There is currently a major challenge for schools in replacing teachers and heads, and in recruiting good quality teachers. What will this challenge look like in 2030 when half of our ageing teachers retire? All schools need to act now to ensure that they have a good pool of quality teachers to draw upon in the future. What can be done?
1. Intern Programme / Professional Development
Develop and enhance your intern programme to ensure a regular supply of replacement teachers into the system. These interns should not only be well qualified but will also understand your school environment, values and expectations.
Principals need training to equip them with the necessary skills and tools to develop their teachers and deliver better learner outcomes. A formal review of all teachers should be performed by the principals to ensure that they are performing at their peak and to identify any shortcomings and weaknesses that can be remediated. A detailed Continuing Professional Development plan should be put in place for each teacher.
2. Teacher Retention
Create an environment where the teachers feel valued and supported. Give teachers a voice so that they know they are being heard and their challenges are addressed.
- Connect with staff on a personal level;
- Eliminate toxic cultures within the school;
- Make staff feel appreciated – and demonstrate an awareness of how hard the job truly is.
3. Teacher / Staff Benefits
In order to retain and attract new teachers, schools must carefully review their staff benefits programme. The education fees charged to teachers for their children must be seriously looked at from a staff parent’s affordability point of view. Another material benefit that the school can offer is staff accommodation either on site or in the school neighbourhood.
Consider upgrading your existing staff accommodation to make this more attractive or acquiring new accommodation in the area when it comes on the market. In both these instances be aware of the tax implications on ‘fringe benefits’ tax in staff members’ salary packages.
4. Retirement Age
Particularly in western countries, there is a general increase in the retirement age.
- In the UK, under the Pensions Act 2007, the State Pension age for men and women is currently 66 and will increase to 68 in 2044.
- France is considering raising the retirement age for State Pensions from 62 to 65 years.
- Denmark: 67 years old
- Finland: 65 years old
In ISASA schools the staff retirement age is determined by each school’s pension fund rules. Retirement ages mainly very between 60 and 65. The current policy that applies to the Independent Schools Association of Southern Africa Pension Scheme is that when the teachers reach the pension fund’s retirement age they are expected to retire.
Should they not retire and remain employed on renewable, short-term contracts, they can remain in the pension fund, but all risk benefits fall away. Continuing to work and remaining in the pension fund will help to build up their retirement reserves but, from that time on, they are not covered for disability and / or life cover. However, the full monthly pension contribution would now be allocated entirely to the members pension fund, after admin charges.
How does the school try and cover this challenge?
The first step that the school would need to take is to change their pension fund rules to make the retirement age later – e.g., change the retirement age from 60 to 65. This will ensure that the teachers are being retained longer and they would still qualify for all the pension fund benefits.
Should you look at the Risk Benefit Age Bands, as advertised in the ISASA pension fund documentation, the last age band is 65 – 69. Thus, extending your school’s retirement age in terms of the school’s pension fund rules to 69, the staff would still be entitled to the ISASA Pension Scheme Group Life Benefits.