Recruitment and Retention in the Post-16 Learning and Skills Sector

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22) In which subjects are teaching vacancies proving hard-to-fill? CODEAS MANY AS APPLYCATI NOTE: ONLY SHOW SUBJECTS MENTIONED AT Q18a) 1 Scienceb) 1 Mathematicsc) 2 Agriculture/horticultured) 3 Constructione) 4 Engineeringf) 4 Technologyg) 4 Manufacturingh) 5 Business administration/ management/professionali) 6 Information Communications technologyj) 7 Retailing/customer service/transportationk) 8 Hospitality/sports/leisure and travell) 9 Hairdressing and beauty therapym) 10 Health/social care and public servicesn) 11 Visual/performing arts and mediao) 12 Humanitiesp) 13 English, languages and communicationq) 14 Lawr) 15 Basic skillss) Key Skillst) Early Yearsu) Other (CATI NOTE: Display actual answer at Q19 if specified at Q18)v) Don't knowASK IF MENTIONED MORE THAN ONE AT Q17. SHOW CODESMENTIONED AT Q17 ONLY23) In which occupational group or groups are you experiencing hard-tofillvacancies? CODE AS MANY AS APPLYa) Principals/Assistant or Deputy Principalsb) Managers, e.g. Curriculum managers/Programme Managers who arealso personally involved in some teachingc) Teachers/lecturersd) Staff working with offender learners, either in prisons or from probationservices (CATI NOTE: DO NOT INCUDE IN LOGIC CHECKS)
Q23a) How many vacancies for staff working with offender learners,either in prisons or from probation services are proving hard-to-fill?WRITE IN EXACT FIGURECATI CHECK: MUST BE LESS OR EQUAL TO ANSWER AT Q21IF RESPONDENT IS UNSURE, PROMPT FOR APPROXIMATE NUMBER OR BESTESTIMATE IF STILL DON’T KNOW, ASK THE FOLLOWING (and code first which applies):Is it:• None• 1 - 5• 6 -10• 11 -15• 16 - 20• 21 - 25• More than 25• Don’t know24) What are the main causes of these hard-to-fill vacancies? CODE ASMANY AS APPLYa) Too much competition from other employersb) Not enough people interested in doing this type of jobc) Poor terms and conditions (e.g. pay) offered for postd) Low number of applicants with the required skills (*)e) Low number of applicants with the required attitude, motivation orpersonalityf) Low number of applicants generallyg) Lack of work experience the organisation demands (*)h) Lack of qualifications the organisation demands (*)i) Poor career progression / lack of prospectsj) Job entails shift work/unsociable hoursk) Seasonal workl) Remote location/poor public transportm) Other (WRITE IN)n) No particular reasono) Don’t knowASK IF CODES g-h AT Q24, OTHER GO TO Q2725) Are you finding these vacancies hard-to-fill because….READOUTa) Applicants have not been of sufficient qualityb) There have been few or no applicantsc) Or for both of these reasonsd) DO NOT READ OUT: Neither of these reasonse) Don’t know
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RESEARCHRecruitment and Retention i
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ContentsPage1 INTRODUCTION ........
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of respondents), closely followed b
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32. Key concerns where resources we
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52. The most common qualification h
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Definitions1.5 A number of terms ha
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• at what point in their career t
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1.16 Key question areas relevant to
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2 METHODOLOGY AND PROFILE OF RESPON
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2.13 Prior to the main survey, a fu
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Ethnic Background2.22 Nine out of t
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Types of Provision2.26 In addition
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Table 2.10: What are the main subje
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• HR Managers views on the reason
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Table 2.15: Total StaffStatus ‘Oc
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2.44 A total of 113 in-depth interv
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3 MOTIVATION TO JOIN THE SECTOR3.1
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Entrants from Teaching3.13 Responde
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Vocational Reasons3.21 This is the
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• “I met one of the managers at
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Perceptions of Entry Routes4.6 A ma
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4.13 In terms of finding suitable c
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5 TURNOVER, VACANCIES AND HARD TO F
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5.11 The major reason given for vac
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5.16 Generally HR Managers did not
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Maths and Science• “there are i
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5.27 Teacher/trainer respondents we
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Table 5.7: What could your organisa
Page 57 and 58: • “there is a shortage of maths
Page 59 and 60: 6 WORKING IN THE SECTOR6.1 This sec
Page 62 and 63: 6.9 Respondents working in further
Page 64 and 65: Figure 6.4: Respondents satisfied w
Page 66 and 67: Staff Who Have Considered Leaving6.
Page 68 and 69: Figure 6.7: Respondents who have ap
Page 70 and 71: • levels of satisfaction with the
Page 72 and 73: Figure 7.1: Respondents satisfied w
Page 74 and 75: Staff Attitudes7.8 Respondents were
Page 76 and 77: 7.14 Younger employees aged 18 to 3
Page 78 and 79: Personal Problems7.20 Respondents w
Page 80 and 81: • lack of administrative support.
Page 82 and 83: 8 TRAINING AND DEVELOPMENT8.1 Succe
Page 84 and 85: 8.8 Issues relating to involvement
Page 86 and 87: • quality. A minority of responde
Page 88 and 89: Table 8.2: Which Teaching Qualifica
Page 90 and 91: 9 GOVERNMENT STRATEGY9.1 Research t
Page 92 and 93: Table 9.3: To what extent do you ag
Page 94 and 95: 10 CONCLUSIONS10.1 Recruitment and
Page 96 and 97: Main Benefits and Drawbacks of Work
Page 98 and 99: ANNEX AQUESTIONNAIRES
Page 100 and 101: Section A: Background informationAS
Page 102 and 103: 6) Have any teaching posts been fil
Page 104 and 105: CATI NOTE: routing from Q10 has bee
Page 106 and 107: Q16a) And what is the main reason,
Page 110 and 111: ASK IF YES AT Q25 A) OR C), OTHERS
Page 112 and 113: 33) To what extent do you agree or
Page 114 and 115: DfES Recruitment and Retention Surv
Page 116 and 117: 8. Are your standard weekly working
Page 118 and 119: • 5- less than 10• 10- less tha
Page 120 and 121: • Any other training (please spec
Page 122 and 123: 28. What motivates you personally t
Page 124 and 125: ASK ALL32. How satisfied or dissati
Page 126 and 127: ASK ALL CODES 1-7 AT Q41, OTHERS (N
Page 128 and 129: 49. To which of the following group
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Recruitment and Retention in the Post-16 Learning and Skills Sector

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