While not surprisingly, workload and accountability pressures are major factors in teachers retiring early, ill health, elder care and reduced energy levels all play a part for those over 50 (17.6% of teachers in the 2018 Census).
The review found a general lack of awareness about flexible pension options and limited alternate role options, particularly for classroom teachers. It suggests that a positive attitude/culture towards the value, and managing the well-being, of older teachers, will help to motivate teachers to work for longer.
So, don’t be worried about discussing the future – career pathways should be a regular topic of conversation with all staff.
- Be positive about Flexible Working, and make it available to all staff
- Think about different roles, for example:
- deploying staff appropriately e.g. to less physically demanding roles
- by allowing teachers to “step down” from management positions or to move to specialist roles which utilise their skills e.g. in mentoring or support roles
- be open to different models of leadership
- Encourage staff to understand their pension options, for example:
Being pro-active, raising awareness and being open to imaginative solutions, will enable you and your staff to plan together and support the retention of valuable experience and skills.