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

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1.15 The focus of this study is indicated by the dotted box in Figure 1.1,which depicts a ‘flowchart’ of staff into and out of the sector. It coversthose who have entered and are working in the sector, those who aresatisfied and dissatisfied and those who have considered leaving. Bydefinition, therefore, it does not consider potential recruits, those whohave failed to get a job or those who have left the sector. The survey ofHR Managers does however provide a view on turnover, thusconsidering the rate at which people are leaving, as well as destinationsof those leaving.Figure 1.1: Study FocusPotentialRecruitsUnsuccessfulRecruitsSuccessfulRecruitsThose Working inthe SectorSatisfiedDissatisfiedConsideredLeavingLeft theSector5
1.16 Key question areas relevant to each strand of the study are summarisedin Table 1.1. Full questionnaires and topic guides can be found inAnnex A.Table 1.1: Key Question AreasQuantitative Telephone Survey across Learning and Skills Sector• motivations to join the sector• satisfaction, benefits and drawbacks associated with job• recruitment issues• intention to stay/leave• training and development• awareness of Success for AllQuantitative Telephone Survey of HR Managers in Further Education• characteristics of staff employed• recruitment, turnover and hard to fill vacancies• characteristics of those leaving the sector• training and development• perceptions of Government strategyQualitative Face to Face Interviews with Teaching and Learning Staff• emphasis on those working in maths and science subjects• views of motivation to join, barriers to entry, benefits and drawbacks,intention to stay/leave, training and developmentQualitative Telephone Interviews with Dissatisfied Teaching andLearning Staff• emphasis on those working in maths, science, engineering andtechnology subjects• views of motivation to join, barriers to entry, benefits and drawbacks,training and developmentAcknowledgements1.17 York Consulting and MORI would like to thank the range of staff acrossthe sector who made themselves available and participated in this largescale research study.6
Page 1 and 2: RESEARCHRecruitment and Retention i
Page 3 and 4: ContentsPage1 INTRODUCTION ........
Page 5 and 6: of respondents), closely followed b
Page 7 and 8: 32. Key concerns where resources we
Page 9 and 10: 52. The most common qualification h
Page 11 and 12: Definitions1.5 A number of terms ha
Page 13: • at what point in their career t
Page 17 and 18: 2 METHODOLOGY AND PROFILE OF RESPON
Page 19 and 20: 2.13 Prior to the main survey, a fu
Page 21 and 22: Ethnic Background2.22 Nine out of t
Page 23 and 24: Types of Provision2.26 In addition
Page 25 and 26: Table 2.10: What are the main subje
Page 27 and 28: • HR Managers views on the reason
Page 29 and 30: Table 2.15: Total StaffStatus ‘Oc
Page 31 and 32: 2.44 A total of 113 in-depth interv
Page 33 and 34: 3 MOTIVATION TO JOIN THE SECTOR3.1
Page 35 and 36: Entrants from Teaching3.13 Responde
Page 37 and 38: Vocational Reasons3.21 This is the
Page 39 and 40: • “I met one of the managers at
Page 41 and 42: Perceptions of Entry Routes4.6 A ma
Page 43 and 44: 4.13 In terms of finding suitable c
Page 45 and 46: 5 TURNOVER, VACANCIES AND HARD TO F
Page 47 and 48: 5.11 The major reason given for vac
Page 49 and 50: 5.16 Generally HR Managers did not
Page 51 and 52: Maths and Science• “there are i
Page 53 and 54: 5.27 Teacher/trainer respondents we
Page 55 and 56: 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
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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
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Figure 7.1: Respondents satisfied w
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Staff Attitudes7.8 Respondents were
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7.14 Younger employees aged 18 to 3
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Personal Problems7.20 Respondents w
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• lack of administrative support.
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8 TRAINING AND DEVELOPMENT8.1 Succe
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8.8 Issues relating to involvement
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• quality. A minority of responde
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Table 8.2: Which Teaching Qualifica
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9 GOVERNMENT STRATEGY9.1 Research t
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Table 9.3: To what extent do you ag
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10 CONCLUSIONS10.1 Recruitment and
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Main Benefits and Drawbacks of Work
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ANNEX AQUESTIONNAIRES
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Section A: Background informationAS
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6) Have any teaching posts been fil
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CATI NOTE: routing from Q10 has bee
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Q16a) And what is the main reason,
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22) In which subjects are teaching
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ASK IF YES AT Q25 A) OR C), OTHERS
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33) To what extent do you agree or
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DfES Recruitment and Retention Surv
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8. Are your standard weekly working
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• 5- less than 10• 10- less tha
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• Any other training (please spec
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28. What motivates you personally t
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ASK ALL32. How satisfied or dissati
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ASK ALL CODES 1-7 AT Q41, OTHERS (N
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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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