Back to Blog
Introduction to contingent staffing in the education sector
Contingent staffing or contingent workforce is becoming increasingly common across various sectors—including education.
This approach involves hiring temporary, contract, or casual workers instead of permanent staff. It allows educational institutions to bring in skilled professionals as needed without the long-term commitments of full-time employees.
A contingent worker, such as a casual relief teacher or a contract IT specialist, is not permanently attached to the institution but is employed to meet specific needs. The contingent workforce, therefore, comprises individuals who work temporarily, helping schools adjust quickly to changing demands.
Managed Service Provider (MSP) services, like what we offer at CXC, are crucial in managing this type of employment. MSPs help educational institutions handle everything from hiring to payroll, ensuring compliance with employment regulations and reducing the administrative burden. MSP services can make staffing more efficient and responsive for the education sector, ensuring schools have the right people to support staff and students.
Addressing challenges with contingent staffing and MSP services
While contingent staffing offers many benefits, it also comes with its own set of challenges. Here’s how MSP services can help schools overcome these obstacles and improve their operations.
Finding and retaining skilled and diverse talent
Finding and retaining the right talent is a significant challenge for schools in Australia, particularly in light of ongoing teacher shortages and high attrition rates. Research indicates that:
- A substantial number of teachers leave the profession within their first few years.
- Between 8% and 50% of early-career teachers exit the field, raising concerns about the sustainability of the teaching workforce.
- A previous OECD study noted that up to 30% of Australian teachers leave within the first five years of their careers.
This is particularly true for specialised roles—such as special education teachers or STEM instructors.
Contingent staffing provides a solution by allowing schools to hire skilled professionals temporarily, meeting immediate needs without long-term commitments.
For example, if a school urgently needs a maths teacher for a few terms, it can use contingent staff sourced through CXC Global to fill the gap quickly. This approach ensures that students continue to receive high-quality education without the delays and costs associated with traditional hiring processes.
Optimising resource allocation
Educational institutions often operate within tight budgets, making efficient resource allocation critical. Contingent workforce management allows schools to hire staff based on their current needs, avoiding unnecessary expenses that come with permanent roles. This flexibility is precious during busy periods, like exams or when running special projects.
MSP services can help schools optimise resources by providing access to a pool of qualified temporary workers.
For instance, schools can bring extra administrative support during enrolment periods or hire specialist tutors for short-term programs. This targeted use of resources ensures that funds are directed towards enhancing student outcomes.
Adapting to changing stakeholder and learner needs
Education is a constantly evolving field, with the needs of students, parents, and communities changing regularly. Contingent staffing enables schools to respond to these shifts quickly and effectively. Whether it’s implementing new curriculum changes, introducing innovative teaching methods, or expanding extracurricular activities, having access to a flexible workforce is crucial.
For example, during the COVID-19 pandemic, many schools needed to quickly shift to remote learning, requiring immediate access to IT support and online teaching experts.
If a similar situation were to occur again, schools could swiftly bring in the necessary expertise by using contingent staffing solutions, ensuring that students’ education continued without major disruptions.
MSP services streamline the recruitment and onboarding process by tapping into pre-vetted talent pools, using technology to quickly match candidates to roles, handling all compliance and administrative tasks, and providing scalable staffing solutions.
Improving operational efficiency and streamlining processes
Managing a school’s workforce efficiently is key to its success. By outsourcing contingent workforce management to an MSP like CXC, schools can reduce administrative burdens and focus more on their educational mission. MSPs handle everything from recruitment to payroll, making managing contingent staff seamless and hassle-free.
For instance, instead of juggling multiple contracts and payment systems, schools can rely on CXC to provide a streamlined solution covering all contingent employment aspects. This saves time and ensures compliance with labour laws, reducing the risk of errors and inconsistencies.
Staying relevant in a rapidly evolving education landscape
The Australian education sector is continuously changing and influenced by new technologies, teaching methods, and regulatory requirements. To remain relevant, schools need to be agile and willing to innovate. Contingent staffing supported by MSP services offers a way to experiment with new approaches without the long-term risks of permanent hires.
For example, a school interested in launching a pilot program for coding classes can bring in a coding expert on a short-term basis. This allows the school to test the program’s viability before committing to a full-time staff member. Such flexibility is essential for schools exploring new educational trends and staying ahead of the curve.
The future of education with contingent staffing and MSP services
By embracing contingent staffing and MSP services, the education sector can build a more flexible and efficient workforce that adapts to evolving needs.
CXC’s contractor workforce management solution simplifies this process by acting as the HR function for contingent staff—handling recruitment, compliance, and payroll—allowing schools to focus on their core mission of education.
When you outsource contractor management to us at CXC, you eliminate the hassles of managing contractors and provide your workforce with consistent support from start to finish.
Our decades of expertise ensure that schools have access to the right talent at the right time, optimising resources and enhancing education quality. This approach is crucial for advancing the Australian education landscape, making institutions more resilient and prepared for the future. Partnering with us isn’t just about solving today’s staffing challenges; it’s a strategic investment in creating a sustainable and robust system that supports both educators and students, now and in the years to come.
Ready to take the next step? Contact us today to learn how we can transform your workforce management and help your institution thrive.
Additional FAQs on staffing MSP services for Australia’s education sector
What is staff contingency?
Staff contingency is an organisation’s strategy for maintaining operations when regular staff are unavailable. It involves methods to cover staff absences, such as employing temporary workers, training employees across multiple roles, or implementing flexible work arrangements. This approach ensures business continuity during unexpected staff shortages, leave periods, or sudden increases in workload.
What is an example of a contingent worker?
Examples of contingent workers include:
- Independent contractors: Freelance writers, graphic designers, IT consultants, and management consultants who work for themselves on a contract basis.
- Temporary workers: Seasonal retail staff, event workers, and healthcare travel nurses hired for limited periods, often through staffing agencies.
- Freelancers: Software developers, web designers, and virtual assistants who work for multiple clients on a project-by-project basis.
- Consultants: IT security experts, business strategists, and human resources specialists brought in for their expertise on specific issues or projects.
- Gig workers: Rideshare drivers, food delivery couriers, and online task workers who perform on-demand work, often through digital platforms.
These workers provide services to organisations on an as-needed basis rather than as full-time employees.
Why use contingent workers?
Organisations use contingent workers for several key reasons:
- Flexibility and scalability: Quickly adjust workforce based on project demands or seasonal fluctuations.
- Cost-effectiveness: Avoid long-term financial commitments associated with full-time employees.
- Access to specialised skills: Tap into diverse talent pool for short-term projects requiring specific expertise.
- Reduced administrative burden: Lessen tasks related to payroll, benefits, and HR management.
- Trial for permanent roles: Evaluate workers before considering them for permanent positions.
- Improved productivity: Benefit from highly motivated workers focused on specific project goals.
- Risk mitigation: Easily adjust staffing levels in response to uncertain market conditions.
This approach allows companies to efficiently manage resources, access specialised talent, and adapt to changing business needs.
