Ensuring skilled supply for the classroom
By Gary Williams MD New Directions Education
It was with great interest that I read the recent proposal by the head of the General Teaching Council for England, Keith Bartley, that teachers might in future be obliged to demonstrate their active commitment to Continuing Professional Development (CPD) as a condition of their continued registration.
I am sure that it will spark plenty of debate within the profession. Without doubt taking part in training and other professional development is a vital part of teachers’ careers. Investing in learning and development improves the quality of teaching, which has a direct impact on the achievement of children and young people.
Regular professional development enables teachers to keep up to date with the latest developments in what is a dynamic profession. It increases their knowledge and skills and introduces them to fresh ideas and different methods of working. It also helps to boost motivation and enhance prospects of promotion and career progression. In my experience, teachers are always keen to pursue career development opportunities. However, while there are structures and well-established routes for teachers in permanent positions to access training and professional development, supply teachers seem to have a very different perception. Their take-up of training opportunities appears to be far lower than their permanent counterparts. This becomes self perpetuating because it puts supply staff at a considerable disadvantage if and when they apply for permanent or long-term posts. So, why is this? What are the barriers, actual or perceived, that deter supply teachers from taking advantage of opportunities for professional development?
First, while a number of schools and local education authorities do make some provision for long-term supply teachers, they are not actually under any obligation to provide training for teachers not on a permanent contract. This means that the responsibility for organising training is often left to the individual supply teacher. Second, there is the time factor. The whole reason supply teachers are in schools is to cover permanent staff members’ absence. Taking time out to train during term time is not really an option, especially for short-term supply staff. This is a point that Mr Bartley raises, acknowledging that there needs to be greater provision of training opportunities for supply staff. It is here I believe education recruitment specialists can help.
In consultation with a range of educationalists, New Directions Education, which works on recruitment with 70% of primary and 80% of secondary schools in South Wales, has now developed a comprehensive training programme, specifically for supply teachers, providing our schools with teachers who are conversant in delivering lessons in this ever changing climate. Courses cover such diverse areas as child protection, working with special educational needs, classroom management, allowing supply teachers to build up a wide-ranging portfolio of classroom competencies. The courses offered on this programme are in line with the national curriculum, and, in response to feedback from supply teachers, there are also courses addressing issues specific to them, such as how they can maximise their effectiveness as supply staff. Many such courses will be considered for funding by the General Teaching Council for Wales. The difference is that all courses are held in local venues during the school holidays, so fit in well with supply teachers work commitments.
All participants receive certificates of attendance, so demonstrating their commitment to professional development, which stands them in good stead when applying for long-term or permanent positions. Whether or not a commitment to professional development becomes a condition of registration for teachers, schools need to be confident that they are getting well-motivated, high-quality supply staff, regardless of the length of time for which they are engaged. Making this happen calls for a partnership approach and the education recruitment sector can make an important contribution.