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<p>In January 2019 the Department launched the Teacher Recruitment and Retention Strategy
which outlines four key areas for reform and investment. These include creating the
right climate for leaders to establish supportive school cultures, transforming support
for early career teachers, building a career structure that remains attractive to
teachers as their careers develop, and making it easier for people to become teachers.</p><p>
</p><p>Designed collaboratively with the education sector, the strategy commits the
Government to creating the strongest development and progression opportunities for
teachers working in the schools and areas that need them most. The full strategy can
be found here: <a href="https://www.gov.uk/government/publications/teacher-recruitment-and-retention-strategy"
target="_blank">https://www.gov.uk/government/publications/teacher-recruitment-and-retention-strategy</a>.</p><p>
</p><p>As part of this, the Department is piloting two new financial incentives which
encourage individuals to teach in disadvantaged areas. The Department is offering
two uplifted mathematics early career payments of £7,500 rather than £5,000 to those
who complete initial teacher training (ITT) and go on to teach in 39 high-need local
authorities. It is also piloting teachers’ student loan reimbursement for languages
and science teachers in 25 high need local authorities.</p><p>The Department is also
investing more in challenging areas to create enhanced development and progression
opportunities. For example, the Department is investing £20 million in scholarships
to drive take up of the reformed leadership national professional qualifications in
the most challenging areas.</p><p>The Department’s investment in Teach First (TF)
also supports recruitment for schools in disadvantaged areas. The department funds
TF to deliver an employment based route into teaching, with trainees completing a
two year leadership development programme. It is a premium route into teaching, attracting
high calibre trainees into the profession. In 2016/17, 93% of TF trainees had a 2:1
or above, compared with 73% across post graduate routes. These high quality trainees
are placed in schools in disadvantaged areas that might otherwise struggle to attract
this quality of applicant.</p><p>The Department recognises that some schools have
greater issues with recruitment and retention than others. That is why it is delivering
a £30 million investment in tailored support to get more great teachers into schools
in disadvantaged areas that are facing challenges with teacher supply.</p><p> </p>
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