Stephen Mitchell, founder of Keystone Knowledge, shares some advice on how schools can address the current funding pressures and staffing issues they are experiencing
Read the full article below or on page 24 in our May magazine
The UK education sector is currently facing a myriad of challenges including funding pressures, staffing shortages and the ongoing impact of these issues on the quality of education. As schools and trusts navigate this complex landscape, the need for innovative and responsible strategies to address these challenges becomes increasingly apparent. This article aims to identify key recruitment, retention and reward strategies for schools which can be used during these difficult times.
Recruitment strategies: attracting top talent
Creating attractive job offers and benefits packages
Competitive salaries, professional development opportunities and work-life balance initiatives should be at the core of any attractive job offer. We don’t have much freedom in our world where we live with national pay scales etc., but be sure to consider what you can afford to pay. By offering competitive remuneration and a strong focus on personal growth and well-being, schools can entice highly qualified candidates to join their teams and differentiate themselves from others.
Strengthening your organisational branding
It is no accident that we’re seeing much better-quality recruitment packs now across the sector – a few years ago, adverts were placed with some text in a document, and the ubiquitous job description; now we see landing pages on websites and well-designed candidate information packs. Producing something that is appealing is a key part of ensuring you’re attracting people to look at you. We are also seeing a greater focus on trusts developing their employer branding, and offering roles within their schools, rather than individual schools specifically advertising.
Building partnerships with universities and teacher training programmes
Establishing strong relationships with universities and teacher training programmes can help schools identify and attract talent early in their careers. Apprenticeships can further enhance these relationships and provide a pipeline of potential employees – the apprenticeship levy is still massively underused across our school system, and is a route where you can find extra capacity, and future superstars.
Retention strategies: keeping valued staff
Investing in CPD and career progression
Continued training and development programmes are essential for staff retention. Offering opportunities for career advancement enables schools and MATs to demonstrate their commitment to staff growth and ensure employees feel valued and motivated. Is your CPD programme a range of after school CPD sessions offered by your staff? Are these properly planned and structured. Could you look at it afresh, and put a rolling programme in which is then advertised to other local schools to encourage attendance?
Enhancing staff wellbeing and work-life balance
Supporting mental health, offering flexible working arrangements and implementing family-friendly leave policies can help to promote staff well-being and work-life balance. These measures will not only contribute to staff retention but can also improve overall productivity and job satisfaction. Flexible working is often seen as challenging for us to deliver in schools, but there is an increasing number of organisations that are now looking to see how remote working can be sustainably achieved.
Reward strategies: motivating and recognising staff
Performance-based rewards and incentives
The recent pay offer from the government contained a subline which was interesting, and didn’t really get much traction, because it was lost in the wider issue. We have moved towards performance-related pay (PRP) over the last few years, and this can be a really strong tool for empowering and supporting colleagues. The government appeared to offer a route whereby PRP was being removed – this should be something that will impact on future consultations on pay policies across the land.
Recognising and celebrating staff achievements
Awards, recognition programmes and sharing success stories within the school/trust and beyond can help acknowledge and celebrate staff achievements. This approach not only boosts morale but also reinforces the values and goals of the organisation.
Encouraging staff innovation and collaboration
Providing opportunities for staff to contribute ideas and rewarding teamwork and collaboration can foster a culture of innovation and co-operation – by nurturing a collaborative environment, schools can unlock new solutions and drive positive change.
Policy recommendations for leading schools
Key recommendations
Those schools and trusts which are going to thrive should prioritise the recruitment, retention and reward strategies outlined above, ensuring they are tailored to the specific needs and circumstances of their organisations
Implementing and monitoring progress
Developing an action plan for implementing these strategies, and measuring their success, and impact is crucial. By setting clear objectives, timelines and success metrics, schools and MATs can effectively track their progress and make data-driven decisions to refine their approach.
I’ll be writing in future editions about the balanced scorecard approach and how this can really help you lock these kinds of programmes into the day to day busy-ness of your work.
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