Evidence sufficiency in relation to teacher recruitment and development

The teacher supply and quality priorities provide the immediate context for teacher recruitment and development. The requirement should be read as an assurance obligation: the provider must be able to explain the control, show its operation and account for material exceptions. A proportionate arrangement should protect learners and decision integrity without controls unrelated to the identified risk.

A narrow control over the assurance conclusion may create false assurance. In the present context, weak evaluation of teaching support, professional learning disconnected from practice and workload that limits preparation and feedback may produce acceptable aggregate reporting while individual learners remain exposed to material disadvantage. For teacher recruitment and development, adverse cases should form part of the sample wherever they may reveal a material control weakness.

Meaning in practice

Implementation of teacher recruitment and development should be organised around a decision that can be tested. A provider should be able to trace the expectation from approved policy through implementation, monitoring, identified exceptions and corrective action. Resources and activity should be reconciled with the operating evidence and result for which the responsible function is accountable.

The position at publication is informed by the teacher supply and quality priorities; evidence from the affected setting remains necessary before reaching a conclusion on the applicable requirement. For decisions concerning teacher recruitment and development, decision-makers should state which matters are evidenced, which express policy and which require authorised judgement.

Review of the applicable requirement should be based on a stated method rather than general assurance. Evidence concerning teacher recruitment and development should be relevant to the stated requirement, sufficiently complete for the affected scope, current for the decision period and attributable to a source with knowledge or control of the matter. Volume does not cure a gap in relevance. Those required to act should be able to understand the method and its material limitations.

• Evaluate professional learning in practice.
• Monitor workload and turnover.
• Protect time for preparation and feedback.
• Forecast workforce need.
• Maintain continuity arrangements before using it to determine a learner or provider outcome.

Responsibilities and material risks

Care is required in drawing conclusions about teacher recruitment and development. For the applicable expectation, qualifications and participation in training are inputs. A prescribed method should not be treated as the only acceptable method where another approach establishes the same outcome with equivalent evidence. Decision-makers and affected users should receive the conclusion together with its material evidential limits.

Relevant evidence for the applicable expectation will normally include workforce plans and vacancy information, retention and continuity indicators, qualification and competence records, support and supervision records, and observation and learner feedback. Within the scope under review, currency, provenance and representativeness should be established before evidence is used for assurance. For teacher recruitment and development, an unresolved contradiction is a limitation on the conclusion and should be reported as such.

For teacher recruitment and development, accountability and effective correction both depend on a record that can be followed from evidence to decision. For the applicable expectation, the responsible body should be able to identify the evidence considered, the judgement made, the person or body authorised to make it and the action that followed. Material changes require a traceable effective date and explanation so that prior reliance can be reviewed fairly.

Basis for a reliable conclusion

Authorities and providers reviewing teacher recruitment and development should proceed in a defined sequence. The method for the assurance conclusion is to define the proposition to be established, identify the minimum combination of records, test authenticity and reconcile contradictions. Expand the sample where an exception, complaint or material unexplained variation indicates that the initial evidence may not be representative.

Interpretation of teacher recruitment and development should produce a test that another competent reviewer can apply to comparable evidence.

• Is the evidence current and attributable?
• What would require expanded testing?
• What fact must be established?
• Does it cover the material scope?
• Do independent sources agree?

Maintaining effective oversight

For decisions concerning teacher recruitment and development, the intended substantive result should remain the starting point for review. Education quality depends on sufficient numbers of competent staff who are prepared, supported and assigned work they can perform effectively. Formal adoption, expenditure and activity do not in themselves establish the intended result. Within the scope under review, authorities and providers require evidence of operation and effect, with a route to identify and correct unequal or unintended consequences.

Public reporting on the applicable expectation should distinguish established fact, analytical judgement and planned action. For teacher recruitment and development, revision history should remain available where users have relied on the earlier conclusion. Changes to definitions or evidence should be recorded separately from changes in educational performance.

Any response to the present development should test the evidential connection between the applicable expectation, its implementation and the outcome claimed.