At Nexus Education Schools Trust (NEST), developing talent isn’t just a goal; it’s part of the Trust’s ethos. To explore how NEST is growing its own teachers and strengthening its workforce, we spoke with Lee Pender, Head of Training and Development. With over twenty years of experience as a teacher and educational leader, Lee is passionate about supporting colleagues to develop professionally and thrive in their schools.

This case study explores NEST’s experience with the PGTA route, highlighting how embedding apprentices from day one benefits staff, strengthens leadership and ultimately enhances outcomes for pupils.

I've worked as a teacher and educational leader for over twenty years, so I’ve always been passionate about developing myself and others. At Nexus Education Schools Trust (NEST), we are committed to building a network of excellence that empowers schools to thrive. The name “Nexus” reflects the strong connections we create—working collaboratively with a diverse range of schools and staff to enhance achievement and opportunity. As Head of Training and Development, I work closely with school teams to maximise flexible and affordable development opportunities that ensure our workforce is diverse, skilled and fulfilled. Ultimately, we want to build collaborations that enhance teaching, strengthen leadership and improve outcomes for children.

We are fortunate to have strong staff retention across our 20 schools, but like many Trusts, we have found it increasingly challenging to fill teaching roles.

'The teacher apprenticeship route has given us the opportunity to develop our own workforce and offer clear, well-supported pathways into teaching for colleagues who may not otherwise have considered this role.'

The PGTA route aligns beautifully with our values of Nurture, Educate, Succeed and Transform. It offers a supportive structure that enables aspiring teachers, many already part of our school communities, to train while remaining embedded in the environments they know best.  It also gives us the chance to draw on the expertise of our experienced staff, ensuring that apprentices benefit from the very best practice. The ability to use the apprenticeship levy means the route is financially sustainable for us as a Trust and removes the personal financial barriers that can sometimes discourage talented colleagues from pursuing teacher training.

We values the blend of high-quality academic training and immersive in-school experience. Apprentices spend far more time engaged in the daily life of their school, which accelerates their confidence, understanding and professional identity.  As many apprentices are already members of staff, they enter the programme with established relationships and a strong understanding of their pupils and community. Importantly, the apprenticeship route removes the need for individuals to self-fund their training, opening the door for a wider range of candidates.

'Training our own teachers has been transformative. It strengthens workforce stability, builds a pipeline of talent and supports succession planning.'

Staff who engage with apprenticeships with us tend to stay with us, whether in teaching or non-teaching roles, because they’ve invested in our schools, our ethos and our communities, and have been supported at every step. We benefit hugely from committed staff who grow with us and contribute to our culture.

Absolutely. As Teacher Apprentices are embedded in their schools from the start, they often develop confidence more quickly. They understand routines, expectations and the needs of their pupils early on, which helps them focus on refining their teaching practice. Mentors also comment on the maturity and readiness of PGTA trainees, particularly in managing relationships and contributing to wider school life. Having several apprentices training together also creates a strong, collaborative peer network – something that we value highly.

The Apprenticeship Levy has been a powerful driver for professional development; it enables us to plan confidently and invest in long‑term workforce development. It also ensures that opportunities remain accessible to colleagues at all stages of their careers, regardless of personal financial circumstances.

Children benefit enormously from stability and strong relationships. When apprentices are part of the school from day one, pupils quickly come to know them as trusted adults.  This continuity means that apprentices understand pupils’ backgrounds, learning needs and strengths, which leads to more personalised teaching. It also creates an environment where children feel secure and supported—key ingredients for great learning.

Mentoring is a strong form of professional development. Our mentors tell us that working with apprentices has strengthened their own practice, enhanced their leadership skills and deepened their understanding of teaching and learning.  It also builds a culture of coaching and collaboration within schools. Teachers at all stages of their careers benefit from being part of a reflective, supportive environment.

I would wholeheartedly recommend it. PGTA offers a sustainable, high-quality way to grow your own teachers, strengthen your workforce and invest in the future of your schools.  If you value strong relationships, long-term commitment and community-focused development, the PGTA route is an excellent fit. It has been hugely positive for our Trust—and for our pupils—and we are confident it will continue to support our mission to nurture, educate, succeed and transform.