Teacher resignation letter template – free download
Resigning from a teaching role can be difficult, regardless of the length of time spent at a school. It can be something of an emotional rollercoaster, with the excitement of the future dampened by the prospect of sharing your news with the department head or head teacher. The manner in which a teacher resigns can have a lasting impact. A positive resignation process not only benefits the departing teacher but also the school community, and the first step of the journey involves writing the resignation letter, which is arguably one of the hardest tasks. Resignation etiquette: getting it right However thrilled you may be about leaving your teaching role, it’s imperative to maintain professionalism. By providing ample notice and following proper procedures, you demonstrate your commitment and respect for the school you are leaving. This reflects well on your reputation and can contribute to maintaining good references for future career opportunities. Teachers are bound by set resignation dates to allow for suitable replacements to be found, so planning ahead is key for a smooth departure at the end of the spring, summer or autumn term. Resigning well helps minimise disruption to students’ education and ensures continuity in the learning environment. Resigning with integrity also allows teachers to depart on amicable terms, preserving professional relationships and networks. In the small world of education, where connections often extend beyond individual schools, maintaining relationships with former colleagues and administrators can be invaluable for future career opportunities, whether through networking, references, or collaboration on future projects. A resignation letter template can facilitate the exit process by providing a structured framework. Templates ensure that essential information, such as the intended last working day and any necessary follow-up actions, is clearly communicated, while also allowing personalisation to reflect gratitude for time spent at the school and reasons for leaving. Using a resignation letter template also helps ensure that all necessary details are included, reducing the risk of misunderstandings or oversights during the exit process. This can help to streamline the administrative aspects. Take some of the stress out of resigning. Our template will ensure you leave on a high note, freeing you up to focus on a happy and productive notice period. Download our free teacher resignation letter template to help smooth your exit using the button at the top of this page.
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Five steps to creating a standout EVP for your school
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 EVPA compelling mission and valuesSchools 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 cultureA 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 opportunitiesThe 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 wellbeingWhile 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 impactBecause 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 schoolStep one: Conduct and analyse researchStart 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 propositionIdentify 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 effectivelyPromote 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 engagementInvolve 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 EVPRegularly 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 conclusionCreating 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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The requirements to teach English in the UAE
Why relocate to the UAE as a teacher?Living in the UAE is exciting, as a teacher, you can work in a diverse environment and teach students from different countries.The UAE values education highly and invests heavily in the sector. However, like lots of other countries, the region needs more qualified teachers to meet demand. Therefore, if you decide that working as a teacher in the UAE is for you, you will have access to great resources and facilities that will allow you to make a positive impact on the lives of your students.What’s more, relocating to the UAE as a teacher offers a range of benefits beyond the classroom, including a tax-free salary, a high quality of life with modern facilities, easy access to beaches and leisure activities, and to top it all off, the UAE is a gateway to world travel.Whether you are looking to advance your career, experience a new culture, or simply enjoy a change of scenery, relocating to the UAE as a teacher could be a rewarding experience.Key requirements to teach English in the United Arab EmiratesOne of the key requirements to teach English in UAE schools is holding a bachelor's degree. in education or English along with a PGCE, PGDE or QTS.Additionally, many schools in the UAE prefer to employ English teachers who hold a Teaching English as a Foreign Language (TEFL) certification. This certification demonstrates your expertise in teaching English to non-native speakers and can make you a more competitive candidate for open positions.Another crucial requirement is the need to have a clear criminal background. The UAE have extremely high standards when it comes to safeguarding in the sector.Previous teaching experience is often required by schools in the UAE. While some schools may accept new teachers, having prior experience enhances your teaching skills and therefore makes you a more desirable candidate for English teaching jobs in the UAE. Schools in the UAE typically look for teachers who are native English speakers or have an elevated level of proficiency in English.In addition, obtaining a teaching license is essential. The teaching license validates your qualifications and expertise as an English teacher. It is important to research the specific requirements for obtaining a teaching license in the UAE to ensure that you meet all the necessary criteria.So, let’s recap the list of required documents and certificates needed to teach English in the UAE:1. Citizenship from a recognised English-speaking country (Preferrable, but not required)2. Visa (provided after you secure a role within a school, funded by your new employer)3. Accredited TEFL Certification4. A bachelor’s degree5. Clean criminal backgroundWho can teach English in the UAE?Most schools and language institutions in the UAE require English teachers to be native speakers. This is because native speakers are believed to provide students with an authentic language learning experience, including proper pronunciation and cultural insights. However, non-native English speakers who are fluent in English and meet the educational requirements may also find teaching opportunities in the region. Whether you're a native English speaker or a non-native speaker with a passion for language teaching, there are opportunities waiting for you in this vibrant country.Benefits of teaching in the UAETeaching positions in the UAE offer a range of benefits that make the experience rewarding and unique. One of the most enticing aspects of teaching in the UAE is the tax-free income that teachers receive.This means that you can enjoy your full salary, which are higher than those offered in the UK, without income tax deductions, allowing you to save money and experience a high standard of living. Alongside a teaching job, most schools provide a generous housing allowance. On top of this, if you relocate and have your own children, many schools offer discounted tuition fees for up to two children. along with medical insurance coverage.Furthermore, teaching English in the UAE allows educators to work in well-equipped schools with modern facilities and resources. The UAE's education system is known for its high standards and innovative teaching methods, providing a dynamic and engaging work environment with plenty of opportunities to develop and progress.If you are interested in teaching English in Dubai, Abu Dhabi, or other cities in the UAE, contact one of our experts today to find out more.
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Transformative talent: how career changers can enrich organisations at any age
Career changes can help reignite passion for work and are a courageous step at any stage of life. Whatever rung of the corporate ladder an individual has reached, daring to push beyond their comfort zone into a new industry or type of role should be viewed positively by employers. Many workers are looking to fulfil ambitions their original career path couldn’t offer, and after years of experience in a particular sector may be ready to sidestep into something new. One of the key advantages career changers bring to the table is a wealth of experience gained from diverse industries. Unlike individuals who have followed a linear career trajectory, those who transition between professions bring a multifaceted perspective that can prove invaluable in problem solving, decision-making, and innovation. Their skills and knowledge, acquired over time, can help shape how a team works and even contribute to organisational culture. For example, ex-forces personnel can strengthen communication, discipline, teamwork and leadership in business. Here are some other common attributes of those who change their career: ResilienceCareer changers inherently possess the often-overlooked skills of resilience and adaptability. Navigating the complexities of change, be it industry shifts, new technologies, or different organisational cultures, is second nature to those who have successfully made a career transition. This adaptability enhances personal growth and helps employers who rely on teams rolling with operational changes. Resilience under pressure can ultimately save an organisation – whether through an understanding of the nuances of crisis communications or in making board-level decisions. Diversity of thoughtCareer changers, with their varied backgrounds and experiences, inject fresh ideas and approaches to the workplace. This diversity of thought can widen the outlook of a team, influencing new business partnerships, ways of working, as well as cultivating innovation. Diversity and inclusion are fundamental to business practice, but many leaders in today’s tech-oriented workplaces are relying on the generation most immersed in digital tools and practices to run the show, discounting those with other capabilities and aptitudes. Soft skillsTransferable skills learned across different sectors/industries can be highly beneficial in business, but soft skills are invaluable. Our recent research highlights a new focus among employers to prioritise soft skills over experience in the wake of candidate shortages– good news for career changers who have had years to hone expertise in negotiation, influencing and problem solving. Organisations should take steps to challenge age-related stereotypes and welcome those seeking new career journeys. Aside from strength of character, their experience may cover everything from public speaking, networking, customer service to management skills. How to attract career changers to your organisationWhile the benefits of career changers are evident, it is essential to address the prevalent issue of age bias in the hiring process. The majority of career changers will be people with many years of experience behind them – making their perceived ‘fit’ into a team of younger people a potential issue for millennial leaders/hiring managers. A more relaxed approach to role requirements in job adverts can capture the interest of a wider range of people – after all, technical skills can be quickly learned but emotional intelligence, the confidence to experiment, and strategic thinking are harder assets to find. Promote stories of career changers who’ve made a difference to your organisation – add case studies and videos to your careers site of employees who found their way into their dream role from other industries. Invite them to become employee ambassadors, attending industry and careers events to help with recruitment. Most professionals looking for a different challenge are set on doing meaningful work, rather than trying to climb the corporate ladder or embellish their CVs. Someone who shows genuine passion for an industry or role, regardless of experience, could be your best hire this year. Looking to hire experienced professionals for your team? Our experts recruit across 20 sectors and are ready to help you find your next perfect hire. Contact one of our specialist consultants today.
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The evolution of the CIO: an evolving role
Technology has become ingrained in almost every part of business life – no matter the industry or sector.As employers have learned to survive in unstable market conditions, they’ve come to realise the value of having an innovative and business-focused chief information officer (CIO).With technology advancing at an unprecedented pace, the traditional responsibilities of the CIO have expanded, with their role becoming increasingly important to the success of an organisation. In today’s business world, CIOs are required to not only manage IT infrastructure and systems, but also to drive forward and align technology initiatives with overarching business goals.The changing roleHistorically, the CIO's primary focus has been on overseeing the implementation and maintenance of technology systems within an organisation. However, as businesses have become more reliant on technology for their operations and growth, the role has evolved to encompass a broader set of responsibilities.Today, CIOs are expected to be strategic business partners who are there to help enhance operational efficiency and leverage technology to create competitive advantages – maximising the return on the company’s investment in technology. In other words, it’s now essential for a CIO to focus not only on cost savings, but on using technology to add value and increase revenue for the business.CIOs are now required to collaborate closely with other c-suite executives to align technology initiatives with overall business objectives, identify opportunities for digital transformation, and mitigate potential risks associated with technology adoption. It’s an exciting era, as CIOs now have the chance to be transformational leaders who can harness technological advancements and data to consolidate their tech stacks and gain efficiency.Challenges in staying up to dateStaying current with the latest technological developments can be a considerable challenge. The rapid pace of innovation, coupled with the proliferation of widespread AI technologies, presents a daunting task for CIOs looking to stay informed and ready to address the potential impact these technologies can have on their organisation.According to digital adoption platform, Userlane, and leading consultancy, PwC, almost two thirds of CIOs surveyed were concerned that the state of the economy will affect their digital transformation plans. But at the same time, 62% plan to deepen their investment in technology, illustrating just how important technology integration now is at leadership level.One of the biggest challenges is offering digital services that are safe and secure for the consumer, which makes cybersecurity a number one priority for the majority of CIOs; their responsibility is to protect the systems and data that shareholders and stakeholders entrust them with.As cyber threats become more sophisticated, CIOs must continually evaluate and implement robust security measures to safeguard their organisations' data and infrastructure.Understanding the capabilities of AIGiven the uptake in generative AI across the workplace, it’s no surprise that AI is expected to shape the future of business. Large language models (LLMs) will continue to play a part in generating documentation on business processes, designing training programmes, and writing and rewriting code.AI has been hotly anticipated by technology departments for a while, but has only recently reached a point where its potential benefits, capabilities, and enhancements, have become clear. CIOs are being asked to learn what AI is capable of and how it can be harnessed to competitive or strategic advantage across the business – similar to the adoption of any other technology.More recently, generative AI is offering an entry point for companies looking to spearhead investment decisions. Rather than manually researching information, CIOs have the ability to use generative AI to summarise markets, telling them where to look and where to harness department energy.Managing business needsThis transformation now sees CIOs juggling evolving responsibilities, to shape their departments. This requires a thorough understanding of their organisation's strategic objectives – helped by their c-suite role – as well as the ability to identify and prioritise technology initiatives that will best support those objectives.As the role grows, it’s important for CIOs to develop and maintain strong relationships with other business leaders and departments, gaining insights into their challenges and opportunities, and leveraging technology to address them. As a company grows, so does the amount of data, which makes having an innovative leader and strong IT department even more essential.We’re seeing CIOs steering the ship, promoting continuous improvement within their teams, while further encouraging the exploration of new technologies to drive meaningful change to stay competitive, relevant, and secure.The sooner companies realise the true value of the CIO position, the better their chances of success.To find a talented tech professional for your company, or to take the next step in your career, contact our specialist technology recruiters now.
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The four top benefits of working with a specialist to find talent for your school
Over the past decade, the overall number of teachers in private schools has not kept pace with increasing pupil numbers.The number of pupils in private schools rose 12% in 2023, the biggest increase since 2007. With this increase, the number of teachers was meant to grow as well, but the pupil-to-teacher ratio is lower than expected. In addition, the teacher vacancy rate has risen over this period – showing just how critical it is to make sure your recruitment strategy hits the mark.Working with an experienced, specialist recruiter is a great way to make sure that you’re accessing the biggest talent pool possible. An education recruitment specialist should also be a great source of information and insight that can really help your school increase its offer to students.So why use a specialist education recruiter?Unrivalled knowledge of the teacher recruitment landscapeWhen it comes to outsourcing recruitment, some sectors and industries need that specialist touch – none more so than education. As we know, staff recruitment and retention are some of the biggest challenges facing the education sector, so knowing where to look and how to position your school or trust as an ‘employer of choice’ is crucial when talent is difficult to obtain.Specialist recruiters bring experience working with a large number ofschools and can utilise their rounded viewpoints to help source and pinpoint professionals they believe will work well with your institution, working to enhance your offer to students, parents and other key stakeholders.Reed offers best-in-class teaching staff across early years, foundation, primary, secondary and SEND settings, and access to more than one million teaching professionals through Reed.co.uk and our global network – including high-demand subject specialists in STEM and English. With ongoing challenges facing schools, working with a specialist recruiter like Reed will help you secure the staff your institution requires.Workforce planning handleOver the past year, we have seen some of the most significant changes to the education workplace. The impact of staff shortages continues and with so much uncertainty surrounding the sector, workforce planning can be challenging.But schools still need to prepare for the future, to position themselves for any eventuality or outcome. Placing your recruitment strategy on hold for too long could have a negative effect on student attainment and the future success of your talent acquisition strategy.Working alongside a specialist recruiter can help keep attraction and retention at the forefront of your ethos, they can offer regional and national market insights, give you an in-depth understanding of salary trends for benchmarking, alongside advice on combatting your school’s skills shortages and enhancing your employer branding.It's important to remember that, above all, school leaders have a duty to ensure their efforts contribute to achieving optimal pupil outcomes – specialists are on hand to help you achieve just that and make sure those professionals you hire match the ambition of your school.Assured compliance proceduresThere will always be an ongoing commitment on behalf of school leaders to make sure that those you recruit into your institution are suitable and appropriate. It’s essential that when looking for talented professionals, people are thoroughly vetted to a high standard to protect your school and its students.Working alongside an education recruiter can help to alleviate some of the pressure that comes with finding suitable candidates and ensures you can hire confidently knowing that every aspect of safe recruitment is covered. Having had a specialist recruitment division for nearly 30 years, quality and compliance are at the core of Reed’s culture. A specialist recruiter will be dedicated to providing you with the highest level of governance for the safe delivery of learning, reassuring you, your need.Ability to manage whole school recruitmentWorking with an education recruitment specialist goes way beyond the sourcing and hiring of teaching staff – they can also help you source staff for all non-classroom-based roles. From teachers to teaching assistants, intervention specialists, receptionists and caretakers – a specialist recruiter, like Reed, can cater its service to meet your bespoke requirements.Reed has a long history of working in partnership with clients, including as a preferred supplier, or as part of an approved list of suppliers for the school, multi-academy trust (MAT) or local authority. For those looking for a complete recruitment solution, Reed has expertise in the provision of managed service programmes (MSP).This isn’t a new process, as Reed already has MSP infrastructures in place and fully operational, alongside being on four main education contract frameworks:Crown Commercial Service (CCS)Yorkshire Purchasing Organisation (YPO)Eastern Shires Purchasing Organisation (ESPO)Crescent Purchasing Consortium (CPC)These frameworks allow your school to benefit from a tailored, industry-specific solution for years to come.Final thoughtsWhen it comes to talent attraction and retention in education, school leaders need to do everything possible to ensure they continue to provide high-quality education standards and achieve positive outcomes for their students – without the right staff this wouldn’t be possible. Working in partnership with a specialist makes talent acquisition more manageable.Using a dedicated education recruitment expert will give you direct access to a wider talent pool, up to date labour market trends and guidance, and help alleviate the overall stress of recruiting in what is an increasingly candidate-short market.Looking for the right staff to join your school? We can help you get September ready. Speak to one of our specialist consultants today.