The Importance of Recruiting and Retaining Non-Teaching Staff in Schools

Data speaks volumes

According to the Office for National Statistics (ONS), the average full-time hourly wage in the UK in 2023 was £17.40. There are vast wage differences, from £22.15 in London to £15.39 in the North East.Non-teaching staff in schools often receive less than average wages. For instance, a teaching assistant earns around £12.23 per hour, while roles such as a science technician earn £13.74 per hourAverage hourly rates for non-teaching staff across the UK include:

• Teaching Assistant: £12.23

• Science Technician: £13.74

• Attendance & Administration Officer: £13.74

• Site Supervisor (Primary): £12.23

• Midday Supervisor: £11.79

In contrast, supermarkets including Aldi and Lidl offer hourly wages of around £12.40 (up to £13.65 in London), with extra benefits like staff discounts and paid breaks​​. This discrepancy can make supermarket jobs more attractive, especially for those struggling with the cost of living.

Unpaid overtime among school support staff

Over half (52%) of school support staff surveyed worked beyond their contracted hours without receiving overtime pay, according to the Unison School Support Staff Cost of Living Survey 2023. Although 48% do not work unpaid hours, 27% work one to two extra hours, 11% work two to three extra hours, and 2% work more than 8 unpaid hours

The impact on schools

A National Education Union (NEU) survey highlights significant school staffing challenges. Half of schools (51%) reported decreased support staff over the past year. Additionally, 65% of current staff noted an increased workload, covering extra roles such as first aid, administrative tasks, covering classes and lunch breaks, cleaning, writing reports, and welfare checks​​. These extra challenges cause burnout and job dissatisfaction. It can lead to higher turnover rates and difficulties in maintaining consistent support for learners. Additionally, a notable rise in long-term sick leave among existing staff exacerbates the staffing crisis.

Why retention matters

Retaining experienced non-teaching staff is crucial for maintaining the quality of education and the smooth operation of schools. Teaching assistants, administrative staff, and site supervisors play vital roles in supporting students and teachers. Their departure disrupts daily operations and places a burden on the remaining staff. This further exacerbates job dissatisfaction. Schools then face another challenge: replacing experienced staff with suitable candidates. This leads to other issues that include substituting experienced staff with apprentices and budget constraints preventing new hires.

Barriers to successful recruitment

Holden Knight recently polled schools to identify barriers to recruiting non-teaching staff. The primary barrier was money, indicating that salary and financial incentives are significant factors in recruitment challenges. This was followed by funding, hours, and experience. Other notable barriers included competition from other sectors, job role responsibility, lack of flexibility, location, student behaviour, and negative press from unions.

What do prospective applicants want?

Based on a recent Holden Knight poll of potential non-teaching support staff, the important factors for prospective applicants are:

• Engagement and positive relationships

• Feeling valued and having positive relationships

• Transparency and a clear understanding of the role

• Ease of application, not jumping through hoops, and relevant interview process

• Competitive salary, career, and/or salary progression

• Benefits (e.g., pension, wellbeing) and work-life balance

Before you start recruiting: Tips

Consistent and compelling messaging that reflects the school's vision, values, and benefits is crucial in recruiting.

• Ensure consistent branding across all channels that reflect the core principles of your school.

• Have clear and consistent messaging about your vision, values, ethos, ambition, direction, and mutual value.

• Highlight the benefits and rewards clearly to attract applicants.

Five recruitment and retention strategies

1. Competitive salaries and benefits

Schools should reassess their pay scales to align with other sectors. They should offer salaries that are competitive with those in retail. While there are budget constraints, take time to highlight the benefits, such as:

• pensions

• working hours

• wellbeing programmes

• school holidays

• opportunities for training and development

2. Improved work environment

Reducing excessive workloads and ensuring staff are not working overtime can enhance job satisfaction. Implement a fair distribution of tasks and recognise the contributions of non-teaching staff. This can lead to a more supportive work environment.

3. Streamlined recruitment processes

Streamline the recruitment process to make it more applicant-friendly. This includes using clear, concise job descriptions and reducing unnecessary administration. Utilising online recruitment systems and a specialist education agency such as Holden Knight Education can streamline hiring.

4. Professional development opportunities

Offer pathways for career progression and professional development. This can help retain staff by providing them with growth and achievement within education.

5. Engagement and recognition

Ensure that non-teaching staff feel valued and engaged. Recognise their efforts, include them in decision-making, and communicate clearly. This can build a positive workplace culture.Addressing the recruitment crisis for non-teaching staff in schools needs a multifaceted approach. By enhancing compensation, highlighting benefits, streamlining recruitment processes, and investing in professional development, schools can create a more attractive and supportive environment for these essential staff members.Contact us today: https://holdenknight.com/education/contact