Progress in Recruitment Sample Clauses

Progress in Recruitment. The University sustains a strong track record in recruiting under-represented students. • Our proportion of young full-time first degree students from state schools has remained well above location-adjusted benchmark. In 2015-16 95.9% of entrants came from state schools, well above our location-adjusted benchmark of 91.5%. • Recruitment of young full-time first degree students from low participation neighbourhoods in 2015-16 was 12.2% (location-adjusted benchmark 11.9%) • Recruitment of young full-time first degree students from NS-SEC 4-7 in 2015-16 was 30.8%. • Our proportion of mature full-time first degree entrants with no previous HE experience, and from low participation neighbourhoods, fell to 14.3% in 2015-16 from 23.3% in 2014-15. However, this is still in excess of the location-adjusted benchmark (12.9%). • Recruitment of full-time undergraduates in receipt of DSA continues to exceed benchmark (12.6% in 2015-16 compared to a benchmark figure of 7.1%). • Although the proportion of BME students is small (8.6%), the actual number of UK- domicile BME first degree students each year has risen from 276 in 2009-10 to 670 in 2015-16 (143% increase). We are working towards the national challenge of recruiting more BME students to teacher training programmes and our intake of BME teacher training students has risen from 5 in 2012-13 to 18 in 2015-16. • Our proportion of male and female students remains consistent year on year. In 2015-16, 33.6% of UK-domicile first degree students were male. The proportion of males is skewed by recruitment to initial teacher training for primary education. Along with the rest of the sector we aim to increase the intake of male students to initial teacher training, which stands at 14% for 2015-16.
Sample 1
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Progress in Recruitment. THE UNIVERSITY SUSTAINS A STRONG TRACK RECORD IN RECRUITING UNDER-REPRESENTED STUDENTS. • OUR PROPORTION OF YOUNG FULL-TIME FIRST DEGREE STUDENTS FROM STATE SCHOOLS HAS REMAINED WELL ABOVE LOCATION-ADJUSTED BENCHMARK. IN 2014-15 96.1% OF ENTRANTS CAME FROM STATE SCHOOLS, WELL ABOVE OUR LOCATION-ADJUSTED BENCHMARK OF 93.8%. • RECRUITMENT OF YOUNG FULL-TIME FIRST DEGREE STUDENTS FROM LOW PARTICIPATION NEIGHBOURHOODS IN 2014-15 WAS 11.6% (LOCATION-ADJUSTED BENCHMARK 11.7%) • RECRUITMENT OF YOUNG FULL-TIME FIRST DEGREE STUDENTS FROM NS-SEC 4-7 IN 2014-15 WAS 30.4%. THIS SLIPPED A LITTLE BELOW BENCHMARK, THOUGH REMAINS HIGHER THAN 5 YEARS AGO, WHEN IT WAS 29.9%. AS HESA WILL NOT BE PUBLISHING NS-SEC DATA AFTER 2016 WE ARE DISCONTINUING USE OF THIS MEASURE • OUR PROPORTION OF MATURE FIRST DEGREE ENTRANTS WITH NO PREVIOUS HE EXPERIENCE, AND FROM LOW PARTICIPATION NEIGHBOURHOODS, ROSE FROM 18.1% IN 2013- 14 TO 23.3% IN 2014-15 (SIGNIFICANTLY ABOVE LOCATION-ADJUSTED BENCHMARK OF 16.8%) • RECRUITMENT OF FULL-TIME UNDERGRADUATES IN RECEIPT OF DSA CONTINUES TO BE EXCEPTIONALLY STRONG, WITH RECRUITMENT AT 13.0% IN 2014-15 (BENCHMARK 7.2%) • ALTHOUGH THE PROPORTION OF BME STUDENTS IS SMALL (8.6%), THE ACTUAL NUMBER OF UK- DOMICILE BME FIRST DEGREE STUDENTS EACH YEAR HAS RISEN FROM 276 IN 2009-10 TO 611 IN 2014-15 (121% INCREASE). WE ARE WORKING TOWARDS THE NATIONAL CHALLENGE OF RECRUITING MORE BME STUDENTS TO TEACHER TRAINING PROGRAMMES AND OUR INTAKE OF BME TEACHER TRAINING STUDENTS HAS RISEN FROM 5 IN 2012-13 TO 18 IN 2015-16 • OUR PROPORTION OF MALE AND FEMALE STUDENTS REMAINS CONSISTENT YEAR ON YEAR. IN 2014/15 33.2% OF UK-DOMICILE FIRST DEGREE STUDENTS WERE MALE. THE PROPORTION OF MALES IS SKEWED BY RECRUITMENT TO INITIAL TEACHER TRAINING FOR PRIMARY EDUCATION. ALONG WITH THE REST OF THE SECTOR WE AIM TO INCREASE THE INTAKE OF MALE STUDENTS TO INITIAL TEACHER TRAINING, WHICH HAS REMAINED BETWEEN 58 AND 69 PER YEAR FOR THE PAST 5 YEARS
Sample 1

Related to Progress in Recruitment

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  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

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