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ITEM EX8 - ANNEX 1

EXECUTIVE - 20 APRIL 2004

RECRUITMENT AND RETENTION OF TEACHERS AND SUPPORT STAFF - SCRUTINY REVIEW

1. We RECOMMEND that the Director for Learning & Culture is asked to explore the feasibility of implementing the key principles of the Icknield Pathfinder Project on a pilot basis in the partnership of Icknield feeder primary schools or a comparable secondary school. (Any funding for this may be explored by assessment of the savings made on recruitment to Icknield School as a direct consequence of the Pathfinder Project.) (Pilot 2005; Implementation 2007).

Priority (4) Workload Issues (page 28)

2. Having regard to recommendation (1) above which should be taken into account, and the recurrent Workload theme, we RECOMMEND that the following are trialled as retention incentives in volunteering pilot schools, (eg Chipping Norton School which had recommended and implemented workload solutions):

• ICT resources and facilities.
• Electronic registration.
• "Administration resource centres".
• Passing of specific tasks to administration, eg collecting money for school trips – dealing with all non-teaching tasks.
• Access to personal administrative assistance and technical IT/back up

3. We would urge and strongly RECOMMEND the relevant agencies, such as the Teacher Support Network and the Government to:

• Promote national campaigns to illustrate the unique demands and challenges of teaching and
• move away from the centralised target setting culture.
• Make inspection a less stressful and time-consuming experience, by encouraging greater use of a self assessment process for inspection in schools. (2003).

4. We RECOMMEND a proper Succession Planning programme– modelled on the Chipping Norton recommendations (see page 13). (2003 – 2007).
5. Given this, we also RECOMMEND that the Director for Learning & Culture is asked to develop a detailed Career Support Plan, (including for LSAs and TAs) to be RECOMMENDED to and promoted by Government. (Plan by 2005 – Implementation by 2007).
6. We RECOMMEND enhanced links between the LEA and the higher education establishments in Oxfordshire, and in particular to maximise the participation in the Oxford University programme of part time diplomas, MAs, teachers’ school based research projects and contacts. (see detailed recommendation below*). (2003 – 2005).

Priority (1) Recruitment and Retention National and Local Strategies (Page 29)

7. We would RECOMMEND that these are endorsed and implemented. (By 2004).
8. We also RECOMMEND that all of the following features identified in the EDP are progressed and monitored over the next few years to meet the target timescales set out in the Plan.

• Developing a more targeted CPD programme for teachers, (which would include sabbaticals, teacher exchanges, Diploma and Masters’ programmes with Oxford University whilst continuing teaching and for example, progressive career structures)*. (By 2007).
• Acting on the results from a workload and solutions audit through a range of systems: ICT, task management, better use of administrative assistants/teacher assistants (see recommendations above*). (By 2005).
• "Work/life" schemes, the Teacher Support Network Employee Assistance Programmes and the Wellbeing Project. (2003 ongoing to 2007).
• Strengthening the current programme of briefings given to Governors regarding recruitment and retention. (2003 – 2007).
• Encouraging the use of job share and flexible working practices. (By 2005).
• Devising methods that allow teaching heads of small primary schools to receive appropriate training and support and non-contact time via use of small school standards fund. (2004 – 2007).
• Disseminating more information about the Starter Homes scheme and ensuring funding units are used. (2003 – 2004).
• Networking with other "key worker" organisations to ensure an increase in the number of key worker houses by 100% and greater take up; to strongly urge the district councils and central Government to acknowledge and to make adequate provision for the further needs amongst key workers for housing (and to acknowledge partnerships with other key workers). (2003).
• Participating fully in the bidding process for any future funding (2003 – 2005).
• To support/lobby Central Government and local MPs for regional pay/Oxfordshire weighting to be introduced by national government. (2003).

9. In addition we RECOMMEND the Director for Learning & Culture:

• To explore the feasibility of expanding the current starter home initiative (see recommendation above); (2003 – 2005).
• To develop changes in the ways teachers are "rewarded" – ie CPD, including the suggestions about content made and the introduction of a "Chartered Teacher" status;
• To introduce travel grants and similar incentives to stay in the profession. (Ongoing to 2007).

10. We believe that further detailed promotion of and analysis of the outcomes of leavers’ surveys to achieve short and long term solutions, should be undertaken. This will enable the Director for Learning & Culture to establish the numbers and reasons for teachers lost to Oxfordshire and to develop CPD and returners’ programmes. (2003).

And therefore, we reiterate the need for a Succession Planning strategy (see recommendation and page 4 above). (Ongoing, to be achieved by 2007).

11. We RECOMMEND, furthermore that an officer/teacher/councillor working group is established (to look at what national research indicates, the outcomes of the Chipping Norton School Workload study regarding succession planning and to implement these locally). (2003).
12. We RECOMMEND:

• Further development of focused Returners’ courses (see recommendations above*) and attention to nursery facilities being introduced at schools where there are suitable existing facilities. (2003 – 2005; nursery facilities by 2006).
• Specific "teacher exchange programmes"; ie more networking with private sector companies so that experienced teachers can be seconded to the private sector and skilled private sector specialists, eg Physicists can work in schools; this may refresh experienced teachers who we would hope to be returners later on and attract people – "career switchers" from industry). (2003 – 2005).

13. In particular we would RECOMMEND the Director for Learning & Culture to re-launch/further develop a cohesive "package" which may arise from the "Career support plan" (pages 17-18): This would include: (2003; to be achieved by 2007).

• CPD more closely integrated with the higher education institutions. (2003 – 2007).
• Marketing the attractiveness and uniqueness of the County as a place to teach. (2003 – 2004).
• More secondments. (2003 – 2004).
• Teacher exchanges. (2003 – 2004).
• Sabbaticals. (2003 – 2004).
• Extending aspects of the Pathfinder Project locally to feeder schools in the Icknield partnership or to a comparable secondary school (through savings achieved by streamlining administration and ICT support, savings on recruitment advertisements as teachers are retained; [it is estimated that training/recruiting/appointing a teacher costs £13,000; recruitment alone being £4,000]. (By 2005/06).
• Using pilot schools to try to locally implement elements of the Chipping Norton and Icknield projects, including timetable flexibility, IT and pastoral support, enhanced administrative support roles devolved from teachers (see recommendations above). (2005 – 2006).
• A Retention strategy backed by lobbying Government and with a financial commitment – ie the Government allocating money to the pronouncements to cut paperwork ("Reducing Red Tape and Bureaucracy in Schools"). (2003 ongoing, to be achieved by 2007).

14. We RECOMMEND the development and implementation of strategies: (2003)

• To encourage the unique "Ethos" of living, working and teaching in Oxfordshire (see the OQSA initiative elsewhere).
• Promoting the key leadership of the new Director for Learning & Culture.
• To develop a sense of the quality of the environment.
• Including a re-launch of the Leavers Survey and formal exit interviews – (as there has not been an extensive exit interview programme in the past) - which would help to identify retention issues.
• Concerning the concept of the "Oxfordshire teacher".

15. We RECOMMEND the Executive to monitor and to ensure that the targets in the EDP Local Priority 7, "Supporting Schools in securing the supply, recruitment and retention of suitably qualified teachers and support staff" are met. (2003 – 2007).
    
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