teachers to appropriate posts, balancing the needs of

schools and the well-being of teachers. Achieving this ‘fit’ is

essential to allow teachers to perform well and ensure their

commitment to the post. A deployment strategy should

be linked to career structure, access to CPD, rewards and

incentives, and needs to be costed pg 22 3.3 paragraph 2

3.1

deployed where they are needed most, including remote

rural and difficult urban areas. Promising strategies to

deploy teachers to such locations often combine financial

and non-financial incentives with access to CPD and career

progression. Meeting the needs of schools in hard-to-reach

areas may include the recruitment and training of local

teachers, who already speak the home language and are

likely to be committed to remaining in a school or local

area.