Docenten boeien & binden: Startende zij-instromers in het mbo

This thesis aims to gain insight into the factors that play a role in the influx and development of second career teachers in senior secondary vocational education and training (VET).
Second career teachers are experienced professionals who enter VET as teachers without having an official license to teach. 12 starting second career teachers are followed during their entry and first two years of employment as teacher. The research presented in this thesis draws on insights obtained by analysing statements from these teachers as well as from board members, HR staff, team leaders and supervisors of starting second career teachers. Based on the findings, recommendations are made that assist Regional VET Colleges to recruit and retain second career teachers.
There is a national VET teacher shortage, which presents a persistent, complex and
structural problem. New teachers are not readily available and the retention-rate is low.
Short-term solutions, such as the continuous recruitment of new teachers do not provide a sustainable solution for the VET sector.
This thesis focuses on the interaction between starting second career teachers and the
employer. The employer develops policies and conditions for effective recruitment and
development of new staff. A potential staff member assesses these conditions and may or may not engage. Several factors are discernible in this process. Theoretical models are used to organize in the multitude of factors at play.
The objective of this thesis was to contribute to effective strategies for the recruitment and retention of competent VET teachers. Competent VET teachers are subject matter expert that possess didactic and pedagogic skills whilst being able to deal with adolescents. Such teachers are essential for the education of the future generation of VET students.