Characteristics of the lifelong learning workforce Sample Clauses

Characteristics of the lifelong learning workforce. ‌‌ This section considers the characteristics of the individuals working within the lifelong learning sector in Wales. It begins by examining data from the Labour Force Survey, before considering additional evidence from constituency-specific sources. Detailed data tables drawn from the LFS (aggregate data for the year 2005) outlining key characteristics of the lifelong learning workforce (as covered by SIC codes) are provided in Annex C, tables C8–C11. The key findings for Wales are; • 53% of the workforce were female, 47% male (shown in figure 3.2) • 54% of the workforce were aged between 35–54 years. 31% of the workforce were aged under 35 (shown in figure 3.3). Wales had the youngest lifelong learning workforce of the home countries • in terms of ethnic origin, 97% were classified as ‘white’ (table C10) • 71% were known to be employed full-time (table C11) • 75% were known to be employed on a permanent basis, whilst 21% were known to be on temporary contracts (table C11).
Sample 1
AutoNDA by SimpleDocs
Characteristics of the lifelong learning workforce. This section considers the characteristics of the individuals working within the lifelong learning sector in Northern Ireland. It begins by examining data from the Labour Force Survey, before considering additional evidence from constituency-specific sources. Detailed data tables drawn from the LFS (aggregate data for the year 2005) outlining key characteristics of the lifelong learning workforce (as covered by SIC codes) are provided in Tables 3.3-3.6. Skills needs assessment for the lifelong learning sector Table 3.3: Gender, 2005 Northern Ireland Male 4,814 (30%) Female 11,367 (70%) Total 16,181 Source: Office for National Statistics, 2006a Aggregated data for 2005. Percentages shown represent percentages of column totals. Table 3.4: Age, 2005 Northern Ireland 16–24 915 (6%) 25–34 2,699 (17%) 35–44 3,989 (25%) 45–54 4,910 (30%) 55–64 3,353 (21%) 65+ 316 (2%) Total 16,181 Source: ibid. Aggregated data for 2005. Percentages shown represent percentages of column totals Table 3.5: Ethnicity, 2005 Northern Ireland White 15,801 (98%) Asian 0 (0%) Black 197 (1%) Mixed 0 (0%) Other 184 (1%) Total 16,181 Source: ibid. Aggregated data for 2005. Percentages shown represent percentages of column totals Table 3.6: Employment status, 2005 Northern Ireland Employee 15,507 (96%) Self-employed 445 (3%) Government scheme 229 (1%) Unpaid family worker 0 (0%) Full-time 11,059 (68%) Part-time 5,122 (32%) Temporary contract 3,493 (22%) Permanent contract 12,014 (74%) Total 16,181 Source: ibid. Aggregated data for 2005. Percentages shown represent percentages of column totals Skills needs assessment for the lifelong learning sector The key findings for Northern Ireland are; • 70% of the sector's workforce were female, the highest percentage of any home country. • 55 % of the sector’s workforce were aged between 35-54 years with 30% aged between 45–54 years. • in terms of ethnic origin, 98% were classified as ‘white’ • more than two-thirds (68%) were known to be employed full-time • nearly three quarters (74%) were known to be employed on a permanent basis, whilst 22% were known to be on temporary contracts Figure 3.1: Lifelong learning workforce gender by UK home country 100% 395,000 46,423 21,081 473,869 80% Female Male Percentage 11,367 60% 40% 275,536 4,814 34,103 18,814 333,267 20% 0% England Northern Ireland Scotland Country Wales Total Source: Labour Force Survey, aggregate data for 2005 Skills needs assessment for the lifelong learning sector Figure 3.2: Lifelong learn...
Sample 1
Characteristics of the lifelong learning workforce. This section considers the characteristics of the individuals working within the lifelong learning sector. It begins by examining data from the Labour Force Survey, before considering additional evidence from constituency-specific sources. Detailed data tables drawn from the LFS (aggregate data for the year 2005) outlining key characteristics of the lifelong learning workforce (as covered by SIC codes) are provided in Annex C, tables C1–C4. The key findings, with distinctive variations between the different UK home countries, are that: • the majority of the sector workforce was female, with this gender bias being most pronounced in Northern Ireland (70%), compared with England (59%), Scotland (58%) and Wales (53%) (shown in figure 3.1 and table C1) • over half (55%) were aged between 35–54 years. Scotland had the highest percentage of those aged 45–54 years (35%), compared with Northern Ireland (30%), Wales (29%) and England (28%); whilst Wales had the highest percentage aged 25–34 (22%), compared with England (18%), Northern Ireland (17%) and Scotland (14%) (shown in figure 3.2 and table C2) • in terms of ethnic origin, 92% were classified as ‘white’ (table C3) • just under two-thirds (65%) were known to be employed full-time (table C4) • more than three quarters (77%) were known to be employed on a permanent basis, whilst 16% were known to be on temporary contracts (table C4).
Sample 1
Characteristics of the lifelong learning workforce. ‌ This section moves on to consider the characteristics of the individuals working within the lifelong learning sector. The key findings, with distinctive variations between the different UK countries, are that: • the majority of the sector workforce was female, with this gender bias being most pronounced in Northern Ireland (70%), compared with England – 59%, Scotland – 58% and Wales – 53%. • over half (55%) were aged between 35-54 years. Scotland had the highest percentage, who were aged 45-54 years (35%), compared with Northern Ireland – 30%, Wales – 29% and England – 28%, whilst Wales had the highest percentage aged 25-34 (22%), compared with England – 18%, Northern Ireland – 17% and Scotland – 14%. • in terms of ethnic origin, 92% were classified as ‘white’. • just under two-thirds (65%) were known to be employed full-time. • more than three quarters (77%) were known to be employed on a permanent basis, whilst 16% were known to be on temporary contracts. 52% of employment in lifelong learning was made up of professional occupations - compared with only 8% in the economy as a whole. (LFS, 2005) Drawing on the occupational profile data from the LFS highlights the importance of professional occupations within the sector, equating to 52% of those employed. This was considerably higher than the proportion in other groups such as: other parts of education (48%); health and social work (11%); the public sector as a whole (11%); and the economy as a whole (8%). Associate professional and technical occupations (15%) and administrative and secretarial occupations (14%) were the next most common occupational groups. The concentration of professional occupations was particularly evident within Northern Ireland, where they comprised 66% of lifelong learning employment, compared with Wales – 57%, England – 52% and Scotland – 47%. In contrast, Scotland had a higher proportion of lifelong learning employment classified within the ‘associate professional and technical’ category (18%), compared with the other UK countries (each 14%). Similarly, comparing English regional variations revealed that the proportion of employment in professional occupations was highest in London (58%) and lowest in the East Midlands (46%) and the North East (47%). Again, providing some degree of balance, the East Midlands had the highest proportion of managers and senior officials (11%) of any region, whilst the North East had a high proportion of associate professional and technical occupat...
Sample 1
Characteristics of the lifelong learning workforce. This section considers the characteristics of the individuals working within the lifelong learning sector in Scotland. It begins by examining data from the Labour Force Survey, before considering additional evidence from constituency-specific sources. Detailed data tables drawn from the LFS (aggregate data for the year 2005) outlining key characteristics of the lifelong learning workforce (as covered by SIC codes) are provided in Tables 3.3 – 3.6. Table 3.3: Gender, 2005 Scotland Male 34,103 (42%) Female 46,423 (58%) Total 80,526 Source: Office for National Statistics, 2006 Aggregated data for 2005 Percentages shown represent percentages of column totals. Table 3.4: Age, 2005 Scotland 16–24 5,246 (7%) 25–34 11,615 (14%) 35–44 20,712 (26%) 45–54 28,301 (35%) 55–64 12,672 (16%) 65+ 1,980 (2%) Total 80,526 Source: ibid. Aggregated data for 2005 Percentages shown represent percentages of column totals Table 3.5: Ethnicity, 2005 Scotland White 79,186 (98%) Asian 755 (1%) Black 104 (<1%) Mixed 0 (0%) Other 479 (1%) Total 80,525 Source: ibid. Aggregated data for 2005 Percentages shown represent percentages of column totals Table 3.6: Employment status, 2005 Scotland Employee 76,446 (95%) Self-employed 3,875 (5%) Government scheme 0 (0%) Unpaid family worker 204 (<1%) Full-time 54,977 (68%) Part-time 25,548 (32%) Temporary contract 13,138 (16%) Permanent contract 63,307 (79%) Total 80,525 Source: ibid. Aggregated data for 2005 Percentages shown represent percentages of column totals within each section The key findings are; • 58% of the sector's workforce were female, 42% male. • 21% of the sector’s workforce were under 35 years, 61% was in the 35–54 years age group. • in terms of ethnic origin, 98% were classified as ‘white’ • more than two-thirds (68%) were known to be employed full-time • nearly four fifths (79%) were known to be employed on a permanent basis, whilst 16% were known to be on temporary contracts
Sample 1

Related to Characteristics of the lifelong learning workforce

  • Characteristics of the level (a) A person employed as a Social and community services employee level 6 will operate under limited direction from senior employees or management and undertake a range of functions for which operational policies, practices and guidelines may need to be developed.

  • CHARACTERISTICS OF THE ACADEMY 10) The characteristics of the Academy set down in Section 1(6) of the Academies Act 2010, are that:

  • Non-Grievability No dispute over a claim for any benefits extended by this Health and Welfare Fund shall be subject to the grievance procedure.

  • Characteristics The Initial Contracts have the following characteristics: (i) all the Contracts are secured by Motorcycles; (ii) no Initial Contract has a remaining maturity of more than 84 months; and (iii) the final scheduled payment on the Initial Contract with the latest maturity is due not later than June 2014. Approximately 77.89% of the Principal Balance of the Initial Contracts as of the Initial Cutoff Date is attributable to loans for purchases of new Motorcycles and approximately 22.11% is attributable to loans for purchases of used Motorcycles. No Initial Contract was originated after the Initial Cutoff Date. No Initial Contract has a Contract Rate less than 3.989%. The last scheduled payment date of the Contracts (including any Subsequent Contracts) is due not later than September 2014. Approximately 98.98% of the Principal Balance of the Initial Contracts as of the Initial Cutoff Date is attributable to loans to purchase Motorcycles manufactured by Harley-Davidson or Buell and approximately 1.02% of the Principal Balance of the Initial Contracts as of the Initial Cutoff Date is attributable to loans to purchase Motorcycles not manufactured by Harley-Davidson or Buell.

  • Technical Characteristics The Participating Generator has provided to the CAISO in Schedule 1 the required information regarding the capacity and operating characteristics of each of the Generating Units listed in that schedule. Pursuant to Sections 8.9 and 8.10 of the CAISO Tariff, the CAISO may verify, inspect and test the capacity and operating characteristics provided in Schedule 1.

  • Additional Service Characteristics 3.12 The technical specification of the Bitstream 2a Service is set out in Appendix B.

  • Aggravating and Mitigating Factors The penalties in this matter were determined in consideration of all relevant circumstances, including statutory factors as described in CARB’s Enforcement Policy. CARB considered whether the violator came into compliance quickly and cooperated with the investigation; the extent of harm to public health, safety and welfare; nature and persistence of the violation, including the magnitude of the excess emissions; compliance history; preventative efforts taken; innovative nature and the magnitude of the effort required to comply, and the accuracy, reproducibility, and repeatability of the available test methods; efforts to attain, or provide for, compliance prior to violation; action taken to mitigate the violation; financial burden to the violator; and voluntary disclosure. The penalties are set at levels sufficient to deter violations, to remove any economic benefit or unfair advantage from noncompliance, to obtain swift compliance, and the potential costs, risks, and uncertainty associated with litigation. Penalties in future cases might be smaller or larger depending on the unique circumstances of the case.

  • Technical and Organizational Measures The following sections define SAP’s current technical and organizational measures. SAP may change these at any time without notice so long as it maintains a comparable or better level of security. Individual measures may be replaced by new measures that serve the same purpose without diminishing the security level protecting Personal Data.

  • Professional Learning A. School-based Professional Learning

  • SAFEGUARDING CHILDREN AND VULNERABLE ADULTS 8.1 The Service Provider will have ultimate responsibility for the management and control of any Regulated Activity provided under this agreement and for the purposes of the Safeguarding Vulnerable Groups Xxx 0000.

Time is Money Join Law Insider Premium to draft better contracts faster.