What makes teacher training outstanding. Ian Bauckham CEO Tenax Schools Trust Executive Headteacher, Bennett Memorial Diocesan School Trustee, NFER

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1 What makes teacher training outstanding Ian Bauckham CEO Tenax Schools Trust Executive Headteacher, Bennett Memorial Diocesan School Trustee, NFER

2 Contents Tackling teacher trainee recruitment in a challenging national picture Attracting high quality teachers by ensuring outstanding continuous teacher training Demonstrating a smooth and effective transition from ITT to CPD Sharing examples of teacher training and development

3 Case Study Understanding What Makes Teacher Training Outstanding Ian Bauckham Restricted

4 Workforce overview Teacher numbers continue to grow The number of teachers entering ITT has been below the government s annual target for 4 years Secondary schools face particular challenges Pupil numbers are forecast to rise, so more teachers will be needed in future Restricted

5 Overview of ITT routes Around 35,000 individuals train to become teachers each year, through 6 main routes Teach First 5% School-led routes have grown in recent years SD 24% UG 18% In : Nearly half of trainees trained through HEI-led PG courses Around 1 in 5 through UG courses Around 1 in 4 through School Direct (salaried and unsalaried) SCITT 8% PG 45% Restricted

6 Cost of ITT routes The total average costs for primary school trainee teachers varies between 17,000 for School Direct salaried and 23,000 for HEI-led PG routes The average cost of non-teach First secondary routes varies between 18,200 and 23,500 The benefits of being involved with ITT, such as trainees contribution to teaching, staff capacity and fresh teaching ideas, outweigh the costs for most schools. Restricted

7 Don t forget teacher retention Retaining working-age teachers is becoming harder The majority of teachers are not considering leaving the profession The proportion of teachers who are considering leaving has increased in the last year Remember, intent to leave does not always result in leaving More than half of the teachers that actually leave state schools take up jobs in the education sector Teachers are not leaving for higherpaid jobs, at least not in the short term Restricted

8 ITT is judged by retention too The cost-effectiveness of ITT depends on the retention rate of teachers The 5-year retention rates for secondary school trainees are lower than for primary school trainees Restricted

9 You can influence retention! Engagement underpins retention The strongest protective factor for teacher retention is job satisfaction Having adequate resources, appropriate pay, being well supported by management, & having an effective governing body are strong predictors for retention (Intent to leave is not affected by FSM, academy status, or region) Restricted

10 NFER provides evidence for excellence through its independence and insights, the breadth of its work, its connections, and a focus on outcomes. Restricted National Foundation for Educational Research The Mere, Upton Park Slough Berkshire SL1 2DQ T: F: E:

11 What makes (school-based) initial teacher training outstanding? School based teacher training is an opportunity Importance of having a clear, evidence based philosophy and approach to pedagogy This underpins teaching, continuous training and initial training a seamless robe It informs a culture of professional growth and development at all stages It contributes to strong learning and achievement, which in turn attracts teachers and trainees

12 Subject specific pedagogy Two types of teacher knowledge: subject expertise, and pedagogical expertise Subject expertise cannot always be taken for granted Strong focus on subject specific pedagogy Trainees should be part of subject team s continuous development of subject specific pedagogy Trainees also need a clearly mapped subject specific pedagogy programme for the year

13 What does a subject specific pedagogy programme look like? Introduction to working memory and long term memory, the role of practice in automatisation Key differences between L1 acquisition and L2 learning Five effective strategies for teaching new vocabulary errorless learning and memory recall French phonics stages 1-5 The four core components of grammar teaching presentation, input language practice, scaffolded output practice, free output practice Error anticipation how to identify likely difficulties Error correction the 6 strategies for error correction Error tolerance when, and why, is it right not to correct errors? Memorised phrases when to teach, when and how to disaggregate Using the target language in the classroom how to make TL use an effective teaching and practice aid Etc

14 Recruiting trainees If you have: An effective school with good achievement A clear educational philosophy and a culture of evidence based learning Well worked out subject specific training programmes with focus on both pedagogy and subject knowledge Supported by well trained mentors and a strong cross subject programme A good success rate and employment record Then all you need to do is get that message out and market your school and your training offer!

15 Marketing Prospectus Website up to date, stimulating, about learning Active Twitter Local advertising Information evenings several per year Taster days or weeks Trainee ambassadors Meet the mentors sessions University graduate fairs TSC events

16 Keeping newly trained teachers Early employment increases stakes on both sides to complete successfully Involve in recent trainees helping with training early Early career mentoring and support Early leadership identification in-school future leadership programmes Keep pushing the boundaries training underpinned by stimulating think pieces and case studies The core of effective continuous teacher development is effective (subject) teams continuously developing their subject knowledge and their subject specific pedagogical knowledge