Question to the Department for Education:

To ask the Secretary of State for Education, what steps she is taking to improve teacher (a) recruitment and (b) retention in (i) Lancashire and (ii) Fylde constituency.

​The within school factor that makes the biggest difference to a young person’s educational outcome is high quality teaching. Recruiting and retaining more qualified, expert teachers is therefore critical to the government’s mission to break down barriers to opportunity and boost the life chances for every child.

This government has inherited a system with critical shortages of teachers, with numbers not keeping pace with demographic changes. That is why the government has set out the ambition to recruit 6,500 new expert teachers across our schools, both mainstream and specialist, and our colleges over the course of this Parliament, including targeting shortage subjects.

​​The department has made good early progress towards this key pledge by ensuring teaching is once again an attractive and respected profession, key to which is ensuring teachers receive the pay they deserve. We accepted in full the School Teachers’ Review Body’s recommendation of a 5.5% pay award for teachers and leaders in maintained schools for 2024/25. Alongside teacher pay, we have made £233 million available from the 2025/26 recruitment cycle to support teacher trainees with tax-free bursaries of up to £29,000 and scholarships of up to £31,000 in shortage subjects. The department has also expanded its school teacher recruitment campaign, ‘Every Lesson Shapes a Life’, and the further education teacher recruitment campaign, ‘Share your Skills’.

A successful recruitment strategy starts with a strong retention strategy, and new teachers of mathematics, physics, chemistry and computing will now receive a targeted retention incentive of up to £6,000, after-tax, if working in disadvantaged schools, in the first five years of their careers. There are three schools in Fylde that are eligible for targeted retention incentives.

The department is also working closely with teachers and school leaders to improve the experience of teaching. This includes introducing a new school report card in place of Ofsted’s single headline grades, to provide a clearer picture of schools’ strengths and weaknesses for parents and more proportionate accountability for staff. It also includes promoting flexible working, such as allowing planning, preparation and assessment time to be taken from home, and making key resources to support wellbeing, developed with school leaders, available to teachers.

The department is also funding bespoke support provided by flexible working ambassador schools and multi-academy trusts, to ensure schools are able to capture the benefits of flexible working whilst protecting pupils’ face-to-face teacher time. Schools can be matched with an appropriate ambassador via the national delivery provider to receive tailored peer support.

High quality continuous professional development is also key to ensuring we have and retain an effective teaching workforce. The department has established Teaching School Hubs across the country, which provide approved high quality professional development to teachers at all stages of their careers. These Hubs play a significant role in delivering initial teacher training, the early career framework, national professional qualifications and appropriate body services. Embrace Teaching School Hub is a centre of excellence supporting teacher training and development across Chorley, Fylde, South Ribble and West Lancashire. Star Teaching School Hub North West Lancashire is a centre of excellence supporting teacher training and development across Blackpool, Lancaster, Preston and Wyre. ​​