Here’s a run down of the ten most read posts on my blog in 2021. Topics range from perennial issues facing teachers to questions arising from the Covid-19 pandemic.
10. Things to look forward to in spring 2021. I write one of these for the start of each term but none have contained truer words than “This spring term may be more uncertain than any that have gone before”!
5. Looking for a little inspiration? A post pulling together all my downloadable picture quotes posts in one place. The only ‘resource’ post to make the top ten. I update this regularly so it’s worth returning to.
With so many serving teachers incapacitated with Covid or required to isolate, the Department for Education are asking retired teachers and those who have recently left teaching to volunteer for a temporary return to teaching in order to maintain education for children.
Whatever our views about this move and likelihood of its success, it raises several practical questions.
How will safeguarding be ensured?
Returning teachers are unlikely to have a current DBS check nor will they have up to date safeguarding training. With DBS checks sometimes taking weeks to be returned, it would help if the DfE could expedite this process.
It might also help if safeguarding training was part of the recruitment process, particularly newer aspects of Keeping Children Safe in Education and the safeguarding considerations in remote or blended teaching. Schools will still need to provide training on local safeguarding policy and procedures and time for this must be taken into account.
How will staff health be protected?
As many have commented, bringing retired teachers back into classrooms amidst high infection rates with little mitigation beyond open windows risks endangering them. Former teachers who have moved into other occupations are also unlikely to view a move into a risky school environment as attractive.
I used to teach in schools and now work in the education teams of a university museum and library. My current employer has introduced measures including active ventilation, HEPA filters, carbon dioxide monitors and protocols for safe levels, provision of PPE, mask wearing in work spaces, social distancing measures, and enhanced cleaning regimes.
Schools do not typically match these provisions, do not have equipment, or have not yet received equipment.
What about working conditions?
While some teachers may have retired contentedly after years of teaching, we know that there is a retention crisis in teaching with many leaving the profession prematurely, often for the sake of their health and well-being, or to restore a reasonable work-life balance. Unless these underlying issues are addressed, a return to teaching is unlikely to be attractive under normal circumstances, let alone with the additional pressures created by the pandemic.
Unfortunately, there does not seem to be much of a real commitment to improve the situation. One area that could be addressed immediately is Ofsted inspections. The introduction of the temporary returnee scheme is an admission that schools are currently operating in emergency mode. The operation of a school with significant numbers of absent staff cannot be a true reflection of its normal provision. Should Ofsted inspections therefore be suspended for the duration? This would have the additional benefit of freeing inspectors to volunteer themselves.
Schools aren’t just facing a shortage of teaching staff, they have also suffered an unprecedented drain on funds. If the costs of the scheme have to be met by individual school budgets it is unlikely to be affordable. Schools may apply to the Covid fund but must meet strict eligibility criteria to be eligible. Wouldn’t it be better for the DfE to fully fund this temporary provision for its duration. This would allow school leaders to plan ahead rather than having wait until finances reach a critical level before commencing an application.
Why use supply agencies?
The DfE scheme asks returning teachers to register with a Supply Agency. We need to ask what the advantage of this is. While agencies may be able to play a role in matching teachers with schools, this will inevitably lead to a proportion of public money going from school budgets to these private sector companies, rather than directly to teachers.
There can be few school leaders who have not been frustrated by the charges of agencies and many a teacher who has found themselves locked into a contract after realising they could be earning more by dealing with schools directly. It’s perfectly possible to secure supply work by contacting schools directly and these surely will be the first port of call for recently retired staff. Why isn’t this option available?
What about remote teaching?
While the aim may be to place teachers in the classroom, remote teaching should not be excluded. It may well be necessary for schools to move to remote teaching in whole or in part, as was already happening before Christmas. Even if it isn’t, provision will need to be made for pupils who need to isolate at home.
Teachers who have worked during the pandemic have become adept at remote teaching following a steep learning curve. Returning teachers are less likely to be familiar with the technology and may not have developed these particular teaching skills. Training in remote teaching should form part of the overall package.
How will it affect pensions?
A temporary return to work could impact adversely on pensions, especially for those older staff members who have final salary pensions and return to a main scale teaching position having previously held responsibilities or leadership positions.
The DfE should clarify the position on pensions with a commitment that a temporary return to teaching should in no way disadvantage teachers’ pensions.
What is your view on the recruitment of ex-teachers to help schools? What other questions does this scheme raise? I’d be interested to know your views.