10K Schools

Please see our recent report on the current state of international schools' staffing entering the 2024-5 academic year: > 55% of schools using TES had open teaching vacancies on 1st September > 475 schools had an average of 3 teaching vacancies on 1st September > 61% of all schools 'forgot' to post a safeguarding statement on job ads And perhaps the biggest surprise of all - the subject in most demand, not sciences, not maths.............. There are some really interesting and concerning perspectives, not least in relation to succession plans, critical job planning and the need for schools to generate better people data (so we don't have to) Let me know your thoughts in the comments https://lnkd.in/dVeUnw6d

Its time for international schools to raise their game when it comes to diversity monitoring. There are far too many schools monitoring DEIJ of the student body, without recognising the need to do the same for the people who teach them! Why not let 10K Schools take the strain with a ready-made monitoring solution, which will provide Governors and School Leaders with clear data and insights into the things that are often holding schools back due to conscious or unconscious bias against females or minority groups. Oh, in the same platform for no extra cost, we also automate your shortlisting, safer recruitment, background checking, single central record and manage your annual engagement surveys - all benchmarked against hundreds of peer schools. www.10kschools.com

Sadly, a story we have heard before and will hear again. The bravery of the children in this case who came forward, when adults stood by and did nothing, is as heroic as it is devastatingly sad that they had to! Concerns raised by colleaguea in 2019 were primarily for the headteacher's reputation - which speaks to the fact that yet again, colleagues are extensively groomed, just as the victims are. In 1867 British philosopher John Stuart Mill made an inaugural address at the University of St Andrews with a quote: “Bad men need nothing more to compass their ends, than that good men should look on and do nothing.” When will we ever learn?

We'd like to end the academic year by congratulating Frontline International Private School Ajman for becoming the first 10K Schools partner in Northern Emirates. Our partnership heralds a major breakthrough in both Safer Recruitment and Data Supported Selection practices in the Northern Emirates. Hot on the heels of becoming the first British Curriculum School in Ajman to achieve a 'Good' inspection rating, this landmark step by Frontline International Private School Ajman, shines a beacon on the determination of the Principal, SLT and Governing Board to leave no stone unturned in their pursuit of the best for their school community. 10k Schools was designed and priced specifically to ensure schools outside tier 1 cities are not forced to compromise on keeping children safe, and we're proud of the Frontline team for blazing a trail we know a host of other schools in Ajman and other Northern Emirates will follow in the coming months.

Is placing a job on TES and hoping for the best TRULY the limit to our school recruitment 'strategy'? Is that really strategy?......Or is doing the same habitual things we've done for years, yet bemoaning the outcomes and doing precious little to stack the odds in our schools' favour. Schools need to take decisive (yet incredibly simple) action, or outcomes will inevitably decline

A Principal wears a million hats but should they wear one fitting a CHRO? #schoolleaders #educationleadership #principals #edleadership #schoolhr Talat Sheerazi Goldie Mark Steed Kai Vacher John Butterworth Kym Abbott Mat James Dawn Gamble Sidney Rose FRSA Lorraine Pegden James McDonald Kevin S. Khalid Alawar Pauline M. Lyndsay Rockey Jenny Chan

We've all been there - despite our best efforts, every year a small percentage of new hires to schools fail to thrive. And some people just take longer than others to settle.........lets understand better why that may be?

Designing a hiring process in schools is surely all about identifying the best teachers, not the best letter writers. But whenever we discuss leveraging insights from other sectors, we often hear, "but we're a people-centric sector." Yet, at application stage, we continue to rely on how people write contrived letters (not who they really are) to make determinations about whom we want to interview. While some schools doggedly stick to their beliefs on this topic, the reality is that cover letters (and for that matter, CVs) have been empirically proven in decades of academic research, to have zero predictive validity in hiring across pools of equally qualified candidates. These artifacts only really tell us how good a person is at writing a DOCUMENT that resonates with that particular reader's biases, not how good they may actually be as a teacher. Surely we can see the conflict here? In a talent shortage situation, covering letters are reinforcing inbuilt biases, rather than opening our mind to considering different people whom our processes have excluded in the past. To demonstrate the futility of this requirement in schools doggedly sticking to this requirement, we created a cover letter generator. It encompasses the job advert, the values of the school (taken from their website), and the information gleaned from the CV. This tool is part of a series we're building—not for commercial gain or internal efficiency, but to drive conversations around the need for reform in talent management within the education sector. Give it a try.....its far from perfect, but it should cause pause for thought about the things we're asking candidates to do, which become rendered meaningless with technology. Join us in rethinking how we hire teachers. It's time to move beyond outdated practices and adopt methods that truly reflect a candidate's potential to excel in the classroom. #EducationReform #TalentManagement #EdTech #FutureOfWork