As a teacher you have to face the facts that you won’t be making a shed load of cash from your employment. As a trainee teacher, you’ll be making an hourly wage less than the one you would have got at 15 working in the deli round the corner packing pasta (there is not much I do not know about parpadelle pasta and the different sizes of spaghetti).

However as a person living in one of the worlds expensive cities sometimes it would be nice to be paid a bit more sometimes, as I’m sure we would all agree. One of the challenges we face as teachers and workers in the public sector is the reduction in funding for schools and rising living costs. Salaries haven’t increased above inflation for several years and as a younger teacher I didn’t really understand what inflation felt like until now. It’s that sensation when you are buying the same things and trying to be careful with your money but it still isn’t going as far as you would like.

The other side that is challenging is how to go about moving up a payscale. The Acadmies system has been viewed by some as encouraging a performance management based system which rewards the teachers who get the best results and teachers can be more competitive with their salaries. After my own interesting sourjourn at an academy this did fill me with dread. As a teacher you are constantly working to help your students obtain their very best, but even at my very best the most optimistic statistic is that I will have a forty percent impact on my students. This will only be for my subject in a secondary context. Sometimes students won’t be able to make progress that year for a whole host of reasons way beyond your control and yet I worry that you will be penalised for this and thus your pay will be reflected.

On the other hand you know you do a fantastic job and you have a great success rate with the vast majority of your students and you feel you should be suitably remunerated for your effort hard work and most importantly, skill. It’s not an easy job and the best teachers are like watching an amazing play or hearing a symphony play some exquisite music. You don’t know how it exactly works but you know it does and it’s vaguely tangible. Surely if you are conducting the learning of the next generation and doing it to a fine art there can be some financial benefit to run alongside the sense of satisfaction. The dilemma of course is how can pay and salary conditions be fairly reviewed and monitored that doesn’t make someone feel inadequate. Investment in CPD is an absolute must and this article in the guardian argues how important it is to invest in who we have.

Inadequate has been too loosely bandied about in teaching, via OFSTED frameworks and lesson observations. It’s time we build up our teachers and celebrate them for the superheroes that they are. Support them, encourage them and motivate them within a pay and conditions framework that is fair, just and rewarding financially and or otherwise.

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