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Tag: Flexible and part-time working
Job Roles within the Further Education Workforce

Summary:

This research uses the FE Workforce Data Collection to analyse job roles and salary variation across colleges. It finds significant variability in role descriptions and median earnings, with FE teachers earning £34,875 compared to lower-paid instructors (£25,452), and notes that the FE workforce is older and more likely to work...
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Teacher Recruitment and Retention in 2025

Summary:

This mid-year 2025 report documents a significant slowdown in secondary teacher recruitment activity with job advertisements down 36% compared to the previous year and 27% lower than pre-pandemic 2018/19. The report identifies both supply- and demand-side factors contributing to the slowdown, notes that teachers' long-term commitment to the profession remains...
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School Teachers’ Review Body – annual reports

Summary:

The School Teachers’ Review Body makes annual reports to Parliament recommending teachers’ salary increases and provide comprehensive analysis of teacher recruitment and retention challenges. They include analyses of teachers’ pay over time and make broader observations related to contemporary issues of concern such as workload management, flexible working options, and...
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The Government Response to Teacher Recruitment, Training and Retention

Summary:

The official government pledge to expand flexible working and confirmed the continuation of the Teacher Mentoring Programme (TMP) to support 1,800 FE early-career teachers by March 2025....
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Missing Mothers

Summary:

The report is based on survey research with women teachers who leave teaching following maternity, typically in their thirties. This accounts for a large proportion of attrition from teaching after the early career stage. It recommends changes that could attract more women to return to teaching following becoming a parent,...
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Incentive Programmes for the recruitment and retention of Teachers in Further Education

Summary:

This research report underpinned 2019 policy discussions by identifying which financial incentives (like bursaries) were most effective for the FE sector. Identifying that long-term retention also requires holistic approaches such as high-quality mentoring, ongoing professional development and flexible working arrangements....
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