Six tried and tested ways you can boost recruitment and retention

Schools everywhere are facing recruitment and retention issues – the solution? Perhaps these six evidence-based actions for leaders from a new EEF research review

CREDIT: This is an edited version of an article that originally appeared on Teacher Development Trust

A recent research review from the Education Endowment Foundation, released on June 9th, 2023, provides insights for school leaders grappling with the challenges of teacher attrition and recruitment. Led by Dr. Becky Taylor and conducted by researchers from the UCL Institute of Education, the review compiles various studies to explore strategies for enhancing recruitment and retention.

Key findings suggest financial incentives, such as performance bonuses and equitable funding, as well as local labour market strategies, could potentially improve teacher distribution among disadvantaged schools. However, the evidence for some strategies was limited. Workload and working conditions emerged as influential factors affecting retention, with heavier workloads linked to poorer outcomes.

Effective school leaders, induction support, coaching, mentoring, collaboration among colleagues, professional development, positive relationships with parents and students, a sense of autonomy, empowerment, and intrinsic motivation were all identified as contributing positively to recruitment and retention.

Here are six suggestions that leaders of schools and trusts can start to action immediately:

Benchmark the effectiveness of your current staff culture and professional development

 A clear map of where things stand will highlight low hanging fruit for quick wins as well as some solid strategies for longer-term gains. Options include diagnostic reviews of culture and CPD which come with follow-up coaching and capacity-building training, or a free Teacher Working Environment Survey (based on Dr Sam Sims’ research).

Consider how to support staff in improving pupil behaviour

It has benefits for pupils and staff, reducing stress, improving wellbeing and enabling both pupils and staff to learn much more effectively. Consider the ideas from the Improving behaviour in schools report from EEF and ensure that you have at least one member of staff engaging in a government-funded National Professional Qualification in Leading Behaviour and Culture. Engage with a local Behaviour Hub.

Invest in the leadership of professional development

You can do this with senior organisational leaders engaging in a deep research-review-plan-do approach guided through a CPD Leadership qualification, supporting lead practitioners and lead mentors with an NPQ in Leading Teacher Development and then consider the strategic, cross-school level with an NPQ in Executive Leadership. Reflect on the EEF guidance on professional development and the DfE CPD Standards.

Consider strategic reviews of teacher workload using the government 

School workload reduction toolkit, exploring areas around curriculum, data, workload, duties, feedback and marking and staff communications, among other areas.

Invest in ongoing career development for all staff

Drawing on the full suite of government-funded NPQs, consider putting teachers forward to work toward Chartered Teacher Status or a Master’s level course in the education or leadership field.

Consider opportunities around coaching

These can include the government funded Early Headship Coaching Offer or investing in building Pedagogical (aka Instructional) coaching capacity in your setting.