Teacher Recruitment and Retention Strategy

Layla Moran Excerpts

Monday 28th January 2019 Commons Chamber

[Nick Gibb]

My hon. Friend is absolutely right. The early career framework is built on best evidence of the approach to teaching. It is a welcome framework and focuses on those issues that teachers need to be trained in to be effective as teachers. I was struck by how different it is to enter into the teaching profession compared with other professions, such as chartered accountancy. There is a lot of support in the first few years of training to be an accountant, once one is in work. In the teaching profession, there is a steep learning curve in those early years, and we have been concerned about the high drop-out rate in the first few years of people’s careers.

The strategy seeks to give more support to teachers in those early years, because it is not just a recruitment strategy; it is also about increasing retention of those highly able people so that they stay in the profession—a profession they almost certainly love when they come into it, and which they can be driven out of by excessive workload and a lack of support.

[Layla Moran (Oxford West and Abingdon) (LD)]

Having done both that job and this one, I can absolutely agree that starting out as a teacher is harder than starting out as an MP. Although I welcome this strategy, which is long overdue, it does nothing to stem the real reasons why teachers are leaving: the toxic culture created in large part by this Government, the reduction of children to data points, and cuts to school budgets that have spread teachers’ good will as thin as it can get. The strategy will not fix that. We need to tackle the core issues, for example by abolishing Ofsted and putting in place something that teachers absolutely trust and by increasing massively the amount of high-quality professional development. What are the Minister’s plans to tackle the real reasons why teachers are leaving in the first place?