Written question WQ87649

The latest available official figures show that teacher retention rates remain stable. Based on the data from the School Workforce Annual Census (SWAC) at November 2021 the full-time equivalence of all teachers was 24,700 and this is an increase of 3.0% compared to 2020.

While we recognise that there is more to do, there is a significantly lower ‘leaving rate’ among secondary teachers in Wales when compared to England. We accept there are difficulties in the recruitment and retention of teachers in certain secondary subjects and in certain geographical areas. That is why we continue to provide generous financial incentives to attract new teachers in priority subjects and strengthening the support for teachers particularly in the early years of their career.

Teacher retention can be impacted by a range of issues including job satisfaction, workload and bureaucracy, pay and terms and conditions.

In 2019 Welsh Ministers introduced an annual process for deciding teachers’ pay and conditions in Wales involving a combined approach of advice and research provided by stakeholders and independent expertise from the Independent Welsh Pay Review Body. A key element of this annual process is ensuring pay arrangements support and encourage recruitment and retention of sufficient quality and quantity of teachers, including the teaching of core subjects. We have used this social partnership approach to help provide higher salaries and allowances for both new and experienced teachers when compared to England; as well as introducing improvements to terms and conditions to support the teaching profession here in Wales.

We understand the workload pressures across the education profession in Wales and recognise the inextricable link between workload and wellbeing of the education workforce. We are committed to tackling workload and continue to work collaboratively with stakeholders, including education unions, Estyn, local authorities and education consortia to find ways to reduce workload and eliminate unnecessary bureaucracy. We are also committed to reducing unnecessary bureaucracy for school leaders, recognising the positive impact this will have on wider teaching staff and work is commencing soon to specifically address this.

Workforce wellbeing is a key priority and as part of the Whole School Approach to emotional and mental well-being, specific funding to tackle the mental health and well-being of the education workforce across Wales has been made available since 2020/21. This financial year we have tripled this funding to £1.25million significantly increasing the capacity and reach of the well-being support provided by Welsh Government. We are continuing to fund the charity Education Support, with £600k further funding recently announced to support the School Wellbeing Service. Education Support have expertise in specifically supporting teachers and the wider education workforce with their mental health and wellbeing and they have a range of free resources available.

I meet regularly with a wide range of stakeholders including representatives from Local Authorities, Trade Unions school leaders and practitioners. Teacher retention is a core issue and as such is discussed at most of these meetings as well as at the Schools Social Partnership Forum.

We will continue to work with stakeholders to explore opportunities for increasing levels of teacher retention particularly in those subjects where recruitment is more challenging.