SOSNZ surveyed New Zealand teachers about the amount of their own money they spend on school supplies, and the results are astonishing.
In reply to the question “Have you ever spent your own money buying supplies for your own class?”, 100% of respondents said yes.
A huge 86% of teachers said they have spent their own money on supplies every year they have worked, an additional 12% said they have spent their own money most years, and 2% said they had done it a few years. Nobody said they had never done so.
In short, NZ teachers are propping up the school system with their own money.
The survey asked “How much do you estimate you have spent on essential work supplies over your entire teaching career?”, and a stunning 32% of teachers responded that they have spent over five thousand dollars of their own money so far. $5000! That’s a significant sum, especially when we consider the large proportion of teachers that don’t stay in the job for more than 5 years.
A total of 69% said in their teaching careers they have so far spent over $1000, 19% said it was $501-$1000, 10% said $101-$500, and one lucky respondent said they had spent ‘only’ $1-$100. All respondents had spent something.
When asked what they had spent on supplies this year alone (bearing in mind we have only had around 14 school weeks so far), 65% of teachers have spent between $100 and $500. A lucky 4% had spent nothing, and 24% up to $100. But a worrying 4% have spent $501-$1000 and an alarming 2% have spent over a thousand dollars.
Respondents were asked to “Tick all of the things you have spent your own money purchasing for any school while you were employed there”. According to their responses:
93% bought small in-class storage (e.g. tubs, buckets, containers)
91% bought display materials (e.g. borders, background materials, pegs, clips, etc)
88% bought baking and cooking supplies for student use
87% bought pens and pencils for students, and 85% bought them for their own use
Over 80% bought highlighters/vivids/board pens for their own use, posters for display, and maths supplies such as games, dice, cubes, flashcards, clocks, measuring jugs etc.
74% had bought reading books for their classroom, and 74% had bought art supplies. Purchases for topic studies also came in at 74%.
Almost three quarters of teachers are buying modelling books for group and whole-class activities, and over half of teachers have bought students workbooks.
In addition to own-class supplies, 45% of teachers responded that they had spent their own money on supplies for the wider school – e.g. for the library, office, copier room or resource room.
This is a breakdown of all responses:
Pens/pencils for students’ use
Pens/pencils for your own use
Rulers/glue sticks for students’ use
Rulers/glue sticks for your own use
Highlighters/vivids for students’ use
Highlighters/vivids/board pens for own use
Work books for students’ use
Teacher modelling books
Display materials (e.g. borders, background materials, pegs, clips, etc)
Posters for display
Art supplies (e.g. felt tips, crayons, jovis, pastels, paints, paint pots, brushes, glue, craft materials etc )
Small in-class storage (e.g. tubs, buckets, containers)
Large in-class or office storage (e.g. filing systems, cupboards, shelves, drawers)
Soft furnishings (e.g. cushions, rugs, curtains etc)
Seating (e.g. seating pads, chairs, sofas, beanbags etc)
Maths supplies (e.g. games, dice, cubes, flashcards, clocks, measuring jugs etc)
Te Reo supplies
Reading books (fiction, non-fiction, reference)
The above figures show that teachers are even buying furniture for their classrooms.
Just over 50% said they had bought large in-class or work office storage such as filing systems, cupboards, shelves, and drawers. 66% had also bought soft furnishings such as cushions, rugs and curtains, and almost 50% said they had bought seating such as seating pads, chairs, sofas, beanbags for their classrooms.
It’s alarming that so many teachers are having to buy their own essential work-space furniture. Does Ministry account for teachers’ administrative needs when new classrooms are designed? Are insufficient operational budgets being propped up by teachers’ own funds? What’s going on?
The final question in this short survey asked teachers to rate on a sliding scale how they felt about paying for these supplies. The scale was:
(0) Don’t mind at all ——————————————————— It infuriates me (100)
The mean average response was 61 points showing a large level of dissatisfaction with this situation overall, but there was quite a range in the responses: Ten percent said they don’t mind at all (responding 0 or 1), whilst 18% were infuriated (responding 90-100). Of the 18% that were most infuriated, 8% responded 100, the maximum option.
The SOSNZ survey didn’t ask how long the respondents had been in the profession, but it would be interesting to look into whether there is a link between yearly spend and length of service. My suspicion is that new teachers (that are paid the least) are spending most. If that’s the case, it could be a contributing factor in overall job dissatisfaction. This is an important consideration given most teachers leave the profession within the first five years, and may be worth further and deeper investigation.
Teachers are clearly spending significant amounts of money propping up our education system in order to give students what they need in class and to have adequate supplies for themselves, and have been doing so for quite some time. Some overseas teachers responded to this phenomena by removing from their classrooms everything they had paid for, with startling results. I wonder, New Zealand, what would our classrooms look like if we did the same?
Kia ora koutou, thank you for being here this morning.
Today we celebrate and thank teachers, and we thank those who provide leadership and those who provide support at every level of our education system.
And we also thank all of you who help and support our educators here in Aotearoa as spouses and partners, family and friends, parents and children.
I think it can be a good job being a teacher or working in education, it can be satisfying and you can often make a difference. But working in education is rarely straightforward and it is very busy and sometimes exhausting.
Teachers and schools get blamed for a lot, and most of it is unfair. I have written quite a few books and articles about this problem, it’s what I call the ‘politics of blame’.
I heard Mike Hosking say on TV during the week that the regions including the Waikato are surging ahead, we are ‘on fire at the moment…doing brillantly’ he said. Well that’s one view of it.
But actually this is also a region where many people are struggling. I’ve become involved in Poverty Action Waikato, they put out a report recently and it’s such a shocking read.
And I know that if it wasn’t for the very good caring and teaching work being done in the sector then many children and young people and their whanau would struggle even more.
Did you know that the latest round of PISA test results organised by the OECD will come out on 6th December? That’s the Programme for International Student Assessment (PISA) run by the Organisation for Economic Cooperation and Development (OECD). It’s when the education systems of 72 countries and regional economies within large countries get ranked against each other.
I don’t know where New Zealand will come in the rankings this time. But I do know that if we do well the Government will happily take the credit! If we don’t do well then you teachers will get the blame!
Last time we did badly and Hekia Parata was asked if she would resign. And now she is going to resign. Maybe she knows something about the PISA results coming out in December that the rest of us don’t yet.
The Minister, Hurricane Hekia, that was what the Herald called her, she does have a forceful manner and she can also be very charming. But mostly I think she is on a hiding to nothing because this Government doesn’t want to put more money into public education than it absolutely has to.
The budget this year had overall education spending forecast to stay about the same through to 2020, that means it is falling as a share of GDP and on a per student basis.
Actually, this Government doesn’t want to put more spending into any social or public spending than it really has to which is mainly to meet its promises around superannuation. It’s why poor people in this country are no longer falling through the cracks, they are falling through gaping holes.
A lot of us are here because of concerns about education funding. The problems are complicated because it’s a mixture of under-funding and of spending good money on policies and interventions that are not helping.
But I think the NZEI and PPTA are right to think that the global budget idea is a case of ‘secret plans and clever tricks’. Because once you move away from national scales for pay and the operations grant, the Government can put an even stronger cap on educational spending.
It can wash its hands of class sizes, the casualisation of the workforce and the real needs within the system in terms of operational funding.
Then there is the social investment approach to funding. It is very much about trying an intervention, measuring it, and discarding it quite quickly if it doesn’t work in order to try something else.
Unfortunately education interventions rarely make so much difference or so quickly and there is a great likelihood of useful programmes being thrown away before they have really had a chance to work.
The social investment approach also puts great weight on the significance of specific indicators like having a parent in prison, it’s less about the general context of deprivation or poverty.
But while Hekia Parata says that socio-economic factors are often overstated in education I think they are more usually understated. It’s that politics of blame again.
What I’m most worried about in education is that we will look back on these Key Government years as the period where privatisation of our public education system really took off.
The period when public education was run down.
The period when public education got dismantled.
The period when we let down not just our generation but generations to come.
I can see a hollowing out of educational processes happening all over the sector whether we talk about professional learning and development, professional resources, educational research, teacher education, curriculum coverage, special education or support for leadership.
In fact where New Zealand education is not in decline it is often because educators are working against the grain of policy rather than being supported by it.
But I also believe that when people look back on this period in our nation’s history, teachers will come out of it quite well. This week I was looking again at the campaign against National Standards, it would have to be one of the most impressive campaigns against any education policy to be found internationally in recent years.
And you might say it didn’t work but it many ways it did work, it raised questions about the National Standards and stopped them from being used to do some of the political work that was hoped for.
But it’s still a challenge we all have, recognising the neo-liberal framing up of our outlook and not losing our capacity to think and to care. If you get a chance go to Finland, I’ve just been there and it’s a real eye-opener about how things could be different – and better.
But even Finland has some global neo-liberal pressures coming on it through that OECD. Last year Helsinki, the capital of Finland, hosted the OECD’s first Global Education Industry Summit.
The aim was to establish a dialogue between ministers of education and the global education industry. And really it is about privatisation, about public education being opened up to the private sector more and more.
Hekia Parata went to that conference last year and she went to the second summit in Israel this year. And when Hekia did her speech in Israel she talked about building a coalition of the willing back here in New Zealand.
You can see where I am going with this.
When it comes to the privatisation of education, I want New Zealand educators to form a coalition of the unwilling. I want you to be unenthusiastic, hesitant, dragging of your feet and generally difficult. I want you to show only token interest and to be the last cab off the rank and not the first one.
Because it was Helen Kelly’s big farewell ceremony in Wellington yesterday and we are not all going to be as brave and as strong and as outspoken as Helen was. But what we can do is join together, PPTA, NZEI and our many friends and supporters who care about public education and form a coalition of the unwilling.
On Q&A this weekend it was said that the average teacher’s pay is $74k per year. Teachers up and down the country fainted, asking who this average teacher is!
SOSNZ would love to see what calculations were done to reach that figure, because it seems entirely unlikely to be accurate.
The NZ primary school teacher pay scale is here:
Note the top for most teachers, after many years in the profession, is $70,481.
The most you can get, with a Masters, PhD or Honours Degree is $74,460.
The only way to get more than that is to take on additional responsibilities, at $4k per unit.
Given a huge number of teachers leave within the first few years, it’s unlikely that the average wage is truly $74k as was mooted on Q&A.
Mean, mode, median, smoke or mirrors – I’d love to know how that figure was arrived at.
I have asked Q&A whether they can get details of how that was calculated (does it include principals, specialists, RTLBs, etc?). I have also asked Tracey Martin, Chris Hipkins and Catherine Delahunty whether they might ask about it in the House. I will keep you informed.
Dearest Mike Hosking,
I hear you’ve been setting the teachers’ unions right on Seven Sharp again tonight. Good on you. I totally get where you’re coming from – they’re to blame for teacher shortages, your receding hairline and the break up of The Beatles. I’m not saying Illuminati, but….
Of course the unions will say that the government are the ones that could sanction additional payments to attract shortage staff, and that housing costs and the price of living are factors outside their control, too, and then they’ll boo-hoo about the shitty 2% pay rise they got.
They’ll not trumpet the huge starting pay teachers get – some stroll on into the job on a whopping $35,267! And ten years later, after barely any work at all, Ministry will kindly have doubled that! All that for just three or four years of full time graduate study and ten years of work and a few upskilling courses every term. That’s nearly as much as the starting wage for an IT bod! Ministry are far too generous – the 2% rise was too good for them. Bloody spongers!
But you and I know the truth, don’t we? Unlike you, who works very hard to sit there on a chair at a desk making pronouncements (a very tiring and demanding job, which they clearly don’t appreciate) and who actually earns your pay, those union bods are only in it for the money and the fame.
The unions will then rattle off that there’s a mountain of research out there showing how ineffective, and even damaging, performance pay is. Pfffft. A few piffly research studies by a few dozen professors from highly respected universities and they call that evidence. I know what I know, and the reckons of an old, white, guy who has made a sterling career out of being a radio and TV host is much more reliable that all that university crap.
The unions just don’t get it! You’re helping, for heaven’s sake! Nothing encourages more people into teaching than having the media bad-mouth the job and the people every night – it draws them in like moths.
Keep up the excellent work, my good man.
Hurrah! SOSNZ’s investigation into the Teacher Education Refresh (TER) programme has got the attention of the Education Council, and Lesley Hoskin (Deputy Chief Executive of the Education Council) has assured me that they are looking into things urgently.
When I spoke with her, Lesley was very clear that concerns are being taken seriously and that EC is now aware that there are big issues. She said that EC will start by looking into requirements for itinerant teachers and relievers to undertake the TER programme, and will widen the net to look at the criteria in its entirety so that is can be applied fairly, reasonably and with flexibility.
It’s great that they listened, and great that PPTA and NZEI backed up the concerns we raised, but in order for improvements to be made, Education Council need your feedback.
That’s right, it’s over to you.
If you have done the TER, please send your comments to firstname.lastname@example.org or use the online form here. EC needs to know the positives and negatives, in particular regarding the criteria for having to do the course.
If you have not done the course but have concerns, you can also send feedback. Please make it as specific as possible so that the issues are clear. Email: email@example.com or use the online form.
I am, of course, happy to receive your feedback re the TER and pass it on to EC for you (anonymously if needs be) but in order to get specific situations reassessed EC will need your full name and registration number, so please bear that in mind.
If you want to have your own situation assessed to see whether you have to do the TER course or not, also email firstname.lastname@example.org or use the online form.
When asking for an assessment, make sure you give them your full name and teacher registration number so they can access your files and get all of your details. This is the only way to get an accurate answer.
If you want to email Lesley Hoskin direct, she is happy for you to do that. You can contact her at: email@example.com,nz
Lesley informs the that Education Council typically responds to email within 48 hours. If you don’t get a reply in that time frame, check your email spam box, and if there’s nothing hiding in there please call the Education Council and follow it up.
We’ve now got the Education Council in agreement that the course requirements are not as they should be; to get things changed, you have to let those with the power to change things know what your concerns are.
You know the drill by now: email firstname.lastname@example.org or use the online form
Over to you.
~ Dianne Khan, SOSNZ
This is the first of a series of posts looking at the data from the full Health and Wellbeing Survey conducted earlier in 2016. Our earlier posts looked at the survey’s first 100 responses, but this series considers all 684 responses and looks at the written feedback teachers shared in the open comments sections.*
Teachers report high levels of stress, with over 80% of respondents saying they felt stressed or anxious at work half of the time or more. Over 35% said they felt this way most of the time, and a staggering 7% said they felt like this always.
Only three respondents said they never felt stressed, representing 0.44 of respondents.
Teachers were then asked what they judged to be the main causes of any stress, anxiety or depression they felt due to work. A comments box was included. There were 2028 box ticks and hundreds of comments from the 670 respondents to this question.
Clearly workload is a key contributor to teachers’ workplace stress with 79.4% of people identifying it as a main contributor. Pressure from Management was identified by just over half of the respondents, and Students’ needs and students’ behaviour were identified by 44.8% and 45% of respondents respectively.
Lack of support in school was identified as a contributor to stress by just over 31% of respondents; Changes in educational policies stressed over 28% of respondents, and ERO/audit almost 23%.
Interestingly, the comments were sometimes weighted quite differently.
Overwhelmingly, teachers identified workload as a key issue, with 532 respondents ticking that box and a 29 comments specifically mentioning it as a concern.Comments included:
“Not enough time in the day to complete everything that needs to be done. Increase[d] load of paperwork and assessment.”
“Too many meetings… 3 a week…”
“The requirements for tracking student progress; reporting to parents; and engaging family involvement in student learning (to name but a few)…”
“The paperwork (sometimes in duplicate) takes over.”
“Too many tasks to complete in an eight hour day.”
“I feel stressed that I cannot be both a good mum and a good teacher because of workload and being exhausted most of the time.”
“Paperwork, meetings, balance of work and family time”
“When a 55-60 hour week is the exception, not the norm”
Alongside these and other general comments on workload, some specific areas were mentioned:
Professional Development: Comments identified Professional Development as a specific source of pressure, either because of the volume of it (5 comments) or because it is done and then never implemented (3 comments) which staff said left them feeling that precious time was wasted.
“…so little time to create meaningful lessons because of professional development. Always navel gazing and not producing results…”
“we do what is asked of us then it kind of goes nowhere”
“…our school doing every initiative going…”
National Standards and Testing: Also mentioned were National Standards and the volume of testing (11 comments) and fast-changing education policies (3 comments).
“Seemingly back-to-back testing”
“having to assign a below OTJ [Overall Teacher Judgement] to children at 40 weeks, when I know that they will be totally fine by 80 or 120 weeks, they just need a little more time”
“too much assessment of 5 year olds”
A large number of respondents commented on the negative impact of colleagues, mentioning staff bullying (25 comments), poor leaders (16 comments), pressure from management, poor teamwork and disrespectful behaviour (7 comments) and overly negative colleagues (3 comments) as causes of stress and anxiety.
Comments on management:
“Not enough realistic support from management.”
“Principal blaming poor ERO report on teachers… Seeing colleagues depressed and talking of suicide”
“Unrealistic expectations from management that teachers say yes to because they are all scared to tell the truth.:
“We have a dysfunctional senior management…”
“Poor management … lack of communication, lack of follow up…”
“Bullying Principal who has systematically gotten rid of teachers who support the policies and work of the previous principal…”
“Bullied by Principal, DP and AP”
Comments on teams and colleagues:
“Leading a frustrating team…”
“Trying to work with adults who don’t want to change their practice.”
“Being made to feel inadequate by teaching colleagues”
“I am an experienced teacher… I have had derogatory comments… considered a ‘dinosaur'”
“Politics between staff.”
“… have an extremely difficult staff member in my team and am continually handling complaints from parents and other staff about [that person]”
Parents: Perhaps surprisingly, the factor most frequently mentioned in the comments as causing teacher stress was pressure from parents (35 comments), with only two mentions of the lack of parent support being an issue and 33 commenting on this. Comments included:
“unrealistic expectations from parents”
“pushy aggressive parents”
“…expectation from parents that teachers should be able to ‘fix’ students who are not meeting standards… that it’s not part of a parent’s role to assist students in their learning”
“Parents … not allowing their children to develop their key competencies”
“Parents not reading emails, paper newsletters or notice boards and then getting frustrated that they were not well informed.”
“Parent expectation/pressure/lack of support has also been a factor at times.”
Students: It is, perhaps, telling that student behaviour was very rarely identified in the comments as the cause of stress (3 respondents), with much more focus on concerns about meeting students’ educational, emotional and health needs adequately (over 20 respondents). Of these, eight specifically mentioned special educational needs, five mentioned lack of funding or resources to support students as being of concern, and three mentioned out-of-school factors such as poor housing and health concerns.
(This feedback should be considered alongside that relating to testing and National Standards (above), which also had at its heart concern regarding the impact on students.)
“It’s about the lack of adequate funding to resource the support systems we need.”
“We need a calm space in the school…that is manned by a counsellor for our students whose lives are just too challenging today.”
“5 students, 1 supported… others not diagnosed”
“…teachers are parenting, feeding, psychoanalysing children as well as getting the child to national standard”
“hugely diverse needs of my learners … never enough time to plan and deliver a fully differentiated programme…”
“No help for children who come from a terrible home life to school…”
“children with special needs or high learning needs taking ages to be diagnosed at CDC and even longer… before funding is available for extra assistance…”
“Social issues in families and the wider community”
“Having children with special needs who don’t get funding or a diagnosis quick enough to help support them.”
Clearly there are many and diverse, often overlapping, causes of teacher stress and anxiety, but certain themes are evident. Workload is the most glaring issue, closely followed by internal and external pressures on teachers who do not always feel adequately equipped to deal with those pressures or supported in doing so.
Management, you should be querying your own practice and asking where you can make changes to limit stress and also build collegiality. make sure your staff are properly supported and not overloaded, and ensure PD is targeted to actual needs.
Parents, you must work with teachers. They cannot solve all of society’s ills, and it isn’t reasonable to expect them to do so. Also, bear in mind that they are at the mercy of systems and processes usually outside of their control. It’s easy to become frustrated with the messenger, but it isn’t productive. Most importantly, talk to your children’s teachers – form relationships, be present where you can – truly that is a huge step towards helping your child achieve the best they can.
Teachers, please support each other. Teaching can be the most collegial job in the world, and teamwork can be what makes a difficult work situation otherwise bearable. So actively build those relationships. Where you do have concerns, you can call your union’s helpline, contact EAP (if your school is a member), or call one of the other available helplines.
Whatever you do, please reach out for support. You are worth it.
* Thank you to NZEI Wellington Council for providing financial support to allow us to access the full data set and undertake this analysis.
Image of woman with red folders courtesy of marcolm at FreeDigitalPhotos.net
Related Posts on this Survey:
On Tuesday 5th July 2016, thousands of teachers in England are striking, and the reasons that are doing so are very pertinent to what is happening in New Zealand. Everything that is happening there is already being put in place here, bit by bit by bit.
Here, Charlotte Carson explains the reasons that the teachers are striking and why parents should care:
1. It’s not really about pay.
As a profession I think we are well paid. That is why we have good quality professionals working hard to teach children, inspire them and look after them. But this is about to change.
2. The White Paper
The government’s latest white paper proposes DEREGULATION of teachers’ pay and conditions. Currently all local authority employed teachers in England are paid according to the same contract. Like nurses and doctors, we have automatic pay progression (so the longer you serve the more you get – an incentive to stay in the profession), pay portability (if we move schools we get the same basic pay – they can’t pay us less – this stops a competition between schools for teachers based on money – without it richer schools will always poach good staff from poorer schools) .
3. What is performance-related pay?
The introduction of performance related pay will mean that teachers get paid according to exam results. As a parent I would never want a teacher to look at my child and think ‘is he going to wreck my data and stop my pay rise?’ We are not working in sales – it is hugely problematic to pay us based on exam results.
4. Why should non-teachers care about teachers pay and conditions?
Deregulation also means that our working hours, holidays, pay, sick pay and maternity pay will be individually decided by the employer – the academy that is. An Academy in Manchester has in its contract that maternity pay will be ‘subject to affordability’. Who will become a teacher if the terms and conditions are unattractive?
A mum said to me yesterday ‘but in my job I don’t get good maternity pay – why should I care about teachers?’. My answer is this: public sector pay and conditions set the bar for private sector pay and conditions. If we get screwed you will get screwed too.
5. What’s the problem with academies and free schools?
Academies and free schools are businesses. That means their primary concern is money. The government is paving the way for them to become profit-making businesses. Already many academies double up as wedding venues, conference facilities etc. No harm in generating revenue eh? Well only if it’s being ploughed back into the school and the children. Let’s remember schools are about children aren’t they? It seems not.
Many academies including Harris academies have recently got in trouble for deliberately excluding ‘problem children’ and paying local authority schools to take them off their hands – because they wreck the data. How can you publish your excellent GCSE results if some stubborn children just won’t make progress! The answer in some academies is to get rid of them – then you don’t have to report their results.
So if the money isn’t spent on the kids where does it go?
Do a Google search on Haberdashers Free School account fraud. He ran off with £4million! How did he manage to do that? Answer – because he was only accountable to the board of governors and the head teacher. Local authority schools are overseen by a democratically elected local council. Academies don’t have to bother with that level of accountability. And the government also wants to get rid of parent governors. This would mean that academies would only be accountable to themselves. We’re talking about millions of pounds of public money. Already there have been many documented cases of fraud in academies and free schools.
6. Qualified teachers v. unqualified teachers
Academies and free schools don’t have to employ qualified teachers. Unqualified teachers are cheaper of course. But I know which one I want teaching my children.
This is all I have time to write just now.
The problem is that most teachers are so busy that they haven’t taken time to communicate all this with parents. I think we need to get much better at doing that.
But just think about your children’s teachers – do you trust them? If you do then please trust that they are on strike for the right reasons – for the future of our jobs and our schools – defending education from privatisation.”
New Zealand parents, take note – this is all coming our way, too.
In this third and final invited blog post about the outcomes from the SOSNZ survey on NZ teachers’ experiences of stress, anxiety and depression, I comment on another of the common themes from the results: bullying.
Teachers spend significant energy on preparing and delivering lessons, managing their classrooms and helping students who, for complex reasons, may have difficulties with learning activities, concentrating or getting along with others. For every teacher, continuous pressure from these situations increases risks of suffering from anxiety, emotional exhaustion, stress and depression. And each teacher and teaching context is different.
But what happens when the main cause of stress and anxiety isn’t within the classroom, but outside it? This may be more difficult to overcome because by definition stressful situations like being the victim of bullying are unpredictable and concealed from others.
Often research and policies surrounding bullying prevention in schools are focused on the students rather than the staff and management. But the culture of bullying in the workplace is known to be a significant problem in New Zealand and this is increasingly evidenced in media and employment law.
Allan Halse, Director of Culturesafe NZ – an organisation set-up to raise awareness of legislation and support victims of bullying – believes
“…this problem will increase until there is more accountability. For instance, there should be consequences for all employers who choose to ignore or maintain the behaviours of workplace bullies.”
A large proportion of CulturesafeNZ’s clients are employees within the education sector.
Perhaps unsurprisingly then, 10% of the initial 100 participants from our teacher survey commented that bullying – either from management or parents or both – was a major cause of their stress and anxiety.
In the initial 100 responses, additional anonymous comments highlighted teachers’ experiences of stress as a result of being bullied: “The pressure placed on teachers by management in planning and assessment and time management for teachers” or more specifically “A principal can make or break staff” and similarly: “The pressure from management and their unrealistic expectations of their staff”. I predict that when analysis is complete for all 700+ participants, the extent of the bullying problem in New Zealand schools will become more apparent.
Generally, the prevalence of workplace bullying links to commonly debated cultural issues of the New Zealand workplace, for instance the phenomenon of Tall Poppy Syndrome (something I’ve written briefly about elsewhere). What is worrying (as highlighted in my previous post) is that teachers in this survey commented how they did not draw upon (or even know about) coping strategies or helpful free resources like the EAP. In view of the gap in academic literature on this subject, it appears the Ministry are sweeping this problem under the carpet. The NZCER run a survey which includes aspects of bullying, but there is a cost of subscribing. This skews the outcomes because understandably only those principals who see a value to publishing their own school’s results are likely to engage with it. Costs of participating in the NZCER survey are based on numbers of students in the school – which is unhelpful because an analysis of workplace culture would not necessarily be connected to its size – for students or staff.
In light of the new Health and Safety Act in New Zealand (which brings NZ more closely in line with other developed countries) some believe workplace bullies will be exposed and subsequently prosecuted. But WorksafeNZ do not (yet) seem to have fully grasped the well-established links between bullying and the emotional harm it causes; concentrating instead to focus their attention on the more obvious bodily harm, caused by physical workplace hazards.
However, teachers need help, support and protection from all sources of stress, anxiety and depression, and this includes bullying and harassment in the workplace. This is important, not only for the well-being of the staff themselves, but also for students because, let’s be clear, students learn best in a safe, caring and professional environment.
~ Dr Ursula Edgington
Primary school principals are enthusiastic about supporting a new charter guaranteeing a fair go for newly graduated primary teachers.
Many who get work at all are getting relief work or short-term positions, which often means they don’t receive the support and mentoring they need for full certification within six years of graduating.
NZEI President Louise Green said this was a concern, “because if we want great teachers for our children, teachers need to be well supported from the beginning of their career.”
The charter guarantees that any beginning teachers the school employs will receive the induction and mentoring support they are entitled to. The school also commits to never employing new or beginning teachers on a trial or otherwise illegal fixed-term basis.
“Signatory schools receive a certificate and window stickers to show they support beginning teachers. It sends a very strong, positive message to a school’s current and prospective teaching staff,” said Ms Green.
The Education Council and New Zealand Principals’ Federation have expressed their support for the charter. Positive conversations have also been held with the Ministry of Education.
Ms Green said the charter was about creating a shift in practice and awareness, but the long-term answer to a lack of permanent jobs for new graduates depended on the Ministry of Education undertaking workforce planning, which was sorely needed.
In this invited post – part two of a series of three – I summarise the global issues related to teachers’ well-being and present an analysis of the preliminary findings from a short, informal exploratory questionnaire from Save our Schools NZ about levels of stress, anxiety and depression reported by New Zealand teachers.
In my previous post, I highlighted the issues of stress and anxiety and some concern about the well-being of the New Zealand teachers. One of the most important support mechanisms provided by many schools is the Employee Assistance Programme (EAP).
EAP is a service supported by the New Zealand government to provide confidential counselling services and sources of information for staff from subscribing organisations. However, it is interesting to note that 77% of participants from this short exploratory survey did not know about the EAP, and some noted how even when present and known about, it was not effective as a source of support.
Most of us are aware how a certain level of ‘good’ stress is argued to be beneficial. But only when it is short-term and can be kept under control. The survey asked teachers what steps they usually took to reduce their levels of stress, anxiety and depression. Potential options included all the usual coping strategies promoted in popular self-help books, Apps, media and research.
87% of respondents said they “Try to carry on regardless”
Despite the high levels of stress and anxiety reported in these participants’ answers, the most common response (87%) was ‘Try to carry on regardless’. Other popular strategies were reported as ‘eating’, ‘exercising’ and ‘sleeping’ (42%, 40% & 44% respectively).
The responses from this short preliminary survey then are cause for concern: not only because so many teaching staff do not appear to have developed adequate coping strategies to deal with levels of stress and anxiety, but also because so many reported how they coped through ways that are likely to have an additional negative impact upon their health.
For instance, 23 of the 100 participants turned to alcohol for relief and 9 admitted to either smoking, self-medication or using drugs.
These preliminary results mirror not only the high rates of stress and anxiety evident in UK teachers, but also the coping strategies used in the UK, such as an over-reliance on alcohol.
When reporting how many days off taken as a result of stress, anxiety or depression over the past 12 months, the most common answer from participants was 0-3 days (81%). This may indicate the hidden nature of this problem in that staff are perhaps trying to ‘carry on regardless’ by coming into work when they could instead be focusing on their own health and well-being.
Asked how much time they had taken off work over the past 12 months as a direct result of the symptoms of stress, anxiety or depression:
When respondents were asked to rate their current school in terms of helpfulness towards supporting staff with stress, anxiety and depression, schools did not score highly, with only 14%described as ‘Very helpful’ and 5% described as ‘Very unhelpful’. This is of concern.
Is the long-term health of teachers in New Zealand is at risk? Perhaps it is when nearly half (47%) of these respondents reportedly had been medically diagnosed with stress, anxiety or depression and 55% had taken time off work as a result of these symptoms.
I would like to emphasise here again, the importance of just talking through our problems to a trained listener.
The questionnaire deliberately included appropriate links to helplines for those suffering from depression and needed support. A comprehensive list of information and helplines available can be found here.
~ Dr Ursula Edgington
In this invited Blog post – one of a series of three – I explore some of the global issues related to teachers’ well-being and present an analysis of the preliminary findings from a short, informal exploratory questionnaire from Save our Schools NZ about levels of stress, anxiety and depression reported by New Zealand teachers.
A recent report from a major UK teachers’ Union (NASUWT) illustrated the high levels of stress, anxiety and depression among the teaching profession.
Perhaps understandably, staff turnover is high, with many UK teachers leaving after the first year.
History shows the inevitability of audit cultures so prevalent in the UK and US influencing policy and practice in New Zealand, as indeed some already have in the form of National Standards and other initiatives . It’s the introduction of previously alien business models, including Key Performance Indicators (KPIs) within state provision services that creates challenges. So, do New Zealand teachers also suffer high levels of stress, anxiety and depression? And if their emotional health is being negatively impacted by their work, are the causes similar to those highlighted in the UK and elsewhere? To what extent does stress impact upon the individuals and the institution concerned and what could be learnt from the international research in this area?
In a very short survey, Save Our Schools NZ asked teachers: ‘In a typical week, how often do you feel stressed or anxious at work?’
Another question focused on some of the possible causes of this stress and anxiety. It presented a number of options based on the outcomes from other research data in this area and asked which of the terms best defined the main causes of the stress, anxiety and depression.
(The latter two causes were highlighted in the comments section as being as a result of teachers not feeling they had adequate support from their school for students with complex needs.)
Interestingly for me personally – because of my research interests – the lowest-ranking answer of all the choices provided was ‘Audit and inspection’ which often ranks very highly for teachers in the UK under pressure from accountability measures. In line with research by Prof Martin Thrupp, this potentially indicates a stark contrast between the negative impact of Ofsted on UK teachers’ lives and the more sensitive (if somewhat ambiguous) approach from New Zealand’s Education Review Office (ERO).
This question also had an ‘other’ comments box which revealed a series of other relevant issues: 10% commented that bullying – either from management or parents or both – was a major cause of their stress and anxiety. This links to commonly debated cultural issues of the New Zealand workplace, for instance the phenomenon of Tall Poppy Syndrome (something I’ve written briefly about elsewhere and will return to later.)
In conclusion, the outcomes from this initial survey indicates that stress is clearly having a significant, negative impact on New Zealand teachers, and perhaps warrants a closer and more in-depth investigation. For instance, how widespread is this problem and what are the lived experiences of New Zealand teachers?
– Dr Ursula Edgington
A survey of newly-graduated primary teachers has revealed massive underemployment and many beginning teachers in a state of stress, despair and debt.
NZEI’s New Educators Network spokesperson, Stephanie Lambourn, said there was a shortage of primary school jobs available and it was particularly difficult for new graduates, as not all roles were suitable for beginning teachers.
The Ministry of Education’s own figures show that just 15 percent of beginning teachers are getting fulltime, permanent teaching jobs.
Ms Lamborn feels fortunate to have secured a permanent role at Lower Hutt’s Avalon Intermediate, but many of her peers have spent a year or more unable to secure anything other than short-term contracts or a few relieving days.
“It’s incredibly stressful to have that sort of job insecurity,” she said.
“Even if a teacher gets a contract for a term or two to cover maternity leave or roll expansion, they are constantly having to look ahead and apply for new roles. They aren’t able to focus on giving their best to their class and are frequently missing out on the induction and mentoring they are supposed to receive as beginning teachers.”
NZEI Te Riu Roa surveyed 374 teachers who had graduated within the past five years or so.
Fifty-one percent of those surveyed reported that the requirement to reapply for positions had had a negative impact on their teaching.
Of those surveyed, 79 percent were provisionally certificated. Graduates have five years to gain full certification as teachers and this requires them to receive induction and mentoring from a senior colleague. When teachers are unable to get fulltime work, it becomes extremely difficult to meet the requirements of certification.
NZEI TE Riu Roa President Louise Green said the Ministry of Education needed to make workforce planning a priority and ensure that beginning teachers were getting the support they needed. Schools also needed to ensure that they weren’t unlawfully offering or extending fixed term positions to “keep their options open” when they should be offering permanent positions.
“It’s a devastating waste of their time, passion and money to earn their teaching qualification but not be able to get reliable work at the end of it – not to mention the wasted cost to taxpayers for their training,” said Ms Green.
“Many of our baby boomer teachers will be retiring in the next few years, and what will happen then? These beginning teachers can’t wait around forever and if they’re not getting the experience, induction and mentoring they need, who will fill the gap?”
New Zealanders are generally confident and happy with their teachers and schools, confirms the annual Mood of the Nation Review.
Teachers came 4th in the occupational respect ratings,with doctors, nurses and the police in the top 3 spots.
NZEI report that “[p]ublic confidence in primary schools increased by 4 percent in 2015, with 69 percent of those surveyed expressing a “great deal” or “quite a lot” of confidence.” Only GPs topped that rating.
This is excellent, and shows again that Kiwis feel teachers and schools are doing a great job.
However, it’s not all good news:
Asked to look ahead 10 years, New Zealanders were not as positive as in 2014…
The biggest fall was for education which had been trending upwards. The number expecting education to improve over a ten year time frame fell from 43% to 35%.
People are concerned that education is going to go downhill. They are not confident that the policies in place are moving education in the right direction. Why not, I wonder.
It might pay for academics, teachers unions and the Education Ministry to investigate this further and find out what is concerning parents.
Right now, we have people’s confidence – together we must ensure we keep it.
Hello all. Happy 2016, and sorry I’ve been somewhat absent, but amusing a 6 year old banshee full time is (as most of you know) not for the faint hearted, and so I’ve been somewhat distracted.
I was hoping to have another few days before I burst into action. I even avoided posting about the charter school shenanigans from last week. Perhaps I’ll reflect on that one later. For now, I want to share with you some thought on our unions…
I’ve seen a few people over the years saying they don’t know what they pay their union fees for, what’s the point joining, and so on. I saw another such comment this week, and it got me thinking that people really must not be aware of how bad things were before unions. Do people truly not know what huge benefit they are to workers? Perhaps not.
I guess if one has never worked in a non-unionised profession and seen the difference, it’s easy to take what benefit they bring for granted.
So, for those not in the know, here are just a few of the benefits of being in a union:
Wages: Your union works hard to get and maintain decent pay for us. If you think we are underpaid now, just look at the information on wages for non-unionised workers, for example…
PD: Your union provides professional development year-round. Did you know you can apply to your local branch to go on any of the union’s courses and the chances are they’ll be able to fund it for you or contribute? Coming up soon are the Pasifika Fono, the New Educators Network hui, to name but two great events. And there are all these ones. Go on – take advantage of this free and fabulous union PD.
Information: Your union keeps up to date with all of the changes and proposals relating to education and shares that information with you via branches, emails, press releases, social media, and meetings. Read the emails, check your branch’s Facebook page, go to meetings – make use of what is there. Because although the union does all this, you still have to make the effort to read it and be involved. It’s worth it.
ACET: This was hard fought for by NZEI, so that expert teachers would not have to take up management positions if they wanted to earn more but could stay in the classroom and teach. Members wanted it, the union got it. And it was achieved through hard bargaining.
Release time: This is another thing that was fought for and won. There was a time when there was no release time. That time could easily come again if the unions become weakened.
Legal help: If you need legal help, your union is there, whether the problem’s large or small. And all for FREE.
Advice: The unions’ helplines are there to help with all work-related queries. They are free and only one call away.
Death Benefit: When an NZEI union member dies, the family gets a lump sum from the union. Other unions may also do this – it’s worth checking.
Annual Conference: Amazing speakers, brilliant networking, loads of professional development and sharing, and all paid for by the union. Flights, mileage, accommodation and food. Again, ask your local branch if you want to go. Last year was my first one and it was well worth going.
I get that there are frustrations – I’ve had my own gripes – but here’s the thing; the union is only as good as its members. If something’s not working for you, tell them.
If we want the union to be strong, we must add our own strengths to it. In much the same way that teachers cannot tip information into a student’s head and make them learn, the union cannot help a member who doesn’t participate.
Or, to butcher an idiom, they can lead us horses to water and even ensure it’s drinkable, but we still have to tilt our own heads down and slurp.
Read the emails, go to meetings, pick up the pamphlets on the staff room coffee table.
Trust me, it is worth it.
NZ Union websites:
E tū: http://www.etu.nz/
Hekia Parata shared this meme on her Facebook page today, and good on her. As all good Kiwis know, we must never miss a chance to link something – anything – to the All Blacks.
However, the analogy is entirely faulty.
Does she propose we take just the top, say 15, students in the country and throw all we have at them. Fund them the most, give them the very best equipment, best medical care, best physiotherapists, best food, best buildings and sports fields, best transport, and all the positive support a country can muster?
But what about the other students? No, that can’t be what she meant.
Perhaps she meant the teachers are the All Blacks?
That might work, because we do and always have used data to inform us in our classrooms and schools, and we do try to improve and have fun. Excellent, that must be it.
Oh, wait… I presume The All Blacks don’t have to run their planned moves by the Minister, though? Or send their data in a couple of times a year for some civil servants to check over? Or get sudden edicts from the Ministry or Minister saying how they should play from now on. Hmmm… so the analogy falls apart again.
Of course it falls apart no matter which way you look at it, because it’s just a soundbite and means nothing.
Teachers are not the All Blacks. Nor are we the All Black captain.
We coach the ones who play well, the ones who don’t,
the ones with boots, the ones without,
the ones who would rather have a punch up than play to the rules,
the ones who want to play but are too shy or unsure,
the ones who think they are Richie McCaw when in fact they are more Ritchie Valens,
the ones who try so hard but never quite get to the top team,
the ones who blow your mind by making great leaps forward,
the hungry ones who can’t focus,
the depressed ones whose minds are somewhere else,
the ones going home to a warm dry house and the ones going home to mould,
the ones who can’t see the ball,
the ones who run the wrong way,
the ones who’d rather draw the ball or redesign it,
the ones who want to be an All Black
and the ones who don’t –
the ones who can be an All Black
and the ones who can’t.
What we are is the coach of all the teams – ALL of them – and we can’t and shouldn’t pick our players. We should teach the team we get.
So, if being an All Black teacher means picking only the very best, I’d rather be a little league coach any day.
~ Dianne Khan, SOSNZ