More turnover titbits

The current head of my previous school was employed in the summer of 2018 – their tenure started in September 2018. One particularly perspicacious class teacher saw straight through them after a one-to-one with the head that summer. She handed in her notice shortly thereafter.

And then:

o   By the end of 2018-2019, 4 more class teachers had left (two halfway through the year): representing 24% of class teachers. At least 8 other members of staff also left. (12+)

o   By the end of 2019-2020, 4 other class teachers left (including me) and 2 extremely well respected cover teachers: representing 25% of class teachers/33% of teachers. And a much loved TA. (7)

o   By the end of 2020-2021, 3 more class teachers had left: representing 20% of class teachers. At least 5 other members of staff also left. (8+) There was also a restructure that year. Some allege that questions remain unanswered. I do not know how many others lost their jobs due to it.

o   By the end of 2021-2022, 7 more class teachers had left: representing 47% of class teachers. At least 3 other members of staff also left. (10+)

o   By the end of 2022-2023, 9 more class teachers had left: representing 60% of class teachers. (9+)

At least 5 who left had a mental breakdown of some form linked to harassment/victimisation.

5 of those who have left were union reps.

There are only 3 class teachers remaining from 2018 – 2 are now assistant heads: one way to retain staff…

A conservative estimate is that 50 people have left the school since the new head arrived.

The yearly turnover has been higher in recent years than when they first started.

At the beginning of their tenure, the head apparently stated that staff leaving was to be expected. The term ‘natural wastage’ was used. Over fifty of us being equated to natural wastage is somewhat insulting and shows a blatant disregard of one’s staff - forget about duty of care…

Suffice to say: staff retention does not appear to be a priority. I reiterate what I wrote on 16 Sept: “I’m incredulous that the council and board of governors continue to accept this situation as normal.”

There is a season: turn(over), turn(over), turn(over)...

Allegedly it is quite normal for a large proportion of staff to leave a school when a new head takes over. I often heard this before I started writing this blog three years ago. There may be some truth in it. 

But what if staff turnover stays high? What if this churn of staff keeps on going?

Nine class teachers of 16 left my previous school throughout the 2022-2023 academic year – 60% of the teaching staff. Of the 6 who remain: 2 have become assistant heads. I guess, good for them! I do not know most of the others as they were not in situ when I was teaching there. Two other long-standing members of staff have also left - I do not have any details about their reasons.

And it seems that many of the people who have left the school seem to have left under a cloud. This isn’t publicly available information as the figures above are, but you might have read a previous post in which one of those teaching staff who left the school detailed the awful experiences with the head that made her decide to quit teaching altogether.

I’m incredulous that the council and board of governors continue to accept this situation as normal. 

I am still saddened and shocked that people still can’t seem to address the issue:  the one person who is behind all this mess and pain. 

What will it take to break this pattern of institutionalised bullying and mismanagement?