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

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Figure 6.7: Respondents who have applied for other jobs in thepast six months, by principal job activity16%14%12%15%14%12%13%10%8%6%4%2%0%Manager Teacher/tutor Learning supportworkerAssessorBase: All 5492 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 20056.27 The proportion of those indicating they had applied for other jobs withinthe last six months varies by type of subject taught (Figure 6.8).Figure 6.8: Respondents who have applied for other jobswithin past six months, by subject area taught18%16%14%12%10%8%6%4%2%0%Business admin17% 17% 17%16% 16% 16%12% 12% 12% 11%9% 9%ICTRetailScienceBasic skillsEngineeringEnglishHealth/socialHair/beautyManufacturingTechnologyMathsBase: All 5492 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 200559
Intention to be Working Here in One Year’s Time6.28 The majority of respondents (83%) agreed that they intend to be workingfor their organisation in one year’s time. 10% felt they would not, and 5%were unsure.6.29 Teachers and trainers were slightly less likely to agree that they stillintend to be working for their organisation in one year’s time (81%), thanlearning support workers (84%), managers (85%) and assessors (86%).6.30 There is some slight difference between different subject areas (Figure6.9). ICT (81%), business administration (82%) and basic skillsteacher/trainers (82%) were less likely to agree they would still beworking for their current employer in one year’s time. Technologyteacher/trainers (91%) were most likely to agree with this statement.Figure 6.9: Respondents who still intend to be working inone year's time, by subject area taught92%90%88%86%84%82%80%78%76%91%Technology89%Hair/beautyEngineering86% 85% 85% 85% 84% 83% 83% 82% 81% 81%MathsManufacturingRetailScienceHealth/socialEnglishBasic skillsBusiness adminICTBase: All 5492 respondentsSource: YCL/MORI quantitative survey of teaching/training staff, 2005Summary6.31 Key points relating to working in the sector are as follows:• one in ten members of the workforce has multiple jobs. Of these,nearly three quarters (72%) have one additional job;• nearly half of staff (47%) have more than ten years experience inthe learning and skills sector. Over a quarter of respondents (28%)have more than ten years experience in their current organisation;60
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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
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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 66 and 67: Staff Who Have Considered Leaving6.
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
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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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