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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8.8 Issues relat<strong>in</strong>g to <strong>in</strong>volvement <strong>in</strong> tra<strong>in</strong><strong>in</strong>g <strong>and</strong> professional developmentraised dur<strong>in</strong>g qualitative <strong>in</strong>terviews <strong>in</strong>cluded:• <strong>the</strong> balance between skills, confidence <strong>and</strong> competence. It isfelt that teach<strong>in</strong>g skills can be acquired via work<strong>in</strong>g towards arecognised qualification but that confidence <strong>and</strong> competence islargely developed through experience: “tra<strong>in</strong><strong>in</strong>g <strong>and</strong> development isimportant but it does not mean that you are a good teacher”[Fur<strong>the</strong>r Education];• <strong>the</strong> ‘quality agenda’ acts as a driv<strong>in</strong>g force provid<strong>in</strong>g <strong>the</strong>impetus for teachers/tra<strong>in</strong>ers to acquire qualifications. However,this is perceived by some <strong>in</strong> <strong>the</strong> adult <strong>and</strong> community learn<strong>in</strong>gsector as a largely fur<strong>the</strong>r education policy driver which fails to take<strong>in</strong>to account some of <strong>the</strong> unique <strong>and</strong> dist<strong>in</strong>ctive elements of adultcommunity learn<strong>in</strong>g;• <strong>in</strong> some cases, poor <strong>in</strong>spection results had been <strong>the</strong> impetus tofocus on tra<strong>in</strong><strong>in</strong>g.8.9 Qualitative f<strong>in</strong>d<strong>in</strong>gs confirm that many members of staff identify tra<strong>in</strong><strong>in</strong>gneeds through appraisals <strong>and</strong> personal development plans. However, <strong>in</strong>some cases, hourly paid staff do not have access to <strong>the</strong> full range of thissupport <strong>and</strong> sometimes do not get paid fully for <strong>the</strong>ir time if <strong>the</strong>yparticipate <strong>in</strong> tra<strong>in</strong><strong>in</strong>g: “we don’t get paid to attend staff development,maybe you'll get half pay. Sessional staff don’t get appraisals”.8.10 The issue of hav<strong>in</strong>g non-contact time set aside for CPD was raised <strong>in</strong>qualitative <strong>in</strong>terviews, however, a bigger issue appeared to be hav<strong>in</strong>genough time to implement new ideas <strong>and</strong> ways of do<strong>in</strong>g th<strong>in</strong>gs follow<strong>in</strong>gtra<strong>in</strong><strong>in</strong>g.Subject Specific Tra<strong>in</strong><strong>in</strong>g8.11 Respondents were fur<strong>the</strong>r asked whe<strong>the</strong>r <strong>the</strong>y had any tra<strong>in</strong><strong>in</strong>g dur<strong>in</strong>g<strong>the</strong> past year (Table 8.1). 64% of respondents reported <strong>the</strong>y had subjectspecific tra<strong>in</strong><strong>in</strong>g dur<strong>in</strong>g <strong>the</strong> past year. 73% reported <strong>the</strong>y had generaltra<strong>in</strong><strong>in</strong>g concern<strong>in</strong>g teach<strong>in</strong>g <strong>and</strong> learn<strong>in</strong>g approaches, 59% had tra<strong>in</strong><strong>in</strong>grelat<strong>in</strong>g to subject specific teach<strong>in</strong>g <strong>and</strong> learn<strong>in</strong>g approaches <strong>and</strong> 35%had management <strong>and</strong> leadership tra<strong>in</strong><strong>in</strong>g. 5% of respondents reported<strong>the</strong>y received no tra<strong>in</strong><strong>in</strong>g dur<strong>in</strong>g <strong>the</strong> past year.75