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.