Date updated: Sunday 10th October 2021

The Department of Education (DfE) have introduced significant changes to teacher induction effective from September 2021. Under statutory guidance revised in March and to come into force in September, the term early career teacher (‘ECT’) will replace newly qualified teacher (‘NQT’), and the length of induction will increase from 1 school year to 2 school years.

Introduction

The changes are explained in the statutory guidance: DfE, Induction for early career teachers (England). Statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (the ‘Guidance’), available here. The Guidance replaces the current statutory guidance last revised in April 2018, available here.

Key changes

From September 2021 the following will apply:

  1. The term early career teacher (‘ECT’) replaces newly qualified teacher (‘NQT’).
  2. The length of induction will increase from 1 school year to 2 school years.
  3. NQTs currently receive a 10% timetable reduction, ECTs will receive the same 10% reduction in their first year and a 5% reduction in their second year.
  4. The induction should be underpinned by the Early Careers Framework (‘ECF’), this will be a structured programme and appropriate bodies will have a role to check schools are delivering an ECF based induction. At present the induction is a personalised programme of development. In relation to the appropriate body, as is currently the case, an organisation will be agreed as an appropriate body. LAs, teaching school hubs, the National Techer Accreditation, and the Independent Schools Teacher Panel can all be appropriate bodies.
  5. The ECT will have a mentor whose role is to support the ECT, this is a new role and is separate to the induction tutor.
  6. There will be two formal assessment points, one midway through induction, and one at the end of the induction period. These will be supported by regular progress reviews to monitor progress, to take place in each term where a formal assessment is not scheduled. Currently NQTs have three formal assessments, one each term carried out by the headteacher/principal or the induction tutor.
  7. In cases where ECTs working part-time can demonstrate that they have met the Teachers’ Standards, the appropriate body is able to reduce the length of the induction period and bring forward the final assessment point. This decision is only to be made in agreement with the ECT and once the ECT has completed a period covering, but not equivalent to, two school years. While the current guidance does suggest there is some discretion for appropriate bodies and schools to decide the length of the induction period, it states NQTs completing induction on a part-time basis will need to complete the fulltime equivalent (FTE) of one full academic year.
  8. The number of ad-hoc absences permitted is 30 per year across the two years, in line with the current 30 days permitted for the 1-year induction.

Transition arrangements

The changes will apply to ECTs who start their induction on or after 1 September 2021. NQTs who, on 1 September 2021, had started but not completed their induction, have until 1 September 2023 to complete their induction within three terms. The transitional arrangements at paragraphs 1.6 and 1.7 state:

“Where possible, schools should have regard to this amended statutory guidance in relation to ECTs who began their statutory induction before 1 September 2021. For example, where possible these ECTs should have an ECF-based induction and a mentor for the remainder of their one-year induction. This is to be decided by the headteacher and appropriate body given what is most appropriate in the circumstances and considering what proportion of the induction period remains to be served.”

“After 1 September 2023, when the transition period ends, all ECTs will be required to complete a two-year induction period. These ECTs should not restart induction, but rather complete what remains of a two-year induction. It is expected that they will be able to access ECF support and entitlements for the remainder of their induction.”

Academies

As academies are not required to employ qualified teachers, there is no legal requirement for an ECT to satisfactorily complete an induction period if they intend to work solely in the independent sector, an academy, a free school, a BSO, an independent nursery school or an FE institution. Consequently, academies are not required to offer statutory induction to their ECTs, however, if an academy chooses to offer an induction, which most do, they must adhere to the Regulations and have regard to the Guidance.

Next steps

The changes are significant and will require careful planning to implement.

Schools will need to revise their induction program to ensure it is underpinned by the Early Careers Framework and prepare staff members to fulfil the role of mentor which is a key role in supporting the ECT during induction.

In light of the increase in length of induction, and addition of a reduced timetable in year 2, schools and academy trusts will need to review their recruitment plans, and consider the additional resources required to support ECTs over two years.

Before employing ECTs schools will need to consider amending their template contracts of employment to ensure the provisions relating to induction are up-to-date. Schools will also need to seek advice on the possibility that an ECT may claim unfair dismissal if they have 2 years qualifying service and are dismissed having not completed their induction.

If you have any questions on the new ECT Guidance or need support to amend your contracts of employment, contact our Employment team to discuss your arrangements.