In 2025, we surveyed trusts across England and had in-depth conversations with multi-academy trust (MAT) leaders about how they develop teaching talent. 

Of the trusts we surveyed, the vast majority either agreed or strongly agreed that they provide a clear career development pathway for their teaching staff. 

Here’s what we learnt about how providing a clear development pathway supports staff retention and the development of new teachers. 

How career pathways benefit school trusts 

We asked trusts to identify the top strengths of two forms of professional development: continuing professional development (CPD) for in-post teachers and teacher training, such as initial teacher training (ITT), for trainee teachers.

44% identified a top strength of CPD as that it provides staff with a career development pathway, and 53% identified this same strength in teacher training.

Offering your teachers a transparent pathway for career development gives them clarity and increases motivation. 

Increased motivation has benefits for school culture and classroom practice, and therefore student outcomes. 

Similarly, feeling that you are valued and your development matters to your trust gives staff a sense of loyalty that improves teacher retention. 

These same benefits also apply when it comes to trainee teachers – providing a clear career pathway for trainees demonstrates the possibility of a future at your trust, encouraging loyalty, motivation, engagement with learning and longer-term retention. 

How trusts can get there 

A career development framework should cover all levels and be available to all staff. It's essential that staff know how to access progression pathways and who they can talk to about their career development options. As one trust leader put it: 

“We want all of our staff to know: there’s a career progression route out there for me, and I know where to look and who to talk to, to figure out what my next steps might be.” 

Your trust might have dedicated staff for professional development and career progression, or teachers might have a mentor or coach who can support them in accessing career pathways.

To create clear career development pathways for teachers, trusts can: 

1. Map clear routes from ITT to leadership roles 

2. Create competency frameworks to support these, aligned with Teachers', Headteachers' and NPQ Standards 

3. Highlight career stories internally to model progression 

The potential challenge 

When we asked trusts what they want to see in the future of teacher training and CPD, 31% said more focus on career pathways. 

This could suggest a strong appetite for clear career pathways within trusts, or perhaps a feeling that there is more to do in this area. 

One potential pitfall to watch out for is career structures that are too rigid. People don't always progress or want to progress in a straight line from one promotion to the next.

Instead, career pathways are better viewed as a �ٴǴDZ���for individuals, where they can explore opportunities with curiosity. This means providing lateral as well as vertical pathways. 

This might include: 

• Clearly communicating the pathways that are available 

• Encouraging open conversations about career development 

• Developing clear and standardised competency frameworks 

• Creating a culture of continuous learning and professional development 

Development as a recruitment and retention driver 

In a nutshell: career transparency drives loyalty and trust retention, for both in-post and trainee teachers. 

Read our ‘Grow your own’ report to get more insight into how teacher development at your trust creates a stable talent pipeline and helps you develop your future leaders. 

The report shares eight key insights to help you use talent development to create classrooms where everyone can thrive, building a strong, stable trust from the classroom up.

Read the report