The document discusses recruitment and retention challenges in the education sector in Europe. It summarizes a project by ETUCE and EFEE examining these issues through surveys and case studies. Key challenges identified include an aging teaching workforce, shortages in certain subject areas and remote schools, and high attrition rates for new and male teachers. Recommendations call on member states to develop strategies to address job insecurity, enhance the attractiveness of the teaching profession through training and support, and strengthen the image and respect for the profession.

1. Recruitment & Retention in the Education
Sector, A Matter of Social Dialogue
Inclusive Environments to Retain New Teachers, 21 April 2016
www.csee-etuce.org1
Susan Flocken, Coordinator Internal Policy
Coordination

2. ETUCE in numbers
www.csee-etuce.org2
 132 education trade unions in
Europe
 11 million education personnel
at all levels of education (pre-
primary, secondary, vocational
education and training, higher
education and research)
 1975: year of foundation
 1 of 5 regions of Education
International

3. Background of the Organisation
• European Trade Union Federation in in the
European Trade Union Confederation (ETUC)
• European Region of Education International
• European social partner in the education sector at
European level
• Member of the thematic working groups in
education of the European Commission

4. ETUCE

5. • Success of ETUCE: Establishing the European Sectoral
Social Dialogue Committee for Education
• According to Article 138-139 of the EU-treaty
• Cross-sectoral SD
• sectoral SD
• Supported with the help of the European Commission
• Covering all Sectors of education
European Sectoral Social Dialogue Committee
for Education

6. European Sectoral Social Dialogue Committee
for Education
• Supporting the education
sector to overcome the
economic crisis
• Work-related stress,
prevention of violence and
harassment against teachers
• Developments in public/
private education
• Continued promotion of
social dialogue
• Mapping topics specific to
the education sector
Union
representatives
Employer
representatives
1 EPSU
representative
1 CEEP
representative

7. Decided case by caseEuropean Social
partners themselves,
National
organisations,
Members States
and/or European
institutions
Influence on
national and
European
policies
Joint
declarations
Provided by European
social partners
European institutionsResponse to a
consultation,
comment on a
European
initiative,
request of
action to the
European
Commission
Joint
positions
autonomous national
implementation
National organisations
/ Members States
Influence on
national policies
Recommend
ations
European directives or
autonomous national
implementation
National organisations
/ Members States
Norms applied
everywhere
Agreements
Follow-up
procedures
Target(s)ObjectivesDocuments
Decided case by caseEuropean Social
partners themselves,
National
organisations,
Members States
and/or European
institutions
Influence on
national and
European
policies
Joint
declarations
Provided by European
social partners
European institutionsResponse to a
consultation,
comment on a
European
initiative,
request of
action to the
European
Commission
Joint
positions
autonomous national
implementation
National organisations
/ Members States
Influence on
national policies
Recommend
ations
European directives or
autonomous national
implementation
National organisations
/ Members States
Norms applied
everywhere
Agreements
Follow-up
procedures
Target(s)ObjectivesDocuments
Social Dialogue SettlementsIncreasing
Obligation

8. Recruitment and Retention in the
Education Sector – ETUCE/EFEE Project
 SD Working Group on Demographic Challenges
 ‘Ageing of the workforce & consequences for
recruitment and retention in the education sector’
 Economic crisis and cuts in the education budgets
 Objectives:
 Examine the actual recruitment and retention situation in the
education sector and national policies thereon
 Develop a joint social partner approach from a European
perspective
 Activities:
 Survey among ETUCE/EFEE members
 Case studies in Lithuania, Italy, Germany and Denmark
 2 Regional Seminars and a project closing conference
 Project report and Joint Recommendations

9. Recruitment and Retention in the
Education Sector – ETUCE/EFEE Project
Challenges Recruitment
 Demographic changes in the
teaching workforce
 Shortage of experienced
teachers in
 Remote/disadvantaged schools
 STEM subjects
 in Germany, The Netherlands,
Denmark, Sweden, Italy
 Quality
 Gender/diversity imbalance
 Skills, competences and
qualifications
 Salaries
 Status of the Teaching
Profession
 Initial teacher training and
continuous professional
development
Various policy
initiatives

10. Recruitment and Retention in the
Education Sector – ETUCE/EFEE Project
Challenges Retention
 Early Retirement
 High ‘attrition rate’
 Teachers new to the profession
 Male teachers
 Socio-economic disadvantaged
pupilship
 Quality
 School leadership
 Working conditions
 Support for teachers new to
the profession
Various policy
initiatives:
 School leader training programmes
 Flexible retirement policies
 Mentoring programmes

11. Recruitment and Retention in Education –
ETUCE/EFEE Recommendations - 1
 ETUCE and EFEE note:
 Shortage of qualified teachers
 Cuts in salaries and allowances of education personnel
 Budget cuts in public services in general, job insecurity
 Need for more support of teachers new to the profession,
prevent work-related stress, keep workload manageable
 Need to attract best possible candidates to the profession,
raise the attractiveness and public respect for the profession

12. Recruitment and Retention in Education –
ETUCE/EFEE Recommendations - 2
 ETUCE and EFEE conclude:
 Concerned about impact on quality of education due to
shortage of qualified teachers
 Quality education is a source of growth for Europe, based on
highly qualified education personnel and on investment as a
core element of the EU 2020 strategy
 Commit to strengthen the teaching profession at national and
European level

13. Recruitment and Retention in Education –
ETUCE/EFEE Recommendations - 3
 ETUCE and EFEE recommend:
 Continue monitoring the development in recruitment and retention
of education personnel
 Develop strategies to address job insecurity and its negative
consequences
 Remind national policy-makers in education about their
responsibility to:
 Develop new strategies and introduce sectoral reform programmes
aimed at enhancing the attractiveness of the teaching profession, e.g.
teacher training, teacher induction, mobility, gender balance, additional
teachers in certain subjects, support staff;
 Enhance the image of the public perception of the teaching profession
 Feed the results from the education sector in to the cross-sectoral
dialogue with other stakeholders

14. www.csee-etuce.org14
Thank you for your attention
ETUCE Website: www.csee-etuce.org