Why the Supply Teaching Industry Needs a Dramatic Change!
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Ross Morrison McGill founded @TeacherToolkit in 2007, and today, he is one of the ‘most followed educators’on social media in the world. In 2015, he was nominated as one of the ‘500 Most Influential People in Britain’ by The Sunday Times as a result of…
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Is it time to rethink how schools manage supply teaching and staffing?
The supply teaching system in the UK hasn’t evolved in decades, and it’s time for schools to explore new solutions that save money and support teacher wellbeing.
Schools pay significantly more than they should!
The current model of managing supply teaching, which has been around since 1989, still relies heavily on recruitment agencies. With over 500 supply agencies in the UK, schools pay significantly more than they would by managing supply staff directly. I’ve experienced this challenge first-hand as a deputy head responsible for overseeing cover: finding the right staff while navigating rising agency costs, often under tight time pressure, leads to being exploited by some!
This outdated system funnels millions of pounds away from schools, and leaves teachers with less control over pay and job role. New technology and better systems can help schools take back control.
Relying on supply agencies costs schools, £485M!
The financial burden of relying on supply agencies is significant. In 2022-23, schools spent:
- £485.6 million on agency supply teaching staff, 17.0% higher than in 2021-22!
- £110.4 million on supply teaching staff employed directly by the school
- This is 3.3% higher than in 2021-22.
- In 2022-23, LA maintained schools spent £4.8 billion on education support staff.
If schools could manage supply directly, we could reduce costs and redirect funds into resources and teaching. Furthermore, supply teachers often get paid less than they deserve, contributing to a workforce that feels undervalued. This impacts teacher retention and the quality of classroom teaching.
Recently, it was reported that the “average daily cost of supply teachers was £218 for primary schools, £291 for secondary schools and £270 for special schools. However, the average pay rate reported … was £136 for primary, £150 for secondary and £144 for special schools” (SchoolsWeek).
The issue isn’t just about cost—it’s about improving the quality of supply teaching and supporting teachers to deliver better outcomes for students. Paying teachers well, means the supply chain is valued.
Using technology to advance the supply market
Schools can start by adopting new technologies that allow them to manage their own supply staff, reducing the need for expensive agencies. In my experience managing cover, implementing internal systems to track and deploy supply teachers is crucial.
By building stronger relationships with local supply teachers and cover supervisors, schools can create a more efficient, cost-effective system. Encouraging a proactive approach to recruitment, including creating pools of reliable supply staff, would give schools more control and improve the experience for teachers stepping in to cover.
Recommendations for schools and the supply industry
- Stop outsourcing: Can your school reduce its reliance on supply agencies and manage cover internally?
- Reclaim control: Should schools take back the power to decide who covers their classes?
- Boost morale: How can schools ensure supply teachers feel valued and not just a temporary solution?
- Invest locally: Could you build a trusted pool of local supply staff who understand your school’s culture?
- Rethink budgets: What would your school do with the money saved from cutting agency fees?
- Think long-term: How can you improve workforce planning to reduce last-minute cover needs?
- Use tech smarter: Could technology streamline the cover process and make it more transparent?
- Improve communication: Are staff fully informed about cover arrangements and how decisions are made?
- Pay fairly: Is your school ensuring that supply teachers are compensated fairly for their work?
- Strategise for success: How could proactive recruitment/retention strategies reduce supply needs altogether?
Schools who want to reduce costs and improve outcomes should consider adopting new technologies to manage supply staff directly.
By streamlining the process and focusing on proactive workforce planning, schools can regain control, save money, and provide better support for supply teachers.
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