Exploring Perspectives on National Qualification Marker Recruitment, Retention and Experiences
Background
SQA recruits around 7,500 individual markers annually for National Qualifications (NQ). In recent years it has faced challenges in recruiting and retaining markers, including a decline in marker availability across subjects and an increase in unmarked scripts. In response to these issues, SQA conducted a comprehensive review between February and April 2025 to better understand marker experiences, motivations, and barriers, and to identify potential improvements to its marking system.
Research questions
In light of SQA’s continued difficulties with recruiting and retaining markers for NQ assessment, the broad aim of this research was to understand why SQA markers may withdraw from marking, and why educators who are eligible choose not to mark.
Methodology
Those who marked NQs for SQA in 2022, 2023 and 2024 were randomly selected to take part in a survey about their views of marking over the past three years between February and March 2025. The survey received 768 full responses. Following the survey, 17 markers from a range of subject areas took part in semi-structured interviews to explore their views in more depth.
Educators who had not marked for SQA were invited to take part in a survey via SQA News in May 2025. This survey explored the reasons why they had chosen not to mark, and elicited 557 full responses.
The qualitative data was analysed thematically using NVivo, and the quantitative data was analysed using Microsoft Excel to produce simple, descriptive statistics.
Key findings
- Markers felt the main benefits of marking were enhanced understanding of the national standard, and the opportunities given to network with teachers across Scotland.
- The main challenges that markers identified were low pay, tax implications, high workload, the move to online marking meetings, unclear and shifting standards, and a lack of support given to some markers.
- Respondents who had chosen not to mark mainly cited pay and workload as the reason.
- When comparing with other awarding bodies, SQA’s pay was found to be lower, but communication, processes and support were thought to be similar.
- The most frequently suggested way of increasing marker recruitment and retention was increasing pay.
Next steps
In terms of improving retention, the results of this research strongly suggest that SQA should seek to increase marker pay. SQA should also ensure that all marking teams follow consistent processes, and that team leaders are professional and approachable. SQA should also consider offering more training and support to new markers.
To boost the recruitment of new markers, SQA should promote the benefits of marking, and should consider working with organisations such as GTCS and Education Scotland to do this more widely. Producing case studies, videos and online content about marking may also help to boost recruitment.
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