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

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28. What motivates you personally to continue working in this sector?MULTICODE OKORGANISATIONAL REASONS:• Being part of a learning community• Collegiality/teamworkVOCATIONAL REASONS:• Sense of vocation• Working with people/learners• Helping people to develop• Giving something back to community/societyPERSONAL REASONS:• My personal development/challenging myself• Flexibility/variety of job role• Job satisfaction/personal achievement• Love of my subjectCAREER DEVELOPMENT:• Opportunities for promotion• Opportunities for professional developmentPAY AND CONDITIONS:• Well paid• Long holidays• Good job security• Hours fit with family/other commitments• Lack of other options• Nothing – I want to leave the sector (SINGLE CODE ONLY)• Other – please specify
29. What are the main problems you personally face working in thelearning and skills sector? MULTICODE OKPERSONAL:• Stress generated by workload• Stress generated by initiative overload• Other stressCAREER DEVELOPMENT:• Inadequate professional training• Limited scope for progress at workORGANISATIONAL:• Initiative overload/ too many changes made to the system• Too many inspections• Lack of professional autonomy• Target-driven culture• Workload too heavy• Too much bureaucracy• Poor managementPAY AND CONDITIONS:• Low pay• Poor facilities/ resourcesMORALE:• Learner behaviour/discipline• Other – please specify• No problems (SINGLE CODE ONLY)30. How satisfied or dissatisfied are you with the amount of resourcesand facilities available to you to do your job? SINGLE CODE ONLY• Very satisfied• Fairly satisfied• Neither satisfied nor dissatisfied• Fairly dissatisfied• Very dissatisfied• Don’t knowASK ALL WHO SAY THEY ARE DISSATISFIED (CODE 4 OR 5) AT Q3031. What resources or facilities are lacking? RECORD VERBATIM
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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
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• “there is a shortage of maths
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6 WORKING IN THE SECTOR6.1 This sec
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6.9 Respondents working in further
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Figure 6.4: Respondents satisfied w
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Staff Who Have Considered Leaving6.
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Figure 6.7: Respondents who have ap
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• 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 108 and 109: 22) In which subjects are teaching
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 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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