Teacher progression: the link between recognition and retention

The education landscape in Australia is rapidly changing. A significant number of teachers are leaving the profession each year. Teacher shortages are already evident in remote and regional areas and these are likely to increase with the number of students predicted to rise by 26% by 2022.

57% of primary school leaders have experienced difficulty in finding teachers and 40% have experienced difficulty in retaining teachers. While 73% of secondary school leaders have experienced difficulty in finding teachers and 61% have experienced difficulty in retaining teachers.

Our education departments need to budget for increasing expenses related to hiring and training new staff and school leaders need to be accountable for the retention of teachers in their school communities.

• 20.4% of surveyed teachers feel there is lack of progression at their current school which will make them to look elsewhere for opportunities.
• 17.2% of teachers who feel unsupported from their leadership team said they will look to move schools within the next three years, but would stay if this changed.
• 48.8% of surveyed teachers thought there was a lack of career progression at their current school.
• Progression is an issue for Just over 1 in 5 teachers – many of who intend to leave their current role within the next five years.
• Four senior school leaders give their insights and recommendations to help other schools to develop their management strategies that can support and empower their teachers towards career progression.