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

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Table 2.4: Which of the following best describes your principal activityin this job?College%ACL%WBL%Total%Programme/Subject Manager 26 23 17 22Lecturer 29 4 3 15Teacher 22 15 6 14Tutor 7 31 11 12Assessor 2 4 22 10Trainer 1 7 22 10General Manager 8 7 12 10Other 2 4 6 4Learning Support Worker 2 3 2 2Total 100 100 100 100Base: All 5492 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 20052.25 The majority of respondents in the sample work for further educationcolleges (35%) and private training organisations (25%) (Table 2.5).Other organisations include adult and community learning services(14%) and sixth form colleges (12%). Smaller proportions of respondentswork for employers providing in-house training (8%) and voluntary sectortraining organisations (4%).Table 2.5: Which of the following best describes yourorganisation?%Sixth Form College 12Further Education College 35Adult and Community Learning Services 14Private Training Organisation 25Voluntary Sector Training Organisation 4Employer Providing In-House Training 8Other 2Base: All 5942 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 200513
Types of Provision2.26 In addition to the organisation they work for, respondents were alsoasked what is the main area of LSC provision in which they work.Approximately one half of respondents (48%) work in further educationfunded provision (Table 2.6). A similar proportion (47%) are involved inwork based learning provision. Approximately one-fifth (21%) ofrespondents work in the adult and community learning sector.Table 2.6: What is the main type of LSC funded provision you areinvolved with at this organisation?%Further Education 48Work Based Learning 47Adult and Community Learning 21Other 1Base: All 5942 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 2005Note: sums to more than 100% because some respondents indicated that they work in more thanone type of provision.2.27 The vast majority of respondents (87%) work with 16 to 19 year olds(Table 2.7). Approximately two-thirds of respondents (67%) work with 20to 24 year olds and 64% work with students aged over 25. A smallproportion of respondents (15%) work with 14 to 15 year olds.Table 2.7: Which of these age groups do you work with?%14 – 15 years 1516 – 19 years 8720 – 24 years 6725+ years 64Base: All 5942 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 2005Working Practices2.28 The majority of respondents (88%) reported that they were employed ona permanent contract (Table 2.8). 7% of respondents have fixed termcontracts of greater than six months and 1% have short term fixedcontracts of less than six months. A small proportion of respondents aresessionally or hourly paid (3%) or have an agency contract (0.2%).14
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 and 14: • at what point in their career t
Page 15 and 16: 1.16 Key question areas relevant to
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: Ethnic Background2.22 Nine out of t
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
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
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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,
Page 108 and 109:
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
Page 114 and 115:
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
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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