扭转教师短缺成全球当务之急_20页_1mb

The teachers we need for the education we want

Data and Gap Overview

• Global Teacher Shortage: By 2030, 44 million additional primary and secondary teachers are needed to achieve universal education goals, down from 69 million in 2016.
• Sub-Saharan Africa: Requires 15 million additional teachers (62% of its total gap).
• Teacher Recruitment vs. Attrition: Most needed teachers are for new posts in sub-Saharan Africa, while attrition is the main issue in Europe and North America.
• Secondary vs. Primary Teachers: Secondary education requires more teachers (70% of recruits globally), especially in Southern Asia and sub-Saharan Africa.

Teacher Attrition Analysis

• Definition and Impact: Attrition refers to teachers leaving the profession. It exacerbates teacher shortages, especially in regions with low school-age population growth.
  • Globally: Primary teacher attrition almost doubled from 4.62% (2015) to 9.06% (2022).
  • Regional Levels:
    • Sub-Saharan Africa: Primary attrition lower than secondary (4.8% vs 7.3%).
    • Europe/North America: Slow attrition at lower levels but higher at secondary (7/9 countries show this).
• By Age: Young teachers (under 35) and older teachers (over 55) have higher attrition rates due to retirement or early career challenges.

Regional Attrition Causes

• COVID-19 Impact: Increased burnout and shortages post-pandemic; teacher turnover rose in several regions (e.g., China, US).
• Country-Specific Issues: High attrition in sub-Saharan Africa countries (e.g., Rwanda, Sierra Leone); low attrition in higher-income countries like China and Macao.
• Factors Driving Attrition: Low salaries, lack of professional development, poor working conditions, safety concerns in crises/conflict zones.

Gender Disparities

• Gender Imbalance: Male teachers lose the profession at higher rates globally (9.2%, vs 5.9% for females in primary education).
• Female Overrepresentation: Education and social care are gendered sectors, though females show varying attrition rates across countries.

Key Conclusions and Policy Strategies

• Attrition Mitigation: Address root causes (salary issues, working conditions, burnout).
• South Africa Example: Attractiveness depends on resource availability, remuneration, and policy implementation.
• Global Efforts:
  • Competitive Salaries: Primary teacher salaries are low relative to other professions in low-income countries.
  • Teacher Motivation: Improve working relationships, autonomy, and recognition.
• Long-Term Strategy: Carefully manage both recruitment and retention, using multidimensional policies and professional development to enhance teacher roles.

Quotes and Modes

• Strength: Policies should address the multidimensionality of teacher roles through short-term and medium-term strategies for sustained workforce sustenance.