By Stephen Gorard
Issues about the offer of academics are of perennial trouble to either policy-makers and researchers on the earth of schooling. This trenchant and wide-ranging learn not just offers significant new examine findings but additionally a re-interpretation of extant facts. Combining qualitative and (very broad) quantitative learn, Teacher Supply presents a rigorous and iconoclastic remedy of matters when it comes to the recruitment, caliber, education, and retention of lecturers during the constructed global and provides very important ideas for the future.
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Additional resources for Teacher Supply: The Key Issues (Continuum Empirical Studies in Education)
Sample text
It is interesting to consider why financial motivation plays such a key role both in successive Select Committee recommendations and the education policy of successive administrations, given that pay and salaries are not generally identified as the main factor affecting teacher supply. One possible explanation could be that money is relatively easy to control and to legislate about. Improving image and morale more directly would require changing people's behaviour and perceptions. Improving morale and teacher 18 Teacher Supply: The Key Issues motivation entails structural and organizational changes that are difficult to implement, and take time to produce results.
At the time of writing, the picture for incentives is mixed. All students face a regime of variable tuition fees, met by loans, and this may discourage students from taking the fourth year in HE necessary for traditional teacher training. On the other hand, the TTA have announced a combination of attractive bursaries and golden hellos for student teachers in England from September 2006 (Teacher Training Agency 2005). Other home countries are likely to produce schemes that are just as attractive in relation to their devolved higher education (HE) finance.
Among the measures proposed were: • £1 billion to reform the salary system in schools. This involved the introduction of a two-tier salary structure separated by a new performance threshold. • Access to a higher pay scale to be made available to teachers who perform well, from September 2000. • A fast-track scheme where outstanding teachers could hope to earn up to £40,000. • £5,000 incentive for those training for PGCE maths or science. • £250,000 to establish a network of regional advisers to coordinate and revitalize local recruitment activities.
