Cebu International School

2.1  / 5
( 1Reviews)
Country:# 2Top 3
Region:# 90
Overall:# 215
Cebu City, Philippines
Score Over Time:



Grade Levels:

Lower ES
Upper ES





Category Scores:

Professional Development
Settling In
After Arrival

Review Summary:


Question 1:

The facilities of the school adequately provide for a positive learning/working experience.

1 / 10
Question 2:

School provides adequate access to teaching materials without any extra expense by the teacher (books, lab supplies, art supplies, materials, copying, etc.

9 / 10
Question 3:

School is well funded to provide students and faculty with adequate materials to support their course offering.

1 / 10
Question 4:

Parent community is actively involved in supporting the school's mission and their child's education endeavors.

5 / 10
Question 5:

Classroom student to teacher ratios are kept low.

3 / 10


Question 6:

Students are generally of high aptitude.

6 / 10
Question 7:

Student interactions with faculty are primarily characterized by respectability.

4 / 10
Question 8:

Students are of diverse ethnicity.

1 / 10


Question 9:

Administration positively supports faculty in a professional manner.

1 / 10
Question 10:

Administration actively encourages a dialogue concerning school related issues.

1 / 10
Question 11:

Administration is actively engaged in developing/supporting/maintaining a clear school vision.

1 / 10
Question 12:

Administration makes sure that the financial stability and integrity of the school is well maintained.

1 / 10
Question 13:

Administration/Ownership uses school funds to support the well being of the school.

1 / 10


Question 14:

Salary scale is competitive.

3 / 10
Question 15:

Salary provides the opportunity to save appropriately.

8 / 10
Question 16:

Salary provides the opportunity to travel during vacation.

3 / 10
Question 17:

Salary scale provides for vertical and horizontal movement based on years of experience and/or units/degree's earned.

2 / 10


Question 18:

School provides a quality health insurance plan that covers all major medical (health, vision, dental.

7 / 10
Question 19:

School provides retirement benefits that are competitive.

1 / 10
Question 20:

School provides a health insurance plan that covers international travel/coverage.

10 / 10
Question 21:

School provides for faculty child tuition benefits.

10 / 10
Question 22:

School provides strong support for maternity benefits.

10 / 10
Question 23:

School provides an adequate amount for end of contract airfare cost.

10 / 10
Question 24:

School provides an adequate shipping allowance.

10 / 10


Question 25:

School provides quality available housing or a housing stipend that affords quality housing.

8 / 10
Question 26:

The proximity of housing in relation to school location is within an acceptable distance of travel.

1 / 10
Question 27:

Options of moving housing during the course of contract is acceptable.

8 / 10


Question 28:

Colleagues foster a welcoming environment to new faculty.

5 / 10
Question 29:

School hires a diversity of family structures (Singles, couples, families.

2 / 10
Question 30:

Colleagues foster a professional environment that supports growth.

1 / 10
Question 31:

Colleagues foster a personal support structure in place of family.

5 / 10


Question 32:

City the school resides in provides opportunities for things to do without having to travel

1 / 10
Question 33:

City the school resides in provides easy opportunities to travel to other places.

2 / 10
Question 34:

Local culture is apparent in the city/country in which the school resides.

2 / 10
Question 35:

Local culture of in which the school resides is open to integrating expats into local customs and traditions.

1 / 10
Question 36:

City/Country in which the school resides does not exact personal restrictions on lifestyle choices.

5 / 10
Question 37:

City/Country in which school resides provides for potential tax benefits.

1 / 10
Question 38:

Quality of local health care is excellent.

1 / 10
Question 39:

Cost of living in the city/country where school resides is reasonable.

3 / 10
Question 40:

City the school resides in has excellent infrastructure for mass transportation (e.g. - is a car required.

1 / 10
Question 41:

City/Country in which the school resides provides for adequate personal safety.

8 / 10

Professional Development:

Question 42:

School makes available a variety of professional development opportunities.

1 / 10
Question 43:

School makes available funds to support continued development.

1 / 10
Question 44:

Time is specifically set aside in the calendar for faculty and staff formation.

2 / 10
Question 45:

Faculty and Staff are encouraged to professionally grow by the school.

1 / 10
Question 46:

Faculty and Staff are encouraged to experiment, implement, and bring up new ideas for classroom innovation.

1 / 10

Settling In:

Question 47:

School meets you on arrival and escorts you to accommodations.

9 / 10
Question 48:

School provides an adequate orientation to the school and local culture upon arrival.

9 / 10
Question 49:

School provides an allowance to support the transition.

5 / 10

After Arrival:

Question 50:

Facilities of the school were well represented during the hiring process.

9 / 10
Question 51:

Contract is honored based on what was agreed upon during the hiring process.

9 / 10
Question 52:

School actively maintains a dialogue and support structure to make sure basic needs are being met.

7 / 10

Review Narratives:

1 reviews




The School: • Interview: During the screening process, the school would ask the candidates to complete a few tasks before proceeding to the interview stage. This consisted of a two-minute self-introduction video, a brief written answer to two questions about personalities and teaching philosophy, and other portfolios such as unit planning, teacher collaboration, etc. This was the first major red flag of their management style. • Students and faculty members: This isn’t a World IB School as advertised, but rather a Filipino private school. The majority of faculty members and teachers are Filipinos, which made it difficult for international teachers to properly integrate into the school. The school had been financially struggling for years so the pay is quite low. In fact, there are only 200 students (a third of whom were the faculties’ children who studied for free) as opposed to many other international schools, which meant less money for salaries. The turnover rate of faculty members was extremely high, with international teachers having a 50% rate and local teachers a 25% rate. • Facilities: Many facilities were broken or rundown. The school did not provide lunch or laptops. Teachers were expected to bring their personal laptops to work or use the PC in the classrooms, which ran very slowly. The school canteen provided expensive and unhealthy options (5-7 USD for only pasta and half a toast, no vegetables or protein) so most teachers prepared their own lunches every day. Even the Student Council had been complaining about this but no improvements had been made. • Communication: Expect to receive emails at night and during the weekends about things that are not urgent at all such as meeting notifications. Major events such as Week Without Walls or House Activity Day would not be planned and organized until the night before. While those aren’t the worst issues, the main problem was that the school was quite condescending towards its teachers. The management team treats teachers as if they are new graduates and organize meetings every week to discuss how to be a global citizen or how to ensure high quality teaching while they purposely ignore issues such as students swearing in class, stealing classroom supplies, or shooting TikTok videos on campus. The entire management team only focuses on the philosophical façade rather than the practical. Meetings were a tool for the management team to escape responsibilities and make things look like the result of a consensus. Meetings were also designed as opportunities for staff members to complain or blow off steam rather than to solve the actual problems. Even during the days when there were no meetings, teachers were expected to stay until 16:50 to “work individually” on those slow PCs. • End of school year: At the end of every school year, all teachers struggled to complete their unit planners on Managebac. The school was obsessed with superficial documentations and would threaten to withhold teachers’ salaries for the month if these unit planners were not completed. Teachers were often asked to re-write the unit planners and reflections on Managebac because the management team failed to provide detailed requirements and kept rejecting submission for various reasons. Things are even worse if a teacher is leaving. There would be even more transitional documents to be done, including a few investigations by the finance department to make sure that no chairs, scissors, staplers, or fire extinguishers had been stolen by those teachers. The overall experience towards the end of school year was exhausting and humiliating. A few teachers cried during the final week because there were simply too many documentations to be finished. The City: • Location: The school is located far away from the city center and the traffic was a huge pain. While the school does offer shuttle vans to school, being stuck in traffic on the way to work and back home was inevitable. The road conditions were terrible. There were holes and bumps everywhere on the way to school, and you would have to see a lot of poverty and corruption first hand. Getting to the beach during your time off was neither practical nor convenient as well. • Food: It takes time and effort to find good restaurants in the city, and restaurants are much more expensive than other countries in Asia. Food is relatively expensive since this is an island and almost everything needs to be imported. • Leisure & Travel: There are some good bars in the city, and these bars are great places to make friends with other expats. If you enjoy visiting islands in the country, you will have lots of fun exploring, snorkeling, and diving in Moalboal, Bohol, Palawan, Dumaguete, etc. However, traveling outside of the country is almost impossible for the first eight months as teachers were expected to work on tourist visas for the first eight months. It takes eight full months to process the work visa and work permit. After one receives the work visa, one needs to pay 2,800-3,200 PHP (50-60 USD) in airport taxes and clearances every time one travels outside of the country. • Cost of living: Compared to other countries in Asia, the electricity and internet bill is extremely high. In addition, the Internet is slow and the connection quality is poor. In fact, the Internet gets cut almost every week. All of these affect the quality of living and potential to save money.