Improving Recruitment in a challenging climate*Liam Collins FRSA (@kalinski1970)

* I don’t have the answers

Context• Good School, hopefully moving to great• VA 1012 (32nd percentile) • Value Added KS5• Small (ish) school• Members of Teacher Development Trust• No graded lesson observations• Personalised CPD• No blame culture• Differences in style of teaching celebrated• No colour pen preferred• No triple marking• All observations are developmental – Lesson study, lesson

study light, live coaching• The ‘O’ word is banned in the school

Underpinned by this philosophy

“If there was no Ofsted, no league tables, no SLT... just you and your class..what would you choose to do to make it GREAT? Well do that anyway...”

Tom Sherrington

Do what makes your pupils successful…

If a teacher can get amazing pupil outcomes from using films, Mr Men, constant teacher talk, or rote learning, then power to their elbow.

Laura McInerney

But! Test it. Question it. Share it.

And…

So…easy to recruit teachers then…?

Number of applicants2011/12 2012/13 2013/14 2014/15 2015/16

Head of Maths 3 - - - 1

Maths - 0 3 0 0

English 3 - 1 1 -

Geography 4 - 0 3 -

History - 3 2 - -

MFL 2 0 1 0 0

Head of Science 3 - - - -

D&T - - - 1 -

RE 2 - - 0 0

Drama - - 2 - -

Total 17 3 9 5 1

Cost £7,020 £3,510 £7,020 £7020 £5,850

Cost per applicant £412 £1,170 £780 £1,404 £5,850

So for us, this situation is not new, but it is still getting worse

Marketing a Position – Head of Maths Example• TES Silver (£1,170)• Newly written candidate pack• Use of social media (Twitter gained over 100 hits to website)• Personal phone calls and emails• At least 4 candidates said they were going to apply, all gained pay-rises at their

current school• One applicant from USA!• Interview via Skype• Offer• Candidate has more than one offer, due to her request to her previous school for a

reference• More phone calls and emails• Additional costs of relocation, Visa application etc.• But position accepted

One word sums it all up…

EXHAUSTING

janeldrewisanimation.blogspot.com

One bonus is that once here they stay!

Improving Recruitment in a

challenging climate*

* I don’t have the answers

Solving Recruitment

•Ways in•Keeping them in

(which Tim will be covering)

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Key Facts NAO report “Training new Teachers”. 10/02/16

4Years since the DfE’s trainee recruitment targets were met

Yet 155 school-centred training compared to 56 in 2011/12

841 School Direct partnerships in 2015/16 compared to none in 2011/12

These are very worrying based on the new Maths curriculum and the threat of compulsory languages

I worry about these courses surviving. We are having to remove courses because we can’t find the staff

Reason we are missing targets?

Choice of provider by region

The number of applicants for teacher training courses has continued to fall with new figures showing a drop of more than 4,500 compared to last year.

Trainees Entering Teaching – good news?

The latest initial teacher training statistics show that almost nine out of ten trainees who gain qualified status (QTS) are in a teaching job six months later

Cost of Routes

Cost/benefit – highest cost is Teach First

However, there is no data collected on any other route and retention rates?

Getting the figures or Zombie Stats

The correct data to use if you want to see how many people gain QTS and then don't start teaching shows just 15% of those who gained QTS in 2012 were either not in a teaching job or had an "unknown" status six months after completion. It was 16% in 2011.

ITT Performance Profiles 2012-13 Statistics - NCTL

Opportunities? Men

DfE Statistics: school workforce SFR21/2015

Opportunities? Increase BAME

DfE Statistics: school workforce SFR21/2015

So the major problems are…• We have confused ways in to training• It is expensive to gain a degree and then a PGCE• There is very little planning in trainee teacher recruitment• The cut offs on trainee numbers have created a perverse

incentive to recruit quickly rather than carefully• There are regional issues that are causing regional

shortages• The most expensive route in has a two year cliff edge on

retention• The profession is not attractive

A promise…we will try to solve some of these issues

later

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