Part 1: Attracting Staff

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School Leadership
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School Leadership
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Throughout the years of working with primary and secondary schools in both the private and public systems, we have heard of standout ways that certain schools use to become a ‘School of Choice’ (SOC).

Daily we receive feedback from relief and short-term
contract teachers about their experiences at schools and we are often surprised how quickly teachers are willing to forgo working at certain schools because of what they encountered during the day. With such a high demand for relief staff at the moment, many teachers feel as though they can afford to be extremely
picky with regard to which schools they will or won’t work at.

We have asked the question of many relief and contract teachers and here is what we have learned ‘makes the difference’ when it comes to attracting regular casual and part-time staff;

01 | Supported

Feeling a lack of support when managing student behaviour is the number one reason teachers don’t want to return to school. They cite examples of having to discipline a student and the school leadership not having their back and supporting their decisions.

02 | Organisation

Being organised and having the resources available at the beginning of the day ready to teach. This could include class instructions, having tech ready to go or even providing them with a quick induction to introduce them to key personnel and outline class start and finish times. It is a great opportunity to welcome new teachers to the team – even if it is just for one day.

03 | Culture

Having a positive culture is mentioned often. Teachers get a ‘vibe’ the moment they walk into the administration building and it is sometimes the first impression from the administrators that sets the tone for the rest of their day.

04 | Marketing

Focusing on an uplifting and inspiring web presence, including website and Facebook makes a difference. Often having a message from the principal, downloadable newsletters and a staff listing can inspire new staff before they even arrive.

05 | Feedback

Letting teachers know when they did right and when they did wrong. Teachers are professionals and take pride in their work. They want an opportunity to improve when required and of course, praised when they do well.

06 | Reputation

Every teacher who attends the school is a potential advocate that can encourage others. Teachers are quick to recommend or criticise the schools they have worked out.

 

At the end of the day, all teachers are going to have favourite schools for one reason or another. Ensuring that your school is a SOC is critical in the current environment with staff so difficult to secure. Focusing on ways to create positive experiences is key to attracting casual teachers – even if they are there for just one day.

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