In today’s education landscape, efficiency and flexibility are crucial. As schools face staffing challenges, a supply pool offers a strategic solution. The National Education Union (NEU) calls for alternative models to counter the dominance of supply agencies.
With staff shortages on the rise, finding suitable supply staff through commercial agencies is increasingly problematic, due to low rates of pay and the agencies' profit-driven practices. Many supply staff report earning better pay in less demanding jobs.
The NEU proposes a collaborative model where local authorities and Trusts create their own supply registers, reducing reliance on agencies and offering more direct employment, non-commercial alternatives. With modern software aiding efficiency, this would allow supply staff to join a pool accessible to all schools, with contracts that meet national pay standards and include benefits like the Teachers' Pension Scheme (TPS).
Benefits of direct employment:
Enhanced flexibility: By maintaining a pool of qualified educators and support staff, schools can better adapt to fluctuating staffing needs. This flexibility ensures continuity in teaching and learning processes, mitigating disruptions and maintaining educational standards.
Cost-efficiency: Supply pools alleviate the burden of external fees and commissions and eliminate the costs of recruitment and training of new staff for short-term positions. Long term cost savings allow for investments in other areas of education.
Subject specialism and familiarity: A supply pool gives access to subject specialisms, meeting needs across disciplines and can build relationships with supply staff for short-term or permanent positions.
Continuity and enhanced learning outcomes: a good rapport with supply staff fosters continuity in teaching and student-teacher relationships. Familiar faces create a positive learning environment, contributing to improved pupil performance and well-being. Smoother transitions during staff absences enhance learning outcomes.
Loyalty and reliability: Supply pool members are invested in the school community and committed to its success. This translates into support for teaching and learning initiatives, minimising disruptions. Engagement with pool staff fosters trust and reliability, mitigating the potential challenges of agency supply.
Quality assurance: A supply pool of pre-screened and trained personnel can uphold quality standards. schools can ensure that supply staff have necessary skills, qualifications, and pedagogical knowledge to support teaching and learning objectives.
Professional development opportunities: Pool members can gain valuable experience across different schools and grade levels, broadening their skill sets and professional networks. A stable pool allows for targeted training and mentorship to support the development of supply staff.
Existing supply pools:
Several employers have embraced supply pools for their flexibility, cost-efficiency, and quality assurance. These pools streamline staffing processes and ensure consistent access to qualified educators.
There are also established supply registers and software platforms that support schools in implementing supply pools. Air Supply, developed by EduCo and the North of Tyne Co-operative, is a notable example, along with Teacher Booker, which manages Wales' National Supply Pool and collaborates with Norfolk County Council. Education Supply, used by the Isle of Man Government, is another comprehensive platform.
Emerging platforms like Eteach, Iris, The Supply Register, and Zen Educate are also gaining traction and can be explored for quotes based on specific needs and locations. Employers should carefully evaluate these providers before making a selection.
Norfolk County Council's supply pool, praised by supply members for its effectiveness, is a useful case study. Further information is available on their website.
The NEU advocates for direct employment models, and supply pools offer employers a strategic solution to optimise resources, improve educational outcomes, and foster cost-effective, relationship-driven staffing approaches. By adopting this model, employers can enhance continuity, reduce costs, and strengthen their workforce.