Page 99 - SEN113 SEN Magazine July-August 2021-V3

Recruitment About the author Amy Allen, Founder and Managing Director of Senploy. senploy.co.uk @senployjobsite @enployjobsite “A very effective ways of building confidence and skills” If these requirements are met, then people will feel more incentivised to find a career in SEN, and those within the sector will feel they have a bright future. One major hurdle when hiring staff for SEN education roles, is that applicants do not feel they have had enough experience and training to support a special needs class. Research spanning the last ten years suggests that new or trainee teachers are not confident, or comfortable, to enter the field after completing their training course. So how do we overcome this? Many university courses now make it a requirement for trainees to gain experience in a SEN school, either during the programme or before they apply. Also, education recruitment agencies, which provide short and long term roles in schools, offer teachers and teaching assistants temporary roles in the SEN sector. This means that employees can get to know the expectations and day to day life of a special needs setting, before they decide to commit to a long term position. Encouraging trainees and new staff to follow this route can be a very effective way of building confidence and skills. Looking for opportunities How do we help build up the confidence and experience of those who are looking to work in other areas of SEN, such as carers and therapists? Well again, there are some fantastic agencies that can provide temporary placements, and applicants will learn all sorts of tips and skills that can help them into a permanent role. However, it is also important not to forget that there are many volunteering websites that can connect trainees with groups and care settings, boosting their skills and experience. Sometimes we just need to remind people about the opportunities in their own area, and that they can actively seek them out. Keeping morale high If all these training and confidence-boosting considerations are taken into account, then hopefully we will have amassed an effective and happy community within the SEN sector. But once staff have come through the door, we need to work hard at retaining them. For example, roles which are widely (and wrongly) labelled as being ‘unskilled’, such as that of the support worker or teaching assistant, often come with a rate of pay that is barely more than the minimum wage. This shocking fact reduces any motivation to stay in SEN because employees feel undervalued. On a more personal level, there is no doubt that some SEN jobs are very physically and emotionally challenging. This can affect the mental health of staff. To address the possibility of a high staff turnover, some organizations are finding ways to boost morale. There has been a great push to support employees with their mental and physical wellbeing. Incentive awards are becoming very popular and discount schemes are being set up, ensuring that the incredible work being done is recognised. Now that we are coming out of lockdown and the number of SEN roles increase, we all have to work together to ensure that our current problems do not obscure what our job really means – life changing support and freedom for those who need our help. If you are a manager, experienced worker or are just starting out, you can make a difference to the working lives of your colleagues by talking with them about their problems and supporting each other. SEN113 99 ■ Interview time senmagazine.co.uk