Foundation for Education Development Round Table
Part of 150th Anniversary of the 1870 Elementary Education Act
A synopsis of my presentation
Education workforce
Teacher supply over the past 150 years, and certainly since World War Two, has been a perpetual cycle or more accurately a sine wave, moving from shortage to surplus to shortage, mostly governed by the coincidence of the economic and demographic cycles.
All schools are often only fully staffed when pupil numbers are low and the economy is in recession. A buoyant economy; rising birth rates and increases in length of education have created shortages that have most affected schools serving our more deprived communities.
The current situation
What are some possible issues within the workforce? Here are three dichotomies to consider:
Career Development
Personal Goals v System Needs
At every stage there can be tensions between the career goals of teachers and the needs of the system to fill vacancies at every point in the system from classroom teachers to head teachers in schools and the many roles beyond schools that need expertise in teaching. For example, the tension over seen in supporting candidates for headship when a school may lose a highly able deputy.
However, schools with a good track record of staff development attract staff that want to work in such environments and the turnover is more than compensated for by the staff attracted.
Teachers need support at every stage of their careers and currently CPD is not treated with the attention it deserves.
Where to work
Market v Direction
England has a very market-based approach to teaching jobs. A teacher is in charge of their own career and there is still little advice available. When should you seek more responsibility? Is it ever too late to look for a new post? Is there hidden discrimination in appointments?
In some countries, teachers are civil servants, and are directed where to teach. New teachers may serve early stages of their careers in challenging locations that contain posts that are otherwise hard to fill. Governments in England have dabbled with the idea of ‘direction’ from Fast Track to the coalition government’s desire to parachute heads and middle leaders into certain schools and the discussion of ‘super-heads’, but the market system has so far triumphed. That triumph has been at a significant financial cost to schools and teachers.
Both approaches have advantages and challenges. As noted, one approach is expensive, with schools spending millions of pounds on recruitment advertising for a process that should cost less than £3 per vacancy. (TeachVac data) The other takes away freedom from individuals – that freedom was a reason I became a teacher not a civil servant. But, as teaching is becoming a global career, can we afford to lose large numbers of teachers overseas?
Making teaching an Attractive Career
Intrinsic v Extrinsic Factors
Teachers don’t usually join just for the pay, but there are few other ‘perks’. Teachers work an ‘employer-directed form of flexitime and on balance have seen other workers catch up on the holiday front, This year has revealed how important teachers are as key workers and how well regarded they are by sections of society. Their workload needs to be constantly monitored and the implications of the changes in technology on re-training are not insignificant.
Finally, the importance of both
Morale and Accountability
These are not alternatives, but essential considerations for an effective teaching profession. Overload accountability and create low morale and there is a problem. At present we need to ensure teachers and leaders feeling drained by their efforts don’t leave the profession because they feel under-valued, especially by government.
To end with a personal plea: To celebrate the 150th anniversary of State Funded Schooling
Make ‘TEACHER’ a reserved occupation term
And as a bonus, create some Regis Professorship of Education as well, to demonstrate the status of the profession.