Five steps to creating a standout EVP for your school

In today's challenging education market, attracting and retaining the best teachers is essential for the success and reputation of your school. To do this, the first step is to develop a compelling employee value proposition (EVP) that distinguishes you as an employer of choice. In this article, we explore the key components of a great EVP and provide a five-step approach to creating one.

4 mins read
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29 Apr, 2024

​An employee value proposition (EVP) encompasses the unique benefits and offerings that an employer provides its employees in exchange for their skills, experience, and commitment. It goes beyond the salary and benefits on offer, to encompass elements such as company culture, professional development opportunities, work-life balance, and the overall employee experience. A strong EVP will help attract top professionals while fostering employee engagement, satisfaction, and retention.

Having an EVP that stands out is essential for schools. Ultimately, schools with a positive reputation attract better, and more, teaching staff, whereas negative reviews and stories of poor leadership, excessive workloads, or toxic environments can deter people from applying to certain schools.

Key components of a standout school EVP

A compelling mission and values

Schools with a clear and inspiring mission and values are more likely to attract passionate and dedicated classroom- and non-classroom-based staff. Prospective employees are drawn to schools that align with their personal and professional values and that offer them opportunities to make a meaningful impact.

A supportive culture

A positive and supportive school culture is a magnet for top education talent. Schools that prioritise collaboration, respect, and diversity create an environment where teachers feel valued, empowered, and motivated to excel. Schools where the senior leadership team cultivate a culture of trust, transparency, and open communication, have a greater sense of belonging and loyalty among staff members.

Professional growth and development opportunities

The best professionals seek opportunities for continuous learning and professional advancement. Schools can attract and retain high-calibre teachers by offering robust professional development programmes, mentoring opportunities, and career advancement pathways. Investing in employee growth not only enhances individual performance but also strengthens the school's reputation as a centre of excellence.

Work-life balance and wellbeing

While it can be a challenge for many schools to compete with other sectors’ ability to offer a great work-life balance and flexible working, it is not impossible. Flexible working in education can be achieved through timetable rescheduling, job sharing, allowing planning, preparation and assessments to be conducted offsite, and offering family-friendly policies. All these are great ways to improve teachers’ work-life balance, which is crucial for employee satisfaction and wellbeing.

Meaningful student impact

Because educators are driven by a desire to make a difference in students' lives, schools can attract passionate teachers and support staff by highlighting opportunities for meaningful student impact, such as innovative teaching approaches, extracurricular activities, and community engagement initiatives. Emphasising your school's impact on student success and personal growth resonates with mission-driven staff who are seeking to make a difference.

Five steps to creating a standout EVP for your school

Step one: Conduct and analyse research

Start by conducting research to understand the needs, preferences, and aspirations of your current and prospective employees. Analyse feedback from surveys, focus groups, online reviews, Ofsted reports, and exit interviews to identify areas for improvement and opportunities to enhance your EVP.

Step two: Define your unique value proposition

Identify the unique strengths and offerings that set your school apart from others. Articulate your EVP in a clear, compelling manner that resonates with your target audience. Consider and emphasise what makes your school an exceptional place to work and grow professionally. TipTip: speak to your staff and students to find out what they love about your school!

Step three: Communicate your EVP effectively

Promote your EVP through various communication channels, including your school's website, social media platforms, job postings, and recruitment materials. Highlight success stories and employee testimonials to showcase the impact of your EVP on employee satisfaction and engagement.

Step four: Involve your employees to drive engagement

Involve employees in the development and promotion of your EVP to foster ownership and engagement. Encourage staff members to share their experiences and insights with prospective candidates through networking events. Tip: referral programmes are also a fantastic way to encourage employees to promote your school with their contacts.

Step five: Continuously evaluate and adapt your EVP

Regularly evaluate the effectiveness of your EVP and adjust as necessary based on feedback and changing market trends. Stay attuned to evolving employee needs and industry best practices to ensure that your EVP remains relevant and competitive.

In conclusion

Creating a standout EVP is essential for schools seeking to attract and retain the best teaching talent. By focusing on these key elements, schools can differentiate themselves as an employer of choice. By implementing practical strategies for developing, promoting, and continuously improving their EVP, schools can build a strong foundation for recruiting and retaining top talent and achieving excellence in education.

If you are looking for a talented education professional to join your school, or seeking a new role yourself, get in touch with one of our specialist education consultants today.


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Employee monitoring: a guide to best practices
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Employee monitoring: a guide to best practices

Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. 

The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’.  

A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. 

Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including:    

Keith Rosser, Director of Group Risk and Reed Screening, Reed 

Hayfa Mohdzaini, Senior Research Adviser, CIPD

 By downloading this eBook, you will discover:   

  • What employee monitoring is 

  • Whether it's needed for your business

  • Considerations for introducing workplace monitoring  

  • The benefits and drawbacks  

  • Potential impact of surveillance on the workforce 

  • Your duties as a responsible employer 

“Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.

Workplace monitoring: guidance for your organisation
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  1. Article

Workplace monitoring: guidance for your organisation

​In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.

Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.

Improved productivity and deeper insights

With the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.

One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.

Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.

Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.

Balancing surveillance and ethics

Despite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.

Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.

Download our best practice guide to employee monitoring

Our eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.

Looking to hire top talent for your organisation or to find your next dream role? Get in touch with one of our specialist consultants today.

Temporary vs permanent teaching roles: which is best for you?
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Temporary vs permanent teaching roles: which is best for you?

​Whether you’re just starting out on your teaching career or considering your options midway through, both temporary and permanent teaching roles have much to offer in terms of personal and professional development. The deciding factor for many is often concerned with the impact an individual hopes to make in their career – whether they see a long future at a particular school or are drawn to the rich experiences that may lie in a series of temporary or supply teaching roles at different schools.  

Temporary teaching roles: flexibility and exploration 

Temporary teaching roles offer educators flexibility and variety in their careers. Whether it be covering maternity leave, sabbaticals, or filling short-term vacancies, these roles provide opportunities to gain diverse experiences across different schools, age groups, and subjects. For those craving new challenges and exposure to various teaching methodologies, temporary teaching, cover teaching or supply teaching positions – just some of terms by which short-term teaching goes by – can be immensely rewarding. 

Temporary (or temp) roles enable teachers to test the waters before committing to a long-term position. They offer a glimpse into different school cultures, leadership styles, and student demographics, allowing educators to discern their preferences and strengths. This exploratory phase can be invaluable for early-career teachers seeking to refine their teaching approach and identify their niche within the education sector. 

It may even be said that everyone should try supply teaching at some point in their teaching career. Such roles can strengthen resilience and help teachers adapt to diverse environments, navigate unexpected challenges, and quickly establish a rapport with students and colleagues. These experiences enrich professional skill sets and cultivate a broader perspective on education. 

However, temp roles come with some uncertainties, such as job insecurity and lack of long-term stability. While it is highly unlikely in the current climate – unless you are inflexible when it comes to your working location – teachers may face periods of unemployment between assignments, necessitating financial planning and resilience to withstand potential gaps in income. The transient nature of temporary roles can impede the establishment of deep-rooted connections within school communities, potentially affecting professional networking and career advancement opportunities, unless working with a reputable teaching recruiter 

Permanent teaching roles: stability and long-term impact 

In contrast, permanent teaching roles offer greater stability and security, providing educators with the assurance of ongoing employment and consistent income. For individuals seeking to establish roots within a school community, build lasting relationships with students and colleagues, and contribute to long-term educational initiatives, permanent positions are conducive to professional growth. 

Permanent (or perm) roles afford teachers the opportunity to make a sustained impact on students’ lives, offering continuity and consistency in their educational journey. By immersing themselves in a specific school culture and curriculum, educators can develop deep connections with students and take on mentorship opportunities and leadership roles that contribute to the school community. 

Permanent roles often provide access to comprehensive benefits packages, including healthcare, pension schemes, and professional development opportunities. These perks enhance job satisfaction and overall wellbeing, helping teachers feel valued and supported. A permanent contract often makes it easier for teachers to access opportunities for career progression and development. 

However, commitment to a permanent teaching role entails a long-term investment in a specific school or institution, therefore factors such as school ethos, leadership vision, and career prospects should be considered before committing to a permanent position. Conversely, such roles may limit opportunities for professional exploration and diversification, potentially stifling creativity and innovation in teaching practices. 

Deciding what's best for you: priorities and nice-to-haves 

Ultimately, the decision between temporary and permanent teaching roles hinges on individual priorities, aspirations, and circumstances. Here’s how to guide your decision-making process: 

Reflect on your career goals:

Take time to assess your long-term career aspirations, values, and priorities. Consider whether you prioritise stability and continuity or crave variety and exploration in your professional journey. 

Evaluate your personal circumstances:

Consider factors such as financial obligations, family commitments, and lifestyle preferences when weighing the pros and cons of supply and permanent roles. Could you cope with long commutes for example, or be ready to move time and again? Determine how each option aligns with your personal circumstances and desired work-life balance.  

Seek mentorship and advice:

Reach out to experienced educators, mentors, and career advisors for guidance and insights. Their perspectives can offer valuable guidance when it comes to the nuances of temporary and permanent teaching roles and help you make an informed decision. 

Flexibility and adaptability:

Remain open to new opportunities and embrace the flexibility inherent in both temporary and permanent roles. Your career journey may evolve over time, and being adaptable to change is essential for growth and fulfilment. 

Choosing between temporary and permanent teaching roles is a deeply personal decision that is best decided by evaluating professional aspirations and personal circumstances. While teachers all have the same goal in educating and inspiring the next generation, the way they achieve this may be through various routes – making a difference to the lives of many in one or more schools. 

Looking for your next teaching role? Get in touch with our specialist education recruiters today for temporary and permanent teaching opportunities.