Preparing for September: Strategic Workforce Planning in the Summer Term

The summer term is one of the most critical periods in the school calendar for leadership teams. While attention is often focused on exams, assessments and end-of-year reporting, it is also the ideal time to take a strategic approach to workforce planning.

Schools that act early are far better positioned to secure high-quality staff, maintain continuity, and start the new academic year with confidence.

In this guide, we explore how school leaders can use the summer term effectively to review staffing needs, plan for leadership succession, and align recruitment with wider school improvement priorities.

Why Workforce Planning Matters Now

From April onwards, the education recruitment market becomes increasingly competitive. Many teachers and support staff begin actively seeking new roles, and schools that delay decision-making risk missing out on top talent.

Strategic workforce planning enables schools to:

• Identify and address staffing gaps early

• Reduce reliance on last-minute recruitment

• Strengthen leadership and departmental structures

• Ensure alignment with long-term school goals

A proactive approach is key to building a stable and high-performing team for September.

1. Reviewing Staffing Gaps Early

The first step is to carry out a clear and honest assessment of your current staffing structure.

Key questions to consider:

• Which staff members are leaving at the end of the academic year?

• Are there any anticipated changes in pupil numbers or curriculum delivery?

• Where are the pressure points across departments or support functions?

This review should include not only teaching staff, but also:

• Middle and senior leadership roles

• Teaching assistants and SEND support

• Operational roles such as HR, finance, IT and administration

Taking a whole-school view ensures nothing is overlooked.

2. Succession Planning for Leadership Roles

Leadership continuity is essential for school stability and improvement. The summer term provides an opportunity to look ahead and plan for both expected and unexpected changes.

Consider:

• Are there potential internal candidates ready to step into leadership roles?

• Do you need to strengthen your leadership pipeline?

• Are there key roles where external expertise may be beneficial?

Succession planning is not just about filling vacancies — it’s about developing a strong, sustainable leadership structure that supports long-term success.

3. Aligning Recruitment with School Improvement Priorities

Every recruitment decision should support your school’s wider strategic objectives.

For example:

• If improving outcomes in a specific subject is a priority, focus on recruiting experienced or specialist teachers in that area

• If behaviour or inclusion is a focus, consider candidates with strong pastoral or SEND experience

• If growth is anticipated, plan ahead for scalable staffing structures

By aligning recruitment with your School Improvement Plan (SIP), you ensure that every hire contributes meaningfully to your school’s progress.

4. Avoiding Last-Minute Recruitment Challenges

Leaving recruitment until late in the summer term can lead to:

• A reduced pool of available candidates

• Increased pressure on leadership teams

• Compromises in candidate quality or fit

Early planning allows schools to take a more measured and strategic approach — focusing on quality, not urgency.

5. Partnering with a Specialist Education Recruitment Agency

Working with a specialist partner can make a significant difference during this busy period.

At Aston Education, we support schools, academies and multi-academy trusts with:

• Proactive candidate sourcing

• Rigorous vetting in line with DfE and REC guidelines

• Tailored recruitment strategies based on each school’s needs

• Access to a strong network of high-calibre education professionals

Our team includes experienced education professionals who understand the challenges schools face and provide a consultative, partnership-led approach.

Key Takeaways for School Leaders

• Start workforce planning early in the summer term

• Take a whole-school approach to staffing needs

• Prioritise leadership succession and development

• Align recruitment with your strategic goals

• Seek expert support to secure the best candidates

Plan Ahead with Confidence

The decisions you make now will shape your school’s success in the next academic year.

Planning your staffing for September? Aston Education partners with schools and trusts to deliver tailored, high-quality recruitment solutions.

Get in touch today to discuss your recruitment needs

Or explore how we can support your school with strategic workforce planning