1. Use More Flexible Terms of Employment

• Reconsider permanent tenure as it may reduce motivation for continuous professional growth.

• Introduce periodic certificate renewal (every 5–7 years) to ensure ongoing teacher effectiveness.

2. Establish Transparent and Fair Evaluation Systems

• Ensure teacher evaluation involves peers, school leaders, and external experts.

• Develop mechanisms to identify and address ineffective teaching.

• Provide alternative roles or pathways for underperforming teachers.

3. Empower Schools in Teacher Personnel Management

• Give schools more authority over selection, working conditions, and professional development.

• Promote school-level interviews and visits for better candidate-school matching.

• Ensure equitable implementation through:

  • Leadership training in personnel management.

  • More resources for disadvantaged schools.

  • Improved access to labour market data.

  • Ongoing monitoring of decentralised recruitment.

• Maintain equity in teacher distribution via central/regional oversight.

• Provide independent appeals mechanisms to protect teacher rights.

4. Broaden Criteria for Teacher Selection

• Incorporate interviews, lesson planning, and teaching demonstrations.

• Shift focus from seniority to qualities like enthusiasm, commitment, and student-centered attitudes.

• Create pathways for mid-career professionals to enter teaching.

5. Make Probation Mandatory Before Full Certification

• Require a 1–2 year probation period before permanent status.

• Provide supportive and stable environments for new teachers.

• Use trained panels to assess certification readiness.

• Recognize probation completion as a major career milestone.

6. Address Short-Term Staffing Needs and Promote Mobility

• Develop regional substitute teacher pools to cover short-term absences.

• Ensure transferability of qualifications, leave, and benefits across jurisdictions (e.g. in federal systems).

7. Improve Information Flow and Monitor Labour Market

• Close gaps between schools and potential teachers by:

  • Posting all vacancies publicly.

  • Creating centralized online job platforms.

  • Coordinating recruitment via networks/agencies.

• Use forecasting tools to predict teacher demand and supply across scenarios.

Further Reference

These pointers are from the OECD's Thematic Review on Teacher Policy (2005). More insights are available in the publication:
“Teachers Matter: Attracting, Developing and Retaining Effective Teachers”
👉 Visit: www.oecd.org/edu/teacherpolicy