Teacher Recruitment and Retention Strategy

Angela Rayner Excerpts

Monday 28th January 2019 Commons Chamber

[Angela Rayner (Ashton-under-Lyne) (Lab)]

(Urgent Question): To ask the Secretary of State for Education if he will make a statement on the teacher recruitment and retention strategy.

[The Minister for School Standards (Nick Gibb)]

Last year, we recruited more than 34,500 trainee teachers into the profession—more than 2,000 more than the year before—but the growing number of pupils means that we need even more teachers at a time when we have the most competitive labour market on record. Today, the Government launched the teacher recruitment and retention strategy, outlining our priorities ahead of the spending review. First, we are creating the right climate so headteachers can establish the right culture in their schools. Secondly, we are transforming the support for early career teachers. Thirdly, we are building a career structure that remains attractive as teachers’ lives and careers progress. Fourthly, we are making it easier for great people to become teachers.

At the heart of the strategy is the early career framework. Developed with teachers, headteachers, academics and experts, and endorsed by the Education Endowment Foundation, it underpins what all new teachers will be entitled to be trained in at the start of their career, in line with the best available evidence. The early career framework will underpin the fully funded two-year package of structured support for all early career teachers, including additional time off-timetable for teachers in their second year and fully funded mental health training.

By the time the new system is fully in place, we anticipate investing at least an additional £130 million every year to support the delivery in full of the early career framework. This will be a substantial investment, befitting the most significant change to the teaching profession since it became a graduate-only profession. In addition, the recruitment and retention strategy outlines how the Government will create the right climate for headteachers to establish supportive cultures in their schools in which unnecessary workload is driven down. This includes consulting on replacing the floor and coasting standards, with Ofsted’s “requires improvement” as the sole trigger for an offer of support.

The recruitment and retention strategy, including the early career framework, has been developed closely with the sector. Its publication marks a crucial milestone for the profession, as well as the start of a conversation between the Government and the profession about how best to deliver on the promise of this strategy.

[Angela Rayner]

The publication of this strategy is a credit to the school leaders, teachers and trade unions who have campaigned for years on this issue. Any serious attempt to tackle the workforce crisis, however overdue, is welcome, but today’s words must be matched by actions. Perhaps the Minister could start by acknowledging the scale of the problem. He has missed his targets six years running, and teacher numbers are declining as pupil numbers are increasing. Can he confirm that between 2016 and 2017 the number of full-time equivalent teachers in our classrooms fell by over 5,000?

The Minister mentioned the £180 million of funding, but at least £42 million of it was announced back in December 2017. How much is new money? The framework talks about

“at least an additional £130 million pounds a year”.

Is that new funding from the Treasury, or is it being taken from other education spending, and if so, where from? Has the Treasury committed to this funding in the upcoming spending review, and does the “at least” mean that more money will be available if needed?

The concept of the new framework is welcome and long overdue, but can the Minister guarantee that every new teacher will be able to benefit from it? Specifically, will academies also be required to offer the additional time off-timetable for newly qualified teachers in their second year? For many schools, timetabling makes part-time work challenging. Where will they find the additional staff needed to make job shares work? Has he made any assessment of the number of teachers this could keep in or bring back into the profession?

On initial teacher training, how will the Minister ensure that smaller teacher training providers, such as school-centred providers, will not lose places? He pledged a review of teaching schools. What issues will this address and how will it be carried out? The strategy suggests that their functions will be taken on by multi-academy trusts. Will other schools be excluded? Will the strategy offer something for more experienced teachers? His most recent pay deal means that 250,000 teachers—the majority, in fact—are facing another real-terms pay cut. Can he confirm that today’s strategy does nothing to stop continued real-terms pay cuts in our schools? Surely he can acknowledge that teachers need more than the offer of part-time work.

Finally, the teaching workforce crisis cannot be separated from the years of cuts to pay and education budgets. Our teachers do invaluable work every day raising our next generation, and I thank them all. I hope that the Government will start valuing them with more than just warm words.

[Nick Gibb]

I do not really know how to react to the hon. Lady’s tone. This is a very effective recruitment and retention strategy, which has the support of the sector, and I should have thought that she would want to support it as well. The concept and structure of the strategy were driven by my right hon. Friend the Secretary of State, and the details were developed by officials and by me in close consultation with the profession, the teachers’ unions and academics. I do not regard that as a matter for criticism.

The hon. Lady asks whether the £130 million is new money. It reflects what we think schools will need to support a 5% timetable reduction for early-years career teachers, for mental health training and time and for the training programme. The Government are clear that they are committed to that funding, and it is new funding. It does not include the £42 million teacher development premium.

The hon. Lady asks about more experienced teachers. As she will see when she has a chance to read the strategy, it includes support for non-leadership career pathways for teachers who want to remain in the classroom. There will be a teacher development national professional qualification to enable them to enhance their careers without necessarily taking on leadership positions. We shall be announcing a procurement tender for initial teacher training providers and others.

The principal challenge that we face in teacher recruitment is the fact that we have a strong economy, with record numbers of jobs and the lowest unemployment since the 1970s. We are competing with other professions, such as commerce and industry, for the best graduates in our economy. A strong economy is not a challenge likely to face any Labour Government. Whenever Labour is in office, it damages the public finances, damages the economy and destroys jobs, whereas the Conservatives repair our economy, take a balanced approach to the public finances and create jobs—millions of jobs.