Abstract copyright UK Data Service and data collection copyright owner.

The Skills Survey is a series of nationally representative sample surveys of individuals in employment aged 20-60 years old (since 2006, the surveys have additionally sampled those aged 61-65). The surveys aim to investigate the employed workforce in Great Britain. Although they were not originally planned as part of a series and had different funding sources and objectives, continuity in questionnaire design has meant the surveys now provide a unique, national representative picture of change in British workplaces as reported by individual job holders. This allows analysts to examine how various aspects of job quality and skill levels have changed over 30 years.The first surveys in the series were carried out in 1986 and 1992. These surveys also form part of this integrated data series, and are known as the Social Change and Economic Life Initiative (SCELI) and Employment in Britain (EIB) studies respectively.

The 1997 survey was the first to collect primarily data on skills using the job requirements approach. This focused on collecting data on objective indicators of job skill as reported by respondents. The 2001 survey assessed how much had changed between the two surveys and a third survey in 2006 enhanced the time series data, while providing a resource for analysing skill and job requirements in the British economy at that time. The 2012 survey aimed to again add to the time series data and, coinciding as it did with a period of economic recession, to provide insight into whether workers in Britain felt under additional pressure/demand from employers as a result of redundancies and cut backs. In addition, a series dataset, covering 1986, 1992, 1997, 2001, 2006 and 2012 is also available . A follow-up to the 2012 survey was conducted in 2014, revisiting respondents who had agreed to be interviewed again. The 2017 survey was the seventh in the series, designed to examine to what extent pressures had continued as a result of austerity and economic uncertainties triggered, for example, by Brexit as well as examining additional issues such as productivity, fairness at work and the retirement intentions of older workers.

Each survey comprises a large number of respondents: 4,047 in the 1986 survey; 3,855 in 1992; 2,467 in 1997; 4,470 in 2001; 7,787 in 2006; 3,200 in 2012; and 3,306 in 2017.

The Skills and Employment Survey 2012: Follow-up Survey, 2014 (SES2012_R) is a longitudinal follow-up survey from a re-interviewed sample of respondents to the SES2012(SN 7466). SES2012 objectives included the comparison of key aspects of workers' experiences of their jobs with past patterns and to provide insights into how the British workforce felt the direct aftermath of the Great Recession.

From 2,497 respondents in SES2012 who agreed to be re-interviewed, 1,108 follow-up interviews were completed approximately two years after the baseline, in the period from January-August 2014. SES2012_R's purpose was to analyse change in key work-related items at the level of individuals since the baseline. The questionnaire follows up on job classification and skills, detailed nature of the job, ICT usage on the job, the organisation working for, the job since the baseline interview, training since the baseline, well-being at work, and basic time-variant demographic characteristics.

Further information is available from the Skills and Employment Survey 2012 webpage and the Project 2.5 Good Jobs, Bad Jobs: A Longitudinal Analysis webpage.


Main Topics:

The deposited data file combines data from the follow-up interviews in 2014 with information from the baseline in 2012 (SES2012, SN 7466). It comprises of items that were collected both at the baseline and at the follow-up, a selection of derived variables to ease analysis and time-invariant individual information from the baseline that were not asked again at follow-up. Apart from a few exceptions that are documented in the available list of variables, item non-response due to refusal or 'don't knows' have been allocated unique values.

Abstract

The STEP (Skills Toward Employment and Productivity) Skills Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries.

The uniquely designed modules in the Employer survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment, occupational breakdown), performance (revenues, wages and other costs, profits, scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed. An additional component of the survey conducted in Vietnam is a module on innovation designed to capture the characteristics of Research & Development (including factors related to product development and capacity building).

The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

Geographic coverage

Capital Hanoi and other urban areas

Analysis unit

The units of analysis are establishments or workplaces – a single location at which one or more employees work. The larger legal entity may include multiple establishments.

Universe

The universe of the study are formal sector non-government enterprise workplaces included in the General Statistics Office Vietnam enterprise census 2009 and informal sector firms registered with provincial Departments of Planning and Investment (DPIs)

Kind of data

Sample survey data [ssd]

Sampling procedure

The sampling objective of the survey was to obtain interviews from 400 non-government enterprise workplaces in the capital and urban regions of Vietnam.

Two-stage stratified random sampling was used in the survey. A list of businesses registered with the General Statistics Office Vietnam enterprise census 2009 served as the sampling frame for formal sector. Informal sector firms were drawn from a sample created using data from the Departments of Planning and Investment (DPIs).

Detailed information about the sampling is available in the Vietnam Survey Implementation and Findings Report and Vietnam Employer Survey Weighting Procedure, provided as an external resource.

Mode of data collection

Face-to-face [f2f]

Research instrument

The Questionnaire for the Vietnam STEP Employer Survey consists of six modules: Section 1 – Work Force Section 2 – Skills Used Section 3 – Hiring Practices Section 4 – Training and Compensation Section 5 – Background Section 6 - Innovation

It has been provided as an external resource.

In the case of Vietnam, the questionnaire was adapted to the Vietnamese context and published in English and Vietnamese.

Cleaning operations

STEP Data Management Process:

1) Raw data is sent by the survey firm.

2) The World Bank (WB) STEP team runs data checks on the Questionnaire data. Comments and questions are sent back to the survey firm.

3) The survey firm reviews comments and questions. When a data entry error is identified, the survey firm corrects the data.

4) The WB STEP team again check to make sure the data files are clean. This might require additional iterations with the survey firm.

5) Once the data has been checked and cleaned, the WB STEP team computes the weights. Weights are computed by the STEP team to ensure consistency across sampling methodologies.

Response rate

An overall response rate of 63.8% was achieved in Vietnam STEP Survey. Detailed distribution of responses by stratum can be found in the Vietnam Employer Survey Weighting Procedure (Table 6), available as an external resource.

Abstract copyright UK Data Service and data collection copyright owner.

The Skills Survey is a series of nationally representative sample surveys of individuals in employment aged 20-60 years old (since 2006, the surveys have additionally sampled those aged 61-65). The surveys aim to investigate the employed workforce in Great Britain. Although they were not originally planned as part of a series and had different funding sources and objectives, continuity in questionnaire design has meant the surveys now provide a unique, national representative picture of change in British workplaces as reported by individual job holders. This allows analysts to examine how various aspects of job quality and skill levels have changed over 30 years.The first surveys in the series were carried out in 1986 and 1992. These surveys also form part of this integrated data series, and are known as the Social Change and Economic Life Initiative (SCELI) and Employment in Britain (EIB) studies respectively.

The 1997 survey was the first to collect primarily data on skills using the job requirements approach. This focused on collecting data on objective indicators of job skill as reported by respondents. The 2001 survey assessed how much had changed between the two surveys and a third survey in 2006 enhanced the time series data, while providing a resource for analysing skill and job requirements in the British economy at that time. The 2012 survey aimed to again add to the time series data and, coinciding as it did with a period of economic recession, to provide insight into whether workers in Britain felt under additional pressure/demand from employers as a result of redundancies and cut backs. In addition, a series dataset, covering 1986, 1992, 1997, 2001, 2006 and 2012 is also available . A follow-up to the 2012 survey was conducted in 2014, revisiting respondents who had agreed to be interviewed again. The 2017 survey was the seventh in the series, designed to examine to what extent pressures had continued as a result of austerity and economic uncertainties triggered, for example, by Brexit as well as examining additional issues such as productivity, fairness at work and the retirement intentions of older workers.

Each survey comprises a large number of respondents: 4,047 in the 1986 survey; 3,855 in 1992; 2,467 in 1997; 4,470 in 2001; 7,787 in 2006; 3,200 in 2012; and 3,306 in 2017.

The project to carry out the 2017 survey was funded by the Economic and Social Research Council (ESRC), Cardiff University and the Department for Education with funding from the Welsh Government to boost the sample in Wales (ES/P005292/1).

The four specific objectives for SES2017, stemming from the overarching aim (to provide data on the skills and employment experiences of working life in Britain in 2017) were as follows:

1. To chart the level and distribution of, and changes to, some of the key drivers of productivity such as work organisation, job-related well-being, the skills requirements of jobs, and the incidence, volume and quality of training and learning.
2. To describe and analyse the level and distribution of key aspects of job quality in 2017 – such as employee involvement, work intensity, insecurity and well-being at work – and make comparisons with earlier data points in the series.
3. To use the data to develop distinctive, original and substantive contributions to scholarship surrounding job quality and job skill, and the connections these aspects of work have with productivity and innovation.
4. To make the data available and provide the necessary documentary material to allow further analyses by academic and policy-based researchers in the field of skills and job quality.

Further information may be found on the Cardiff University Skills and Employment Survey 2017 and How Good is My Job websites.

A Special Licence Access version of the SES2017 is available under SN 8580, subject to more restrictive access conditions. It contains more detailed geographical information, covering Travel To Work Areas (TTWA). Users are advised to download this version, SN 8581, to see if it is suitable for their requirements before making an application for the Special Licence version.

Main Topics:

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries. The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed. The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries. The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed.The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

Abstract

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries.

The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed.

The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

Geographic coverage

Capital Tbilisi and other urban areas with the exclusion of Abkhazia and South Ossetia

Analysis unit

The units of analysis are establishments and workplaces – a single location at which one or more employees work. The larger legal entity may include multiple establishments.

Universe

The universe of the study are non-government enterprise workplaces registered with the Georgia State Department of Statistics with at least twenty employees in the following sectors: tourism, construction and IT and telecommunication.

Kind of data

Sample survey data [ssd]

Sampling procedure

The sampling objective of the survey was to obtain interviews from 400 non-government enterprise workplaces in the capital and urban regions of Georgia. Firms with less than 20 employees were excluded from the target population.

Two-stage stratified random sampling was used in the survey. A list of businesses registered with the Georgia State Department of Statistics served as the sampling frame.

Detailed information about the sampling is available in the Georgia Employer Survey Design planning Report and Georgia Employer Survey Weighting Procedure, provided as an external resource.

Mode of data collection

Face-to-face [f2f]

Research instrument

The Questionnaire for the STEP Employer Survey consists of five modules: Section 1 – Work Force Section 2 – Skills Used Section 3 – Hiring Practices Section 4 – Training and Compensation Section 5 – Background

It has been provided as an external resource.

In the case of Georgia, the questionnaire was adapted to the Georgian context and published in English and Georgian.

Cleaning operations

STEP Data Management Process:

1) Raw data is sent by the survey firm.

2) The World Bank (WB) STEP team runs data checks on the Questionnaire data. Comments and questions are sent back to the survey firm.

3) The survey firm reviews comments and questions. When a data entry error is identified, the survey firm corrects the data.

4) The WB STEP team again check to make sure the data files are clean. This might require additional iterations with the survey firm.

5) Once the data has been checked and cleaned, the WB STEP team computes the weights. Weights are computed by the STEP team to ensure consistency across sampling methodologies.

Response rate

An overall response rate of 53.6% was achieved in Georgia STEP Survey. Detailed distribution of responses by stratum can be found in the Georgia Employer Survey Weighting Procedure (Table 3), available as an external resource.

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries. The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed. The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

Abstract

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries.

The uniquely designed modules in the Employer survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment, occupational breakdown), performance (revenues, wages and other costs, profits, scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed.

The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

Geographic coverage

Capital Baku and other urban areas

Analysis unit

The units of analysis are establishments or workplaces – a single location at which one or more employees work. The larger legal entity may include multiple establishments.

Universe

The universe of the study are non-government enterprise workplaces registered with the Azeri Statistical Office 2013 with at least five employees excluding the following sectors: land, water and air transportation, wood processing, pulp and paper, tobacco manufacturing and recycling.

Kind of data

Sample survey data [ssd]

Sampling procedure

The sampling objective of the survey was to obtain interviews from 400 non-government enterprise workplaces in the capital and urban regions of Azerbaijan. Firms with less than 5 employees were excluded from the target population.

Two-stage stratified random sampling was used in the survey. A list of businesses registered with the Azeri Statistical Office and updated by the World Bank (WB) Enterprise Survey Team in 2013 served as the sampling frame.

Detailed information about the sampling is available in the Azerbaijan Employer Survey Design planning Report and Azerbaijan Employer Survey Weighting Procedure, provided as an external resource.

Mode of data collection

Face-to-face [f2f]

Research instrument

The Questionnaire for the STEP Employer Survey consists of five modules: Section 1 – Work Force Section 2 – Skills Used Section 3 – Hiring Practices Section 4 – Training and Compensation Section 5 – Background

It has been provided as an external resource.

In the case of Azerbaijan, the questionnaire was adapted to the Azerbaijani context and published in English and Azerbaijani.

Cleaning operations

STEP Data Management Process:

1) Raw data is sent by the survey firm.

2) The WB STEP team runs data checks on the Questionnaire data. Comments and questions are sent back to the survey firm.

3) The survey firm reviews comments and questions. When a data entry error is identified, the survey firm corrects the data.

4) The WB STEP team again check to make sure the data files are clean. This might require additional iterations with the survey firm.

5) Once the data has been checked and cleaned, the WB STEP team computes the weights. Weights are computed by the STEP team to ensure consistency across sampling methodologies.

Response rate

An overall response rate of 20.3% was achieved in Azerbaijan STEP Survey. Detailed distribution of responses by stratum can be found in the Azerbaijan Employer Survey Weighting Procedure (Table 3), available as an external resource.

The data set includes information on the following topics:

1. Current occupation
2. Working hours and place of work
3. Activities performed (19 indicators), key qualifications (6 indicators)
4. Occupational requirements (level of demands, over-deman

Abstract

Initiated in 2003, the BITS is a modular survey that integrates the data requirements on employment, industrial relations, occupational injuries and diseases and labor cost that used to be collected by the BLES through independent surveys such as Survey on Specific Groups of Workers (SSGW), Employment, Hours and Earnings Survey (EHES), Industrial Relations at the Workplace Survey (IRWS), Occupational Injuries Survey (OIS) and Labor Cost Survey (LCS). Each round of the BITS covers different aspects of employment and establishment practices. The inquiry on occupational injuries and diseases is a regular feature while that on labor cost is undertaken on a less frequent basis.

The main objective of this survey is to generate an integrated data set on employment of specific groups of workers, occupational shortages and surpluses, safety and health practices, occupational injuries and diseases and labor cost of employees. These data are inputs to studies on industry trends and practices and serve as bases for the formulation of policies on employment, conditions of work and industrial relations. To some extent, the survey results will also be used to assess the progress of decent work in the country.

Note: Refer to Field Operations Manual, Chapter 2.1

Geographic coverage

National coverage, 17 administrative regions

Analysis unit

The statistical unit is the establishment. Each unit is classified to an industry that reflects its main economic activity---the activity that contributes the biggest or major portion of the gross income or revenues of the establishment.

Note: Refer to Field Operations Manual, Chapter 2.5.1

Universe

The BITS covers establishments in 65 non-agricultural industries with an average total employment of at least 20 persons. The following industries are excluded from the survey: Agriculture, Hunting and Forestry; Fishing; National Postal Activties; Central Banking; Public Administration and Defense and Compulsory Social Security (e.g., DOLE, PNP, SSS, GSIS); Public Education Services; Public Medical, Dental and Other Health Services; Activities of Membership Organizations, n.e.c. (e.g., ECOP, TUCP); Extra-Territorial Organizations and Bodies (e.g., ILO, UNDP).

Note: Refer to Field Operations Manual, 2008 Occupational Wages Survey and 2007/2008 BLES Integrated Survey Chapter 2.4

Kind of data

Sample survey data [ssd]

Sampling procedure

Statistical Unit: The establishment is the statistical or enumeration unit. Each unit is classified in an industry that reflects its main economic activity---the activity that contributes the biggest or major portion of the gross income or revenues of the establishment.

Sampling Frame: The 2008 BLES Survey Sampling Frame (SSF2008) is an integrated list of establishments culled from the 2006 List of Establishments of the National Statistics Office; and updated 2006 BLES Sampling Frame based on the status of establishments reported in the 2006 BLES Integrated Survey and 2006 Occupational Wages Survey. Lists of Establishments from the Department of Trade and Industry (DTI) and Philippine Chamber of Commerce and Industries (PCCI) were also considered in preparing the 2008 frame.

Stratification Scheme: Establishments in the sampling frame were stratified by 3-digit industry (domain) and by employment size (stratum), i.e., 20-99, 100-199 and 200 and over. However, industries observed to be heterogeneous within their 3-digit classification were further broken down at the 4, 5 or 6-digit levels. Geographical location was not considered in the stratification to allow for detailed industry groupings.

Sample Size: The number of establishment covered was 6,460.

Note: Refer to Field Operations Manual, Chapter 2.5

Sampling deviation

Not all of the fielded questionnaires are accomplished. Due to the inadequacy of the frame used , there are reports of permanent closures, non-location, duplicate listing and shifts in industry and employment outside the survey coverage. Establishments that fall in these categories are not eligible elements of the frame and their count is not considered in the estimation. Non-respondents are made up of refusals, strikes or temporary closures and those establishments whose questionnaires contain inconsistent item responses and have not replied to the verification queries by the time output table generation commences. Respondents are post-stratified as to geographic, industry and employment size classifications. Non-respondents are retained in their classifications.

Note: Refer to Survey Metadata

Mode of data collection

Other [oth], mixed method: self-accomplished, mailed and face-to-face

Research instrument

The survey questionnaire has been designed to capture the key data requirements on labor statistics from establishments that used to be collected in previous surveys of the BLES.

Cover Page This contains the address box, contact particulars for assistance, spaces for changes in the name and location of sample establishment and for head office information in case the questionnaire is endorsed to it and status codes of the establishment to be accomplished by BLES and its field personnel.

Survey Information This contains the survey objectives and uses of the data, confidentiality clause, collection authority, authorized field personnel, coverage, reference periods, due date for accomplishment and expected date when the results of the 2007/2008 BITS would be available.

Part I: General Information This portion inquires on: · main economic activity · major products/goods or services · establishment characteristics as to ownership · unionism and membership, and existence and coverage of collective bargaining agreement/s · participation in global production network · type of market for business process outsourcing

Part II: Employment This section requires data on total employment and its breakdown into working owners, unpaid workers and employees (managers/executives, supervisors/foremen and rank and file: regular and non-regular workers). It also looks into the employment of specific groups of workers, number of agency-hired workers and the types of jobs contracted out.

Part III: Occupational Shortages and Surpluses This portion inquires on the number of job vacancies, hard-to-fill occupations, difficulties encountered in recruitment, requirements in filling-up of job vacancies, vacant positions that are easy to fill, methods adapted in filling-up of vacancy, total recruitment cost and methods used in rating the applicants in terms of acquired traits.

Part IV: Safety and Health Practices This part inquires on the safety and health practices of persons at work, as well as on the protection of other individuals against risk to their safety and health in connection with or as affected by activities of persons at work. The safety and health practices may be in the form of facilities, occupational health programs/services, preventive and control measures, trainings and seminars.

Part V: Occupational Injuries and Diseases This inquires on the incidence of occupational accidents, cases of occupational injuries and lost workdays by incapacity for work (fatal, permanent, temporary), cases without lost workdays, cases of occupational diseases, incidence of commuting accidents, workers injured and hours actually worked by all employed persons. It also inquires on the classifications (type, part of body injured, cause and agent) of the occupational injury cases.

Part VI: Labor Cost of Employees This section requires data on the reference period if other than the calendar year, labor cost by component and sub-components, hours actually worked by all employees (including instructions on how to estimate) and the percent share of labor cost to total cost.

Part VII: Certification This portion is provided for the respondent's name/signature, position, telephone no., fax no. and e-mail address and time spent in answering the questionnaire.

Appropriate spaces are also provided to elicit comments on: · data provided for the 2007/2008 BITS questionnaire · statistics from previous BITS · presentation/packaging, particularly on the definition of terms, layout, font and color.

Part VIII: Survey Personnel This portion is for the particulars of the enumerators and area/regional supervisors and reviewers at the BLES and DOLE Regional Offices involved in the data collection and review of questionnaire entries.

Results of the previous BITS The results/statistics of the previous BITS are for information of the establishment. More of the results can be obtained from the BLES Website at http://www.bles.dole.gov.ph.

Note: Refer to BLES Integrated Survey Questionnaire

Cleaning operations

Data are manually and electronically processed. Upon collection of accomplished questionnaires, enumerators perform field editing before leaving the establishments to ensure completeness, consistency and reasonableness of entries in accordance with the field operations manual. The forms are again checked for data consistency and completeness by their field supervisors.

The BLES personnel undertake the final review, coding of information on classifications used, data entry and validation and scrutiny of aggregated results for coherence. Questionnaires with incomplete or inconsistent entries are returned to the establishments for verification, personally or through mail.

Microsoft Access is used for data encoding and generation of validation prooflists. After checking accuracy of encoding based on the prooflists, a conversion program using SPSS is executed to generate output tables.

Note: Refer to

The survey studied organisational practices, organisational change, job characteristics, workplace relations and well-being at work in Finland from the employee perspective. The contents of the survey were influenced by the MEADOW (Measuring the Dynamics of Organisations and Work) tool created to collect data on change at work and in organisations at the European level, both from employers and employees. Another influence were the national MEADOW surveys in Sweden, Norway and Denmark. This dataset forms the Finnish employee-level MEADOW survey. However, the Finnish survey also includes some national questions. Data were collected from employees of the private and public sector organisations that had participated in the employer survey. Both employer (FSD2955) and employee (FSD2954) surveys have been archived and the data can be combined using the organisation number variable. First, the respondents were asked whether they still worked at the organisation in question and what their job was. Job characteristics were charted with questions on work contract, working hours, use of foreign languages at work, supervisory or management responsibilities, presence and nature of group or team work, team member influence. The respondents were asked to evaluate their workplace regarding a number of aspects, for instance, enthusiasm, competence, employee well-being, management, utilisation of staff ideas. Assistance received from supervisor, co-workers or clients in difficult or overload situations, targets set for the job, achieving these targets, and working to tight deadlines or at speed were charted. Further questions investigated how often the respondents worked at home, or worked or were contacted outside normal office hours. Changes in work organisation were studied with questions on what kind of changes had been done in the organisation in the past two years, including changes in task division, organisational structure, working methods or systems, whether these changes had had impact on the respondent's work tasks, job security, career, meaningfulness of job, workload or pay. The necessity of these changes and R's satisfaction with involvement in the change process were charted. Possibility to participate in decision-making regarding own duties, and performance appraisal and its consequences were studied as well as own image of and pride in the work. Other topics included level of educational achievement or prior work experience required for the job, requirements regarding learning new things, helping others with advice, participation in improving own work or developing new products or services, participation in training or education paid by the employer, and sufficiency of training regarding work duties. Working time questions investigated working time arrangements, shift work, own influence over shifts, and unpaid and paid overtime. Employment security was charted by asking about likelihood of losing the job. Satisfaction with working time arrangements, job security and pay as well as what kind of changes had happened in staff numbers in the past two years were studied. Finally, employee well-being was investigated with questions on positive feelings about work, overall job satisfaction, feelings of stress, days of absence, and self-perceived work capability. Background variable included R's gender, age, household composition, highest level of education attained, number of years in paid work after full-time study, pay type and level, and occupation.

Abstract

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries.

The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed.

The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

Geographic coverage

Capital Prishtina and other urban areas.

Analysis unit

The units of analysis are establishments or workplaces - a single location at which one or more employees work. The larger legal entity may include multiple establishments. The firms on the list will have been randomly chosen, with probability proportional to the number of employees in the firm.

Universe

The universe of the study are non-government businesses registered with Kosovo Agency of Statistics (ASK) from 2015, and a complementary frame of Serb enterprises in Northern Kosovo which was obtained independently. Firms with at least five employees were selected from the following sectors: Manufacturing, Trade and Other Services.

Kind of data

Sample survey data [ssd]

Sampling procedure

The sampling objective of the survey was to obtain interviews from 500 non-government enterprise workplaces in the capital and urban regions of Kosovo. Firms with less than five employees were excluded from the target population.

Two-stage stratified random sampling was used in the survey. A list of businesses registered with the Kosovo Agency of Statistics (ASK) from 2015, and a complementary frame of Serb enterprises in Northern Kosovo which was obtained independently, both served as the sampling frame.

Detailed information about sampling is available in the Kosovo Employer Survey Design Planning Report and Kosovo Employer Survey Weighting Procedure, provided as Related Material.

Mode of data collection

Face-to-face [f2f]

Research instrument

The Questionnaire for the STEP Employer Survey consists of five modules:

Section 1 - Work Force Section 2 - Skills Used Section 3 - Hiring Practices Section 4 - Training and Compensation Section 5 - Background

In the case of Kosovo the questionnaire was adapted to the Kosovo context and published in English, Albanian and Serbian. It has been provided as Related Material.

Cleaning operations

STEP Data Management Process:

1) Raw data is sent by the survey firm

2) The World Bank (WB) STEP team runs data checks on the Questionnaire data. Comments and questions are sent back to the survey firm.

3) The survey firm reviews comments and questions. When a data entry error is identified, the survey firm corrects the data.

4) The WB STEP team again check to make sure the data files are clean. This might require additional iterations with the survey firm.

5) Once the data has been checked and cleaned, the WB STEP team computes the weights. Weights are computed by the STEP team to ensure consistency across sampling methodologies.

Response rate

An overall response rate of 74% was achieved in Kosovo STEP Survey. Detailed distribution of responses by stratum can be found in the document Kosovo Employer Survey Weighting Procedure, available as Related Material.

Please note that the National Graduates Survey (NGS) 2013, class of 2009-2010 was conducted three years after graduation, whereas previous National Graduate Surveys were conducted two years after graduation. While information on graduates at the time of graduation is comparable across cycles, information on graduate’s activities at the time of the interview are not directly comparable. For example, labour market outcomes and debt repayment pertain to status three years after graduation for the NGS 2013 compared to two years after graduation for other cycles of NGS. This survey was designed to determine such factors as: the extent to which graduates of postsecondary programs had been successful in obtaining employment since graduation; the relationship between the graduates' programs of study and the employment subsequently obtained; the graduates' job and career satisfaction; the rates of under-employment and unemployment; the type of employment obtained related to career expectations and qualification requirements; and the influence of postsecondary education on occupational achievement.

The availability of key industry talents is one of the crucial factors for the development of an industry. For a country as a whole, industries with promising prospects or significant impacts on the national economy will not only require substantial national resources but their success or failure will also affect the economic growth in the coming years. Therefore, investing resources to promote the development of professional talents in the industry will be a key factor in industry growth. Therefore, understanding the domestic talent needs is essential for effectively assessing whether the existing talent can support industry growth and assisting the government in allocating talent development resources to key occupations that are lacking domestically. In order to provide the public and relevant agencies with information on the professional talent needs of the information service industry, the Industrial Development Bureau of the Ministry of Economic Affairs has established the "Information Service Industry Professional Talent Needs Survey" dataset, providing convenient access to the 2015-2017 information service industry professional talent needs survey report information.

Abstract

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries.

The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed.

The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

Geographic coverage

Capital Sarajevo and other urban areas.

Analysis unit

The units of analysis are establishments or workplaces - a single location at which one or more employees work. The larger legal entity may include multiple establishments. The firms on the list will have been randomly chosen, with probability proportional to the number of employees in the firm.

Universe

The universe of the study are non-government businesses registered with TEC, a private firm, from 2014. Firms with at least five employees were selected from the following sectors: Manufacturing, Trade and Other Services.

Kind of data

Sample survey data [ssd]

Sampling procedure

The sampling objective of the survey was to obtain interviews from 500 non-government enterprise workplaces in the capital and urban regions of BIH. Firms with less than five employees were excluded from the target population.

Two-stage stratified random sampling was used in the survey. A list of businesses registered with TEC from 2014, served as the sampling frame.

Detailed information about sampling is available in the BIH Employer Survey Design Planning Report and BIH Employer Survey Weighting Procedure, provided as Related Material.

Mode of data collection

Face-to-face [f2f]

Research instrument

The Questionnaire for the STEP Employer Survey consists of five modules:

Section 1 - Work Force Section 2 - Skills Used Section 3 - Hiring Practices Section 4 - Training and Compensation Section 5 - Background

In the case of BIH the questionnaire was adapted to the Bosnian context and published in English and Bosnian. It has been provided as Related Material.

Cleaning operations

STEP Data Management Process:

1) Raw data is sent by the survey firm

2) The World Bank (WB) STEP team runs data checks on the Questionnaire data. Comments and questions are sent back to the survey firm.

3) The survey firm reviews comments and questions. When a data entry error is identified, the survey firm corrects the data.

4) The WB STEP team again check to make sure the data files are clean. This might require additional iterations with the survey firm.

5) Once the data has been checked and cleaned, the WB STEP team computes the weights. Weights are computed by the STEP team to ensure consistency across sampling methodologies.

Response rate

An overall response rate of 42% was achieved in BIH STEP Survey. Detailed distribution of responses by stratum can be found in the document BIH Employer Survey Weighting Procedure, available as Related Material.

Each year, France Travail sends a questionnaire to establishments to find out their recruitment needs by sector of activity and by employment area. Of the 2.5 million establishments covered by the survey, almost 426 000 responses were collected and exploited for the whole of France. For the BMO 2024 survey, the classification of occupations in occupational families (FAP) has been updated from FAP2009 to FAP2021. This survey is an essential element of knowledge of the labour market. It allows, among other things: - anticipate recruitment difficulties; - improving the orientation of jobseekers towards training or occupations in line with the needs of the labour market; - to inform jobseekers about the development of their labour market and promising occupations. Read more

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries. The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed. The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.

The Skills Survey is a series of nationally representative sample surveys of individuals in employment aged 20-60 years old (since 2006, the surveys have additionally sampled those aged 61-65). The surveys aim to investigate the employed workforce in Great Britain. Although they were not originally planned as part of a series and had different funding sources and objectives, continuity in questionnaire design has meant the surveys now provide a unique, national representative picture of change in British workplaces as reported by individual job holders. This allows analysts to examine how various aspects of job quality and skill levels have changed over 30 years.The first surveys in the series were carried out in 1986 and 1992. These surveys also form part of this integrated data series, and are known as the Social Change and Economic Life Initiative (SCELI) and Employment in Britain (EIB) studies respectively.

The 1997 survey was the first to collect primarily data on skills using the job requirements approach. This focused on collecting data on objective indicators of job skill as reported by respondents. The 2001 survey assessed how much had changed between the two surveys and a third survey in 2006 enhanced the time series data, while providing a resource for analysing skill and job requirements in the British economy at that time. The 2012 survey aimed to again add to the time series data and, coinciding as it did with a period of economic recession, to provide insight into whether workers in Britain felt under additional pressure/demand from employers as a result of redundancies and cut backs. In addition, a series dataset, covering 1986, 1992, 1997, 2001, 2006 and 2012 is also available . A follow-up to the 2012 survey was conducted in 2014, revisiting respondents who had agreed to be interviewed again. The 2017 survey was the seventh in the series, designed to examine to what extent pressures had continued as a result of austerity and economic uncertainties triggered, for example, by Brexit as well as examining additional issues such as productivity, fairness at work and the retirement intentions of older workers.

Each survey comprises a large number of respondents: 4,047 in the 1986 survey; 3,855 in 1992; 2,467 in 1997; 4,470 in 2001; 7,787 in 2006; 3,200 in 2012; and 3,306 in 2017.

The project to carry out the 2017 survey was funded by the Economic and Social Research Council (ESRC), Cardiff University and the Department for Education with funding from the Welsh Government to boost the sample in Wales (ES/P005292/1).

The four specific objectives for SES2017, stemming from the overarching aim (to provide data on the skills and employment experiences of working life in Britain in 2017) were as follows:

1. To chart the level and distribution of, and changes to, some of the key drivers of productivity such as work organisation, job-related well-being, the skills requirements of jobs, and the incidence, volume and quality of training and learning.
2. To describe and analyse the level and distribution of key aspects of job quality in 2017 – such as employee involvement, work intensity, insecurity and well-being at work – and make comparisons with earlier data points in the series.
3. To use the data to develop distinctive, original and substantive contributions to scholarship surrounding job quality and job skill, and the connections these aspects of work have with productivity and innovation.
4. To make the data available and provide the necessary documentary material to allow further analyses by academic and policy-based researchers in the field of skills and job quality.

Further information may be found on the Cardiff University Skills and Employment Survey 2017 and How Good is My Job websites.

A standard End User Licence version of the SES2017 is available under SN 8581. It contains less detailed geographical information, covering Government Office Regions. Users are advised to download SN 8581 to see if it is suitable for their requirements before making an application for this study (SN 8581), the Special Licence version.

The project, funded by the National Science Foundation (NSF) GRANTED program, focuses on identifying and addressing the critical needs and challenges faced by the research administrator workforce across institutions and organizations in the United States. The overarching goal is to develop a national job classification system that standardizes job titles, roles, and salary structures for research administrators. This initiative stems from the recognition that research administrators play a pivotal role in supporting faculty and enhancing research productivity. However, inconsistencies in job classifications and compensation have led to high turnover rates and recruitment challenges, particularly exacerbated by the COVID-19 pandemic. The project involved a comprehensive approach, including a virtual focus group, survey, and workshop, to gather diverse perspectives and develop actionable solutions. By creating a standardized system, the project seeks to improve recruitment, retention, and overall workforce effectiveness, contributing to the success and innovation of research enterprises nationwide. The following files are available and shared:1. Survey Instrument - This deposit includes the complete survey instrument used in the NSF-funded project. The survey is designed to collect data on the roles, responsibilities, and challenges faced by research administrators, aiming to gather insights to inform the creation of a national job classification system. The survey was distributed nationally using SurveyMonkey to a broad range of research administrators and was open for participation from June 17 to July 17, 2024. Distribution lists included the Society of Research Administrators International (SRAI) membership, National Council of University Research Administrators (NCURA) membership, NSF GRANTED listserv, Research Administration Listserv (RESADM-L), focus group participants, and the Midwest Research and Graduate Administrators Forum. Administered by SRAI on behalf of Jennifer Woodward and Evan Roberts, the survey remained open for 30 days with one reminder. No compensation was provided for participation. Questions 35 and 36 in the survey were adapted with permission from the CUPA-HR Employee Retention Survey. Sharing this instrument supports transparency and allows others to replicate and build upon the study.2. Survey Data - The survey data deposit contains the raw dataset collected using the survey instrument. The data includes responses from 2,441 research administrators across various institutions, providing a comprehensive view of their experiences and challenges. This dataset is essential for analyzing trends and validating findings that will contribute to the development of a national job classification system. The data are anonymized and shared to foster collaboration in addressing workforce issues and enhancing research administration effectiveness.3. Survey Analysis Slides - The slides summarize the analysis of the survey data. The slides present key findings and insights into the needs and challenges faced by research administrators, including issues related to job title consistency, roles and responsibilities, and salary structures. Visual representations, such as charts and graphs, illustrate the analysis of survey responses, highlighting significant challenges and potential solutions. These slides are shared to communicate the project's outcomes and support informed discussions on improving research administration through standardization and strategic initiatives.

The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries. The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed. The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.