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Resource management

    Extending working lives in the further education and skills sector

    import-pdf:17293

    This resource is intended to help FE and skills sector organisations to develop and implement effective age management strategy, taking account of the changing profile of the labour force, falling standards of living for people over 50, the removal of the default retirement age and the particular trends and age profile within the further education and skills sector. As well as exploring the issues, the resource includes tips on addressing age bias, a self-assessment checklist to aid identification of potential issues, and a summary of other useful resources for employers.

    Stoke on Trent College: Working without a fixed retirement age

    import-pdf:17286

    This project focused on retaining older workers as part of the college's strategic workforce and succession planning. Working with trade unions and the board of governors, the college removed the requirement for permanent staff to retire at the default retirement age and agreed flexible working arrangements with individuals wishing to continue working. Succession planning strategies were put in place to strengthen internal capacity and ensure continuity when members of staff retire. As a result the college has retained knowledge and skills in key areas and older workers feel valued.

    Grantham College: Working without a fixed retirement age

    import-pdf:17284

    This project focused on Grantham College's early experience of removing the fixed retirement age. The college's approach has been to improve strategic workforce planning and management; implement a policy review and policy change; introduce a ‘capability procedure’ to the performance management process; and improve communications to line managers. Impacts have included increased workforce flexibility; increased age diversity; retention of key workers who would otherwise have left; and an increase in the number of older workers.

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