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Indicators on Quality of Employment

Explore seminar insights & recommendations on quality of employment indicators from German perspective. Discover missing groups & proposed new indicators for better workforce welfare.

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Indicators on Quality of Employment

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  1. Indicators on Quality of Employment Availability, relevance and recommendations from the German point of view Seminar of the Task Force on Quality of Employment Geneva, 14-16 October 2009

  2. Agenda • How did it work ? • Experience with the indicators • Missing groups • Possible new indicators • Conclusions

  3. How did it work? • 30 proposed indicators • (Basis: List provided on 10 August 2009) • 2 not available at all • 1 not fully available • 5 available in a similar definition only • Other possible and new indicators • Child labour: no data available • Child labour: data available for children aged 15-17 years • Average weekly earnings Paid leave Sick leave Collective wage bargaining • Dimension 1c 4 indicators Dimension 2 1 indicator Dimension 3a 1 indicator Dimension 7 8 indicators outcome in Germany: 48 indicators

  4. How did it work? II • Sources used: • Labour Force Survey (LFS) • European Structure of Earnings Survey (SES) • European Statistics on Accidents at Work (ESAW) • European Working Conditions Survey (EWCS) • National Labour Office • National Accounts • Volume of Labour Accounts (national estimation on hours worked)

  5. Report on selected indicators • Sub-Dimensions • Fair Treatment • Non-wage Pecuniary Benefits • Part-time Employment in Germany • Balancing Working and Non-working Life • Lifelong Learning • Workplace Relationships

  6. Dimension 1: Safety and Ethics of Employment Fair treatment in employment • Sub-Dimension was cancelled as it was decided to analyse all indicators by population groups • Gender and Age easily available • Immigrants partly available for non-nationals • Ethnic minorities minor relevance in Germany • Indigenous population minor relevance in Germany • Persons with disabilities only little information available • Recommendation  find some more specific indicators on fair treatment in employment

  7. Dimension 1: Safety and Ethics of Employment Fair treatment in employment • Results for some indicators on fair treatment 1998 2008 • Employed women as a share in total employment 43.2% 46.0% • Occupational segregation by sex 42.9% 38.9% • Occupational segregation by citizenship - 22.4% • Female share of employment in managerial and total employment ISCO 1 administrative occupations (ISCO 1) 1.9 % 26.2 % • Recommendation  keep (some) special indicators on fair treatment in employment

  8. Dimension 2: Income and Benefits Non wage pecuniary benefits Paid annual leave • 100% of the employees are by law entitled to paid annual leave • No data available on used paid annual leave • But on average number of days per employee (two sources: SES and IAB volume of labour accounts) Source: SES 2006 and IAB Volume of Labour Accounts 2006

  9. Dimension 2: Income and Benefits Non wage pecuniary benefits • Sick leave • 100% of the employees are by law entitled to paid sick leave • No data available on used sick leave but • on average number of days per employee • on number of employees in sick leave during a specific period • (Source: IAB volume of labour accounts) Source: IAB Volume of Labour Accounts 2006

  10. Dimension 2: Income and Benefits Non wage pecuniary benefits • Problems: - SES results: only available for enterprises in NACE C to O, not L with more than 10 employees - no weekly earnings available (only hourly or monthly) - Volume of Labour Accounts are based on several sources. It is questionable whether similar accounts exist in (all) other countries. • Recommendation  give clear definitions on the indicators •  include the Gender Pay Gap as an indicator

  11. Dimension 3: Working Hours Part-time employment – a German problem? • 25% work in part-time employment • Indicators on - income and benefits (Dimension 2) • - hours worked (Dimension 3) • show low figures for Germany because they are calculated regarding total employment. •  clear definition which groups to use for calculation * If harmonised definition of part-time is used

  12. Dimension 3: Working Hours Part-time employment in Europe

  13. Dimension 3: Working Hours Definitions of part-time • 20 hours • 30 hours • 31 hours • 32 hours • 35 hours • self-declared status • Point for discussion: 20 hours as a definition of a typical side job? 31.5 % 26.7 % 25.9 % 25.9 % 25.7 % 17.5 % Source: German LFS 2008

  14. Dimension 3: Working Hours Reasons for working part-time • “Involuntary“ part-time • Involuntary covers only „could not find full-time job“ • other reasons will not always be „voluntary“ e.g. - Looking after children or incapacitated adults - Other personal or family reasons • Reference is made to the main reason only Source: German LFS 2008

  15. Dimension 3: Working Time Arrangements Flexible work schedules • Share of employees in flexible work schedules • Very high relevance • Comparability: European wide • Problems: available in LFS ad hoc-Module 2004 only Source: LFS ad hoc-module 2004

  16. Dimension 3: Working Hours and Working Time Arrangements • Problems: • Lack of harmonised definition of part-time • “Involuntary“ part-time rate might be misleading • Flexible Work Schedules are only asked in ad hoc-Modules • Recommendations  give a definition for part-time employment  discuss “involuntary” part-time  Include questions on flexible work schedules as standard LFS variables

  17. Dimension 4: Security of Employment and Social Protection • Problems: • Indicators depend very much on institutional and legal context • Contributing to a pension fund and the unemployment insurance is mandatory in Germany except for certain (heterogeneous) groups • Economic trends may influence indicators • Recommendations: • Discuss relevance and comparability of proposed indicators • Include new indicator on employees working for temporary work agencies

  18. Dimension 6: Skills Development and Life-long LearningJob Training • Job training in the • last 4 weeks (LFS) • vs. • last 12 months (German Microcensus) Source: LFS 2008 and German Microcensus 2008

  19. Dimension 6: Skills Development and Life-long LearningSkill missmatch • Calculation via ISCED - ISCO classification • vs. • Targeted question in EWCS Source: LFS 2008 and EWCS 2005

  20. Dimension 6: Skills Development and Life-long Learning • Problems: • Most indicators heavily rely upon the codification of occupations according to ISCO (not straightforward in Germany) • Recommendations: • Implications for international comparability • Recent job training needs harmonisation (4 weeks vs. 12 months)

  21. Dimension 7: Workplace Relationships • Four indicators similar to those discussed before • Share of employees who feel Results • they have very good friends at work 69.3 % • they get assistance from their superior/boss 59.1 % • they have been a victim of discrimination at work 7.1 % • they have been harassed at work 4.5 % Source: EWCS 2005

  22. Dimension 7: Intrinsic Nature of Work • Four indicators similar to those discussed before • Share of employees who feel Results • they do "useful" work 77.4 % • receive regular feedback from their supervisor 66 % • they are able to apply their own ideas in work 45.8 % • satisfied with their working conditions 88.2 % Source: EWCS 2005

  23. Dimension 7: Workplace Relationships and Intrinsic Nature of Work • Source: EWCS 2005, national survey • Problems: small sample size for big countries • Recommendations:  include “soft” indicators in the LFS (?)

  24. Missing groups in indicators • Self employed • Possible aspects for indicators: - entrepreneurial freedom - dependency upon individual clients - degree to which work is carried out upon detailed constructions of the client • Possible Source: LFS after implementation of a set of questions on self employed • Unpaid family members • Persons in informal employment

  25. New indicators proposed by Germany • Child labour: - Work in the evening or at night • Fair treatment: - Female share of employment in managerial and administrative occupations (ISCO 1) - Further indicators on population groups • Benefits from Employment: - Career opportunities in current job • Working hours: - Employees working few hours (side jobs) • Work-life Balance: - Employees who feel time stressed - Time used for commuting • Security of Employment: - Employees working for a temporary work agency - Laps of time since the start of the main job - Employees who changed their job in the last 12 months • Skills: - Targeted Question on skill mismatch

  26. General comments • 1) Precise definitions are needed • 2) as well as • Formulas • Preferred source • Concepts to be used • Employed persons / employees / economically active population • Age boundaries / activity branches / thresholds • Recommended operationalisation • 3) Some additional indicators should be discussed

  27. Conclusions • Most indicators can provided for Germany, • but: • not necessarily on a yearly basis (SES, LFS Ad hoc Modules) • with large differences regarding timeliness • with some deviations from the (rough) definitions

  28. Many Thanks for your attention! Katharina Puch Federal Statistical Office Germany, Wiesbaden Katharina.Puch@destatis.de

  29. Point for discussion: Possible new indicators • Indicator on children working in atypical hours • Female share of employment in managerial and administrative occupations (ISCO 1) • Time used for commuting • Rate of employees working for a temporary work agency

  30. Dimension 1: Safety and Ethics of Employment Indicator on children* working in atypical hours * Children aged 15-17 years • Of high international relevance • Comparability: as much as the other indicators on child labour • Recommendation  include this indicator Source: German LFS 2008

  31. Dimension 1: Safety and Ethics of Employment Female share of employment in managerial and administrative occupations (ISCO 1) • Of high relevance in Germany • Comparability is given • Recommendation  include this indicator Source: German LFS 2008

  32. Dimension 3: Balancing work and non-working life Time used for commuting • Of high international relevance • Comparability should be given • Recommendation  include this indicator Source: German Microcensus 2008

  33. Rate of employees working for a temporary work agency* Dimension 4 Source: International Confederation of Private Employment Agencies (CIETTE) 2007 * Number of agency workers compared to total employed workforce

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