This report provides the Queensland Department of Education and Training (DET)  with independent evidence based data to enable the identification of barriers and enablers to effective attraction and retention of suitably qualified people to specialist teaching and non-teaching roles in Queensland secondary schools. The scope of this report is to consider the strategic imperatives, trends and drivers as they apply to the recruitment and retention of specialised teachers and non-teaching professionals. The research was specifically designed to inform DET on innovative and novel strategies to recruit and retain staff within Education Queensland in areas specifically identified as at risk of experiencing shortages in the near future. Those areas considered to be at risk of experiencing shortages included;

• Teaching principals;
• Specialist teachers in mathematics, science, industrial technology and design, and special education; and
• Non-teaching professional roles, such as speech pathologists, occupational therapists, physiotherapists and registered nurses providing services in schools to students with special needs.

Research background:

Recent reviews, such as the Bradley review of higher education and the November 2008 Council of Australian Government (COAG) communiqués, highlight the importance of a progressive education system that meets the needs of the 21^st century and functions as an integral part of a globalised economy stressed by the global financial crisis (GFC). The research presented in this report was undertaken in the latter of 2008 as the GFC was being forecast, however the full effects of the GFC were yet to be realised in Australia. The research needs to be contextualised within the current GFC and the potential impacts that this may have on recruitment strategies within the education sector, particularly with regard to an expected increase in demand for so-called recession proof employment such as teaching and other public service sectors.

While these challenges have been recognised and considered proactively within Queensland’s secondary school system, human resource issues often require additional forward planning and research. This research provides an important vehicle for these discussions and an opportunity to reflect upon broader strategic reforms within the Queensland education system.

The report has reaffirmed the considerable concern held in Australia about teacher recruitment and retention in secondary specialist areas such as the sciences and mathematics. Some of the more systemic human resource challenges identified at a national level are:

• An ageing teacher workforce - by 2009, about 86,000 teachers will be aged over 55, and another 48,000 teachers will reach this age between 2010 and 2014;
• Competition for staff from other industry sectors and professions
• Current ‘relatively horizontal’ teacher salary scales – salary caps and limits to career progression
• Competitive salary rates – between Australian states/territories and pay scales in other industry sectors
• Cost of professional development - in terms of access, time, travel and expense

Research method:

The research is based on primary survey data supported by secondary data sources. The research adopted an exploratory approach involving mixed methods of face-to-face and telephone interviews with surveys in either online or paper-based formats. Participants were recruited from metropolitan, regional, rural and remote locations in Queensland. Sub-sampling included Year 12 school students (243), higher education students (1238), secondary teaching and non-teaching staff (91), and non-teaching professional organisations (5). The project team surveyed 1577 participants across all subgroups. Data analysis included descriptive statistics, weighted average techniques and ordered mean values to rank variables, Spearman Rank Order correlations, factor analysis, and thematic analysis to categorise qualitative data sets.

Key survey findings:

Respondents identified the following variables as the most critical in choosing teaching as a career:

• job security
• balance between work and home
• personal fulfilment
• helping people
• cost and length of training
• career pathway in teaching
• collaborative processes within the schools.

Perceptions about personal suitability for secondary school teaching, teaching as a fall-back option and student discipline problems were the second strongest variables in choosing teaching as a career, particularly for students.

In attracting more people to teaching as a career in Queensland, students, teachers and non-teaching professional groups indicated some significant career and teaching-specific attributes that need to be considered as part of any promotion or recruitment initiatives. These are: reduced education fees, job security, increased understanding of career paths, and better networking with career advisors. Re-design of the DET website combined with initiatives that highlight in a positive way the teaching lifestyle were communication tools that were also strongly supported.

Additionally, many participants were unfamiliar with the Education Queensland’s recruitment process. Since students indicated that they rely significantly on the career information given by their teachers and lecturers, it is important for DET to network closely with educational institutions and career advisors, and promote the DET website as a place where relevant information can be easily found.

In relation to rural and remote locations there is a need to consider the lateral potential and challenges presented by remote areas in isolation, peer review and support, mentoring and professional development and career paths. Consideration of potential collaborative strategies for co-investment in human resources between rural and remote locations may offset some of the ‘tyranny of distance’ concerns associated with teaching in rural and remote locations.

The Project Team

The Attrition and Retention project team included:

• Professor Bob Miles
• Mr Lindsay Greer
• Dr Delwar Akbar
• Mr Mark Dawson
• Dr Terry Lyons
• Associate Professor Ken Purnell
• Ms Stacey Tabert.

The Final Report:
Attrition and Retention in
Queensland Schools - (XMB)

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Funding Partner:

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Participating Members:

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