With the ongoing recruitment and retention crisis, schools and academy trusts are seeking innovative ways to draw in new talent and retain experienced staff, offering perks that are uncommon in many other sectors.

Government Encourages Greater Flexibility

The government, as part of its efforts to boost teacher numbers, is encouraging schools to allow teachers to carry out more planning at home. However, some experts believe the sector must go further to compete with other professions, particularly in areas such as pay and career development.

Teach First, an education charity, recently published a report advocating for every teacher to be given a "flexibility" entitlement. This could include short-term secondments in other sectors or career breaks for unpaid leave.

Schools Lead the Way with Innovative Solutions

Several schools have already begun implementing new approaches. All Saints Catholic College in west London is giving its teachers a double period off one morning each week. Headteacher Andrew O’Neill compares teaching to an elite performance profession, stating that it’s crucial to treat teachers with the same care and consideration as top athletes.

This initiative has already proven popular, with staff using the extra time to rest, exercise, and spend time with family. English teacher Bethany Ames noted, "When they come in, they are very happy," after their extra morning off.

Nine-Day Fortnight Introduced by Some Academies

Meanwhile, the Dixons Academies Trust has introduced a nine-day fortnight across its 16 schools and one college. Staff still receive full pay but only need to be physically present nine days out of every ten. Luke Sparkes, the trust leader, said this gives teachers more autonomy over their time, allowing them to choose how to use the extra day.

While the initiative is still in its early stages, it is hoped that this reduction in workload will lead to better staff wellbeing and reduced absenteeism.

Challenges in Recruitment and Retention

Recent data from the Department for Education (DfE) highlights the challenges schools face in retaining teachers. The latest school workforce census revealed that nearly as many teachers left the profession as joined it over the past year, with vacancies rising by 20%.

Teach First’s CEO, Russell Hobby, stressed the importance of adapting teaching conditions to meet the expectations of the next generation. He noted that while younger people respect the profession, many are deterred by perceptions of stress, low pay, and underfunding in schools.

Addressing the Need for Pay and Conditions

Although flexible working initiatives are a step in the right direction, some education leaders argue they won’t be enough to resolve the recruitment crisis. Pepe Di’Iasio, general secretary of the Association of School and College Leaders, believes that pay and conditions need significant improvement to address the scale of the problem.

Paul Whiteman, general secretary of the NAHT school leaders’ union, added that teaching must compete with other professions offering flexible working options if it is to successfully navigate the ongoing crisis.

Government’s Response

In response to concerns over teacher recruitment, a Department for Education spokesperson highlighted the government’s commitment to supporting teacher wellbeing. This includes steps to reduce workload pressures and clarify that teachers can plan lessons from home.

As schools continue to explore new ways to support their staff, the hope is that such initiatives will improve job satisfaction and make teaching an appealing option for new graduates.

‍