Recruitment and Retention in the Post-16 Learning and Skills Sector
Recruitment and Retention in the Post-16 Learning and Skills Sector
Recruitment and Retention in the Post-16 Learning and Skills Sector
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Figure 6.5: Respondents satisified with amount <strong>and</strong> qualityof resources, by type of organisation90%80%70%60%85%83% 82%76% 77% 76%73%79%69%75%68%60%50%40%30%20%10%0%In-housetra<strong>in</strong><strong>in</strong>gPrivatetra<strong>in</strong><strong>in</strong>gVoluntarysectorSixth form ACL FE collegeAmount of resourcesQuality of resourcesBase: All 5492 respondentsSource: YCL/MORI quantitative survey of teach<strong>in</strong>g/tra<strong>in</strong><strong>in</strong>g staff, 20056.17 Respondents who were dissatisfied with <strong>the</strong> amount of resources <strong>and</strong>facilities available were asked to specify which resources or facilitieswere lack<strong>in</strong>g. Over a third of <strong>the</strong>se respondents (37%) reported that ITresources <strong>and</strong> facilities were poor or lack<strong>in</strong>g. 30% reported poor work<strong>in</strong>gconditions <strong>and</strong> lack of equipment/up to date equipment, respectively.6.18 In terms of quality of resources <strong>and</strong> facilities, qualitative respondentsmentioned <strong>the</strong> same key issues that need to be improved, such as, ITfacilities/resources, work<strong>in</strong>g conditions <strong>and</strong> equipment.Future Plans6.19 In terms of future plans we review staff who <strong>in</strong>dicated that <strong>the</strong>y haveconsidered leav<strong>in</strong>g <strong>the</strong>ir current job <strong>and</strong> those who have gone fur<strong>the</strong>r<strong>and</strong> actually applied for o<strong>the</strong>r jobs.56
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