STEP Skills Measurement Employer Survey 2012 (Wave 2)
Georgia, 2012 - 2013
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Reference ID
GEO_2012_STEP-EMP_v01_M
Producer(s)
World Bank
Collection(s)
Metadata
Created on
Mar 31, 2016
Last modified
Mar 31, 2016
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Identification
Survey ID Number
GEO_2012_STEP-EMP_v01_M
Title
STEP Skills Measurement Employer Survey 2012 (Wave 2)
Country/Economy
| Name | Country code |
|---|---|
| Georgia | GEO |
Series Information
These surveys are part of the STEP Employer collection. So far, two waves have been implemented in six countries. The third wave is underway.
The first wave started in October 2011 and was completed in December 2013. Sri Lanka, Vietnam, the Yunnan Province in China, and Azerbaijan were Wave 1 countries.
The second wave started in August 2013 and was completed in June 2014. Armenia and Georgia were Wave 2 countries.
The first wave started in October 2011 and was completed in December 2013. Sri Lanka, Vietnam, the Yunnan Province in China, and Azerbaijan were Wave 1 countries.
The second wave started in August 2013 and was completed in June 2014. Armenia and Georgia were Wave 2 countries.
Abstract
The STEP (Skills Toward Employment and Productivity) Measurement program is the first ever initiative to generate internationally comparable data on skills available in developing countries. The program implements standardized surveys to gather information on the supply and distribution of skills and the demand for skills in labor market of low-income countries.
The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed.
The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.
The uniquely designed modules in the Employer Survey aim to assess the structure of the labor force; the skills (cognitive skills, behavior and personality traits, and job-relevant skills) currently being used; the skills that employers look for when hiring new workers; the propensity of firms to provide training (including satisfaction with education, training, and levels of specific skills) and the link between skills and compensation and promotion. The survey also captures background characteristics (size, legal form, industry, full time vs. non-standard employment and occupational breakdown), performance (revenues, wages and other costs, profits and scope of market), key labor market challenges and their ranking relative to other challenges, and job skill requirements of the firms being interviewed.
The questionnaire can be adapted to address a sample of firms in both informal and formal sectors, with varying sizes and industry classifications.
Kind of Data
Sample survey data [ssd]
Unit of Analysis
The units of analysis are establishments and workplaces – a single location at which one or more employees work. The larger legal entity may include multiple establishments.
Version
Version Description
Version 01, edited anonymous dataset(s) for public distribution
Scope
Notes
The scope of the study includes:
- Firm background
- Basic characteristics of a firm workforce
- Skills used by current workforce
- New hires (job-related skills, personality traits, hiring procedures)
- Training
- Compensation
- Firm background
- Basic characteristics of a firm workforce
- Skills used by current workforce
- New hires (job-related skills, personality traits, hiring procedures)
- Training
- Compensation
Coverage
Geographic Coverage
Capital Tbilisi and other urban areas with the exclusion of Abkhazia and South Ossetia
Universe
The universe of the study are non-government enterprise workplaces registered with the Georgia State Department of Statistics with at least twenty employees in the following sectors: tourism, construction and IT and telecommunication.
Producers and sponsors
Primary investigators
| Name |
|---|
| World Bank |
Producers
| Name | Affiliation | Role |
|---|---|---|
| Alexandria Valerio | Education Global Practice, World Bank | STEP Co-Task Team Leader |
| Maria Laura Sanchez Puerta | Social Protection and Labor Global Practice, World Bank | STEP Co-Task Team Leader |
| Tania Rajadel | World Bank Consultant, Project Coordinator | Technical assistance in project management, data collection, data processing and data analysis |
| Gaelle Pierre | World Bank Consultant, Senior Labor Economist | Technical assistance in project management, data collection, data processing and data analysis |
| Owen Powers | World Bank Consultant, Survey Consultant | Technical assistance in questionnaire design, sampling methodology, and data collection |
| Valerie Evans | World Bank Consultant, Survey Consultant | Technical assistance in questionnaire design, sampling methodology, and data collection |
| Sebastian Monroy Taborda | World Bank Consultant, Research Analyst | Technical assistance in data processing and data analysis |
Funding Agency/Sponsor
| Name | Abbreviation |
|---|---|
| Multi-Donor Trust Fund Labor Markets, Job Creation and Economic Growth | |
| Bank Netherlands Partnership Program | BNPP |
Sampling
Sampling Procedure
The sampling objective of the survey was to obtain interviews from 400 non-government enterprise workplaces in the capital and urban regions of Georgia. Firms with less than 20 employees were excluded from the target population.
Two-stage stratified random sampling was used in the survey. A list of businesses registered with the Georgia State Department of Statistics served as the sampling frame.
Detailed information about the sampling is available in the Georgia Employer Survey Design planning Report and Georgia Employer Survey Weighting Procedure, provided as an external resource.
Two-stage stratified random sampling was used in the survey. A list of businesses registered with the Georgia State Department of Statistics served as the sampling frame.
Detailed information about the sampling is available in the Georgia Employer Survey Design planning Report and Georgia Employer Survey Weighting Procedure, provided as an external resource.
Response Rate
An overall response rate of 53.6% was achieved in Georgia STEP Survey. Detailed distribution of responses by stratum can be found in the Georgia Employer Survey Weighting Procedure (Table 3), available as an external resource.
Weighting
The Georgia stratified design resulted in differential probabilities of selection for the selected firms. Consequently, each selected firm in the survey does not necessarily represent the same number of firms in the target population. To account for differential probabilities of selection due to the nature of the design and to ensure accurate survey estimates, the Georgia Employer Survey requires a sampling weight for each participating firm within each stratum.
In general, the objectives of the Georgia Employer Survey weighting are to construct a set of survey weights to:
1) Compensate for unequal probabilities of selection;
2) Compensate for firm-level non-response.
The general weighting procedure for the Georgia Employer Survey required the following tasks.
1) Preparation of a data file to input into the weighting process;
2) Weight Calculation:
a) Calculation of a Firm weight for each sampled Firm;
i) Calculation of a Firm-level non-response adjustment independently for each stratum.
3) The required output from the weighting process is a final Georgia data file with the survey weights (i.e., for each sampled Firm) appended to each data record.
In general, the objectives of the Georgia Employer Survey weighting are to construct a set of survey weights to:
1) Compensate for unequal probabilities of selection;
2) Compensate for firm-level non-response.
The general weighting procedure for the Georgia Employer Survey required the following tasks.
1) Preparation of a data file to input into the weighting process;
2) Weight Calculation:
a) Calculation of a Firm weight for each sampled Firm;
i) Calculation of a Firm-level non-response adjustment independently for each stratum.
3) The required output from the weighting process is a final Georgia data file with the survey weights (i.e., for each sampled Firm) appended to each data record.
Data Collection
Dates of Data Collection
| Start | End |
|---|---|
| 2012-11-08 | 2013-02-18 |
Data Collection Mode
Face-to-face [f2f]
Supervision
The data collection team consisted of a total of 20 interviewers and 8 Regional Supervisors. The Regional Supervisors were responsible for weekly reporting to the Field Manager. Each interviewer reported to a Regional Supervisor.
Regional Supervisors’ responsibilities include:
- Coordinating fieldwork in the assigned region
- Full-time work with the interviewers and on-going monitoring of interviewers’ work
- Checking non-response, activation of reserves, problems encountered, and communicating regularly with the Field Manager
- Submitting questionnaires and fieldwork tracking forms to Headquarters
For quality control, Team Supervisors were responsible for:
- At least one meeting per week with each interviewer to discuss progress and/or problems.
- Random spot visits during interviewers’ work to observe interviews. For each interview observed, team supervisors had to provide a 1-page evaluation report
- Follow-up of non-response cases and document all relevant information
- Check each accepted questionnaire for completeness and accuracy before submitting to Headquarters
Interviewer visit verification:
- The Team Supervisor revisited 15% of each interviewer’s assigned firms. Telephone calls were permitted for up to 1/3 of the revisits. The firms to revisit will be selected randomly by the Field Manager or Headquarters.
Regional Supervisors’ responsibilities include:
- Coordinating fieldwork in the assigned region
- Full-time work with the interviewers and on-going monitoring of interviewers’ work
- Checking non-response, activation of reserves, problems encountered, and communicating regularly with the Field Manager
- Submitting questionnaires and fieldwork tracking forms to Headquarters
For quality control, Team Supervisors were responsible for:
- At least one meeting per week with each interviewer to discuss progress and/or problems.
- Random spot visits during interviewers’ work to observe interviews. For each interview observed, team supervisors had to provide a 1-page evaluation report
- Follow-up of non-response cases and document all relevant information
- Check each accepted questionnaire for completeness and accuracy before submitting to Headquarters
Interviewer visit verification:
- The Team Supervisor revisited 15% of each interviewer’s assigned firms. Telephone calls were permitted for up to 1/3 of the revisits. The firms to revisit will be selected randomly by the Field Manager or Headquarters.
Data Collection Notes
Each component of the STEP Employer Survey in Georgia was carried out by a personal visit using a Paper-and-Pencil Interview (PAPI) method. The implementation language was Georgian.
Because the STEP program requires all surveys to be implemented in a standardized way, particular attention was provided to implementation processes:
1) Each participating country (survey firm) wrote up as Employer Survey Design Planning Report (ESDPR) detailing how it intended to implement the STEP survey while complying with the STEP Technical Standards. The ESDPRs were submitted to the WB STEP team for approval.
2) The WB STEP team provided training to all survey firms. The 2-day training provided via video conference aimed at presenting the STEP Technical Standards and Train the Trainers. The training course aimed at project managers from each survey firm focused on the survey instruments, as well as on implementation and data management procedures.
3) Based on the STEP Technical Standards, the survey firms adapted and translated the STEP Employer survey instruments, the Interviewer Manual, and all training materials.
4) Once the instruments had been adapted and translated, survey firms carried out a pre-test, usually including 8-10 interviews. Findings from the pre-test were discussed with the WB STEP team to finalize the adaptation and translation of the STEP survey instruments.
5) Each survey firm provided a 4-day training course to its enumerators, using training materials developed by the WB STEP team (after translation and adaptation). The WB STEP team's Survey Consultant helped organize the training. In addition, the WB STEP team in Washington DC provided just-in-time technical assistance, answering questions sent by the survey firm during the training. The training included in-field mock interviews in addition to in-class courses. At the end of the training, survey firms only retained enumerators having demonstrated a good understanding of the instruments.
6) As per STEP Technical Standards, data collection started within a few days of the end of the enumerators' training course. The composition of each country's fieldwork teams is described in the ESDPR, as well as reporting procedures and quality control processes. Weekly reports were sent to the WB STEP team, which provided just-in-time technical assistance during fieldwork to answer questions or concerns. Regular calls or VCs were also held between survey firms and the WB STEP team to discuss progress. Matters discussed usually involved questions on how to deal with specific situations, strategies to reduce non-response, the activation of reserve firms, and general pace of progress.
7) Interviews lasted between 60 and 70 minutes.
Detailed information on the survey processes is provided in the Employer Survey Design Planning Report (ESDPR) provided as an external resource. The document describes the project management structure, fieldwork teams and reporting processes.
Because the STEP program requires all surveys to be implemented in a standardized way, particular attention was provided to implementation processes:
1) Each participating country (survey firm) wrote up as Employer Survey Design Planning Report (ESDPR) detailing how it intended to implement the STEP survey while complying with the STEP Technical Standards. The ESDPRs were submitted to the WB STEP team for approval.
2) The WB STEP team provided training to all survey firms. The 2-day training provided via video conference aimed at presenting the STEP Technical Standards and Train the Trainers. The training course aimed at project managers from each survey firm focused on the survey instruments, as well as on implementation and data management procedures.
3) Based on the STEP Technical Standards, the survey firms adapted and translated the STEP Employer survey instruments, the Interviewer Manual, and all training materials.
4) Once the instruments had been adapted and translated, survey firms carried out a pre-test, usually including 8-10 interviews. Findings from the pre-test were discussed with the WB STEP team to finalize the adaptation and translation of the STEP survey instruments.
5) Each survey firm provided a 4-day training course to its enumerators, using training materials developed by the WB STEP team (after translation and adaptation). The WB STEP team's Survey Consultant helped organize the training. In addition, the WB STEP team in Washington DC provided just-in-time technical assistance, answering questions sent by the survey firm during the training. The training included in-field mock interviews in addition to in-class courses. At the end of the training, survey firms only retained enumerators having demonstrated a good understanding of the instruments.
6) As per STEP Technical Standards, data collection started within a few days of the end of the enumerators' training course. The composition of each country's fieldwork teams is described in the ESDPR, as well as reporting procedures and quality control processes. Weekly reports were sent to the WB STEP team, which provided just-in-time technical assistance during fieldwork to answer questions or concerns. Regular calls or VCs were also held between survey firms and the WB STEP team to discuss progress. Matters discussed usually involved questions on how to deal with specific situations, strategies to reduce non-response, the activation of reserve firms, and general pace of progress.
7) Interviews lasted between 60 and 70 minutes.
Detailed information on the survey processes is provided in the Employer Survey Design Planning Report (ESDPR) provided as an external resource. The document describes the project management structure, fieldwork teams and reporting processes.
Data Collectors
| Name | Abbreviation |
|---|---|
| Caucasus Research Resource Center for Armenia | CRRC- Georgia |
Questionnaires
Questionnaires
The Questionnaire for the STEP Employer Survey consists of five modules:
Section 1 – Work Force
Section 2 – Skills Used
Section 3 – Hiring Practices
Section 4 – Training and Compensation
Section 5 – Background
It has been provided as an external resource.
In the case of Georgia, the questionnaire was adapted to the Georgian context and published in English and Georgian.
Section 1 – Work Force
Section 2 – Skills Used
Section 3 – Hiring Practices
Section 4 – Training and Compensation
Section 5 – Background
It has been provided as an external resource.
In the case of Georgia, the questionnaire was adapted to the Georgian context and published in English and Georgian.
Data Processing
Data Editing
STEP Data Management Process:
1) Raw data is sent by the survey firm.
2) The World Bank (WB) STEP team runs data checks on the Questionnaire data. Comments and questions are sent back to the survey firm.
3) The survey firm reviews comments and questions. When a data entry error is identified, the survey firm corrects the data.
4) The WB STEP team again check to make sure the data files are clean. This might require additional iterations with the survey firm.
5) Once the data has been checked and cleaned, the WB STEP team computes the weights. Weights are computed by the STEP team to ensure consistency across sampling methodologies.
1) Raw data is sent by the survey firm.
2) The World Bank (WB) STEP team runs data checks on the Questionnaire data. Comments and questions are sent back to the survey firm.
3) The survey firm reviews comments and questions. When a data entry error is identified, the survey firm corrects the data.
4) The WB STEP team again check to make sure the data files are clean. This might require additional iterations with the survey firm.
5) Once the data has been checked and cleaned, the WB STEP team computes the weights. Weights are computed by the STEP team to ensure consistency across sampling methodologies.
Other Processing
Data entry processes, including team composition are described in the Georgia Employer Survey Design Planning Report (ESDPR) available as an external resource. In most countries, data entry took place at the survey firm's headquarters.
For the Questionnaire data, survey firms could use the World Bank STEP Data Entry Program (DEP) or design their own. In the latter case, the WB STEP team checked their DEP to ensure it complied with STEP Technical Standards. The STEP DEP was developed in Excel and mirrored the Questionnaire. Georgia developed their own DEP in CSPro.
Standards for Data Entry are summarized in the ESDPR. Double data entry process was required. All range checks and skips were controlled by the program. Consistency checks were also included in the data entry program.
For the Questionnaire data, survey firms could use the World Bank STEP Data Entry Program (DEP) or design their own. In the latter case, the WB STEP team checked their DEP to ensure it complied with STEP Technical Standards. The STEP DEP was developed in Excel and mirrored the Questionnaire. Georgia developed their own DEP in CSPro.
Standards for Data Entry are summarized in the ESDPR. Double data entry process was required. All range checks and skips were controlled by the program. Consistency checks were also included in the data entry program.
Access policy
Contacts
Access conditions
Public use files, accessible to all after registration.
Citation requirements
Use of the dataset must be acknowledged using a citation which would include:
- The Identification of the Primary Investigator
- The title of the survey (including country, acronym, and year of implementation)
- The survey reference number
- The source and date of download
Example:
World Bank. Georgia STEP Skills Measurement Program Employer Survey 2012 (Wave 2). Ref. GEO_2012_STEP-EMP_v01_M.
- The Identification of the Primary Investigator
- The title of the survey (including country, acronym, and year of implementation)
- The survey reference number
- The source and date of download
Example:
World Bank. Georgia STEP Skills Measurement Program Employer Survey 2012 (Wave 2). Ref. GEO_2012_STEP-EMP_v01_M.
Disclaimer and copyrights
Disclaimer
The user of the data acknowledges that the original collector of the data, the authorized distributor of the data, and the relevant funding agency bear no responsibility for use of the data or for interpretations or inferences based upon such uses.
Metadata production
DDI Document ID
DDI_GEO_2012_STEP-EMP_v01_M_WB
Producers
| Name | Abbreviation | Affiliation | Role |
|---|---|---|---|
| Development Data Group | DECDG | World Bank | Documentation of the study |
| JOBS - CCSA - IBRD | GPSJB | World Bank | Documentation of the study |
Date of Metadata Production
2016-02-23
DDI Document version
v01 (February 2016)