Changes for page Revised draft resolution concerning statistics on work relationships

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@@ -432,7 +432,7 @@
 – Independent workers in own-use provision of services without employees
 – Family helpers in own-use provision of services
--*
++*
  ** (ii) Workers in own-use production of goods
 – Employers in own-use production of goods
@@ -530,176 +530,202 @@
  = Duration of the job or work activity and hours of work =
--**77. **Since many of the detailed categories in ICSE-18 include jobs which differ significantly in their capacity to provide ongoing and full employment, statistics classified by status in employment, and particularly the subcategories of employees, should be complemented by information on both the duration of the work arrangement and on hours worked. Two variables on the duration of the job or work activity are necessary to provide a full understanding of the temporal stability of work relationships and to assess the extent to which workers without permanent employment relationships have ongoing employment and income security. These are //Duration of work contract //and //Duration of employment in the current economic unit.//
++77. Since many of the detailed categories in ICSE-18 include jobs which differ significantly in their capacity to provide ongoing and full employment, statistics classified by status in employment, and particularly the subcategories of employees, should be complemented by information on both the duration of the work arrangement and on hours worked. Two variables on the duration of the job or work activity are necessary to provide a full understanding of the temporal stability of work relationships and to assess the extent to which workers without permanent employment relationships have ongoing employment and income security. These are //Duration of work contract //and //Duration of employment in the current economic unit.//
  == Duration of work agreement ==
--1. //Duration of work agreement //refers to the period of time from the beginning to the end of a written or oral work contract, or in the absence of a contract specifying the duration, to the date on which it is expected the employment will terminate. If the agreement does not specify the duration of the employment and there is no expected date or event on which the employment will terminate, other than the age or time for retirement, the duration is considered to be “without stated limit of time”. This variable is required for the derivation of the subcategories of employees but may also apply to unpaid trainees and volunteers.
--1. When a worker has had a series of ongoing renewed temporary contracts with the same economic unit, the duration of work agreement should be based on the duration of the current (most recent) contract.
++78. //Duration of work agreement //refers to the period of time from the beginning to the end of a written or oral work contract, or in the absence of a contract specifying the duration, to the date on which it is expected the employment will terminate. If the agreement does not specify the duration of the employment and there is no expected date or event on which the employment will terminate, other than the age or time for retirement, the duration is considered to be “without stated limit of time”. This variable is required for the derivation of the subcategories of employees but may also apply to unpaid trainees and volunteers.
++79. When a worker has had a series of ongoing renewed temporary contracts with the same economic unit, the duration of work agreement should be based on the duration of the current (most recent) contract.
++
  == Duration of employment in the current economic unit ==
--1. //Duration of employment in the current economic unit// refers to the time elapsed since the worker started work with a particular economic unit and can be applied to all statuses in employment. The concept of the duration of work in the current economic unit can also be applied to activities in forms of work other than employment.
--1. When a worker has had a series of renewed temporary engagements with the same economic unit, the duration of employment in that current economic unit should be based on the total duration since the first engagement, unless the gap between engagements was one month or longer. When a worker has been transferred between different establishments or locations within an enterprise, or enterprise group, or between different ministries or departments within the same government, duration in the current economic unit should be based on the highest level institutional unit considered as a single economic unit.
++80. //Duration of employment in the current economic unit// refers to the time elapsed since the worker started work with a particular economic unit and can be applied to all statuses in employment. The concept of the duration of work in the current economic unit can also be applied to activities in forms of work other than employment.
++81. When a worker has had a series of renewed temporary engagements with the same economic unit, the duration of employment in that current economic unit should be based on the total duration since the first engagement, unless the gap between engagements was one month or longer. When a worker has been transferred between different establishments or locations within an enterprise, or enterprise group, or between different ministries or departments within the same government, duration in the current economic unit should be based on the highest level institutional unit considered as a single economic unit.
++
  == Categories for the presentation of statistics on duration of the job or work activity ==
--1. The following categories should be included in standard statistical outputs for the two variables describing the duration of the job or work activity:
++82. The following categories should be included in standard statistical outputs for the two variables describing the duration of the job or work activity:
--|■|less than one month;
--|■|one to less than three months;
--|■|three to less than six months;
--|■|six to less than 12 months;
--|■|12 to less than 18 months;
--|■|18 to less than 24 months;
--|■|24 to less than 36 months;
--|■|three years or more;
--|■|“without stated limit of time”.
++* less than one month;
++* one to less than three months;
++* three to less than six months;
++* six to less than 12 months;
++* 12 to less than 18 months;
++* 18 to less than 24 months;
++* 24 to less than 36 months;
++* three years or more;
++* “without stated limit of time”.
--1. A category for “without stated limit of time” should also be included in data collection and statistical outputs on duration of work agreement. To facilitate analysis of the data collected, it is preferable to collect information for the duration variables using questions that do not include pre-defined categories other than “without stated limit of time”.
++83. A category for “without stated limit of time” should also be included in data collection and statistical outputs on duration of work agreement. To facilitate analysis of the data collected, it is preferable to collect information for the duration variables using questions that do not include pre-defined categories other than “without stated limit of time”.
  == Working time ==
--**84. **Information on full-time/part-time status, usual hours worked and contractual hours of work should be collected in accordance with the most recent international standards for statistics on working time (currently the 18th ICLS Resolution concerning the measurement of working time). Information on contractual hours of work is required to determine whether employees have arrangements that provide a guaranteed minimum number of hours of work, and is essential for derivation of the subcategories of employees.
++84. Information on full-time/part-time status, usual hours worked and contractual hours of work should be collected in accordance with the most recent international standards for statistics on working time (currently the 18th ICLS Resolution concerning the measurement of working time). Information on contractual hours of work is required to determine whether employees have arrangements that provide a guaranteed minimum number of hours of work, and is essential for derivation of the subcategories of employees.
  == Main reason for non-permanent employment ==
--1. //Main reason for non-permanent employment// refers to the main reason why an employed person does not have a permanent work contract or arrangement. Statistics on the reason for non-permanent employment should be collected for all employees classified as fixed-term, or as short-term and casual employees. Such statistics should also be collected for dependent contractors if relevant for national purposes.
--1. Statistical outputs on the main reason for non-permanent employment should include at least the following categories:
++85. //Main reason for non-permanent employment// refers to the main reason why an employed person does not have a permanent work contract or arrangement. Statistics on the reason for non-permanent employment should be collected for all employees classified as fixed-term, or as short-term and casual employees. Such statistics should also be collected for dependent contractors if relevant for national purposes.
--|■|seasonal work;
--|■|combining work with education;
--|■|combining work with unpaid care and other responsibilities;
--|■|trainee, apprenticeship or internship;
--|■|substitute work;
--|■|completion of a project;
--|■|employment creation programmes;
--|■|no permanent jobs are available;
--|■|other.
++86. Statistical outputs on the main reason for non-permanent employment should include at least the following categories:
--1. Statistics on whether the temporary employment is voluntary or involuntary should be compiled as a separate variable.
++* seasonal work;
++* combining work with education;
++* combining work with unpaid care and other responsibilities;
++* trainee, apprenticeship or internship;
++* substitute work;
++* completion of a project;
++* employment creation programmes;
++* no permanent jobs are available;
++* other.
++87. Statistics on whether the temporary employment is voluntary or involuntary should be compiled as a separate variable.
++
  == Type of employment agreement ==
--1. A variable //type of employment agreement //is needed to provide information on whether an employee has a written contract or an oral agreement. A question on type of employment agreement is required for sequencing questions but also provides an indication of the stability of the arrangement.
--1. Type of employment agreement should not be used directly to measure informality, since workers with oral agreements can be subject to social protection, and workers with written contracts may or may not meet the criteria for formality.
--1. At a minimum, categories for “written contract” and “oral agreement” should be used in statistical outputs. Statistics indicating whether the agreement is collective or individual should also be compiled from relevant statistical sources.
++88. A variable //type of employment agreement //is needed to provide information on whether an employee has a written contract or an oral agreement. A question on type of employment agreement is required for sequencing questions but also provides an indication of the stability of the arrangement.
--== Form of remuneration ==
++89. Type of employment agreement should not be used directly to measure informality, since workers with oral agreements can be subject to social protection, and workers with written contracts may or may not meet the criteria for formality.
--1. //Form of remuneration// refers to the basis on which a worker is paid, rather than on the form of payment (e.g. cash or in kind). It should specify the information relevant to understand the nature of the employment relationship, but not necessarily other aspects of remuneration. The variable “forms of remuneration” is required to assist with identification of the status in employment categories and should include information about all forms of remuneration received by the worker in a particular job. A separate recommended variable on “main form of remuneration”, provides additional information that may be collected by adding an additional question.
--1. At a minimum, the following categories are needed:
++90. At a minimum, categories for “written contract” and “oral agreement” should be used in statistical outputs. Statistics indicating whether the agreement is collective or individual should also be compiled from relevant statistical sources.
--■ for time worked (including wage or salary);
++== Form of remuneration ==
--■ by the piece;
++91. //Form of remuneration// refers to the basis on which a worker is paid, rather than on the form of payment (e.g. cash or in kind). It should specify the information relevant to understand the nature of the employment relationship, but not necessarily other aspects of remuneration. The variable “forms of remuneration” is required to assist with identification of the status in employment categories and should include information about all forms of remuneration received by the worker in a particular job. A separate recommended variable on “main form of remuneration”, provides additional information that may be collected by adding an additional question.
--|■|commission;
--|■|fee for service;
--|■|determined by profit or loss;
--|■|tips from clients;
--|■|other.
++92. At a minimum, the following categories are needed:
++* for time worked (including wage or salary);
++* by the piece;
++* commission;
++* fee for service;
++* determined by profit or loss;
++* tips from clients;
++* other.
++
  == Seasonal workers ==
--**93. **//Seasonal workers// are those with jobs or work activities whose timing and duration are significantly influenced by seasonal factors such as climatic seasons, holidays and agricultural preparations or harvests. For non-permanent employees and dependent contractors, seasonality should be measured as part of the reasons for non-permanent employment. For independent workers and contributing family workers, information is needed on whether the business operates all year round or only during a certain season of the year. When ongoing contracts for employment only at particular times of the year are common in a country or region, information about seasonality may need to be collected using dedicated questions for workers in relevant industries or occupations. For accurate measurement of seasonality, data collection is required at different times during the year, covering all active and inactive seasons.
++93. //Seasonal workers// are those with jobs or work activities whose timing and duration are significantly influenced by seasonal factors such as climatic seasons, holidays and agricultural preparations or harvests. For non-permanent employees and dependent contractors, seasonality should be measured as part of the reasons for non-permanent employment. For independent workers and contributing family workers, information is needed on whether the business operates all year round or only during a certain season of the year. When ongoing contracts for employment only at particular times of the year are common in a country or region, information about seasonality may need to be collected using dedicated questions for workers in relevant industries or occupations. For accurate measurement of seasonality, data collection is required at different times during the year, covering all active and inactive seasons.
  == Place of work ==
--1. //Place of work// provides information on the type of location where the work is usually performed. When work is regularly performed in more than one type of location, this variable should be based on the main place of work. Thus, if a worker teleworks from home on an occasional basis, but spends most working time at the employer’s premises, the main place of work should be the employer’s premises.
--1. Information on place of work is needed to identify workers such as home-based workers, domestic workers and workers in multi-party employment relationships. In some contexts it is relevant for the identification of dependent contractors. As a variable in its own right it is relevant for the identification of workers whose place of work may expose them to risk, such as on the street, or of home-based workers of all employment statuses.
--1. Statistics on the following categories are required at a minimum to assist in the identification of the groups mentioned above and for analysis of employment relationships:
++94. //Place of work// provides information on the type of location where the work is usually performed. When work is regularly performed in more than one type of location, this variable should be based on the main place of work. Thus, if a worker teleworks from home on an occasional basis, but spends most working time at the employer’s premises, the main place of work should be the employer’s premises.
--|■|(% colspan="2" %)own home (or area outside);
--|■|(% colspan="2" %)client’s or employer’s home;
--|■|(% colspan="2" %)employer’s workplace or site;
--|■|(% colspan="2" %)own business premises;
--|■|(% colspan="2" %)own household farm;
--|■|(% colspan="2" %)client’s workplace or site;
--|■|(% colspan="2" %)vehicle;
--|■|street or other public place;|
--|■|market;|
--|■|no fixed type of location;|
--|■|other type of location.|
++95. Information on place of work is needed to identify workers such as home-based workers, domestic workers and workers in multi-party employment relationships. In some contexts it is relevant for the identification of dependent contractors. As a variable in its own right it is relevant for the identification of workers whose place of work may expose them to risk, such as on the street, or of home-based workers of all employment statuses.
++96. Statistics on the following categories are required at a minimum to assist in the identification of the groups mentioned above and for analysis of employment relationships:
++
++* own home (or area outside);
++* client’s or employer’s home;
++* employer’s workplace or site;
++* own business premises;
++* own household farm;
++* client’s workplace or site;
++* vehicle;
++* street or other public place;
++* market;
++* no fixed type of location;
++* other type of location.
++
  Countries may choose to add questions or categories for their own analytical purposes. Where there is a need for information on work through internet platforms this should be captured as a separate variable rather than as a category of place of work, which would refer to the type of place where the Internet is usually accessed.
--1. When the place of work is a business premises such as a retail shop or repair workshop attached to the residence but is not an integral part of the residence (if, for example, it has its own entrance) then the place of work should be considered as a business premises. When the place of work is a room or rooms within the residential premises which would normally be used for residential purposes, the place of work should be considered as “own home”.
++97. When the place of work is a business premises such as a retail shop or repair workshop attached to the residence but is not an integral part of the residence (if, for example, it has its own entrance) then the place of work should be considered as a business premises. When the place of work is a room or rooms within the residential premises which would normally be used for residential purposes, the place of work should be considered as “own home”.
  == Domestic workers ==
--1. Domestic work is defined for statistical purposes as “all work performed in or for a household or households to provide services mainly for consumption by household members”. Domestic work is performed with payment made to employees of the household, to agencies that provide domestic services to households and to self-employed domestic service providers. Domestic work is performed unpaid by household members or by persons not residing in the household, such as family members, neighbours and volunteers.
--1. In statistics on employment domestic workers are defined as workers of any sex employed for pay or profit, including in-kind payment, who perform work in or for a household or households to provide services mainly for consumption by the household. The work may be performed within the household premises or in other locations.
--1. Based on the statistical definitions of domestic work and domestic workers, the following categories of domestic workers in employment may be identified:
--11. domestic employees, defined as all workers engaged directly as employees of households to provide services mainly for consumption by the household members, irrespective of the nature of the services provided including:
--111. live-in domestic employees;
--111. live-out domestic employees;
--11. domestic workers employed by service providers; and
--11. domestic service providers employed for profit.
--1. Workers in employment who provide services within or for a household or households but are not employed directly by a household, are considered to be domestic workers if the nature of the work performed mainly comprises domestic services such as cleaning, childcare, personal care, food preparation, gardening, driving and security.
--1. Domestic workers do not include:
--11. workers employed for profit and employees of economic units other than private households who provide services to households that are not considered to be domestic services, for example, services consumed by the household related to educational training (home tuition) or related to maintenance and preservation of physical goods of the dwelling such as electrical installation and repair, plumbing, etc.;
--11. workers who mainly provide services to household market enterprises;
--11. workers who provide services frequently provided by domestic employees such as laundry, childcare and personal care, when the work is performed in the workers own business premises or residence, unless the service is provided as part of a job in which the worker is engaged directly as an employee of the household.
--1. //Domestic workers employed by service providers// are employees of economic units such as agencies that provide domestic services to households. //Domestic service providers// //employed for profit// provide domestic services to private households as independent workers or dependent contractors.
--1. Domestic employees may be identified in statistical collections when the economic activity of their employer is equivalent to ISIC Rev.4 Division 97, Activities of households as employers of domestic personnel. Other domestic workers may be identified in statistical collections if their occupation is one of those commonly held by domestic employees, and their main place of work is the client’s residence. Analysis of these occupations by place of work may also allow the identification of other workers not considered to be domestic workers, but who perform services frequently provided by domestic workers (such as laundry, childcare and personal care) in settings such as their own home or workplace, or in the workplace of agencies providing such services.
++98. Domestic work is defined for statistical purposes as “all work performed in or for a household or households to provide services mainly for consumption by household members”. Domestic work is performed with payment made to employees of the household, to agencies that provide domestic services to households and to self-employed domestic service providers. Domestic work is performed unpaid by household members or by persons not residing in the household, such as family members, neighbours and volunteers.
++99. In statistics on employment domestic workers are defined as workers of any sex employed for pay or profit, including in-kind payment, who perform work in or for a household or households to provide services mainly for consumption by the household. The work may be performed within the household premises or in other locations.
++
++100. Based on the statistical definitions of domestic work and domestic workers, the following categories of domestic workers in employment may be identified:
++
++* (a) domestic employees, defined as all workers engaged directly as employees of households to provide services mainly for consumption by the household members, irrespective of the nature of the services provided including:
++** {{{(i)}}} live-in domestic employees;
++** (ii) live-out domestic employees;
++* (c) domestic workers employed by service providers; and
++* (c) domestic service providers employed for profit.
++
++101. Workers in employment who provide services within or for a household or households but are not employed directly by a household, are considered to be domestic workers if the nature of the work performed mainly comprises domestic services such as cleaning, childcare, personal care, food preparation, gardening, driving and security.
++
++102. Domestic workers do not include:
++
++* (a) workers employed for profit and employees of economic units other than private households who provide services to households that are not considered to be domestic services, for example, services consumed by the household related to educational training (home tuition) or related to maintenance and preservation of physical goods of the dwelling such as electrical installation and repair, plumbing, etc.;
++* (b) workers who mainly provide services to household market enterprises;
++* (c) workers who provide services frequently provided by domestic employees such as laundry, childcare and personal care, when the work is performed in the workers own business premises or residence, unless the service is provided as part of a job in which the worker is engaged directly as an employee of the household.
++
++103. //Domestic workers employed by service providers// are employees of economic units such as agencies that provide domestic services to households. //Domestic service providers// //employed for profit// provide domestic services to private households as independent workers or dependent contractors.
++
++104. Domestic employees may be identified in statistical collections when the economic activity of their employer is equivalent to ISIC Rev.4 Division 97, Activities of households as employers of domestic personnel. Other domestic workers may be identified in statistical collections if their occupation is one of those commonly held by domestic employees, and their main place of work is the client’s residence. Analysis of these occupations by place of work may also allow the identification of other workers not considered to be domestic workers, but who perform services frequently provided by domestic workers (such as laundry, childcare and personal care) in settings such as their own home or workplace, or in the workplace of agencies providing such services.
++
  == Home-based workers ==
--**105. **//Home-based workers// are workers whose main place of work is their own home. They may be employers, independent workers without employees, dependent contractors, employees or contributing family workers.
++105. //Home-based workers// are workers whose main place of work is their own home. They may be employers, independent workers without employees, dependent contractors, employees or contributing family workers.
  == Multi-party work relationships ==
--1. //Multi-party work relationships// exist when a third party is involved between the worker and the economic unit for which the work is performed. Arrangements of this type may be mediated by an institutional unit that acts as the employer and makes the worker available, on a temporary or permanent basis, to work for another economic unit while paying the wage or salary of the employee. Such economic units may include:
--11. private employment agencies, such as labour hire agencies, temporary employment agencies, or other labour providers (labour brokers, labour outsourcing or subcontractors), that supply the workers but are not generally involved in supervision of the work;
--11. government agencies in the context of schemes such as employment promotion programmes;
--11. service provision agencies such as nursing agencies, domestic or office cleaning service providers, and security service providers, where the employing agency may supervise some elements of the work and establish standards of service, while the client may also provide day-to-day supervision over work performed on their premises.
--1. In all of these cases, the work is not mainly performed at the premises of the agency that pays the employee. The place of work is usually the premises of the client but may be some other place under the supervision of either the client or the employer.
--1. For workers in employment for profit, an intermediary may supply raw materials and receive the goods produced by dependent contractors, or else access to clients may be controlled by an intermediary, typically using the Internet. In these cases the contractor may be paid directly by the client, or payment may be received only through an intermediary that benefits from the work performed by the contractor.
++106. //Multi-party work relationships// exist when a third party is involved between the worker and the economic unit for which the work is performed. Arrangements of this type may be mediated by an institutional unit that acts as the employer and makes the worker available, on a temporary or permanent basis, to work for another economic unit while paying the wage or salary of the employee. Such economic units may include:
++* (a) private employment agencies, such as labour hire agencies, temporary employment agencies, or other labour providers (labour brokers, labour outsourcing or subcontractors), that supply the workers but are not generally involved in supervision of the work;
++* (b) government agencies in the context of schemes such as employment promotion programmes;
++* (c) service provision agencies such as nursing agencies, domestic or office cleaning service providers, and security service providers, where the employing agency may supervise some elements of the work and establish standards of service, while the client may also provide day-to-day supervision over work performed on their premises.
++
++107. In all of these cases, the work is not mainly performed at the premises of the agency that pays the employee. The place of work is usually the premises of the client but may be some other place under the supervision of either the client or the employer.
++
++108. For workers in employment for profit, an intermediary may supply raw materials and receive the goods produced by dependent contractors, or else access to clients may be controlled by an intermediary, typically using the Internet. In these cases the contractor may be paid directly by the client, or payment may be received only through an intermediary that benefits from the work performed by the contractor.
++
  = Variables related to the measurement of informal employment relationships =
--1. Three variables related to the measurement of informal employment are required to understand the degree of social protection available to workers and the extent of economic risk to which they are exposed in the event of absence from work:
--11. job-dependent social protection;
--11. access to paid annual leave;
--11. access to paid sick leave.
--1. These variables are useful to assess the impact of new or non-standard forms of employment on access to leave and social protection. They are relevant for the identification of informal employment among employees, but are not sufficient for the comprehensive measurement of informal employment.
++109. Three variables related to the measurement of informal employment are required to understand the degree of social protection available to workers and the extent of economic risk to which they are exposed in the event of absence from work:
++* (a) job-dependent social protection;
++* (b) access to paid annual leave;
++* (c) access to paid sick leave.
++
++110. These variables are useful to assess the impact of new or non-standard forms of employment on access to leave and social protection. They are relevant for the identification of informal employment among employees, but are not sufficient for the comprehensive measurement of informal employment.
++
  == Job-dependent social protection ==
--1. //Job-dependent social protection// provides information on whether the person is entitled to social protection as the result of employment in a particular job. It therefore excludes “universal” protection schemes that are not dependent on the person’s job.
--1. When measuring job-dependent social protection the national context and labour laws should be taken into account. Measurement may be based on one or more specific forms of social protection (e.g., occupational injury insurance, old-age benefits, health insurance or unemployment insurance) depending on the national context.
++111. //Job-dependent social protection// provides information on whether the person is entitled to social protection as the result of employment in a particular job. It therefore excludes “universal” protection schemes that are not dependent on the person’s job.
++112. When measuring job-dependent social protection the national context and labour laws should be taken into account. Measurement may be based on one or more specific forms of social protection (e.g., occupational injury insurance, old-age benefits, health insurance or unemployment insurance) depending on the national context.
++
  == Access to paid annual leave ==
--**113. **//Access to paid annual leave// refers to the worker’s entitlement and ability to take paid time off granted by the employer. The number of days granted by the employer may vary between countries but also within the same country (e.g. between different industries and occupations) depending on national labour laws and regulations. It is not sufficient to have a legal right to paid annual leave if the worker does not have access to it in practice.
++113.** **//Access to paid annual leave// refers to the worker’s entitlement and ability to take paid time off granted by the employer. The number of days granted by the employer may vary between countries but also within the same country (e.g. between different industries and occupations) depending on national labour laws and regulations. It is not sufficient to have a legal right to paid annual leave if the worker does not have access to it in practice.
  == Access to paid sick leave ==
--1. //Access to paid sick leave// refers to the worker’s entitlement and ability to take paid leave from employment due to personal sickness or injury. The paid sick leave should be dependent on the worker’s job and therefore excludes schemes that are not related to having a particular job. The number of days for which the worker can receive payment during sickness or injury may vary between countries but also within the same country depending on national labour laws and regulations. It is not sufficient to have a legal right to paid sick leave if the worker does not have access to it in practice.
++114. //Access to paid sick leave// refers to the worker’s entitlement and ability to take paid leave from employment due to personal sickness or injury. The paid sick leave should be dependent on the worker’s job and therefore excludes schemes that are not related to having a particular job. The number of days for which the worker can receive payment during sickness or injury may vary between countries but also within the same country depending on national labour laws and regulations. It is not sufficient to have a legal right to paid sick leave if the worker does not have access to it in practice.
--**Data sources and guidelines for data collection **
++== Data sources and guidelines for data collection** ** ==
--1. The conceptual framework for statistics on work relationships described in this resolution aims to allow statistics on different types of productive activity to be compiled in a harmonious and comparable manner from different types of data source.
--1. The collection of data for ICSE-18 should follow the same frequency as the measurement of employment. However the level of detail may vary depending on the statistical source, and on descriptive and analytical needs.
--1. All sources that are used as the basis for statistics on employment are also potential sources when collecting the information required to compile statistics on the ten detailed categories in ICSE-18. Different statistical sources have their advantages as well as disadvantages and can frequently be complementary to each other.
--1. Household-based surveys are an important source of labour market statistics. In particular, Labour Force Surveys will be an important source of data for detailed statistics classified by ICSE-18.
--1. Employment may also be measured in other specialized household surveys such as time-use, education and training or more general household surveys such as those concerned with living standards, household income and expenditure or household budget. In such cases it would be appropriate to include questions designed to determine status in employment with a degree of detail that is relevant for the analytical requirements for the statistics. The nature of the questions asked and the degree of detail would in such cases need to reflect the feasibility of data collection given the limitations of the particular data source.
--1. Since the population census is an important source of statistics on employment, there may be a need to classify those employed by status in employment in the Census, in order to produce estimates for small geographic areas as well as for small groups. The need for a strict limit on the number of questions in most population censuses, however, would mean that a short question or module that collects the same concept but with less detail and less precision may be an appropriate solution.
--1. When establishment surveys are used as a source of statistics on employment, ICSE-18 should be applied when there is a need for information about different types of employment arrangements. However the level of detail should reflect the national needs for the information, and the feasibility of collecting the information from establishments.
--1. Administrative records, developed or adapted for statistical purposes, may also be an important input for the production of employment statistics. The administrative records could, for example, be based upon tax systems, employment services, pension schemes or social security administration. If a country is using administrative records in order to produce employment figures then it might also be relevant to derive status in employment categories from these records. The possibilities to do so depend on the structure and content of the country-specific administrative sources.
--1. Compilation of statistics according to ICSaW-18, or subsets of it, will be dependent on the availability and frequency of collection of statistics on the different forms of work.
--1. In order to facilitate international comparability of the statistics, data on work relationships should be collected on the basis of the most recent relevant data collection and methodological guidelines released by the ILO.
++115. The conceptual framework for statistics on work relationships described in this resolution aims to allow statistics on different types of productive activity to be compiled in a harmonious and comparable manner from different types of data source.
--= Future work =
++116. The collection of data for ICSE-18 should follow the same frequency as the measurement of employment. However the level of detail may vary depending on the statistical source, and on descriptive and analytical needs.
--125. To promote the implementation of this resolution, the ILO should work collaboratively with countries, international, regional and sub-regional organizations, and representatives of workers’ and employers’ organizations to:
++117. All sources that are used as the basis for statistics on employment are also potential sources when collecting the information required to compile statistics on the ten detailed categories in ICSE-18. Different statistical sources have their advantages as well as disadvantages and can frequently be complementary to each other.
--1. widely disseminate these standards and communicate on their impact and
++118. Household-based surveys are an important source of labour market statistics. In particular, Labour Force Surveys will be an important source of data for detailed statistics classified by ICSE-18.
--interpretation;
++119. Employment may also be measured in other specialized household surveys such as time-use, education and training or more general household surveys such as those concerned with living standards, household income and expenditure or household budget. In such cases it would be appropriate to include questions designed to determine status in employment with a degree of detail that is relevant for the analytical requirements for the statistics. The nature of the questions asked and the degree of detail would in such cases need to reflect the feasibility of data collection given the limitations of the particular data source.
--1. update and maintain the draft data collection guidelines published as Room Document x to this conference in order to reflect this resolution as adopted and current international best practice and experience;
--1. develop technical manuals and model data collection instruments, to be made available in the three official languages, and in other languages with the support of partner institutions;
--1. further conduct conceptual and methodological work including testing;
--1. provide technical assistance, training and capacity building to national statistical agencies, to relevant statistical services in line ministries, and to other relevant stakeholders including workers’ and employers’ representatives.
++120. Since the population census is an important source of statistics on employment, there may be a need to classify those employed by status in employment in the Census, in order to produce estimates for small geographic areas as well as for small groups. The need for a strict limit on the number of questions in most population censuses, however, would mean that a short question or module that collects the same concept but with less detail and less precision may be an appropriate solution.
++
++121. When establishment surveys are used as a source of statistics on employment, ICSE-18 should be applied when there is a need for information about different types of employment arrangements. However the level of detail should reflect the national needs for the information, and the feasibility of collecting the information from establishments.
++
++122. Administrative records, developed or adapted for statistical purposes, may also be an important input for the production of employment statistics. The administrative records could, for example, be based upon tax systems, employment services, pension schemes or social security administration. If a country is using administrative records in order to produce employment figures then it might also be relevant to derive status in employment categories from these records. The possibilities to do so depend on the structure and content of the country-specific administrative sources.
++
++123. Compilation of statistics according to ICSaW-18, or subsets of it, will be dependent on the availability and frequency of collection of statistics on the different forms of work.
++
++124. In order to facilitate international comparability of the statistics, data on work relationships should be collected on the basis of the most recent relevant data collection and methodological guidelines released by the ILO.
++
++= Future work =
++
++125. To promote the implementation of this resolution, the ILO should work collaboratively with countries, international, regional and sub-regional organizations, and representatives of workers’ and employers’ organizations to:
++
++* (a) widely disseminate these standards and communicate on their impact and interpretation;
++* (b) update and maintain the draft data collection guidelines published as Room Document x to this conference in order to reflect this resolution as adopted and current international best practice and experience;
++* (c) develop technical manuals and model data collection instruments, to be made available in the three official languages, and in other languages with the support of partner institutions;
++* (d) further conduct conceptual and methodological work including testing;
++* (e) provide technical assistance, training and capacity building to national statistical agencies, to relevant statistical services in line ministries, and to other relevant stakeholders including workers’ and employers’ representatives.