Join us
And find out why ATL is the fastest growing union in the education sector
Supply teaching can also benefit new teachers as they begin their careers. But there are some keys issues to consider, especially when it comes to your induction.
As an NQT, you should look at the induction arrangements offered by a particular school as these may influence whether or not you decide to accept an offer of a teaching post. You may wish to ask about induction arrangements at your interview.
There are, in general, two types of arrangements: long-term supply work tends to be contracts of half a term or more, and short-term work, often arranged daily.
In recent years, more teachers are choosing to be professional supply teachers. It can be seen as a 'lifestyle choice' for people who want a more flexible way of working. Particularly at secondary level, supply teachers are very much in demand, notably in shortage subjects such as science.
When (and if) you return to a permanent position, you'll be able to offer a range of experiences which could be attractive to prospective employers.
You can only work for four terms 'on supply', after which you will need to seek permanent employment in order to complete the induction period.
The induction period can be started if as an NQT you begin a supply post for a term or more. You must not assume that the term(s) will automatically count towards your induction. Rather, you must agree this with your headteacher so that an induction programme will be in place once you start work. You should not delay your induction.
You cannot count periods of less than one term in a particular school towards your induction period. However, you are entitled to work on a short-term supply placement for up to four terms from the date of your first supply placement without having to serve an induction period.
You will not lose your qualified teacher status (QTS) after this four-term limit, but you cannot continue to work on short-term non-inductable placements. The local authority (LA) may be able to extend your entitlement to undertake short-term supply work up to an additional 12 months, but this is only in exceptional circumstances.
If it turns out that your post will last another term or more, you and your headteacher can agree that the remainder of the employment can count towards induction - unfortunately though, you cannot count retrospectively the time you have already spent at the school.
As a NQT, you should have a maximum of 90 per cent of the average teaching load in order that your induction period can be properly supported. This time should be in addition to the ten per cent planning, preparation and assessment (PPA) time to which all teachers have been entitled since 1 September 2005.
If you want to work locally, write to schools in the area with a CV letting them know that you are available for supply work.
Many local authorities have their own supply services offering access to pensions and training opportunities. Daily rates of pay vary, but can be as much as £140, depending on experience and qualifications. Remember, if you choose to work directly for schools, you will be classed self-employed and will need to make your own tax and pension arrangements.
Recruitment agencies may also be useful, especially if you’re willing to work in both primary and secondary schools. The agency should manage your personnel matters, including salary payments, tax and employers' National Insurance. Some agencies will offer access to teachers' pension schemes and holiday pay entitlement.
Many supply teachers may find themselves working in difficult environments as schools with difficulties tend to use a higher proportion of supply teachers. So you should certainly bear this in mind, as being a supply teacher can be stressful.
While supply offers great flexibility, it does not usually offer sick pay. A teacher may be eligible for statutory sick pay if they have had continuous employment for thirteen weeks, but you should check your position with your local benefits agency. Many insurance providers offer income protection, which can be paid monthly, but this can be expensive. It can therefore be sensible to save in case of illness or a lull in supply work.
Key issues supply teachers should consider:
the teacher having no knowledge of the behaviour policy of the school
the pupils having no prior knowledge of the teacher and vice versa
the supply teacher being regarded by school staff and pupils as having a lesser status than that of a permanent teacher (even though the supply teacher may be of a higher teaching grade than the regular teacher)
and the teacher not always having the opportunity to follow-up any sanctions he/she may have given.
You may also find that you are working in two or three different schools a week, which can make it difficult to apply good classroom management and also affect your induction.
Behaviour management can be more of a challenge if you are unfamiliar with the school and its students and staff rooms can be insular places.
If you do decide to return to permanent teaching, it is a good idea to explain your reasons for working as a supply teacher in your letter of application and at interview. Make sure you concentrate on the positive, something like: 'I’d reached a crossroads in my career', 'I wanted to broaden my experiences', and so on.
For an in-depth guide to this subject, see A guide for supply teachers in England and Wales