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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.  

 

Support Staff Pay Award 2022/23

June 2022

The support staff unions (UNISON, GMB and Unite) have just submitted their claim with local government employers over the pay and conditions offer for local government support staff for 2022/23.

The claim calls for:

  • a substantial increase with a minimum of £2,000 or RPI - whichever is greater - on all spinal column points
  • a covid-19 recognition payment
  • a national minimum agreement on homeworking policies for all councils
  • the introduction of a home working allowance
  • an urgent review of all mileage rates currently applying
  • a review and update of NJC terms for family leave and pay
  • a review of term time only contracts and consideration of retainers and
  • reduction in the working week (without loss of pay) to 35 hours (34 in London) plus one additional day of annual leave.
     

We will shortly be reaching out to our SBL members to gather views on this claim in order to support our informal discussions with the representative unions.
 

NAHT's view on the local government pay scales

We do not believe that the current local government pay scales offer enough flexibility to recognise the status and seniority of an SBL role, nor do they take account of the growth in the scope and responsibility of school business leaders' roles over recent years. We are therefore pleased to see the request for a review of job descriptions and pay bandings for support staff, which could be a positive step forward in improving the situation. 

However, we are clear that in the long term there should be a national framework that defines the roles and sets out the pay and conditions of all those employed in a national, publicly funded education system, including school business leaders. We have repeatedly and extensively made this case to the School Teachers' Review Body (STRB), including in our latest work, which you can find here.

We continue to call for a significant pay increase for all teachers and leaders, including school business leaders, which is fully funded by the government. In the interim, NAHT has developed member advice around school business leader pay and grading, to support individuals with their personal circumstances, and offers support to individual members with their cases for pay reviews.

First published 08 June 2022