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Joe Mangan is a former school leader who has worked as a Headteacher for over 10 years, most recently for Maricourt Catholic High School. Joe now helps Schools across the North West realise the potential of a flexible workforce, as a Senior Business Development Manager for SupplyWell. Today he shares his insights on wellbeing culture in schools…

Since the pandemic, organisations have responded to support people who are struggling to re-establish calm and repair the disconnect and lack of routine that the lockdown forced upon us all. As the former headteacher of a large secondary school, Maricourt Catholic High School, I saw the impact the isolation and restrictions had on students, families, and colleagues. Our determination to help our community ‘reset’ to a normal way of life encouraged us to be creative in what we did internally and to engage with external agencies to provide additional layers of support where needed. Having an outstanding senior leader, Danielle Lawler, coordinating the work across the school was key. Her relentless determination to continue the open and honest discussions around mental health and wellbeing and provide the appropriate support where needed remains key to the successes achieved and led to the school being recognised with a national award for its work.

Establishing a positive wellbeing culture requires completing a number of steps. Identifying the needs of all individuals was the first task. Engaging everyone in conversations and questionnaires allowed us to identify and triage levels of need. Resources were then allocated quickly and appropriately. Gathering feedback became a vital part of our everyday practice as individual circumstances changed. We upskilled so we could identify markers for people in need and established teams of wellbeing champions and mental health first aiders across the school. An area on the school’s website was given to resources and links and we used social media to keep our community informed. Ongoing workshops helped develop resilience for all and wellbeing events were calendared in throughout the year.

Now I am working as a Senior Business Development Manager for SupplyWell, it was important to me that I joined a company that shared the same commitment to their colleagues, and am delighted to say our philosophies are very much aligned. The improvements were significant at Maricourt Catholic High School. The work continues, as it does across many organisations up and down the country. For it to have the impact you desire, it must become part of your culture and be led by people who are passionate about making a difference within your organisation.

If you would like to discuss how your school could benefit from a flexible workforce, contact me directly by emailing Joe@supplywell.co.uk or giving us a call on 0333 305 0601.

We are delighted to announce SupplyWell’s expansion into two new regions of the UK – Manchester and Cardiff. This move comes as a result of our continued growth and success in helping schools and teachers find the right match.

With the current challenges facing the education sector, SupplyWell’s innovative approach to recruitment has become increasingly popular. 

What we do

SupplyWell provides a seamless experience for both schools and teachers, offering a range of features such as online bookings, transparent pricing, and a user-friendly interface. We also have dedicated Ambassador roles, which brings a unique stability to a supply teaching roll and consistency for schools.

This has resulted in high levels of satisfaction from both parties, with many schools and teachers praising the platform for its efficiency and convenience.

Expanding opportunities

Manchester, in particular, has been identified as an area with a high need for supply teachers, due to its expanding population and growing number of schools. SupplyWell’s entry into the market is expected to provide a much-needed solution for schools in the area.

Similarly, Cardiff has also been identified as an area in need of reliable and efficient education recruitment solutions. With a growing number of schools in the region, the demand for teachers and support staff has increased significantly. 

Innovation

SupplyWell’s innovative platform paired with our commitment to fair pay, teacher wellbeing and transparent fees, is expected to provide a valuable service for schools in the area, helping them to find the right staff quickly and efficiently.

SupplyWell has already demonstrated its commitment to the education sector, providing schools and teachers with a range of benefits that traditional recruitment agencies cannot offer. 

Educational matchmaking

With the expansion into Manchester and Cardiff, SupplyWell is set to make a significant impact on the education recruitment market, transforming the way schools and teachers find their perfect match. 

“We are thrilled to be expanding into Manchester and Cardiff. We believe our innovative platform will provide a much-needed solution for schools in these regions, helping them to find the right staff quickly and efficiently. We are committed to revolutionising the education recruitment market, and this expansion is just the beginning of our journey.”

SupplyWell CEO, Michael Heverin

SupplyWell’s entry into Manchester and Cardiff marks a significant milestone for the company, as it continues to grow and expand its services. With its innovative approach to recruitment and a focus on customer satisfaction, SupplyWell is set to become a leading player in the education recruitment market. 

Get in touch

If you are a Teacher, TA, future Ambassador or School and would like to find out more, please visit Supplywell.co.uk for more information or give us a call 0333 305 0601 or email hello@supplywell.co.uk

As global climate change becomes increasingly problematic, educators and administrators need to consider sustainable solutions for schools. Making a school more sustainable can not only reduce emissions and energy consumption, but it can also teach students valuable lessons about conservation and the environment… and save money!

Saving energy saves money. Current school energy costs are estimated to increase to £652m per year, and this is predicted to rise still further. The average cost of energy per school is £27,000, although secondary schools can have bills of over £80,000 – double the amount spent four years previously.

Top Tips to reduce energy and water use in schools Gov.uk

Take a look at these five strategies schools can implement to become more sustainable:

1. Increase Energy Efficiency

Upgrading to energy-efficient lighting, HVAC systems, and appliances can help schools reduce their energy consumption and lower their energy costs. Smaller changes, such as adding weather stripping and insulation to the building, can also make a difference.

2. Promote Sustainable Practices

Schools can encourage the community to use less energy by implementing programs such as carpooling, walking or biking to school, and energy-saving campaigns that teach students how to conserve energy and water.

3. Start a Composting Program

Composting food scraps and yard waste can greatly reduce the amount of waste that goes to landfills, while also creating an environmentally friendly fertiliser. Schools can encourage students to start a composting program in which food scraps and garden waste are collected and used for gardening or landscaping projects.

4. Use Renewable Energy Sources

Schools can install solar panels or wind turbines to generate electricity onsite. Not only will this reduce emissions from burning fossil fuels, but it can also save money on energy costs.

5. Implement Recycling Programs

Schools can encourage students and staff to recycle paper, plastic, and aluminium. Having bins in each classroom can help make recycling easier and make a positive impact on the environment.

By making small changes, schools can make a big difference in the fight against climate change. Through education, implementation of sustainable practices, and renewable energy sources, schools can become more sustainable and teach students the importance of taking care of our environment.

For more in-depth look at sustainability in schools see the government report here

For more information on reducing the use of plastics visit World Environment Day

I’m Michael, a former assistant head and now CEO of SupplyWell. I co-founded SupplyWell, because there is a need for change in how supply teaching provision works. 

Questioning the norm

Take a quick look at the last invoice you received from a supply teaching agency. A high number isn’t it! Now ask yourself how much was the teacher paid? 

Unfortunately I can almost guarantee it will only be a small fraction of what you have been billed. There is no transparency and it’s fundamentally unfair for supply teachers, who have one of the toughest gigs in teaching.

SupplyWell was driven by the need for an ethical alternative to agencies, an alternative driven by people with passion, with a goal of creating real and lasting change to keep school budgets in schools.

Challenging traditional agency fees

My role as pastoral lead meant that I spoke to supply teachers every day, and I realised that they were being paid very little for a very tricky job, often £60 a day before tax. A quick check with our business manager I discovered that invoices from traditional agencies lacked transparency, just a total invoice usually upwards of £200. Even with my maths skills I knew a £140 fee was pushing it. 

Further to this, I knew that the reality of getting supply teachers into school was a burden. The business manager at the school would come away from the phone deflated, and this is common when sourcing supply. How many times have you felt frustrated following calls with agencies? 

Time saving

The time-pressured situation in the mornings was incredibly stressful and I was sometimes frustrated with the quality of the supply teachers. They were often underprepared and had little to no briefing from the agency that sent them. I knew that I needed to do more to set supply teachers up for success. I wanted supply teachers to be paid fairly and to be properly prepared for their school jobs. At SupplyWell we work with our partner schools to ensure that no matter the duration of the role, every supply teacher who joins their team is fully prepared. 

Teacher burden

Two years ago I was a senior leader and teacher with 3 whole school responsibilities that gradually became impossible to juggle. On top of this, there were pressures in my personal life, and I had to take time off due to stress. Eventually, returning to school was no longer an option for me. A familiar story for teachers, my rain barrel overflowed. 

The combination of the pressure at school and at home was too much and I became one of 42,000 teachers to leave the profession that year. I was absent from the classroom and as a result the school was charged £22,000 in supply costs. I was wondering, how much of this actually went to the teachers that covered me? How big of a chunk did the agency take? 

Be the change

It was then that I was determined to be the change I wanted to see, and now two years later these are the very things that SupplyWell is working hard to rectify. 

Through connecting teachers and schools directly through an easy to use app. We work hard to keep money within the education system, giving better pay, improved flexibility and wellbeing support to teachers. Alongside delivering high quality teachers at the fairest rates to schools. 

Take control

If, like me, you feel that things need to be done differently, let’s have a chat. Join a community of schools adopting the new ethical way of obtaining supply.  We would love to have you involved. 

Call us 0333 305 0601 or email Schools@SupplyWell.co.uk or register with SupplyWell here

1) Money saving

SupplyWell keeps money within the education ecosystem. We charge schools only what we need to and pay teachers a fair wage and the rest goes towards legal deductions. Working with SupplyWell means that schools have more control over budgets. We have transparent fixed fees therefore, there will be no surprise fees for you and we never charge additional costs if schools decide to make one of our supply teachers a permanent member of staff.  

2) Ethical 

At SupplyWell we pride ourselves on our ethical approach to supply. The digital recruitment  platform was created by school leaders for the benefit of teachers and schools, with the vision to redefine how supply teaching works. We do this by lowering costs for schools, allowing greater control over where money is spent, and delivering a fairer wage for teachers. 

3) Efficient 

Who doesn’t want efficiency when you need to find a supply teacher quickly? Our tech allows time wasting tasks to be dealt with more quickly so you can focus on the things that are most important. SupplyWell provides more choice and flexibility of candidates in your region enabling you to have access to a wide pool of educators. All of this means that you have more control over your time and budgets. 

4) Easy 

The tech is fast and easy to use, with the process of getting a supply teacher becoming easier than ever by the ability to book teachers with a click. School decisions are made easily with data leading the way. All compliance documentation is centralised in one organized and accessible place, saving you time. On top of this time sheets can be approved with just one click, easy peasy!

5) Trustworthy 

Our hands-on approach means that you are reassured that a member of the SupplyWell is contactable and available to give friendly advice. We are proud of our reliability and guarantee a quality service to schools. 

6) Transparency

SupplyWell have no hidden costs – we are 100% transparent with our school invoicing. The invoices schools receive from agencies often lack transparency and it’s unclear where exactly the money goes. Far too frequently large proportions of the fee incurred by schools goes directly to the agency, with the teacher receiving an unfair wage.

Want to hear even more reasons why schools choose SupplyWell? Get in touch, we are always expanding our community of school partners and believe in finding schools amazing teachers while also saving crucial time and money. Email us at Schools@SupplyWell.co.uk or visit our Schools page to get started!

Background

As a recently retired teacher of 33 years, 15 of which served on Senior Leadership, I am now employed as a Business Development Manager at SupplyWell. In my role, I ensure excellent teachers and educators are placed in schools with the knowledge that they are being paid a fair wage and the schools are given clear, budget friendly invoicing.

For the majority of my teaching career I was a School Leader and spent my last years at a large Secondary School in North Liverpool with over 1600 students. I was responsible for Pastoral Care and “The School Diary” ensuring that there were enough supply teachers deployed to cover staff absence. During 2020/21 this aspect of my tenure became increasingly demanding due to the steep increase in staff absence due to the impact of COVID 19.

Reality of agency use

I had the opportunity to work closely with a number of supply agencies, with an average day having at least 10 cover teachers deployed. This gave me a significant insight into how they were treated by their agency with regard to both wellbeing and pay.

I quickly began to realise how low-paid and demoralised some teachers became. The sad reality was, supply teachers were often not being treated well by these traditional agencies, affecting their morale which quite often lead to demotivation and poorer student outcomes. 

Over that time, I spoke with several teachers about their pay and wellbeing support. Most of them had not had any support from their agency, merely a phone call telling them which placement to attend. After discussing pay I realised just how much the agencies were taking in commission, in some instances half of the invoice went directly to the agency leaving the teacher with less than £100 for a day’s work in increasingly trying and testing conditions.

Ethical solution

The reason I chose to join SupplyWell was their ethical and supportive nature, with the welfare of both teacher and student at the forefront of all they stand for. Teachers are paid well, with a transparent fee deducted from each invoice. Wellbeing calls, CPD and support is given to all of its candidates and they all certainly feel they belong to a “school within a school”.

Only the other day whilst speaking to a new candidate and I was appalled by their treatment. They were being paid £70 per day for teaching (!) and were told that if they worked for another agency they would probably not get other work as they would “go down their pecking order.” 

Challenges

I understand that schools have a budget to adhere to, but they also have a moral duty of care for all those who work with them, regardless if they are long term staff or supply. In reality, I don’t think schools know the extent to which traditional agencies take their cut. 

Educators need to be respected and feel valued, which will directly impact on their performance and the outcomes of students. Schools have the opportunity to put this right and need to be empowered to do the right thing. The welfare and support of students, as well as their educational development will only improve if teachers, including supply teachers, feel valued and respected.

Make a positive change

I encourage all Cover Managers to do their research and support the ignored and neglected supply teachers by working with agencies and services that put the welfare of their staff first.

Further information

Schools: Find out more here

Teachers: Join the SupplyWell team

Supply teaching can bring all kinds of challenges and opportunities to use your teaching skills and imagination with your students.

 Whether you’re an experienced teacher or just beginning your teaching career there are some great resources that can help you step into a classroom with a little more confidence. 

First day in a new school 

Bring a supply of paper and a well stocked pencil case. You’ll have time to find them in the school at some point – but it’s always good to be prepared and save being caught short!

Planning

Some cover lessons will have plans ready for you to take on with the class, other times you may find yourself in need of a lesson plan with very short notice. Having lessons in your back pocket is a great way to keep things running as smoothly as possible. 

Using your pupils’ imagination is a fantastic basis for many lessons – finding an image or a piece of music that you can share with your class can launch many literacy lessons for a range of ages and abilities.

• Image writing starter – who lives here? What do they look like? What are their lives like? Is this in the future or the past? 

• Music starter – How does his music make you feel? List adjectives that describe it. Write a poem using your list.

Online resources

It’s worth doing some research to build your own practical and online toolkits that will keep you prepared for what your teaching day brings you. 

Have some go-to links and resources such as Twinkl.co.uk and tes.com who have many free resources for primary, secondary and SEND.

teachertoolkit.co.uk is also a great resource and fab book. 

For more great advice – take a look at Teacher Partner Dylan’s 10 top tips on Classroom Management