What’s happened to our young teachers?

Last week the publication of the DfE’s School Workforce Census data revealed the lowest number of Qualified Entrants into the profession in England since 2011/12. The number given for 2019/20 was 43,405 and for 2011/12 42,434. In 2014/15 the number was just over 50,000.

Now, there may be several possible reasons for the low number this year. There might be more unqualified teachers in classrooms. Although possible, the decline in School Direct Salaried route into the profession and an absence of significant growth from Teach First makes this unlikely to be the reason. Are school rolls falling, meaning less demand for teachers. Well, they are at the bottom end of the primary school, in Reception, but not elsewhere and, in the secondary sector, intakes were higher in September 2019 than the previous year.

Perhaps existing teachers were staying put? It is certainly true that fewer teachers retired or left the service than in the previous year, so that might possibly have produced less demand for new teachers. Of course, that is a complex picture, especially in the secondary sector, where demand may alter by subject.

Another reason might be that there was a demand for teachers, not met because of insufficient trainees. It is true that entry into training in 2018, the new entrants into schools in 2019, didn’t meet the expectations of the Teacher Supply Model across the board, but it wasn’t an especially poor year for recruitment on to teacher preparation courses.

Worth considering as a reason is that pressures on school funding reduced the demand for teachers and, as a result, there were fewer entrants. A quick look at changes in Pupil Teacher Ratios over time suggests that this may well be part of the reason.

Schools, especially secondary schools, are also remodelling their workforce and may be employing fewer Qualified Teachers. A glance at the DfE’s vacancy web site now shows a range of tutor and other job titles not paid on the Teachers Pay Scales. Indeed, last week, some 24% of vacancies listed by the DfE didn’t require ‘Qualified’ teachers to fill them.

A significant proportion of the reduction in entrants is among those aged under 25. These will mostly be newly qualified teachers either entering directly from their preparation course or after a short time.

Entrants to Teaching Under 25 and Qualified Teachers2011/1211,253
2012/1312,843
2013/1413,405
2014/1514,483
2015/1615,001
2016/1713,471
2017/1812,375
2018/1911,840
2019/2011265
Entrants to Teaching – Qualified Teachers

Source DfE School Workforce data abstracted by author on 6th July 2020

Since 2015/16 the number of Under-25s that are Qualified Teachers entering the profession according to the DfE data has declined by around 3,700. A drop of some 20% from the peak in the past nine years. Since this is the age-group from which will come future school leaders, such a decline must be viewed with concern.

In the current world of reduced vacancies, this data, if correct, should start a conversation about the teachers schools are choosing to employ for the vacancies that there are? NQTs or experienced staff?

I have written elsewhere about the idea of a supernumerary scheme to ensure the profession doesn’t lose large numbers of new entrants, especially if many of the Class of 2020 cannot find teaching roles. They are a valuable resource and should not be overlooked. Without their services, schools might not be able to survive a second wave of teachers taking time out due to the need to self-isolate following local lockdowns during the autumn and winter.

Firm but understanding

Teachers are graduates, and many that enter the profession come from backgrounds that are comfortable, although not well-off. By dint of being a graduate they have generally been successful at school and college; perhaps even more successful than some of those they have followed as teachers. I wonder, having failed ‘O’ level English and just scrapped maths, whether these day I would be allowed into the sixth form to gain 3Bs at ‘A’ level and a pass in the ‘special paper’ in geography?

Fortunately, not achieving at 16 need not the be all and end all, it was too often in my day, and there are those that become teachers after persevering at learning, sometimes well into adult life: I salute them. Indeed, we need to encourage more such learners as a potential source of new teachers.

Why am I writing this post? Well, for two reasons. Firstly my attention has been drawn to a range of books for new and early career teachers designed to help them navigate through their training year and first two years of teaching. The series has been launched by the National Association of School-Based Teacher Trainers (NASBTT). This blog recognises the excellent work teacher trainers and groups such as NASBTT undertake in preparing new entrants into the profession and increasingly with their concern for post-entry professional development. The first two books, in what will be a series, are now available to order at https://www.nasbtt.org.uk/essential-guides-early-career-teachers/

My second reason for this post is not unconnected to the first. In the past week, I have attended presentations by amongst other the CEO of Child Poverty Action Group; The Rees Centre on Children in Care, about exclusions among such children, and the report of the local Safeguarding Board for Children. I was also privileged to attend the local Music Services’ awards evening where more than 50 groups and individuals received awards for various aspects of music and musicality.

What is the significant of these events for new teachers? Many of the problems they face in the classroom come from children with backgrounds different to their own. Understanding that for instance many children in care lack self-esteem and self-confidence, and consequently are not so much ‘naughty’ or ‘ill-disciplined’ as emotionally challenged, and even seeking attention. It’s hard understanding as a teacher what it must be like to come home from school and find your belongings in bin bags and social worker waiting to take you to a new placement. Even if you can remain at the same school it’s tough; changing schools as well mid-term is even harder.

I know that one of the books yet to be published in the NASBTT series is about discipline. I hope another will help new teachers fully understand what some children bring with them to school each day. Whether they are in care; from families facing poverty; confronting safeguarding issues or even acting as a young carer, teachers need to be aware of what this can mean and how they should respond.

Too often, compared with say attitudes in Scotland, where exclusion rates are much lower, England has official documents couched in punitive language. Perhaps the new government, after the election, will look at this aspect of schooling. More cash is needed, but so is a recognition of what is driving the attitudes of so many children in our schools today.  There is a place for compassion as much as for compulsion.

Retention still an issue?

The School Workforce data for 2108 published yesterday is always worthy of several posts on this blog. Indeed, this is the third in the series so for about the 2018 data. You can find the data at https://www.gov.uk/government/statistics/school-workforce-in-england-november-2018

Slightly fewer teachers left the profession in the year up to the 2018 census than in the previous year, 42,073 compared with 44,376. This was a reduction in the percentage of the teaching force departing, from 10.2% to 9.8%, the lowest percentage since 2013. However, apparently, only among the over-55s did the percentage of the age group leaving decline. This suggests that more teachers may be remaining in service longer and the number retiring early may be falling. Certainly, the number of recorded retirements reduced from 8,188 in 2017 to 6,294 in 2018.

This blog has raised concerns about the growing loss to the state school system of teachers with five to seven years of experience, those that might be expected to take up the middle leadership vacancies. In the data released, the DfE have updated the table of the percentage of the cohort starting in a particular year remaining in each subsequent year. This Table has data that stretches back to the 1996 entry cohort, of whom 45.9% were still teaching in state schools some 22 years later. The notes to the Table suggest there may be some under-recording of part-time teachers, by about 10%.

Of more interest is the fact that the 2018 entry cohort was the smallest since 2011, and, at 23,820, almost exactly the same as last year’s 23,829 entrants. Only among teachers with 10 years’ service was the percentage remaining in 2018 above the percentage reported last year, at 62% compared with 61.7%.

Record lows abound across the Table, with the 70% level now being breached after just four years and the 60% level after 11 years of service. Of course, there was a data collection change in 2010, when the School Workforce Census was introduced, although the Database of Teacher Records is still used to help provide a complete picture where schools do not fully complete the Census each November.

The DfE is yet to update the Teacher Compendium that put real numbers to the percentages and allows for analysis by different phases and secondary subjects https://www.gov.uk/government/statistics/teachers-analysis-compendium-4 and although the overall picture is helpful to know, it is the data relating to certain subjects and teacher retention that is of even more interest, as would be data on geographical trends in retention. Do more teachers in London leave teaching in state schools earlier than those in the north of England and in the South West?

Interestingly, young women teachers under the age of 30 earn more than young men in both the primary and secondary sectors and also across both maintained schools and academies. However, the effect or differential promotion rates and greater numbers of women taking a break in service for caring responsibilities means that as a whole male teachers on average earn £1,400 more than their female compatriots. However, there are more women in the primary sector earning more than £100,000 than there are men. The same cannot be said for the secondary sector.

Job listings for teachers

There was an interesting meeting/workshop at the DfE yesterday. The focus was on their embryonic (and expensive to produce) ‘job listing service’, to use its current working title. There were more DfE representatives in the room – were they being paid London salaries – than the whole workforce of TeachVac www.teachvac.co.uk that is located on the Isle of Wight. This is surely the sort of project that could have been outsourced to an area of high unemployment to boost a local economy, maybe it is and I am doing the DfE an injustice?

Anyway, private BETA testing is now taking place in part of Cambridgeshire and the North East of England. The aims include providing better data for the DfE. They won’t have any for this recruitment round, so they might like to view this post https://wordpress.com/post/johnohowson.wordpress.com/2542 where I commented on the situation in London.

Those of us attending the event were told not to take photographs of the slides of the entry screens to be used by schools to log jobs. However, anyone that wants to see what the system might look like has only to log on to https://nationalcareersservice.direct.gov.uk/job-profiles/secondary-school-teacher to have some sort of idea of what the site might look like, as the DfE team are using the gov.uk standards and templates from ‘scheme.org’.

In her introduction, the deputy director at the DfE responsible for this work area said the goals included:

  • reducing the time and cost to schools – TeachVac does both of these already and
  • making finding jobs easier – but no evidence was provided as to what was wrong with current job boards and other means of finding vacancies for teaching posts.

However, the Deputy Director did say that job seekers had told them that poor quality listings make finding jobs difficult. I challenged her to publish the evidence on this point, as TeachVac welcomes feedback and the team in Newport want to know if the DfE has evidence from users about TeachVac. Sadly, I didn’t receive an answer to the direct question.

There is a hunger out there for a vacancy listing service from schools and I believe TeachVac offers the best free national vacancy service currently in operation. TeachVac hasn’t required a penny of public money. If you agree there is a need, go to https://petition.parliament.uk/petitions/214287 and add your name to the petition. But also go to www.teachvac.co.uk and register as a teacher and make a free search. Then ask yourself what more do I need to know when looking for a teaching post? Let the team know your thoughts.

TeachVac may not look like a wonderful up to the minute site, but it works and you only see the front end screen when you register or change your preferences, so all the investment goes on making the system work for you.

TeachVac is a closed system – you cannot view all the jobs on offer and that is deliberate. No agency can download all the jobs. The risk of the DfE’s ‘open’ system is it provides an incentive for commercial companies to capture applicants – especially new entrants from training – and sell them to schools for a finders’ fee.

An outcome where the DfE destroyed the present market, only to create new commercial opportunities in the recruitment market at even greater cost to schools than the present system would not be a sensible or desirable outcome. But, it is a risk of the present approach using an ‘open’ system.

Is the DfE work value for public money/ That’s for others to judge, but if you haven’t tried TeachVac yet, www.teachvac.co.uk then please do so before making up your mind.