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Occupational tendency survey

Occupational tendency survey. Fredrik Ribbing. Context: A skill needs anticipation system. MAIN DATA SOURCES. EXPERT VIEWS. EMPLOYER SURVEY. OCCUPATIONAL BAROMETER. OTHER RELATED SOURCES. Organisational resources involved. ̶ 35 people of which 8 in occupational analysts

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Occupational tendency survey

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  1. Occupational tendency survey Fredrik Ribbing

  2. Context: A skill needs anticipation system MAIN DATA SOURCES EXPERT VIEWS EMPLOYER SURVEY OCCUPATIONAL BAROMETER OTHER RELATED SOURCES

  3. Organisational resources involved ̶ 35 people of which8 in occupational analysts ̶ maintenance, support and development ̶ administration, survey, quality control DEPARTMENT OF ANALYSES IT 320 LOCAL EMPLOYMENT OFFICES

  4. Organisational resources involved ̶ 35 people of which 8 in occupational analysts ̶ maintenance, support and development ̶ administration, survey, quality control DEPARTMENT OF ANALYSES IT 320 LOCAL EMPLOYMENT OFFICES Total cost – definitely high Opportunity cost – not that high

  5. Rationale and objectives • As a broker on the labour market it is crucialto have good labour market knowledge • Thus one of the core objectives of the model is to enhance labour market knowledge at all levels of the PES organisation ----------------------------------------------- • A structured way of collecting and disseminating the knowledge that otherwise would have been under-utilised

  6. Shortage index for selected occupations MAIN DATA SOURCES EXPERT VIEWS EMPLOYER SURVEY OCCUPATIONAL BAROMETER OTHER RELATED SOURCES

  7. Process and methods • Covers about 200 occupations, • a majority at ISCO 4-digit level, but many assessments are made at a more specific level • Periodicity: twice a year • Conducted since 1999 • Based on the assessments made by PES front staff of their local labour market • Assessment of the balance between the demand for and supply of labour, • One assessment for today and for one year ahead • From the results a shortage index is calculated

  8. The Occupational Tendency Survey – Q1b Weighted shortage index:Each answer is given a weight according to the number of employees in that occupation living in respective municipality.

  9. Guided discussions at a local level Quality control by regional analysts and occupational analysts at country level The “cleaned” results are tested with a group of specialists from social partners – “Occupational Expert Council” Bild 9 Quality check of the tendency survey

  10. Web publication – The Occupational Compass These are the actual results from the Occupational Barometer, shown in colours and with a vocabulary adjusted to jobseekers.

  11. Informing practice and policy making

  12. Advantages and weaknesses of the system • - • Resource demanding • Restricted to short-term anticipation • Does not (yet) provide information on skills and competencies in a systematic and structured manner + • Company contacts are improved and networks enhanced • Not restricted by statistical classifications (i.e. gives a certain flexibility) • Simplicity of the model

  13. Thank you for your attention Fredrik Ribbing

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