The same principle applies to supply recruitment, and employers who don’t seek to develop a supportive environment for their temporary staff will likely feel the impact. With this in mind, we’ve offered education leaders advice on creating a positive culture at their school, trust or other educational establishment.
The importance of culture
As the adage goes, ‘culture eats strategy for breakfast’, meaning that even the best laid plans can be affected by the broader culture within any organisation. This is felt particularly acutely within education where a united, positive attitude towards tackling what remains a highly stressful occupation, is key. The ramifications of not doing so can have significant impacts, and can lead to a fragmented and incohesive environment which will only affect pupils. Ultimately, fostering a positive environment for supply teachers is not just about improving their experience, it also directly impacts student outcomes, staff morale, and the school’s reputation.
The nature of education skills shortages means that this remains a candidate-led market, meaning they hold much of the power. Before deciding to take on a role, most professionals will seek advice from former colleagues or other members of their network about the establishment. If all they hear is negativity, it seems logical that they will be unlikely to choose that particular employer.
But what actually goes into making a positive working culture, and how can leaders develop settings that support effective recruitment, and where supply teachers want to work?
How to create a positive working culture
It’s clear that taking on a new assignment in unfamiliar surroundings and with new colleagues can be challenging, so ensuring they are provided with all the right information from the off is critical. The last thing any professional wants is to feel overwhelmed, so offering seemingly simple elements like a school map, staff list, and an overview of aspects such as classroom expectations and behaviour management policies can make a world of difference. Providing technical details like emergency procedures, Wi-Fi passwords and logins for school systems may sound obvious, but it’s surprising how many employers fail to treat their supply staff like permanent members of the team by having this ready for them when they start. Some schools also go a step further by sending digital welcome guides in advance, allowing supply teachers to prepare before they arrive. Similarly, it’s also valuable to keep these individuals in the loop with behavioural management policies and ensure supply specialists know who to contact if they need support. It can also be helpful to encourage assistants to step up and step in where needed with any issues that may need dealing with that might fall outside of the remit of supply experts.
Building a welcoming environment
First impressions really do matter, and a warm, inclusive welcome can set the tone for a successful placement and, in turn, future placements too. This means that, whenever possible, leaders should look to introduce supply teachers to key staff members as soon as they arrive. In addition, a brief tour of the school can help them feel more comfortable and familiar with their surroundings. Some employers prefer to let individuals jump in at the deep end, without formally introducing them to their colleagues and surroundings, and the ability to onboard effectively depends on how much time is available when they start a placement. While many professionals may be fine to crack on with the job at hand, most will at least want some indication that they’re being viewed on a par with other staff members. Building this culture of inclusion in the staffroom makes a huge difference and simple gestures such as greeting supply teachers on arrival, offering them a seat at planning meetings, and engaging them in conversation will help them feel like part of the team, rather than temporary visitors.
Set expectations
One of the biggest challenges for supply teachers is navigating different expectations across the various schools in which they operate. Clear communication from the top down will ensure they understand what is required of them and will mean they can focus on delivering quality teaching, rather than being concerned about other matters. Whenever possible, schools should provide detailed plans and teaching resources, particularly for those stepping in at short notice. While supply teachers are adaptable, having access to structured materials allows them to deliver more effective lessons and maintain consistency for students. If no plans are available, offering a bank of emergency lesson ideas or providing a point of contact for guidance can also be immensely valuable, and help professionals to better understand what’s expected of them.
Look to offer feedback
At the end of the supply teacher’s role or assignment providing positive, constructive feedback will aid the individual and their progression. Leaders can look to offer a short debrief session with the individual before they depart, or provide written feedback to highlight strengths and potential areas for improvement. Approaches to this can vary, but the underlying lesson is to treat supply teachers in the same way as any other permanent staff member.
MAT leaders also have another element to keep in mind. Many will utilise the same supply experts across multiple different settings, and ensuring there is a consistent and standardised approach across all locations will be key. The last thing any professional wants is to have a vastly different experience from one school to the next while remaining under one trust, and this can undermine the reputation of the entire establishment, rather than just that one school. Providing shared policies and frameworks for all teachers – across all locations – to adhere to, and standardising welcome procedures, resources and development opportunities will mean there is a united front across all locations and settings.
By taking proactive measures to welcome, support, and integrate supply teachers – and essentially treat them like part of the permanent workforce – establishments will benefit from a more positive working environment, and reap the subsequent benefits. If you’re seeking your next specialist supply teachers to operate at your education establishment, speak to our expert team.
