Sir Ian Bauckham appointed interim Ofqual chief

Sir Ian Bauckham will become interim chief regulator of Ofqual from January, the organisation has announced.

The academy trust boss, who currently chairs the regulator, will take over for a 12 month period after Dr Jo Saxton leaves to become head of the University and College Admissions Service.

Bauckham will stand down both as Ofqual chair and chief executive of Tenax Schools Academy Trust, which he has led since 2015, to take up the new role. It is not clear if he will also leave his role as chair of the Oak National Academy.

Education secretary Gillian Keegan announced last month that the next boss of Ofqual would serve in an interim capacity for a year because of “the challenge of recruiting an experienced suitable candidate to such a high profile and a challenging role on a short-term basis”.

The public appointments process for a substantive chief regulator “will commence shortly”. 

Saxton announced in September she was standing down after just over two years in the job, leaving limited time for a full recruitment process.

‘A career devoted to advancing education’

Bauckham said his “entire career to date has been devoted to advancing education”.

“It is an honour, therefore, to be invited to serve as chief regulator of qualifications by the secretary of state at such an important time. 

“Qualifications, supported by regulation, open doors and transform life chances for students. I will be pleased to build on the existing working relationships I have with colleagues both within Ofqual and across the sector in this new capacity.”

He added he looked “forward to continuing Jo’s good work, and am fully committed to using Ofqual’s powers to regulate on behalf of students and apprentices”.

Bauckham will be Ofsted’s fifth chief regulator in four years.

Sally Collier resigned in 2020 over that year’s grading fiasco, and was replaced on an interim basis by Dame Glenys Stacey, who was also her predecessor.

Simon Lebus replaced Stacey, again on an interim basis, in January 2021, and then Saxton took over in September of that year.

Keegan said Bauckham’s experience “will be invaluable as Ofqual continues to ensure our current qualifications work effectively, alongside playing a vital role in the development of our new Advanced British Standard”.

“I’d like to thank Jo for guiding Ofqual through the challenges that followed the pandemic and ultimately overseeing a smooth return to exams and normal grading.”

Ofsted publishes first FE curriculum review

Ofsted has published its first curriculum research review for further education, focusing on business.

The watchdog has published research reviews for the school curriculum since April 2021 and has now started the same work in post-16. More are expected in the coming months.

Ofsted made clear the reviews are not inspection “instruments” and inspectors do not grade subjects.

Rather, they review the quality of curriculum design, teaching and impact in a range of subjects and provision types. This enables them to “identify and evaluate systemic curricular strengths and areas for improvement in a provider”.

Today’s review says business education is “one of the largest subject areas”.

The government does not provide data just for business courses, but more than 450,000 people signed up for courses in FE in the business, administration and law sector subject area in 2022/23. 

Qualifications in the sector are available from levels two to seven. 

Here’s FE Week’s speed read of Ofsted’s review.

1. Maths knowledge crucial to ‘rapid progress’ in business

Ofsted stressed that solidifying maths knowledge is a crucial part of business teaching.

The regulator said “cross-cutting” concepts, which involve building core knowledge in maths before going onto business education, are required to drive “rapid progress” in the business sector. 

Good business teachers “identify and teach the mathematical knowledge a learner needs” and then teach its use in business. Ofsted gives the example of teaching percentage change before using that to teach elasticity demand.

Less effective providers however say mathematical knowledge is “embedded” in their courses but not taught explicitly.

2. Learners need to be on the right course

The review shows that “most providers” in England enrol their learners on the right courses. But it does identify “a few cases” where providers put learners on level three team leader programmes because they can not offer level two business apprenticeships.

Learners may then study curriculums which are “too hard” or they “may not be in roles that give them the necessary learning opportunities”. That would risk holding back learners from completing their courses.

3. Linear progress ‘key’

Providers of business apprenticeships should “coherently plan” their curriculums so that learners can move forward to more advanced levels without having to repeat or miss any learning.

At some “weaker providers”, that does not happen though – meaning the topics covered do not always contain “more challenging theory or breadth as the levels increase”.

For instance, some level seven providers might assume that all apprentices are ready for lots of independent learning.

The regulator does acknowledge that most curriculums “ensure a smooth transition as learners progress to higher levels”. As it progresses to higher levels that would mean a “broader and more strategic focus” with an “expansion of responsibility”.

4. Courses should cover ‘business or strategic context’

Ofsted warned that courses are less effective if the “wider business or strategic context” is not applied to learning. 

Good accounting courses should include a considerable variety of content covering bookkeeping, accounting, budgeting and cashflow management, for instance. As well as that, any “ambitious curriculum” should include explanations of how different management financial tools are linked.

“These providers know that it is the strategic/holistic view that helps learners to develop expertise in business education.”

5. Work and study need integration

Teaching should be married with the time spent at a workplace, Ofsted said.

Teachers who are effective “give learners plenty of opportunities to practise and build their skills” over time, to help learners at work. Using case studies, life briefs and simulations are crucial when it comes to developing learners’ skills so they can “select the right knowledge to apply in different contexts”.

By using role plays at college, teachers can develop learners’ knowledge and skills, before they are exposed to live business decision making.

The report warns that in some “weaker providers”, there are “weak links” between the on-the job and off-the job training. “In the weakest provision, the apprenticeship curriculum is viewed as a separate piece of training or study that is parallel to work but not integrated sufficiently.”

Inaugural Good for Me Good for FE award winners revealed

College students, staff and community partners that pioneer social action and volunteering opportunities have been celebrated at the inaugural Good for Me Good for FE awards. 

The awards, sponsored by NCFE were launched in September to recognise colleges and individuals who have gone above and beyond to support their communities.

Seventeen winners and highly commended finalists were revealed at an online awards ceremony this afternoon with nearly 200 attendees.

Three finalists for the special recognition award were also announced. The winner of that award will be revealed at a special awards reception at the House of Lords in December where all of the winners will receive their awards.

Opening the awards ceremony, Sam Parrett, group principal and chief executive of London South East Colleges, said: “Today’s award winners make such a positive difference to their colleges and their communities. The stories we have heard today are truly inspiring and we are absolutely delighted to be celebrating such wonderful achievements from all corners of the UK.

“Volunteering is so valuable. As well as helping people in need, it supports young people to develop crucial life and employment skills, such as communication and teamwork, which are vital for successful progression and job outcomes.”

A tutor and her cohort of hair and beauty students took were announced as the winners of the social impact award.

Deborah Ball and her Nottingham College students raised over £1500 by organising a pamper day; using their skills to fundraise for life-saving equipment placed around the city centre for victims of knife crime. This followed the death of Byron Griffin, a local 22-year-old who was killed by a single stab wound in July 2021.

Award judges said the students demonstrated “fantastic leadership, community engagement and responsive citizenship”.

The student volunteer of the year award went to Harry Disney from Loughborough College. The T Level student and aspiring paramedic volunteers with the NHS as a community first responder and uses his skills to support tutors and classmates with in-class demonstrations. 

Judges said: “The positive impact that this individual has on the wider college community is immense. He dedicates so much of his spare time to volunteering, and then shares his knowledge and expertise with others.”

And the staff volunteer of the year award went to Penny Taylor from Lincoln College Group. 

Taylor worked with local supermarkets and businesses and fundraised for resources to create a non-means tested foodbank at each of the college’s sites. The service also provides students in need with pre-prepared meal bags to take home and was expanded to provide free breakfasts to staff when the cost of living crisis hit. 

“Like all of us working in FE, I am motivated by the students and the care we have for them all. We work closely as a team at Lincoln and really see the benefits of this in terms of what we can achieve – not just through delivering food but through the social aspect too,” Taylor said. 

See below for the full list of winners.  

Provider that ‘rarely’ contacts apprentices judged ‘inadequate’ by Ofsted

A Staffordshire-based apprenticeship provider has been slammed by Ofsted for “rarely” contacting apprentices and a rapid decline in the quality of education.

Yellow Tree Workforce Development Limited was hit with an ‘inadequate’ rating in its first full Ofsted report published today which said apprentices feel “unsupported in their learning” and that “most” learners leave their programme without completing it.

Some apprentices have received “very little support” over the past nine months while for others, leaders have “not ensured that the principles and requirements of an apprenticeship are being met”.

Apprentices work from home with “minimal contact” with the employer and are “not supported in developing their new knowledge and skills in the workplace”, Ofsted said.

Instead, apprentices work mostly independently and use their off-the-job training time to complete independent research to understand what they need to do to complete tasks.

Inspectors blamed “significant changes” across the provider’s senior leadership, management and teaching staff for its failure to reverse the “rapid decline in the quality of education apprentices receive” since positive early monitoring visit last summer.

Leaders have been “too slow to recruit replacement coaches to support them in completing their apprenticeship” which has forced apprentices to go “significantly beyond their planned end date, and continue to make no progress”.

At the time of this recent inspection, Yellow Tree Workforce Development Limited had 16 apprentices on its books, with nine of them on a level three team leader or supervisor course, five on a level three digital marketer apprenticeship, and two on a level three science manufacturing process operative course.

The lack of support on offer has caused some learners to “lose confidence in the ability of leaders and skills coaches to support them to achieve”, Ofsted said.

Overall, most apprentices are “disappointed with their apprenticeship experience”. They feel “unsupported in their learning and rarely receive contact from provider staff”.

The provider was also criticised for its lack of support of students studying their maths and English functional courses. Staff in charge of the functional skills course had “not received sufficient training” to assess those learners, leaving them unable to progress further with their apprenticeships.

Independent training providers are typically removed from the apprenticeships market by government following an ‘inadequate’ Ofsted judgment.

Yellow Tree Workforce Development did not respond to requests for comment.

Functional skills funding uplift brought forward to January 2024

New funding rates for functional skills English and maths will be brought forward to January 2024, the government’s director for apprenticeships has announced.

Kate Ridley-Moy told today’s Association of Employment and Learning Providers’ conference the Department for Education will fast-track the uplift after originally planning to introduce it at the start of the 2024/25 academic year.

From January, all apprentices who have not gained their level 2 English and maths qualification will have their funding lifted to match the adult education budget – moving the rate up by 54 per cent from £471 to £724.

It will, however, only apply to new starters and not those already on programme.

Ridley-Moy said: “I know this increase is something that many of you have long made the case for. So I’m pleased to confirm that we will introduce this uplift for new starts from January 2024.”

She told the conference bringing in new funding rates and policies mid-year can cause “confusion and make things difficult” but her officials felt that this was “so important that we wanted to work with the Treasury and the ESFA to make sure that we could bring that in as soon as possible”.

QAR’s looking ‘substantially higher’

Ridley-Moy, who recently replaced Peter Mucklow as the DfE’s top apprenticeships civil servant, also said the sector’s qualification achievement rates (QARs) are looking “substantially higher” in 2022/23 than in recent previous years.

Education secretary Gillian Keegan recently said that improving QARs is one of her “top priorities” as the sector continues to target a 67 per cent rate by 2025. The rate in 2020/21 was 57.7 per cent and dropped to 53.4 per cent in 2021/22.

Ridley-Moy said today: “It’s an encouraging sign that the number of apprenticeship achievements up to quarter three in 2022/23 was substantially higher than previous years. I’m grateful for the role that each and every one of you is playing to help us achieve this ambition.”

While she couldn’t give an insight into what “substantially higher” looks like in terms of figures, she added “we’re definitely seeing an impact on achievement rates from all of the work to drive quality that’s been going on”.

The apprenticeships director also revealed the DfE is exploring ways with the Cabinet Office and Treasury to use more up-to-date, in-year data to monitor providers rather than relying upon year-old QARs.

AELP names Ben Rowland as new CEO

A training provider founder and apprenticeships author has been appointed as the next chief executive of the Association of Employment and Learning Providers (AELP).

Rowland founded Arch Apprenticeships a decade ago before leaving in 2020 after it was taken over by Avado. In recent years he has run his own consultancy, Studio 3 Advisory, and been a freelance apprenticeships adviser.

Ben Rowland will take over as boss of the membership body in December. He replaces Jane Hickie who left in June.

Last month he published a book, ‘Understanding apprenticeships: a student’s guide,’ aimed at young people leaving full time education and is currently working on a new transatlantic apprenticeship exchange programme with international qualifications body ECCTIS. He also runs a personal training service for the over 50s.

He said he was “so happy and excited” to be taking up the role of AELP chief.

“There are huge challenges for the sector right now – and also some important opportunities,” he added.

“I believe AELP is going to make a big difference in helping our members to overcome these challenges and take these opportunities. I am excited and feel privileged to have the opportunity to lead the organisation in this crucial period.”

Rowland founded Arch Apprenticeship in 2012 with the backing of Blenheim Chalcot – where he was operating partner for education and later a managing director – to create “a white collar apprenticeship programme that breaks the mould”.

Arch Apprenticeships scored an ‘outstanding’ Ofsted result at its first inspection in 2016.

When Arch Apprenticeships merged with Avado two years later, Rowland stayed on client solution director and then government and public services director before leaving the business in January 2020.

It grew to be one of the largest providers of apprenticeships in England with 1,350 starts in 2021/22, but Avado exited the market in the summer to pursue “more attractive” options. The provider was however reinspected by Ofsted around the same time which resulted in a downgrade to ‘requires improvement’ in a report published in September.

Rowland previously sat on the Department for Education’s apprenticeship stakeholder board.

Earlier this year, he launched a personal training service for the over 50s, which his LinkedIn profile describes as an “engaging and lively offering to enable people who are 50+ to reconnect with their bodies in a way that energises them … and brings life back to their lives”.

Before setting up Arch, Rowland had a career in public sector consulting, in which he co-founded, led and sold RSe Consulting to Tribal Group plc, and was involved as a volunteer in various capacities for 25 years at Toynbee Hall, the social change charity in East London, including six years as chair of the Board.

He is a graduate of the University of Oxford and holds a masters in social policy from the London School of Economics.

AELP chair Nichola Hay said: “Ben’s previous experience and skills are going to be of great benefit to AELP and our members. We look forward to Ben leading and delivering AELP’s vision, Skills Means Growth, as well as growing the organisation and services for our members.

“We are also looking forward to Ben ensuring the voice of independent training providers is heard and recognised in the FE sector and beyond during these challenging times.”

AELP has a mix of around 800 members from independent, not-for-profit and voluntary sector training and employment services organisations.

[UPDATE – A reference to a pending investigation into Jane Hickie has been removed. FE Week has learned the AELP investigation was dropped following Hickie’s departure from the organisation.]

16-19 tuition fund: Ofsted warns of ‘weak’ and ‘generic’ tutoring by external agencies

Ofsted has criticised the use of external tutoring agencies and unqualified teachers in its latest review of the 16 to 19 tuition fund.

The £500 million scheme was launched in 2020/21 as part of the government’s education recovery programme following the pandemic up to the end of 2023/24.

Ofsted’s latest review follows visits to 34 providers in 2022/23, including three that took part in last year’s phase one review; 18 FE colleges, 16 sixth-form colleges, two independent training providers and one specialist college.

FE Week understands this will be Ofsted’s final study into the use of the tuition fund, which is now in its final year.

Findings from the first stage of the review were published last October. Here are the key findings from the second stage.

External agency tutoring ‘weak’ and ‘generic’

In a third of providers visited, Ofsted found “limited” evidence that tutors had enough information about learners to assess progress. This was particularly the case in providers using external tutoring agencies. The review found that poor communication between curriculum staff and tutors meant that external agencies often carried out their own initial assessments, “as providers rarely gave them this information”.

Conversely, providers found to have “strong” tutoring provision nearly always used their staff rather than an external agency. Effective providers involved tutors in curriculum team meetings and regularly shared updates with teachers and learners.

Tutors hired through external agencies also lacked the “in-depth training needed to deliver high-quality sessions”.

All of this led to, in Ofsted’s words, “weaker” quality tutoring and more “generic” sessions for learners.

Agencies were used in a small number of providers where they had difficulties recruiting tutors, or had a high number of eligible learners.

But those tutors were “less suitable” than in-house staff, according to Ofsted. External tutors were mostly not qualified teachers, and some were found to be recent school leavers. Where they had some teacher training provided by their agency, it was deemed “rudimentary” by Ofsted and “not appropriate for the importance of the [tutoring] role.”

However the majority of providers in Ofsted’s sample used their own staff for tutoring, either qualified English and maths teachers or non-teaching tutors for study skills or careers support.

Where they were cases of unqualified teachers tutoring, inspectors found a “notable difference” in the quality of their sessions compared to those delivered by qualified teachers. Sessions led by unqualified teachers were often “poorly planned,” “less effective,” and “lacked the subject-specific knowledge and pedagogical skills needed to give relevant feedback or correct learners’ misconceptions in real time.”

Lacking subject expertise

Inspectors criticised ten providers using tutors for “generic exam preparation” rather than filling specific gaps in learning or using research to inform their activities.

“In several [weak] providers, teachers or course instructors have tutors past exam papers for learners to complete and mark together. This was not carefully linked to knowledge gaps and did not have clear curricular goals,” the report said.

Preparation for exams is allowed under tuition fund rules, but Ofsted found providers commissioning tutoring which was providing “generic exam skills” in place of subject content, delivered by non-subject specialists.

Six of the sampled providers hired recent graduates as mentors and coaches to work on study skills and life skills, like time management and essay planning. Inspectors praised providers that did this successfully, highlighting how it improved learners’ confidence and their academic targets.

Tutoring was most effective when it aligned with the subject curriculum, Ofsted said. The “strongest” providers assessed the gaps in learners’ knowledge and skills before and during tutoring. This meant they could “adapt their teaching to ensure that learners developed their knowledge and skills securely and quickly”.

Misuse of funding in some providers

Ofsted found “many providers” were not using tutoring for its intended catch-up purposes.

Department for Education guidance said that providers should use their funding for one-to-one or small-group tuition, focusing on learners with significant knowledge gaps. The department later made changes to make the eligibility criteria more flexible and accessible by allowing leaders to target funds towards academic and vocational courses as well as other areas, such as exam preparation and study skills.

In most cases, leaders chose to use it for exam preparation and study skills, rather than using research literature to set up effective tutoring provision that focused “unerringly” on specific gaps in learners’ knowledge.

Two providers used the funding to target attendance and behaviour by employing mentors specifically for this issue, despite this not being in line with the published guidance, according to Ofsted.

Inspectors said there was little evidence to suggest that once learners were attending, providers were giving them extra lessons or catch-up opportunities. This meant that any learning gaps were not being filled.

When exam preparation was the focus of the funding, most providers chose to select, as a priority, all learners who were re-sitting mathematics and/or English GCSEs. 

Groups ‘too large’ for quality tutoring

The point of tutoring is for smaller group sizes so learning can be more personalised. Tuition fund guidance says groups should be up to five learners, or seven in exceptional circumstances.

But Ofsted found group sizes of six or more in a quarter of its sample, with two providers having “as many as 10 learners” in tutoring groups.

“Tutoring groups of more than five learners veered away from quality tutoring,” the report said.

Inspectors said that learners in smaller class sizes reported “fewer distractions” and “improved focus.”

According to the report, “only a few” providers kept track of learner attendance in tutoring sessions, so it “was not clear” that leaders were targeting learners most in need of support.

Inspectors saw evidence of systems to check the quality of tutoring provision in only a “few” of the providers sampled.

Future tutoring ‘untenable’ without more funding

Tuition fund funding ends at the end of this academic year. Ofsted’s review said leaders told its inspectors that tutoring had a positive impact on learners, but only one provider planned to continue with it once the funding ends.

One principal is quoted in the report describing the tuition fund as “like a lifeline since the pandemic” with others telling inspectors they would like to see the funding continue for future year groups that were also affected by the pandemic.

Financial limitations mean that if there the tuition fund is switched off, providing ongoing tuition will be “unrealistic”.

Apprenticeships should last for minimum of two years, CIPD says

Apprenticeships in the UK should last for a minimum of two years to align them to “international standards”, a new report has suggested.

The Chartered Institute for Personnel and Development has also called for apprentices to attract lower levels of public funding from the age of 30 onwards to stop younger people from being “crowded out” of the system amid a surge in apprenticeships for older people who are simply looking to upskill.

The HR body published research today that highlighted falling employer investment in skills training despite the number of skills shortage vacancies rising across all four nations of the UK, with a particular focus on how apprenticeships have diverged training opportunities following the introduction of the levy in 2017.

Investment in training per employee in the UK has declined by 19 per cent since 2011, from £2,191 to £1,778, with UK investment per employee at around half that of the EU average, according to the report.

There has also been a 31 per cent decrease in the number of apprenticeship starts between 2015/16 and 2021/22 – a drop of over 160,000 – in England.

It found that apprenticeships are often “too short to be a meaningful introduction to a career for young people” and that the off-the-job (OTJ) component is towards the “lower end of the spectrum” compared to international competitors.

Currently, apprenticeships in England must be a minimum of 12 months long and last on average for 15 months, which the report warned is “substantially shorter” than other countries in Europe. Apprenticeships in Scotland often run for less than 12 months while programmes in Wales can also last for just a year. Apprenticeships in Northern Ireland, however, usually take at least two years.

Meanwhile, apprenticeships in Switzerland, Germany, Norway, Sweden, Austria and Denmark run for between three and four years.

Apprentices in most of those countries also spend between a third and half of their time doing OTJ training, compared to 20 per cent – recently changed to at least six hours a week – in England. OTJ in Northern Ireland is similar to what is required in England, while Scotland has no general rule and Wales has varying OTJ requirements depending on the programme.

The CIPD said all four nations should specify programmes to be at least two years long, with set minimum off-the-job training days as a percentage of the programme.

However, there should be “some exceptions” to the minimum duration rule if, for example, a person already had substantial existing experience in the occupation or previous relevant prior learning. These would be called “fast-track” apprenticeships.

The chartered institute also echoed concerns that the growing number of older apprentices in the UK – with the exception of Northern Ireland – is “crowding out younger apprentices from the system” and using apprenticeship funding for “upskilling” existing employees.

In England, Scotland and Wales, apprentices aged 25 years and over made up the biggest proportion of the apprenticeships started in 2021/22, making up 47 per cent, 42 per cent, and 51 per cent respectively of all starts. Starts for young people have either flatlined or fallen since the levy.

CIPD called for a new funding distinction so that one level of public subsidy is on offer to fund apprentices up to the age of 29, with another, lower level for those aged 30 and above.

It recognised that apprenticeships can play a useful role in reskilling in cases where older workers change careers across sectors or industries, adding that there are several ways to ensure the system works in this way, but warning they all come with drawbacks.

Funding contributions from government, agencies or levy funds could simply be limited to younger apprentices, for example.

Alternatively, additional direct financial incentives could be provided for younger apprenticeship starts, which would have “considerable” budget implications. Or “comprehensive assessments” of all older apprenticeship applications could be required to deal with them on a case-by-case basis, but would be “administratively challenging”.

CIPD said the government should also consider direct financial incentives to drive apprenticeship uptake in small and medium-sized enterprises. Apprenticeship starts for smaller employers fell by nearly half (45 per cent), from 166,170 to 91,230 between 2016/17 and 2020/21 in England. In medium-sized employers, apprenticeship starts collapsed by more than half (56 per cent) from 74,800 to 32,550 over that period.

This is a “perennial” problem across all four nations. The HR body said as well as hiring incentives, all UK nations should also look at fully funding off-the-job training costs which is often a big barrier to SMEs taking on apprentices.

The report, too, backed calls for the apprenticeship levy to be reformed into a flexible skills levy so that it funds other forms of training. This is a policy idea that Labour has promised to adopt if it wins the next general election.

A spokesperson for the Department for Education said it had “transformed apprenticeships” by working with thousands of employers of all sizes, to deliver more apprenticeship opportunities.

“We’ve made it easier for SMEs to take on apprentices by removing the cap on the number they can recruit,” they added. “As a government we also pay 100 per cent of training costs for the smallest employers hiring apprentices under 19.”

College pension contributions to rise – but government will fund (for now)

Contributions that schools and colleges pay towards teachers’ pensions will rise by more than 20 per cent from April.

Government has committed to funding the rise for state schools and colleges for one year, with any further commitments to be decided at future spending reviews.

But private schools and universities have been left out – meaning they will have to soak up the extra costs.

Employer contributions will rise from 23.6 per cent to 28.6 per cent after a valuation to “ensure the scheme continues to meet present and future obligations”.

A statement announcing the changes read: “The department will provide additional funding to cover the increase in the employer contribution rate for directly funded scheme employers for the financial year 2024/25. This includes mainstream 5 to 16 schools; high needs settings; post 16 and further education settings; and eligible early years providers.

“HE providers are autonomous bodies and the government does not fund the costs of changes to the scheme for them in the same way as for schools and colleges.

“The Department for Education appreciates that the result means independent schools that participate in the scheme will be faced with additional costs that aren’t funded. 

“It’s hoped that the information shared previously, on the likely final result, will have helped them in planning for the change.”

It comes alongside the commitment from the Labour Party to impose VAT on private schools should it form a government.

More than 300 private schools have already pulled out of the Teachers’ Pension Scheme since 2018, according to analysis released this month.

The National Education Union said it anticipates more will now follow suit. 

Daniel Kebede, general secretary of the NEU, said private school teachers to “face the threat of losing a decent pension is unacceptable. It should set alarm bells ringing across society.

“The NEU is not prepared to sit back while our members see their contracts of employment ripped up and their pensions snatched away. The NEU will robustly support our members to take all necessary action to defend their terms and conditions.”

The NEU said the rise was down to a technical change imposed by government. 

Correction: We originally stated this was a five per cent rise, rather than five percentage points.