A Great Workforce A Great Workplace Managing Data Collection Functions in a Changing Environment By...

A Great Workforce A Great Workplace


Managing Data Collection Functions in a Changing Environment

By Ms Adeline Ng (Deputy Director, Collection) Manpower Research and Statistics Department

Ministry of Manpower25 September 2013


Vital resource for government and community —Rising demands to track new labour market trends and

developments

Highlights:— Driving forces for change — Major initiatives (over last few years) — New Initiatives (just launched or in pipeline)

I. Singapore’s National Manpower Statistics

© 2013 Government of Singapore 2/36


A. Understanding fast changing economic & social environment

Demand for more detailed labour market statistics

—Rising volume and complexity of statistical information required

—Growing reporting burden on respondents—More complex questionnaires, survey e-templates and

validation rules

II. DRIVING FORCES FOR CHANGE



B. Meeting respondents’ rising expectations

—More discerning and vocal—Frequently questioning the objectives of national

surveys—Challenged the compulsory participation of the surveys—Persuasion VS Coercion—Little tolerance for poor service




C. Managing staffing needs of a more demanding collection function

Reliance on temporary interviewers for manpower flexibility— New capability needs : Supervision of large numbers of temporary interviewers Delivery of effective training More data cleaning & validation Preservation of high response rates




A. More targeted surveys —Assess and monitor specific labour market topics and

workforce segments—Understands:

o Quality of workplaceso Employment of older workerso Challenges in managing manpower needso Employees' working conditionso Employment outcomes of laid-off workerso Potential entrants to labour force

III. MAJOR INITIATIVES

Establishment surveys

Household surveys



B. Leveraging on technology

1. Integrated Manpower Survey System (iMSS)

— When launched in early 2010, world’s first integrated internet-cum-intranet platform

— Amalgamates traditional survey systems to single 3-in-1 IT system (internet survey system + survey management system + CATI)

— Shortens survey turnaround time— Improve data timeliness and quality— Real-time monitoring of key survey indicators




Capabilities and Advantages of iMSSFunction/Module Capability Advantages

Survey and rule editor

•Addition, amendment and deletion of questions in the survey e-template, covering typologies such as checkbox, dropdown, matrix, textbox and calculation matrix.

•Survey managers without complex programming skills can amend/create the e-template without going through any third-party.

•Reduce turnaround time for launch of online surveys

Sampling •Auto-sampling of a survey from the survey frame, using embedded programmes.

•Unless there are amendments to the sampling methodology, the samples are auto-generated.

Live dashboards •Monitoring of survey progress (eg,

by geographical area) using a traffic light system.

•Live monitoring of survey progress

Short Message Service (SMS) submission mode

•Respondents able to submit their survey returns via sms using handphones.

•Suitable for very short answers: (Yes/No)


Capabilities and Advantages of iMSSFunction/Module Capability Advantages

Front-to-back integration

• Interviewers able to validate and query respondent’s inputs in the internet environment and assist to fill up the forms online.

•Ensure data quality as all survey responses will undergo the same set of validation rules.

•Enables interviewer to toggle between internet and intranet modes of the survey system.

Survey manage-ment

•Generation of progress reports by survey, including interim response rates and case status by interviewer / supervisor.

•Sending of reminder alerts (sms and emails) to respondents.

•Performance of each interviewer and supervisor is tracked to ensure efficient staff deployment.

•Enables the efficient management of reminder notifications.

Job Control •Enables case assignment, tracking and retrieval of assigned cases by officer ID.

•Enables better management of interviewers (esp. large surveys).

Audit trail

•User access control for application functions.

•Audit trial enables analysis of most frequently edited survey item, and by which interviewer/supervisor.

•Ensures accountability and data integrity.


iMSS: Single IT platform from start to finish



B. Leveraging on technology

2. Enhance training through E-Learning Portal

Commissioned in October 2010 11 e-modules achieve up to 13 e-learning hours Covers objectives, concepts & definitions for specific surveys Interactive platform with online quizzes Acquire skills & anticipate challenges through modules – E.g.: Customer Service and Probing Techniques modules




E-Learning: Probing Module



E-Learning: Drag and Drop test


C. Managing Respondents’ Expectations

1. Respondent Engagement Session

Focus group engagement of establishments Hear out respondents’ concerns and their expectations Build rapport with respondents Facilitate buy-in through:– In-depth sharing of survey objectives– How their inputs can shape policies / programmes




C. Managing Respondents’ Expectations

2. Voucher incentive programme

Started in 2009 for household respondents Scope for greater buy-in to increase willingness of

respondents Programme facilitated high response rates Entails new operational processes:

Voucher storage Detailed record keeping Tracking returns/non-receipts Approved processes & audits




A. Behavioural Insights (BI)

Consultation with UK Cabinet Office’s BI Team Rolling out randomized controlled trials of behavioural

interventions Aimed :– Raise internet mode of submission – Overall response rates

IV. NEW INITIATIVES



B. Creating value for respondents through AutoBenchmarking

World’s first in empowering users to benchmark against official manpower data

Interactive charts pre-populated with establishments’ survey responses upon secure login, to compare and benchmark against national and industry norms

Direct benefit to survey respondents Broaden data sharing and our way of thanking establishments

for their cooperation

IV. NEW INITIATIVES



AutoBenchmarking:

Part of a whole suite of online data services: Interactive charts, Dynamic dashboard, Understanding statistics

module Encourage wider usage & understanding of labour market

statistics Enhance engagement with industry, garner greater buy-in from

survey respondents Help establishments gauge performance and raise industry

standards Enhance the analytical capability of data users

IV. NEW INITIATIVES



Previously, data is shown in Tables or Charts



New Interactive Website (http://stats.mom.gov.sg)

24/36

http://stats.mom.gov.sg/


BarPercentile

Monthly Basic Wage (exclude Bonuses) : SGD$4,000


Interactive ChartsData are presented visually in simple-to-understand charts


C. Leveraging on Payroll Software Companies for establishment-based surveys

Feasibility studies for Extensible Markup Language (XML) format for payroll software• Act as an interface to online survey submission • Easy extraction of establishment’s manpower data

Advantages:• Saves time• Allows more accurate data submission • Better quality statistics • Fewer call-backs to respondents

IV. NEW INITIATIVES



• What has worked well in the past may not be sufficient for the future

… to stay ahead of the changing collection demands

V. CONCLUSION



Thank You

A Great Workforce A Great Workplace Managing Data Collection Functions in a Changing Environment By...

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