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.
Pay and conditions
NAHT believes that school leaders and their staff must be properly and fairly remunerated.
That’s why we’re campaigning for:
- an end to the pay cap so that annual pay awards take account of inflation
- stepped annual increases that restore the real-terms value of pay to 2010 levels
- all pay increases to be fully funded by the government
- practical action to reduce the working hours and workload of school leaders enabling them to achieve a fair work-life balance and ensure their well-being
- reform of the low-trust, high stakes accountability system which is a significant driver of workload and stress.
Recruitment and retention
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.
We’re pressing the government to:
- ensure the recruitment model for teacher training is fit for purpose
- restore the status of the profession by creating and funding: new career pathways, high quality nationally recognised professional qualifications and opportunities for wider career development
- ensure that all head teachers, deputies, assistants and vice-principals have protected leadership time
- protect the critical roles played by School Business Leaders
- make training for all school governors mandatory to promote effective working practices between boards and school leaders.