Navigating the teacher recruitment conundrum

As the echoes of political rhetoric reverberate from the recent Conservative and Labour party conferences, SBLs must decipher proposed solutions to the persistent teacher recruitment crisis

CREDIT: This is an edited version of an article that originally appeared on Education Business

Labour’s two-pronged strategy

Labour’s ‘Breaking Down the Barriers’ plan unveils a two-pronged strategy: recruiting high-quality teachers and retaining outstanding teachers and leaders. A spotlight on new teachers obtaining or working towards Qualified Teacher Status (QTS) is a seemingly straightforward move, aligning with the universal desire for children to be taught by qualified professionals. However, the real challenge lies not in the policy itself, but in its implementation and impact on subjects like Science, where a shortage of specialist teachers persists.

A suggested solution is to upskill teachers across sciences through a dedicated Early Career Framework (ECF) up to A Level, extending this model to other subjects like Maths and Modern Foreign Languages. This holistic approach aims to bolster subject knowledge and enhance teaching effectiveness, a stride towards addressing the shortage conundrum.

Retaining and upskilling

In the quest for teacher retention, Labour advocates for revising the ECF delivery, maintaining evidence-based grounding. The proposal, however, prompts reflection on the existing challenges of the ECF. Mentoring capacity concerns and the strain on staff mentors’ time are obstacles that must be navigated, potentially through a funded senior leadership role – the Teacher Professional Development Lead – in every school.

Financial incentives take centre stage, with Labour proposing a review of bursaries, directing attention to the £181 million annual investment. While bursaries have historically lured individuals into Initial Teacher Training (ITT), their impact on retention remains questionable. A groundbreaking suggestion emerges: student loan forgiveness for new teachers in state schools, a potential game-changer that requires meticulous modelling.

Financial incentives and beyond

Labour’s commitment to restructuring teacher retention payments raises pertinent questions about subject differentials and geographical factors. Should primary teachers earn less than secondary? The implications of such a shift are far-reaching, demanding a thoughtful examination of funding dynamics within schools.

In the bursary arena, the Department for Education pledges £196 million to bolster teacher recruitment, particularly in key subjects. Scholarships for Maths, Physics, Chemistry, and Computing are set to rise to a tax-free £30,000, accompanied by increased bursaries for Biology and Design and Technology. The sector applauds the investment, yet concerns linger about primary teachers being excluded from bursaries, a potential oversight given recruitment challenges in some regions.

Towards a stable future: Depoliticising education

Stepping back, it becomes evident that teacher recruitment and retention demand a holistic, long-term vision beyond political cycles. As we welcome proposed solutions, a plea for depoliticising education emerges. The dialogue should extend beyond recruitment statistics to a broader discussion on the purpose of education and the multifaceted role teachers play in society.

Emma Hollis, Executive Director of the National Association of School-Based Teacher Trainers (NASBTT), emphasises the need for a collaborative, ground-up approach. In an ever-evolving educational landscape, where teachers are not just educators but also contributors to health and social care, the path forward must be collectively shaped.

As SBLs navigate the intricate web of policies and proposals, the ultimate goal remains the stability of the workforce and a steadfast commitment to fostering a supportive and collaborative environment conducive to attracting, retaining, and developing skilled teachers.