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

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Staff Who Have Considered Leaving6.20 Approximately two-fifths of respondents (42%) reported that they hadconsidered leaving their current employment during the last six months.However, only one-third of these had actually applied for other jobsduring the previous six months. This represents 14% of the totalsample.6.21 Figure 6.6 presents the percentage of respondents who have applied forother jobs, by type of organisation. Staff working in further educationcolleges, adult and community learning services and privateorganisations are more likely to have applied for other jobs than thoseworking in other organisations.Figure 6.6: Respondents who had applied for other jobs, bytype of organisationPrivate training36ACL34FE college34In-house training30Voluntary sector28Sixth form250 5 10 15 20 25 30 35 40Base: All 5492 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 20056.22 Staff who were dissatisfied with their job were more likely to haveapplied for other jobs (47% of respondents who had considered leavingtheir job) than those who were satisfied (29%).6.23 Responses by age are similar except for the older age group. 15% ofthe total sample aged 18 to 44 had applied for other jobs and 16% ofthose aged 45 to 54. Although, only 7% of those over 55 had done so.Respondents from black and minority ethnic groups were also morelikely to have applied for other jobs (17% of the total sample) than whitepersons (14%).57
6.24 Respondents were asked the broad reasons for considering leaving theircurrent employment (Table 6.3). Over half of those considering achange of job (57%) indicated that this was to pursue a job in a relatedsector within education. 34% had considered a job in a completelydifferent sector and 9% had considered early retirement.Table 6.3: Reason for considering leaving current job.% of those who consideredleavingA different job in the same organisation 7A job in a related sector (within education) 57A job in a completely different sector 34Early retirement 9Other 5Don’t know 1Base: 2330 respondents, who have considered leaving their jobSource: YCL/MORI quantitative survey of teaching/training staff, 20056.25 Qualitative evidence from face to face interviews with staff providefurther detail and support many of the findings from the quantitativestudy:• a small number intend to leave post-16 teaching/training in the nearfuture;• older staff aged over 50 hope to see out the remaining years oftheir working life in their present jobs, “I will stay at the college untilI retire at age 60 in three years time” [Further Education];• some staff indicated they may move between the sub-sectors butgenerally expected to stay within the post-16 learning and skillssector.6.26 The chart below presents the findings by principal job activity (Figure6.7). A greater proportion of managers (15%) and teachers/trainers(14%) had applied for other jobs within the last six months than learningsupport workers (12%) and assessors (13%).58
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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
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 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 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
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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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