further & higher education
local government
primary & secondary education

The Future of Teacher Training and Recruitment

further & higher education

local government

primary & secondary education

08:45 - 16:10

Wednesday 3 July 2019

etc. Venues Manchester, Central Manchester


This Forum provides participants with the opportunity to assess the new Teacher Recruitment and Retention Strategy released in 2019, discuss how to access the new funding and learn about the new Early Career Framework. Participants with hear from the DfE and other key figures within the sector on boosting early career training, developing alternative routes into teaching and increasing teacher supply to tackle the recruitment crisis. In addition, best practice case studies will share insights into effectively implementing postgraduate teaching apprenticeships, providing effective school led teacher training and working in partnership with the higher education sector to deliver effective teacher training and recruitment.


This Forum will bring together senior leaders from Schools, Higher Education and Local Government. Typical titles will include:

  • Headteachers
  • Assistant and Deputy Heads
  • Directors of ITT
  • Directors of Teaching Schools
  • Heads of Teacher Training and Education
  • Partnership and Programme Managers
  • Heads of Recruitment
  • Teacher Training Coordinators
  • Learning and Improvement Managers
  • Directors of SCITT
  • Strategic Advisors
  • Directors of ITE

This Forum is also open to the wider Education Sector and Training Providers, Local Government and the Private Sector to encourage networking and discussion.

Key Speakers Confirmed:
  • Lorna Howarth, Deputy Director, Strategy, Design and Portfolio Division, Teaching Workforce Directorate, Department for Education (DfE)
  • Andy Mellor, President, National Association for HeadTeachers
  • Carl Ward, Board Member, Confederation of Schools
  • Reuben Moore, Executive Director for Programme Development, Teach First
  • Senior Representative, South Farnham School Education Trust
  • Suzanne Beckley, Senior Policy Adviser, NEU
  • Jude Hillary, Head of Centre for Policy and Practice Research Development, National Foundation for Educational Research (NFER)
  • Helen Ostell, Programme Leader, North East Partnership SCITT
View the agenda and additional speakers


Registration, Refreshments and Networking


Chair's Welcome Address

Professor David Spendlove, Strategic Director ITE, Manchester University (CONFIRMED)


Morning Keynote: Examining Government Reforms to Teacher Training and Recruitment

  • Examining the Teacher Recruitment and Retention Strategy, January 2019, and the next steps for it’s implementation
  • Outlining the reforms announced by government, including the expansion of professional qualifications, a review of teaching schools and the launch of a consultation to reform the accountability system
  • Gaining an insight into the development of the Early Career Framework, such as a greater emphasis on assessing and supporting students with SEND
  • Exploring the introduction of new specialist qualifications to broaden pathways into teaching outside of traditional school leadership routes
  • Understanding what a review of ITT might look like and how this could identify areas for improvement and reduce costs for providers

Lorna Howarth, Deputy Director, Strategy, Design and Portfolio Division, Teaching Workforce Directorate, Department for Education (DfE) (CONFIRMED)


Panel Session: The Next Steps in Delivering the Teacher Retention and Recruitment Strategy

  • How will the Strategy impact teacher training, recruitment and retention?
  • What should be considered in the construction of the Early Career Framework?
  • The importance of flexible working for teachers and how a new job searching website could boost recruitment and retention
  • Considering why a review of teaching schools is needed and how high quality MATs will be encouraged to play a greater role across the system
  • Answering direct concerns about how schools can tackle the recruitment crisis

Lorna Howarth, Deputy Director, Strategy, Design and Portfolio Division, Teaching Workforce Directorate, Department for Education (DfE) (CONFIRMED)

Andy Mellor, President, National Association for HeadTeachers (CONFIRMED)

Carl Ward, Board Member, Confederation of Schools (CONFIRMED)

Suzanne Beckley, Senior Policy Adviser, NEU (CONFIRMED)


*Delegates will be able to submit questions and discussion topics prior to the session, in order to facilitate dialogue and address any issues schools currently face in teacher training and recruitment

* *More details on how to submit questions and comments for this session will be provided to registered delegates two weeks before the event


Refreshments and Networking


Special Keynote: Delivering Outstanding Teacher Training - The Teach First Approach

  • Matching potential teachers with school to ensure that both teachers and schools thrive
  • Outlining how schools can accelerate the progress of novice teachers
  • How can workload be managed to ensure novice teachers thrive
  • The importance of mentoring to support novice teachers and their pupils to thrive

Reuben Moore, Executive Director for Programme Development, Teach First (CONFIRMED)


Case Study: Delivering Outstanding Teacher Training Across the North East

  • Working in partnership with 40 secondary schools and 13 primary schools across the North East to deliver high quality teacher training
  • Outlining what makes North East Partnership SCITT the top training provider in the country and resulted in an Ofsted rating of ‘Outstanding’, such as tailoring training programmes to meet the needs of the host school and trainees
  • Working in collaboration with Northumbria University, an Outstanding ITT provider, to train students to high standards, ensuring that all trainees complete the course as good or outstanding
  • Offering all trainees the opportunity to teach in a second subject area, which broadens their skills and increases employability
  • Providing exceptionally strong support mechanisms, such as a subject mentor and professional mentor for all pupils, alongside a link teacher from the core SCITT team and discussing how best to resource this to minimise costs and staff time

Helen Ostell, Programme Leader, North East Partnership SCITT (CONFIRMED)


Case Study: Taking a Regional Approach to Increasing Teacher Supply

  • Examining the Partnerships for Attainment programme, a collaborative project delivered in partnership between all ITE providers in the region to develop innovative approaches to regional recruitment and retention
  • Considering what messages are given to new recruits to the profession and how these can be adapted to make teaching a more attractive profession
  • Discussing how retention is the key to recruitment and the layers of support needed for teachers at each stage of their career
  • Gaining an insight into the work being carried out in partnership with Doncaster Opportunity Area to improve recruitment and retention

Sue O’Brien, Partnerships for Attainment Lead, South Yorkshire Futures and Principal Lecturer, Sheffield Hallam University (CONFIRMED)


Questions and Answers Session


Lunch and Networking


Afternoon Keynote: England’s Teacher Supply Challenge - How can we retain more teachers?

  • Outlining the retention and recruitment crisis: rising pupil numbers, increasing numbers of teachers leaving the profession and a failure to meet recruitment targets
  • Discussing the causes and nature of the recruitment and retention challenge
  • Sharing findings from NFER research that examine new strategies and approaches to tackle the retention challenge

Jude Hillary, Head of Centre for Policy and Practice Research Development, National Foundation for Educational Research (NFER) (CONFIRMED)


Special Keynote: Driving Recruitment and Retention Through Teaching Apprenticeships

  • Sharing an update on the implementation of teaching apprenticeships: challenges, results and next steps
  • Examining the different routes into teacher recruitment and how they can be utilised effectively to meet recruitment targets
  • Outlining how new postgraduate apprenticeships can not only improve the supply of teachers, but can also improve quality within schools by delivering talented graduates with extensive experience
  • Considering how schools can enhance their recruitment process, for example by maintaining contact with former pupils to promote the possibility of returning as a teacher
  • Discussing the additional route of teaching apprenticeships and the impact of apprenticeship trailblazers, such as Surrey South Farnham SCITT, on apprenticeship standards

Senior Representative, South Farnham School Education Trust (CONFIRMED)


Case Study: Delivering Outstanding Teacher Training in Higher Education in Collaboration with Schools

  • Considering the role of universities in the changing landscape for teacher training, with more school-led training and increasing partnerships, and how HEIs need to adapt to this
  • Providing an outstanding training programme which meets trainee’s needs, meets the needs of host schools and makes a significant contribution to local and national skills gaps for subject-specific teachers
  • Outlining how high-quality training can improve teacher retention in the long term, such as how teaching effective behavioural management techniques can result in a more positive learning environment for both teachers and pupils
  • Highlighting the importance of establishing close relationships with partnership schools, including providing regular forums for school leaders to share best practice amongst each other
  • Providing comprehensive, high-quality support to NQTs as former trainees, to support them in their early careers

Amanda Nuttall, Associate Principal Lecturer, Institute of Childhood and Education, Leeds Trinity University (CONFIRMED)


Questions and Answers Session


Refreshments and Networking


Case Study: Increasing Teacher Supply – A Local Authority’s Perspective

  • Outlining the role of local authorities in tackling local and national teacher shortages
  • Working in partnerships with schools to train, recruit and retain teachers
  • The Importance of coordinating teacher training and school improvement
  • Giving schools a leading role in the training and professional development of teachers, support staff and head teachers
  • Understanding new and emerging areas and methods for recruitment

Lynne Birch, Schools Engagement Adviser, Cambridgeshire County Council (CONFIRMED)


Case Study: Delivering Effective Teacher Training - From 'Requires Improvement' to 'Good'

  • Sharing an insight into how Bradford College achieved a ‘good’ rating under the inspection criteria, significantly improving from a ‘requires improvement’ rating the previous year
  • Understanding Ofsted’s requirement for schools to make a significant contribution to teacher recruitment and retention and what this means in practice
  • Enhancing the quality of school-based mentoring, which has made a positive contribution to the supply of teachers locally and regionally
  • Empowering teachers to take the next steps in their career by offering high quality training to mentors which can also be utilised by schools to deliver whole-staff training
  • Increasing retention by focusing on providing opportunities for potential applicants whom may live in challenging contexts and require additional support to become teachers

Jacqui Vaughan, Head of School: Education, Quality and Primary ITE, Bradford College (CONFIRMED)


Questions and Answers Session


Chair's Summary and Close

*programme subject to change

An additional 47,000 secondary teachers will need to be recruited by 2024 in order to cope with an explosion in pupil numbers and a crisis in teacher recruitment. Data released by DfE in November 2018 showed the failure to recruit teachers across the board, including just 47% of trainees required being recruited in Physics and only a quarter in design and technology. This is in addition to an increasing failure to retain teachers, with Teacher Trapp reporting that only half of teachers think they will still be in their job in 10 years’ time.

This crisis in teacher recruitment and retainment prompted the government to issue the Strengthening qualified teacher status and career progression consultation in December 2017, which outlined a number of proposals to improve teacher training and recruitment. After a period of consultation, the Teacher Recruitment and Retention Strategy was published in January 2019, strengthening the government’s commitment to improve teacher training and recruitment. This announced a number of new initiatives, including the introduction of a new Early Career Framework, a reform of the accountability system, plans to introduce more flexible working and new specialist qualifications to further careers outside of school leadership. The government announced it expected to contribute an additional £130million of funding a year to support the delivery of the Early Career Framework, which will be trialled by EEF from September 2019.

In May 2019, new support was announced for trainee teachers, through an expert panel which would provide new teachers with expert guidance and advice early on in their careers. Guidance produced by the panel will inform a new training programme for new teachers, ahead of the rollout of the Early Career Framework.

In addition this, new teaching apprenticeships were rolled out across the country in 2017, intended to explore alternative routes into teaching. In September 2018, this was further developed by the introduction of postgraduate teaching apprenticeships, which are a new school-led initial teacher training route into the profession. These apprenticeships will combine on the job training, designed to enhance practical knowledge and skills in the classroom, alongside being assessed against the Teachers’ Standards.

There has been increased emphasis on enhancing teacher training and recruitment in the North, with a new £12million fund announced in October 2018 as part of Opportunity North East intended to boost early career training for teachers. The North East will be the first region in England to trial more support for newly qualified teachers.

In light of these significant changes to the way in which teacher training will be carried out, it is imperative that senior school leaders and training providers are prepared to implement these changes and provide high quality and effective teacher training. The onus falls in schools and training providers to work together to tackle the growing teacher recruitment and retention crisis and ensure that pupils are receiving outstanding and specialist teaching.

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