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

More documents

Recommendations

Info

Summary4.18 Key points relating to entry into the sector are as follows:• the majority of staff working in the sector (51%) believe that thereare enough entry routes into the learning and skills profession.Three out of ten respondents (31%) do not believe that there areenough entry routes;• this view is supported by HR Managers within the FE sector withover half (54%) believing there are sufficient entry routes into thesector. Compared with 21% who do not;• staff in work based learning provision have a more negative view ofthe adequacy of entry routes compared with those in furthereducation and adult and community learning;• the recruitment experience is generally perceived asstraightforward with most members of staff undergoing a formalrecruitment process involving an application for an advertised postand attending a structured interview;• in a minority of cases more informal recruitment processes havebeen adopted involving networking and personal contacts;• a major barrier to entry is awareness of the sector and theopportunities within it;• important concerns which may be limiting entry into the sectorinclude difficulty in finding more permanent and longer term hoursand, in some cases, a protracted recruitment period.35
5 TURNOVER, VACANCIES AND HARD TO FILL VACANCIES5.1 In this section, we explore issues relating to vacancies and hard to fillvacancies across the post-16 learning and skills sector. These arecovered under the following headings:• turnover• vacancies;• recruitment difficulties;• response to recruitment difficulties;• factors causing hard to fill vacancies.Turnover5.2 The HR managers survey determined that, over the past year, a total of5,511 teaching staff have left their jobs within the colleges surveyed.This represents a turnover figure of 10% for the year. This compareswell with turnover figures identified for the other parts of the economy,such as the national average across all sectors of 16%, according to theChartered Institute of Personnel Development 5 .5.3 Turnover in secondary schools was 12.5% between 1998 and 2001 and14.7% in primary schools (DfES, RR640, 2005).Table 5.1: Turnover of Teaching Staffin FETotal teaching staff 53,879Total teaching staff leaving 5,463Turnover rate 10%Base 174 Institutions supplying complete staffing numbersSource: YCL/MORI quantitative survey of FE HR managers, 20055.4 Large institutions tend to have a slightly lower rate of turnover (8%)compared with all other groups (small-11%, small/medium-12%,medium/large-10%). Unsurprisingly data showed that permanentteachers, who form the bulk of most institutions staff, accounted for thelargest proportion of staff choosing to leave institutions.5.5 Just under half of colleges (49%) indicated that they regularly collectdata on leaver’s destinations.5 In 2003, according to the CIPD's annual survey, the overall employee turnover rate for theUK was 16%, http://www.cipd.co.uk/subjects/hrpract/turnover/empturnretent.htm36
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 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: 4.13 In terms of finding suitable c
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
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 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
show all

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

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?