The 2007-2012 Strategy arises from a renewed commitment in the 21st century to teaching and learning for lifelong learning. Since 2004, LLUK has provided the strategic perspective for workforce planning in the sector. Its remit reflects government priorities for the reform of further education to meet the nation’s skills needs. The ‘professionalisation’ of the teaching workforce is central to this reform. But the Strategy extends wider than just a set of teaching qualifications. It supports the continuous development of everyone in the further education workforce, from recruitment to retirement. If learning providers in the further education sector are to succeed or survive, they need to be geared up to meet changing demands. Done well, workforce development results in motivated, skilled, diverse and outward-looking staff. The benefits are:

• Improved service to learners, employers and the community;
• Continuous improvement, quality assurance and raised standards;
• Improved staff morale, engagement, efficiency and effectiveness;
• Reduced absenteeism and staff turnover;
• Organisational flexibility, creativity and readiness for change;
• Positive working culture and reputation as a good employer;
• Competitiveness, market share, sustainability and profitability.

These benefits may seem obvious but making it happen is a particular challenge for you as a manager. You need to develop your own workforce to support a wide range of employers and learners in a complex and fast-changing economy.

The further education Workforce Strategy

The journey of the Strategy from vision to implementation is expressed as a set of priorities and themes which LLUK is responsible for overseeing. Other national bodies collect information, monitor quality or give advice on implementation. See how the priorities and themes fit together in this diagram.

National drivers in the Workforce Development Strategy

The challenge for the further education sector has led to a number of national drivers for workforce reform. In every section of this website there are 'tools' that offer practical approaches for workforce development and help you meet the requirements of national drivers that include:

• The overall vision – the Workforce Development Strategy itself
• Legislation or regulations that you need to comply with;
• Specialist guidance on skills and knowledge for particular roles or sectors;
• Guidelines and frameworks, designed to help you implement a strategy;
• Information and advice on effective practice and developments.