The NASUWT is committed to supporting and protecting the interests of all newly qualified teacher members. In whichever type of school you teach, you will have the full backing of the largest teachers’ union in the UK.

Support is provided to new teachers through a national advice team and our network of local representatives and Regional Centres.

In England, there is a wide range of school types with varying degrees of freedom concerning structure, curriculum, pay and conditions. It is important that you are aware of what type of school you will be working in and how this may affect your terms and conditions.

Which contract are you on?

The School Teachers’ Pay and Conditions Document (STPCD) provides the contractual entitlements for teachers working in certain schools. The growth in academies and free schools has resulted in a greater diversity of school policies.

Many schools are also covered by the Burgundy Book, which sets out additional contractual provisions. More detailed guidance is available on the NASUWT website.

It feels fantastic to have the chance to truly voice concerns, questions and experiences when you know professional advice and support will be given by the NASUWT.
--- Newly qualified teacher

For more information and advice about starting your teaching career, visit our New Teacher page.

Finding a Vacancy

• Start looking for a job as soon as possible and definitely by the Spring term of your final year.
• Find out about any ‘pool’ systems operated by local authorities where new teachers are appointed to the local authority and subsequently, allocated to schools as vacancies are reported.
• Find out whether the local authority operates a recruitment database whereby they receive application forms and hold them on file to match against suitable vacancies when they arise.
• Use the internet to seek jobs. There is a range of website resources such as the Times Educational Supplement (TES) job-finding service at www.tes.co.uk and e-teach www.eteach.com.
• Consult the NASUWT online resource for advice on compiling your letter of application and curriculum vitae (CV)at www.nasuwt.org.uk/FindingYourFirstTeachingPost.
• Consider supply teaching as an option if a permanent placement is unavailable.
• If you are considering supply teaching, contact The Supply Register, a supply agency driven by ethical values, at www.supplyregister.uk.
• Look at the teaching jobs sections of all the local authorities’ own websites.
• Speculative applications to schools can be successful if they are received at the appropriate time, or if they make such an impression that the school keeps your application on file.
• You can identify vacancies through contacts. Friends and course tutors may have contacts who inform them of vacancies that arise. Be alert to job vacancies from contacts you may make during your teaching practice placements.

Making an Application

• Take careful note of guidance on the appointments procedure and follow the employers’ instructions.
• Prepare a rough draft of the application first.
• Ensure that your knowledge, experience and skills are matched to each criterion on the person specification when you write your supporting statement.
• Make sure that your application is clear and easy to read.
• Unless you are applying online, use a good-quality black pen, as your form may need to be photocopied.
• Word process your supporting statement and attach it as a separate document.
• Check carefully your spelling and grammar.
• Ask someone to check the application before you submit it.
• Keep a copy of your application. You will need to remember what you said when preparing for an interview and it can be referred to when completing other applications.
• Write a supporting letter unless stated otherwise. This will provide you with an opportunity to set yourself apart from other candidates. The letter is an opportunity to get your personality across, but should be concise.
• Every job is different, so whilst previous applications can be used as a template, make each application as specific and targeted as possible.
• Use evidence-based examples that are relevant to the job description and person specification.

The Interview

• Gain as much intelligence about the school as you can before the interview. If it is feasible, visit the school prior to the interview. Request the opportunity to do so. Most schools have a website. Check it out. Make reference to the information from your visit or the website in your responses.
• Think about questions that you may be asked and prepare key points you want to make when answering.
• Think about your body language and use of eye contact with the person asking you the question.
• Ask for further clarification if you do not understand the question asked.
• Decide whether you are prepared to accept the post, if offered, during the course of the interview. This may be the final question asked. If you do not wish to take up the post, tell them so.
• Be prepared to ask the panel questions you have prepared beforehand at the end of the interview. Make sure that they are well considered and do not ask questions for the sake of it, particularly if your question has been covered during the interview. If it has, say so.
• Prepare by rereading your application form and developing examples of situations where you have demonstrated your skills and competencies.
• Be prepared for the fact that some schools may use pupils in the interview process. The NASUWT has produced detailed guidance on this in our Student Voice publication, which is available on the website www.nasuwt.org.uk.
• If you are asked an unexpected question, take a moment to consider your reply before answering.
• Give appropriate examples to illustrate and support your answers.

As a union, the NASUWT is in constant contact with its members – I feel very much aware of my rights as a teacher.
--- Newly Qualified Teacher

For more information and advice about finding your first teaching post, visit our First Appointments Lecture Tour page.

After the Interview

Following a successful interview, you should receive a formal written offer of the post that sets out the conditions of appointment.

This should include:

• the nature of the contract, i.e. permanent or temporary;
• the date of commencement;
• the starting salary;
• the definition of the post. (This may be in the form of an accompanying job description. If this is not included, it should be issued shortly after you take up the post.)

Either before or shortly after you commence, you should receive a copy of your conditions of employment, which should only be signed if it complies with the definition of the post that you were offered. If you are unsure, you should take advice from the NASUWT.

If you have been unsuccessful, always ask for a debriefing to enable you to use this information to support your next application. If you are unhappy about any aspect of the appointment process, including if you believe you have been discriminated against, contact the NASUWT for advice.

Fitness to Teach

It is important that you are able to meet the medical fitness requirements of teaching. The responsibility for determining medical fitness rests with your employer, who may require you to undergo a medical examination before, or shortly after, taking up your appointment.

There is a legal duty on employers, when making a decision regarding whether a teacher is fit to teach, to take into account any reasonable adjustments to assist the teacher in carrying out their duties.

Employers are also prohibited from asking potential employees questions relating to their health before a job offer is made. If the report of the medical officer is unfavourable, contact the NASUWT for advice on formulating an appeal.

Teachers with a Disability

A disability should not automatically prevent a teacher from teaching. It is the legal responsibility of the employer to make reasonable adjustments to the working environment to accommodate employees who have declared that they have a disability.

If you believe that you may have been refused employment or have faced discrimination on the grounds of disability, contact the NASUWT.

Visiting your New Workplace

Your new employer may invite you to visit your workplace before taking up your post, but if this is not the case, take the initiative. Contact the school and ask when would be convenient. This visit will give you a feel for the school and make your first day of term a lot easier. This is a valuable opportunity to meet pupils and prospective colleagues.

You may wish to make get in touch with the NASUWT Workplace Representative/contact in the school, who will be pleased to provide you with advice and information.

Appointment Checklist

The type of school a new teacher works in may influence the type of information available.

However, new teachers should make sure that they have access to the essential items in the checklist below and should endeavour to obtain the desirable items if possible. If you are experiencing any difficulties acquiring this information, get in touch with your NASUWT Workplace Representative/contact or the NASUWT.

The NASUWT provides considered and useful advice that specifically addresses the problems.
--- Newly Qualified Teacher

For more information and advice about finding your first teaching post, visit our Job Applications Dos and Don'ts page.

The Teaching Regulation Agency

The Teaching Regulation Agency (TRA) is responsible for:

• supporting schools and headteachers with safeguarding responsibilities;
• the regulation of teacher conduct.

The TRA holds a record of teachers who have been awarded Qualified Teacher Status (QTS), those who have passed induction and those who have been prohibited from teaching.

The TRA undertakes a regulatory function for all teachers and instructors in all maintained schools, non-maintained special schools, academies, free schools, sixth-form colleges and independent schools. These functions were previously the responsibility of the National College of Teaching and Leadership (NCTL), which no longer exists.

There is no compulsory requirement for newly qualified teachers to register with the TRA. There is no fee for registering.

More information can be obtained from the Department for Education (DfE) website at www.education.gov.uk.

The Disclosure and Barring Service

The Disclosure and Barring Service (DBS) helps employers in England and Wales to prevent unsuitable people from working with vulnerable groups, including children.

Your employer will give you a form to complete and return to them, along with certain documents proving your identity, which may include a passport, driving licence and/or a birth certificate.

There are two types of disclosure certificate: Standard and Enhanced.

For teachers, an Enhanced Disclosure (ED) is required. The ED contains details of any convictions, as well as cautions, warnings and reprimands held at a national level by the police. It also contains non-conviction information, held in local police records, that a chief police officer considers may be relevant to the post for which an application is being made.

The ED includes a check against the national list of persons barred from working with children, held by the Secretary of State for Education.

The application fee for an ED is currently £44 for teachers in England. The payment of the fee is legally the responsibility of the applicant. However, in practice, many employers pay the fee on behalf of the applicant.

If a member believes that the information revealed in a DBS disclosure is factually inaccurate, the matter can be raised either through the DBS disputes procedure or directly with the Chief Constable of the relevant police force.

Members with concerns in this regard should seek advice from the NASUWT.

If you have a criminal conviction and are concerned about its nature and potential impact on any job application, contact the NASUWT for advice.

A criminal conviction does not always automatically mean you cannot teach. It will depend on its relevance to your employment.

For more information and advice about finding your first teaching post, visit our New Teacher page.