The ongoing teacher retention crisis in England not only undermines the stability of our education system but also incurs significant economic and quality-related costs. With 468,000 full-time equivalent teachers currently in state-funded schools, teacher salaries and benefits consume between 60%-75% of the Department for Education’s annual budget. This financial outlay highlights the critical need for strategic investment in areas that can enhance teacher retention and system efficiency.
Despite the critical role teachers play, the retention rates in England are alarming. A considerable number of teachers leave the profession within their first few years of service. For instance, 27.1% of those who began teaching in 2016 had left by 2019. The situation worsens with the added pressures from workload increases, particularly felt after the pandemic, driving experienced teachers away at a rate not seen since records began.
Moreover, recruitment struggles continue, especially in secondary schools and specific subjects like physics and modern foreign languages, exacerbating the retention crisis further. Comparatively, England has higher teacher attrition rates than many OECD countries. For example, France reported a resignation rate of only 0.4% in the academic year 2021-22, while England's was 21 times higher at 8.7%.
The economic implications of losing teachers are vast, with over £1 billion spent annually on supply teachers due to regular attrition. This disruption also affects educational quality, impacting student outcomes and, by extension, the future workforce's skills and productivity. The constant need to fill vacancies and train new staff not only drains financial resources but also diverts time and energy from educational improvement efforts.
Investing in high-quality CPD for teachers is not merely an educational expenditure but a strategic, high-impact investment that promises substantial returns. Research indicates that introducing 35 hours of high-quality CPD annually could significantly boost student lifetime earnings by enhancing educational outcomes.
Financially, effective CPD can decrease teacher attrition by at least 2%, potentially retaining up to 12,000 additional teachers each year. This retention translates into reduced recruitment and training costs, and a more stable, effective teaching workforce. A 10-year policy of providing annual CPD could generate a net societal benefit estimated at £61 billion in the UK, far outweighing the costs.
Allocate additional funding: An additional £210 million should be earmarked annually to ensure all teachers in England have access to 35 hours of high-quality CPD.
Evaluate and monitor CPD impact: The Department for Education should commission independent evaluations to assess the impact of CPD on teacher retention, ensuring the CPD provided is of high quality and tailored to different subject needs.
Cost-effective CPD modelling: Treasury should model the economic implications of various CPD investment levels on teacher retention rates, adjusting strategies to maximize return on investment.
Subject-specific Investment: Recognize that CPD needs vary by subject; areas with acute retention issues may require more focused investment.
Sustainable CPD funding models: Consider the direct and indirect costs to schools, promoting models that maximize uptake and effectiveness, such as subsidizing CPD costs to remove financial barriers for schools and teachers.
In conclusion, the teacher retention crisis in England is not only a pressing issue but also a costly one, with far-reaching implications for educational quality and economic stability. Investing in CPD is a proven strategy to mitigate these challenges, providing both immediate and long-term benefits to teachers, students, and the broader society. It’s time for strategic, informed action to support our educators and ensure the resilience of our education system.