Supply teachers play a vital role in ensuring classroom continuity when permanent staff are absent, preventing disruptions in students’ education. Over time, the supply teacher market has shifted, with commercial agencies now dominating the landscape. While supply teachers enjoy flexibility, schools are increasingly reliant on them, facing challenges like higher costs and lack of value for money.
The Use of Supply Teachers in Schools research report, commissioned by the Department for Education (DfE) and conducted by CFE Research, provides valuable insights into this market. It highlights key issues such as pay dissatisfaction, rising costs for schools, and why many educators leave the supply market, as well as schools' motivations for using supply teachers.
In this blog, we’ll explore the key findings of the report and how Elevate Supply is tackling these challenges by providing a transparent platform with better pay, flexibility, and support for both schools and educators.
The demand for supply teachers has skyrocketed since the COVID-19 pandemic. Nearly 58% of schools report an increased need for supply staff, with secondary schools experiencing the highest surge at 78%. This rise is driven by both short-term (sickness, mental health) and long-term absences, along with recruitment challenges. Specialist roles, such as those working with students with special educational needs and disabilities (SEND), are particularly in demand, making supply staff essential for maintaining classroom continuity.
A significant portion of supply teachers in England are dissatisfied with their pay. In the 2022/23 survey, 63% expressed dissatisfaction, rising to 66% for those in special schools. Teachers in London, despite earning higher rates, were more dissatisfied, with up to 70% in Outer London.
Interestingly, teachers employed directly by schools tended to earn more and were more satisfied with their pay. However, the gap between what schools pay and what teachers take home remains a significant issue. For instance, secondary schools pay £291 per day for a supply teacher, but the teacher receives only £150, with agencies taking a large cut. This pay disparity and undervaluation are key drivers of dissatisfaction.
Elevate Supply addresses this by allowing teachers to set their own rates—a flexibility not provided by most traditional agencies. Unlike agencies that keep a large cut of the fee paid by schools, Elevate eliminates the middleman, ensuring teachers keep their full earnings. This approach empowers educators, ensuring they are fairly compensated for their expertise.
Many supply teachers, particularly those in short-term roles, face limited access to professional development and career progression opportunities. According to the report, around two-fifths of supply teachers had not undertaken any CPD in the last 12 months, with short-term placements often lacking the support for continuous learning and development.
While some schools offer feedback and training for long-term placements, many supply teachers are left to fund their own CPD, limiting their ability to enhance their skills.
Elevate Supply offers free access to Twinkl Ultimate Membership*, which provides a wide range of teaching resources and CPD opportunities. This helps supply teachers stay up-to-date with their professional growth and development, ensuring they have the tools they need to progress in their careers.
The rising cost of supply teachers is putting a strain on school budgets, with many cutting back in areas like training and resources to cope. This is especially true for specialist roles like SEND teachers, where demand is high and availability is low. Schools often pay up to double what supply teachers earn, with agencies taking a substantial portion of the fees.
Despite dissatisfaction, 97% of schools still use agencies to book supply staff, often due to convenience or lack of alternatives. Elevate Supply offers a more cost-effective solution by charging a flat admin fee of just £33, helping schools save money while ensuring teachers are fairly compensated.
The future of supply teaching depends on addressing key challenges like better regulation of pay and working conditions. Schools and teachers are calling for more transparency and fairer support to ensure supply teachers are properly compensated.
Platforms like Elevate Supply are helping by offering a more flexible and transparent approach. Teachers can set their own rates, and there are no hidden fees, allowing schools to connect directly with educators. By tackling these challenges, Elevate is helping to create a more sustainable and fair system for both schools and supply teachers.
