Tag Archives: recruitment

More teachers take maternity leave

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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

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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.

Start worrying about September 2023

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While I have been waiting for the DfE to produce the June data about admissions and acceptances to ITT postgraduate courses, I thought that I would have another look at the percentage of courses no longer showing as offering vacancies as listed on the DfE website.

In passing, UCAS used to publish a calendar of dates when the monthly data would be published and generally stuck to that regime. There seems to me to be little logic to the reporting by the DfE this year.  

Anyway, what are the portents for September, and thus for the recruitment round that will provide staff for schools in the 2023/24 school year? Sadly, they don’t seem great.

The data I used matches ‘courses with vacancies’ against the ‘all courses’ number. Now, of course, a course may only have one vacancy or many, and the data doesn’t show that information, useful although it might be to applicants trying to decide where to apply to at this point in the cycle. I assume that those advising applicants are privy in order to use the data to help maximise successful outcomes.

Below in the table is the percentage of courses with vacancies ranked from least to most.

Subject24th June vacanciesall courses% with vacancies
Psychology2810626%
Latin51631%
Social Sciences3611531%
Classics71839%
Heath & Soc Care163644%
Comms & Media Studies183946%
Physical education26256347%
Dance357050%
Business studies17027263%
History40664263%
Drama22735065%
Economics253866%
Computing37356166%
Art and design32547968%
Music26638769%
Primary1200171670%
Citizenship142070%
Design and technology35049471%
English57580871%
Modern Foreign Languages69196672%
Religious Education34748072%
Mathematics63087172%
Chemistry56176673%
Geography50167175%
Biology55173375%
Physics60779676%
Science212584%
Source: DfE website

Only ten subjects have more than a third of courses currently ‘closed’ with no vacancies. The assumption must be that these courses are ‘full’ although there might be other reasons for the course not shown as currently offering vacancies.

Leaving out the small number of ‘science’ courses, there are three subjects, biology, physics and geography with more than three quarters of courses still returned as with vacancies. Even the primary sector has 70% of courses with at least one vacancy.

Such high levels of courses can be seen as a ‘good thing’ if there happens to be a flood of late applications. However, it is possible some school-based providers will no longer recruit after the end of term, and are thus not taking applications after the end of next week.

If the ability and willingness to recruit throughout the summer is not a criterion for re-accreditation then it ought to be, otherwise the government risks shooting itself in the foot by missing out on late applicants. There are those that don’t decide to become a teacher until August, and want to start in September.

As Teach First has started recruiting again, for this summer, it looks fair to say that that data are pointing to 2023/24 being another challenging year for schools needing to recruit staff. Currently, the average number of vacancies for schools in London and the South East stands at 10 per school.

TeachVac’s Premium Service helps schools connect with potential applicants for a fixed annual price of a maximum of £1,000 or £20 per week. With TeachVac’s growing list of teachers and trainees the service offers excellent value for money.

Academies dominate teacher recruitment market

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TeachVac, the National Vacancy Service for Teachers, has estimated from an analysis of its data that 65% of teacher vacancies in 2022 have been placed by either MATs or stand-alone academies. Maintained schools, more common in the primary sector, where nationally advertised vacancies tend to be fewer in number, have accounted for only 35% of vacancies.

Multi-Academy Trusts (MATs) with more than 100 vacancies so far in 2022 accounted for 19% of the overall total of vacancies, and a higher proportion of the vacancies for secondary teachers.

One large MAT has posted more than 1,000 vacancies so far in 2022. There is an interesting question for the sector arising from this, as that MAT is one of those selected by the government to lead the new Institute of Teaching. Will there be a barrier between one side of the business and the other or will the MAT be in a more favourable position to recruit trainees than other MATs and maintained schools?

Recruitment has never been level playing field. Indeed, in 1995, I made just this point on page 213 of a book by Bines and Welton entitled ‘Managing partnership in teacher training and development’. Interestingly, I also pointed out in that chapter the need to integrate professional development into a programme that stretched beyond the then probationary year. Some things never change.

In order to meet the demands for teachers that have seen record levels of demand by schools this year, TeachVac, the on-line job board where I am Chair has just launched a new Premium Service that places subscribers’ vacancies at the top of the list of matches sent out each year.

TeachVac’s basic service remains free to schools, but the Premium Service that lists vacancies at the top of the daily match list sent to users costs £1 per match up to a maximum charge per school of £1,000 +VAT per annum for secondary schools and less for primary schools. As more schools sign up to the Premium Service the cap could be reduced to £500 per annum. With approaching 80,000 vacancies handled in 2022 to date and more than 1.8 million matches the premium service offers outstanding value for money and as more teachers sign up to the platform will over even better value. Schools can find out more at enquiries@oxteachserv.com or by messaging me directly.

Recruitment for unexpected January 2023 vacancies and for September 2023 will be challenging and as MATs and academies are currently putting their finishing touches to their 2022/23 budgets, now is an excellent time to adopt TeachVac’s No Match: No fee Premium Service with its cap on annual expenditure that can be built into the budget.

TeachVac doesn’t waste money on the hard sell. Sufficient schools have signed up to produce 1,100 matches through the Premium Service in June alone, after the May deadline for resignations. We believe that results are the best form of marketing. 

Pay primary school teachers less?

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A common pay scale for all teachers has been a feature of pay policy in England since at least the 1950s. It is a surprise to read in a study published today by the NfER; a study supported by The Gatsby Foundation, the following paragraph.

‘Separating the primary and secondary teacher pay scales could be effective at targeting resource where it can have greater gains in terms of overall teacher supply, in a way that is cost neutral within an existing spending envelope.’ The impact of pay and financial incentives on teacher supply – NFER

Adopting this solution would breach this long-standing arrangement of a common pay  scale for all qualified teachers subject to regional differences. Of course, there has never been pay parity between the two sectors because, as NfER comment, and readers of this blog with know, it is easier to recruit teachers to the primary sector than to some subjects in the secondary sector. Up to now, incentives have been targeted at specific subjects where there are shortages. So, on teacher preparation courses, some trainees receive greater encouragement than others through the use of bursaries on the largest route into teaching. However, on other routes, such as Teach First, this differential doesn’t seem to apply. Both history and physics trainees receive a salary.

Before schools were provided with budgets, and a National Funding Formula based on average salaries was introduced, the allocation of the number of promoted posts differed between primary and secondary schools, to the advantage of the latter. This was, I am sure an indirect way of creating pay differentials for classroom teachers between the two sectors that was acceptable to the then Trade Unions that recognised the differences in recruitment challenges between the two sectors.

The NfER make the point that paying teachers in different sectors at different rates is already to be found in some other countries. The cite the fact that starting salaries for secondary teachers in Finland are 15 per cent higher than their primary counterparts, and secondary starting salaries are 6 per cent higher in Sweden, as evidence of the case for introducing differential salary rates. It is an interesting argument, but I am not persuaded. Evidence about recruitment to the primary sector largely only available at the macro level as anyone with QTS can be recruited to any post, and it isn’t clear if there are specific challenges in some subject specialisms and age-related posts.

The NfER report that is well worth reading despite this recommendation does make the point that I have made regularly relating to the relationship between the wider economic situation and recruitment into teaching. This was last apparent at the start of the pandemic when a fear of mass job losses before the furlough scheme was introduced caused a short-term serge of interest in teaching as a career. The NfER study makes the point that at present the graduate labour market is stronger than the government seems to appreciate.

Perhaps the most depressing feature of the report is the fact that neither physics nor IT will ever meet the target number of trainee teachers required on any of their scenarios. The government really does need to address the issue of teacher supply, not only in these subjects but also across the board.

TeachVac’s intelligence reports

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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.

Government action on teacher supply crisis

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Yesterday, the government made two important announcements. Firstly, they capped the rate of interest on student loans at 7.3%, instead of the projected rate of more than 12% from September. The latter rate was based upon current rates of inflation. As the government press notice helpfully explains:

‘This is the largest scale reduction of student loan interest rates on record and will mean, for example, a borrower with a student loan balance of £45,000 would reduce their accumulating interest by around £180 per month compared to 12% interest rates. This is on the total value of the loan, as monthly repayments do not change.’ Student loan interest rates capped – GOV.UK (www.gov.uk)

So, the balance doesn’t change and could still be increasing if a graduate’s earnings are not enough to match repayment rates. However, the move must be regarded as at least a step in the right direction. Regular readers know that I don’t think that graduates should need to take out loans to train to teach in state schools.

The other piece of news way a widening of the welcome to teachers trained anywhere in the world by the DfE, and thus no longer limiting QTS to just EU/EEA and Gove approved countries. England opens doors to world’s best teachers – GOV.UK (www.gov.uk) There is a section on the Teach in England pages on the DfE website dedicated to helping teachers from overseas teach in England Teach in England if you trained overseas | Get Into Teaching (education.gov.uk)

The site helpfully reminds teachers about the 4-year rule that doesn’t require QTS

Employing overseas teachers without QTS (the 4-year rule)

Overseas teachers can teach in maintained schools and non-maintained special schools in England without qualified teacher status (QTS) for up to 4 years. This is called the 4-year rule.

It is illegal for overseas teachers to continue working as a teacher in a maintained school or non-maintained special school in England for longer than 4 years without QTS unless there is another legal basis to teach.

The 4-year rule applies to overseas teachers who meet all of the following conditions:

  • they have qualified as a teacher in a country outside of the UK
  • they have completed a course of teacher training that is recognised by the competent authority of that country
  • they are employed in maintained schools and non-maintained special schools, but not a pupil referral unit

Bizarrely, the DfE then reintroduce the term ‘instructor’ that disappeared in favour of ‘unqualified teacher’ more than a decade ago. It would, of course, be insulting to call these teachers ‘unqualified’. Here’s what the DfE says

 ‘There is no definition of special qualifications and experience. These are matters that the local authority or governing body need to be satisfied with. An overseas teacher can only be employed as an instructor if they have the special qualifications or experience needed for the instructor post.’

Overseas teachers can also work as teaching assistants (without QTS) for any period of time.’

Make of that what you will. However, I take it to mean that the four-year time limit can be disregarded on the basis of experience alone due to the judicious use of the word ‘or’.

Of course, all overseas teachers without ‘leave to remain’ will need to meet the demands of the points-based immigration system introduced by the present government. The scheme may limit the numbers actually recruited.

The government as also been putting flesh on the bones of its iQTS scheme for teachers to train overseas.

How all these measures dovetail into the re-accreditation of teacher education to produce a holistic strategy for staffing state schools across England remains a bit of a mystery to me. But no doubt Ministers have a cunning plan to ensure no pupil is taught by a teacher lacking the appropriate skills and qualifications

BEd degrees are best?

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According to data published by the DfE yesterday, the undergraduate route into teaching might be the least costly way of entering the profession. Joining a salaried scheme comes next, and taking a postgraduate course is the most expensive route, at least in the short-term. Graduate labour market statistics: 2021 – GOV.UK (www.gov.uk)

According to the DfE report graduates in the 21-30 age group had an average salary of £27,500. Any new teacher from an undergraduate route that can beat that average on entry into teaching is going to be better of that someone starting a postgraduate teaching course where they have to pay a fee to take the course of training. That’s before the still relatively generous teachers’ pension contribution is taken into account.

The average salary for postgraduates in the 21-30 age bracket in the DfE analysis was £32,000, already above the announced £30,000 national starting salary for teachers. By joining Teach First or another salaried scheme, graduates can mitigate against part of the loss of earning in becoming a teacher.

The problem for students is that undergraduate routes into teaching barely exist for secondary school subjects and have been cut back recently for potential primary teachers. It would be a supreme irony if less well qualified eighteen year olds we accepted onto undergraduate degrees to train as a teacher than those accepted onto graduate courses, but ended up earning more than their compatriots that opted for a subject based degree on leaving school rather than vocational training.

I have long argued that if we pay trainee soldiers, including officer cadets at Sandhurst that are graduates, we should also pay trainee teachers. However, The Treasury has always taken fright at the cost of doing so. Now might be a good time to review this policy with the same set of data from the DfE also showing 87% of young postgraduates in employment with almost 73% in high-skilled employment. Although a slight drop from the 2020 data that still doesn’t leave much of a pool to attract to teaching unless the pay and conditions are right. Even more worrying was the increase in employment rate for graduates, both overall and in high-skilled employment. Being a graduate seemed to be a better prospect overall than not taking a degree whatever some people say about too many students going to university.

As expected, being female and from a minority community doesn’t help earning overall. Since starting salaries in teaching should not discriminate on anything except the geographical location of the school, these groups might be expected to benefit from a teaching career in salary terms. Certainly, as the previous post noted, the percentage of females in the teaching workforce has continued to increase.

This data was compiled before the present cost of living crisis that will be a major test for the Secretary of State for Education. In a labour market where teaching is now a global career, and trainee numbers have been insufficient for years, letting pay and conditions deteriorate too far could be a calamity for UK plc and the future economic success of the country.

Worse secondary PTR

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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.

May 2022 – a month to remember

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May 2022 was a record month for advertised teacher vacancies in England. TeachVac www.teachvac.co.uk the job board I helped create eight years ago reached the milestone of one million hits on its website in a single month for the first time. Overall, in the secondary sector, TeachVac recorded details of more than 14,000 classroom teacher vacancies, including those with TLRs attached during May 2022. There were also almost six and a half thousand primary vacancies during the month.

In the light of what will be a challenging period between now and early 2023, when the next influx of jobseekers enters the market, TeachVac launched its Premium Service of No match: No fee to put subscribing schools at the head of the daily match list. Take up of the service that costs only £1 per match, with a maximum annual charge per school of £1,000 for secondary schools and £250 for primary schools, has already exceeded expectations, and more schools and MATS are on the way.

Schools in the South East should be especially interested in accessing TeachVac’s pool of job seekers. In the South East region, TeachVac recorded more than 3,000 vacancies during May, nearly 1,000 more vacancies than last year. Finding candidates in many subjects for any late September vacancies, and especially for unplanned January 2023 vacancies, will be tough in many different subject areas.

Combining history with Religious Education; PE with science and art with design and technology and wording vacancies advertising appropriately might just be a cheaper strategy for schools than spending lots of money on advertising. Using no find no fee agencies can also pay dividends, but can be expensive

Schools shouldn’t forget teachers returning for service overseas. Southern Hemisphere schools end their school year in December, so staff can be available for a January start and certainly a spring half-term arrival after allowing for time to relocate.

The government’s announcements on a new graduate visa scheme may also prove useful to schools, especially if the Migration Advisory Committee were to accept that there were now teacher shortages in more subjects than at their last review of the market.

As I wrote in my previous post, the closure of the civil service Fast Track Scheme for 2023 might attract some of those aiming for the civil service into teaching instead. This could be good news for Teach First next year.

Pressures in the primary sector may be more regional than in the secondary sector, with parts of the north of England unlikely to experience significant shortages, except in some rural areas and in schools in challenging circumstances.

The present re-accreditation of ITT providers and the new overarching framework for ITT, a framework that reminds me of the Area Training Organisational structure of the post-war period, must not create parts of the country where too few teachers are being trained for the needs of the local schools.

Finally, someone should ensure that career changers unable to move to a job anywhere outside their local area are not ignored as too expensive by schools. We cannot afford to waste any talent.