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2005 LABOR FORCE SURVEY

MANUAL – ENUMERATORS AND SUPERVISORS

1.0 GENERAL INFORMATION 1.1. INTRODUCTION

The main purpose of the Labour Force Survey is to determine the level and rate of unemployment as well as the socio-economic characteristics of the labour force in support of macro-economic planning and employment policy formation. The data collected will constitute a basic input to the Labour Market Information System.

1.2 SCOPE OF SURVEY

The Labour Force Survey covers all persons 15 years of age and over who are at work and those not at work – that is, those looking for and available for work. The “Not in the labour force” category includes all persons 15 years and over not wanting or able to work. Excluded from the survey are persons in institutions such as the home for the aged and prisons. As part of the survey, demographic information will be collected on all household members, including persons under 15 years of age.

1.3 CONDUCT OF SURVEY

To gather the information for the survey, the Central Statistical Office will select a representative sample of households and interview the household members 15 years of age and over concerning their labour force status. The source or frame for selection of this sample was the 2001 Population and Housing Census Visitation Records.

2.0 CONCEPTS, DEFINITIONS AND PROCEDURES

2.1 HOUSEHOLD It consists of one or more persons living together (i.e. sleeping most nights of a week), who occupy a whole or part of a dwelling unit, who have common

Arrangements for housekeeping and who share at least one daily meal. It is important to note that a member of a household need not be a relative of the main family, e.g. a boarder or a domestic servant who sleeps in most nights a week is a member of the household. It is possible for a household to consist of

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just one person, or more than one family, as long as they share living arrangements. A group of unrelated persons living together can also comprise a household.

2.2 HEAD OF HOUSEHOLD

For survey purposes every household must have a head. The head is identified in the following situations: a) In a one person household, that person is the head.

b) The person who carries the main responsibility for the affairs of the

household and/or is the chief breadwinner is the head of the household. c) The person recognized as the head of the household by the respondent (s)

should be accepted as such for survey purposes. d) In the case of a group of unrelated persons sharing a dwelling on an equal basis, that member of the group whom others acknowledge as such should be taken as the head. e) A person running a small guest house is considered to be the head of that

household.

In cases where the respondent does not accept the idea of a head, assign a head, and continue the interview. 2.3 ECONOMICALLY ACTIVE POPULATION

The economically active population comprises all persons of either sex who furnish the supply of labour for the production of goods and services as defined by the United Nation System of National Accounts and Balances, during a specified reference period. According to these systems the production of goods and services includes all production and processing of primary products, whether for the market, for barter or for own consumption, the production of all other goods and services for the market and, in the case of the households which produce such goods and services for the market, the corresponding production for own consumption.

2.4. AGE LIMIT AND SCOPE FOR ECONOMIC ACTIVITY

The age limit used in this survey is 15 years, which is in line with the United Nations Principles and Recommendations for the Population Housing Censuses. Persons should be counted as economically active if (and only if) they contribute and are available to contribute to the production of goods and services falling within the SNA boundary.

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Economic activity as defined by the present SNA covers all market production and certain types of non-market production, including production and processing of primary products for own consumption, own account construction and other production of fixed assets for own use and volunteer community service.’ EXAMPLES OF ACTIVITIES TO BE INCLUDED List A. Examples of situations which should be considered as economic activity in line with the SNA concept of production of goods and services. A1: Vending newspapers or lottery tickets in the street; cleaning car windshields for tips at traffic lights; A2: Managing one’s own business or farm even though not involved in producing the output. A3: Repairing of work equipment for future operation, eg. a fisherman repairing his boat or net for future outings; A4: Buying or installing equipment and ordering supplies in preparation for opening a new business; A5: Work in the household enterprise without pay, but with a share in the earnings/profits of the enterprise. A6: Unpaid work in an economic enterprise operated by a related person living in the same household (e.g. work such as cleaning and grading bananas); A7: Outwork i.e. a practice prevalent in some enterprises where all or part of

the production is allocated to different persons or households to be carried out at home and for which these persons or households receive payment on a piece-rate basis, eg. the master weaver assigning bobs to different

households. A8: Exchange work i.e. a practice in some countries whereby labour is exchanged between households for productive purposes such as the work performed by a farm operator of members of his family on the farm of another operator. A9: the production of goods and services for barter, eg. the practice in some countries whereby labour is exchanged between households for productive purposes, such as the work performed by a farm operator or members of his family on the farm of another operator.

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A10: Bonded labour, i.e. work for an employer, landlord or money-lender to meet an obligation (usually a debt without pay or less than normal) till the obligation has been settled. A11: Paid domestic services, including baby sitting and teaching children in other persons’ homes in exchange for cash payment, board and lodging or payment in kind such as clothing; A12: Cooking food for labourers on one’s farm where food is provided as part of the labourer’s pay; A13: Apprenticeship and on-the-job training which is associated with the productive activities of an enterprise, even if no pay is received. A14: Paid religious activities of members of religious orders; A15: Military duties of career military personnel and conscripts as well as engagements in equivalent civilian services. EXAMPLES OF ACTIVITIES TO BE INCLUDED List B: Examples of situations which should not be considered as

economic activity, i.e. falling outside the SNA BOUNDARY: B1: Work done without pay for a member of the household who does not own a farm or a business but is himself or herself a salaried employee, such as typing for a spouse who is a lawyer employed in a corporation.;

B2: Work without pay for an unrelated member of the household, eg. work in a grocery store owned by a lodger; B3: Work without pay for a relative who does not live in the same household, e.g. helping out in the shop of an uncle who lives in another household (however, as suggested in the United Nations Principles and Recommendations for Population and Housing Censuses (United Nations 1980, where it is customary, in particular for young persons, to work without pay in an economic enterprise operated by a related persons who does not live in the same household, such work may be considered as economic activity. B4: Unpaid activities such as housework, cutting the lawn, and painting the house; B5: Training which is not associated with the productive activities of an Enterprise, even if financial allowance is received which enable the person to undergo the training, e.g. student nurses, laboratory students;

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B6: Volunteer services for organizations such as hospitals, parent and school associations, or unpaid community work for local road construction; B7: Work in prison farms or workshops even if some form of compensation is received for the work. In the SNA, payment to prisoners and the cost of feeding and housing them are not regarded as production but as part of Government intermediate consumption; B8: Investing in a business but not contributing to its management or actual operation, eg. holding shares and stocks in a company.

2.5 CURRENTLY ACTIVE POPULATION

“Currently active population” comprises all persons above a specified age who fulfill the requirements for inclusion among the employed or unemployed. The term “labour force” used synonymously with “currently active population” is the most widely used measure of the economically active population. It is based on a short reference period, such as one week or one day, and used for measuring the current employment and unemployment situation of the economy and the current employment characteristics of the population.

2.6 LABOUR FORCE The term “Labour Force” refers to the categories of persons according to their activities during the short reference period (such as one week or one day) by using a specific set of rules. Labour Force = Persons Employed + Unemployed Population = Labour Force + Not in the Labour Force The exact contents of the categories depends on how each is defined. The Thirteenth International Conference of Labour Statisticians (ICLS 1982) defines employment in terms of paid employment and self-employment: paid employment covers persons who during the reference period performed some work for wage or salary, in cash or in kind, as well as persons with formal attachment to their job but temporarily not at work. The standard definition of unemployment covers persons who during the reference period were:

(a) without work (b) currently available for work (c) seeking work

The resolution adopted by the ICLS in 1982, however provides for the relaxation of the “seeking work” criterion in situations where the conventional means of seeking work are of limited relevance.

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2.7 ACTIVITY PRINCIPLE The activity principle of the labour force framework stipulates that a person’s labour status should be determined on the basis of what the person was actually doing during the specified reference period. Thus, only persons who were engaged in an economic activity or who were seeking and/or available for work are to be considered for inclusion in the labour force. There are only a few exceptions to this rule such as the inclusion among the employed of the persons who were temporarily absent from work or the inclusion among the unemployed of the person without work, who are not seeking work because they have already found a job to start at a date subsequent to the reference period. 2.8 PRIORITY RULES The labour force framework used a set of priority rules for classifying the working age population into three basic categories of the framework. Precedence is given to employment over unemployment and unemployment over economic inactivity. 2.9 PERSONS NOT IN THE LABOUR FORCE Persons not in the labour force, or, equivalent, in the “population not currently active”, comprises all persons not classified as employed or unemployed during the reference period and hence not currently active, including children and young people below the age specified for measuring the economically active population. 2.10 USUAL ACTIVITY The “usual active population” comprises all persons above a specified age whose main activity status is determined in terms of number of weeks or days during the long reference period (such as the preceding 12 months or the preceding calendar year – 365 days) was “employed” or “unemployed” as defined in the labour force framework. The definition of the usual active population contains two essential elements. One is that the main activity status of an individual should be determined by the amount of time the individual was employed or unemployed during the long reference period. The second element is that the amount of time employed should be measured in terms of weeks (or days) of employment and of unemployment. 2.11 POPULATION NOT USUALLY ACTIVITE The “population not usually active” comprises all persons irrespective of age (including those below the age specified for measuring the economically active population), whose activity status during the long reference period was neither employed or unemployed. The “population not usually active” comprises the following functional categories:

(a) Students (b) Homemakers (c) Income recipients (pensioners, renters etc)

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(d) Others (recipients of public or private support, children not attending school etc) as defined by the United Nations Principles and Recommendations for Population and Housing Censuses (United Nations 1990).

The 1990 draft supplement to these principles and recommendations (United Nations 1986) provides the following definitions:

(a) Students: persons of either sex, not usually active, who attend any regular educational institution, public or private, for systematic instruction at any level of education. b) Homemakers: persons of either sex, not usually active, who are engaged in household duties in their own home, eg. housewives and other relatives responsible for the care of children, the sick and the elderly.

2.12 EMPLOYED PERSONS According to the 1982 international definition of employment (ILO 1983) the “employed” comprises all persons above the specified age for measuring the economically active population who during the specified period (one week or one day) were in the categories: Paid employment: (1) “at work” persons who during the reference period, performed some work for the wages or salary, in cash or in kind; (2) “with a job but not at work” persons who having already worked in their

Present job, were temporarily not at work during the reference period but had a formal attachment to their job. Self-employment: (1) “at work” persons who, performed some work for profit or family gain, in cash or kind; (2) “with an enterprise but not at work” persons with an enterprise, a farm or a service undertaking, who were temporarily not at work during the reference period for some specific reason.

The international standards further specify that for operational purposes, the notion of “some work” may be interpreted as work for one hour. In line with the labour force framework, the international definition of employment is based on a short reference period (one week or one day) and on a principle that a person must have been engaged in some economic activity during that reference period to be considered as employed. The use of short reference period provides a snapshot picture of the employment situation at a given time. Since during any short reference period there are always persons temporarily

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absent from their work because of vacation, illness, etc., the definition includes an exception to the activity principle in order to include sick persons among the employed. Another basic feature of the definition is the stipulation that some work for operational purposes, be interpreted as work for at least one hour during the period. This means that work in an economic activity for as little as one hour is sufficient for a person to be classified as employed. This is in line with the priority rule of the labour force framework which gives precedence to any employment activity over any other activity. 2.13 THE ONE HOUR CRITERION The one hour criterion in the definition of employment is to cover all types of employment that may exist in a given country, including short-time work, casual labour, stand-by work and other types of irregular employment. It is also a necessary criterion if total employment is to correspond to aggregate production. The one hour criterion in the definition of employment is also fundamental in defining unemployment as a situation of total lack of work. 2.14 MEASUREMENTS ISSUES The measurement and interpretation of hours of work in labour force surveys are complex tasks. In many countries the working time of the bulk of the workers, particularly those who are not engaged in regular paid employment, is not structured in terms of hours. These workers may therefore not have a sense of time in terms of hours and may have difficulties in responding to questions on hours of work. A similar problem may arise in the case of workers who are hired on a task basis and not required to spend a fixed amount of time on the task. For such workers it may be necessary to formulate the questions in terms of a different time unit, for example, the number of days or half-days worked, or to convert the task performed into time units of labour inputs. Regarding actual hours worked, the task is to elicit the exact number of hours worked during the survey reference period, including overtime work, but excluding paid or unpaid absences, time spent looking for work by casual workers etc. This task may prove difficult in the cases of workers with highly variable working hours and workers for whom the hours worked during the reference period were typical, for example, because they changed jobs, were sick or had a day or two off. In such cases, the number of hours actually worked during the reference period may be recalled more easily if queried on a day-to day basis. In measuring usual hours of work, it should be noted that there may be persons whose usual hours of work are not the same all year long. For example, working students may change their jobs from part-time to full-time during the summer vacation. Or, another example, workers in seasonal activities (agriculture, construction, tourism, etc) may have substantially different usual hours of work during peak seasons and off-seasons. If the survey is undertaken

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repeatedly or spread over the year, usual hours of work of the respondent should refer to the season in which the interview falls. 2.15 TEMPORARY ABSENCE FROM WORK In general, the notion of temporary absence from work refers to a situation in which a period of work is interrupted by a period of absence. This implies that persons are generally to be considered temporarily absent from work, and were expected to therefore be employed, if they return to their work after the period of absence. Person without work who made arrangements to take up paid employment to engage in some form of self-employment activity at a date subsequent to the reference period, but who had not yet started work, are not to be considered as temporarily absent from work. There could, however, be certain exceptional cases of persons being considered as temporarily absent from a job not yet started, eg. because of sickness on the first day of work. The international definition of employment, specify certain principles for ascertaining temporary absence from work, differentiating between paid employment and self-employment. In case of paid employment, these principles are based on the notion of “formal job attachment” which is to be determined depending on national circumstances according to more than one criteria:

(a) The continued receipt of wage of salary;

(b) an assurance of a return to work following the end of the contingency, or an arrangement as to the date of return;

( c) The elapsed duration of absence from the job which, wherever relevant, may be that duration for which the workers can receive compensation benefits without obligation to accept other jobs. 2:16 CASUAL WORKERS AND SEASONAL WORKERS Casual workers working on a daily or weekly basis for an employer do not have a formal job attachment and, when not at work during the reference day or week, should not be classified as employed. Other non-regular employees, such as seasonal workers, should be classified as employed when not at work, if they have a formal job attachment during the reference period. 2.17 TEMPORARY ABSENCE FROM SELF-EMPLOYMENT

Regarding temporary absence from self-employment, the international standards specify that “persons with an enterprise which may a be a business enterprise, a farm or a service undertaking, who are temporarily not at work during the reference period for some specific reason” should be considered as employed. The decision as to whether the absence is to be considered temporary or not could be based on its duration.

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2.18 EMPLOYERS AND OWN ACCOUNT WORKERS For employers and own account workers whose enterprise continue to exist during their absence, it is sufficient to verify that an absence for any specific reason is short enough to be considered temporary. 2.19 CASUAL OWN ACCOUNT WORKERS

For casual own-account workers, such as side-street shoeshine boys or itinerant newspaper vendors, it may be assumed that their enterprise does not continue to exist when they are away from work. Thus, casual own-account workers when not at work should be considered as “with an enterprise but not at work” and should not be classified as employed. Regarding employers and own-account workers engaged in seasonal activities, their classification as employed, when they are not at work, should also be based on the one hour criterion.

2.20 HOURS OF WORK Normal hours of work These are the hours of work fixed by or in pursuance of laws or regulations, collective agreements or arbitral awards. Where not so fixed, “normal” hours of work should be taken as meaning the number of hours per day, or week, in excess of which any time worked is remunerated at overtime rates or forms an exception to the rules or customs of the establishment relating to the classes of workers concerned.

2.21 Hours actually worked Statistics of hours actually worked should include: (a) hours actually worked during normal periods of work; (b) time worked in addition to hours worked during normal periods of work and generally paid at higher rates than normal rates (overtime); (c ) time spent at the place of work on work such as the preparation of the workplace; repairs and maintenance, preparation and cleaning of tools, and the preparation of receipts, time sheets and reports;

(4) Time spent at the place of work waiting or standing-by for such reasons as lack of supply of work, break down of machinery, or accidents, or time spent at the

place of work during which no work is done but for which payment is made under a guaranty employment contract;

(5) Time corresponding to show rest periods at the work place, including tea and coffee breaks. The resolution further specifies that statistics of hours actually worked should exclude:

(a) hours paid for but not worked; (b) meal breaks; (c) time spent on travel from home to work and vice versa.

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The concept of actual hours worked is different from that of hours paid for, frequently used in establishment surveys. The measurement of actual hours worked in labour force surveys should relate to the same reference period (one week or one day) that is used for the measurement of employment. The resulting data thus provide a snapshot picture of the hours worked by an individual during a specified period. If information reflecting the typical working situation is needed, the data on actual hours worked should be supplemented with data on usual hours of work. 2.24 USUAL HOURS WORKED

The concept of usual hours of work differs from that of actual hours worked, in that the usual hours of work refers to a typical period rather than to a specified reference period as in the case of actual hours worked. Usual hours of work per week or per day for a given activity may be defined as hours worked during a typical week or day in that activity. The concept of usual hours of work applies both to persons at work and to those temporarily absent from work. Usual hours of work should refer to the typical situation in a typical period. For regular workers in non-seasonal activities this may be any week or day without exceptional circumstances, such as illness, vacation, public holidays, special overtime, short-time work. Where the typical situation differs from one period to another, for example from one season to another, there will be more than one usual hours of work. In the case of seasonal activities, for example, there will be one usual hours of work for the peak season, and one for the slack season. In extreme situations of highly irregular working patterns, there may not be a typical situation in any period and the concept of usual hours of work will have limited relevance. For jobs that have started during the reference period the usual hours of work may refer to the number of hours per week or per day the employee is expected to work in that job, determined, for example, by the terms of agreement with the employer or by comparison with other workers in a similar position. As in the case of actual hours worked, usual hours of work for multiple jobholders should equal the hours of work at all jobs, and may be identified for each job separately.

2.25 FULL-TIME, PART-TIME WORKERS Employed persons may be classified as full-time or part-time workers on the basis of their daily or weekly working hours. They can also be classified in terms of other aspects of their working schedules, such as full-year or part-year employment. The full-time or part-time distinction is particularly relevant to persons engaged in regular paid employment. At present there is no international statistical definition of part-time work. In the present context, one may define part-time work as regular, voluntary work carried out during working hours distinctly shorter than normal. While this definition

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introduces the concept of part-time employment, its implementation for statistical purposes requires specification of what is meant by working distinctly shorter than normal hours and by doing so on a regular and voluntary basis. 2.26 UNEMPLOYMENT

The International Standards of Unemployment (ILO 1983) is based on three criteria to be satisfied simultaneously: “without work”, “currently available for work” and “seeking work”. Accordingly, the “unemployed” comprises all persons above the age specified for measuring the economically active population who during the reference period were:

(a) “without work”, i.e. were not in paid employment or self employment, as specified by the international definition of employment;

(b) “currently available for work” i.e. were available for paid

employment or self-employment during the reference period. ( c) “seeking work”, i.e. had taken specific steps in a specified recent period to seek paid employment or self-employment. Special provisions are made for persons without work who have made arrangements to start work at a date subsequent to the reference period (future starts) and for persons whose employment contact is temporarily suspended (lay-offs). The without work criterion draws the distinction between employment and unemployment. “Without work” should be interpreted as total lack of work, or, more precisely, as not having been employed during the reference period. Thus, a person is to be considered as “without work” if he or she did not work at all during the reference period (not even for one hour) nor was temporarily absent from work as determined by the definition of employment. The other two criteria of the standard definition of unemployment, “currently available for work” and “seeking work”, serve to distinguish those of the non-employed population who are unemployed from those who are not economically active. 2.27 SEEKING WORK CRITERION

According to the international standards, persons have to be seeking work to be considered as unemployed. Seeking work is defined as having taken specific steps in a specified recent period to seek paid employment or self-employment. The notion of seeking work is dependent on the duration and type of employment sought. Seeking work covers seeking self-employment, part-time employment, temporary, seasonal or casual work, and in general, any type of work considered as economic activity by the international standards.

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2.28 ACTIVE STEPS TO SEEK WORK The active steps to seek work listed in the definition of unemployment include: (a) Registration at a public or private exchange; (b) Application to employers (c) Checking at work sites, farms, factory gates or other assembly places. (d) Placing or answering advertisements; (e) Seeking assistance of friends and relatives, (f) Looking for land, building machinery or equipment to establish own

business; (g) Arranging for financial resources; (h) Applying for permits and licenses etc.

2.29 SEEKING SELF-EMPLOYMENT The notion of seeking self-employment requires particular attention. The dividing line between seeking work activities and self-employment activities itself is often difficult to draw in the case of self-employed persons. In many situations, activities such as looking for potential clients or orders, or advertising the goods and services produced are an essential component of the activity itself. In other cases, (e.g. self-employed doctors and lawyers) the notion of seeking work has limited application. 2.30 JOB SEARCH PERIOD According to the international standards the specific steps for seeking work must have taken place within “a specified recent period.” This period may not be the same as the survey reference period of one week, or one day, but may be longer such as one month or four weeks preceding the reference period. The purpose of extending the job search somewhat backward in time is to take account of the time-lags which often follow initial steps to obtain work and during which job-seekers may not take any other initiatives to find work. Thus a person who has already applied for a job by writing to an employer a month ago, may not do anything else to find work while waiting for a reply. This may particularly be the case for persons only able to offer their services to one potential employer, such as applicants for jobs which can only be performed in the public service (e.g. judges). 2.31 AVAILABILITY PERIOD The availability criterion is formulated in international standards as availability during the reference period (reference week or day). In practice, e.g. the following 15 days or two weeks. This is to account for the fact that not everyone who is seeking can be expected to take up a job immediately when one

is offered. Persons may be temporarily sick at the moment, or may have to make arrangements concerning child care, transportation facilities, etc, before being able to start work.

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Furthermore, there are forms of employment, such as regular employment paid on a monthly basis, where workers are generally expected the first or at the fifteenth of the month, rather than straight after the offer of a job.

2.32 FUTURE STARTS The international standards specify one particular category of workers for whom an exception is made from the general rule that all the criteria (without work, currently available for work, seeking work) have to be satisfied simultaneously to meet the demands of the standard definition of unemployed. The exception, are those without work, who have made arrangements to take up paid employment or to undertake self-employment activity tat a date subsequent to the reference

period (“future starts”). According to the international standards, such persons, if currently available for work, are to be considered as unemployed, whether or not they continue to seek work. Thus, the classification of “future starts”, as unemployed involves only two criteria, namely “without work” and currently available for work.

2.33 LAY-OFFS In general, “lay-offs” may be defined as “persons whose contract of employment, or activity, has been suspended by the employer for a specified or unspecified period at the end of which the person concerned has a recognized right or recognized expectation to recover employment with that employer ( (OECD, 1983). The international standard allows persons on lay-offs to be classified in anyone of the categories “employed”, “unemployed”, not in the labour force”, depending on the nature of the attachment of the jobs their job search activity and, their current availability for work, in particular:

(a) Lay-offs with formal job attachment are to be classified as employed (with a job but not at work);

(b) Those without formal attachment but seeking and currently available for

work are to be classified as unemployed. ( c) Others, i.e. lay-off without formal job attachment who are not currently available for work or not seeking work are to be classified as not in the labour force.; Thus, lay-offs with formal job attachment are not to be treated the same way as short-time workers, i.e. as employed. Only lay-offs with no formal job attachment who are seeking and currently available for work are to be considered as unemployed under the standard definition. 2.34 AVAILABILITY UNDER THE RELAXATION PROVISION Where the labour force market justifies the relaxation of the seeking work

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criterion, unemployment would be defined, for the persons concerned, in terms of the remaining criteria, “without work” and “current availability for work”. The availability criterion, in particular, becomes a crucial element for measurement and should be fully tested. Where the seeking work criterion is relaxed, a person without work is to be considered as unemployed if, given a work opportunity, he or she is ready and

able to work. The meaning of “ given some work” is more ambiguous when the seeking work criterion is relaxed than when it is not. When the seeking work criterion is applied the conditional element (“given some work”) is linked to the type of work sought by the seeker, as most active steps in seeking work imply that job seekers have some idea of the type of work he or she is looking for. However, when the seeking work criterion is relaxed, this link is cut and the ‘ notion of “given some work” is much less clear. The context to which current availability refers should thus be specified by indicating particulars of the potential work opportunities (remuneration, working time, location,

occupation etc.) The international standards recognize that apart from the special circumstances (e.g. school attendance, family responsibilities, infirmity or disablement) availability for work depends essentially on the nature of potential work opportunities. They recommend that in “the application of the criterion of the current availability for work, especially in the situation where the “seeking work” criterion is relaxed, appropriate tests should be developed to suit national circumstances. Such tests may be base on notions such as present desire for work, previous work experience, willingness to take up work for wage or salary on locally prevailing terms or readiness to undertake self-employment activity, given the necessary resources and facilities” . 2.35 UNDEREMPLOYMENT According to the ICLS resolution, underemployment exists when a person’s employment is inadequate, in relation to the specified norms or alternative employment, account being taken of his occupational skills (training and working experience)”. Two principal forms of underemployment are distinguished: visible underemployment reflecting an insufficiency in the volume of employment, and invisible underemployment, characterized by low income, under utilization of skill, low productivity and other factors. The 1982 ICLS resolution recognized, however, that “for operational reasons the statistical measurement of underemployment may be limited to visible underemployment.”

2.36 VISIBLE UNDEREMPLOYMENT The international standards consider two elements in the measurement of underemployment:

(a) The number of persons visibly underemployed; (b) The quantum of visible underemployment.

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While element (a) gives the result in terms of number of persons, element (b) is measured in terms of units of working days, half days, or more fully, hours. According to the international definition “persons visibly underemployed” comprise all persons in paid and self-employment, whether at work or not at work, involuntarily working less than the normal duration of work determined for the activity, who are seeking or available for work.

2.37 UNPAID FAMILY WORKER An unpaid family worker is a person who works without pay in an economic enterprise operated by a related person living in the same household. Where it is customary for young persons, in particular, to work without pay in an economic enterprise operated by a related person who does not live in the same household, the requirement of “living in the same household” may be disregarded (United Nations, 1980). Unpaid family workers at work should be considered as employed irrespective of the number of hours worked during the reference period. Unpaid family workers not at work, as mentioned earlier are not considered as being temporarily absent from work and should not be classified as employed. 2.38 PERSONS ENGAGED IN NON-MARKET PRODUCTION The international standards include a special provision for another category of unpaid workers, conceptually distinct from unpaid family workers. These are persons who are engaged in the production of goods and services for own and households consumption, as opposed to unpaid family workers who participate in the activities of an economic enterprise (operated by a related household member), in principle engaged in some kind of market production. It should be mentioned that in practice the two types of activities may be performed by the same persons. In line with the concept and boundary of economic activity, production for own consumption comprises production and processing primary products for own consumption and production of fixed assets for own use. The 1982 international standards specify that persons engaged in such activities should be considered as employed “if such production comprises an important contribution to the total consumption of the household” (ILO 1983b). The qualifier “important contribution” has two purposes: it excludes from the economically active population persons who may for example, be growing vegetables in their backyards, but whose subsistence does not significantly depend on it; and it conforms to the practice in many countries of excluding negligible non-market economic activities from national accounting statistics (OECD, 1975).

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2.39 APPRENTICES AND TRAINEES

Apprenticeship is widespread in many countries, taking various forms in different

countries. Apprenticeship may even differ from branch to branch of economic activity within a given country. Apprentices may be directly engaged in producing goods and services or may simply be learning by observation without actually performing any significant productive tasks. They may be paid a wage or salary under a written or oral contract. Others may even be given meals or living- quarters or special tuition, in compensation for the work done as an allowance unrelated to the work performed. Still others may not be paid at all and, in some areas may actually be paying a fee in return for the required skill or knowledge. One group of apprentices specially mentioned, in the international standards are “apprentices who receive pay in cash or kind”. It is stated that they should be considered in paid employment and classified as “at work” or “not at work” on the same basis as other persons in paid employment. Regarding apprentices who are not paid in cash or in kind, such as those who receive only a financial compensation or allowance which is unrelated to the work performed, no specific statement is made and thus the appropriate statistical treatment should follow from general principles. Apprentices working without pay in an economic enterprise operated by a related person living in the same household are in fact unpaid family workers and should be classified as employed when at work for at least one hour during the reference period. Apprentices who are not paid or are simply receiving financial compensation or an allowance unrelated to the work performed may be included among the employed on the basis of whether or not they are associated with the productive activities of an enterprise. If such apprentices contribute to the production of goods and services, they should be classified as employed. Otherwise, they should be classified as unemployed or not economically active, depending on their job search activity or availability for work. In principle trainees can be classified as employed if their activity can be considered as “work” or if they have a “formal job attachment”. When training takes place the trainee can be assumed to be associated with that enterprise’s production of goods and services, for at least one hour during the reference period, and they should be considered as “at work” and classified as employed irrespective of whether or not they receive a wage or salary from the employer. When training does not take place within the context of an employer (e.g. training outside the enterprise, or inside the enterprise but with no association in the production activity of the enterprise), the statistical treatment should depend on whether or not the trainees are employed by the enterprise before the training perod (including cases classified as employed as mentioned above):

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(1) If employed by the enterprise before the training period, these trainees should be considered as employed but not at work while on training , as long as they maintain a formal job attachment. An example might be training schemes in with periods of training in a specialized institution alternate with periods of work in the enterprise. To establish whether or not a formal job attachment exists, the criterion of “assurance of return to work” (to be interpreted as an assurance to return to work with the same employer) should be considered the essential one.

In institutions where such assurance to return to work does not exist, formal job attachment should be assessed on the basis of the criterion of continued receipt of wage or salary. This should be considered as satisfied if the employer pays directly all or a significant part of the wage or salary. The third criterion, elapsed duration of absence, might also be used in particular situations, for example in connection with long-term training schemes.

( 2) If the trainees were not employed by the enterprise before the training period, they cannot be considered as “with a job but not at work” and the notion of formal job attachment does not apply . If the training scheme includes a definite assurance to the trainees of employment at the end of training, their statistical training treatment might follow that of persons who, having made arrangements to take up employment at a date subsequent to the reference period are classified as unemployed if currently available for work. Otherwise the trainees should be classified as unemployed or not economically active, depending upon their job search activity or availability for work. 2.40 WORKING STUDENTS AND EMPLOYEES ON STUDY LEAVE In many countries students combine their studies with part-time or even full-time work, throughout the year or during vacations. A review of current international practices, show that working students are generally classified as employed in labour force surveys, regardless of the amount of time worked. However, in certain surveys and population censuses, full-time students are classified as not economically active, irrespective of any jobs held. This latter practice is not in line with the labour force framework which gives precedence to employment, even if only for one hour, over unemployment and economic inactivity. In fact the international standards specifically direct that students, as well as homemakers and other persons mainly engaged in non-economic activities, who undertake some work during the reference period, should be considered as employed on the same basis as other categories of employed persons (but identified separately, where possible).

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Employees and civil servants on paid study leave should be considered as employed (with a job but not at work) if the duration of leave is short enough to be considered temporary. In the case of paid study leave of long duration, such as one or more years, the criteria of formal job attachment may not be regarded as satisfied, and the persons involved may be excluded from the count of the employed while on leave. 2.41 MEMBERS OF ARMED FORCES Another group of persons singled out in the international standards for inclusion among the employed are members of the armed forces. The statistics should include both regular and temporary members of the armed forces as specified in the most recent revision of the International Standard Classification of occupations (ISCO). ISCO 1968 define members of the armed forces as: Those personnel who are serving in the armed forces, including women’s auxiliary services, whether on a voluntary or involuntary basis, who are not free to accept civilian employment. Included are regular members of the army, navy air force and other military services, as well as temporary members enrolled for full-time training or other services for a period of three months or more. Excluded are persons in civilian employment such as administrative staff of government establishments concerned with defence questions; police (other than military police); custom inspectors and members of other armed civilian services; members of the military reserves not currently on full-time active service; and persons who have been temporarily withdrawn from civilian life for a short period of military training (ILO 1968). All persons in military service for a period of three months or more should be considerd employed, according to the international standards. It should be mentioned that the coverage of labour force surveys is often restricted to the civilian non-institutional population. Thus members of the armed forces are not covered or only partially covered. Members of the armed forces should be included among persons in paid employment. The armed forces should include both the regular and the temporary members. (ILO manual on Employment, Unemployment, Underemployment, Second impression 1992). 2.42 BUILDING The building is the most important unit of enumeration since each building, that is in an independent physical structure, must be accounted for on the Enumeration District Sketch Map and recorded in the Listing Sheet. It is a major means of checking progress in the field and the coverage of the survey. A building is defined as a physical structure which is separate and independent of any structure. It must be covered by a roof and enclosed

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within external walls. A building may be a factory, shop, poultry pen, etc. Note that detached rooms relating to main building are treated as part of the main building, for example detached kitchens, toilets, servants quarters, garages, etc. 2.43 CLOSED BUILDING A closed building is one which at the time of enumeration, is in use but with all the tenants temporarily absent, i.e. absent for less than six months (the neighbours can usually help with identifying a closed building). 2.44 VACANT BUILDING A vacant building is one which at the time of enumeration is not being used for any purpose. Also to be included in this category are buildings which are closed for six (6) months or more. 2.45 DWELLING UNIT A dwelling Unit is any building or separate and independent part of a building in which a person or group of persons is living at the time of the field enumeration. It must have direct access from the street or common landing, staircase, passage or gallery where occupants can enter or leave without passing through anybody else’s living quarters. 2.46 CLOSED DWELLING UNIT A closed dwelling unit is one which is occupied, but during the enumeration period, the occupants are temporarily away, that away for less than six (6)

months . A dwelling Unit may be closed because the residents are away either on holiday or for some other reason.

2.47 VACANT DWELLING UNIT The habitable dwelling unit with no one living there at the time of enumeration. 2.48 BUILDING NUMBER ( For the 2005 Labour Force Survey, Enumeration district listing is not Performed). The purpose of this column is to provide a precise count of the number of buildings in each enumeration district. Each building that you visit must be given a number in serial order as you visit it, starting from 001, 002, 003 etc. IT MUST BE EMPHASIZED that the building number recorded on your sketch map must agree wit the number in the Listing Sheet, and you must follow exactly the route indicated on your sketch map. The last recorded building number should indicate the total number of buildings in the E.D. Remember that a building may contain several dwelling units. In such cases, repeat the building number for every dwelling unit recorded, and on your E.D. Map, sub-divide the symbol representing a building to show that the building contains more than one dwelling unit.

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2.49 DWELLING UNIT You are required to number the units in serial order starting from 001, just as you did for building number. Remember that it is possible to have more than one dwelling unit in the building. In addition, there may be more than one household in a single dwelling unit in which case the same dwelling unit number is to be repeated for each such household. Thus it will be possible to identify each household with the dwelling unit which accommodates it. 2.50 HOUSEHOLD NUMBER Following an identical procedure to that used for items 2.48 and 2.49 the numbering of households must be in serial order, starting from 001 and continuing 002, 003, etc., always checking back to verify the last number used in order to avoid repeating numbers. The last appearing in this column should represent the total number of households in the enumeration district. 3.0 DUTIES AND PERFORMANCE OF INTERVIEWERS 3.1 YOUR PERFORMANCE You, the interviewer are the most important person in the whole survey. The whole success or failure in attaining the objectives depends entirely on your performance in the field. As such it is extremely important that you pay careful attention and fully understand your duties in preparation for the survey and in the field. 3.2 THE LIST OF BASIC DUTIES

Your basic tasks are as follows: (a) Attend the training course promptly and regularly.

(b) Study this manual carefully and remember the main points which are explained here. Become fully familiar with the questionnaire. (c) Contact the household you are assigned to interview. (d) Find the appropriate person for the interview. (e) Complete the interview

(f) Review each completed questionnaire for accuracy.

(g) Correctly fill out the required Control forms.

(h) Submit completed questionnaires and Control forms to your supervisor as

promptly as possible.

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(i) Comply with all regulations of the Central Statistical Office regarding your work as an interviewer.

(j) Keep all information received confidential. Some of these duties are

discussed in greater detail below. 3.2.1 Study This Manual

Read it through and mark items on which you have questions. Keep your copy with your notes from the course to serve as a reference throughout the survey.

3.2.2 Contact The Assigned Household

You will be given an Assignment Sheet for each ED which you are assigned. This sheet will include the important information which you need to identify each assigned household. The information, transcribed from the listing schedule include Parish Code, Supervisory District Number, Enumeration District Number, Sample Household Number, Address, and name of Head of Household. You must duplicate this information to the Household Identification section of the questionnaire before beginning the interview. You will also be given an ED map, which will indicate the location of each assigned household on the ED.

3.2.3 Find the Right Person for the Interview

The first question of the questionnaire helps you to find the head of the household or the person in charge of the day-to-day running of the household. As indicated above, this will usually be the same person. In locating this person use the same procedure and common sense which you have used in previous enumerating work if any. If this person is not available at the moment but can be reached somewhere else in the area, either try to find him (or her) or make an appointment for a time when he is expected to be available. Also, make an appointment for another time if the person is away at the moment but will be returning within the time in which you will be interviewing in the ED. If this person in charge is not available try to find someone else in the household who can answer questions about the household. If no such person is available, contact your supervisor. (Continue your work with another assigned household if your supervisor is not immediately available). Also if no one is home after repeated visits and neighbors do not know how a member of the household can be reached, contact your supervisor as well.

3.2.4 Non-interviews

As mentioned above, you must make every effort to find a person in the household whom you can interview. You are required to make a total of three attempts to locate the respondent; the original visit and two callbacks. It is important to minimize the number of non-interviews in the survey. If you are unable to complete an interview for any reason, you must bring it to the attention of your supervisor as soon as possible. An assigned questionnaire which is not completed will be considered a non-interview only after the supervisor has received a suitable explanation from the interviewer.

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If a respondent refuses to be interviewed, the supervisor is required to return to the household himself to attempt to obtain the interview.

3.2.5 Complete the Interview

This is your most important activity. Complete the interviews assigned to you as promptly and accurately as you can, using the techniques in which you have been instructed.

3.2.6 Review of Each Completed Questionnaire

This is a task which is sometimes neglected, but it is very important. It is necessary at the end of the interview to thank the respondent and ask him whether you can sit for a few minutes with him and review the questionnaire to make sure you have everything right. If you find incomplete answers or mistakes, check with the person you interviewed to get it right. This review should be done for each completed questionnaire before you hand it to your supervisor.

3.2.7 Correctly Fill out Control Forms

Control forms are necessary for monitoring the progress of the Enumeration process. You are required to record the result of each interview and summarize your weekly progress on the Control forms.

3.2.8 Submit Completed Questionnaires to Your Supervisor

Submit each completed questionnaire to your supervisor as soon as possible after you have checked it. After he has reviewed it, he may ask you to return to the respondent and complete or double check certain questions. The ED map and the Field Control Forms must also be returned to your supervisor.

3.2.9 Comply With Regulations

The regulations in effect for this survey are those which have been in effect for your previous work. This includes regulations regarding promptness, travel expenses, carrying your identification, conduct on the job and regular reports to supervisors.

3.2.10 Keep all Information Confidential

All information obtained by you through contact with the household under all circumstances, IS AND MUST BE KEPT CONFIDENTIAL. You must at no time divulge any information whatsoever to any person who is not connected with the survey or even to any member of your family. The information you obtain from any household MUST NOT BE DISCLOSED to any relative, friend or neighbor, of that household. Strict measures will be taken against anyone who does not adhere to this principle. Even permission will have to be sought from your supervisor before disclosing any information to others engaged in the survey.

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3.3 INTERVIEWING TECHNIQUES 3.3.1 Before Making Contact and Beginning the Interview

Before Making Contact Before making contact with respondents, there are four steps that are important to follow: (a) Review Your Interviewer Training Materials

This includes the general interviewing procedures, and the question-by-question instructions.

(b) Review the questionnaire

Before you begin interviewing, practice using the questionnaire to build your confidence. A successful interview requires an interviewer who fully understands the questionnaire and can use it easily and correctly. Stumbling through the questionnaire (loosing your place, shuffling papers, etc.) can disturb the respondent.

(c) Organize Your Materials

Be sure you know what materials you need before you go out to interview and make sure that you have them before going out into the field.

(d) Be Aware of Your Appearance and Behavior

The first thing the respondent notices about the interviewer is his appearance. It is important to create a good first impression so you should be polite, neat and courteous to respondents.

3.3.2 Gaining Cooperation

There are two steps in gaining the respondent’s cooperation. (a) Establish a Good Relationship A comfortable relationship between the interviewer and the respondent is the foundation for good interviewing. The respondent’s impression of you during your introduction and early remarks will largely determine the atmosphere for the interview, that is, if you seem bored, uninterested, and hostile, the respondent will probably act in a similar manner. Remember that respondents tend to react favourably if they think the person at the door is someone with whom they will enjoy talking. This means the interviewer needs to impress the respondent as being someone who is friendly and understanding. Through your behavior you can create an atmosphere in which the respondent can talk freely and fully.

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(b) Any Barriers the Respondent Feels About the Interview Need to be Overcome

Removing the respondent’s doubts can be accomplished by short, convincing statements from you as to the general purpose of the study, the confidential nature of the interview, and the important and impersonal use of the survey information. In addition, you must be able to answer any general questions that respondents may have about you and the survey.

3.3.3 Introduction at the Door

The following are some steps you should follow in your introduction, (a) Tell the Respondent who you are and whom you represent. Introduce yourself by name and say that you represent the Central Statistical Office. Always present your identification card. (b) Tell the Respondent what you are doing Have information about the survey clearly in mind so you can explain it in such a way that it stimulates the respondent’s interest. You should also determine that an eligible respondent is available to be interviewed. This means an adult household member who is knowledgeable about the household. For this survey, all interviewers should use the following introduction:

Good (morning / afternoon). I am …….. and I represent the Central Statistical Office. We are conducting a survey throughout the country to provide information on underemployment. I would like to speak to someone in this household who is knowledgeable about the household’s employment.

(c) Door Step Introduction Should be Brief The doorstep introduction should just be long enough to obtain the respondent’s cooperation so he will invite you inside to complete the interview. You should attempt to complete the interview on the first contact, but make arrangements to return another time if the respondent suggests it or if you think the respondent might be more willing to be interviewed later. If the respondent gives you some reason for not letting you inside, do not be insistent. Rather, just start the interview at the door.

3.3.4 Answering Respondent’s Questions

It is not unusual at all for the respondents to ask questions at the door or during the interview. Some of the questions respondents most frequently asked and suggested answers are: (a) Basic Information

- “who are you?”

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- “what do you want?”

Your answers to these questions should include your name, and mention the Central Statistical Office. Present your identification card. (b) Selection of Respondent’s Household

- “why did you pick me?”

You should say that the area in which you live was selected at random and that selected households within this area are interviewed. (c) Confidentiality

- “Is my name going to be released with this information?” - “What will you do with my information?”

You should say that all information collected will be strictly confidential.

(d) Length of Interview - “How long will this take?”

You should say that the interview will not take more than …… minutes. 3.3.5 Using the Questionnaire

The goal of the interviewer is to collect accurate information by using the survey questionnaire in accordance with sound interviewing practices. Respondents are strongly influenced by the way in which a question is worded. Obviously, if a question is worded differently for different respondents, it will not produce information which can be added up. Question order must also be the same from interview to interview because changes in sequence affect respondent’s answers. It is only when each interviewer uses the questionnaire in the same fashion as all other interviewers that we can hope to collect information that is uniformly correct.

3.3.6 Asking the Questions

You should avoid creating the impression that the interview is a quiz or a cross-examination; be careful that nothing in your words or manner implies criticism, surprise, approval or disapproval either of the question you ask or of the respondent’s answers. If you have a normal tone of voice, an attentive way of listening, and a non-judgmental manner, you will maintain and increase the respondent’s interest. Know the questions so well that you can read each one smoothly and move on to the next without hesitancy. Study the questionnaire carefully and practice reading the questions aloud.

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- Ask the questions exactly as they are worded in the questionnaire - Read each question very slowly - Ask the questions in the order in which they are presented in the

questionnaire The question sequence is designed to create a sense of continuity and to ensure that early questions will not have a harmful effect on the respondent’s answer to later questions. Furthermore, question order needs to be standardized from respondent to respondent if the interviews are to be comparable. Ask every question specified in the questionnaire From time to time when the interviewer needs to ask a series of apparently similar questions the respondent may ask “Just put me down as yes to all of them”. In this case you may wonder whether you should skip the questions which are apparently answered. You should not. It is your responsibility to make certain, wherever possible, that the respondent is fully exposed to each question specified in the questionnaire. Repeat questions which are misunderstood and misinterpreted. Keep track of changes you make in the questionnaire. Any changes, even inadvertent ones that you make in the wording, phrasing or order of questions in the interview should be noted in the questionnaire. This is necessary because supervisors and coders must know what was asked in order to decide whether these altered questions can be used and how they should be coded. Gathering personal data Questions about earnings which some respondents might find somewhat sensitive are at the end of the questionnaire. If you are matter-of-fact in your approach you will probably not encounter any problems. People are used to giving personal information to various agencies.

3.3.7 Probing and Other Interviewing Techniques

One of the most challenging and important aspects of the interviewer’s work is getting the respondent to answer the question which was asked. If your respondent gives you an incomplete or irrelevant answer, or if he misunderstands the question, or if you do not understand his answer, or if he looses track of the question and gets off on another topic, it is your responsibility to get him back on track through careful, neutral techniques. The quality of the interview depends a great deal on the interviewer’s ability to probe and use these techniques successfully. Probing has two (2) major functions:- - It motivates the respondent to communicate fully so that he enlarges on,

clarifies or explains the reason behind what he said.

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- It helps the respondent to focus on a specific content of the interview so

that irrelevant and unnecessary information can be avoided. Some respondents have difficulties putting their thoughts into words; still others may give unclear or incomplete answers; still others may be reluctant to reveal their attitudes because they feel that they are socially unacceptable.

The interviewer must deal with such factors and use procedures which encourage and clarify responses. Kinds of Probes a. Repeat the Question When the respondent does not seem to understand the question, when he misinterprets it, when he seems unable to make up his mind, or when he strays from the subject, the most useful techniques is to repeat the question just as it is written in the questionnaire. b. An Expectant Pause The simplest way to convey to a respondent that you need more information is by repeating the respondent’s reply. Simply repeating what the respondent has said as soon as he has stopped talking is often an excellent probe. c. Neutral Questions or Comments Neutral questions or comments are frequently used to obtain clearer responses. The following are examples of most commonly used probes: - Repeat question - Anything else? - Any other reason? - How do you mean? - Any other? - Could you tell more about your thinking on that? - Would you tell me what you think? - Why do you feel that way? - Which would be closer to the way you feel? These probes indicate that the interviewer is interested and they make a direct request for more information. d. Asking for Further Clarification In probing, it will sometimes be useful to appear slightly puzzled by the respondent’s answer to indicate with your probe that it might be you who failed to understand. For example: “I’m not quite sure I know what you mean by that – could you tell me a little more?” This technique can arouse the respondent’s desire to cooperate with someone who he thinks is trying to do a good job.

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It should not be overplayed, however, or the respondent will get the feeling that you do not know when a question is properly answered. Occasionally, a respondent will give an “I don’t know” answer. This can mean a number of things. For instance:- - The respondent does not understand the question and answers “don’t know” to avoid saying he does not understand. - The respondent is thinking the question over and says “don’t know” to fill the silence and to give himself time to think. - The respondent may be trying to evade the issue, or he may feel that the question is too personal and does not want to hurt the interviewer’s feelings by saying so in a direct manner. - The respondent really may not know, or may not have an opinion or attitude on the subject. If the respondent does not have the information which you request, this in itself is significant survey data. It is the interviewer’s responsibility to be sure that this is in fact the case, and not mistake “I have no opinion on that” for “wait a minute, I’m thinking”. A repetition of the question, an expectant pause, a reassuring remark or a neutral probe will all encourage the respondent to reply.

3.3.8 Controlling the Interview

While it is important to maintain a pleasant, courteous manner in order to obtain the respondent’s cooperation, the interviewer must also be able to control the interview so that it may be completed in a speedy and orderly fashion. For example, when answering questions on last year’s employment, the respondent may offer a lengthy explanation of problems or complain about wages and inflation. In this situation you must be able to bring the discussion to a close as soon as possible so that the interview may continue. Politely tell the respondent that you understand what he is saying but that you would like to complete the interview. If necessary you may try to postpone any outside discussion by saying “Okay, let’s finish this interview and we can talk about this later”. In some cases the respondent may start to provide some information about some aspect which is covered in a later portion of the interview. Again, you must ask the questions in their proper order and that he should wait until you reach the question on that particular aspect.

3.3.9 Ending the Interview

All people who give their name for an interview are entitled to courteous treatment. It is important that you leave respondents with the idea that you are grateful for their cooperation. After all the questions have been asked, thank the

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respondent and mention that their cooperation has been most helpful in providing information for the study.

4.0 THE QUESTIONNAIRE

GENERAL The questionnaire consists of several sections. The cover page identifies the household by use of codes. The rest of the questionnaire is divided into the following sections: Section 1 - Demographic Characteristics Section 2 - Education & Training Section 3 - Determinants of the Components of the Labour Force Section 4 - Employed Persons (Single & Multiple Job Holders) Section 5 - Unemployed Persons Section 6 - Persons Not in the Labour Force Section 7 - Usual Activity Section 8 - Migration Section 1 must be completed for all members of the household. Sections 2, 3 and 7 and one of sections 4, 5 and 6 of the individual questionnaire must be completed for each household member 15 years and over and on it will be recorded their labour and non-labour force activity. Section 8 must be completed for all household members who have left the country within the last 365 days and who is currently living abroad for more that six months. Provision has been made for ten (10) persons per questionnaire. If there are more than 10 persons per questionnaire use another questionnaire to record the other members. Ensure that data for an individual is always on the correct line number. For example person number 2 should remain person number 2 throughout the questionnaire. SPECIFYING EMPLOYMENT STATUS Tick the box corresponding to the employment status of the individual in his present or previous job. Employment status: A person who has two or more classifications must be classified in the category in which he has worked the longest. 1. Public Sector Employee – Tick here for persons who worked for the

Central Government, City and Town Council. Do not include persons who work for quasi-Government such as DOWASCO.

2. Private Sector Employee – Tick here for persons who work for a private

company or quasi-Government, for wages, salary, commission or pay in

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kind. Include the employee in the count of the size of workers. Classify domestics in this category.

3. Employer – Tick this for a person who owns and operates their own

establishment / enterprise or engages independently in a profession or trade and hires employees. This employer must be counted as one of the employees.

4. Own Account Worker – tick here for persons who own and operate their

own business or engage independently in a profession or trade and hire no employee.

5. Unpaid Family Worker – Tick here for a person who works without pay

in an economic enterprise operated by a related person living in the same household.

6. Other – Mark this box for persons not classified above, e.g. members of a

co-operative. SPECIFYING OCCUPATION State the occupation that the individual is/was engaged in, giving a brief description in the space provided. For example, laying blocks, cashier at a retail store, etc. If the individual has more than one job, enter the occupation in which he/she has worked the longest. Avoid the term “Manager”, especially if the individual does some specialized form of work. The occupation codes will be assigned at the office. SPECIFYING INDUSTRY Enter the name of the firm in which the individual worked. If there are two or more establishments, specify the main one in which the individual works. State the kind of business that the individual is/was employed in the space provided. For example, construction of home, retail sale of groceries, etc. If he/she works at more than one job, enter the industry corresponding to his/her major occupation. Do not enter the industry code, it will be done in the office. 4.01 – HOUSEHOLD IDENTIFICATION The Parish, Supervisory District, Urban/Rural and Enumeration District Codes must be extracted from the survey listing given. a. Name of Head of Household

This is name the head of the household as agreed by members of the household.

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b. Name of Respondent This is the name of individual who is answering the questionnaire c. Address of Residence

This is full address of the individual to whom the questionnaire refers. The address should be clear enough that someone else can find the house if necessary.

d. Name of Interviewer Record the name of individual who is doing the interview e. Date of Interview Record the actual day that the interview was begun f. Reference Period Enter here the week the survey refers to g. Time Start/End

Enter here the time that the interview begun and the time it was completed.

h. OTHER INFORMATION

All other information is for control purposes. Some must be entered by the interviewer when conducting the interview. Other information is to be entered at the office.

SECTION 1 – IDENTIFICTION OF HOUSEHOLD MEMBERS In Section 1, list ALL the household members along with their basic demographic characteristics. Person no. - Column 1 is pre-coded as the serial number for the members of the

household. Name - Enter the full name of EACH member of the household in column

2. Relationship - Enter the appropriate number listed corresponding to the respective

categories of relationship for the household member. Only one code per member may be entered. NEVER query the head of the household as given. The designated person is the one regarded as “HEAD” by the other members.

Sex - Enter 1 for male and 2 for female. Age - Enter the age of the individual on the last birthday in column 5.

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Marital Status - Use the codes given to record the marital status of the individual in

column 6. Ethnicity - Enter the code that best describes the race of the individual Country - Enter 1 if individual was born in Dominica and 2 if the individual

was not born in Dominica NOTE: End the interview here for all persons under 15. SECTION 2 – EDUCATION & TRAINING QUESTION 1 -Educational Level This question seeks to determine the highest level of schooling that the respondent has actually completed. Specify the code that corresponds to the level of education. If OTHER is ticked specify the level of education. QUESTION 2 – Educational Qualification Specify the code that corresponds to the highest level of examination that the individual has passed. QUESTION 3 – Training Received If the person has received any type of training for any job you should mark 1 as the response. If the answer is no enter 2 on the correct line and then skip to question 6. Do not ask questions 4 and 5. QUESTION 4 – Method of Training Persons who have been trained should indicate how the skills for the job were acquired. Enter the appropriate code. If the person was trained for more that one occupation indicate the method by which the most training was received. The possible answers are: 1. Apprentice – Here the individual learned and worked on the job under contract,

developing a specific skill. 2. On the job training – Here the individual worked with the employer or co-workers

and learned the skills through day-to-day contact and not formal training. 3. Institutional (Full-time) – Here the individual studied full-time at a school to learn

a specific skill. 4. Institutional (Part-time) – Here the individual studied part-time at a school to

learn a specific skill.

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5. No Special Training – Here the individual required no special training as in certain areas of agriculture.

6. Other – Specify any other reason not stated above, such as a secondary school or

university. QUESTION 5 – Occupation for which trained Describe here the occupation for which the individual was trained. Refer to specifying occupation on page 34. If the person was trained for more than one occupation enter the main occupation for which the person was trained. QUESTION 6 – Disability This question seeks to determine whether or not an individual has a disability. Enter the codes in the space provided. More than one answer may be selected. Please read the answers to aid the person with the responses. SECTION 3 – DETERMINANTS OF THE COMPONENTS OF THE LABOUR FORCE GENERAL This section determines the labour force status of household members 15 years and older, i.e., whether or not the individual is employed or unemployed or not in the labour force. The progression of the questions helps to correctly identify the status of the individual as: Employed - Working during the reference period. Employed but not

working or with a business from which they were temporarily absent during the reference period.

Unemployed - Without work and looking for and/or available for work

during the reference period. Waiting to start working within 30 days or on lay-off.

Not in the Labour Force - All other individuals Of those unemployed it distinguishes between those who are actively seeking work and/or available for work. Information is needed on the length of time he/she has been actively seeking work, the method used in looking for work; and for the non-seekers, the reason for not seeking. QUESTION 7 – Current Economic Activity This question seeks to determine all those who worked for at least one hour during the reference period. Although an individual may not have been engaged in some kind of economic activity for most of the week, he/she may have worked for someone or for himself for at least one hour during the reference week. Never assume that a housewife

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or student did not do any work. If the answer is yes go to Question 17. Continue with Question 8 if the answer is no. QUESTION 8 – Activities This question seeks to further verify whether the individual really did not perform in any type of economic activity for at least one hour. The flash card list a variety of activities which may not be considered economic but which must be included. If the individual did participate in any of the activities listed i.e. if the answer is yes, proceed to Question 17 otherwise continue with Question 9. QUESTION 9 – Temporary Absence This question aims to determine whether the individual could be classified as “employed but not working” although at question 7, he indicated otherwise. This may be because the individual may have been otherwise occupied (for the most part) and forgot to say that he/she was on leave or was off the job through a labour dispute or because of weather conditions. Note the definitions on EMPLOYMENT. If the answer is no go to Question 12. Otherwise continue. In general, the notion of temporary absence from work refers to situations in which a period of work is interrupted by a period of absence. Persons without work who had made arrangements to take up paid employment or to engage in some self-employment at a period subsequent to the reference period but had not yet started work are not to be considered as temporarily absent from work. These persons are to be considered unemployed since there is no guarantee that such a job will materialize. QUESTION 10 – Reason for Temporary Absence This question seeks to reason for the temporary absence indicated in question 10. 1. Vacation : Enter 1 if the individual was on vacation from his/her

job. 2. Maternity Leave : Enter 2 for women who were absent from work

because they are on formal maternity leave. 3. Sick Leave : Enter 3 if the individual did not work during the

reference period because of his own personal illness. 4. Temporary Layoff : Enter 4 if the individual has been laid off and told to

report back within 30 days from the date of layoff. Persons may be temporarily laid off for a variety of reasons such as material shortage, remodeling, inventory taking, etc.

5. Temporary Stoppage : Enter 5 if work has been temporarily halted and the

individual expects to return to his job.

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6. Labour Dispute : Enter 6 for the individual who is on strike, lock out, etc. 7. Indefinite Layoff : Enter 7 if the individual has not been told to return

within 30 days from the date of layoff. 8. Other : Enter 8 for reasons not indicated above and specify. If the response is 1, 2, 3 or 4 go to Question 17 because these persons are employed. If the response is 7 go to question 12, otherwise continue with question 11. QUESTION 11 – Nature of Lay-off/Stoppage For those who indicated in question 10 reason for absence as being temporary lay-off or stoppage present FLASH CARD No 2 from which he/she should indicate the nature of this layoff. If the answer to any of the questions is yes write 1 as the response and skip and skip to question 17. These should indicate that the individual has a formal attachment to the work place and is therefore employed. QUESTION 12 – Wanting Work This question seeks to ascertain the desire of the individual to work during the reference period. It is a subjective question; however try to elicit an answer. If the response is no skip directly to question 62, otherwise continue. QUESTION 13 – Seeking Work For persons who want to work this question seeks to find out if the person is actually looking for work. If the answer is no skip to question 15, otherwise continue. QUESTION 14 – Method of Seeking Work This question refers generally to individuals actively seeking work or starting his/her own business and lists the methods which the individual undertakes to do so. If the individual is not actively seeking work but is available then enter 01 as the response otherwise record the answer and skip to question 16. This question is divided into nine categories of which only one must be selected as the main reason: 1. Nothing 2. Registered at a public or private employment exchange Eg Labour Division 3. Applied in writing to a firm where there is a prospect of employment or to another

government department, other than the Labour Division. 4. Applied in person at a firm where there is a prospect of employment or at another

government department. 5. Looked at and/or listened to ads in newspaper/or radio/TV. 6. Asked relatives and friends 7. Tried to start own business by looking for land, building. 8. Tried to start own business by finding funding, licenses etc. 9. Other (specify) – Tick this box for reasons other than those indicated above.

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QUESTION 15 – Reasons for Not Seeking Work Indicate here the individual’s main reason for not looking for work/never worked. Tick the appropriate box. This question separates those persons who are willing and able, and thus available to have taken a job in the reference period, from those unable to do so for the reasons cited. Those who are available, that is would accept will include seekers as well as non-seekers. Tick the appropriate box; if the response is 01, 02, 03 or 04 skip to question 62. If the response is 05, 06 or 07 and is not within the four week period then skip to question 47. QUESTION 16 – Current Availability This question seeks to distinguish between persons who are not in the labour force and persons who are currently unemployed. If the response is 1, 2, 3, 4, or 5 skip to question 62. These people are not in the labour force. If the response is 6 this person is unemployed and you should skip to question 47. Ensure that the period is clear in the individual’s mind before the question is answered. SECTION 4 – EMPLOYED PERSONS This section is for all persons 15 years and older who worked at least one hour during the reference period. In general these are persons who answered at work in question 7 and yes in question 10 and in question 14, except option 4 and 5. Care must be taken to exclude certain persons, such as those who work around the house. QUESTION 17 – Single/Multiple Job Holders This question seeks to distinguish single job holders from multiple job holders. The individual should indicate whether he/she has more than one job at the same time during the reference week, e.g. an individual doing construction work and planting/harvesting bananas in the same week. Count own business as a job. If the person holds more than one job skip to Question 32. QUESTION 18 – Usual Number of Hours Worked This question seeks to determine the usual number of hours worked during a long period. The number of hours worked should refer to ALL work. These include: a) Time-offs, rest periods, lunch and other breaks; b) Overtime work; c) Paid public holidays and paid sick leave; d) Time spent to wash up and change clothes; e) Hours worked without compensation in connection with a job, e.g. teachers who

spend time on school work at home, insurance sales persons who spend time calling on prospective clients.

Special attention should be paid to casual workers whose work pattern is irregular – i.e. they might have worked one hour on one day, five on another day, etc. If the answer is 32 hours or more skip to question 20, otherwise continue.

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QUESTION 19 – Reason for Usually working Less Than 32 Hours This question attempts to identify the main reason why persons usually work less than full-time, that is less than 3 days or 32 hours per week. Elicit only one of the following answers from the respondent: a) Own illness, maternity or disability b) Personal/Family Responsibilities c) In school or training d) Does not want more or full-time work e) Full-time work is less than 32 hours f) Could not find more or full-time work – This indicates that the person would be

prepared to work for longer hours if the opportunity existed g) Slack period, off-season h) Lack of raw materials, finances, equipment, clients etc available to start own

business i) Other (Specify) – If there are reasons other than those indicated above, then ask

the individual to specify. QUESTION 20 – Actual Number of Hours Worked Enter the number of hours the individual actually worked during the reference week. Exclude annual leave, meal breaks and time taken to travel to and from work. If the answer is 32 hours or more skip to question 22, otherwise continue. The number of hours worked should refer to ALL work. These include: a) Time-offs, rest periods and other short breaks; b) Overtime work; c) Paid public holidays and paid sick leave; d) Time spent to wash up and change clothes; e) Hours worked without compensation in connection with a job, e.g. teachers who

spend time on school work at home, insurance sales persons who spend time calling on prospective clients.

Special attention should be paid to casual workers whose work pattern is irregular – i.e. they might have worked one hour on one day, five on another day, etc. If the answer is 32 hours or more skip to question 22, otherwise continue. QUESTION 21 – Reason for Actually Working Less Than 32 Hours Select the appropriate response for the reason the individual worked less than 32 hours per week. QUESTION 22 – Seek Additional Work The individual should indicate in his answer whether he would want to take on other jobs/business in addition to his part-time/full-time work or whether he would want to work more hours in his present job.

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QUESTION 23 – Employment Status Refer to section on coding Employment Status on page 34. Enter the appropriate code. QUESTION 24 – Type of Worker This question determines the type of worker he/she is. Home worker or subcontractor is a person working at home for firms, organizations or where computer technology allows the person to work at home. Enter the appropriate code. QUESTION 25a and 25b – Occupation Refer to section specifying occupation on page 34. QUESTION 26/27 – Name of Business/Activity Refer to section specifying industry page 34. QUESTION 28 – Number of Employees Code number of employees as given. QUESTION 29 – Length of Employment Code length of employment as given. QUESTION 30 – Gross Monthly Income Using FLASH CARD No. 3 enter the code corresponding to the individual’s GROSS MONTHLY EARNINGS before taxes and any other deductions e.g. insurance, loans, etc. Also to be included are the earnings of self-employed farmers and those with their own business. Note we are recording monthly earnings. The flash card shows the corresponding weekly and fortnightly earnings. QUESTION 31 – Main Means of Financial Support This question seeks to determine the main source of income received by the individual; whether he/she was employed, unemployed or not in the labour force. If the income is intended for a minor but controlled by an adult, treat it as though the adult is the recipient. FROM QUESTION 31 GO DIRECTLY TO QUESTION 74. Multiple Job Holders Questions 32 to 46 are for persons who hold more than one job at the same time. The main job will be the one the most time is spent on. All other jobs will be considered as the secondary job. QUESTION 32 – Usual Number of Hours Worked See Question 18. Specify the number of hours usually worked in the main job and the number of hours actually spent on all the other jobs. If the total is 32 hours or more skip to question 34 otherwise continue.

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QUESTION 33 – Reason for Usually Working Less than 32 Hours See question 19. QUESTION 34 – Actual Number of Hours Worked See question 20. Specify the number of hours worked in the main job and the number of hours worked in all the other jobs. If the total is 32 hours or more skip to question 36, otherwise continue. QUESTION 35 – Reason for Actually Working Less Than 32 Hours Select the appropriate response for the reason the individual worked less than 32 hours per week. QUESTION 36 – Seek additional Work The individual should indicate in his answer whether he would want to take on other jobs/business in addition to his part-time/full-time work or whether he would want to work more hours in his present job. QUESTION 37 – Employment Status Refer to specifying employment status page 33/34. Specify employment status in main job and general employment status in the second main job. QUESTION 38 – Type of Worker Refer to the explanation for Question 24. Specify the type of worker in the main job and the general type of worker in the second main job. QUESTION 39a and 39b – Occupation Refer to specifying occupation page 34. QUESTION 40/41 – Name of Business/Activity Specify the name of the business where the individual worked. QUESTION 42 – Number of Employees Code number of employees as given in the main job and the main secondary job. QUESTION 43 – Length of Employment Code length of employment as given in the main job and the main secondary job. QUESTION 44 – Gross Monthly Income Using FLASH CARD No. 3 enter the code corresponding to the individual’s GROSS MONTHLY EARNINGS from ALL jobs – i.e. the monthly earnings from MAIN JOB and the average monthly earning from ALL other jobs – before taxes and any other deductions e.g. insurance, loans, etc. Also to be included are the earnings of self-employed farmers and those with their own business. Note we are recording monthly earnings.

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QUESTION 45 – Main Means of Financial Support This question seeks to determine the main source of income received by the individual; whether he/she was employed, unemployed or not in the labour force. If the income is intended for a minor but controlled by an adult, treat it as though the adult is the recipient. QUESTION 46 – Reason for Multiple Job Holding Enter the main reason for having to work at more than one job. FROM QUESTION 46 GO DIRECTLY TO QUESTION 74. SECTION 5 – UNEMPLOYED PERSONS GENERAL For both groups (seekers as well as non-seekers), the reason for being out of work is asked whether the person wants full-time or part-time work, and whether he/she looked for work. Lastly, he/she is asked whether he/she ever worked before. QUESTION 47 – First Time This question seeks to find out the new comers to the labour force. If the answer is no skip to question 56, otherwise continue. QUESTION 48 – Length of Unemployment This question tries to find out the length of time the individual has been without a job. That time must be calculated from the time the individual lost his/her job, the time the individual left school, or did not operate a farm or business for own profit. QUESTION 49 – Reason for Stopping Work This question is about the reason why the individual ceased working with his previous employer or operating his own business. Elicit only one of the following answers from the respondents. 1. Lost job – Enter 1 if the individual was fired by the employer. 2. Job completed – Enter 2 if the job which the individual had completed and the

employer/contractor no longer needed his/her services. 3. Resigned to study – Enter 3 if the individual left the job to undertake a course of

study. 4. Change in home or family responsibilities – Enter 4 if an individual no longer has

family responsibilities such as caring for young children, relatives or friends and is now available for work.

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5. Retrenched – Enter 5 if the individual was not working because the firm he was working for had cut back on production, had to scale down on the size of its work force, etc. The individual is not on temporary or individual lay off in this respect.

6. Business failed – Enter 6 if the individual resigned to say, take another job or

could not get along with management or co-workers. Before ticking this box, make sure whether the resignation was not because of more specific items as dismissed, retire, change in home or family responsibilities, moved to a new residential area, all of which takes precedence over resigned.

7. Move to new residential area – Enter 7 if an individual who has recently moved to

a new village or the city or residential area and does not have a job but is available for one.

8. Laid off – Enter 8 if the employer has been laid off either for definite or indefinite

period. 9. Other (specify) – Enter 9 if the respondent refuses to or cannot knowledgeably

answer the question. Question 50 – Usual Number of Hours Worked Specify the number of hours worked in the last job held. Question 51 – Employment Status Refer to specifying employment status on page 34. Specify employment status in main job and general employment status in the other jobs. Question 52 – Type of Worker This question determines the type of worker he/she is. Home worker or subcontractor is a person working at home for firms, organizations or where computer technology allows the person to work at home. Enter the appropriate code. Specify the type of worker in the main job and the general type of worker in the other jobs. Question 53a and 53b – Occupation Refer to specifying occupation on page 35. Question 54/55 – Name of Business/Activity Refer to specifying industry on page 35. Indicate the name of the business and the activity done. Question 56 – Last Looked for Work The time required here is the length of time that had elapsed between the times he/she made last attempt to look for a job. The number of months scored here should be less than or equal to the number of months reported in question 48. You should score your answer in one of the following categories: 1. Never Looked 2. Less than one month 3. 1 – 3 months

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4. 3 – 6 months 5. Over 6 months QUESTION 57 – Occupation Refer to specifying occupation on page 35. Record the occupation in which the individual would like to work. QUESTION 58 – Name of Business/Activity Refer to coding industry on page 35. Record the industry in which the individual would like to work. QUESTION 59 – Preferred Hours of Work This question seeks to find out whether the individual is interested in working at least 3 days or 32 hours per week (defined as full-time work) or would be interested in working less than 3 days or 32 hours per week (defined as part-time). Record the number of hours that the individual would like to work. QUESTION 60 – First Seeker This question seeks to establish those persons seeking a job for the first time as against others who have worked before. Examples of individuals who would fall into the first category are school leavers and housewives who no longer have full-time household responsibilities now. (Now refers to the reference period). QUESTION 61 – Main Means of Financial Support This question seeks to determine the main source of income received by the individual; whether he/she was employed, unemployed or not in the labour force. If the income is intended for a minor but controlled by an adult, treat it as though the adult is the recipient. FROM QUESTION 61 GO DIRECTLY TO QUESTION 74. SECTION 6 – NOT IN THE LABOUR FORCE GENERAL This section deals with individuals who, although 15 years of age and over, are not classified either as employed or as unemployed. However, as it is possible that some of these persons will, at some time in the future, decide to enter the Labour Force, it is necessary to have information about them as well. QUESTION 62 – Reason for Not Wanting Work. This question asks of persons

who are now “not in the Labour Force” their reason for not wanting work during the reference period.

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QUESTION 63 – Worked Before This question asks of persons who are now “Not in the Labour Force”, whether they have worked before. QUESTION 64 – Length of Time Not Working What is required here is the length of time the individual has stopped looking for work. It is assumed that the individual was at one time either employed or had been actively seeking work and had been available for work. QUESTION 65 – Employment Status Refer to specifying employment status on page 33/34. QUESTION 66 – Type of Worker Refer to explanation for Question 24. QUESTION 67a and 67b –Occupation Refer to specifying occupation on page 34. QUESTION 68/69 – Name of Business/Activity Refer to specifying industry of page 34. QUESTION 70- Number of Employees Code number of employees as given. QUESTION 71 - Main Means of Financial Support See Question 31 QUESTION 72 – Future Availability This question seeks to find out whether the individual is willing to make himself/herself available for work within the next six months. An example of this is when a housewife can forsee she will no longer have full-time household responsibilities. If the answer is “No”, go to Question 74. QUESTION 73 – Occupation Refer to specifying occupation on page 37. State the occupation that the individual would like to work in. QUESTION 74 – Name of Business/Activity Refer to specifying industry on page 34. State the industry that the individual would like to work in.

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SECTION 7 – USUAL ACTIVITY QUESTION 75 –Usual activity This question seeks to determine the usual activity status of all persons over 15 by tallying the number of weeks spent in each of the three types of activity.

(1) Working Specifying the number of weeks that the individual spent working. Remember to include all work done for at least one hour. Use FLASH CARD No. 1 to aid in the response.

(2) Without work, wanting and available for work

Specify the number of weeks that the individual spent not working but wanting to work and available for work if the opportunity had arisen.

(3) Without work, not wanting and not available for work

Specify the number of weeks during which for whatever reason, the individual was not involved in any work, did not want employment and was not available for employment even if the opportunity had arisen.

If the answer to part 3 is greater that 26 weeks then that person is usually not in the labour force and should answer question 76. For all other persons END THE INTERVIEW. QUESTION 76 – Usual Group For individuals whose response to question 74 part 3 was greater than 26, specify the code that best describes the group to which the individual belongs. SECTION 8 – MIGRATION This section should be completed by heads of households only or by ONE other adult in the household who can supply the information. QUESTION 77 All former household members who have left the country within the past year and have been residing out of state for the past six months should be listed here. QUESTION 78/79/80 Code Relationship to Head of household, gender and age as done for section 1. QUESTION 81/82/83 Use the codes given to record responses for reason for leaving the household, country of destination and highest level of Education in columns 6, 7 and 8 respectively.

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5.0 AFTER THE INTERVIEW Your job does not finish the interview. There are some important things which may be carried out to ensure the smooth running of the survey. You should check through each form carefully, question by question looking for the following:

a) Are all questions that should be answered complete? If not you must call back for missing information.

b) Are the answers to the questions clear? Remember that these answers must be

understandable to the coders back at the office. For each household look for the following:

a) Are the identification codes specified on each page of the questionnaire? b) Is there a household and/or migration listing for each household? c) Was an individual questionnaire filled out for every member of the

household? Store the checked and complete forms in the envelopes provided. They must be separated from the forms you have left to complete. You should return the completed and checked forms to your supervisor who will again check them and hand them to the office. The impact of Errors Errors can creep in at every stage of the survey. The questionnaire may be poorly designed resulting in the questions being poorly understood. The interviewer may be poorly trained and so fail to interview correctly, coding may be inaccurate, data may be keyed incorrectly and so on. Each member of the survey completes his/her work if you have done your part to ensure that information you have recorded is correct, accurate and clear. When the form arrives at the office, coders read and code the information so that it can be entered on the computer. This job is made difficult if:

a) answers are missing b) answers do not make sense (e.g. a 91 year old man living with his father) c) answers are vague (e.g. manager, supervisor) d) answers are not readable

At this sage if the coders cannot proceed, the questionnaire must be returned to the interviewers for additional information. The end results of errors is that the Central Statistical Office is presented with more work and the results may be misleading. The policies and results designed to inform may be misconstrued. This would be a waste of time and resources, for the government, the Central Statistical Office, yourselves, your respondent and the public.

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6.0 QUESTIONS AND ANSWERS QUESTION: WHAT IS THE SURVEY FOR? ANSWER: The survey is designed to collect information on the number of people Employed, unemployed and not in the labour force. Information collected will be used to monitor the economy and plan for the future. QUESTION WHY/HOW WAS I SELECTED? ANSWER: Your household was randomly selected by a process set out by the Central Statistical Office. QUESTION: DO I HAVE TO PARTICIPATE? ANSWER: We expect you to participate, once you understand the importance of the Information you will provide. Your participation will greatly enhance the quality of the survey results. QUESTION: WHAT IF I REFUSE TO PARTICIPATE? ANSWER: The matter will be reported to my supervisor. QUESTION: WHAT DO I HAVE TO DO? ANSWER: I will ask the questions and record the answers you give. QUESTION: DO I HAVE TO ANSWER ALL THE QUESTION? ANSWER: We would prefer if you answer all questions relevant to your situation. QUESTION: WHY DO YOU NEED MY NAME? ANSWER: With names we are in a better position to contact you if there are any clarification needed when the questionnaire is returned to the Office. QUESTION: WHY ARE YOU ASKING QUESTIONS ABOUT INCOME? ANSWER: Employment is the main source of income for most people. It is also a measure of the productivity of different jobs. Policy makes therefore need to have a realistic measure of income.

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QUESTION: IS MY FORM KEPT SECRET? ANSWER: Yes! All the information is confidential. Members have taken an oath of secrecy, not to disclose information collected. Information you give is only used to compile data which is only published in the aggregate. QUESTION: WHY DO YOU NEED TO KNOW IF I HAVE MORE THAN ONE JOB? ANSWER: Many people hold more than one job. All jobs held are important to those analyzing the labour market.