they conflict, but otherwise both policies apply on all other points.
This policy covers only internal use of Malvern College Egypt’ s systems.
Some aspects of this policy may affect areas governed by local legislation (e.g., em¬ployee privacy laws, data privacy etc.). In such cases the local legislation will take precedence should any conflict occur.
Staff members at Malvern College Egypt who monitor and enforce compliance with this policy are responsible for ensuring that they remain compliant with relevant local legislation at all times.
4. Use of ICT Systems
All data stored on Malvern College Egypt’s systems is the property of Malvern College Egypt. Users should be aware that the College cannot guarantee the confidentiality of information stored on any Malvern College Egypt system except where required to do so by local laws.
Malvern College Egypt’s systems exist to support and enable the College. A small amount of personal use is, in most cases, allowed. However, it must not be in any way detrimental to users own or their colleagues productivity and nor should it result in any direct costs being borne by Malvern College Egypt other than for trivial amounts (e.g., an occasional short telephone call).
Malvern College Egypt trusts employees to be fair and sensible when judging what constitutes an acceptable level of personal use of the College’s ICT systems. If employees are uncertain they should consult their Line Manager, Head of School or the Headmaster.
Although Malvern College Egypt will do everything within its power to prevent loss or damage to personal data stored on College systems, the College will not be responsible for any such loss or damage whether related directly to the action of the named User or actions of any other College User.
Any information that is particularly sensitive or vulnerable must be encrypted and/or securely stored (on platforms such as SIMS or Firefly) so that unauthorised access is prevented (or at least made extremely difficult). However, this must be done in a way that does not prevent (or risk preventing) legitimate access by all properly authorized parties. Malvern College Egypt can monitor the use of its ICT systems and the data on it at any time. This may include (except where precluded by local privacy laws) examination of the content stored within the email and data files of any user, and examination of the access history of any users.
Malvern College Egypt reserves the right to regularly audit networks and systems to ensure compliance with this policy.
5. Data Security
If data on Malvern College Egypt’s systems is classified as confidential this should be clearly indicated within the data and/or the user interface of the system used to access it. Users must take all necessary steps to prevent unauthorized access to confidential information. This includes, but is not limited to, ensuring no other user accesses Systems without the College express permission (for instance, by logging of Systems when not in use).
Users are expected to exercise reasonable personal judgement when deciding which information is confidential.
Users must not send, upload, remove on portable media or otherwise transfer to a non Malvern College Egypt system any information that is designated as confidential, or that they should reasonably regard as being confidential to Malvern College Egypt, except where explicitly authorized to do so in the performance of their regular duties.
Users must keep passwords secure and not allow others to access their accounts. Users must ensure all passwords comply with Malvern College Egypt’s safe password policy.
Users who are supplied with computer equipment by Malvern College Egypt are responsible for the safety and care of that equipment, and the security of software and data stored it and on other Malvern College Egypt systems that they can access remotely using it.
Because information on portable devices, such as laptops, tablets and smartphones, is especially vulnerable, special care should be exercised with these devices: sensitive information should be stored in encrypted folders only. Users will be held responsible for the consequences of theft of or disclosure of information on portable systems entrusted to their care if they have not taken reasonable precautions to secure it.
All workstations (desktops and laptops) should be secured with a lock-on-idle policy active after at most 10 minutes of inactivity. In addition, the screen and keyboard should be manually locked by the responsible user whenever leaving the machine unattended.
Users who have been charged with the management of those systems are responsible for ensuring that they are at all times properly protected against known threats and vulnerabilities as far as is reasonably practicable and compatible with the designated purpose of those systems.
Users must at all times guard against the risk of malware (e.g., viruses, spyware, Trojan horses, rootkits, worms, backdoors) being imported into Malvern College Egypt’s systems by whatever means and must report any actual or suspected malware infection immediately.
6. Loss and/or damage
All employees are responsible for physical hardware entrusted to them. This includes items issued for individual use or those booked out by the employee for use within their role. Staff should manage physical hardware used by students within the classroom, but these staff will not be held responsible for any damage made by other Users if they have done everything reasonably possible to prevent such damage (if damage was to occur within a classroom where a member of staff has left students unattended then this member of staff could be seen to be responsible in part for the damage).
7. Unacceptable Use
All employees should use their own judgment regarding what is unacceptable use of Malvern College Egypt’s systems. The activities below are provided as examples of unacceptable use, however it is not exhaustive. Should an employee need to contravene these guidelines in order to perform their role, they should consult with and obtain approval from their manager before proceeding.
• All illegal activities. These include theft, computer hacking, malware distribution, contravening copyrights and patents, and using illegal or unlicensed software or services. These also include activities that contravene data protection regulations.
• All activities detrimental to the success of Malvern College Egypt. These include sharing sensitive information outside the College, such as student information, as well as defamation of the College.
• All activities for personal benefit only that have a negative impact on the day-to-day functioning of the College. These include activities that slow down the computer network (e.g., streaming video, playing networked video games).
• All activities that are inappropriate for Malvern College Egypt to be associated with and/or are detrimental to the College’s reputation. This includes pornography, gambling, inciting hate, bullying and harassment.
• Circumventing the ICT security systems and protocols which Malvern College Egypt has put in place.
8. Enforcement
Malvern College Egypt will not tolerate any misuse of its systems and will discipline anyone found to have contravened the policy, including not exercising reasonable judgment regarding acceptable use. While each situation will be judged on a case-by-case basis, employees should be aware that consequences may include the termination of their employment.
Use of any of Malvern College Egypt’s resources for any illegal activity will usually be grounds for summary dismissal, and Malvern College Egypt will not hesitate to cooperate with any criminal investigation and prosecution that may result from such activity.


This policy is underpinned by our School Guiding Statement:
1. The College cultivates the whole child
2. The College values community well-being and provides a safe learning environment
3. The College shapes children to become global citizens who have an understanding of the
complexities of an ever-changing world
6. The College prepares children to live their lives honestly with a spirit of respect for themselves
and others
8. The College challenges each child to be the best that they can be and discover who they might become
Policy Code Effective Date August 2016
Approval Level CLT Review Date August 2017
Responsible Department(s) Whole College
The College takes an active stance against bullying. The aim of the anti-bullying policy is to ensure that pupils learn in a supportive, caring and safe environment without fear. Bullying is anti-social behaviour and affects everyone; it is unacceptable and will not be tolerated. Only when all issues of bullying are addressed will pupils be able to fully benefit from the opportunities available at the school.
What is bullying?
When someone consciously, deliberately and persistently hurts, threatens or fright¬ens someone else.
The three main types of bullying are:
• Physical (hitting, kicking, theft)
• Verbal (name calling, racist, unkind comments)
• Indirect (spreading rumours, excluding someone from social groups)
Thus, bullying can involve physical or verbal attacks, damaging or stealing property or coercing the victim into acts which they do not wish to do either on or off the school premises. Teachers and non-teaching staff need to be aware that the person being bullied may show changes in behaviour and given that children are often reluctant to admit they are being bullied every effort should be made to encourage them to do so. Adults should also look for tell-tale signs–avoidance of going out to play, staying close to teachers in the playground, frequent absences from school, changes in work patterns etc. All adults should give the message that Malvern College Egypt does not tolerate bullying in any form. Pupils should also be encouraged to report bullying.
Major offences can be considered to include the following, though there may be oth¬er equally serious breaches not listed here explicitly.
Any offensive conduct directed at other students. This includes:
• Physical threats and verbal intimidation for fun or gain
• Repeated and deliberate teasing by an individual or group
• Physical assault intended to hurt and frighten
• Pushing, tripping, spitting at any individual
• Abuse of personal property intended to cause distress
• Writing, whispering and spreading rumors about a person to cause hurt
MCE Staff Handbook
• Intentional suspension or isolation of an individual - silent treatment
• Insults directed at a person/family on grounds of race, gender, belief, or appearance
• Reckless and dangerous conduct which places others at risk regardless of whether the perpetrator acted maliciously or not
• Use of electronic or telephonic means to harass/hurt others, such as by e-mail, website, or text message comes within the remit of this policy and would lead to sanction
School staff and ancillary staff are to be alert to all signs of bullying and, in accordance with school policy, will act promptly and firmly against it. This message will be reinforced through PHSE, tutor time, class circle time, assembly and whenever the subject of bullying comes up.
School Implementation of Anti-Bullying Policy
The following steps may be taken when dealing with incidents:
• If bullying is suspected or reported, the incident will be dealt with immediately by the member of staff who has been approached
• A clear account of the incident will be recorded and given to the Head of School
• The Head of School will interview all concerned and will record the incident
• Class teachers will be kept informed
• Parents will be kept informed
• Punitive measures will be used if appropriate in consultation with all parties concerned. Pupils who have been bullied will be offered:
• An immediate opportunity to discuss the experience with a class teacher or member of staff of their choice
• Reassurance
• Continuous support
Pupils who bully will be helped by:
• Discussing what happened
• Discovering why the pupil became involved
• Establishing the wrong doing and need to change
• Informing parents/care-takers to help change the behaviour and attitudes of the pupil Disciplinary Measures:
• Official warning to cease offending
• Exclusion from certain areas of the school
• Minor fixed term exclusion
• Major fixed term exclusion
• Permanent exclusion
There is a report form available in the school offices which is to be filled out and placed in students’ file.

Behaviour Policy

This policy is underpinned by our College Guiding Statement:
Policy Code Effective Date August 2016
Approval Level CLT Review Date August 2017
Responsible Department(s) Whole College

“Good behaviour is a necessary condition for ef fective teaching to take place”
(Education Observed 5 - DES 1987)

Children spend much of their childhood and youth in school where, not only do they acquire academic knowledge; they learn how to communicate, interact, and co-exist with others.
It is the College’s desire - and duty - to ensure that its students have an opportunity to learn in a caring, supportive environment and develop the social skills necessary for life in today’s global society.
The behaviour policy outlined here reflects the values of Malvern College Egypt.
The College recognises each individual as a unique and special person who each contributes in his or her own way to life in our community.
If the College is to create and maintain an environment that is conducive to learning, it must encourage and reinforce certain standards of behaviour.
The purpose of this document is to:
• define acceptable standards of behaviour
• encourage a consistent response to both positive and negative behaviour
• promote self-esteem, self-discipline and positive relationships
• ensure that the College’s expectations and strategies are widely known and understood
• encourage the involvement of home and College in the implementation of this policy
• be a system that works for all and involves all College staff
• should reinforce good choices and discourage poor ones
• relate to the College guiding statements
• ensure that the College is a happy, safe and purposeful environment, where all students feel safe and secure and have respect for themselves and for others.
Specifically, staff should:
• ensure all students are treated according to their needs and at all times the approach is fair and consistent;
• reinforce and reward good behaviour in a positive way;
• help students understand that they are responsible for their own actions;
• help students understand how their behaviour affects others;
• ensure all students are given the opportunity to receive praise and rewards for their good behaviour and achievement;
• give students positive encouragement to tell the truth and that students must be able to learn from their mistakes;
• ensure students have an opportunity to make amends for any misdemeanor When students are travelling to and from College in uniform they are considered to be representing the College and are therefore subject to its rules.
The College reserves the right to take interest in and sanction any misconduct by any student at any time, beyond the bounds of the College day, week or term, where such misconduct prejudices the good order and welfare of the College and its students.
At the beginning of each academic year, and regularly throughout the year, teachers and students will discuss expectations of behaviour, both in the classroom and around the College.
Class rules may then be drawn up in line with our guiding statements and displayed in classrooms.
Malvern College Egypt has a central role not only in a child’s academic development but also in his or her social and moral development.
The College values the basic principles of honesty, respect, consideration and responsibility.
It also values diversity.
The College’s standards of behaviour, outlined here, reflect these principles.
It is expected that all students, staff and parents will:
• be polite
• be kind and helpful – don’t hurt anybody’ s feelings
• be honest – don’t cover up the truth
• be respectful of ourselves, each other and the College property
• be attentive and listen carefully
• be calm and gentle, and do not hurt anybody
• be ready to learn to the best of our ability These expectations should be positively reinforced during assemblies and class tutor time.
Similarly, all students, staff and parents are expected to follow simple rules:
• Walk sensibly around the College – don’t run
• Inside the building, keep to the right
• Outside the building, play appropriately in the playgrounds
• Try to include other children in your games
• Play sensibly so that no-one gets hurt
• Play sensibly so that other children’s games are not spoiled
• Put litter in a bin
• Stay in designated areas
• In the dining room, eat quietly, remembering table manners
• If you want a friend, be a friend
• Share and take turns Playground Rules should be positively reinforced during assemblies and class time.
The playground behaviour of students will be reinforced by the teacher on duty.

Rewards and Sanctions

As stated in this document, high standards of work and behaviour are expected. This expectation is reinforced by a series of Rewards and Sanctions. Good work, good manners, and good behaviour are rewarded with praise and merit/house points. Sanctions are used sparingly when effort or behaviour falls below these expectations. Problems are initially discussed with pupils. Consistent under achievement or poor behaviour is dealt with in consultation with parents. Ideal incentives are the intrinsic rewards offered by high self-esteem, on relationships based on mutual respect and a stimulating curriculum. Tangible rewards will recognise, and regularly celebrate, all forms of social and academic achievement. All individuals need to receive regular praise and encouragement.


The College’s emphasis is on rewards to reinforce good behaviour. We believe that rewards have a motivational role, helping children to see that good behaviour is valued. The most common reward is praise, informal and formal, public and private, to individuals and groups. It is earned by the maintenance of high standards as well as by noteworthy achievements. This is as true for adults as it is for children. Rates of praise for behaviour should be as high as that for work.
A reward system will be used to emphasise and reinforce positive behaviour. The current system rewards work and citizenship. Merit/House points are used to reward exceptional pieces of work, effort or behaviour. Subject prizes will be awarded at the end of the academic year for students who, in the opinion of the subject teacher, have performed well throughout the year.

General and class rewards

Good behaviour and achievement can be rewarded in any of the following ways:
• Stickers, stars and other rewards earned in class
• Merits and Credits (House Point certificates: 50 Bronze, 100 Silver, 200 Gold and 300 Platinum.

Individual & class reward systems – designed by class teacher

• Recognition and receipt of a certificate The College ‘Rewards Cascade’ below gives further details on the levels of rewards to be issued.
Sanctions Although rewards are central to the encouragement of good behaviour, there must also be a means of registering disapproval of unacceptable behaviour and to protect the security and stability of the College community.
In an environment where respect is central, loss of respect, or disapproval, is a powerful deterrent.
The use of sanctions should be characterised by certain features:
• All parties clearly understand why the sanction is being applied
• The clarification of future expectations in order to avoid repet ition.

• Group sanctions should be avoided as it breeds resentment
• Clear distinction between minor and major offence
• It should not be the person but their behaviour that is addressed.
Sanctions range from: expressions of disapproval, withdrawal of privileges, Demerits & Debits, lunchtime or after College detention, to: referral to the Heads of School, letters to parents, internal suspensions and, in the last resort, fixed-term or permanent exclusion.
Most instances of poor behaviour are not extreme and can be dealt with through minor sanctions.
It is important that the sanction is not out of proportion to the offence.
Where anti-social, disruptive or aggressive behaviour is frequent, sanctions alone are ineffective.
In such cases, careful evaluation of the curriculum on offer, classroom organisation and management, and whole College procedures should also take place.
If a student chooses to break a College rule, the following action will be taken.
A child should always be told what the next sanction will be.

• Verbal warnings will be given – see below
• The child should be given the opportunity to make amends by appropriate behaviour
• If inappropriate behaviour persists the student and or teacher will fill in an incident/reflection sheet on the day of occurrence.
The behaviour is communicated with the parents and Heads of School.

• Students may be placed on Academic / Behaviour / Homework target cards to help monitor promote and reward improved behaviour.

• Playtime or a portion of it may be used to discuss issues with students or give thinking time
• If the inappropriate behaviour involves physical violence or verbal abuse, the student will be sent immediately to the appropriate Head of School Verbal Warnings 1st time: Warn the student firmly that their behaviour is not acceptable.
I f it involves other children bring them together to discuss the situation.
Explain the acceptable way of behaving and warn the student they will be watched very carefully.
2nd time: If the poor behaviour recurs ‘time out’ is given, explanations will be given to the child and time spent talking to them.
Reasons may be discovered for their actions.
If the behaviour continues, the Head of School will take responsibility for dealing with the student as above.

Share this page: Print This Page