A key question for the new government is how to tackle the teacher recruitment and retention crisis. Indeed, after over a decade of missed national recruitment targets and real-term teacher pay levels falling against other sectors, ‘crisis’ may not even be the right word.
Labour has clearly come in armed with the energy and determination to tackle the root causes of the problem. Their recent decision on a 5.5 per cent pay rise for school teachers (mostly funded by the department for education) is a powerful first step. It acknowledges the value of teachers and sets the stage for more meaningful reforms.
Meanwhile, Bridget Phillipson’s announcement that teachers can soon use their PPA time at home is also refreshing. This flexibility is essential to making teaching a viable, long-term career choice, especially for young professionals and those juggling work with care-giving responsibilities.
However, the sector does need the government to publish its teacher recruitment and retention strategy soon. Labour’s manifesto hinted that it may include revisions to the Early Career Framework (ECF) and the introduction of a teacher training entitlement. (Is it too much to hope for the same 100 annual CPD hours the Singaporean government lavishes on its teachers?)
Imagine this: a revitalised ECF that sets high standards for professional development and adapts to the unique needs of each school and its early career teachers.
By refining governance and accountability frameworks, the government can ensure the ECF isn’t just another box-ticking exercise but a dynamic tool empowering teachers and mentors alike. With regards to the latter specifically, a mentor accreditation process that recognised their crucial role in maintaining high standards and elevating the profession could be transformative.
Read the full article on Schools Week.