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Recruitment and retention

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School leaders are driven by an ambition to provide opportunities for young people to reach their full potential. To fulfil that ambition, teaching must attract and retain a high-quality, well-trained and properly rewarded workforce. 

Through our work with members, NAHT is documenting and communicating the unfolding recruitment and retention crisis taking place in our schools to policymakers at the highest levels. 

NAHT is campaigning to:

Ensure all schools can recruit and retain excellent teachers and leaders

  • Lobby for change and reform of key macro issues affecting recruitment and retention: pay, accountability, funding and workload and identify key actions to be taken to improve these
  • Press for the development of a range of flexible leadership and non-leadership pathways to support recruitment and retention, including new opportunities that will retain the experience and expertise of mid to late career leaders
  • Build on the opportunities offered by the Early Career Framework to press for similar support for new heads, deputies and assistants, and school business leaders
  • Maintain a watching brief on the impact of Brexit on teacher supply
  • Lobby the DfE for practical measures to address the workload of school leaders, including protection of strategic leadership time
  • Campaign for a staged real term, restorative pay award for teachers and school leaders
  • Develop a position on the role of CEOs and other posts outside the School Teachers’ Pay and Conditions Document (STPCD) including a position on which roles should have a requirement for Qualified Teacher Status (QTS)
  • Lobby for a review of the pay system, including the STPCD
  • Press government to maintain and enhance the teacher's pension scheme and/or Local Government Pension Scheme (LGPS)
  • Support work to ensure the profession represents a diverse workforce, including those with protected characteristics
  • Support effective partnerships between school leaders and governors with clarity of roles and responsibilities across different school structures.

Create a safe working environment for school leaders and their staff

  • Lobby the DfE to take concrete steps to tackle verbal and physical abuse and aggression against school staff, including harassment online and through social media.  

Ensure professional recognition of school business leaders (SBLs)

  • Lobby the DfE for SBLs to be included within a new national framework of terms and conditions for school staff
  • Promote the professional standards framework for all SBLs
  • Raise the profile and understanding of the SBL role across the school sector, including with governors.  


Joint union advice on pay scales for 2021/2022

School teachers' and l​eaders' statutory pay ranges are due to remain the same in England for the academic year 2021/22, as a result of the government's pay freeze. The only exception to this will be for unqualified teachers earning below the pay freeze threshold.

NAHT, along with ASCL, NASUWT, NEU, and Voice have jointly produced recommended pay scale points, covering the advisory pay points in the STPCD as well as the recommended pay points for the leadership pay range. These points are unchanged for 2021/22 other than for points 1-3 for unqualified teachers. 

NAHT remains committed to the principle that the government should fully fund pay uplifts and continues to press the government on this issue.

This joint union document advises on the application of the proposed changes to teacher pay in England, including on adoption of pay scales and individual pay increases. As in previous years, we have developed indicative pay scales to support schools, leaders and teachers in the application of individual pay increases for 2021/22.

First published 14 September 2021