The RM6376 supply teachers framework gives schools, academy trusts and eligible public sector buyers a structured route to source teachers and classroom support. This guide explains what the new framework means, which roles it covers, and how Impact Teachers can support compliant education recruitment across London and Greater London.
Key Takeaways
- RM6376 Supply Teachers and Education Recruitment, also known as STaER, is run by the Government Commercial Agency (formerly Crown Commercial Service) and replaces the previous ccs framework, RM6238.
- The RM6376 Supply Teachers and Education Recruitment framework is a UK government procurement agreement that runs from 30 April 2026 to 29 April 2029.
- From September 2026, single and multi academy trusts must use RM6376 from September 2026, or another approved framework agreement or alternative compliant arrangement, for agency supply staff.
- RM6376 includes two lots for staffing needs: Lot 1: Teachers and Education Recruitment, and Lot 2: Managed Service Provision.
- Impact Teachers has been appointed to Lot 1 and supports London schools with supply teachers and support staff recruitment.
What is the RM6376 Supply Teachers Framework?
RM6376 “Supply Teachers and Education Recruitment” is the national supply teachers framework for education recruitment. It is managed by the Government Commercial Agency (formerly Crown Commercial Service), the UK’s central commercial procurement organisation for many public sector buying organisations.
A framework agreement sets pre-agreed terms, pricing rules and supplier standards, so eligible schools can call off services without running a full procurement process each time. In practical terms, framework means schools can use an approved supplier list for supply teaching, fixed-term cover and other education staffing routes.
The framework runs from 30 April 2026 to 29 April 2029 and replaces RM6238, known as STaTS. It is part of the DfE’s Maximising Value for Pupils programme and is designed to prioritise value, safeguarding and transparency in recruitment. You can review the official scope through the Government Commercial Agency RM6376 page.
RM6376 is a closed list of suppliers. Each framework supplier has been checked for areas such as safeguarding, financial robustness, transparent pricing, cyber security and information assurance, including Cyber Essentials for data security. Suppliers must also maintain audited accreditation through recognized bodies.
Why schools use education recruitment frameworks
Schools use an education recruitment framework to reduce procurement effort, improve transparency and access pre-vetted agencies for agency supply staff. For school leaders, business managers and MAT central teams, this matters because recruitment decisions need to balance speed, budget control, safeguarding and the procurement act landscape.
RM6376 education recruitment is specific to teaching staff and education support staff, rather than general temporary workers. The framework covers essential public services delivered by educational establishments, including maintained schools, academy trusts, local authority schools and other public sector organisations that are eligible to use it.
For many schools, the benefits include:
- a pre-vetted approved supplier route;
- capped supplier fees;
- clearer agency mark up information;
- consistent safeguarding and audit standards;
- a compliant procurement process with better records for governance reporting.
Local authority maintained schools can use RM6376 but are not mandated. For local authority schools, the framework remains optional, although many schools may still use it as a best-practice route. Independent schools cannot use the RM6376 framework.
This article is general information only. Schools, academy trusts and public sector organisations should refer to official guidance and their own legal, finance or procurement advisers before making procurement decisions.
Looking for Teaching or Support Roles in London?
Apply once with Impact Teachers and be considered for Primary, Secondary and SEN roles — including Teaching Assistant (TA), LSA, HLTA and SEN Teaching Assistant Jobs positions.
Explore Roles by Location: London Jobs | Wandsworth | Greenwich | Hackney
Which roles can schools source through the framework?
The framework covers a wide range of supply staffing needs. RM6376 covers classroom teachers and teaching assistants, and RM6376 also allows for permanent and fixed-term staff recruitment where permitted by the lot, call-off contract and school requirements, supporting a broad range of teaching posts in London.
Common roles include:
Area | Examples |
|---|---|
Teaching roles | supply teachers, primary teachers, secondary teachers, SEN teachers, classroom teachers, leadership cover where in scope |
Classroom support | teaching assistants, LSAs, HLTAs, SEN teaching assistants, cover supervisors |
Wider school roles | administrative support staff, operational support roles like finance staff, facilities and education support staff where covered |
It includes SEN specialists and cover supervisors, and the framework can support specialist SEN and alternative provision roles where suppliers can evidence appropriate expertise. The framework covers day-to-day cover, longer placements such as maternity or sickness cover, and some permanent recruitment under Lot 1. |
Scope may vary by school, trust, procurement route, role type, contract type and call-off agreement, so schools should always check the user guide and local procurement policies.
How RM6376 can support compliance and procurement confidence
RM6376 supports procurement confidence by giving schools a structured route for supplier selection, pricing and documentation. From September 2026, academy trusts must use the RM6376 framework, or another approved framework or alternative compliant arrangement, for agency supply staff. The framework mandates procurement through RM6376 from September 2026 for academy trusts unless they can demonstrate a compliant alternative.
Trusts must demonstrate compliance in governance reporting. Using an approved framework agreement can help finance teams, trustees and auditors evidence how supply staff were sourced, why a supplier was selected and how costs were controlled. Existing staffing arrangements and existing contracted arrangements should therefore be reviewed ahead of renewal points.
Schools can quickly search for approved agencies using the GCA Marketplace tool, also referred to by some buyers as the agency selection tool. This helps buyers compare role coverage, locations and supplier information and align staffing decisions with access to high-quality teacher resource websites. Schools can award contracts without competition for Lot 1 where the framework rules and local policy allow. Award with competition is recommended for Lot 2 contracts.
Safeguarding and vetting expectations
Safeguarding remains central to RM6376 and all education recruitment activity. The framework requires compliance with the Department for Education’s Keeping Children Safe in Education standards, and all suppliers must vet workers per KCSiE standards.
Suppliers require enhanced DBS checks for worker vetting, alongside barred list checks, right to work checks, reference checks and qualification verification where applicable. Suppliers are expected to provide records that support schools’ single central record requirements.
Framework use does not remove local safeguarding duties. Schools still need to complete their own checks, follow internal processes and maintain appropriate oversight.
Transparent, capped supplier fees
Capped supplier fees are introduced under RM6376. Supplier fees are capped under RM6376 framework, and capped fees aim to improve transparency and reduce agency costs.
The key point is that capped supplier fees apply only to the supplier’s fee, not worker pay. Maximum supplier fees are not fixed rates; they can be lower depending on role, location, booking volume and agreement with the supplier. The published caps include £45 for STEM teachers and £40 for non-STEM teachers, so schools and staff should understand supply teacher pay rates for 2024/2025 when planning cover.
Agencies must provide detailed breakdowns of costs and pay to schools under the framework. This allows buyers to see worker pay, employment on-costs and supplier fees separately, helping valuable resources stay focused on pupils rather than opaque agency costs. In short, the RM6376 supply teachers model redirects valuable resources through clearer pricing.
Schools should compare existing contract terms, temp-to-perm clauses and agency mark up against framework rates ahead of renewal, alongside awareness of the current teacher pay scale for 2024/25. This is especially important where existing off-framework arrangements sit outside the new framework agreement.
Lot structure and managed service options
RM6376 has two procurement routes: Lot 1 and Lot 2.
Lot 1: Teachers and Education Recruitment is usually the route for direct appointments of supply staff, including supply teachers, teaching assistants and SEN support staff. Lot 1 is for direct appointments of supply staff and is likely to suit single schools, smaller trusts and schools needing regular agency bookings, particularly where there is ongoing demand for SEN and specialist roles across Greater London.
Lot 2: Managed Service Provision is for larger or centralised staffing models. Lot 2 is for managed service provision of staffing needs, often where a managed service provider coordinates a wider supply chain across several schools or a large MAT.
Some trusts may use Lot 1 suppliers directly, while others may explore managed service provision under Lot 2. Before moving to a managed service model, trusts should take internal procurement advice.
How Impact Teachers supports schools through teacher and support staff recruitment
Impact Teachers has been awarded a place on Lot 1 – Teachers and Education Recruitment – of the RM6376 Supply Teachers and Education Recruitment framework. As a teacher recruitment agency London schools work with, Impact Teachers supports supply teachers and education support staff recruitment across primary, secondary and SEN settings.
We help schools source primary teachers, secondary teachers, SEN teachers, teaching assistants, LSAs, HLTAs and SEN teaching assistants for daily cover, long-term placements and permanent recruitment where in scope. Our candidate networks include UK-qualified staff and carefully selected overseas-trained teachers, subject to safeguarding checks and right to work verification, including experienced secondary school supply teachers in the UK.
You can read more in our detailed RM6376 Lot 1 announcement.
Education-led, compliant recruitment processes
Impact Teachers works with schools and MAT central teams under national frameworks and understands the practical pressures of London education staffing. Our recruitment processes align with KCSIE, framework requirements and transparent pricing expectations under RM6376.
We maintain vetting records to support single central record checks and audit conversations. We also work within the capped supplier fee structure, giving schools clear cost and pay breakdowns before bookings are confirmed and helping classroom support staff understand the teaching assistant pay scale for 2024/2025.
Supporting permanent, long-term and short-term needs
Schools use Impact Teachers for daily supply, short-term absence, long-term class teacher cover, phased return support, SEN one-to-one support and subject-specific secondary vacancies. The same framework relationship may support different contract types, including temporary-to-permanent routes, where permitted by RM6376 rules and the call-off agreement.
A practical starting point is to map known staffing requirements, such as parental leave, SEND cohort growth, September vacancies and exam-period cover, against the framework options available through Lot 1.
Supporting schools across London and Greater London
Impact Teachers primarily supports schools across London and Greater London, including inner and outer London boroughs such as Wandsworth, Greenwich, Hackney, Barnet, Croydon and neighbouring local authorities. Our London teacher recruitment presence helps schools plan realistic pay expectations, sustainable rates and strong matches.
For academy trusts with clusters across several boroughs, a consistent point of contact can simplify supply teaching and classroom support requests. This is particularly useful during September, January and exam-season peaks.
Subject, phase and SEN coverage in London
Impact Teachers supports primary schools, secondary schools, mainstream schools and specialist SEN settings. Our networks include primary teachers, secondary teachers, teaching assistants and SEN teaching assistants, as well as candidates exploring the Learning Support Assistant role or subject-specific opportunities such as an MFL (Spanish) secondary teacher role in Newham.
Those pages are candidate-facing, but the underlying recruitment activity benefits schools looking for well-matched, fully vetted educational support staff through RM6376.
Need teaching or classroom support staff?
If you are a headteacher, school business manager, HR lead or MAT leader, Impact Teachers can help you align supply teaching and education recruitment with RM6376 Lot 1.
We can discuss likely demand, framework fee structures, daily supply cover, long-term roles and hard-to-fill SEN or subject-specific vacancies. To talk through your next steps, contact our schools team.
Looking for Teaching or Support Roles in London?
Apply once with Impact Teachers and be considered for Primary, Secondary and SEN roles — including Teaching Assistant (TA), LSA, HLTA and SEN Teaching Assistant Jobs positions.
Explore Roles by Location: London Jobs | Wandsworth | Greenwich | Hackney
FAQs about using the RM6376 supply teachers framework
How do we start using RM6376 if we have never used a framework before?
First, confirm your school’s eligibility and internal approval route. Then review the Government Commercial Agency user guidance, use the agency selection tool to identify suitable Lot 1 suppliers, complete the relevant order form and keep a record of your selection rationale.
Can we continue with existing off-framework agency contracts?
Schools usually do not need to end an existing contract early simply because RM6376 has launched. Academy trusts should review existing staffing arrangements when contracts come up for renewal, especially ahead of the September 2026 expectations.
Do we have to use the agency selection tool every time we book staff?
The tool helps buyers identify approved suppliers and evidence a transparent selection process. Once a call-off is in place, day-to-day bookings are usually placed directly under agreed agency specific terms, subject to your trust or local authority procedures.
How does RM6376 interact with the Procurement Act 2023?
RM6376 has been designed by the Government Commercial Agency to operate within the post-Procurement Act 2023 public sector procurement landscape. It supports transparency and competition principles, but schools still need to follow their own financial regulations and the Academy Trust Handbook where applicable.
Is RM6376 suitable for single schools as well as large academy trusts?
Yes. Eligible maintained schools, single academies and multi-academy trusts can use RM6376. Single schools often use Lot 1 directly, while larger trusts may consider Lot 2 if they need a managed service provider to coordinate wider supply chain needs.
