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Recruitment & Retention on the Education Sector, a Matter og Social Dialogue

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Presentation from the Retain final seminar

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Recruitment & Retention on the Education Sector, a Matter og Social Dialogue

  1. 1. Recruitment & Retention in the Education Sector, A Matter of Social Dialogue Inclusive Environments to Retain New Teachers, 21 April 2016 www.csee-etuce.org1 Susan Flocken, Coordinator Internal Policy Coordination
  2. 2. ETUCE in numbers www.csee-etuce.org2  132 education trade unions in Europe  11 million education personnel at all levels of education (pre- primary, secondary, vocational education and training, higher education and research)  1975: year of foundation  1 of 5 regions of Education International
  3. 3. Background of the Organisation • European Trade Union Federation in in the European Trade Union Confederation (ETUC) • European Region of Education International • European social partner in the education sector at European level • Member of the thematic working groups in education of the European Commission
  4. 4. ETUCE
  5. 5. • Success of ETUCE: Establishing the European Sectoral Social Dialogue Committee for Education • According to Article 138-139 of the EU-treaty • Cross-sectoral SD • sectoral SD • Supported with the help of the European Commission • Covering all Sectors of education European Sectoral Social Dialogue Committee for Education
  6. 6. European Sectoral Social Dialogue Committee for Education • Supporting the education sector to overcome the economic crisis • Work-related stress, prevention of violence and harassment against teachers • Developments in public/ private education • Continued promotion of social dialogue • Mapping topics specific to the education sector Union representatives Employer representatives 1 EPSU representative 1 CEEP representative
  7. 7. Decided case by caseEuropean Social partners themselves, National organisations, Members States and/or European institutions Influence on national and European policies Joint declarations Provided by European social partners European institutionsResponse to a consultation, comment on a European initiative, request of action to the European Commission Joint positions autonomous national implementation National organisations / Members States Influence on national policies Recommend ations European directives or autonomous national implementation National organisations / Members States Norms applied everywhere Agreements Follow-up procedures Target(s)ObjectivesDocuments Decided case by caseEuropean Social partners themselves, National organisations, Members States and/or European institutions Influence on national and European policies Joint declarations Provided by European social partners European institutionsResponse to a consultation, comment on a European initiative, request of action to the European Commission Joint positions autonomous national implementation National organisations / Members States Influence on national policies Recommend ations European directives or autonomous national implementation National organisations / Members States Norms applied everywhere Agreements Follow-up procedures Target(s)ObjectivesDocuments Social Dialogue SettlementsIncreasing Obligation
  8. 8. Recruitment and Retention in the Education Sector – ETUCE/EFEE Project  SD Working Group on Demographic Challenges  ‘Ageing of the workforce & consequences for recruitment and retention in the education sector’  Economic crisis and cuts in the education budgets  Objectives:  Examine the actual recruitment and retention situation in the education sector and national policies thereon  Develop a joint social partner approach from a European perspective  Activities:  Survey among ETUCE/EFEE members  Case studies in Lithuania, Italy, Germany and Denmark  2 Regional Seminars and a project closing conference  Project report and Joint Recommendations
  9. 9. Recruitment and Retention in the Education Sector – ETUCE/EFEE Project Challenges Recruitment  Demographic changes in the teaching workforce  Shortage of experienced teachers in  Remote/disadvantaged schools  STEM subjects  in Germany, The Netherlands, Denmark, Sweden, Italy  Quality  Gender/diversity imbalance  Skills, competences and qualifications  Salaries  Status of the Teaching Profession  Initial teacher training and continuous professional development Various policy initiatives
  10. 10. Recruitment and Retention in the Education Sector – ETUCE/EFEE Project Challenges Retention  Early Retirement  High ‘attrition rate’  Teachers new to the profession  Male teachers  Socio-economic disadvantaged pupilship  Quality  School leadership  Working conditions  Support for teachers new to the profession Various policy initiatives:  School leader training programmes  Flexible retirement policies  Mentoring programmes
  11. 11. Recruitment and Retention in Education – ETUCE/EFEE Recommendations - 1  ETUCE and EFEE note:  Shortage of qualified teachers  Cuts in salaries and allowances of education personnel  Budget cuts in public services in general, job insecurity  Need for more support of teachers new to the profession, prevent work-related stress, keep workload manageable  Need to attract best possible candidates to the profession, raise the attractiveness and public respect for the profession
  12. 12. Recruitment and Retention in Education – ETUCE/EFEE Recommendations - 2  ETUCE and EFEE conclude:  Concerned about impact on quality of education due to shortage of qualified teachers  Quality education is a source of growth for Europe, based on highly qualified education personnel and on investment as a core element of the EU 2020 strategy  Commit to strengthen the teaching profession at national and European level
  13. 13. Recruitment and Retention in Education – ETUCE/EFEE Recommendations - 3  ETUCE and EFEE recommend:  Continue monitoring the development in recruitment and retention of education personnel  Develop strategies to address job insecurity and its negative consequences  Remind national policy-makers in education about their responsibility to:  Develop new strategies and introduce sectoral reform programmes aimed at enhancing the attractiveness of the teaching profession, e.g. teacher training, teacher induction, mobility, gender balance, additional teachers in certain subjects, support staff;  Enhance the image of the public perception of the teaching profession  Feed the results from the education sector in to the cross-sectoral dialogue with other stakeholders
  14. 14. www.csee-etuce.org14 Thank you for your attention ETUCE Website: www.csee-etuce.org

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