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Temp-to-perm SEN hiring lets schools trial an agency candidate before making a permanent offer, reducing recruitment risk. This guide explains the process, typical conversion fees and when a temp-to-perm arrangement is the right approach.
Temp-to-perm SEN hiring is an arrangement in which a school places an agency candidate temporarily and, if successful, offers a permanent role after an agreed evaluation period. The school assesses suitability before committing to permanent employment. The candidate demonstrates value before accepting a permanent contract. A conversion fee is charged by the agency when the candidate transitions to direct employment, typically significantly lower than the cost of a full permanent recruitment campaign.
SENDhelp places specialist SEN teachers, teaching assistants and support staff across North London, Bedfordshire, Buckinghamshire and Hertfordshire.
SEN roles are harder to recruit for than mainstream positions and the consequences of a poor appointment are greater. A poor permanent SEN appointment can disrupt the provision and wellbeing of vulnerable pupils in ways that take considerable time to correct. Temp-to-perm reduces this risk by allowing the school to observe the candidate working with specific pupils in the specific environment before committing.
The evaluation period is typically four to twelve weeks but can be longer for complex roles. During this period the candidate is employed by the agency and the school pays the inclusive daily rate. The evaluation period should be used actively to assess suitability rather than simply waiting for the clock to run out.
When a school converts a placement to permanent employment, a conversion fee is typically payable. Under the RM6376 framework, conversion to permanent employment after 12 weeks is free. Outside the framework, fees vary considerably. Schools should confirm the conversion fee structure in writing before the temp-to-perm arrangement begins.
Conversion fees should be discussed and agreed before the arrangement begins. The school is in a stronger negotiating position at the outset of a placement than after deciding it wants to hire the candidate. Schools should confirm the conversion fee structure in writing as part of the service agreement before any temp-to-perm placement starts.
Under the GCA RM6376 framework, schools can hire supply staff permanently after 12 weeks free of any transfer fee. For academy trusts using RM6376 from September 2026, this means any successful long-term placement can convert to permanent employment at no additional cost. This removes one of the main financial disincentives to converting successful agency placements.
When the school is satisfied the candidate is right for a permanent role, it should inform the agency of its intention before approaching the candidate directly. The agency should then manage the conversion process. Schools should avoid approaching candidates directly about permanent employment without informing the agency first, as this may breach the service agreement.
For related guidance see our articles on long-term SEN placements versus daily supply and SEN framework agreement explained.
Temp-to-perm makes most sense where the school has a specific permanent SEN vacancy, where the role is specialist enough to warrant assessment first, where there is a strong agency candidate already working in the school, or where the school wants to reduce the risk of a full permanent campaign. It is particularly suited to SENCO cover and 1:1 SEN TA roles where candidate-pupil match is critical.
Yes. A candidate in an agency placement has no obligation to accept a permanent offer. They remain free to continue as an agency worker or accept other opportunities. Schools should treat the evaluation period as mutual assessment. Creating a positive experience during the placement increases the likelihood a strong candidate will want to convert.
If the school decides the candidate is not the right fit, it can end the agency placement in accordance with notice terms. No conversion fee is payable as no conversion has taken place. The school should inform the agency promptly and provide feedback so the agency can address performance issues or improve its matching for future placements.
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