Redcoats in the classroom

Redcoats in the classroom

by the late Howard R. Clarke

Published by Helion & Company

ISBN 978-1—91266-47-2

Part of the series From Musket to Maxim 1815-1914 edited by Dr Christopher Brice

The army and the first state funded schools in England. This review of the late Howard Clarke’s book I undertook for the Book Review section of the Journal of the Royal Army Historical Society’s summer edition of their journal. However, I thought that it might also interest some in education, not least for the light that it shines on when the State first started paying for the education of some children.

The best books are those that arise from the author’s love of the subject. Howard Clarke’s passion for education shines through what was sadly his last work. He did not live to see its publication.

‘Redcoats in the Classroom’, published by Helion & co, stands as a monument both to Clarke and to the pioneering work of the army in creating elementary education in that period of the nineteenth century when the State in Britain clung to the notion, as J S Mill put it in his book, On Liberty, that the State’s role was to see it citizens are educated and not to educate them itself.

The army took up the challenge of schooling long before Gladstone’s government finally introduced a defining role for the State in elementary education, with Forster’s 1870 Elementary Education Act. Indeed, many familiar with the history of the battle for universal elementary education in England, and the role of the State, will have to reassess their views following the publication of this book.

The 1830s no longer can be viewed as the beginning of State funding for schooling. The Army Order of 1811, and the associated vote of funds in 1812, predates the generally accepted date for the first funding for elementary education by a good two decades, albeit for a restricted group of children in society.

Although the schooling introduced by the army during the Napoleonic War with France was rudimentary, it was revolutionary in its own way by including not only the basic schooling for boys, but also for girls. These weren’t the Redcoats of the title, but their offspring. The Redcoats were for the most part the ‘schoolmaster sergeants’ employed to teach them.

Some initiatives established during a period of warfare don’t survive the cutbacks of the subsequent peace. Schooling in the army didn’t suffer that fate after 1815, although after its early start Clarke notes little innovation until well after Queen Victoria came to the throne and the beginnings of a scheme for the wider state involvement in schooling.

This review isn’t the place to discuss the religious question, and how it affected the development of schooling in England, but even the army wasn’t able to avoid the competing claims of Bell and Lancaster with their links to either the Established Church or to nonconformism. Scotland and Ireland, and the regiments and militia raised in those countries, had other issues in this respect.

The book is stronger on the history of education in Ireland than in Scotland, but both probably had a clearer local identity than was the case for many of the regiments of the army raised in England before the reforms of the late nineteenth century finally tied regiments to specific geographical areas.  The pragmatic solution of allowing children to miss the prayers of the first half hour of the morning was just one of the army’s decisions that has influenced education in England up to the present day.

The judgement in Walden v Bailey, curiously not included in the index, was important in shaping the balance between the education of children and the work of schoolmasters with soldiers. Had the judgment been in the other direction, I am sure that the education of children of serving soldiers might have been much less important than was the case until the end of the century and the recognition that army children in Britain could use the ‘state’ system but that there was still a responsibility to educate the children of troops serving overseas: as is still the case.

Readers will find this book heavy going in places. There is a complete absence of sub-headings that might have helped in some of the chapters, especially where the relationship of the educators to their work with soldiers as opposed to children is concerned. In passing, it is worth noting that a large proportion of those soldiers never wore the red coat used in the title.

Whether as a result of either the author’s untimely death or a cavalier attitude to publication standards doesn’t matter, but the poor attention to detail in the book goes beyond mere irritation into making it something of a challenge to read. The collection of the tables into an appendix would have prevented the mis-alignment between table numbers quoted in the text and the table actually under consideration, as occurred on page 294. However, more will be needed in any reprint to eliminate the myriad of missing spaces, confusion between the use of upper and lower case in the description of terms such as commissioners and other typological issues that occur throughout the book.

Despite these shortcomings, this book reveals the dedicated work of the author in researching many records of individual regiments, especially in the early nineteenth century when the schooling in the army was in its infancy. The latter part of the book relies more heavily on national reports and as such is more comprehensive, but less detailed at the regimental level, especially as garrison schools became the norm in larger centres in England.

The book is arranged chronologically, and this means that for each time period schooling in England, in India, and elsewhere in the world where there were troops garrisoned, are merged together, except for one chapter on India. A geographical approach might have made the book easier for the reader to follow, especially since the frequent movement of units caused great problem for the education of some children. Indeed, that is still an issue today, when soldiers are posted during the school-year.

The army, out of necessity not enlightenment, achieved in 1812 what parliament had failed to do during the previous decade, ensure state involvement in the education of at least some of its citizens. In uncovering this fascinating, but hidden area of early schooling, Clarke has created a book for both those interested in military history and those interested in the history of education in England.

Morale matters

Earlier this week the NHS as an organisation were awarded the Nation’s highest civilian award; The George Cross. This was in recognition of the huge efforts staff made, and indeed continue to make, during the on-going covid pandemic and the direct and indirect effects upon all the staff working within the service created as a result of the pandemic.

The award, created in 1940, sits at the top of the UK honour’s system joint with the military Victoria Cross and is the highest civilian gallantry award. It is given for acts of the greatest heroism or of the most conspicuous courage in circumstances of extreme danger.

NHS England chief executive Amanda Pritchard and May Parsons, a matron for respiratory services who delivered the world’s first Covid vaccination in December 2020, were presented with the award by the Queen at Windsor Castle.

This is only the third time the George Cross has been awarded to a collective body, rather than an individual. It was previously awarded to Malta in 1942 and to the Royal Ulster Constabulary in 1999.

Should some sort of collective thank you is also due to our schools, and those that staff them, for remaining open throughout the pandemic. A signed certificate for every school thanking everyone for their ‘service’ during the pandemic and signed by the Monarch as Head of State might not come amiss.

Using the Platinum Jubilee to create some Regis Professors of Education to celebrate both the 150th Anniversary, in 2020, of 150 years of State Elementary Education and its successive expansion into the present system, and in 2022, the 210th anniversary of state funding of the education of children for the first time would have been a nice gesture. Yes, I know that they were children of soldiers that were funded, and it was The War Office that paid for the education in 1812, but it was still the start of state schooling.

The 150th anniversary of the 1870 Education Act, as a milestone, disappeared in horrors of the pandemic, but should not be forgotten. The ‘thank a teacher’ movement has raised the profile of teachers at the individual school level, and since the Blair government more school leaders, but not classroom teachers, have received awards in the Birthday or New Years’ Honours lists. But, do we need to do more to raise the morale of the profession?

As an employer, I know the importance of motivation, and of saying thank you for working through trying times. I can award a bonus, something not really available to the public sector as a whole, especially in this time of fiscal challenge.

Morale, workload and pay are the three key areas that support the successful staffing of any organisation. Managing morale is the cheapest and most overlooked, possibly because it is difficult for politicians to seem genuine. But, missing key anniversaries is a sign that morale isn’t taken seriously enough amongst senior decision-makers and those that shape the policy of our education system.

With a week to go to the end of term, there’s still time to wish everyone the best for the summer, and to say a Thank you to everyone for their dedication to the cause of education. So, from me, at least, a great big THANK YOU to everyone in our education system.

That was The Week That was…

This was an interesting week to have been away from one’s desk. Three Secretaries of State in a week! That’s one for the record books, along with so much else that has happened in Westminster politics during the past seven days.

How much will education feature in the debate over the selection of the next Prime Minister? Will some education journalist ask the obvious questions such as:

If you are going to cut taxes, what will happen to funding for schools, especially in the period before inflation is brought under control?

What are you going to do about the present teacher shortage?

Will you review the way that the apprenticeship Levy operates so that it isn’t a tax on small primary schools?

How important is helping young people recover from the effects of the covid pandemic and what would you do to help boost their mental health?

Do you believe in local democratic control of schooling?

What are you plans for levelling up as it affects the Roma and Traveller communities across England?

Was the EBacc a mistake?

How important do you see the youth Service and other out of school activities?

Will you offer Free School Meals to all primary school children for free?

I am sure that readers can add to this list with this with their own priorities. I am also pretty certain that most of these questions won’t be asked of the candidates.

Education, and schooling in particular doesn’t often feature in either leadership or general election campaigns. It is possible that there could be a debate about selective education, started by one of the candidates, as it is a topic that appeals to the older generation of Tory voters even if most younger Tories have never experienced it, unless they come from parts of the Home Counties. Faced with rising private school fees, some Tories might also see selective state education as a tax cut for parents no longer needing to pay school fees.

And on fees, where will the candidates stand on higher education, university fees and student numbers? It will be especially interesting to see what the Chancellor says as a former Education Secretary. 

Talking of former Education Secretary’s, I wonder whether there was time to take the Ministerial photograph of Michelle Donelan to hang on the wall at Sanctuary Buildings or whether they will use one taken in her previous Ministerial role in the department.

Finally, there is the future of the Schools Bill to consider. This mess of a piece of draft legislation was mauled in the House of Lords and is being reconsidered. The oversight and regulation of academy trusts is an important addition to the legislation on schooling, but I hope that the new team will also listen to their councillors about the importance of both place in the governance of schooling and the need for democratic local accountability.  Local Authorities will not accept the need for responsibility without involvement in decision-making and that matters for admissions, pupil place planning and SEND.

End ITT deserts

Whatever else the re-accreditation process being undertaken by the DfE across the ITT sector achieves, it must end the ITT deserts so that schools across England can rely upon a flow of new entrants into teaching across the whole gamut of secondary curriculum subjects and the differential needs of the primary sector. Attention should also be paid to the needs of the special school sector and pupils with SEND in mainstream schools. The lack of a genuine plan for the training of teachers for pupils with special needs is a scandal than needs highlighting.

However, the needs of the secondary school sector are just as pressing. TeachVac, as well as the DfE and even the tes have built up extensive databases of teacher vacancies that should inform the discussions about where provision needs to be located.

Ever since the cull of providers in the late 1970s and early 1980s there has been a policy of rewarding quality of provision regardless of where that provision was located. The thinking presumably was that ‘trainees will move to the jobs’, so location of the preparation is less important than quality of the preparation. There may also have been a thought that providers of training could partner with schools in localities where there was no training provider.

With the coming of school-based training and employment-based routes, there might also have been an assumption that schools finding recruitment challenging could enter the market and train their own teachers. This produced a confused approach that tried to marry up a top-down model of place allocations based on quality with a ‘bottom-up’ approach on need for teachers that led to a disorganised picture.

In 2013, Chris Waterman joined me in producing a book of maps showing the locations of the various providers, and the routes into teaching that they offered. I have always been surprised that the DfE website on teaching as a career doesn’t offer such a map alongside its rudimentary search facility that only indicates whether a provider has places for a specific course in a manner unhelpful to applicants. The DfE did better in 2013 with its original School Direct application process.

The re-accreditation process provides an opportunity to look in detail at the national picture based upon actual needs for teachers that has been lost since the decision in the 1960s to take teacher preparation away from the employing local authorities and faith communities and transfer preparation into higher education. Wise though that move was in many respects, once the DfE started to let a thousand flowers bloom in the teacher preparation market this ended any national coherence around the provision in relation to the needs of schools.

The situation has become worse in areas where state schools are competing with private schools for the same pool of teachers and trainees. Turning a blind eye to that fact doesn’t help state schools, especially when there is a shortage of new entrants into the profession.

Whatever else the re-accreditation process achieves, if it doesn’t take into account the needs of schools across the whole of England for a reliable flow of new entrants across all subjects and phases it will have failed in what should be one if its major purposes.

More teachers take maternity leave

TeachVac records the reason for vacancies as part of its intelligence gathering about the labour market for teachers in England. Each vacancy is classified and placed into one of three categories: permanent position; temporary post or maternity leave vacancy. Where the school doesn’t provide a reason for their vacancy, the default is that the vacancy is for a permanent position.

Regular readers, and those that study the labour market for teachers in any detail, will know that 2022 has been an exceptional year for vacancies, with record numbers being recorded so far this year and approaching 100,000 vacancies across the whole of the 2021-2022 school year.

The lack of any unique job identification number means that it is impossible to know the percentage of re-advertisements in the overall total of recorded vacancies. However, so great has been the increase, even over pre-covid vacancy levels that it must be inferred that there are more vacancies than normal.

To what extent has any growth in teachers taking maternity leave played a part in the increase in vacancies? There has been an increase, as the data in the table below reveals. Between January and June 2021 TeachVac recorded 4,386 vacancies where the cause of the vacancy was as a result of a teacher taking maternity leave. In the same period in 2022, the number had increased to 5,627 by 28th June. Now, cognisant of my comment above, it is entirely possible that some of the growth in maternity leave vacancies is the result of re-advertisements, but it seems unlikely that re-advertisements account for the whole of the growth in such vacancies.

Maternity leave vacancies recorded by TeachVac

Primary SectorSecondary SectorTotalDate range
Maternity256430635627Jan-June 2022
Maternity202423624386Jan-June 2021
Maternity353941567695All Year 2021
Source TeachVac

Now it is also possible that more schools are citing the fact that their vacancy is due to a teacher taking maternity leave. The alternative might be to advertise for a temporary post not citing the reason why the vacancy was temporary.

January to June 2022
 Primary SectorSecondary SectorTotal
Maternity256430635627
Permanent159254878764712
Temporary437122496620
Total228605409976959
Maternity11%6%7%
January to June 2021
Primary SectorSecondary SectorTotal
Maternity202423624386
Permanent100942412834222
Temporary378718385625
Total159052832844233
Maternity13%8%10%
2021 – All year
Primary SectorSecondary Sectortotal
Maternity353941567695
Permanent140793337047449
Temporary593232079139
Total235504073364283
Maternity15%10%12%
Source: TeachVac data

However, there has been a significant growth in the number of permanent vacancies recorded this year, up from 34,222 to 64,712 for the January to June period between those months in 2021 and those moths this year in 2022. Again, it isn’t possible to know the extent that re-advertisements are included in the increase. There will almost certainly be more re-advertisement than in a year when the supply of new teachers entering the market was greater than it has been this year, but I doubt re-advertisements are the main cause of the increase.

Keeping in touch with teachers taking maternity leave to encourage them to return, either part-time or to tutoring or in other type of work within the school would be a cost-effective means of not losing touch with a vital resource. The National Audit Office some years ago now commented that retention was much ore cost-effective than recruitment. Perhaps it is time the DfE dusted off a national ‘keep in tough’ scheme?

More bad news on ITT

Yesterday, The DfE published the ITT applications and acceptances data for the period up to the 20th June thus year. In this post I look at the acceptances for June 2020 compared with those in June 2019, the last year before the pandemic struck. By 2019, there was already concern about the decline in interest in teaching as a career. The pandemic to some extent reversed that trend and provided teaching with a recruitment boost. But, was it a false dawn?

The following table compares the June 2019 UCAS data on ‘offer’ with that from the DfE data issued yesterday.

Subjects2018/192021/22Difference in offers
Biology1430524-906
Science24301531-899
English22901418-872
Geography1010519-491
History11801000-180
Computing410290-120
Religious Education400304-96
Design and technology450355-95
Mathematics15901511-79
Music240228-12
Chemistry600597-3
Physics4004000
Business studies15019747
Art and design41046858
Physical education12901469179
Dramana334na
Classicsna64na
Otherna429na
Sources: UCAS and DfE

On this basis, as I warned in my previous post, 2023 will be another challenging labour market for schools. Only in the same three subjects where there is least concern in 2022: history, art and physical education, is there likely to be anywhere near sufficient supply of new entrants unless there is a sudden rush over the next two months that frankly looks unlikely at this point in time.

The science number is based on an aggregation of totals from the three sciences and doesn’t represent whole new category of potential trainees. The most significant declines in the number of offers since 2019 are English, geography and computing. However, at these levels most subjects won’t reach their Teacher Supply Model number unless there is a significant input from other sources such as Teach First. I am not sure how likely that will be as they don’t publish their data in the same way to the general public whatever they share with the DfE. There are currently more ‘offers’ in mathematics than there are in English and at this level, English departments may struggle with recruitment in 2023.

Overall, there have been 32,609 applicants by 20th June. This compares with 37,790 applicants domiciled in England that had applied through UCAS by June 21st 2021. There are 2,229 ‘recruited’ applicants in 2022, when there were ,5830 ‘placed’ according to the UCAS data in June 2021. The conditional placed or conditions pending groups are 18,363 this year compared with 23,620 in June 2021. Many of these will be awaiting degree results, and this number will reduce next month just as the ‘recruited’ number’ will show an increase. Interestingly, the number that have declined an offer this year is shown as 760 compared with 370 in June last year. Another straw in the wind of how challenging recruitment has become.  However, withdrawn applications are down from 1,520 to just 1,002.

There must be a concern that applications – as opposed to applicants – in the South East provider region are down from 14,390 to 10,795. This is the region with the largest proportion of vacancies each year, and where the private sector vies most strongly with state schools of all types for teachers. An analysis of acceptances by subject by provider region would help schools identify the seriousness of this decline, and whether it is in both the primary and secondary sectors?

Applications overall are down for both sectors, with primary down from 48,520 last June to 39,712 this June, and secondary down from 61,480 to 48,047, a very worrying reduction. School Direct salaried continues to be replaced by the PG apprenticeship route that has had 3,864 applications this year compared to 5,315 for the School Direct Salaried route. However, similar numbers have been placed on both routes, at around 500 trainees on each route.

With some schools ceasing recruitment as term comes towards its end, it will be up to higher education to recruit most of the additional applicants over the summer. Will those providers threatened with not being re-accredited show the same appetite to recruit as they would if their future was secure in teacher education? The DfE must surely how so as every extra trainee is a welcome bonus for schools in 2023 struggling to recruit teachers.

The new NPQs

The DfE has published a one-off document about participation in the National Professional Qualifications. Participation in the reformed NPQs in the academic year 2021 to 2022 – GOV.UK (www.gov.uk) The report identifies the number of confirmed starts for all NPQs funded by the DfE by region. The data covers two starting points, Autumn 2021 and Spring 2022. The DfE make the point that starts don’t equate to actual numbers of people, as it is possible to start more than one NPQ.

The total starts over the two cohorts were 29,153. I though it would be interesting to see how that compared with the number of advertised vacancies in 2021 for promoted posts with a TLR and also for leadership posts across the primary and secondary sectors.

The data from TeachVac www.teachvac.co.uk suggests that there were around 13,000 vacancies recorded during the whole of 2021 where an NPQ might be a useful part of a teacher’s application.

Promoted postAssistant HeadDeputy HeadHeadteacherTotal for 2021
Primary126165196515364413
Secondary702310346283108995
828416851593184613408
Source: DfE

So, that might suggest that if registrations continue at this level with another intake in Autumn 2022 there is potentially a healthy supply of teachers able to seek promotion with recent experience of an NPQ assuming not too many multiple registrations by each participant.

The number of starts differed by regions according to the DfE statistics

Number of confirmed NPQ starts by region
RegionConfirmed starts (DfE-Funded)TeachVac vacancies 2021TeachVac vacancies as % of the total
North-east1,56139025%
North-west4,267156037%
West Midlands3,439128237%
East Midlands2,528102941%
Yorkshire and the Humber2,853128645%
South-west2,582124948%
London5,065253050%
South-east4,162243859%
East of England2,693164461%
Not available30%
Total29,1531340846%
Source DfE and TeachVac data

In the North East, there a much larger number of NPQ starters across the two cohorts compared with promotion opportunities identified by TeachVac than in London and the Home Counties. This raises interesting questions about the allocation of resources across the regions that might encompass the ‘levelling up’ agenda and the extent to which NPQs are useful in providing a pool of teachers equipped for promotion or whether the NPQs are to help the school where the teacher is currently employed?

It would be interesting to see a further breakdown by the local authority where the teacher’s school was located to further match provision against need. For instance, was there any difference between the estuarine part of the East of England along the north bank of the Thames Estuary and the two counties of Norfolk and Suffolk. The same might be asked between Oxfordshire and Kent in the South East?

The data relates to ‘starters’. I hope the DfE will eventually publish data about completers. I remain in awe of teachers that take on professional development on top of a working week in the classroom. The fact that nearly 30,000 did so in a year when covid was rampant speaks volumes for the teaching profession.

Do you want to work in a selective school?

This bog post was first Posted on August 7, 2016 with the title ‘Do you want to work in a grammar school?’ and is now reposted in view of the revival of the debate about selective schools after a reader reminded me of its existence. Although the world has moved on in many respects – a National Funding Formula being one of them – the questions asked in 2016 remain pertinent today.

Grammar schools were a product of the nineteenth century that lingered overlong into the twentieth and have no place in the modern world. We should not ensure the effective education of those gifted and talented in some areas by separating them from the rest of society at an early age. Even where their education is fundamentally different, whether for future ballet dancers, musicians, footballers or choristers, some degree of integration with others less skilled in these areas should be the norm.

Since intellectual ability isn’t fully developed at eleven, the grounds for grammar schools seem more social than educational, even when cloaked in the guise of meritocracy. Scare resources are best employed developing better education for all, not in keeping a few Tory voters in the fold.

Before any decision is taken, and this wasn’t a manifesto pledge, the government should undertake some polling on the effect of the introduction of new selective schools across the country on both the current teacher workforce as well as the views of those that might want to become a teacher.

For existing secondary school teachers, the question is simple: If your school were to lose 30% of its most able pupils, would you continue to teach here?

For potential teachers the question is: would you be willing to teach in a school where 30% of the age range didn’t attend?

For primary school teachers, the question has to be whether they would prepare children for the selection process?

Making a teacher supply crisis worse won’t help the education of those not selected for a grammar school place.

To introduce grammar schools without a comprehensive education plan for every child the State has been entrusted with educating is unbelievably short-sighted: something only a narrow-minded government would contemplate. To cloak the introduction of grammar schools in the social mobility agenda without offering any evidence that such schools create more mobility than the alternative is to pander to the views of the few and to disregard the needs of the many.

What plans do the government have for those left out of a grammar school in a bulge year because grammar school places cannot be turned on an off? Will the government create a system to cope with 30% of the peak pupil numbers in the mid-2020s and allow either a less rigorous selection procedure until then or will it leave places empty? The alternative seems to me to be that it will set the limit on places now and see more parents denied places as pupil numbers increase?

What is certain is that the present per pupil funding formula cannot work within a two-tier system as the redundancies in Kent have already shown. Perhaps this is the real reason why the National Funding Formula consultation has been delayed, to allow for the incorporation of a different method of funding of grammar schools to non-selective schools within the new system?

Will Council taxpayers in areas that don’t want selective education be forced to pay the transport costs of pupils attending such schools and will the government reimburse them or expect them to take the cash away from other hard pressed services?

I am all in favour of local democracy in education, but not in a government sponsored free-for-all.

TeachVac’s intelligence reports

TeachVac has created a new suite of reports on the labour market for teachers. These report on the current state of play in the market for specific areas. However, reports by subjects and phase across wider areas are also available on request to those interested in specific curriculum areas. http://www.teachvac.co.uk

The basic report tracks the vacancies for teachers from classroom to the head’s study across schools in a given area and reports the finding by subjects or the primary phase in three categories:

The reports can be tailored to cover any grouping of schools, although local authorities and dioceses are the most common formats. However, MATs and parliamentary constituency-based report are also possible, along with reports for schools in either Opportunity Areas or the new Education Investment Zones or whatever they are called today.

Academies

Maintained schools

 Private Schools

Reports are produced up to the end of the month, with current report for 2022 covering the period from January to the end of May 2022.

The reports are currently useful for those considering the shape of teacher preparation provision in the future by demonstrating the actual need for teachers in specific parts of the country across both the State and private school markets. The DFE’s own evidence doesn’t take into account the private sector demand for teachers and misses out on some school in the TeachVac pool.

TeachVac’s reports can also be useful for those concerned with professional development by identifying middle and senior leader vacancies where the new postholder may need some professional development.

The basic reports on an individual or group of local authorities costs £250 per primary or secondary sector for a 12-month subscription.  Prices for other grouping or for multiple groupings are negotiable depending upon the amount of work required.

Sample reports are available on request from either John Howson at dataforeducation@gmail.com or enquiriies@oxteachserv.com

Reports can be generated for data up to the end of the previous month in a matter of days once an order has been placed.

Worse secondary PTR

The DfE has today published its annual surveys of the workforce and pupils and schools School workforce in England: November 2021 – GOV.UK (www.gov.uk) and Schools, pupils and their characteristics: January 2022 – GOV.UK (www.gov.uk)

This post contains some headline thoughts about the data in the first of these two reports

The number of classroom teacher vacancies at the census point was at its highest since before 2010/11, at 1,368 compared with around 1,000 in November 2019, before the pandemic changed all our lives. Part of increase may be down to pandemic and recruitment patterns. But it also provided a warning that the recruitment round in 2022 might be challenging, as it has been. Yesterday TeachVac www.teachvac.co.uk recorded its 70,000th vacancy so far in 2022: a record for June, and more than in the whole of 2021.

Secondary PTRs at 16.7 are the highest (worst) since well before 2010/11 when the ratio was just 14.8. This is partly down to demographic bulge going through the secondary sector. 2010/11 was close to the bottom of the demographic cycle for pupil numbers in the secondary sector. I expect ratios to continue to worsen over next couple of years, especially if teachers’ pay increases are not fully funded and schools seek to drawn down reserves to pay inflation matching pay increase.

The retention of early-stage teachers appears to have improved with retention of Year 2 of service teachers up from 80.9% to 82.7%, and Year 3 from 75.8% to 77.0%. Retention also improved in teachers with 4-6 years of service, but worsened among those with 7-9 years of service. Teachers with one year of service also left at a greater rate with just 87.5% remaining, compared to 88.1% the previous year. This is still better than in the period between 2012 and 2018. Might there be a pandemic effect? Will this level of retention continue?

Almost 10% of teachers now come from non-White ethnic backgrounds, with teachers from the Asian community the fasted growing group, but progress is still slow nationally.

There are fewer men in teaching with the percentage down from 25.6% the previous year to 24.5% in November 2021 Men work mostly in secondary schools, with only 35,000 men in primary sector in November 2021.

It looks as if backroom staff numbers have been cut. Whether or not this was to support frontline teachers and TA numbers isn’t clear, but the increase in teachers was not enough to offset worsening of secondary PTR noted above. Whether those PTRs worsened less in schools supported to help ‘levelling up’ isn’t clear from the basic data, but is worth exploring in the context of the looming hard National Funding Formula.  

The number of teacher entrants rebounded from the previous years low, but is still not back to the level of the longer-term trend in the high 40,000s. This may partly explain the issues with the labour market in 2022, where schools are often finding recruitment challenging.

The number of leavers also increased, but again has not reached levels seen before the pandemic. There appears to have been no wholesale departure of senior leaders as a result of the pandemic. There appears to be an issue with the data on the number of deaths among teachers, so we cannot fully consider whether the pandemic had an effect on the teaching profession from this data. The pandemic has also led to the DfE not producing data on teacher absence during 2020/21 as part of these statistics.

In November 2021, when schools completed the School Workforce Census for 2020/21 the nation was still struggling with the pandemic, but the Omicron variant had yet to appear.  Secondary schools were not better staffed based upon the PTR as a measure than the previous year, but retention did seem to have improved for some groups of early career teachers. Whether this is the start of a trend or just a pause on a downward trend we will need to wait another year to discover.