Continuous Statistics Division
Interviewer’s Manual
National Survey of Job positions with Private Establishments in Costa Rica in the Services Sector
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Foreword
The Survey of Job Positions at Private Establishments in Costa Rica is a statistical operation implemented by the National Statistics and Census Institute (INEC), whose goal is producing information about the national labor market.
This survey shall consult the characteristics of the work positions required in the services sector on an annual basis, as well as their training and recruitment profile and vacant positions. Thus, INEC responds to a need for improvement and enhancement of the country’s work statistics.
This instruction manual represents a detailed guide for the personnel in charge of collection, for the Survey of Job Positions at Private Establishments, whose tasks shall be compiling information of the units included within the work sample. It contains the most relevant methodological aspects and specific instructions to complete the statistical operation questionnaire, to be first applied in 2018.
The interviewer shall carefully read this manual and raise questions as the training process develops. Similarly, shall consult each time there are doubts at the moment of carrying out the interview at the establishments.
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Contents
Foreword ...... 1 Abbreviations and acronyms ...... 6 1. INTRODUCTION ...... 7 1.1. Background...... 7 1.2. Importance ...... 8 1.3. Objectives ...... 10 2. DEFINITION OF TERMS ...... 10 3. GENERAL ASPECTS FOR THE COLLECTION PROCESS PERSONNEL ...... 24 3.1. National Statistics and Census Institute ...... 24 3.1.1. INEC’s Mission ...... 27 3.1.2. INEC’s Vision ...... 27 3.1.3. Institutional values ...... 27 3.2. INEC’s officials ...... 28 3.2.1. Rights of the officials ...... 28 3.2.2. Obligations of the officials and coordinators ...... 30 3.2.3. Prohibitions of the officials ...... 33 3.3. Interview personnel ...... 34 4. METHODOLOGICAL ASPECTS ...... 37 4.1. Study unit ...... 38 4.2. Economic sector ...... 38 4.3. Size ...... 38 4.4. Geographical scope ...... 39 4.5. Economic activity ...... 39 5. ORGANIZATION OF THE DATA COLLECTION PROCESS ...... 43 5.1. Data collection process for the interviewer ...... 43 5.2. Data collection methods in the field ...... 48 5.2.1. Personal visit to the establishment ...... 48 5.2.2. Phone call ...... 48 5.2.3. E-mail ...... 49 5.3. Procedure for advances and settlements ...... 50
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5.3.1. Procedure for advances ...... 50 5.3.2. Procedure for settlements ...... 51 6. QUESTIONNAIRE OF THE SURVEY ...... 53 6.1. Section A: Establishment’s data ...... 53 6.1.1. Questions A1. Identification and location data of the establishment ...... 54 6.1.2. Questions A2. Identification data of the main company ...... 59 6.1.3. Questions A3. Contact data ...... 60 6.1.4. Example for completing section A...... 61 6.2. Section B. Characteristics of the work positions at the establishment ...... 69 6.2.1. Question B1. Job title ...... 70 6.2.2. Question B2. Number of workers...... 71 6.2.3. Question B3. Minimum formal education required for the position ...... 71 6.2.4. Question B4. Further requirements and knowledge for the position ...... 79 6.2.5. Question B5. Skills required for the position ...... 81 6.2.6. Question B6. Recruitment of personnel without experience ...... 89 6.2.7. Question B7. Positions difficult to fill ...... 89 6.2.8. Question B8. Why was a position difficult to fill? ...... 90 6.2.9. Question B9. Main tasks of the job title ...... 91 6.2.10. Question B10. Observations to each position ...... 94 6.2.11. Example for completing section B...... 96 6.3. Section C. Training of personnel during the I quarter 2018 ...... 99 6.3.1. Questions C1. Training of personnel at the establishment ...... 99 6.3.2. Questions C2. Positions receiving training ...... 102 6.3.3. Example for completing section C of the questionnaire, without training ...... 106 6.3.4. Example for completing section C of the questionnaire, with training ...... 108 6.4. Section D. Recruitment of personnel during the I quarter 2018 ...... 112 6.4.1. Question D1. Recruitment of personnel at the establishment ...... 112 6.4.2. Questions D2. Positions recruited at the establishment ...... 113 6.4.3. Example for completing section D of the questionnaire ...... 115 6.5. Section E. Vacant positions during the I quarter 2018 ...... 117 6.5.1. Question E1. Vacant positions at the establishment ...... 118 6.5.2. Questions E2. Characteristics of new vacant positions at the establishment ...... 120 6.5.1. Questions E3. Characteristics of existing vacant positions ...... 122
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6.5.2. Questions E4. General questions about vacant positions difficult to fill ...... 124 6.5.3. Example for completing section D of the questionnaire ...... 129 6.6. Section F: Expectation for work positions ...... 135 6.6.1. Question F1. Highest demand work positions ...... 136 6.6.2. Question F2. Lowest demand work positions ...... 138 6.6.3. Completing section F of the questionnaire ...... 140 6.7. General observations ...... 142 7. RESULTS ...... 142 8. BIBLIOGRAPHIC REFERENCES ...... 146 9. ANNEXES ...... 149 Annex 1: Types of driver’s license in Costa Rica...... 149 Annex 2: Format for the production of routing ...... 151 Annex 3: Format for the daily collection record ...... 152 Annex 4: Questionnaire of the Survey of Job Positions at Private Establishments ...... 153
Index of Charts
Chart 4.1 Branches of economic activity included in the services sector ...... 40 Chart 6.1 Branches of economic activity included in the services sector ...... 68 Chart 6.2 Abilities included in the survey...... 82 Chart 6.3 Main tasks for each job title ...... 91
Index of Figures
Figure 6.1 Sections comprising the survey’s questionnaire ...... 53 Figure 6.2 Questions about the establishment ...... 54 Figure 6.3 Format for the correct description of economic activities...... 56 Figure 6.4 Format for the correct description of the location ...... 58 Figure 6.5 Section A, establishment’s data...... 59 Figure 6.6 Section A, identification data of the main company ...... 60 Figure 6.7 Section A, contact data ...... 60 Figure 6.8 Completing section A of the questionnaire...... 61 Figure 6.9 Questions carried out in section B ...... 69 4
Figure 6.10 Outline of Costa Rica’s education system ...... 78 Figure 6.11 Section B of the questionnaire of the National Survey of Work Positions...... 95 Figure 6.12 Completing section B of the questionnaire...... 98 Figure 6.13 Section C of the questionnaire of the National Survey of Work Positions...... 105 Figure 6.14 Completing section C of the questionnaire, without training ...... 108 Figure 6.15 Completing section C of the questionnaire, with training ...... 111 Figure 6.16 Section D of the questionnaire...... 115 Figure 6.17 Completing section D of the questionnaire ...... 117 Figure 6.18 Section E of the questionnaire, questions E1 and E2...... 122 Figure 6.19 Section E of the questionnaire, questions E3 and E4...... 129 Figure 6.20 Completing section E of the questionnaire ...... 134 Figure 6.21 Section F of the questionnaire ...... 140 Figure 6.22 Completing section F of the questionnaire ...... 142
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Abbreviations and acronyms
CAECR Classification of Costa Rica’s Economic Activities
Cedefop European Center for the Development of Professional Training
CIIU International Standard Industrial Classification
CINE International Standard Classification of Education
COCR Classification of Occupations in Costa Rica
DEE Directory of Companies and Establishments
INEC National Statistics and Census Institute
Mideplán Ministry of National Planning and Economic Policy
MTSS Ministry of Labor and Social Security
SEN National Statistical System
SNP National Planning System
Unesco United Nations Educational, Scientific and Cultural Organization
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1. INTRODUCTION
The Survey of Job Positions at Private Establishments in Costa Rica is a statistical operation where employers are consulted about the characteristics of the work positions, facing the growing need of going deeper into the analysis of the national labor market dynamics.
This project is a pioneer effort in the analysis of the characteristics of work positions required by the country’s private establishments’ employers.
1.1. Background
According to the last economic study carried out on Costa Rica by the Organization for Economic Co-operation and Development (OCDE, 2016), the country shows clear challenges in the economic field; the labor aspect is one of the elements requiring reforms more readily. In this sense, OCDE recommends offering complete information to users regarding the country’s employment options, wage rates, labor market conditions and educational needs of the national productive structure.
In that sense, some exercises have been already carried out in Costa Rica which included the subject of characteristics of the positions, from different perspectives of analysis. For example, the National Council of Rectors (Conare) conducted a survey in 2013 focused on understanding the perception of the employers regarding education and performance of personnel having university studies. The survey provided results per career, not by position, and left out questions about the positions of highest demand or the ones difficult to hire.
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The National Vocational Institute (INA) has also developed some investigations aimed at the identification of training and professional education needs of the production units.
If well the existence of these efforts is known, in Costa Rica there is no formal precedent of any statistical operation including questions about the characteristics of the work positions (functions, academic education, and abilities). Therefore, the survey described in this manual works on that issue; its first application shall be implemented in 2018 on those private establishments whose activities correspond to the sector of services.
1.2. Importance
The productive structure of an economy is dynamic, as well as what relates to its production factors. In labor matters, counting with updated information on the workforce’s characteristics and its market requirements is essential to attain a better utilization of the human resource.
With the implementation of the Survey of Job Positions at Private Establishments,
INEC, in its role as generator of official statistics in the country, shall offer timely, quality statistical information and in harmony with the characteristics of work positions. It shall be an important input, for investigations, as well as for defining public and private strategies and policies.
This survey intends to provide regular and updated results about work positions, with a variety of subjects, such as the difficulty of filling vacant positions, the impacts and
8 measures taken by the establishments to counteract the missing characteristics, and other questions present in the survey’s questionnaire. Consequently, this information shall undoubtedly complement the country’s existing statistical efforts in labor matters.
Diverse groups and users have been identified for the survey’s results, among which the following are worth mentioning:
a) Employers, who shall have a double role in the survey, by being the primary
source of data for this survey and, also, being one of the main users of the
results intended to achieve with this statistical operation.
b) Government institutions, since the information shall allow formulating and
strengthening public policies referring to labor and education themes.
c) The general population, mainly the one searching for employment or in
training process.
In terms of its macroeconomic impact, the project is relevant because the information shall serve as input to build a group of statistics/indicators backing the planning of public policies and private initiatives. With greater information of this market, the country’s labor scenario may be positively influenced; for example, through strategies pursuing the convergence of human resources characteristics and company requirements.
Finally, it is important to mention the survey responds to national policies, as well as to international compromises and recommendations that justify and substantiate its execution. 9
1.3. Objectives
The general objective of this statistical operation is offering Costa Rican society regional statistical information concerning the characteristics of work positions required in the country’s private establishments dedicated to te activities of services, both to fill information gaps, and to serve as input to create strategies and plan public policies.
The survey’s specific objectives are the following:
- Describe the work positions required by the private establishments dedicated
to services activities.
- Specify the training characteristics; the recruitment of personnel and vacant work positions demanded by the country’s private establishments.
2. DEFINITION OF TERMS
Training of personnel: education destined to convey predetermined learning
objectives, specifically in the vocational education field; this means,
educational programs mainly oriented to imparting skills, competences and
practical knowledge, as well as the understanding necessary to practice a
certain occupation or trade, or different types of occupations or trades.
Classification of economic activities in Costa Rica (CAECR-2011):
national manual for the classification of the economic activity variable based
on the International Standard Industrial Classification, in its fourth revision
(CIIU Rev.4), which is an international classification, structure coherent and
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consistent with economic activities. It is based on a set of classification
concepts, definitions, principles and standards.
Classification of Occupations in Costa Rica (COCR-2011): national
manual for the classification of the employment variable. It is based on the
International Standard Classification of Occupations (CIUO for its acronym in
Spanish), an international codification system, whose goal is the uniform
treatment of information on occupations for statistical purposes.
Company: company is that from which others rely administratively for the
purchase of raw materials, for sales of production guidelines and policies or
regarding the personnel. Also called parent company or central offices;
conducts its operations in one same place or in other locations.
Single company: that one not depending from other; conducts its
activities in the same place and has no establishments.
Establishment: that activity conducted by the company in a place
different than the main company, but depending from it in some way
(accounting and administratively).
Work experience: prior experience in relevant jobs indicated for the vacant
position, mentioned in the candidate’s profile.
Academic education: group of learning sequences followed by a person to
obtain knowledge, skills or competences (Cedefop, 2014). The categories of
academic education are defined following.
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Primary: Consists of learning and educational activities destined mainly
to providing students the basic skills in reading, writing and mathematics
(namely, literacy and utilization of numbers), as well as laying a solid
basis for learning the essential areas of knowledge and personal and
social development, as preparation for lower secondary education.
Learning is promoted at a basic level of complexity with little or no
specialization (UNESCO, 2013).
Secondary: offers educational and learning activities based on the
knowledge acquired in primary education; they are a preparation for the
labor market as well as to continue post-secondary education, non
tertiary and tertiary education. In general terms, secondary education
promotes learning at an intermediate level of complexity. (UNESCO,
2013).
Now, according to the Fundamental Education Act, n° 2160, article 14,
secondary education or high school comprises the group of structures
or modalities destined to attend the education needs of adolescents,
both general as vocational; one of its purposes is developing abilities
and qualifications enabling the person to orient towards some field of
vocational or professional activities.
Secondary School studies will last at least five years and include two
cycles: a) a first basic cycle with a common plan, of formative nature
imparting general education preferably, and also, a set of
complementary subjects and activities destined to explore the
adolescent’s qualifications and interests; b) a second cycle that 12
continues the general studies initiated on the first and intensifying with
variable plans, the development of the pupils’ interests and needs.
Technical: according to Unesco, includes all aspects of the education
process, which besides a general education, implies the study of
technologies and related sciences as well as the acquisition of practical
knowledge, attitudes, understanding and theoretical knowledge
regarding the occupations of various areas of economic and social life
(UNESCO, 2001).
Furthermore, according to the Fundamental Education Act, n° 2160,
article 17, technical education shall be offered to those wishing to pursue
medium level careers of vocational or professional nature requiring
conclusion of primary school or part of the secondary school to be
admitted.
University: refers to the last academic education process, where the
level of education offered is professional. The degrees corresponding to
university education in Costa Rica1 are the following:
i. Graduate: academic degree granted to those completing the
requirements of a short career; that is, it lasts at least four study
cycles and a maximum of six cycles (namely, fifteen weeks per
1 The definitions about the categories of academic university education were obtained from the Agreement on the Nomenclature of Degrees and Diplomas for State University Higher Education, document elaborated by the University Council formed by the Institutions of National State University Higher Education (IESUE): University of Costa Rica, Costa Rica Institute of Technology, National University and the State Distance University. The common standards to grant degrees and diplomas are defined on this document for State University Higher Education. 13
cycle). To apply for this degree, the person requires graduation
from high school.
ii. Baccalaureate: academic degree granted to those completing
the requirements of a university program with a minimum of
eight study cycles of fifteen weeks. To apply for this degree, the
person requires graduation from high school. A thesis or
graduate work is not required to obtain it, except if the study
plan so specifies. iii. Degree: academic degree granted to those completing the
requirements of a university program with a minimum of ten
study cycles of fifteen weeks, as well as approval of the
graduation final project. To enter degree courses,
baccalaureate courses may be required or not, as defined by
each institution. iv. Masters: academic degree granted to those completing the
requirements of a university program with a minimum of four
cycles of fifteen weeks each. The minimum requirement is
university baccalaureate, which not necessarily should be in the
same discipline as the masters to be obtained, but in a discipline
akin to the object of study. The masters may have two
modalities:
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1. Academic Masters: deepens knowledge to carry out
research generating more knowledge. Its study plan is
more individualized for the student. Not necessarily
centered on fixed courses; a great part of the academic
load is dedicated to research activities: workshops,
seminars, guided research, thesis guide and graduate
thesis. This modality concludes with a research paper or
post-graduate thesis, to be defended before a panel.
2. Professional Masters deepens and updates knowledge,
with the primary purpose of analyzing, summarizing,
conveying it and solving problems. Counts with a more
general study plan; the program’s heaviest load focuses
on courses.
Applied practical research is done through case studies,
diagnostic studies and proposals, artistic or documentary
production, laboratories, professional practices, etc. This
investigation should be evident as one or several reports
and a final presentation. v. Doctoral degree: maximum degree granted by Higher
University Education. Emphasis is established on the rigor and
depth with which research work is done and courses only
support this activity.
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This degree is granted to those coursing a minimum of four
study cycles of fifteen weeks; admittance requirement is a
university masters. It requires the publication of two articles in
renowned journals and the presentation of a thesis, result of an
original research paper, prior approval of an examination of the
application.
Occupational group: classification that allows to locate workers according
to the type of work or position occupied, understood as the group of tasks
performed. To this effect, the Classification of Occupations in Costa Rica
(COCR) is used to one digit.
Ability: capacity to do something (physical or mental) correctly, with ease,
dexterity, intelligence; as well as to apply knowledge to complete certain
activity, work or craft. Makes reference to the talent, the expertise or
innate aptitude to develop any task2.
2 The definitions shown were constructed from the revision of these documents: (Alles, Dirección estratégica de recursos humanos Gestión por competencias: El diccionario, 2002), (Alles, Nuevo enfoque Diccionario de competencias La Trilogía Tomo 1, 2015), (Alles, Diccionario de comportamientos gestión por competencias. Cómo descubrir las competencias a través de los comportamientos, 2005), (Puentes, 2014), (Universidad de Santiago, 2013), (Institute for the Future for the University of Phoenix Research Institute , 2011), (Centro Latinoamericano de Administración para el Desarrollo (CLAD), 2016), (Solano, 2017), (Ayuntamiento de Barcelona, 2011) and other web pages were revised, among which: http://www.estrategiaynegocios.net/lasclavesdeldia/925978-330/10-habilidades-necesarias-para- tener-empleo-en-2020 http://noticias.universia.net.mx/practicas-empleo/noticia/2016/09/06/1143321/abilityes- profesionales-necesarias-ano-2020.html http://www.prensaeconomica.com.ar/?p=3495 https://es.insider.pro/analytics/2016-01-22/10-habilidades-que-necesitaras-en-2020/ http://blog.iese.edu/nuriachinchilla/2016/03/las-10-competencias-mas-demandadas-para-el-2020/ http://sp.beneficios-incentivos.sodexo.com/news/10-habilidades-profesionales-imprescindibles- en-2020 http://www.observatoriorh.com/mercado-de-trabajo/las-habilidades-del-trabajador-de-2020.html 16
Control their behavior and emotions in adverse situations: capacity for
self-control, and of adjusting their behavior, emotions, thoughts and
desires under certain situations, in order to avoid negative reactions in
the face of provocations or opposition from others.
Update their knowledge to improve performance of their functions:
capacity to acquire knowledge and skills constantly and disseminate it
to the others, take advantage of the expertise and keep up with the
knowledge related to their position.
Commit with the quality of the work assigned: capacity to act faster and
with sense of urgency, of showing interest in learning and excellence
in the work to be done; of making the company or establishment’s
objectives feel as your own, and prevent and overcome obstacles
interfering with their achievement.
Communicate clearly and timely, orally and in writing: capacity to listen,
posing questions, expressing ideas and feelings, explain positive or
negative aspects in writing and orally, meaningfully, clearly and timely
so as to reach the company or establishment’s objectives and keep
channels of communication open.
http://www.expansion.com/2015/02/13/emprendedores-empleo/mercado- laboral/1423856523.html http://noticias.universia.com.ar/practicas-empleo/noticia/2016/04/08/1138070/10-hablidades- necesitarastrabajar-2020.html https://empleospetroleros.org/2012/10/19/competencias-laborales-futuras-2020/ http://www.nobbot.com/personas/estas-seran-las-10-competencias-laborales-mas-importantes- 2020/ 17
Share their knowledge or information with others: capacity to favor
learning and growth (intellectual and moral) in others.
Work with energy and good attitude before changing or challenging
situations: capacity to move on and of being able to work actively when
in adverse, changing or challenging situations, without the level of
activity being affected.
Take the initiative implementing actions to propitiate improvements:
capacity to act proactively, to come up with, undertake, create
opportunities, improve results and search for solutions on some issue;
to set the course through concrete actions.
Innovate, discover and propose new and original ideas: capacity to
discover, invent and propose new and original ideas, to modify things
or turning ideas into new and improved products, processes or
services, even when starting in forms or situations not previously
thought.
Take the lead of a work group and develop their talent: capacity to
confidently undertake the conduction of a group and develop their
talent; set objectives, give follow-up and feedback, present conflicts
openly; optimize the quality of decisions, achieve and maintain a
harmonious and challenging organizational climate.
Create spaces of negotiation to define agreements and solve conflicts:
capacity to create a favorable environment for collaboration; make
lasting commitments, direct or control a discussion using win-win
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techniques and influence others through strategies that allow building
satisfactory settlements for all.
Analyze a situation, and understand its causes and effects: capacity to
understand a situation or issue, disaggregating it and organizing it into
small parts, with an approach on detail, precision, listing and
difference.
Present objectives and define strategies to reach them: capacity to
propose policies and strategies, understand rapidly the changes of the
environment, detecting new opportunities; raise a purpose, analyze the
means available to reach it and facilitate its attainment with the lowest
costs, but with the maximum benefit for the company or establishment.
Plan and organize tasks to prioritize them, according to objectives:
capacity to meet objectives in the required time, establishing work
priorities and optimizing resources for that purpose based on good
performance of their work and of the rest of the collaborators.
Create a good image to establish relationships with strategic partners:
capacity to create a good company or establishment image; establish
and/or strengthen relations with strategic partners whose collaboration
is necessary to attain the objectives.
Generate solutions and offer clients a good service: capacity to act
sensitively before a client’s needs (external or internal); appropriately
understand their demands and create effective solutions according to
their priorities; offer the best service to meet their expectations.
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Identify and find solutions to problems: capacity to identify and find
solutions to existing problems, measuring risks, resources and time.
Make informed decisions among the various options: capacity to
choose a quality, timely decision, and with awareness of its possible
consequences, based on defined purposes and different alternatives.
Work as a team to reach a common objective: capacity to collaborate
with others, forming part of a group, or work with other areas of the
company or establishment with the purpose of reaching a common
objective, respecting the ideas of others and reinforcing harmonious
work.
Induction of personnel: process of admission of an employee to the
company or establishment. Therefore, includes information (general or
specific) submitted to new personnel, to effectively develop the labors of a
position.
Company/establishment information: makes reference to data on
characteristics of the activity, location and identification of the companies or
establishments:
Access to computer equipment: employing computers for exclusive
use of the company.
Access to internet: internet for exclusive use of the company; can be
with a computer, mobile devices or Wi-Fi, among other means.
Economic activity: combination of resources (equipment, labor,
manufacturing techniques or products) to produce goods or services.
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The Classification of Economic Activities of Costa Rica 2011 is used
to classify the economic activities.
Main economic activity: that one providing the entity’s greater added
value, namely, the one generating more profits to the company or the
one assigned a greater number of workers or dedicated more time.
Starting year of activities: Refers to the year the company or
establishment started operations. In case there is a change of owner
or legal name, the year this change took place should be indicated.
Parent company abroad: refers to if the parent company, namely, the
head office of a company is located abroad.
Address (of the company/establishment): location of the company
or establishment, according to the national administrative territorial
division per province, county and district. Includes distinct directions of
the location, as points of reference, cardinal points, among other
examples.
Exports: action of selling products of the own country to another.
Company with subsidiary (ies) abroad: that resident company in an
economy over which other non-resident in that economy holds control.
Imports: legal entry of goods of a country of origin to the importing
country.
Legal name: name used to legally register the company or
establishment; it is used to carry out legal procedures, etc.
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Trade name: the company’s fantasy name, namely, the name by
which persons or clients know it.
Identification number of the company/establishment: identification
card, corporate identification or foreign passport of the company or the
establishment’s owner. In the case of a natural person, is the identity
card supplied by the Civil Registry while the corporate refers to the
number assigned by the Property Registry to identify incorporated
companies and used to carry out their legal and tax procedures.
Informant: person laboring for the company or establishment,
knowledgeable of the information requested.
Outsourcing: procedure by which certain company allocates resources so
an external company provides its services, by means of a contract.
Working person: as per article 4 of Costa Rica’s Work Code, a working
person is any natural person providing other(s) their material or intellectual
services, or both types, in virtue of an express or implicit work contract, oral
or in writing, individual or collective.
Job title: name assigned within a company or establishment to a group of
tasks carried out by a person inside an organization, whose purpose is to
create products or services, defined in their work contract.
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Vacant position: Position in the company not yet supplied by any working
person, even though the company has made efforts to hire someone to
perform it.
Further requirements and knowledge for a position: necessary
conditions, besides the academic education, to perform the job title.
Communication in a second language: capacity to communicate in
a second language, orally and in writing, different than the mother
tongue. In Costa Rica’s case it would be another language different
than Spanish.
Basic computer package: set of tools required to effectively
implement the essential functions of the information and
communication technologies in order to obtain, assess, store, produce,
present, and exchange information, as well as to communicate and
participate from internet collaboration networks (Cedefop, 2014).
Professional association: according to the Royal Spanish Academy
(RAE for its acronym in Spanish) a professional association is a
company or corporation of persons from a same profession, generally
attributed regulation and disciplinary functions of the professional
activity.
Driver’s license: according to Costa Rica’s Traffic Law on Public Land
Roads and Road Safety, the driver’s license is a State granted permit
by which a person is authorized to drive a vehicle for a certain period
(see annex 1). 23
3. GENERAL ASPECTS FOR THE COLLECTION PROCESS PERSONNEL 3.1. National Statistics and Census Institute
The National Statistics and Census Institute (INEC for its acronym in Spanish) was created by Law N°. 7839 of the National Statistical System (SEN for its acronym in
Spanish), as an autonomous institution of public law, with legal personality and own endowment, with functional and administrative autonomy encoded in article 188 of the Political Constitution. It is the technical governing body of the national statistics and coordinates SEN.
By this law INEC is assigned the task of producing a set of national statistics essential for the definition of policies, as well as for planning, evaluation and follow- up of programs from the different sectors of the national activity.
The Institute began its formal activities on May 4th of 1999 and assumed functions previously in charge of the National Directorate for Statistics and Census of the
Ministry of Economy, Industry and Commerce (MEIC). This change of organizational status involved restructuring the National Directorate for Statistics and Census, created by the General Statistics Law on 1953, whereby repealed with the creation of INEC by Law 7839.
As per article 13 of Law 7839, INEC is conferred the following powers and functions:
a) Establish the standards, models, formats and terminology by which the
statistics production processes shall be ruled, made by it and the entities
comprising SEN, to consistently integrate the economic, social and
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environmental data of the country, notwithstanding the autonomy and specific
demands of the entities’ activities, which INEC should take into account. b) Request information to all the offices of the public administration, members or
not of SEN, when the information is strictly statistical, not covered by official
secrecy or any other specific legal provision preventing its being supplied or
accessed. The public offices shall comply with what is requested, according
to the present law and its principles, within the terms determined by the
regulation. c) Provide the general public the results of the statistical activity, clearly and
timely, as well as the methodologies employed. INEC shall publish the
statistical data in conformity to the annual schedule available, which should
be published in January of each calendar year, in la Gaceta and the national
communication media. Similarly, prior inquiry with SEN members, it shall set
the minimum standards of regularity and quality of the specific statistical
information dissemination by the offices. d) Produce statistics directly; coordinate their production with other entities of
the public and private sector or contract it with other public or private
institutions. e) Assess the quality of its own and SEN’s statistics; promote research,
development, improvement and application of the statistical methodology
from entities generating basic or synthesis statistics; support and provide
technical assistance to the government’s statistical services and other users,
by mutual cooperation agreements.
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f) Elaborate population directories and keep them updated so as to extract the
samples for surveys in the public and private sectors. Such directories are
necessary for collection of the statistical information in charge of INEC.
g) Advise, technically and methodologically, in the elaboration of the
international agreements of statistical nature.
h) Any other function assigned by law and compatible with the nature of its
functions.
Among INEC’s products are population statistics, the indexes of prices, external trade statistics, the population and housing censuses, household surveys, on income and expenditure, and other specific to the agricultural sector.
According to article 15, INEC shall elaborate the following national statistics:
a) Those from administrative records: vital, education, fiscal, transports,
population, environmental, external trade and construction permits statistics.
b) Those originating from population and housing censuses, even those about
types of population disabilities, the agricultural and economic censuses
related to the inventory of statistical information from the activity of economic
agents. The frequency between an inventory and another shall be ten years
at most, for population and housing censuses, and five years for the economic
and agricultural.
c) Those deriving from multiple purpose household surveys, agricultural
surveys, of the household income and expenditure, from economic surveys
26
and consumer price indexes, producers of goods and services and external
trade.
d) Basic statistics required to compile national accounts and other
macroeconomic accounts in charge of the Central Bank of Costa Rica. For
the purpose of financing, the Bank and INEC shall proceed in conformity to
articles 34 and 35 of this Law.
e) All statistics not elaborated by other institutions, but that INEC’s Governing
Board considers relevant.
The Institutional Strategic Plan 2012-2020 defines the mission, vision and institutional values that should rule INEC’s officials labor, specifically:
3.1.1. INEC’s Mission
“We are responsible of the national statistics’ management to guide the decisions promoting the country’s development.”
3.1.2. INEC’s Vision
“We shall be leaders providing society geostatistical information about Costa Rican reality.”
3.1.3. Institutional values
“Quality: INEC’s statistical production and its services are sustained by solid statistical methodology, and adequate statistical processes. It is timely, reliable, and accessible.
27
Credibility: INEC’s statistics are developed and disseminated respecting technical independence. They are objective, professional, and transparent. They are acknowledged for their widespread respect and safeguarding of the informants’ data confidentiality.
Compromise: Is the identification with the mission, goals and institutional values, the will to make efforts in benefit of the institution.
Excellence: INEC, as coordinating body of the national statistical endeavours develops tasks, jobs, and activities tending to produce and deliver quality products with added value, and in the established terms, at the least cost possible, and satisfying the users’ requirements of statistical information.”
3.2. INEC’s officials
Every staff member of INEC is covered by the internal Autonomous Regulation of
Services, whereby service relations between the Institution and its officials are regulated, in conformity with the valid administrative-labor law. Following, the rights
(article 10), obligations (article 11) and prohibitions (article 13) of the officials are listed.
3.2.1. Rights of the officials
“ARTICLE10. Besides the rights granted by the General Public Administration Law, the Work Code and Law on Salaries of the Public Administration, staff members shall have the following rights:
28 a. Receive training that enables the obtainment of new knowledge, abilities,
competences and skills for the better development of their work, according to
its needs and nature; b. opt for an administrative career, provided they participate in equal conditions
for the corresponding competitions and fulfill the requirements demanded by
the position; c. have suitable premises to consume their food during the working day, in the
authorized periods; d. attend ordinary and extraordinary assemblies of the different unions or
associations, when they are active members and have previously requested
the corresponding permit to the official superior in rank, who shall authorize it
when it does not entail altering the smooth progress of the institutional
service; e. apply and use the right of defense and due process, when so required; f. opt for economic benefits or incentives, as long as the requirements and
legally established procedures are complied with; g. receive the necessary induction, as well as clear and specific instructions on
their duties and responsibilities for the position to be filled; h. count with the minimum instruments, equipment, and materials, to be able to
implement their work timely, adequately and efficiently; i. obtain payment of travel expenses, for the concept of transportation, lodging
and meals during trips in exercise of their functions; to this effect they shall
comply with the procedure and provisions issued in that sense by the General
Comptroller of the Republic, the Governing Board or INEC’s management; 29
j. receive an additional salary in December, on the terms established by Law
n. º 1981 of November 9th of 1955, and its amends, and the school salary, as
established by the Technical Secretariat of the Budgetary Authority;
k. be exempt from attendance monitoring when reaching eight years of
providing services for the Administration, prior study and approval by the unit
responsible of managing staff, in accordance to the procedure and criteria
established for that purpose; and
l. count with institutional medical services.”
3.2.2. Obligations of the officials and coordinators
“ARTICLE 11. In addition to what the General Public Administration Law, the Work
Code, the Financial Administration Law of the Republic and Public Budgets establish, and other regulatory provisions, they are obligations of the personnel, to:
a. comply with the regulatory provisions regulating their service
relationship, as well as those of internal order, present or future,
without prejudice of asserting their rights, by legally established means
and procedures, when they believe they are violated;
b. exercise their functions personally, regularly and ongoing, according
to the authorized working hours and anywhere in the country, as
required by the needs of the service to be provided; excluded from this
provision person who have convened, or an agreement is to be
reached contractually to a specific workplace;
c. dress appropriately during the work hours, according to the office held
and the place where they provide their services; those who, for the 30
nature of their services, have been provided a uniform, shall wear it
during their working hours; d. meet and fulfill the orders given by their superiors, efficiently and
timely, related to the service and duties of the position they hold; e. maintain correct conduct and discipline during the work hours, as well
as showing respect and consideration for their coworkers and
subordinates; f. observe due confidentiality of the information, and discretion regarding
their job, as well as the most absolute reserve concerning
administrative affairs which could damage INEC or in virtue of
provisions and special instructions, even after having left office, all
without prejudice of the obligation corresponding to the person of
denouncing incorrect or criminal acts that come to their knowledge to
the person concerned; g. participate and collaborate, as requested by INEC, in training courses;
also keep the technical and practical knowledge updated, related to
the nature of the functions and work they carry out; h. keep the work entrusted updated, save if there are justified reasons
preventing it; i. record attendance personally, to and from their labors, and not exceed
workdays destined to take lunch and snacks; j. render account of the cash advance received for the concept of travel
expenses and other sums, in the term established by the competent
office, according to institutional regulations; 31 k. veil for the institution’s good image so it is not damaged or
compromised with behaviors offending institutional ethical principles
and values and good habits; l. attend training activities suggested by superiors and achieve the best
use of them, as well as reimburse INEC for the costs incurred in case
of unjustified abandonment or failing the evaluations of the training
activities, prior investigation to be performed by the office in charge of
staff management, according to internal regulations established to that
purpose; m. assist users visiting INEC’s offices with diligence, desire for service,
respect and courtesy, responding to the concept of customer service; n. notify their immediate superior the cause preventing them to attend
work, no later than the second day of absence, as well as proving in
writing the cause of absence to their immediate superior, within the
twenty-four hours following their return to work; o. safeguard the equipment, assigned supplies and furniture, INEC’s
vehicles, and use them only for the destined and authorized affairs; p. guarantee the veracity and effective compliance of the requirements of
the post held at all times; and q. abide by the higher decisions related to the physical transfer to other
offices, ordered to improve public service.”
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3.2.3. Prohibitions of the officials
“ARTICLE 13. In addition to what the Work Code establishes and other provisions of this Regulation, employees are forbidden to:
a. foster and sustain chats with other officials or individuals, at the work center
and working hours, as well as reading newspapers, magazines and any other
publication not related to INEC activities;
b. unjustifiedly delay a procedure of services under their responsibility;
c. give orders to subordinates or to others to carry out functions or execute
actions not belonging to their tasks, as well as threaten and retaliate against
them if they refuse to follow arbitrary or ill-intentioned instructions;
d. accept payments or gifts for offering lectures, conferences or similar activities,
when invited to participate representing INEC;
e. engage in actions or omissions affecting the normal performance of tasks by
any person from INEC;
f. conduct raffles, fundraisers, sell objects or carry out any type of personal
business at the work center and working hours, except if there is express
authorization of Management;
g. perform acts and make comments or publications that could discredit INEC
or its staff, without prejudice of the obligation to denounce inappropriate or
illegal facts of which they are aware to whom corresponds;
h. unjustifiedly omit cancelling debts for the concept of meals, lodging and
transport, when INEC has effectively acknowledged those expenses;
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i. use the influence and authority enabled by the position, to receive privileges
and personal benefits, or for relatives or acquaintances;
j. assume unauthorized authority and power without express legal order;
k. offend coworkers, with improper insinuations, jokes or insults disrupting the
cordiality and mutual respect that should prevail for the smooth functioning of
the service;
l. try to solve difficulties and differences arising with superiors, subordinate staff,
coworkers or users using violent actions or words;
m. alter the attendance record, or mark, and carry out these records on behalf or
in the name of another;
n. disclose or publish the content of reports, confidential documents or any
private affair of INEC, without authorization of the corresponding hierarchical
superior;
o. carry out personal activities or use institutional resources for conducting these
activities at the work place and schedule;
p. profit by supplying information related to substantive activities of INEC; and
q. incur in acts or expressions, of any kind, demonstrating discrimination for
reason of sex, race, sexual preference, religion, ethnicity or other motives, to
the detriment of the personnel and of good interpersonal relationships.”
3.3. Interview personnel
The interviewer is the person appointed to collect the information of the establishments chosen as work load, according to the guidelines stated in this
34 manual. In addition to what’s mentioned in section 3.2, the interviewer should bear in mind the following specific duties:
Be active participant of the training process on the dates and places indicated.
Carry out their work following the instructions contained on this Manual.
Carry out their work in the established time and deliver it at the previously
mentioned place, as well as communicating all circumstances deviating from
the ordinary to the supervisor (pending interviews, suspicion of false
information, etc.).
Perform their work personally and fully.
Request the information required for the interview in a polite way.
Clarify any doubt that could affect the quality of their work with the supervisor.
Similarly, each field interviewer must indicate the time of starting and
concluding their work to the supervisor on a daily basis.
When at the establishments, inform of the option to call INEC to verify the
survey is being conducted, to the telephone 2280 9280 extension 123, with
Odilia Bravo Cambronero, general coordinator of the project, or extension 338
with the survey’s technical staff.
Protect the portable computer and any other tool assigned, providing it the
necessary care; start the work day with the computer fully charged to avoid
the inconvenience of a run-down device.
Regarding the dress code to be used by each interviewer when collecting information, it’s important to mention, that dress should be formal when visiting establishments: dress shirt or blouse, dress trousers and formal shoes (the same
35 criterion as if office work should apply). On the other hand, when performing tours to remote areas, the interviewers should use comfortable clothes and shoes suitable for field work, for example, blue or black denim pants (with no tears or faded), casual blouse or polo shirt (if they have an institutional shirt it’s preferable); for walking: tennis o other sport shoes.
Unlike other INEC officials, the interviewer must not record entry and exit from the institution, given the nature of field activities. Attendance is controlled by the field work supervisor, who will indicate the entry and departure schedule, as well as time for recess meals. The interviewer is forbidden to:
Press the informants to supply data, or make offers of official nature.
Alter the data supplied by informants
Disclose the information obtained while performing their functions, even when
their job as interviewer is over, or leave it within reach of persons foreign to
INEC
Smoke, chew gum, use sunglasses or keep the cell phone on while doing the
interview
Destroy or refuse returning the material handed in to them to carry out field
work
Attend interviews while under the effect of drugs of alcoholic beverages
Delegate their functions or receive help to do their job from unauthorized
persons to that effect, and permit the company of persons not from INEC.
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Make an incorrect use (games, personal works, and loading programs,
among others) of the portable computers, exclusively assigned to collect
information from the establishments.
To carry out their work, each interviewer will receive the following material from their supervisor:
Badge: official identification accrediting the project’s interviewer.
Portable computer: electronic instrument to collect the information; includes
the charger and bag to carry it.
Data card: remote connection wireless device to access internet services.
Telephone card: card anticipating the consumption amount to be done while
using the telephone and related others.
Cell phone: mobile device used to locate the companies or establishments
geographically during the visits; also to communicate on work affairs.
Survey’s printed questionnaire: instrument to collect the information.
Others: pens, pencils, erasers, presentation cards and umbrella.
4. METHODOLOGICAL ASPECTS
The data collection period for the Survey of Job Positions at Establishments includes from April to August of 2018, period when each establishment shall be requested to participate in the survey one single time. Following is the description of the main methodological elements to carry out a correct collection of information.
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4.1. Study unit
The establishment is the study unit from which data are collected in the field, defined as the activity developed by the company in another place, namely, in a different address as related to the main company, but depending from it in some way
(accounting and administratively). In this case, if a company is unique (without branches) it shall be considered as establishment. Main companies shall also be considered as establishments3.
4.2. Economic sector
The Survey focuses only on the private sector, so the public sector is excluded from it. The sample frame used to select the establishments is INEC’s Directory of
Companies and Establishments (DEE for its acronym in Spanish), an organized record of the institutional units of the private sector resident in Costa Rica and their establishments, with information characterizing them according to identification, location, economic activity, and size. Therefore, the public sector was totally excluded from the project.
4.3. Size
To build the Survey’s sample frame establishments were considered whose number of workers was equal or greater than ten were considered. Once this selection was made, the remaining services establishments were analyzed; it was decided to
3 For example, in case of a company having 7 establishments, then they would count as 8 establishments for the sample selection of the Survey of Work Position, provided each of them fulfills the other criteria of the survey’s coverage. 38 select those that despite not complying with the criterion of size had the pertinent productive structure conditions to include them in the sample frame selection4.
The establishments with lower number of workers were excluded from the survey since they present a high rotating or variable component of their productive conditions, directly affecting the characteristics of work positions, from which information is to be obtained.
4.4. Geographical scope
The survey’s geographical scope is regional. Regionalization in the national territory is designated by the National Planning System (SNP) of the Ministry of National
Planning and Economic Policy (Mideplán) of Costa Rica. Therefore, six regions are taken into account: Central, Chorotega, Pacífico Central, Brunca, Huetar Caribe and
Huetar Norte.
4.5. Economic activity
All the establishments developing economic activities of services are included in the survey, namely those whose economic activity corresponds to any of the eleven branches of activity (according to CAECR-2011) described in the following chart.
4 The economic activity developed by each establishment was examined, if it belonged to a main company or to a group of companies, among other criteria, everything under the field of analysis of the survey’s objective. 39
Chart 4.1 Branches of economic activity included in the services sector Branch of Examples of economic economic Description activities activity Artistic, Includes an ample array of 1. History museum entertainment activities serving various cultural 2. Casino, gambling and recreational and recreational interests, and 3. Gym with exercise activities general public entertainment, machines including live shows, museum and 4. Sports events promoters historical places’ activities, 5. Games room, operated gambling, sports, and recreational with coin activities. Lodging and Covers the activities of units 1. Hotel, lodging service food service offering their clients lodging 2. Children’s home with activities services for short stays and whole lodging meals preparation and drinks for 3. Restaurant, served food immediate consumption. sales 4. Snack-bar, served foods sales 5. Bar, served drinks sales Human health Includes the rendering of health 1. Medical office, general care and social care and social welfare services. medicine welfare Covers an ample array of 2. Dental clinic, odontology activities activities, from health care service services by professionals to social 3. Nursing home, with nurse assistance activities without practitioners participation of health 4. Adult day-care facility, professionals, includes activities without nurse practitioners of attention at institutions with an 5. Nursery, comprehensive important component of health care for minors service attention. Administrative Contemplates various support 1. Cargo trucks rental, without and support activities for general corporate driver activities activities. Their main purpose is 2. Travel agency not the transfer of specialized 3. Private security, service knowledge. 4. Photocopy of documents, service 5. Call center for companies
40
Branch of Examples of economic economic Description activities activity Financial and Includes financial activities 1. Credit union insurance services, including insurance 2. Savings and credit activities activities and pension funds and solidarity association auxiliary activities of the financial 3. Vehicles insurance agency services; also the holding assets 4. Pensions operator activities, holding companies 5. Insurance agency activities and the investment funds and companies and similar financial entities. Real estate Involves activities of lessors, 1. Houses and apartments activities agents and/or brokers in one or rental more of the following operations: 2. Commercial premises sales or purchase of real estate, rental lease of real estate and rendering 3. Leases of land for other real estate services, as agricultural production mainly property valuation or real estate 4. Real estate developer escrow depositories. Includes also the construction of structures combined with property maintenance or lease of these structures. Professional, Covers the professional, scientific 1. Accounting office, service scientific and and specialized technical 2. Advertising agency technical activities. These activities require 3. Graphic design service activities a high level of training, as well as 4. Veterinary clinic, services specialized qualifications y 5. Vehicles rental, without knowledge. driver Education Includes the oral or written 1. Beauty academy education for any level and for any 2. Private university profession, by radio and television 3. Swimming lessons or other communication means. 4. Music school Covers the education imparted by 5. Language courses the different institutions of the general education system on its diverse levels, adult education, literacy programs, etc.
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Branch of Examples of economic economic Description activities activity Information and Corresponds to the production 1. Magazines edition, service communications and distribution of cultural 2. Movies, projection of movie products information, and the films supply of means to transmit or 3. Music recording studio, distribute these products, as well service as data or communications, 4. Radio broadcasting information technologies 5. Web pages design activities, activities of data processing and other information services. Other services Includes the activities of 1. Repair of audio equipment activities associations, the repair of 2. Household appliances computers and personal repair belongings and household goods, 3. Repair and maintenance of and various personal services shoes activities not classified elsewhere. 4. Beauty salon, service 5. Funerary, service Transport and Involves the activities of transport 1. Train passengers transport storage of passengers or load, regular or service not regular, by train, by road, by 2. Construction materials water or air routes, and cargo transport service transport through piping, as well 3. Cargo trucks rental, as related activities as terminal includes driver and parking services, handling 4. Air transport, airlines and storage of the cargo, 5. Parking lot, operation etcetera. Also covers the rental of transport equipment with driver or operator, and postal and courier activities. Source: information obtained from CAECR-2011.
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5. ORGANIZATION OF THE DATA COLLECTION PROCESS
The Survey of Job Positions at Private Establishments belongs to INEC’s
Continuous Statistics Division. It was organized with four well defined processes: methodology and design; collection; processing; and data analysis. Each one of them has a person in charge, who organizes the work group according to the obligations within the survey.
For the survey collection process there is a single general field work supervisor, to which each interviewer reports, as regards workloads, settlements, travel expenses, meetings and responsibilities when collecting the information. The process to be followed by each interviewer is explained following, besides their functions as member of the information collection process.
5.1. Data collection process for the interviewer
1. The process begins when the field work supervisor receives the sample and
distributes the establishments among the total interviewers. The supervisor
hands each interviewer an Excel spreadsheet and indicates some basic
variables for identification, address and contact of the establishments.
2. Even if the work load of each interviewer corresponds to establishments, it’s
necessary to point out that each one will also be handed the data of the main
company and all other corresponding establishments, but which were not
chosen in the sample. Indication will be made of which are subjects for data
collection of the survey, and those that are not.
43
3. The interviewer should verify the contents of the work load received from the
supervisor. So, should revise if there are omissions in the data handed to him,
or absence of relevant identification data of the establishments. When there is
omission of data, the interviewer should immediately indicate to the field
supervisor, for their corresponding revision and correction.
4. The interviewer must review if two or more establishments of his work load are
related to one same company. Should this situation exist, one single contact with
the main company is to be done (even when the main economic activity of the
company is different from services) and request the information of the selected
establishments. The same situation is present in the case of groups of
companies5.
5. The interviewer calls companies one first time to update the descriptive
information (of the main one and all the establishments comprising the
company). This information comes from the Directory of Companies and
Establishments (DEE), and includes data as their address and economic activity.
In addition, should request the name of the person in charge/ legal
representative/manager of the company or establishment or, otherwise, any
person with decision-making power.
6. On that same call, or in a later call, the interviewer must request the
appointments for exposure, according to the planned travel schedule for field
5 In case that in the simple various establishments from a same main company are selected, the supervisor will assign those with that characteristic to a same interviewer. 44
work. This timetable will be elaborated by the person in charge of collection and
the interviewers.
7. Each interviewer must elaborate a routing sheet (see Annex 2), indicating: name,
day of visit, consecutive of the establishment to be visited, province, county,
district, complete address and observations (if necessary). This routing sheet
must be printed and handed to the collection supervisor before the day of
departure, in order that both discuss the suitability of the planned visits and make
the necessary adjustments. The supervisor will carry a portfolio with the
corresponding routings that will serve as instruments to control visits and means
to consult to verify settlements, advances and request for travel expenses in
general. The driver shall also have a copy of this routing, to be able to plan the
routes to visit all consecutives noted on the field work’s routing.
8. Before visiting the establishments, each interviewer must organize the work
folders to be submitted the day of the exposure. This folder is institutional and
should contain: a formal letter addressed to the person in charge/legal
representative/manager (as requested in the update of the data for each
establishment), also including the name of the interviewer; and some other
information about the Survey and INEC products (fold-outs [brochures],
documents of results, notebooks, among others).
9. The interviewer visits the establishments to explain the Survey and invite them
to participate6. On these appointments, informants are provided a folder with the
6 In some establishments, it could be the information about the jobs is centralized on the main company. If this is the case, it is not necessary to visit the chosen establishment(s) since the data could be compiled directly at the main one. 45
project’s data and the Survey’s subject matter is exposed. After the exposure,
the information is compiled in place (using an information system custom made
for the capture of information in the field), or well the follow-up provided to the
informants concerning the supply of the information at a later date after the visit.
The supervisor should veil so the collection team has the necessary supplies to
conduct field work correctly. In turn, it is obligation of the interviewer to indicate
the field supervisor when any of the resources is missing (materials, economic
and other) and this would hinder collecting data.
10. For the establishments not participating in the Survey the same moment of the
exposure, the interviewer should make further attempts to contact them (visit
and phone call), to try and compile the information from those establishments.
11. When the interviewer receives the establishments’ data in a different way to a
visit, they should be included in the information capture module and synchronize
them within a term not exceeding two business days, counting from the moment
the information is received (with a few exceptions, prior communication with the
person in charge of collection).
12. The interviewer must solve all those inconsistencies originating in the processing
of the information, provided that they are related to the data compilation process.
In this case, the information included during the collection is reviewed when
processing; a list of inconsistencies is created and handed in to the field
supervisor; he shall distribute it among his work team. When receiving the list of
data inconsistencies, each interviewer should verify the information entered,
46
consulting the data with the informants or presenting the corresponding
questions if necessary.
13. The interviewer should send a daily e-mail to the supervisor, indicating the status
of the establishments he has worked in during the day. To this effect the daily
control Format shown in annex 3 should be followed. This control must be at the
person in charge of collection’s e-mails inbox no later than 8:30 a. m. of the
business day after the tasks were carried out, save for unusual situations when
there it’s justified.
It should be noted that in the process of collecting data for the Survey of Work
Positions, the interviewer’s tasks are not necessarily consecutive; sometimes he
could be visiting an establishment to expose, while at the same time receiving
information from another; or adjusting the information of another, finding
inconsistencies in the data synchronized.
Understanding the above and knowing that data analysis and codification of
work positions is done jointly7, individual and team work carried out by the
persons in charge of the Survey’s collection process must be planned, ordered,
and highly communicative. Consequently, the interviewer’s duty is to be in
constant communication with the supervisor, especially when specific situations
occur that could affect the collection.
7 They are joint processes, since the interviewer should only make an additional consult to the establishment in case of data inconsistencies. This simplifies the collection process and avoids fatigue to the informant when receiving several consultations. 47
5.2. Data collection methods in the field
The interviewer has three methods for collecting data of the establishments, specifically: personal visit, e-mail and phone call.8
5.2.1. Personal visit to the establishment
As mentioned before, the interviewer should visit the establishments (or the main company) to explain the Survey and invite them to participate. In case the informant decides to participate, the information may be collected the same moment or in a subsequent visit, provided this is the method chosen by the informant to provide the data; the date and the time are agreed between the interviewer and the informant, as long as the general work timetable of the collection team is respected.
It’s also important to mention that there is a tailor-made information system in the portable computer assigned to each interviewer. Among other possibilities, it allows interviewers to include the information at the same time compilation (if required), or at the office if the establishments send the information other than by visit.
5.2.2. Phone call
This type of collection can be used as long as the interviewer has visited the establishment and done the Survey’s exposure. The method consists of defining day, date, and time so the interviewer calls the informant and the data are compiled.
8 Further in this manual the survey’s questionnaire components are explained, beyond the method of collecting the information used. 48
5.2.3. E-mail
When an informant decides to participate in the Survey via e-mail, the interviewer should send a mail, from his institutional personal address, with the Survey’s questionnaire, thus facilitating the informant to provide the data. When the informant completes the questionnaire and sends it back to the interviewer, it should be verified and reviewed that the information received is complete and coherent. Once reviewed, it is included in the capture information system and for its corresponding synchronization to INEC’s server.
These collection methods are not the only ones. If the establishment suggests any other allowing it to participate, the interviewer should communicate the supervisor of the alternative to decide in that sense. The collection team should bear in mind that the field work’s priority is collecting the greater number of establishments of the sample, provided the quality of the data compiled is guaranteed.
Some important points regarding the subject of data collection are:
Two classifiers are to be used in the Survey: the Classification of the
Economic Activities of Costa Rica (CAECR 2011) and the Classification of
Occupations in Costa Rica (COCR 2011). They are international nationalized
manuals, which have been implemented to encode the economic activity and
work positions of a company or establishment, respectively. By using these
standard classifiers, international comparability of the statistics obtained in
the Survey is ensured.
The average duration of an interview can’t be estimated, or the average time
to collect the information, as it depends on the data collection method chosen 49
by the establishment, as well as the number of work positions of each one of
them.
5.3. Procedure for advances and settlements
Each interviewer shall be assigned the travel expenses to collect the information according to what’s established in t Regulation for Travel and Transport Expenses for Government Officials of Costa Rica, issued by the General Comptroller of the
Republic. The travel expenses shall be assigned according to the scheduled field work to be done by the collection supervisor.
5.3.1. Procedure for advances
An advance refers to the amount of money, for the concept of lodging, transport and meals, deposited to the interviewer’s bank account, so that the collection tasks assigned may be adequately implemented. The procedure to apply for the advances is the following:
The advance is elaborated by the field work supervisor (as per the format
established for the Finances process to that end).
The advance is sent by e-mail to each interviewer, to be informed of the
request and verify it corresponds to the established routes and tours. In case
there is an error in the application, the interviewer shall communicate the
situation to the person in charge of collection, to make the respective
adjustment.
The field supervisor submits the advances to the administration, with the
coordination signature.
50
The administrative process of the Continuous Statistics Division collects the
signature of the coordination area, and processes it.
Therefore, in the advances the sole function of the interviewer, is receiving the application mail and verifying the amounts written in the format so they coincide with the field work planning. The interviewer’s duty is not spending the money deposited for other affairs different from field work, because changes in the workloads could mean returning the corresponding amount immediately. The supervisor should request the advances of the following week or two, preferably on Thursday morning
(so during Thursday and Friday such advances are processed, and on Monday the field work team will have the corresponding deposit).
5.3.2. Procedure for settlements
A settlement corresponds to a report of the expenses for field work when collecting the information. The inventory procedure for a settlement is the following:
The settlement is carried out by each field work official (as per the format
established for the Finances process to that end), who shall sign and submit
it to the collection supervisor.
The supervisor verifies the correct completion of the information, according to
what was planned and carried out in the field. Should there be errors, the
supervisor must return the document to the interviewer and indicate the
adjustment necessary for the corresponding modification.
The person in charge of collection supplies the settlements to the
administration, his coordination signature included.
51
The administrative process of the Continuous Statistics Division collects the
signature of the coordination area and processes it.
The interviewer must complete the forms correctly. It is reminded that settlements should be drawn once a week, preferably the last business day of the week recorded, or the first one of the week following.
It is also the interviewer’s duty to carry out the settlement and/or payments at the corresponding moment (avoiding untimely payments), since when settlements are not presented and/or not paid, what’s established on INEC’s Autonomous Services
Regulation shall apply.
It is further recalled that submitting money at the moment of returning balances in the settlement is solely and exclusively done by the official at the counter of the
Finances Unit, or failing this, by direct wire transfer (in the case of an account with
Banco Nacional to the account of INEC), or SINPE transfer (in case of accounts not from Banco Nacional)9, since the responsibility of the settlements is exclusively of the interested official.
9 INEC’s customer account number with Banco Nacional is 15100010012135566, and its corporate identification is 3-007-0241710. When the interviewer makes the payment, the receipt should be presented to the Finance Unit in the moment closest to the payment. Otherwise, payment would be without effect. 52
6. QUESTIONNAIRE OF THE SURVEY
The data collection instrument of the Survey of Job Positions at Private
Establishments is a questionnaire consisting of six sections, which are shown on figure 6.1.
Figure 6.1 Sections comprising the questionnaire of the survey Section A: Data of the establishment Section B: Section F: Characteristics of Expectation for jobs at the jobs establishment
Section E: Section C: Vacant posts Training of during the I personnel during quarter 2018 the I quarter 2018 Section D: Recruitment of personnel during the I quarter 2018
Each of these sections includes questions with defined answers. Each one of the sections is explained following.
6.1. Section A: Establishment’s data
The information of the establishment selected in the sample of the Survey of Work
Positions is requested, as well as of the main company of which it is part.
Consequently, the goal of this section is to identify the observation unit of the sample.
It comprises three subsections:
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6.1.1. Questions A1. Identification and location data of the establishment
Through these questions the observation unit is identified from those from whom work positions data are requested; namely, includes the data of the establishment selected in the sample. The information of this complete section is descriptive and includes data of identification, of economic activity and location, as shown in figure
6.2.
Figure 6.2 Questions about the establishment Identification • Legal name • Trade name • Business identification number • Telephone • Establishment's e-mail
Economic activity • Main economic activity • Starting year of activities • Conduction of exports • Conduction of imports
Location • Province • County • District • Address
Others • Access to computer equipment • Access to internet
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Remember this information is obtained from DEE, but must be updated by each interviewer at the moment of making the first phone call to the establishment. As regards the questions of description of the establishment, it’s important to mention the following points:
The legal name and trade name (fantasy name) of an establishment do not
have to be the same; therefore, the interviewer must update both.
The business identification number can be:
o Natural person identification card (longitude nine digits and admits only
numeric characters)
o corporate identification (longitude ten digits and admits only numeric
characters)
o the passport (admits alphanumeric characters)
The main economic activity of an establishment is the one generating biggest
profits or the one assigned higher number of workers or dedicated more time
(in that order). Figure 6.3, shows the format for the correct description of the
establishment’s economic activities.
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Figure 6.3 Format for the correct description of economic activities
Sale ______(retail or wholesale) ______(product) or ______(activity), sale______(retail or wholesale) of ______(product) •Example: Pulpería, retail sale of groceries
Manufacture ______(product) ______(material) •Example: manufacture of adornments in wood
______(activity), ______(explanation)
•Example: International press agency, sell news to television and radio media
In that sense, the interviewer should take into account the following
recommendations:
o If it is manufacture of a product, it’s important to know what material
was used. It’s not enough to say: manufacture of doors, but, for
example, manufacture of doors in aluminum.
o If it is the sales of a product, you should know if it is retail sale (retail)
or wholesale. Generally, wholesale is a company’s or sale of products
which for their price or use, not anyone could acquire, for example,
industrial equipment. In addition, it must not be said distribution, as it
56
generates confusion, namely, it’s not possible to determine if it is
wholesale or transport of some merchandise.
o Do not assign a very general description, for example editorial, but
rather editorial, publishing of books and magazines. The description
should be as specific as possible.
o Important: when the informant, in his opinion, assures the company
develops several main economic activities; the interviewer should
consult, first of all, which one generates greater revenue. If still the
informant can’t determine the establishment’s main economic activity,
should consult which one employs the greatest number of workers in
each one, or to which one more time is dedicated.
The year activities start refers to the year when the company or establishment
began operations with a valid identification number. In the case of a change
of ownership or of legal name, should indicate the year it happened.
When the consult about exports and imports obtains an affirmative answer,
should ask their frequency. The options are: 1 time per year, 2 times per year,
3 times per year or 4 or more times per year, and are single selection (namely,
exclusive between them).
As to the address, must update the province, county, district and exact
address where the establishment is located; to describe the location correctly,
the interviewer should follow the Format shown on figure 6.4.
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Figure 6.4 Format for the correct description of the location
Province, County, District, Neighborhood/village/urbanization, Street ___, Avenue ____, point of reference, # of meters or Km, cardinal point.
Example: Heredia, Santo Domingo, San Miguel, Urbanization María Fernanda, 450 meters south and100 meters east from the municipal cemetery.
When the interviewer consults about access to computer equipment, refers
to the use of the computer exclusively for the establishment. On the other
hand, the question about the access to internet refers to the use at the
establishment, either with computer, mobile devices or Wi-Fi, among other
means.
Finally, on the space for Observations should write down all additional information supplied by the informant, useful for a better understanding of the establishment’s description. These questions are shown in figure 6.5.
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Figure 6.5 Section A, establishment’s data
6.1.2. Questions A2. Identification data of the main company
The main company’s data are requested corresponding to the establishment selected in the sample are in this section (in case of being different from the main one). When the company is unique (no establishments), the information for A.1 and
A.2 is identical, but the interviewer should verify by completing both spaces (even when the information is the same).
With the variables Legal name, Trade name, Identification number of the company,
Telephone, E-mail of the company, Province, County, District, Main economic activity, Year of starting activities, Exports, Imports, Access to computer equipment and Access to internet, apply the same recommendations noted in section A1 of the questionnaire, but focused on the main company.
Also ask if the company belongs to a parent company or if the company has foreign subsidiaries. The first case is specified when the head office of a company is located
59 abroad, while the second is indicated if the company has branches in other countries
(as long as the company’s head office is based on national territory).
Last, in the space for Observations, the interviewer provides information that helps to interpret the descriptive data noted. These questions are shown in figure 6.6.
Figure 6.6 Section A, identification data of the main company
6.1.3. Questions A3. Contact data
These questions are done to get to know the establishment’s contact data, both of a person with decision-making capacity (could be a manager, owner, or legal representative) as the person completing the questionnaire or providing the data. It’s important that interviewers take the following indications into account:
The person included on the space owner/manager/representative shall ideally
be the one receiving the exposure about the Survey’s contents and
information requirements.
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The person included on the space informant corresponds to the person
considered ideal by the manager/owner/ representative to supply the data.
When the informant is the same as the manager/owner/representative, both
spaces should be completed.
Both spaces, informant’s name as manager/owner/representative, must be
completed with two family names.
Figure 6.7 contains the questions about manager and informant’s contact.
Figure 6.7 Section A, contact data
6.1.4. Example for completing section A.
Suppose you as interviewer call an establishment that according to the work load, is known as Hospital Mental del Norte S. A. At the moment you call, the update of the establishment’s data begins.
One way of carrying out the first contact with the establishment is the following:
- Interviewer (E): Good morning/evening: My name is
______[name of the interviewer] and I’m calling on behalf
of the National Statistics and Census Institute (INEC). We are doing an
update for the descriptive data of the establishments developing productive
activities in the country. I have the information of the establishment
______[name of the establishment], and we need to update the data. 61
You don’t have to provide them to me, just update them to verify if there is
some modification.
- Informant (I): I see. What did you say your name is? And where are you
calling from?
- E: [Speak slowly] I am ______and I am speaking from INEC,
the National Statistics and Census Institute. As I mentioned before (polite
tone), we are updating the data of the country’s establishments, in this case
the Hospital de Sanación Mental del Norte S. A.
- I: Sure. Tell me which data and I can verify.
- E: The legal name of the establishment is Hospital de Sanación Mental del
Norte S. A. and the trade name is the same.
- I: The legal name is OK, but the trade name changed one year ago. The
establishment is now known simply as Hospital del Norte.
- E: Perfect. Has the identification number changed? Is it 1-103-256458?
- I: Correct. The only thing that changed was the fantasy name.
- E: I see. The telephone number recorded for the establishment is the one I
dialed. Only this one, 2465 6894?
- I: Exactly.
- E: The e-mail is [email protected]? [In some cases it’s best to
spell the e-mail data].
- I: Yes, that is the same.
- E: And this is a private hospital establishment, providing general medicine
services?
- I: Correct. Your institution handles good information. 62
- E: That’s why we carry out constant updates of the data. Tell me, the exact
location is: San José, Desamparados, Gravilias, from the Fire Department’s
Station, 300 meters south, 75 meters north and 100 meters south. Correct?
- I: we changed location six months ago. We are now located on the same
district of Gravilias, but at the west side of the Catholic Church. We found a
bigger and more comfortable place, so we decided to move.
- E: The establishment has been active since 2011, with the current
identification number?
- I: I think so. Let me see if I remember. Yes, correct, the one changing
identification number was another establishment, not this one.
- E: Very good. Does the establishment carry out some type of imports or
exports?
- I: It does no import, but it does export services, twice a year.
- E: Noted. Does the establishment have access to computer equipment to
carry out the activity? And internet access?
- I: Sure, currently any business without internet or computers would never
function.
- E: The establishment’s data is complete. Now I have the information of the
main company.
- I: The legal name and the identification number is the same for all the
establishments and the main company.
- E: The trade name of the main company is Hospital del Sur and the telephone
number is 2564-2154, right?
- I: Exactly. 63
- E: It’s located in province of Puntarenas, county of Golfito, at the district of
Guaycará?
- I: Everything is correct.
- E: The economic activity developed by the main company is the same as the
establishment’s; namely, it’s a private hospital lending general medicine
services?
- I: Exactly. Moving on, let me comment the company exports services many
times a year, but does no type of imports. We also have company computer
and internet equipment.
- E: Does the company have subsidiaries abroad? Or does it belong to a parent
company abroad?
- I: No, it is all national capital, we don´t have companies in other countries.
- E: Perfect, now we continue with the other establishments. You were saying
that…
[The data of the other establishments must be updated].
- E: Now finishing with the update, what’s the name of the manager or legal
representative?
- I: Do you have that data?
- E: No Sir, INEC is constantly verifying new data, so on this occasion we
request the contact data of the company’s representative/manager or owner.
- I: I understand. The name of the general manager is Andrés Jesús Solís
Fernández.
- E: Any telephone number or e-mail where to contact him?
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- I: Sure, his number is 2264-5648 and e-mail address is
- E: Finally, your name would be?
- I: I’m Adrián Córdoba Guevara, administrative manager of Hotel del Norte.
- E: Any e-mail address or telephone where I can contact you Mr. Adrián?
- I: My address is [email protected] and my number is 2264-
4623.
- E: Excellent, don Adrián. Thank you so much for the update.
The correct way of completing the Survey of Work Positions questionnaire, data of section A is shown in figure 6.8.
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Figure 6.8 Completing section A of the questionnaire
Some of the recommendations at the moment of doing the update of each establishment are:
- The interviewer should always indicate he is updating already existing
information.
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- It should be clear the call is from INEC. The informant could question if the
call comes from MEIC, CCSS or the Ministry of Treasure, among other public
sector institutions. That is why emphasis should be made the call is from INEC
and its purpose is to update the economic activities only for statistical goals.
- In many cases, informants will mention interviewers they have been visited
before. For this reason, it must be stressed that INEC carries out various
statistical activities, so they could have been visited for any of them. An
example is the National Census of Population and Housing.
- It’s possible that the legal name is not related to the trade name.
- If the informant ignores any of the data that are being updated, you should
write it down on the Observations section. When doing the exposure
appointment, it’s the duty of the interviewer to verify the data.
- It’s the interviewer’s duty to indicate the informant the call is done from INEC,
it may be verified and that they work for the institution; this may be done
through telephone number 2280-9280, extension 338, with the corresponding
supervisor.
- In case that any information has changed, the previous data must be entered
in the Observations section and the current data on the answer space of the
question.
- It’s necessary that each interviewer updates all the establishments of the main
company, even when not selected in the sample.
- The example shown corresponds to only one of countless ways to update the
establishments’ information. There is no explicit recipe to do it. It depends a
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lot on the informant’s time availability and on the number of questions carried
out, as well as on the interviewer’s proposed strategy for updating.
There are standards of continuity for the establishments, interviewers should know for the correct updating of the data. These standards are listed in chart 6.1 and mention that when there are variants in the establishment’s information, it’s maintained, recorded as inactive or a new one is created.
Chart 6.1 Branches of economic activity included in the services sector Changes in: Event I.D. Economic activity Location
X The same establishment remains
X The same establishment remains
X The same establishment remains
X X A new establishment is created and the existing record is sent to inactive X X A new establishment is created and the existing record is sent to inactive X X The same establishment remains X X X A new establishment is created and the existing record is sent to inactive Source: INEC, DEE.
So, if an establishment changes its economic activity and location, a new establishment is not to be recorded. Similarly, if an establishment only changes its identification or location, the same record is maintained.
These standards of continuity for companies are applied by DEE, therefore, if any adjustment is verified for the Survey of Work Positions sample establishments’ data, this should be notified to Monitoring and DEE (by e-mail), since the latter are in charge of verifying it.
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6.2. Section B. Characteristics of the work positions at the establishment
The objective of section B of the questionnaire is obtaining information about the characteristics of the existing work positions at the establishment at the moment the questionnaire is applied. It’s relevant to mention, when beginning to collect data of this section, the interviewer should indicate the informant they are asking by work positions, indifferently of who occupies the position. Consequently, the characteristics of the workers at the establishment are not relevant for the
Survey, but the existing work positions.
Section B is comprised of ten questions for each one of the existing work positions at the establishment when compiling the data. Figure 6.9 lists these questions, and later each one is explained.
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Figure 6.9 Questions carried out in section B
B1. Work position B2. Number of workers B3. Academic education
B4. Additional requirement B6. Recruitment of B5. Abilities required for the and knowledge for the personnel without position position experience
B8. Difficulty of filling a B7. Positions difficult to fill B9. Main task of the position position
B10. Observations
6.2.1. Question B1. Job title
The job title refers to the name assigned, within an establishment, to a group of tasks performed by a worker, with the purpose of creating the products or services defined in his/her work contract.
To name a job title, an establishment may use numbers (ex. 123), acronyms (ex.
CEO, CPP), a combination of letters and numbers (ex. CH123) or even, positions in a second language (ex. courier assistant, steward), among other many possible cases. So, in the question write the name of the job title, it is the duty of the interviewer to indicate the name of the position as it is handled by the establishment; however, when the job title is generic (as the case of the operator or administrative), should consult the informant of any additional adjective for that position.
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It is also important that the interviewer writes all Observations necessary to know what the job title is, and write down in singular and masculine (when it corresponds), as a way to maintain a standard format in the inclusion of data in this variable.
6.2.2. Question B2. Number of workers
In the question Write down the number of workers in the position (excluding owners), what is being asked is how many persons occupy the work positions. The answer accepts only numeric characters; therefore, digits are not to be named with letters but with numbers. Here it’s necessary that the interviewer bear in mind the following considerations and communicates them to the informant, before doing the question:
No distinction is made for the number of hours worked by a person in any
position; namely, if a person worked in a position for one hour, it should be
considered in the number written down.
In the number of workers to be noted, the owners should be excluded since
they do not respond to the profile of the establishment’s job title.
Only consider workers contracted by the company or establishment, and not
subcontracted personnel (outsourcing) or professional services.
6.2.3. Question B3. Minimum formal education required for the position
As refers to the question Write down the minimum formal education required for the position, the interviewer must be aware of the following:
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The information being requested is for the job title, not for the workers
covering that position, as mentioned before. It’s the interviewer’s task to be
emphatic on this point and communicate to the informant it several times.
Clearly defined and excluding answer options are offered (the question is
single selection). In addition, this question includes the adjective minimum, to
avoid the cases of answers where the informant mentions two categories of
education could be selected for one same job title10.
The response categories of this question correspond to education levels used
in the country. If in practice any other not contemplated on the answer options
is present, the interviewer should enter the data in the Observations section,
to be explained later.
The particular question would be as follows: In the position ______, what is the minimum formal education required? Suggest the interviewer to have the informant answer, without offering the answer options included in the questionnaire.
In this question, the answer options are the following:
1. No schooling: is chosen when the informant indicates there are no
requirements in academic education matters. Generally, should be related to
work positions not requiring training to fulfill the corresponding role.
10 In theory, there should not be a work position whose profile requires two different levels of academic education; however, it is decided to assign the minimum to avoid these situations to arise in field work. 72
2. Incomplete primary: this option is chosen when the informant indicates the
position’s profile only requires reading and writing from the person filling it,
not even having obtained a title of primary education completion.
3. Complete primary: this option should be selected when the informant
indicates that it’s required to have approved six years of primary education
for the position.
4. Incomplete secondary: this option is chosen when a position does not
require that the person filling it has coursed the five years or six years of
education in an academic or technical school, respectively in full. It is also
selected when the position admits persons who have coursed the full years
of education but haven’t approved the baccalaureate tests. For example,
when an informant mentions only third year of high school is required for a
position, this option should be selected as incomplete secondary.
5. Complete secondary: this option corresponds to the position requiring that
the person filling it has approved five years of academic high school
education; also, that the person has approved the baccalaureate tests is a
requirement.
Before explaining the technical education options, it’s important to mention that in
Costa Rica, according to the Organization for Economic Cooperation and
Development or (OECD), it’s developed in two ways:
. Technical vocational education: is offered by the Ministry of Public
Education (MEP). Forms part of the process to obtain a secondary
education diploma and includes theoretical and practical education in a
73
technical area. Persons graduating in this modality obtain a Middle-level
Technician diploma.
. Non-formal Education: is provided by the National Vocational Institute
(INA) and to a lesser degree, by private companies and organizations.
The professional education offered by INA is aimed at persons who have
not finished Basic General Education and require the competences to
integrate to the labor market. Besides that, this education provides
alternatives to persons already working and who need to acquire new
competences (Álvarez-Galván, 2015).
So, a technical title may be obtained through the formal education system (with MEP in technical schools) or the non-formal education system (with INA or with private companies or institutions). The difference between each one of the technical diplomas lies in the admittance requirements to opt for one of them.
The National Survey of Work Positions’ questionnaire shows three options for technicians, specifically:
6. Technical with primary concluded: this option is chosen when the
informant indicates that for a specific position, the person filling it must have
a technical level, but not higher than formal primary education.
7. Technical with secondary education concluded: is selected when the
informant expresses that for a specific position, the person filling it requires
a technical level, but whose formal education implies completion of
secondary studies from an academic or artistic school (five years of
education).
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8. Middle-level technician (education technical vocational): this option is
chosen when the informant indicates that for a specific position, the person
filling it requires a technician, and his formal education should necessarily
include completion of secondary studies from a technical school (six years
of education).
9. University Graduate: is a characteristic of work positions requiring that the
person filling it has completed two years of university higher education. The
graduates considered are from short careers, namely, don’t have higher
levels of education (baccalaureate, degree, masters and doctoral degree).
Graduate also has graduating from high school (complete secondary) as
admittance requirement.
10. University incomplete: is a characteristic of work positions where, as
indicated by the informant, the person filling it should have been in the
university or should be coursing some university career or complied with a
certain number of credits from some university career, not needing to have
finished the respective studies plan (at baccalaureate level).
11. University Baccalaureate: is a characteristic of work positions where, as
expressed by the informant, the person filling it should have completed the
study plan (generally four years of education) of a university career.
12. University degree: is a characteristic of work positions where, as indicated
by the informant, the person filling it should have completed the study plan
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(generally five years) of a university career; also is a higher level than
University Baccalaureate.
13. Masters: this option is chosen when the informant expresses that the person
occupying the position should have studied two years more over the
University Baccalaureate (this latter title is required to be admitted to
masters courses), in either professional or scientific modality. This level of
education is higher than University Baccalaureate or university degree.
14. Doctoral degree: includes work positions where the person wishing to meet
them should have studied three and a half years over the university masters.
It is the highest degree of education of the Costa Rican formal education
system.
Likewise, it’s important to mention that for establishments it’s a common practice to consider many of their positions as technical; therefore, the disaggregation described here intends to better categorize that concept. It is assumed that the functions and responsibilities of a technician with primary completed, a technician with secondary completed and vocational technicians are quite different, as well as their characteristics. Therefore, it is recalled that the vocational technician is he who coursed six years in a technical school, while the technician with primary completed and technician with secondary completed may be obtained through non-formal education.
When the informant ignores the academic requirements of the work positions, he should ask if in a later question the missing data can be obtained or if he can consult with some other informant at the establishment. If either way he indicates there is no
76 information, the fact should be entered in the section General observations, to be explained later.
Figure 6.10 contains a summary of the Costa Rican educational system.
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Figure 6.10 Outline of Costa Rica’s education system
Source: own elaboration with information obtained from (Álvarez-Galván, 2015).
78
6.2.4. Question B4. Further requirements and knowledge for the position
In the question Select the requirements and knowledge for the position, selection should be done for further requirements and knowledge for each job title, understood as conditions different than academic education that are necessary to perform the job title. The question is a multiple choice answer, so more than one of the following options may be selected:
1. Communication in a second language: communicate orally and in writing
in a second language different than the mother tongue. In the case of Costa
Rica, the answer considers any other language different than Spanish. If the
informant indicates the language, the interviewer should note it as
Observations.
2. Basic handling of computer and basic computer packages: Know the
function of and be able to use the computer and basic computer packages;
for example, turning the computer on and off; using the Microsoft Office
environment, a Word text processor, Excel spread sheets, Power Point
presentations; send and receive e-mails.
3. Handling of specialized software licenses: Know the function of and be
able to use specialized software for the position; for example, to perform a
position in statistics, suing SPSS and R; for a position as graphic designer,
use of Adobe Systems, Adobe InDesign or AutoCAD.
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4. Handling of specialized tools (includes certification of use when
necessary): Know the function of and be able to use tools or special utensils
to perform the job title; for example, welding equipment, masonry materials,
treatment of glasses and mirrors, use of forklift, industrial machines, pulleys,
winches, firearms (and certificate for carrying them).
5. Certifications in knowledge related to the position: have a certification of
knowledge or practice (not tools, since that option was noted above) which
are required to work in a position; for example, for food handling courses,
patient management courses, computer science certifications, courses for
identification of false bills.
6. Incorporated to a professional association: this option is chosen if for a
job title, it’s a requirement the working person is duly incorporated to the
respective professional association.
7. Availability of timetables: selected when the informant indicates, that as
part of the job title’s requirements there must be availability to work, including
rotation of timetables; that there are variable schedules seasonally, among
other.
8. Availability to travel within the country or abroad: when confirmed that to
occupy the position, there must be willingness to travel throughout the
national territory to other regions or to travel abroad to work.
9. Specific driver’s license: consult if it’s considered a requirement for a
position to have a specific driver’s license.
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10. None: this option is chosen if the position does not demand requirements or
additional knowledge to perform the job title. If this option is selected, the rest
are invalidated.
6.2.5. Question B5. Skills required for the position
Ability refers to the capacity (physical or mental) to do something correctly, with ease, dexterity, intelligence; of applying knowledge to complete certain activity, job or trade. The concept of abilities, therefore, refers to the talent, the expertise or aptitude to carry out any task.
In this question, the skills required for each one of the work positions should be noted. The combo of answers includes nineteen options. One should be selected as a minimum and a maximum of five. In chart 6.2, you may observe the abilities noted as the questionnaire’s answer options, as well as their definition and examples of behaviors related to each ability.
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Chart 6.2 Abilities included in the survey Ability Concept Examples of behaviors
Capacity for self-control, of regulating - Is moderate and reasonable in all its acts. 1. Control their own behavior, emotions, thoughts and - Acts confidently. own behavior desires in certain situations, in order to - Spirit is stable, even in changing situations. and emotions in avoid negative reactions when facing - Reactions are always balanced and controlled, adverse provocations or opposition from others. even before unexpected situations. situations. - Always attentive, avoids hasty or negative Self-control reactions, not affecting his work or his colleagues.
Capacity to acquire knowledge and - Values every form of learning that could improve skills permanently, as well as to performance in the job title. 2. Update their disseminate to the others, profiting - Shares knowledge and experience, thus knowledge to from the experience and being up to provoking changes and disseminating new ideas. improve date with the knowledge related to their - Makes a great effort to acquire new abilities and performance of position. knowledge. their functions. - Is a person who knows how to reinvent and renew Continuous learning him/herself. Capacity to act with speed and sense - Shows a constant commitment to update in what 3. Commit with of urgency, to show interest in learning relates to his position or the company in general. the quality of the and excellence in the work to be done, - Applies the indications received from superiors work assigned. of feeling as own the objectives of the with the purpose of obtaining the expected company or establishment, and results.
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Ability Concept Examples of behaviors prevent and overcome obstacles - Is acknowledged for his capacity to complete interfering with their attainment. work according to the company or the Compromise with the quality of the establishment’s norms and standards. work - Assists others to achieve a performance in agreement with the company or establishment’s standards. Capacity to listen, pose questions, - Express their point of view clearly, totally express ideas and feelings, expose respectful of the other. positive or negative aspects in writing - Adapts communication style to the specific 4. Communicate and orally, effectively, clearly and characteristics of the persons addressed. orally and in timely, so as to reach the objectives of - Listens to others and makes sure to understand writing, clearly the company or establishment and exactly what they wish to express. and timely. maintain open channels of - Is acknowledged in his area or position for being communication. a communicator. Assertive communication - His oral or written answers are well interpreted. - Provides ideas, tools and advice for the development of others. 5. Transmit their Capacity to favor learning and - Is a motivational and inspiring example to other knowledge or growth (intellectual and moral) of through his/her actions. information to the others. - Is available to be consulted and shares others. People trainer knowledge with the others. - Dedicates time to explain how to perform jobs.
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Ability Concept Examples of behaviors 6. Work with - Is an active and enterprising person, acting energy and good Capacity to move ahead and be able to promptly and with diligence. attitude when work actively in adverse, changing or - Is known for being someone who transmits faced with challenging situations without this energy to others. changing or affecting their activity level. - Motivates others to perform tasks ahead with challenging Dynamism and energy dynamism and energy. situations. - Proposes long-term improvements. - Gives the example with his/her attitude as refers 7. Take the Capacity to act proactively, to devise, to initiative. initiative in the undertake, create opportunities, - Acts swiftly and decidedly in a crisis, when the development of improve results and search solutions to normal would be to wait and see if it’s solved on actions to any issues, with the purpose of setting its own. propitiate the course through concrete actions. - Has different approaches to face a problem. improvements. Initiative - Is participative and offers ideas. - Acknowledges the opportunities that arise and acts to benefit from them. Capacity to discover, invent and propose new and original ideas, in - Is acknowledged for his/her ability to face 8. Innovate, order to modify things or convert ideas problems or difficulties from new points of view. discover and into new and improved products, - Consults opinions and establishes mechanisms propose new and processes or services, even when to promote continuous improvement, creativity original ideas. starting with forms or situations not and innovation in his job title or the company. thought before.
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Ability Concept Examples of behaviors Innovation and creativity - Is inquisitive, likes to be informed, tries to learn different things and apply knowledge if given the opportunity. - Has energy and transmits it to others. - Motivates through his example. Capacity to safely assume the - Is reliable and a referent of loyalty. conduction of a group and develop their - Provides entertainment or training and feedback 9. Assume talents, set objectives, give follow-up for the development of collaborators. leadership of a and feedback; openly propose - Inspires confidence. work group and conflicts, optimize the quality of the - Creates a climate of energy and commitment, develop their decisions, and achieve a harmonic and thus achieving his team to work enthusiastically talent. challenging organizational climate. reaching goals and objectives. - Knows how to coordinate team members to make Leadership the most out of their skills and places them in a position where they feel useful and valued. - The group perceives him as leader. Capacity to create a favorable 10. Create environment to foster collaboration, spaces for achieve lasting commitments, conduct - Focuses on the problem, not on the person. negotiation to or control a discussion using win-win - Is known for his ability to foster consensus. define techniques and influence others with - Is called by others to collaborate in certain agreements and strategies that allow creation of conflicting situations. solve conflicts. satisfactory agreements for all. Negotiation
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Ability Concept Examples of behaviors - Bases on evidence not in emotions. - Has great capacity to understand cause-effect Capacity to understand a situation or 11. Analyze a relations. problem, disaggregating and situation, and - Detects the existence of opportunities and moves organizing it into small parts, with an understand their ahead of possible obstacles. approach on detail, accuracy, causes and - Works in an orderly fashion with facts and data. enumeration and difference. effects. - Identifies the pros and cons of decisions. Analytical thought - Sets priorities for tasks according to their importance. Capacity to propose policies and strategies; quickly understand the changing environment, detect new - May adjust to changes in the environment and 12. Propose opportunities, plan a goal, analyze the detects new opportunities. objectives and means available to reach it and - Makes efforts to generate adequate strategic define strategies facilitate its achievement with the least answer, and achieves it. to reach them. cost but the maximum benefit for the - Adequately interprets the available information. company. Strategic thought Capacity to complete the objectives in - Knows the responsibilities and objectives of his 13. Plan and the time required, establishing work job title very well. organize tasks to priorities and optimizing resources with - Adequately distributes times for daily activities. prioritize them, good performance of their work and of - Manages his resources carefully. according to the other collaborators. - Establishes follow-up dates, taking into account objectives. Planning and organization the final terms.
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Ability Concept Examples of behaviors - Uses available resources efficiently. Capacity to generate a good image of - Attains cooperation of the people necessary, 14. Create a the establishment, establish and according to his objectives. good image to strengthen relationships with strategic - Generates positive links oriented to impose the establish allies whose collaboration is essential company or the establishment’s image. relationships with to achieve the objectives. - Adequately operates in entrepreneurial and social strategic allies. Public relations environments, among other spaces. - Offers solutions satisfying internal and external customers. Capacity to act with sensitivity to a - Proposes improvement actions, in his area or job customer’s needs (external or internal), 15. Generate title, to increase the customer satisfaction level. adequately understand their demands solutions and - Establishes lasting relationships with customers and generate effective solutions offer good based on trust. according to their priorities, as well as customer - Remains attentive to the needs of customers to offering them the best service and living service. provide an effective answer in the time and form up to their expectations. that they expect. Customer orientation - Motivates colleagues to reach a high level of service and performance for customers.
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Ability Concept Examples of behaviors - Identifies the existence of a problem and the elements characterizing it. Capacity to identify and find solutions 16. Identify and - Uses different sources of information to to problems, measuring risks, find solutions to understand and determine the best way to act. resources and time. problems. - Assesses possible solutions and determines the Solution of conflicts consequences of each. - Implements specific actions to solve the problem. - Defines the priority for the solution of a problem, in terms of impact and urgency. Capacity to make the best decision, - Develops different alternatives for solving the 17. Make correct knowledgeable about the possible problem, analyzing advantages and decisions facing consequences, based on defined disadvantages of using either. diverse options. purposes and diverse alternatives. - Makes fair decisions when difficulties arise or Decision-making when trying to choose from various alternatives for solving a problem. - Strengthens team spirit throughout the Capacity to collaborate with others, company. forming part of a group, or work with - Expresses personal satisfaction with the 18. Work as a other company or establishment areas success of colleagues or other areas. team to reach a with the purpose of reaching a common - Cheers and motivates others. common goal. goal, respecting the ideas of others and - Acts to develop a friendly work environment, strengthening harmonious work. good climate and cooperation spirit. Team work - Values the ideas and experience of others. - Keeps an open attitude to learn from others.
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The option None is also offered, which should be selected when the informant manifests no specific ability is required for the position. When this option is chosen, all the other answer options are invalidated. Finally, if the informant indicates any option of ability not contemplated on the questionnaire’s alternatives it should be written down on the Observations section.
6.2.6. Question B6. Recruitment of personnel without experience
The question is the following: is it possible to recruit personnel without specific experience in this job title? The answer is single, because the options are Yes and
No which are mutually excluding. The interviewer should be emphatic when considering only the experience specific for the job title.
6.2.7. Question B7. Positions difficult to fill
The interviewer should consult if the job title was difficult to fill. The options to answer are two: Yes, and No, therefore the selection should be single. The interviewer should consider the following:
The definition “difficult to fill” corresponds strictly to the informant. He should
determine which vacant positions were difficult to fill and which were not.
In case a job title is not difficult to fill, the interviewer should choose the option
No, and continue with question B2.9.
If the informant indicates a position is difficult to fill, he should continue with
question B2.8 to justify the answer.
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6.2.8. Question B8. Why was a position difficult to fill?
In this question, the grounds for an informant considering a job title as difficult to fill are explored. The question admits multiple answers. The options to answer are ten:
1. Lack of work experience in the position: when there is no previous experience
in relevant jobs indicated for the vacant position mentioned on the candidate’s
profile.
2. The establishment is located in a far geographic location or of difficult access
3. Too much competition among employers.
4. There are not enough persons interested in carrying out this work.
5. The conditions of the position are not attractive: includes low-wage, night shift,
the work offered is temporary; others.
6. Overqualified candidates: namely, applicants to a position presented higher
qualifications than the required for the position, which may discourage hiring
because of the risk of next outing of personnel.
7. Applicants don’t have the skills required: includes non-compliance of abilities
evaluated during the work interviews, exams and evaluations done by the
company to recruit, in the selection process (not in the resume).
8. Applicants don’t have the academic profile required: refers to the not fulfillment
of the qualities indicated on the curriculum of education and instruction required
for a candidate.
9. There’s no personnel to work in the position in the region.
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10. Extensive internal process: when the recruitment process of the company or
establishment is not agile, this impedes having a quick response for recruitment
of personnel.
6.2.9. Question B9. Main tasks of the job title
In this question, three numbers should be noted at the most and minimum one (from
1 to 22), corresponding to the main tasks of each job title. The notation should be exclusively numerical. Chart 6.3 lists the options of main tasks for each position.
Chart 6.3 Main tasks for each job title Numbering Description of the function
1 Manages and makes decisions of the company’s resources, based on compliance to the goals. 2 Applies already defined company, establishment or area procedures and methods. 3 Applies his specific know-how in construction and maintenance of building, metal, wood, textiles, prints, food and handicraft (manufactures and repairs products). 4 Provides information to the customer (internal and external). 5 Provides personal services of personal care, food preparation, security and sales, not demanding specialized knowledge. 6 Has know-how to carry out animal husbandry and agriculture tasks (doesn’t require certified academic knowledge). 7 Has a university diploma in agreement to the area of competence of the position. 8 Is in charge of small businesses (restaurants, snack-bars, hotels, shops).
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Numbering Description of the function
9 Assembles industrial products using their components, following guidelines. 10 Does not involve directly in the company’s operative and productive activity but rather only coordinates. 11 Operates automatized machines and any automotive vehicle. 12 May have personnel in charge and supervise (personnel or procedures). 13 Might make decisions and supervise personnel under established guidelines; responds to a central office. 14 May supervise personnel and be involved in agriculture, forestry and fishing tasks. 15 Does clerical tasks, prepares reports and keeps records. 16 Performs tasks requiring physical effort and no degree of specialization. 17 Performs tasks requiring a combination of manual work with the use of tools to facilitate the manufacture or repair of a product. 18 Requires specialized knowledge (even if acquired by experience). 19 Technically involved in the company’s activity, namely, applies the knowledge obtained due to his profession. 20 Directly involved in the operative activity carried out by the company or establishment. 21 Has a high degree of responsibility in the definition of company strategies, policies and regulations. 22 Makes middle-level decisions and delegates functions. Source: information obtained from COCR-2011.
The interviewer should know that to categorize the work positions, at the international level the International Standard Classification of Occupations (CIUO) is used, but in the national context it is the Classification of Occupations in Costa Rica
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(COCR), updated in 2011. The latter is a document carried out by INEC to nationalize the CIUO.
The COCR has a system for assigning codes for all the work positions; it reaches up to four levels (digits). Work positions are not codified in the collection process; this is done during the processing of the information. Nevertheless, it’s the duty of each interviewer to collect all the information, enough to be able to codify the work positions correctly.
Some points of interest for the interviewer concerning the question on work positions are:
The Survey’s results will not be presented by work positions, but by
codification categories, in one, two or three digits of the COCR. This point
is essential at the moment of explaining the informant of the Survey’s
presentation of results. It is also necessary to emphasize on the law of
data confidentiality, specifically about not showing individual results but
grouped data and only for statistical purposes.
The interviewer must not suppose any type of functions for the work
positions. It’s clear that some positions have a priori known functions, but
these should be verified.
The codification of the work positions is done by revising the questions
about the position’s name, their structure within the establishment and the
main tasks performed in each job title.
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The work positions codification process is carried out in Processing.
However, the interviewer should ensure the information has been noted in
the questionnaire so as to assign a code to each position at the
establishment.
6.2.10. Question B10. Observations to each position
In the last question of section B, the interviewer has a space to include information considered appropriate for a better understanding of the data noted in the job title.
The space accepts alphanumeric characters.
If the observations are not specific for a position, but for the establishment as a whole, these should be noted in the final section of the questionnaire named
Observations. Instead, if the observation (about the tasks, academic education, name of the position, any specificity or information not asked in the questionnaire) is specific for the position, it should be noted in the space Observations per position.
These are questions carried out in section B. However, at the moment of doing all the questions for a job title, they must continue with the next one until completed.
It is recalled that in case of any doubts arising referring to questions described on this Manual, the interviewer should review what’s written on this document or, if preferred, address the Survey’s field work supervisor who shall solve them.
Figure 6.11 shows the Survey of Work Positions section B of the questionnaire, with all questions carried out about each of the work positions present at the establishment at the moment of the consult.
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Figure 6.11 Section B of the questionnaire of the National Survey of Work Positions.
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6.2.11. Example for completing section B.
Suppose the informant indicates the establishment has twenty-three workers in five work positions: driver, docker, in charge of inventory, secretary and manager of dispatch.
E: In that case, let’s begin with the driver’s position. How many workers are there in driver positions currently at the establishment?
I: We have a total of twelve drivers, all men.
E: And what is the minimum formal education required for the driver position?
I: No, in that case some are high school graduates and others only finished primary school.
E: I see, but in that case, what would be the educational requirement you have so that someone can work as driver at the establishment?
I: We ask they have at least primary school completed, although sometimes they have additional studies.
E: Are there additional requirements or knowledge for the driver position?
I: Besides completed primary school, we need them to have driver’s license B-3, and that they can work many hours and be constantly travelling; they even have to go to
Panama and Colombia.
E: As regards abilities, what’s requested from drivers?
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I: When they come here asking for work nothing is asked really, only they can work as a team, because they usually travel in pairs on trucks.
E: Excellent. And is it possible to recruit personnel without specific experience for the position of driver?
I: They should know at least how to drive. Other than that, they can have no experience.
E: Was it difficult filling the driver position?
I: Not really, because there are many people offering for that position; but personnel is highly rotating, and many complain of the schedules and that pay is not very good.
E: I see. What are the tasks of a driver?
I: Basically drive and take the product anywhere they indicate.
E: Excellent. With that we have finished with the driver’s data; now we continue with…
The way to complete the questionnaire correctly is shown in figure 6.12.
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Figure 6.12 Completing section B of the questionnaire
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6.3. Section C. Training of personnel during the I quarter 2018
In this section, questions about the training of the work positions are posed. The main objective is learning of the work positions’ characteristics that received some type of training different than induction of personnel. The questions are carried out considering the first quarter of the current year: January, February and March of 2018 as period of reference.
The section is comprised by two blocks of questions. The first one is used to identify which establishments have done training to at least one job title. In the second one, consults on work positions’ characteristics that received training. Both are described following.
6.3.1. Questions C1. Training of personnel at the establishment
This question is simple and is aimed at investigating if there is a training plan at the establishment to proceed with the training. The plan may be a timetable, a report or a document, indicating what will be the form of training the workers, progressively over the years, as well as which areas are to be trained.
The possible answers are Yes and No, so the question is of single selection.
Additionally, the question is not specific for a job title. It’s done for the totality of positions at the establishment.
6.3.1.1. Question C1.1. Training plan at the establishment
This question is simple; it consists of investigating if there is a training plan at the establishment to proceed with the training. The plan may be a timetable, a report or
99 a document, indicating what will be the form of training the workers progressively over the years, as well as which areas are to be trained.
The possible answers are Yes and No, therefore the question is of single selection.
In addition, the question is not specific for a job title. It’s done for the totality of positions at the establishment.
6.3.1.2. Question C1.2. Budget for training at the establishment
This question consists of investigating if there is a budget of training at the establishment to proceed with the training. The possible answers are Yes and No, therefore the question is of single selection. In that sense, the interviewer should bear in mind:
This question is not specific for a job title, but for the totality of positions at the
establishment.
It is not required to know the economic amounts or details of it. The
interviewer must be emphatic in consulting only about the existence of an
assumption, and not make any additional question.
6.3.1.3. Question C1.3. Training of personnel
The interviewer should do the following consult: Was the personnel trained during
January, February and March of 2018, without considering the induction provided to new recruits? There are two options for answering (Yes / No), of single selection.
Training is understood as the education destined to provide skills, knowledge, and practical competences, as well as the necessary understanding to exercise a certain occupation or trade, of diverse types of occupations or trades.
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The interviewer should take into account the following points:
In case that a person working in a position has been trained on their own
account, the information must not be added in the answer.
The training could take place within the establishment or outside, since, for
the Survey’s purpose, the place where training was received is indifferent.
If the training is to be provided even a day after the compilation of this
questionnaire’s information, it should not be noted in this question. Namely,
the question corresponds to the period of January 1st of 2018 to March 31st
of 2018.
If an establishment did train the personnel, the option Yes should be marked
and skip the question C1.4, to continue with question C2.
If an establishment did not provide training to the personnel, the option No
should be marked, and formulate the questionnaire’s immediate question on:
C1.4.
6.3.1.4. Why didn’t the personnel receive training?
This question is to obtain information about the causes of not providing training at the establishment. It is carried out only in those establishments which have answered No in the previous question. The question has six answer options, which are not mutually excluding, so several options can be marked.
When the informant expresses no personnel was trained during the first quarter of
2018 and there is no particular reason for it, no other option should be selected
(namely, the other answers would be invalidated). The remaining answers are:
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1. There is scarce or null training available in what’s required by the personnel.
2. The quality of the training offered isn’t satisfactory.
3. Does not know or it’s difficult to obtaine information on available trainings.
4. Training personnel is not a priority for the establishment.
5. There is no time available for training.
6. No particular reason.
As mentioned before, multiple options may be selected. There is no hierarchical order for the answers provided by the informant. Once the answer to this question is obtained, the interviewer should continue with section D of the questionnaire, since the questions C2 will be only and exclusively for the establishments that trained personnel.
6.3.2. Questions C2. Positions receiving training
These questions are carried out only and exclusively when the informant indicates they trained personnel during the first quarter of the current year, namely, in January,
February and March of 2018. It includes four questions.
6.3.2.1. Job title where personnel were trained
In this question, the interviewer should note the name of the position (with the same specifications noted in section B with question B1. Job title) where workers of the establishment were trained.
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6.3.2.2. Number of workers trained in each position
In this question, the number of workers of each position that were trained should be noted. There are two correct ways of entering the information: in absolute amounts or in percentage. The interviewer should be aware of the following points:
When the interviewer is writing a percentage, never forget to note the
corresponding symbol: %.
Percentages go from 1 % to 100 %.
Should be careful not to write down a higher number of workers than the total
workers in position.
For the answer to be valid, only numeric characters and the symbol % are
accepted.
6.3.2.3. Reason for training personnel
In this question, it is intended to find out the reason for having trained in a specific position. The answer options are five. They admit multiple answers.
1. Recent recruitment: doesn’t refer to induction of personnel, but of the
training of recently recruited personnel, to whom it is intended to form in a
specific subject beyond their functions.
2. Assignments overload: refers to the case where workers should be
instructed to assume tasks that don’t correspond to them, although when they
are of temporary nature. For example, before the absence of or personnel
layoffs, another person may be trained to carry out functions different than the
customary or with surcharge.
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3. Technical, organizational and technological changes: when there is a
change in the operations system at the establishment; when there are
adjustments in the technologies used by an establishment; when the way of
producing or offering a product or service is altered, and these changes
require training personnel.
4. Ongoing training: this option is indicated if the establishment has an ongoing
training timetable for specific work positions in the establishment, beyond the
establishment’s level of operations and of the tasks to develop in a job title.
5. Updating the knowledge for the position: this option is used when the
informant notes personnel is trained to assimilate new knowledge in the area
where a specific job title is developed.
6.3.2.4. Subjects in which personnel were trained.
This question is open; namely, the interviewer should note everything the informant indicates about the name of the courses or workshops, or the subjects on which personnel were trained. The space Observations admits alphanumeric characters, but care should be taken at the moment of using abbreviations of the courses.
The justification to make this question in this way lies in the diversity of subjects or courses offered in the market, in matters of training of personnel, therefore there is no need to be restrictive showing a certain number of answer options.
Figure 6.13 shows the contents of the questionnaire on section C
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Figure 6.13 Section C of the questionnaire of the National Survey of Work Positions
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6.3.3. Example for completing section C of the questionnaire, without training
Once the interviewer has completed section B of the questionnaire, he must follow with the questions about training of personnel.
E: Perfect. Now let’s advance with the next section of the questionnaire. It deals with training of personnel at the establishment during the first quarter of 2018, namely, during January, February and March of 2018. Tell me, does the establishment have a training plan for his workers?
I: We don’t have a training plan as such. That is, we train when we detect the need, either because the way we are working can be improved, or when someone of the staff indicates it and it’s relevant.
E: And does the establishment have a budget to train personnel?
I: That is managed from the main company. We usually don’t manage a budget by ourselves, it’s assigned to us, but we never know if we have it or not. The request is made and they analyze it, but depending on how much it’s needed. There have been years when no one is trained.
E: I see. During January, February and March of this year 2018 was personnel trained, regardless of the induction provided to new workers?
I: No, we didn’t train anyone in that period.
E: Why didn’t the personnel receive training?
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I: It is really because we almost never train. I suppose it’s not a priority. Only the induction is made when there is someone new. Sure, it is also because here ever since you arrive you’re asked to start generating, namely, we never receive any training on a specific subject. So the factor time affects us considerably to train personnel.
E: Perfect. With that information we have concluded with section C of the Survey’s questionnaire. Let’s continue with section…
With this example, the correct way of completing the information, that is shown in figure 6.14. It is reminded that question C.2 is left blank, since it’s carried out solely and exclusively for those establishments which have trained personnel during the quarter of reference.
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Figure 6.14 Completing section C of the questionnaire, without training
6.3.4. Example for completing section C of the questionnaire, with training
The following is another example for completing questions on the questionnaire’s subject of training, but this time with a different scenario to the previous.
E: Perfect. Now we advance with the next section of the questionnaire. It talks about the training of personnel at the establishment during the first quarter of 2018, namely,
January, February and March of 2018. Tell me, does the establishment have a training plan for workers?
I: No, sir. We really train when we consider some department requires it.
E: And does the establishment have a budget to train personnel?
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I: Yes, sure. We have a budget to train, but at the moment I don’t know the amount we have to that end per year.
E: Don’t worry. In this survey we don’t question about monetary amounts. And tell me, during January, February and March of this year 2018 was personnel trained, without considering the induction provided to new workers?
I: Yes, sure. In January we trained the secretary and in February and March the drivers.
E: Good. If you wish we can start with the secretarial position data. Tell me, how many workers were trained in this position?
I: The only secretary we currently have at the establishment.
E: And what was the reason to train her?
I: Well, in December the other secretary left. She was in charge of dispatch affairs, but also did inventory tasks. For this reason, we decided to train her in this subject.
She’s still a secretary, but whenever we require, she can help with inventories.
E: Very well. Let’s continue with the driver position. How many workers were trained in this position?
I: Twenty-four drivers.
E: Excuse me, but in section B before you told me the establishment only had eight drivers.
I: True, I’m sorry. I was counting the drivers from all the company, not only this establishment. In this case, eight drivers; we trained four.
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E: Perfect. Now. What was the reason to train them?
I: They were trained in two specific subjects. First, the use of GPS in automobiles and the follow-up system of routes, which we didn’t have before. Second, every six months we have a training process in multiple subjects, where we include workers of different areas of the establishment and of the company in general.
E: Perfect. About the training for the driver position, in what subjects were they trained?
I: Besides GPS activation and routing control, we trained them in management of difficult customers, customer service, and invoicing.
E: Very well. With this information we have concluded section C of the Survey’s questionnaire. Let’s continue with section…
Figure 6.15, shows the correct way of completing the information for this example.
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Figure 6.15 Completing section C of the questionnaire, with training
Question C1.4 wasn’t completed because it’s mandatory only and exclusively when personnel are not trained in the period of reference.
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6.4. Section D. Recruitment of personnel during the I quarter 2018
In this section, questions about recruitment of personnel at the establishment are carried out. Their objective is obtaining information of the recruited work positions’ characteristics, taking as reference the period of the first quarter of 2018, specifically, from January 1st to March 31st. If any recruitment was made before or is planned to be done after this period, the interviewer should omit that information thus, not include it in the questionnaire.
Just like the previous section, this one includes two blocks of questions. The first allows us to know if the establishment recruited personnel or not (acting as a filter question), while in the second it’s asked about the characteristics of the work positions recruited in that period.
6.4.1. Question D1. Recruitment of personnel at the establishment
The interviewer should ask, in general, if during the first quarter of 2018 personnel was recruited at the establishment. There are only two answer options: Yes / No, so the question has a single answer.
If the Informant indicates personnel was not recruited, select only the option No; that would finish the establishment’s recruitment questions, and then advance to section
E of the questionnaire. In contrary case, if expressing personnel was recruited during that quarter, continue with the questions noted in D2.
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6.4.2. Questions D2. Positions recruited at the establishment
The questions D2 are five in total. All are specific for the work positions recruited at the establishment in January, February and March of 2018. Following, each one is explained.
6.4.2.1. Job title recruited
In this question, the interviewer should write down the name of the position (with the same specifications noted in section B on question B1. Job title) recruited at the establishment during the first quarter del 2018.
Regarding the completion of the work positions recruited, the interviewer should bear in mind there is no limit of work positions, therefore should note all those recruited.
Attention should be given to the positions noted in this question, since all the positions recruited should be included in section B of the questionnaire.
6.4.2.2. Number of personnel recruited
In this question, the number of workers for each position recruited should be written down. As mentioned before, there are two correct ways of entering the information: in absolute amounts or in percentage. The interviewer should be aware of the following points:
When the interviewer is noting a percentage, never forget to write down the
corresponding symbol: %.
The percentage should go from1 % to 100%.
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For the answer to be valid, only numeric characters and the symbol % are
accepted.
The number of a position should be under or equal to the number of workers
per position included in section B. If it is greater than the recruitment data, we
would be facing an inconsistency, except if there is a specific situation to
justify it (and should be noted in the Observations section of the
questionnaire).
6.4.2.3. Reason for recruiting personnel for the job title
In this question, the justification for recruiting personnel in each specific position is questioned. The question accepts multiple answers, with the following options:
1. Increase of the production, sales or services: when personnel is recruited
to face increases of demand for the product or service offered by the
establishment.
2. Cover vacant positions: when personnel is recruited to fill vacant positions
at the establishment during the period of reference.
3. Expansion of the establishment: when the establishment grows to face the
demands for production, or current expansion plans or in the medium or long-
term.
4. Seasonality: when the informant indicates they recruited personnel, either
definitely or for an undefined period, to face a temporary expansion normal of
the economic activity’s production developed by the establishment.
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6.4.2.4. Induction of personnel in work positions
In this question, it’s verified if induction of personnel in each of the work positions recruited was carried out during the first quarter of 2018. The answer is single, with two options: Yes / No.
Figure 6.16 shows section D of the questionnaire.
Figure 6.16 Section D of the questionnaire
6.4.3. Example for completing section D of the questionnaire
Suppose the case of an establishment where the informant indicates the interviewer they recruited personnel at the establishment.
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E: Concerning recruitment of workers at the establishment, tell me, of the total of work positions you mentioned before (section B), how many employees did you hire during January, February and March of 2018?
I: Yes, sir. We recruited many people.
E: Perfect. So, let’s start with the first job title.
I: Good. We recruited in three positions: economist, surveyor and in charge of maintenance.
(The interviewer should verify that each of the work positions recruited is included in section B of the questionnaire. If one is missing, should consult the informant about the omission of the position and add it in the list of work positions of the section B).
E: Very well, how many economists were recruited during January, February and
March of 2018?
I: Only during that period?
E: Correct. The question was carried out to obtaine data of the positions recruited during this period of reference.
I: I see, so I’m going to respond for the three positions. In that period we only recruited two economists, twenty surveyors and one in charge of maintenance.
E: Well, OK. Tell me, what was the reason for recruiting personnel in each of those positions?
I: The economists and surveyors were recruited because we are implementing a new survey on advertising in April. It’s a new project, so we need people for those
116 positions. As to the person in charge of maintenance, we need him because the previous one retired in last December, so we needed someone in that position.
E: Very well. And did everyone receive induction of personnel at the establishment?
I: Yes, sure, except the person in charge of maintenance; the others, yes.
E: Ok. Some additional job title recruited?
I: No, sir, only those I mentioned.
E: In this case, we continue with the next section about…
With this example, the correct way of completing the information is shown on figure
6.17.
Figure 6.17 Completing section D of the questionnaire
6.5. Section E. Vacant positions during the I quarter 2018
In this section, it’s inquired of the establishment’s vacant work positions. The objective is obtaining information of the characteristics of the vacant positions, namely, of the imbalances between work offer and demand.
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The queries are carried out considering the first quarter of 2018 as period of reference; namely, the period including January 1st to March 31st. If a position was vacant and filled before January 1st or some position is expected will be vacant after
March 31st, the interviewer should omit that information and, hence, not include it in the questionnaire.
This section includes four blocks of questions. In the first, the establishments having vacant positions during the first quarter of 2018 are selected (act as filter question).
On the other hand, the second block asks for the characteristics of each of the vacant positions not recorded in section B of the questionnaire, being new work positions at the establishment. The third block asked of vacant work positions, and they were recorded in section B of the questionnaire. The fourth and last block contains general questions of all the establishment’s vacant positions.
6.5.1. Question E1. Vacant positions at the establishment
In this part of the questionnaire, two questions refer to the existence of vacant work positions at the establishment.
6.5.1.1. Vacant positions at the establishment
The interviewer must carry out the following question: Did the establishment have vacant positions during January, February and March of 2018? There are two answer options: Yes / No, therefore the selection should be single. In this point, it’s important to remember a vacant position is such when:
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There was or is a specific position at the establishment (full time, part-time,
permanent, short-term or seasonal), and there was or is work available for
that position.
The establishment was or is looking for workers to fill the vacancy, which
aren’t part of the current staff.
This last point implies that the establishment carried out relevant actions to search workers for a position: announcing on newspapers, on television, or in the radio; publishing internet ads; by word of mouth, accepting applications; interviewing candidates; contacting employment agencies; or requesting employees at job fairs, contacting employment offices, or similar resources.
Vacancies exclusive for internal transfers, promotions or demotions or rehiring are not to be included as vacant positions; or the positions that were or will be occupied by aid agency employees, staff leasing companies (namely, companies providing services to others by means of an outsourcing contract, external contractors or consultants.
It’s important that the interviewer takes the following in consideration:
The question makes reference to all the establishment’s vacant positions
during the first quarter of 2018 or that it currently has, notwithstanding that at
the moment of doing the Survey they were covered or not.
If the informant indicates there were no vacant positions at the establishment,
the option No should be selected, and advance to the next section of the
questionnaire (section F).
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In case the informant expresses they had vacant positions in the period of
reference, the option Yes is selected, and continues with the question E1.2.
6.5.1.2. New vacant positions at the establishment
The specific question to be posed by the interviewer is the following: Any of the vacant work positions during January, February and March of 2018 are new for the establishment? (that is, different from the ones included on section B of the questionnaire). There are only two answer options: Yes / No, therefore the selection should be single.
When the informant expresses there were no new vacant positions at the establishment (namely, there has never been personnel at the establishment for that position), the option No, should be selected and advance to the question E3 of the questionnaire. If the informant indicates they had new vacant positions in the period of reference, the option Yes is selected, and move on with question E2.
6.5.2. Questions E2. Characteristics of new vacant positions at the establishment
On these questions, it’s inquired of the characteristics of the establishment’s new vacant work positions (not included on section B of the questionnaire). It’s recalled that this section is completed only if the informant mentions that the establishment has positions which are currently not occupied.
The E2 questions are eight in total, plus one space for Observations. All these questions are exactly the same than section B of the questionnaire save that they apply to new vacant work positions. As we don’t have the characterization of these
120 work positions, the same information than for section B is requested. The questions are the following:
E2.1. Write down the name of the new job title that is vacant.
E2.2. Write down number of people required for the vacant position.
E2.3. Write down the minimum formal education required for the position.
E2.4. Select the requirements and knowledge for the position (can select
several options).
E2.5. Mark the skills required for the job title (maximum 5 abilities per
position).
E2.6. Write down the main tasks of the position.
E2.7. Is it a vacancy difficult to fill?
E2.8. Why was it a position difficult to fill? (questions).
E2.9. Observation.
Figure 6.18 shows questions E1 and E2 of the questionnaire, of section E, about the establishment’s vacant work positions.
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Figure 6.18 Section E of the questionnaire, questions E1 & E2
6.5.1. Questions E3. Characteristics of existing vacant positions
In these questions, only the establishment work positions that were vacant during the first quarter of 2018 that are not new are recorded (namely, are included in section B of the establishment).
The idea is not asking again about the characteristics of those work positions (we already have them in section B), but ask about the existence of adjustments on those vacancies. The five questions per job title are explained next.
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6.5.1.1. Name of the establishment’s existing vacant job title
In this question, the interviewer should write down the name of the vacant position
(with the same specifications noted in section B with question B1. Job title).
Regarding the completion of the vacant work positions, the interviewer should bear in mind there is no limit of work positions. So, all those with this characteristic should be noted. Attention should be given to positions noted in this question, because all positions recruited should be included in section B of the questionnaire.
6.5.1.2. Number of personnel required for the current vacant position
In this question, the number of workers required for each vacant position should be written down. There is no higher limit for the number noted in this question.
6.5.1.3. Adjustments to the job title’s profile
The interviewer should do the next question: In this vacant job title are the same characteristics (academic education; requirements and knowledge; and skills required) requested, described on the questionnaire’s section B? The objective of this question is to know if there has been some adjustment of the characteristics of the vacant job title as compared to the job title where there are people already working.
There are two answer options: Yes / No. In case that the answer is Yes, should skip to the next vacant job title already existing at the establishment (if there are no more vacant work positions, should skip to questions E4). On the contrary, if the answer is No, the interviewer should carry out questions E3.4 and E3.5.
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6.5.1.4. Aspects where there are differences in the work positions
The question the interviewer should do is the following: In which aspects of the job title’s profile are there differences? The possible answers are:
1. Minimum formal education required for the position
2. Further requirements and knowledge for the position
3. Skills required
In this case, the idea of the question is to know in which cases there are adjustments to vacant positions as compared with the work positions that already have personnel.
As a consequence, the question admits multiple answers.
6.5.1.5. Note the adjustment to the position’s profile
This question relates to the previous question. In this one we want the informant to indicate the specific change to the job title’s profile. It’s an open answer question, so the interviewer should verify there is a correlation between both answers: if marking that the adjustment is in the subject of skills required (option 3 to the question E.3.4); also note in the space for answering this question, any adjustment related to the abilities requested for the vacant position.
6.5.2. Questions E4. General questions about vacant positions difficult to fill
In these questions, it is intended to obtain information about the consequences of having vacancies difficult to cover, as well as about the additional measures to counteract that situation. It is also asked about the media where the establishment
124 searches for personnel. In the three cases, multiple answers are allowed. The interviewer should remember the following:
This block of questions is completed only and exclusively if there was at least
one position difficult to fill at the establishment.
The informant should be informed that these questions don’t refer to a specific
position, rather involving the totality of those vacancies difficult to fill.
6.5.2.1. Consequences of recruiting vacant positions difficult to fill
It inquires about the effects generated by the lack of personnel in the positions that are vacant in the company. The options of consequences are:
1. Loss of sales or revenue: when, as a consequence of not having enough
personnel, sales for the period don’t reach what’s expected, either because
these are reduced, do not grow and/or sales opportunities are lost.
2. Increased pay for extra hours: This consequence refers, for example, to the
establishment’s increased costs, by paying extraordinary hours to the current
staff.
3. Difficulty to introduce new work practices, and innovative processes: to
make modifications or apply new process, additional staff is needed which
can’t be recruited with the required promptness.
4. Overload of functions to current personnel: occurs when work to be done
in a still vacant position is distributed among the current personnel, because
the vacant position’s labors can´t be dispensed.
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5. Difficulty to reach quality standards and objectives: the products or
services provided by the establishment are not suitable, because they are
offered by these positions which haven’t been filled.
6. Delay in the development of new products or services: when not having
as much personnel as needed to hire, the innovation processes in services
or products stall, which limits the establishment’s capacity to offer (same
products or services facing the existence of vacancies not filled).
7. None: this option is selected when there is no impact recorded at the
establishment for the vacancies difficult to cover. Selection of this option
invalidates all the rest.
6.5.2.2. Additional measures taken by the establishment for the vacancies difficult to fill
This question involves measures taken or planning to take by the establishment to enable the recruitment of personnel in positions currently vacant. The possible answers for this question are nine:
1. Increase salaries and monetary incentives for the positions: refers to
offering a higher pay for the job title than the one initially foreseen, as a way
to make it more attractive and appealing to candidates.
2. Decreased position’s profile requirements: is selected when the vacant
position’s profile is adequate to the possibilities of finding candidates in the
market; for example, adapting the experience, academic level, languages and
other requirements.
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3. Implement new recruitment practices: implies the company implements a
more aggressive communication to inform of the vacant position in more, and
diverse formal and informal media.
4. Associate with educational institutions to create suitable profiles: is
selected when the establishment decides to ask educational institutions on
the options for work positions it has vacant, as well as about the qualifications
it should request for specific positions.
5. Recruit the positions by outsourcing: as the establishment can’t find the
needed personnel, it decides to pay another company’s service, which shall
be in charge of offering the required positions.
6. Search candidates outside the region or country: refers to the case when
the establishment decides to widen its search to a regional coverage, thus
promoting their positions in other areas or, even countries different to Costa
Rica.
7. Offer alternative work models (flexible working hours, telework, etc.): it’s
about the modification of the current work conditions, as a way of making a
position more appealing, and attracting more candidates. Includes telework,
flexible working hours, time for study, among many other options.
8. Promotions: is selected when a promotions system is created at the
establishment for positions difficult to cover; internal competitions are
established to provide essential positions. Anyway, the logic behind this
measure is that positions difficult to cover are met by the establishment’s
same staff, since the positions they leave when promoted are less complex
to replace or find personnel. 127
9. None: there’s also the option that the establishment takes no measures or
plan them to improve the recruitment of vacant positions difficult to fill. If this
is the case the answer should be single and invalidates the rest.
6.5.2.3. Means to search personnel
In this question, all the means employed to search for personnel used by the establishment should be noted. There are the following ten answer options, and the selection may be multiple:
1. Announcements in newspapers, television or radio
2. Employment agencies
3. The company’s web site
4. Personal references
5. Posters
6. Social networks
7. Job fairs
8. Internet-based job agency services
9. Contacts with educational institutions
10. Public job boards
In case there are any other means to search for staff at the establishment, the interviewer should note it on the space for Observations, which will be explained further on.
Figure 6.19 shows questions E3 and E4 of the questionnaire, from section E of vacant work positions at the establishment.
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Figure 6.19 Section E of the questionnaire, questions E3 and E4
6.5.3. Example for completing section D of the questionnaire
Suppose the Survey has advanced, and now the interviewer must complete the section D on vacant positions.
E: Now we follow with section D of the questionnaire. In this section, I’m going to make you some questions about vacant positions. The period of reference of each question is January, February and March of 2018.
I: I understand, no problem.
E: Tell me, did the establishment have vacant positions during January, February and March of 2018?
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I: Yes, sure, we had eight vacant positions… Well, we really needed eight persons during January. In February we already required five more persons, and in March we did no more contests for staff.
E: Excellent. And are any of the work positions that were vacant during January,
February and March of 2018 new, meaning, there have never been any employees in the position at the establishment?
I: I didn’t understand the question quite well. What do you mean?
E: In this question, we ask about the existence of new vacant positions, namely, that none of them were the ones included before in section B of the questionnaire. Was there any new vacant position, this means, not included in that section?
I: Ah, now I understand. Well, yes, we needed eleven persons for the position of mechanical engineer. When I mentioned positions before, I didn’t say because they’re still vacant; we could not find the ideal people for both positions.
E: I understand very well. If you’d like we continue with the questions about the mechanical engineer. You told me there were eleven vacancies for that position, correct?
I: Yes, sir. We opened eight in January and three in February.
E: And what academic education is required for the position?
I: In the profile we’ve been searching for, we mention the requirement of at least professional training, specifically licentiate professionals.
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E: What other requirements and knowledge are needed for the mechanical engineer position?
I: For them we expect they handle three languages: Spanish, English and German; beside that, they must know specific software programs as: MAYA Nastran; Minitab
Hot Technology; Sigmetrix CETOL 6 Sigma; The MathWorks MATLAB Hot
Technology, among many others. Another requirement is they can show they’re members of the Federate College of Engineers and Architects of Costa Rica and have certifications as B2B Data Exchange, data integration by PowerCenter,
BigData, among others.
E: Perfect. What skills are required for the position of mechanical engineer?
I: We need they can update regularly on their own, because their profession so requires. They also have to know how to communicate; work as a team; be very analytical to raise projects that solve problems and offer solutions; and be capable of generating and innovating with tools and machines.
E: What functions would a mechanical engineer develop at the establishment?
I: They must read and interpret technical drawings or diagrams; investigate, design, install, operate and give maintenance to mechanical products; also solve problems regarding errors in the production process. They would work as a team headed by a leader.
E: Very well. Is it a vacant difficult to fill?
I: Of course. No one has what we’re looking for and there’s also a lot of competition.
When you have a good piece with that profile you have to take care of it. 131
E: Very well. Only this vacant position is new at the establishment?
I: Yes, sir.
E: Perfect. Now please, did the establishment have already existing vacant positions in January, February and March of 2018? Namely, of the ones we included in section
B, was there a vacant one in the first quarter?
I: Yes, sir. We’re searching persons for the positions of technical salesman, secretary and receptionist.
E: How much personnel do you require in each vacant position?
I: Two technical salesmen, one secretary and one receptionist.
E: Very well. Are the same characteristics (academic education; requirements and knowledge; and skills required) described in section B of the questionnaire requested for the vacant work positions?
I: In the case of the receptionist yes, but now for the technical salesmen vacant positions we ask for a specific driver’s license and the education should reach
University baccalaureate. For the secretary position we ask they handle the English language. Before we didn’t ask it because it wasn’t necessary, but now it is.
E: I have all the information of the vacant positions. Now I will pose three questions about vacant positions difficult to cover. What are the consequences of having vacant positions difficult to fill?
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I: Well, we haven’t been able to offer news services for the lack of staff. We have also overloaded the rest of workers and have increased our operational costs because of paying extra hours to the establishment’s staff.
E: And what additional measures have been taken to improve recruitment in difficult positions?
I: Nothing really. We only raised the salary paid in each of these positions.
E: Well. What are the means to search for personnel used by the establishment?
I: We always use our social networks and job fairs.
E: Very well. Now there’s only the last section of the questionnaire on…
With this example, the correct way of completing the information, is shown on figure
6.20.
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Figure 6.20 Completing section E of the questionnaire
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6.6. Section F: Expectation for work positions
This section consists of two blocks of questions inquiring about the informants’ perception of work positions in the next three years (medium-term). It’s necessary to consider the following:
135
- A three-year period was defined because it’s expected in that term the
services sector establishments shall be visited again. By doing so, the
current expectation shall be compared with the data of the following moment.
- It’s the task of the interviewer to indicate informants that the question looks
forward to obtain their expectations, namely, what the informant considers
will happen concerning what he’s being asked.
6.6.1. Question F1. Highest demand work positions
In this block of questions, it is asked about the expectation of higher demand of work at the work positions. Three questions are carried out: on the perception, about work positions and the reason why more personnel will be demanded.
6.6.1.1. Higher demand of work
The interviewer should pose the next question: do you consider there will be strategic work positions at the establishment, where more personnel will be demanded in the coming three years? The possible answers are Yes, No and, Does not know / Does not answer. In case the answers are those last two, the interviewer should skip to question F2. On the contrary, if the answer is Yes, should continue with questions
F1.2. and F1.3.
6.6.1.2. Work positions with increase of demand at the establishment
The following question is: Write down a maximum of three strategic work positions at the establishment, where more staff will be demanded in the coming three years.
It’s important that the interviewer considers the following:
136
- The informant should be asked the name of the position as well as the
tasks carried out. The considerations for the job title and tasks are the
same ones noted before in question B1. Job title and in B9. Main tasks of
the position on the Survey’s questionnaire of this Manual,
correspondingly.
- The maximum to write down in this question is three jobs.
- It’s important to mention that the question is about strategic positions at
the establishment. That is, it’s not about those positions demanding more
staff, but those considered essential for the development of the
establishment’s operations.11
6.6.1.3. Justification of the increase of demand of work in those positions
On this question, we ask the reasons making the informant think the demand of the mentioned work positions will increase in the next three years. There are four answer options, plus one as Others, an open answer to note every other option not contemplated in the others of the questionnaire.
The answer alternatives are the following:
1. Use of new supplies and equipment at the establishment
2. Adjustment of the goods or services offered by the establishment
3. Increase of demand for the product or service offered
11 It could be that those work positions requiring more personnel over the next three years happen to be the strategic positions. In any case, it’s important to be assertive indicating it’s about the strategic positions at the establishment. 137
4. The position’s profiles adjust to the current and future needs of the
establishment
5. Other. Justify:
The question admits multiple answers and, in case of selecting the alternative
Others, there should be an observation backing it up.
6.6.2. Question F2. Lowest demand work positions
As opposed to the previous block of questions, in this one it is asked about the expectation for least demand of work on work positions. Three questions are posed: about the perception, on work positions and the reason why less personnel will be demanded.
6.6.2.1. Least demand of work
The interviewer should carry out the next question: Do you consider there will be work positions at the establishment demanding fewer personnel in the next three years? The possible answers are: Yes, No and, does not know / Does not answer.
When answers are among these last two, the application of the questionnaire will be through. On the contrary, if the answer is Yes, should continue with questions F2.2 and F2.3.
6.6.2.2. Work positions with decreased demand at the establishment
The next question is: Note maximum three work positions at the establishment having less demand of personnel over the next three years. The informant should be asked the name of the position and the tasks carried out. The considerations for the job title and tasks are the same ones noted before in question B1. Job title and 138 in B9. Main tasks of the position on the Survey’s questionnaire of this Manual, correspondingly.
6.6.2.3. Justification of the decreased demand of work in those positions
This question asks the reasons making the informant think the demand of work positions mentioned will decrease on the coming three years. There are four answer options, plus one of Others, as open answer to note any option not contemplated on the others of the questionnaire.
The answer alternatives are:
1. Automation of functions for that job title
2. Position’s profile is not related to the current needs of work
3. Sub-recruitment of personnel to carry out those functions
4. Adjustment in the production line of goods and services of the establishment
The question admits multiple answers and, in case of selecting the alternative Others there should be an observation backing it up.
Figure 6.21, shows section F of the Survey’s questionnaire.
139
Figure 6.21 Section F of the questionnaire
6.6.3. Completing section F of the questionnaire
Suppose the interviewer has finished applying the Survey to an establishment.
E: I am going to ask the questions of the last section of the questionnaire. They are questions about what you expect is going to happen with the work positions over the next three years.
I: Hum, next three years. Although really I don’t know what could happen.
E: That’s the idea of these questions: Knowing the informants’ perception of the work positions. For example, do you consider there will be strategic work positions at the establishment, demanding more personnel over the next three years?
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I: ‘m so sorry but I really don’t know the answer. I’d love to tell you there will be increased demand of positions, but I don’t know.
E: I understand. Now, do you consider there will be work positions at the establishment demanding fewer personnel the next three years?
I: In these questions I can be of assistance. I know the establishment will decrease the number of personal demanded for the positions of production operator and eliminate the position of interior designer.
E: Very well. What are the tasks of production operators? and the interior designer?
I: Operators are in charge of assembling industrial products through procedures; they also use tools and physical effort in their job. On the other hand, the decorator is in charge of responding to customers with decoration proposals, based on what the professional knows in the subject. It’s a service related to manufacture.
E: The last question: why do you consider there will be less demand of personnel in those positions?
I: In case of the production operators, because within a year it’s expected to implement a massive purchase of industrial machinery that would replace their work, while in the case of interior designer, starting on January the service won’t be offered any more; only manufacturing.
E: Perfect. Thank you so much for the collaboration. With this question we have...
Figure 6.22 shows the correct way to complete section F of the questionnaire, based on the example’s information
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Figure 6.22 Completing section F of the questionnaire
6.7. General observations
The Survey’s questionnaire closes with a space so the interviewer can write down all those data contributing to understand the information noted in the Survey. In this section, no specifications for a specific job title should be noted.
Finally, annex 4 contains the Survey’s complete questionnaire, and annex 5 shows a summary of the names of the questionnaire’s sections, as well as their objectives.
7. RESULTS
The results managed in the Survey are eleven. Definition of results is carried out with the DEE, mainly identifying framework problems; hence accurate observations
142 about the updating of the establishments data is an essential piece to assign them correctly.
Next the description of each one of the results:
- Complete: this result is assigned to the establishments who provided all
the information requested in the questionnaire, without any omission.
- Incomplete: corresponds to questionnaires where information of some
type is omitted, either a complete section, information within a section, or
absence of data in some answers. The interviewer should always specify
the omission, the missing data on the final section of Observations.
- Decline: this result refers to an establishment’s negative to participate.
When refusal is obtained, the justification should be noted as a way of
knowing their decision. The main refusal justifications are:
o Lack of time
o Lack of interest
o No authorization from the main company, management or the
parent company
o Confidentiality of the data
o Restructuring of the establishment
o Seasonality
- Absent informant: this result belongs to each one of the establishments
by default. There are four types of absent informants:
o No appointment for the exposure
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o Appointment for the exposure
o To be compiled (by e-mail, phone call, visit)
o Pending to confirm participation
- Informant not found: this result is assigned to establishments from which
not even a contact could be obtained. To be assigned this result, internet
had to be checked, calling 91113 to ask for other telephone numbers,
search of social networks and, finally, visit the establishment at the
address recorded by DEE. When all these options have been exhausted,
that moment the supervisor may be reached and note the result as
Informant not found.
- Difficult access: is assigned when the establishment is located in zones
of difficult access which for reasons of climate or danger, can’t be visited.
If this situation is present, then the option is to do things over the phone;
this result is not assigned until having run out of visit options.
- Fused: it’s used when the establishment is verified no longer existing as
such, but as part of another company, with different legal name, economic
activity and address than the one received from DEE. Again, it’s reminded
in these type of situations it’s important they’re interviewer communicated
to the supervisor, so they’re reviewed with DEE and assigned the correct
result.
- Duplicated: it’s employed when verifying the establishment is no longer
such; the recorded identification number of the establishment functioned
as ID number two of a main one or another establishment. Namely, it’s
144
confirmed it never was an establishment on its own; therefore, it can’t be
included to apply the Survey.
- No there isn’t: is indicated when by the record is verified it never was an
establishment.
- Change of activity: corresponds to the establishment’s result when:
o Change of economic activity, so it no longer belongs to the services
sector.
o Change of region, namely, the establishment’s change of location
makes it belong to another planning region.
o When the establishment belongs to a main company counting with
less than ten workers. In these cases, it’s necessary that the
interviewer asks for the number of workers of the main company
and the establishment, and notes it in the daily control.
o Change of economic sector, namely, the establishment passes
from the private to the public sector or (51 % or more of the budget
is from public funds).
o Others
- Change of use: is assigned when the establishment is verified as no
longer active. In these cases, it’s necessary to ask when the establishment
ceased to perform productive activities.
It’s important to indicate that each interviewer should thoroughly know the implications of each of the Survey questionnaire results, being the one that records
145 it, both at the moment of uploading it to the server and notifying the advances of daily controls.
8. BIBLIOGRAPHIC REFERENCES
Alfaro, A., & Vindas, A. (2015). Transformación estructural y productividad sectorial
en Costa Rica. San José Costa Rica: Documento de Investigación 07-2015.
Alles, M. (2002). Dirección estratégica de recursos humanos Gestión por
competencias: El diccionario. Buenos Aires, Argentina: Editorial Granica .
Alles, M. (2005). Diccionario de comportamientos gestión por competencias. Cómo
descubrir las competencias a través de los comportamientos. Buenos Aires,
Argentina: Editorial Granica.
Alles, M. (2015). Nuevo enfoque Diccionario de competencias La Trilogía Tomo 1.
Buenos Aires, Argentina: Editorial Granica.
Álvarez-Galván, J. (2015). A Skills beyond School Review of Costa Rica. Paris:
OECD Reviews of Vocational Education andTraining, OECD Publishing.
Asamblea Legislativa. (2000). Ley n° 7839 Sistema de Estadística Nacional. San
José.
Asamblea Legislativa de Costa Rica. (Actualizada al 2001). Ley n° 2160 Ley
Fundamental de la Educación. San José, Costa Rica.
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9. ANNEXES
Annex 1: Types of driver’s license in Costa Rica
According to Costa Rica’s Traffic Law on Public Land Roads and Road Safety, the driver’s license is a State granted permit by which a person is authorized to drive a vehicle during a certain period. There are different types of license in Costa Rica:
- Type A-1: authorizes to drive type moped and motorcycle internal combustion
vehicles whose motor does not exceed 125 cubic centimeters. Likewise,
authorizes to drive tricycle and Quadra cycle, whose motor cylinder capacity does
not exceed two hundred fifty cubic centimeters.
- Type A-2: authorizes to drive type moped and motorcycle internal combustion
motor vehicles, whose cylinder capacity does not exceed five hundred cubic
centimeters.
- Type A-3: authorizes to drive internal combustion motor vehicles type mopeds
and motorcycles, electric or hybrid, without limit of cylinder capacity or power.
- Type B-1: authorizes to drive vehicles up to 4,000 kilograms of authorized gross
or maximum weight (PMA for its acronym in Spanish).
- Type B-2: authorizes to drive vehicles up to 8,000 kilograms of authorized gross
or maximum weight (PMA).
- Type B-3: authorizes to drive vehicles of any weight, except articulated trucks.
- Type B-4: Authorizes to drive vehicles of any weight, including articulated trucks.
- Type C-1: authorizes to drive motor vehicles in taxi modality.
- Type C-2: authorizes to drive public transport motor vehicles for persons,
modality bus, minibus and microbus.
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- Type D-1: authorizes to drive tire tractors.
- Type D-2: authorizes to drive only caterpillar tractors.
- Type D-3: authorizes to drive other types of special equipment, not listed in the
licenses
- Type E-1: authorizes to drive vehicles included in two, three, four-axles or more,
except those destined to public transport.
- Type E-2: authorizes to drive tractors of tire, Caterpillar tractors, and all types of
two, three, four-axles or more vehicles.
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Annex 2: Format for the production of routing
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Annex 3: Format for the daily collection record
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Annex 4: Questionnaire of the Survey of Job Positions at Private Establishments
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