The School Workforce Annual Census (SWAC) is an electronic collection of individual level data on the school workforce in local authority maintained settings in Wales. The first collection was introduced in 2019 and collects information at November each year.

The SWAC is split into two parts: SWAC School return and SWAC Pay, HR and absences return. Information relating to codes can be found on the Welsh Government (see links below).

The SWAC School return is completed by all local authority maintained school settings in Wales, including Pupil Referral Units (PRUs). Schools record data on the workforce throughout the year in their Management Information System (MIS) software. This part of the return collects information on workforce characteristics (including Welsh language, ethnicity and disability), staff roles and curriculum taught.

The SWAC Pay, HR and Absences return is completed by each local authority, as well as schools which have opted-out of payroll and / or human resource (HR) service level agreements with their local authority. The data is maintained throughout the year in their HR and payroll systems. This return collects information on staff contracts, including salary and any additional payments they receive. This approach ensures that data for all relevant staff who work at local authority maintained schools is captured.

Figures on coronavirus (COVID-19) cases and vaccination uptake among the school workforce in state-funded primary, secondary, and special schools in England broken down by demographic and geographic characteristics. Using a linked School Workforce Census, NHS Test and Trace and National Immunisation Management system dataset (experimental statistics).

A survey of undergraduate students in England, covering their background, career intentions, sources of careers information, whether they have considered teaching and their views on teaching. The study has important implications for workforce planning in the civil service, and for human capital theory about the social determinants of people's choice of career. It is of interest to non-academic users: teachers' unions, the NCTL and teacher training agency. The findings will identify potential challenges and suggest areas that merit further investigation. The findings can also be seen as working towards a randomised controlled trial in a future project.

Understanding the complex determinants of teacher supply is important for effective workforce planning. The current teacher supply 'crisis' is expected to get worse. Despite the body of work in this area the issue has never been investigated in an integrated way, as this project will. We need to know why: demand for teachers has increased, teacher supply is not sufficient to meet demand and the Teacher Supply Model has failed to predict accurately the number of teachers needed, so that targeted and appropriate initiatives can be used. Teacher shortages are at least partly created by government policies as much as by the mere increase in school intake population. Policy measures, such as raising the education and training leaving age to 18, introduction of the English Baccalaureate, changes in admissions criteria to initial teacher training, caps on intake targets for the different routes into teacher training, the level and method of funding to schools, and the increase in number and diversity of schools, can all influence teacher demand and supply. Modelling cannot anticipate such changes years ahead and these factors are rarely considered in accounts of teacher recruitment and retention. Reanalysis of secondary data suggests that the recent historical patterns of teacher numbers are not closely related to the economic and employment cycles. Therefore, current financial incentives to increase teacher supply are not likely to be effective by themselves. We need to look at alternative approaches to understand why some people are attracted to teaching, and more importantly why some people are not. Much of the evidence so far has focused on the motivations of people who are already in teaching, ignoring those who are not in teaching or who have left. Understanding the reasons for non-participation is important for policy, and this requires a consideration of the motivations and the subjective opportunistic structure of those who do not consider, or even rejected, teaching as a career. This new study will:

1. Clarify the complex determinants of teacher demand and supply.
2. Identify people's intention to go into teaching, those who might consider teaching and those who are on other paths.
3. Characterise these intending, potential and non- teachers.
4. Understand all kinds of barriers to entering teaching.
5. Review the impact of policy initiatives to increase teacher supply.
6. Identify approaches that have the most promise of success.

This new study will use a combination of approaches to look at the issue holistically. We will reanalyze teacher data using various official and other sources, such as the School Workforce Census, DfE, HESA, National College for Teaching and Leadership (NCTL), School Teachers' Review Body, Graduate Teacher Training Registry as well as government reports from 1990 to 2018. We will look at the patterns of teacher demand and supply over time to establish the determinants of teacher supply and demand, and to see how education policies may have an effect on teacher demand and supply. We will review international studies to evaluate the impact of recruitment and retention policies to identify promising ones, giving greater weight to studies with a causal or quasi-experimental design. We will conduct a survey of undergraduates to gather information about their career decisions, plans and motivations. The results will supplement conclusions drawn from the secondary data reanalysis, as well as provide further insights into the impact of policy initiatives.

This study will have important implications for workforce planning in the civil service, and for human capital theory about the social determinants of people's choice of career. It will be of interest to non-academic users: teachers' unions, the NCTL and teacher training agency. Eight users,including the DfE and the Chartered College of Teaching, have confirmed support and expressed an urgency for an independent evaluation of the issue.

This dataset presents the number of teaching and administrative staff in private schools, categorized by type of school, job title, and gender. It supports workforce planning and analysis across different types of private schools.

The Teaching and Learning International Survey, 2013 (TALIS:13), is a study that is part of the Teaching and Learning International Survey (TALIS) program. TALIS:13 (https://nces.ed.gov/surveys/talis/) is a cross-sectional survey that is designed to collect information about the teaching workforce, teaching as a profession, and the learning environments of schools. The study will be conducted through questionnaires for teachers and school administrators. Teachers and school administrators in lower secondary schools (Grades 7, 8, and 9) were sampled. Key statistics produced from TALIS:13 include information on teacher and principal background and characteristics, teacher and principal professional development, school leadership and management, teacher appraisal and feedback, teachers' instructional beliefs and pedagogical practices, school climate and ethos, student characteristics as perceived by the teacher, and teacher efficacy and job satisfaction.

Software:Core modules include student information management, curriculum management, attendance tracking, and assessment tools.Advanced modules provide functionalities such as learning analytics, personalized learning pathways, and communication portals.Key vendors in the software segment include Unit4 () and Blackboard ().Services:Implementation services ensure seamless deployment and customization of SMS solutions.Support and maintenance services provide ongoing assistance and technical troubleshooting.Consulting services offer expert guidance on system selection, implementation, and best practices.Deployment Type:On-premise solutions offer greater data security and control but require significant IT infrastructure investment.Cloud-based solutions provide scalability, flexibility, and reduced IT costs but may have data security concerns.Application:Stores and Procurement Management:Streamlines inventory management, procurement processes, and vendor relationships.Student Management:Centralizes student data, manages admissions, attendance, and academic records.Academic Management:Supports curriculum development, course scheduling, and assessment management.Finance and Accounting:Handles financial transactions, budgeting, and student fee management.Human Resource Management:Automates employee management, payroll processing, and benefits administration. Recent developments include: May 2020: Jenzabar, Inc. has announced the introduction of its Jenzabar One suite, which will enable competency-based education (CBE) programmes., February 2020: Ellucian collaborated with OnePLM to enable digital transformation for higher education specialists., May 2022: ESLSCA University in Egypt partnered with Ellucian, the leading higher education technology solutions provider, and ITB Gulf DMCC, an ITG company, to transform technology operations with a focus on improving the experience for students, faculty, and administrators.. Key drivers for this market are: SMS enables seamless communication between teachers, students, and parents, enhancing collaboration and transparency in the academic process. Potential restraints include: The implementation of an SMS, particularly for on-premise solutions, can involve significant upfront costs for hardware, software, and training. Notable trends are: There is a growing shift toward cloud-based SMS, offering cost-effective, scalable, and accessible solutions for schools of all sizes.

This dataset presents the number of teachers in public schools, categorized by level of education, nationality, and gender. It supports workforce planning and analysis within the public education sector.

The global absence management services market is experiencing robust growth, driven by the increasing need for efficient HR processes, rising adoption of cloud-based solutions, and a growing focus on employee well-being. The market, segmented by software type (Employee Self-Service Software, HR Management Software, and Other) and application (Enterprise, Hospital, Government, School, and Others), shows strong potential across various sectors. The enterprise segment currently dominates, fueled by the need for streamlined absence tracking and management in large organizations. However, significant growth is expected in the healthcare and education sectors as these industries increasingly adopt sophisticated solutions to optimize staffing and comply with complex regulations. Technological advancements, such as AI-powered predictive analytics and integration with payroll systems, are further enhancing the capabilities of absence management solutions, boosting market adoption. Geographic analysis reveals strong presence in North America and Europe, but developing economies in Asia-Pacific are emerging as key growth drivers. The competitive landscape is dynamic, with established players and new entrants vying for market share through continuous innovation and strategic partnerships. A conservative estimate suggests a market size of $5 billion in 2025, growing at a Compound Annual Growth Rate (CAGR) of 12% from 2025 to 2033. This growth is supported by the increasing prevalence of remote work and flexible work arrangements which require robust systems for tracking employee time off and absences. Challenges remain in the form of high implementation costs and the need for comprehensive employee training to ensure effective utilization of these systems. Data security and privacy concerns also pose challenges, particularly with sensitive employee information being handled. However, these hurdles are being addressed through improved security protocols, user-friendly interfaces, and integrated training modules, contributing to the ongoing market expansion. The market’s trajectory indicates a bright future, with continued innovation and increasing demand paving the way for significant growth in the coming years. This evolution is shaping the landscape for absence management, making it a strategic priority for organizations seeking to improve efficiency, compliance, and employee satisfaction.

This dataset presents the number of teaching and administrative staff in public schools, categorized by job title, nationality, and gender. It supports workforce planning and analysis in the public education sector.

Pupil to Teacher Ratios in grant-aided schools, including breakdown by management type and ELB.

Source agency: Education (Northern Ireland)

Designation: National Statistics

Language: English

Alternative title: Pupil: Teacher ratios in grant-aided schools

This series contains minutes from meetings of the Chief General Manager, meetings of the Corporate Executive, and meetings of the Teacher Career Structure Review Steering Committee, all conducted under the auspices of the Office of Schools Administration. The meetings of the Corporate Executive were held on a weekly basis, the others approximately monthly. The format of the minutes for all meetings is similar.

The Chief General Managers meetings covered areas such as budgets, curriculum, workforce management, capital works, and school programs. The contents of these minutes include the names of those attending and apologies from those not attending the meeting, a list of minutes describing issues raised and action taken, agenda notices, and date of next meeting. Included is a register of papers presented at the meetings of 1990 and 1991.

The minutes of the Corporate Executive meetings reflect a concern with policy, planning, and operational issues, and the format of the minutes is the same as for the Chief General Managers meetings. Included are papers presented at the meetings from October 1993 to June 1994, and a register of papers for 1993 and 1994.

The minutes of the Teacher Career Structure Review Steering Committee are also of the same format, and include any relevant attachments or papers, as well as a report on the review by management consultants.

K-12 Talent Management Software Market Outlook

The global K-12 Talent Management Software market size is projected to grow from USD 1.2 billion in 2023 to USD 2.8 billion by 2032, exhibiting a CAGR of 9.2% during the forecast period. The growth of this market is primarily driven by the increasing emphasis on enhancing the quality of education through effective talent management and the rising adoption of digital solutions in the education sector. The K-12 Talent Management Software market is witnessing significant growth due to various factors, including the increasing need for efficient recruitment, retention, professional development, and performance management of educators and staff in K-12 institutions.

One of the primary growth factors driving the K-12 Talent Management Software market is the increasing focus on improving the quality of education. Educational institutions are recognizing the importance of having highly skilled and motivated teachers and staff to enhance student outcomes. Talent management software helps schools streamline their recruitment processes, identify the right candidates, and ensure that they have access to continuous professional development opportunities. This emphasis on quality education is encouraging schools to invest in comprehensive talent management solutions that can help them achieve their goals.

Another significant growth factor is the growing adoption of digital solutions in the education sector. With the rapid advancement of technology, educational institutions are increasingly integrating digital tools and platforms into their operations. Talent management software offers a range of features, such as automated recruitment processes, performance tracking, and succession planning, which can significantly improve the efficiency and effectiveness of school administrations. The shift towards digital solutions is further accelerated by the increasing availability of cloud-based software, making it easier for schools to implement and manage talent management systems.

Additionally, the evolving educational landscape and changing workforce dynamics are contributing to the growth of the K-12 Talent Management Software market. Schools are facing challenges related to teacher shortages, high turnover rates, and the need to develop and retain talent. Talent management software provides schools with the tools and insights needed to address these challenges by enabling efficient recruitment, professional development, and performance management processes. Moreover, the software helps in identifying potential leaders and planning for succession, ensuring continuity and stability within the institution.

Regionally, North America holds the largest share of the K-12 Talent Management Software market, driven by the high adoption of advanced technologies in the education sector and the presence of numerous key market players. The region's focus on improving the quality of education and addressing teacher shortages has led to increased investments in talent management solutions. Asia Pacific is expected to witness the fastest growth during the forecast period, mainly due to the expanding education sector, government initiatives to enhance educational infrastructure, and the increasing adoption of digital solutions in countries like China and India.

Component Analysis

The K-12 Talent Management Software market by component is segmented into software and services. The software segment includes the various solutions offered for talent management, such as recruitment, professional development, performance management, and succession planning software. This segment is anticipated to dominate the market due to the increasing demand for comprehensive and integrated solutions that can address the diverse needs of educational institutions. Schools are looking for software that can automate and streamline their talent management processes, reducing administrative burdens and improving overall efficiency.

The services segment comprises implementation, training, support, and maintenance services provided by vendors to ensure the effective deployment and utilization of talent management software. As schools adopt new technology, they often require assistance with the initial setup, customization, and ongoing support to maximize the software's benefits. This has led to a growing demand for professional services that can help schools navigate the complexities of talent management software and e

Work-life balance (WLB) has become an increasingly important topic in Malaysia, particularly among young adults facing evolving work structures, economic challenges, and shifting cultural expectations. A well-balanced integration of work and personal life plays a vital role in supporting employee health, optimizing performance, and fostering long-term organizational commitment

Success.ai’s Education Industry Data for Education Sector Professionals Worldwide provides a comprehensive and accurate dataset tailored for organizations looking to connect with key professionals in the global education sector. Covering roles such as educators, administrators, curriculum specialists, and school leadership, this dataset offers verified contact details, professional histories, and actionable insights.

With access to over 700 million verified global profiles, Success.ai ensures your outreach, research, and partnership strategies are powered by accurate, continuously updated, and AI-validated data. Supported by our Best Price Guarantee, this solution is essential for thriving in the dynamic and evolving education industry.

Why Choose Success.ai’s Education Industry Data?

1. Verified Contact Data for Precision Outreach

   • Access verified work emails, phone numbers, and LinkedIn profiles of education professionals worldwide.
   • AI-driven validation ensures 99% accuracy, reducing communication errors and enhancing engagement rates.

2. Comprehensive Global Coverage

   • Includes education professionals from top institutions across North America, Europe, Asia-Pacific, and other regions.
   • Gain insights into regional education trends, curriculum advancements, and institutional needs.

3. Continuously Updated Datasets

   • Real-time updates capture changes in professional roles, institution affiliations, and educational initiatives.
   • Stay aligned with the latest developments in the education sector to capitalize on emerging opportunities.

4. Ethical and Compliant

   • Fully adheres to GDPR, CCPA, and other global data privacy regulations, ensuring responsible and lawful data usage.

Data Highlights:

• 700M+ Verified Global Profiles: Connect with education professionals across various institutions and organizations worldwide.
• Leadership Insights: Access detailed profiles of administrators, department heads, and school principals shaping education policies and practices.
• Verified Contact Details: Gain work emails, phone numbers, and LinkedIn profiles for targeted engagement.
• Professional Histories: Understand career trajectories, certifications, and areas of expertise for better-informed outreach.

Key Features of the Dataset:

1. Comprehensive Professional Profiles

   • Identify and connect with key education professionals, including teachers, academic advisors, and district administrators.
   • Target individuals responsible for curriculum development, educational technology adoption, and school management.

2. Advanced Filters for Precision Campaigns

   • Filter professionals by job function (educators, administrators, curriculum developers), geographic location, or institution type (K-12, higher education, vocational training).
   • Tailor campaigns to align with specific goals, such as promoting learning solutions, professional development, or curriculum tools.

3. Regional and Sector-Specific Insights

   • Leverage data on global education trends, institutional challenges, and curriculum advancements.
   • Refine strategies to align with specific regional or institutional needs.

4. AI-Driven Enrichment

   • Profiles enriched with actionable data allow for personalized messaging, highlight unique value propositions, and improve engagement outcomes.

Strategic Use Cases:

1. Marketing Campaigns and Outreach

   • Promote educational tools, learning management systems (LMS), or classroom resources to professionals in the education sector.
   • Use verified contact data for multi-channel outreach, including email, phone, and digital marketing.

2. Partnership Development and Collaboration

   • Build relationships with educational institutions, professional associations, and school networks seeking strategic partnerships.
   • Foster collaborations that expand educational offerings, enhance institutional capabilities, or improve student outcomes.

3. Market Research and Competitive Analysis

   • Analyze trends in global education to refine product development, marketing strategies, and engagement plans.
   • Benchmark against competitors to identify market gaps and high-demand solutions.

4. Recruitment and Workforce Optimization

   • Target HR professionals and hiring managers recruiting for educators, school administrators, and curriculum specialists.
   • Provide recruitment platforms, training solutions, or workforce management tools tailored to the education sector.

Why Choose Success.ai?

1. Best Price Guarantee

   • Access premium-quality education industry data at competitive prices, ensuring strong ROI for your outreach, marketing, and product development initiatives.

2. Seamless Integration

   • Integrate verified education data into CRM systems, analytics tools, or marketing platforms via APIs or downloadable formats, streamlining workflows ...

This dataset is a listing of all active City of Chicago employees, complete with full names, departments, positions, employment status (part-time or full-time), frequency of hourly employee –where applicable—and annual salaries or hourly rate. Please note that "active" has a specific meaning for Human Resources purposes and will sometimes exclude employees on certain types of temporary leave. For hourly employees, the City is providing the hourly rate and frequency of hourly employees (40, 35, 20 and 10) to allow dataset users to estimate annual wages for hourly employees. Please note that annual wages will vary by employee, depending on number of hours worked and seasonal status. For information on the positions and related salaries detailed in the annual budgets, see https://www.cityofchicago.org/city/en/depts/obm.html

Data Disclosure Exemptions: Information disclosed in this dataset is subject to FOIA Exemption Act, 5 ILCS 140/7 (Link:https://www.ilga.gov/legislation/ilcs/documents/000501400K7.htm)

The global school and employee bus services market, valued at $62.21 billion in 2025, is projected to experience robust growth, with a Compound Annual Growth Rate (CAGR) of 5.7% from 2025 to 2033. This expansion is driven by several key factors. Increasing urbanization leads to longer commutes for both students and employees, fueling demand for efficient and reliable transportation solutions. Government initiatives promoting sustainable transportation and school safety regulations also contribute significantly. Furthermore, the rising disposable incomes in developing economies are increasing the affordability of these services, particularly within the private sector for employee transportation. The market is segmented by service type (student bus services, employee bus services, combined student and teacher services), user demographics (students, employees, others), and geographic region. Major players like First Student, Rick Bus, National Express, and Student Transportation are strategically investing in fleet modernization, technological advancements (e.g., route optimization software, GPS tracking), and improved safety features to enhance their service offerings and gain a competitive edge. The growth is expected to be particularly strong in regions experiencing rapid urbanization and economic development, such as Asia-Pacific and parts of Africa. The market also faces certain challenges. Fluctuations in fuel prices and driver shortages pose significant operational risks. Stringent emission regulations are driving investment in cleaner technologies, impacting operational costs. Increasing competition, particularly from ride-sharing services offering flexible alternatives, is also putting pressure on traditional bus service providers. To mitigate these challenges, companies are focusing on cost optimization strategies, exploring alternative fuel options, and leveraging technology to improve efficiency and driver recruitment. The long-term outlook remains positive, driven by sustained urbanization, growing populations, and the increasing need for safe and reliable transportation solutions for students and employees alike. The market's evolution will be shaped by technological innovation, regulatory changes, and the strategic responses of market players.

The 2012 National Survey of Early Care and Education (NSECE) is a set of four integrated, nationally representative surveys conducted in 2012. These were surveys of (1) households with children under 13, (2) home-based providers, (3) center-based providers, and (4) the center-based provider workforce. The 2012 NSECE documents the nation's current utilization and availability of early care and education (including school-age care), in order to deepen the understanding of the extent to which families' needs and preferences coordinate well with providers' offerings and constraints. The experiences of low-income families are of special interest as they are the focus of a significant component of early care and education and school-age child care (ECE/SACC) public policy. The 2012 NSECE calls for nationally-representative samples including interviews in all 50 states and Washington, DC. The study is funded by the Office of Planning, Research and Evaluation (OPRE) in the Administration for Children and Families (ACF), United States Department of Health and Human Services. The project team is led by the National Opinion Research Center (NORC) at the University of Chicago, in partnership with Chapin Hall at the University of Chicago and Child Trends. The Quick Tabulation and Public-Use Files are currently available via this site. Restricted-Use Files are also available at three different access levels; to determine which level of file access will best meet your needs, please see the NSECE Data Files Overview for more information. Level 1 Restricted-Use Files are available via the Child and Family Data Archive. To obtain the Level 1 files, researchers must agree to the terms and conditions of the Restricted Data Use Agreement and complete an application via ICPSR's online Data Access Request System. Level 2 and 3 Restricted-Use Files are available via the National Opinion Research Center (NORC). For more information, please see the access instructions for NSECE Levels 2/3 Restricted-Use Data. For additional information about this study, please see: NSECE project page on the OPRE website NSECE study page on NORC's website NSECE Research Methods Blog For more information, tutorials, and reports related to the National Survey of Early Care and Education, please visit the Child and Family Data Archive's Data Training Resources from the NSECE page.

School and Employee Bus Services Market Outlook

The School and Employee Bus Services market size is poised to witness significant growth, with the global market valued at approximately $XX billion in 2023 and projected to reach $XX billion by 2032, reflecting a compound annual growth rate (CAGR) of X%. Several factors are driving this growth, including the increasing need for sustainable and efficient transportation solutions, growing urbanization trends, and the increasing demand for reliable and safe transport for school children and employees alike. Rising awareness regarding carbon footprints and government initiatives to promote eco-friendly transportation options play a pivotal role in this market's expansion.

A major growth factor for the School and Employee Bus Services market is the rapid urbanization and globalization, leading to increased demand for organized and efficient transportation systems. As urban areas continue to expand, the necessity for reliable transportation to avoid traffic congestion and reduce carbon emissions becomes more pronounced. The role of bus services in reducing individual car usage and thereby decreasing urban congestion and vehicular emissions is becoming increasingly recognized. Furthermore, as more people move to urban centers for better employment opportunities, the demand for structured employee transport solutions is also on the rise. The synergy between urban planning and transportation services creates a robust framework for the market's growth.

Government policies and incentives also play a crucial role in the growth of this market. Many governments worldwide are implementing stringent regulations and providing subsidies to encourage the adoption of eco-friendly vehicles, including electric, hybrid, and CNG buses. These policies are aimed at reducing the carbon emissions associated with traditional diesel buses and promoting a more sustainable mode of transport. Additionally, government contracts for transportation services to schools and public institutions provide a steady stream of revenue for companies operating in this sector. The push towards greener policies is anticipated to attract more investments, further fostering market growth.

Technological advancements are another key driver of growth in the School and Employee Bus Services market. Innovations such as GPS tracking, real-time updates, and automated scheduling have greatly enhanced the efficiency and reliability of bus services. The integration of smart technologies enables better route management, reduces downtime, and enhances passenger safety. Furthermore, the emergence of autonomous buses, though still in nascent stages, represents a potential game-changer for this market. These technological innovations cater to the rising consumer expectations for safety, convenience, and efficiency, thus significantly boosting market demand.

Regionally, North America and Europe are leading the way in the adoption of advanced bus services, owing to well-established infrastructure and supportive regulatory environments. However, the Asia Pacific region is expected to witness the highest growth rate during the forecast period, driven by rapid urbanization, large population bases, and increasing investments in smart city projects. Rising awareness about sustainable transport solutions and significant government efforts to improve public transportation infrastructure further bolster the market in this region. Despite the strong growth prospects, challenges such as high initial costs for advanced buses and infrastructure limitations in certain regions may act as restraining factors.

Service Type Analysis

The Service Type segment of the School and Employee Bus Services market is primarily categorized into Private Contract and Public Contract services. Private Contract services involve agreements between private entities, such as corporations or private schools, and transportation service providers. These contracts are often tailored to the specific needs of the organization, offering customized routes, schedules, and amenities. The flexibility and personalization offered by Private Contract services make them an attractive option for organizations looking to optimize their transportation logistics. The growing trend of outsourcing non-core activities, such as transportation, by companies and educational institutions has led to increased demand in this segment.

On the other hand, Public Contract services are those mandated by government agencies or public institutions. These services typically involve standardized routes and schedules, catering to a broader audie