New Incentives For Teachers

27 Sep 2021 education

Member for Kiama Gareth Ward MP has today announced that local teachers in regional, rural and remote NSW will have better employment benefits than ever before thanks to a complete overhaul of the incentive system in NSW public schools.

Mr Ward has welcomed the NSW Government’s approach to listening to teachers and stakeholders to improve the already existing regional incentives for teachers to work in regional areas.

“It is important that we support our teachers and encourage more to move and work in regional areas like ours and a fair and flexible incentive system helps make this possible,” he said.

“I want more teachers to come to the Illawarra, Kiama and South Coast to experience the many amazing and special things our region has to offer them.

“These updated incentives will strengthen the supply of quality teachers now and into the future which is welcome news for our region,” Mr Ward said.

The NSW Government has committed $15 million to action initiatives immediately in response to the Incentives Review, including:

  • Increasing the value of targeted recruitment bonuses from $10,000 to up to $20,000, making schools located in the hardest-to-staff parts of the State more attractive for prospective employees;
  • Giving more employees the opportunity to experience regional NSW by doubling the number of teach.Rural scholarships to 120 per year, and expanding the investment in the Rural Experience Program to fund up to 50 places from 2022;
  • Expanding eligibility so temporary teachers can receive incentives like the Rural Teacher Incentive, Retention Bonus, and Experienced Teacher Bonus, enabling a greater number of employees to be attracted to the regions; and
  • Working alongside the Teacher Housing Authority to upgrade, repair and build new accommodation for teachers in areas of high demand.

Principals, teachers, key education stakeholders and education experts will begin developing longer-term initiatives, including:

  • The revamping and simplification of the transfer point system to reduce inequity, better communication on what is available for teachers in the regions and allowing employees to work on a bespoke package which suits their individual circumstances;
  • The creation of a more holistic approach to regional relocation which focuses on ‘families’ rather than just individuals; and
  • The establishment of a centralised team to oversee regional staffing.