Evaluation of the Golden Hello Initiative - York Consulting

The Evaluation of the Golden Hello Initiative• although an element of deadweight is to be expected, the evidence suggests asignificant degree of deadweight is associated with the initiative in terms ofretention.xxixThe findings suggest that the initiative has not addressed recruitment and retentionissues in the majority of cases because of the way it has been framed and is beingdelivered. Under its current framework the initiative is too generic, open to interpretationand, in some cases, deemed as unfair. There is a need for the initiative to be moretargeted and specific. Moreover, although the initiative was never intended to addressthe issue of pay, the evidence suggests that whilst this remains the central constraint forstakeholders, it will limit the extent that Golden Hellos could have an impact onrecruitment and retention.RecommendationsxxxIn terms of policy it is recommended that:• the parameters of recruitment and retention issues that Golden Hellos areintended to address are more clearly defined and disseminated;• strategies for marketing reflect the remit of the initiative and should be morewidely focused to attract those external to the sector;• a means of collating data from colleges is developed (e.g. survey) to identifyshortage subjects areas at the national, regional and local level;• the policy for eligibility for returnees and those with prior paid teaching experienceis reviewed so that the initiative does not exclude those that may be attracted;• discussions are undertaken with relevant policy holders and other stakeholders toensure greater cohesion with other policies and strategies (e.g. for Basic Skillsand to address concerns regarding recruitment and retention of support staff);• the timing and amount of payment is reviewed and should reflect the definition ofrecruitment and retention issues within the policy remit;• that consideration be given to developing a separate approach/ initiative to moreeffectively address the needs of Specialist colleges.xxxiIf the initiative is to continue under its current framework it is recommended that thefollowing actions regarding delivery are undertaken:• clarify and define strategic and operational roles to facilitate more effectiveplanning and decision-making. A clearer understanding of respected roles shouldbe developed and documented;• document and standardise the operational role of LLSCs (e.g. in relation to theapplication progress, timing of payment) and define the strategic role (e.g. interms of requirements for monitoring);• undertake research to identify need and provide documentation outlining thescope and definition of shortage subject areas selected;• clarify and simplify the eligibility criteria to avoid ineligible applicants beinginadvertently approved, for example, by asking direct questions on application,defining the term ‘teacher’ and developing a more robust checking system.vii