the workplace industrial relations survey...
TRANSCRIPT
THE WORKPLACE INDUSTRIAL RELATIONS SURVEY (1990)
TECHNICAL REPORT
(MAIN AND PANEL SAMPLES)
Colm Auey, Nlgel Trernlett and Rosemary Hamflton
P 1070 August 1992
1-..
ERRATA
MANAGFMFN T OU ESTIONNAIRF
. D21 ROUT~G - ‘No’ (2) should read “GO TO SECTION F
. F21 ROUTING - ‘No’ (2) shodd read “GO TO SECTION H’
● J9 ROUT~G - ‘No’ (97) should read “GO TO JIS”
● A9 ROUT~G - ‘Yes’ (1) shodd read “GO TO Al 1“
‘No’ (2) shodd read “ASK A1O’
. A15 ROUTING - ‘No’ (2) shodd read “ASK A19°
● SECTION B ROUTING PAGE 20 (TOP) should read
IF ESTAB IS MULTI “ASK Bl”
ALL OTHERS “GO TO B2°
WORKER REP RESEN A VE O~ST ONN IRT TI I AE
● Jll ROUTING - ‘All’ (1) should read “GO TO J13
‘Some/one’ (2&3) should read “ASK J12’
● J33 ROUTING - ‘No’ (2) shodd read “GO TO J37°
● J37 ROUTING - ‘No’ (2) shodd read “GO TO J46 In BOTH columns
● K14 ROUTING - CODES 1,2,4 & 5 shodd read “ASK K15°
CODE 3 should read “GO TO K16°
SECTION ONE
INTRODUCTION
1.1
12
13
14
15
Tins report documents the conduct of the Workplace Industnid Relatlotrs Survey(WIRS) 1990 It ts tbe thsrd m a series of surveys earned out for theEmployment Department and other funders”, the prevsous two surveys havingbeen conducted m 1980 and 1984 For all three surve~, SCPR has beenresptmslble for the demgn of the sample, the conduct of fleldvmrk coding andpreparation of the fsnal datatapes
On each occasion the survey has been conducted among a sample ofestablsshrnents m Great Brmwn with 25 or more employees Smallerestabhshments (those wnh fewer than 25 employees) have never been includedm tie survey series. Pubhc artd private sectors, manufacturing and servmemdustnes have been included m the umverse from which the sample wss drawn
For each of the three surve~ the effectwe sample ssze has been somewhat mexcess of 2000 cases (2040 m 1980, 2019 m 1984, 2061 m 1990) Dsfferentmlsarnplmg fractions have been used according to the ssze (number of employees)of the estabhshnrent, wmh the data being we@sted before rmalyws so as to makethe sample properly representatwe
The sarnplmg frames used for the surveys have been tie most recent Censuses ofEmployment avadable at the tune of each round of fleIdwork (I e Censusescrumed out m 1977, 1981 and 1987) The census umts do not m all cases matchthe defmmon of a wmkmg estabhslrment requred for tlus survey. Fieldwork andanalytical procedures have been developed to cope WTthtlus mismatching
In 1990, as m prewous surveys, there were a number of respondents (ranging fromone to four) %rhm each selected workplace, each being sntemewed ‘ss a r61eholder wwh specrflc responslbdmes ‘l%e mam management respondent wasdefined as ‘the seruor person deahngwth mdusmaf relabons, employee relatsons,or personnel matters’ In the great majorny of cases thts person was ldenttiledand mtervrewed at the sampled estabhshment, m the remamder of cases, therewas no appropriate respondent at the estabhshment and the mtemew thereforetook place elsewhere ISIthe parent orgamsatlo~ although stall focused on thesampled establishment. In mdustnal and cormnercml estabhshrnents w mtemewwsth a financral manager was also requsred m cases where the mam managementrespondent was an mdustnal relatlons or personnel specmlls~ so as to expand therange of mformat]on on fmancml performance and oth?r economic matters 1990was the fnst occawon m the series when such a respondent had been requsred formtemew
“ The Econouuc and SC-A Research Camat, the Polscy StudIes Smtitute and the Mwsory,Condhationand,4bmaQon Semce
3
Interviews were also sought with worker representatives representing the largestmanual and the largest non-manual recognised bargaining groups when the mainmanagement respondent stated that such representatives were present at theworkplace. The bargaining groups comprised either recognized unions or staffassociations. Staff associations were treated as recognised non manual tradesunions if they were recognised for bargaining over pay. Worker representativeswere interviewed only with the permission of management at the establishment.The main management questiomaire rdso identified those circumstances wherethere was a formaf joint committee of management and employee representativesin the absence of full recognition of any relevant union for that group ofemployees. At these establishments worker representatives on these committees(up to one manual, one non-manual) were required to be interviewed instead.It was possible that ‘recognised’ and ‘non-recognised’ worker representatives couldbe interviewed at the same establihtnent, though they would never both bemanual or both be non-manual. In practice such instances were extremely rare.
1.6 In terms of content, the main management questionnaire in 1990 was similar tothose used in 1980 and 1984. The questions were predominantly factual onesabout employee relations practices in the workplace. However, there was greateremphasis in 1990 than in previous years on collecting workplace performanceindicators (e.g. productivity, absence, labour turnover) and on information on newemployee relatiom practice.
The financial managers’ questionnaire was taken up largely with questions aboutthe economic history, performance and prospects of the workplace.
The design of the worker representative questionnaire followed closely that usedin the previous surveys. It dealt with the bargaining rde of the unions within theworkplace, features of union branch and workplace organisation, grievanceprocedures, consultation and industrial action.
1.7 In 1990, in addition to the main cross sectional sample, re-interviews were carriedout at a number* of industrial and commercial establishments subsatnpled fromthose at which interviews had been achieved in the 1984 WIRS. The use of sucha ‘panel’ sample arose from the wish to measure within-unit change; its feasibilityhad been established by the successful experiment in 1984 when re-interviewswere achieved at a small number of establishments included in the original 1980WIRS sample. There had proved to be few dfilcukies in the conduct of thefieldwork for a panel design.
1.8 At panel establishments, the questionnaires and procedures used were the sameas those used for the main survey - with one exception. The exception was theexclusion of interviews with worker representatives. The reasons for thisexclusion related partly to resources, but mainly to the fact that the bargaining
● effectiveachieved sample size 537;pubtk sector non-trading estabtiabrnentswere exctuded.
4
structure at the estabhshrnent could have changed to an extent that would havemvahdated comparisons between the two surveys t.x, .
The panel survey was conducted m parallel wnJI the mam survey Techrucafdetarls of the conduct of the panel survey are tncluded m SectIons 2 to 8.
19 For the first trme m the survey series there was m 1990 a supplementary sampleof ‘new’ workplaces - that IS estabhshrnenta that had come mto being or comewmlun the scope of the mam survey design between the Compdatlon of thesamphng frame (September 1987) and fieldwork” Tlus was seen as a vaJuableadpnct to tie WIRS dataset, m that It would remedy a defiaency that theresearch team had long been COOSCIOUSof and for whlc.h we@ung procedures hadprovrded only a partsal answer. ‘he number of ‘new’ vmrkplaca at wfuchrntermem took place was 84 The questlormatres used were the same as for themam cross-sectlonrd sample. The methodology and techtucrd detads areseparately reported In thu volume the only reference IS m Sect]on 2 (Pdot andDevelopment Work)
1.10 The WIRS funding orgatuzatlons set up, m 1988, a ]omt steering cotmmttee tooversee the 1990 project from mmal planning to the dssemmatlon of results Theresearch team respas]ble to the cormmttee for the conduct of the survey fromthe sample design phase (June 1989) through to tie final handover of clean data(June 1991) mchrded researchers from both the Employment Department andSCPR
There were SIXmembers of the team Three were from SCPR (the authors of thrsreport) and three from the Employment Department (Dr Ned Mfflward””, DrMark Stevens and Dared Smart).
There was considerable connmuty mthm the research team wrth prevtous WIRSsurveys Arrey and Mdlward had been the prmclpal researchers for theu’orgamsanons for the 1980 and 1984 surveys, Stevens had worked on the 1984survey and had been co-author of the source boolq Hatndton had played a ma]orri31em the orgarusat]on and conduct of the 1984 fleldvmrk,
1.11 The level of experience of prevrous WIRS survey wrthm the research teamfacrhtated the close involvement of the Employment Department researchers mSCPR’S survey processes and procedures. During fieldwork they shared thetra.mmg r61e at mtemewer bnefmg conferences and earned out a good deaf oftie work revolved m defmmg the workplaces and setting up rntemem, before
● Imemewmg for tbe ‘new’ wmrkplati sample rook place m late 1990/earty 1991 It was later than had beenhopsd owing m methodological and practmal ssmplmg problems IdenUy It should have occurred at the samehme as fietdwrrk for tie man and panel samples
“* From 1 October 19S9 Ned Mdtward was seconded from the Ernplcyment Department to work on tbeWIRS project at the Polwy Sties InWute
5
1.12
1.13
1.14
1.15
1.16
addresses could be issued to interviewers. They also made a significantcontribution at SCPR’S Brentwood offices during the processes of clerical editing,coding and resolution of queries. This collaborative approach greatly enhancedthe quality of data collection, data editing and of the final datatapes.
Colm CYMuircheartaigh, then Director of the Joint Centre for Survey Methods atS.C.P.R., provided statistical comxdtancy during the course of the survey. Inparticular we are gratehd for the calculations made and advice given on optionsfor weighting the data.
Sampling errors and sample design factors were calculated for a number of keyvariables taken from different sections of the 1990 dataset. Detaifs are set out inSection 8.4. The calculations were carried out under the management of PeterLyrm, Head of SCPR’S Statistical Unit.
The edited tape of the main sample survey data was handed over to theEmployment Department at the beginning of February 1991. These data wereweighted to take into account unequal sampling probabifities. However, a furtherstage of weighting was required (see Section 8) in order to compensate (partially)for the age of the sampling frame. The research team decided to delay thesecond stage of weighting to allow use of data from the 1989 Census ofEmployment, in March 1991. Working versions of fulfy weighted data wereavaifable for the research team during April and May. The final data tapesincluding weighting factors and additional non survey data (see Section 7.5) werehanded over to the Employment Department early in June 1991. There were2061 cases in the main sample; 537 in the panel sample.
The survey data have been deposited at the ESRC Data Archive, based at theUniversity of Essex. From October 1992, two years after the end of fieldwork thecomplete datatapes, both from the main cross section and the panel surveys willbe available to all inquirers. The length of the period between fieldwork and therelease of the data wm specified among the procedures devised to protect theanonymity of the respondents. AU potential respondents were advised of theseprocedures before they decided whether or not to participate in the survey.*
The first report on the results of the 1990 survey will be published in September1992.
Tkle: Workplace Industrial Relations in TransitionThe ED/ESRC/PS1/ACAS Surveys
Authors: Millward, Stevens, Smart and HawesPublishe~ Dartmouth Publishing Company
●A partial rape of the main sample data (excluding key identitiera) has been avaitable from the Archive sinceJanuary 1992. This arrangement is also in accordance with procedures spedled to respondents.
6
SECTION TWO: ‘
DESIGNAND SELECTIONOF THESAMPLES(MAINAND PANEL)
2.1
211
212
213
214
215
216
OVERALL DESIGN (MAIN SAMPLE)
The sample dewgn for the 1990 WIRS followed closely that developed for the1980 and 1984 survep ‘llte sampltng frame was the Cams of Employmentearned out by tie Employment Department m September 1987
As for premous surveys:
all census umts vmh fewer than 25 employees were excluded
all umts m Northern Irelan4 and Standard Industnal Classtilcat]on (SIC)Dnmlon O (Agriculture, Forestry and Ftshmg) were excluded.
These exclusions were integral to the bawc sample design.
In 1990, for the fmt tune, umts from SIC Dnmlon 9, Classes 91 (PubhcAdmmsstrat]on), 93 (Education) and 95 (Medical and Other Health Semce-s)were undersampled by a factor of 1 m 4. Tlus undersamplmg was to releasefieldwork resources from sectors which vmuld otherwme be heavdy representedm the sample and wh]ch had shown relatwely httle varlatlon on unportantvariables m the prewous surveys
Apart from these excluwom, all sections of the workplace Population m GreatBntam were included m the umverse to be sampled - pubhc and privatesectors, manufacturmg, sermce mdustnes, finance, banking and othercommercml businesses
Dfierent samphng fractions were used for the select]on of umts of dfferentsues (m terms of numbers of employees -25-49, 50-99, etc )
l%e reqmrement was that tlte survey data be capable of analyms m two forms.
wrkmg estabhsfsments - that ts, places of employment belonging to asingle employtng body at a single address or site,
and worfung employees - that IS, employees at estabhshments so defined
A census umt prec~ely comprtses a number of employees working at the sameaddress who are pad from the same locatlon by the same employer. In thegreat majority of cases, census umts are the equwdent of the mrktngestabhshments requued for the survey. However, tlus ss not S.hP so.Sometmses they comprise more than one estabhshmen~ sometunes only partof an estabhsbment
7
Procedures had been developed during the handling of the earlier WIRSsurveys to cope with cases where there is not a one-to-one relationship betweencensus units and establishments. These procedures (which are detailed in laterparagraphs) were further developed in 1990.
2.2 SELECTION OF UNITS (MAIN SAMPLE)
2.2.1 The 1987 Census of Employment fdes indicated* approximately 142,000 in-scope unita which were recorded as having 25 or more employees in September1987. From these fdes was drawn a random sample totaUing 3,572 units.Different sampling fractions were used for each of seven size bands, (the sizebands being determined by the number of fulf and part-time employeesrecorded aa being present). Within each size band the census units wereinitiafly stratfled by
the proportion of mafe employeeswithin - the proportion of full-time employeeswithin - the 1980 Standard Industrial Classification (Activities)
The seven sub-samples were then marked off at fixed intervala from a randomlyselected starting point, the list being treated as circular. The numbers of censusunits, sampling fractions and sub-sample sizes are shown in Table 2A below
TABLE 2ATHE SELECTION OF THE SAMPLE FROM THE CENSUS
No. of employeesrecorded at census unit
25-4950-99
100-199200-499500-999
1,000-1,9992,000+
TOTSU
No. of Sampling samplecensus Fraction Selectedunits
74,956 100 74835,215 56 62318,178 32 5699,921 19 5132,693 450
960 : 485360 2 184
2.2.2 The range of sampling fractions is greater than that used in 1984 (92 to 3.3;Average 37) and in 1980 (79 to 3; Average 34). There were two reasons forthis change:
*The figures shown in Table 2A are grossed up. The totat of ungrossed units avsitable in mid 1989 whenthe sample wss drawn was somewhat lower and tie actuat sanrptirsg fractions oaed by the EmploymentDepartment were morMed accordingly.
8
although the overall number of m-scope umts had increased m successweGtrsuses, the number of large unsts had co~kf&stly decreased A lowersarnphng fracuon was therefore necessary for tim group so that theadneved sample would contain an adequate number of larger unsts;
tndepmidently, there was m the later surve~ a reqmrement for a greaternumber of larger umts to facdltate employee-based estunates
223 From the hst of 3572 selected rsmts a rc.sexve pool of one m ten was markedoff. The hst was strattfled by sue band wrthm SIC actnwy llus reserve pool(of 357 umts) was then set as]de In the event, there was no recourse to theseumts since the number of estabhshments at whsch mtemews were achieved wascomfortably m excess of the target number.
2.2.4 Further umts from SIC Classes 91, 93 and 95 were then withdrawn from theremamder of the selected smple to aclweve the undersamplmg dwrtbedearher. W1thm each stze band, one m four of the umts m each of these classeswas wrthdrawn after strattflcatlon by number of employees Tlse number ofumts wmhdrawn under the procedure was 209.
225 The total number of umts from wlucb the productwe cases were achieved wastherefore 3,006 However, certain groups of umts were found to be out ofscope and mthdrawn prior to fieldwork. Also a smalf number of extraaddresses were generated during f]eldwnrk. These further modti]cat]ons aredescribed m paragraphs 226 to 2.214
(a) LlrsUsnot estabhshrnents (USCa~gafe n?tsurts)
226 The sample bstmg was scanned for umts for which the recorded number ofemployees appeared to be for a grouping considerably larger than a singleestabldunent. Such umts, which occurred mamly but not excluswely m thefield of educatton, fell mto two categories
those for which It was evsdent that the group of employees ldenttfled couldnot comprrse a wmhsg estabhshtnent as reqw.red for the sample desgnAn example mght be a return from a Local Educanon Aurhonty, refemngto all perspatenc teachers m m employment 18 such umrs were soclasstiled m the mmal scan.
those for wiuch the return seemed to be an Aggregate refemng to a groupof establ~htnents. An example m@t be a Local Educauon Atsthor@mcludmg all the teachers employed by the Author@ as one umt, mcontravention of the Census of Employment requirement that separatemforrnatlon be promded for each school, college or other workingestabhshment In all, 47 such umts were ldenufsed, relating to 29 separateorgamsauons. In each case, the Employment Department research teamcontacted (by letter, tmtsally) the appropriate orgamsahon and asked ]t toprovtde a breakdown of all working estabhshtnents included m the rem
9
along with the numbers of employees at each one. Ideally, the number ofemployees should have been at 1987 level. It was accepted, however, thatthis was generally unlikely to be practicable and 1990 levels were accepted.Initial approaches were made in March 1990. In 3 cases it was decided,after such correspondence, that the return did not refer to a workingestablishment, nor dld it comprise a number of identifiable est ablihments.These were therefore added to the 18 such cases initially identified,making a total of 21.
2.2.7 For the 44 remaining units initially identified aa Aggregates, the outcome wasaa fouovw
in 12 cases, the organisation was unable, or was unwilling, to provide theinformation;
in a further 20 cases, no reply was received from the organisation by theend of July 1990 in spite of follow-up letters and telephone calls. It wasnot practicable to extend the waiting time further owing to the impendingfieldwork deadlines. Difficulties with the atilnistration of the communitycharge, local elections and the general antipathy of some Local Authoritiesto central government may have contributed to the low response rate.
in the remaining 12 cases, lists of establishments were provided and thesewere used as frames for a series of resampling operations. For each of thelisted establishments, the appropriate inclusion probabilities werecalculated and fresh selections made from the lists on the baais of theseprobabilities. By this method, any resampled aggregate return could bereplaced by O, 1, 2 ... units. A total of 12 units was generated, which wereadded to the sample.;
2.2.8 In 1980, and 1984 similar numbers of aggregate returns had been identified (48,and 57 respectively).
In 1984, unlike 1990, there were no especial problems or difficulties in dealingwith Local Authorities. Consequently, response was at a relatively high leveland 55 resarnpled units were added to the sample.
In 1980, when the problem was identtiled and procedures developed midway
through the fieldwork period, the number of additional units generated was 25.
(b) %fi.rh cod
2.2.9 In 1980, no interviews were carried out at what were then National Coal Boardestablishments. Access to these establishments was delayed and ultimately
● Table SB shows 17 additional addreaaes. The extra five were generated by ‘aggregates’ identified duringfieldwork.
10
cmdd not be obtained us the period allowed for fieldwork. In 1984, owing to
2210
2211
2212
2.213
2.2.14
an industry vnde d~pute m coal mmmg, no attempt was made to mtemew atthese estabhshmenta.
For the sake of consistency wm.lun the survey series, It was dec]ded to excludefrom the 1990 sample all addresses mcbcaung that the employer was BrmshCoal There proved to be 32 such umts wIuch were Wmhdrawn from the samplebefore f]eldwork
(c) Multiple cenrm wds
Sums. a census umt comprises employees who are pmd from the same place, nLSposuble for a single woriong estabhshrnent to be represented by more thanone census umt. An example nught be an establishment where blue and wlutecolk staff are on dsfferent payoJls adtmmstered from dfierent parts of tieorgamsatlon
In the great ma]onty of such cases, only one umt from a group of untts thatcomprtsed an estabhdurtent was snchsded m the sample Since the sum was toaclneve an equaJ probabdlty sample of establishments w.htn sue bands, andestabhshments which comprised more than one cemus umt would have adtspropcrhonately Klgh chance of selectlon, lt was necessary to compensate forthese mequalmes by weqghtmg The procedure IS described m SectIon 8
In a smalJ number of cases, however, two or more umts from the sameestabhshment were included m the sample h was necessary, therefore, todelete alJ but one of any such groups and adysst the wwghtmg for theremamsng unst A total of 15 such umts was deleted from the sample for tlusreason.
(d) Addnzw.s afready confacted
l%o umts were eltrnmated because approaches had been made either to thoseaddresses or to addresses m the same orgamsatlon during the course of pdotmgand development
(e) Incomplete addmsses/duphcate addnxw
Ten umts were eltrntnated on the grounds of the address being too recompleteto be passed to mterwewers Fme umts were wsthirawn on grounds of thetrbetng precsse duphcates of other addresses m the sample
(f) Osdlsers
Stxurut.swere classtied as extreme (geograplucaJ) outhers and wnhdrawn forthat reason
Thus a totaJ of 135 ututs was wtthdrawn before fieldwnrk
11
2.3 SAMPLE DESIGN AND SELECXION OF UNITS (PANEL SAMPLE)
2.3.1 It was decided, owing to budget limitations, to exclude from the paneloperation all public sector non-trading establishments (including non-tradingpublic corporations and QUANGO’S). The panel was therefore restricted tothe trading sector. This included not only private companies, but partnerships,trusts, charities, state-owned companies and nationalised industries. Thesample was initially designed to achteve interviews at approximately 500 ofthese establishments. Subsequerrtfy (see 2.3.3c) the target number was reducedto 400.
2.3.2 Among the 2,019 productive interviews achieved in 1984 (main sample), therewere 1,385 trading sector establishments. At 48 of these, the 1984 respondenthad not agreed to being recontacted. These were, therefore, set aside.
2.3.3 Of the residual 1,337, approximately half (633) were withdrawn beforefieldwork. Withdrawals took place in three separate operations.
(a)
(b)
(c)
It was anticipated that a considerable proportion of establishments that in1984 were in the smallest size band (25 to 49 employees) might haveclosed down. All of these were to be left in the sample, whiist 4 in 10 ofestablishments with 50 to 999 employees were withdrawn. There wererelatively few establishments with 1,000 or more employees. All of these,therefore, were retained.
From the resultant sample of 968 establishments, a reserve pool of 1 in 10was identified by marking off every tenth in a list stratified by number ofemployees within Standard Industrial Classflcation, within size band. Thereserve pool was, in the event, not used.
Immediately before fieldwork it was decided by the WIRS SteeringCommittee to transfer resources from the panel operation to the mainsample by reducing the size of the panel operation. A further 1 in 5throughout the remaining sample (all size bands) were, therefore,removed.
2.3.4 Thus, 704 addresses of establishments successfully interviewed in 1984 wereissued to interviewers. In 55 cases it was found that the panel selectiom wereidentical with establishments which had been independently selected as part ofthe 1990 main sample. Where intervievm were achieved at these ‘duplicates’the questionnaire data was replicated for inclusion in both the main and thepanel data sets.
2.3.5 A higher than anticipated response rate meant that, in spite of the addresseswithdrawn immediately before fieldwork the number of establishments atwhich &Tedive interviews were conducte~ both in 1990 and 1984, was 537.This is the number of cases in the panel dataset.
12
236 One difference between the panel sample of 537 and the mam sample of 2061cases, ss that the former includes 31 cases where +e number of employees atthe establhnent at the tune of panel sntervsew, m 1990, was lower than 25,having been 25 or more at the tsme after tlrst sntemew m 1984
2.3.7 It LSprobable that there are addmonal estabhshrnenrs where mtemew wereconducted both m 1984 and m 1990. These are cases where by chsmce 1990and 1984 ream-sample ‘produchve cases’ were found to have taken place atldent]cal estabhshmettts For the 1980/1984 panel, these cases were ldentdled,labelled as ‘chance repeats’ and sncluded m the data set. In the current panel,these cases have not been ldenhfsed on the grounds that the panel SS,vmhoutthem, of sufficient sue for such analyses as are enwsaged Addmonally,analym of the 1984 panel we@s had shown that such CSSMadded httle to thesample m terms of statM.Ical effectiveness
238 Detaded f]gures outlmmg the denvatson of the productwe sample are shownm Table 2B
13
Derivation AND RESPONSE ANALYSIS OF PANEL SAMPLE
AGREEINGTRADING TOESTABS FIJRTHERIN 1984 CONTACT
*
WITHDRAWNSELECTED RESERVE IMMEDIATE-SANPLE POOL LY PRE
(lo%) FIELDWORK
231 23 44
150 15 24
140 14 22
FIELDWORK ISIZE BAND(1984)
ISSUEDTOFIELD
164
111
104
112
94
B8
31
25-40 (1) 23B I 231
50-99 (2) 263 I 249
100-199 (3) 241 I 233
*
200-499 (4) 253 1 247 149 I 15 1 22
500-999 (5)
=-+=
119 11 14
127 13 26.000-1999 (6) 5 I 41791
!000+ (7) 54 I 52
968 97 167TOTAL 13B5 I 1337 704 90 77 537
14
SECTION THREE
DEVEL.OPMENr WORK
3.1. ~NDU~ OF PILOT SURVEY
3.1.1 A sample of 79 addresses was selected for the pdot survey, organtsed m eightregtonal clusters (two us London) l%e sample was drawn from estabhshmentsat wiuch mtemem had been conducted m the 1984 WIRS and which had agreedto be rews]ted but &d not form part of the 1990 panel sample
31.2 The pdot survey was intended to test the content and length of the managementand worker representatw’es’ quesnormimm It was also to assess the feaslbdlty ofldent@ng those trading sector establishments for wluch there was m post aFsnanctal manager, as well as a Genes-al manager, and of conducting an mterwewWith and obtrmung a self completed questtormarre from thts person
The generil approach was to tnclude all proposed new quesuorrs, along With thernqonty of standard ‘core’ quesuom. Ttme cmrsrratnts on trstemew length meantthat some core questions, wfuch were known to work WIAI,were spectilcallyexcluded from the pdot, wrth the understanding that they would be reintroducedafter tbe pdot
It was proposed to employ contacting and hasson procedures whxh had been usedextert.mely, and successfully, on prevsous surveys m the series, and It was felt thatthere was httle need to change the method of approach.
313
3.1.4
Letters were sent out to potentml respondents by the Employment Departmentm early September 1989 Eight mtemewers were briefed for the pdot, all ofwhom had worked on prevtous surve~ m the series ‘l’he bnefmg for the pilot
took place on 25tlI September A relatwely short fieldwork period hrmted thenumber of mtervtews that could be conducted, because of the dttlcuky of makmgappomtmenrs with seruor managers ,Tlus problem was partmularly acute WithFmarrc]al managers, who were normally last to be mtervsewed A deadfme of the23rd October was set for mteme~ng tn order that sufficient tune would beavadable for analyws of the completed questlomraues A full debnefmg of allmtemewers took place shortly before the deadline
The resprse from the pdot ts sh~ below so Table 3A Four of the addressessssued were not used by tie mtervse~~ (because of the short ttrne span) and 11more were unusable (either untraceable or closed down). Thss left 64establishments avadable for the pdot ,at wlucb contact was made With the relevantmanager Of those, 2 managers refused, 19 were away or unavadable during thefieldwork period and 1 referred the matter to Head Office. The remauung 42managers were successfully mterwewwi In stx of the regtonal clusters 5mterwew were achseved, m the remammg two clusters, 6 mtervtew.
15
TABLE 3A PILOT RESPONSE
3.1.5
3.1.6
3.1.7
Selected addresses
Less No trace/closed down
Not contacted owing tolimited time
Eligible addresses
Less RefusalReferred to-Head OffIceManagers away/unavailable
Interviews obtained with Manager(plus Basic Workforce Data Sheet)
79
64
(6%0)
11
4
21
19
‘l’he interviewers had also been briefed to visit business parks, industrial estatesand development areas in their interviewing locality in order to contact andachieve interviews with managers (and financial managers and workerrepresentatives if possible) at workplaces that were less than 3 years old andwhich would therefore not be listed in Census for 1987 (or earlier years). Thusthe questionnaire would be tested at the full range of establishments it wasintended to include in the survey*. In all, interviews were conducted at 12 such‘new’ workplaces.
The total number of main management interviews in the pilot was therefore 54,
The process of interviewing worker representatives and financial managers wasgreatfy restricted by the time available because the interviews had to be arrangedafter the main management interview. This produced a sometimes lengthy delayand the loss of some interviews. In the event, a total of 44 additiomd interviewswas conducted; 14 were with manual worker representatives, 15 with non-manualrepresentatives and 15 with financial managers.
In order fully to evahrate the results of the pilot survey, it was essential toconsider the profile of the establishments at which pilot interviews were achievedalongside that of the sample to be issued to interviewers. The key comparisonswere considered to be industrial activity, number of employees and whether ornot unions were recognised at the establishments. Substantial mismatching in anyof these respects would have implications for estimates of interview length.
●See Section1.9.
16
318 In terms of mdustnal actwrty, DwssIons 3 (Metal Goods), 6 (DWnbutlon, Hotels.and Caterrng) and 9 (&her Semces) of the Stand%d”’ Ind&trml Classti]catlonwere over represented m the sample TABLE 3B below gwes the detads
TABLE 3B SIC DMSION. COMPARISON OF PILOTAND MAIN SAMPLES
SIC DMSION PILOT MAIN SAMPLE
No % %
1 Energy, Water Supply . . 4
2 Msneral Extraction etc 3 6 4
3 Metal Goods 14 26 13
4 Other marrufacturmg 2 4 12
5 Construcuon 2 4 4
6 Dtstnbutlon, Hotels, Catering 10 19 15
7 Transport, Cormnunrcatlon . - 7
8 Banking, Fnmnce, Insurance etc 4 7 10
9 Other Semces 19 35 30
BASES FOR PERCENTAGES 54 3006
319 Tlurw SH of the estabhshtnents vmted had employees who were members ofutuo& or staff associations Of these, 31 recogr&ed umons for negouatmg payand condmons (Thss represented 57% of the estabhsfunents at WIuch tntervsemwere conducted). ‘he 31 consssted of 4 estabhshrnents where there was only asutgle umon recogmsed and 27 where 2 or more were recogrsssed Fourteenestabhshments recogmsed uruons vath members from among the manual and non-manual sections of the workforce, 14 recogmsed separate manual and non-manualumons and 3 recogmsed manual unrons alone. The level of umon recognmon wasassessed as being somewhat lower than was hkely to be found during the mansstage of fieldwork.
31.10 The fsrsal p]ece of mformatson necessary for the profiie, the sue of theestabhshment (USterms of the number of employees), was collected from theBSSICWorkforce Data Sheet Twenty three (43%) had fewer than 103, and 47(89%) fewer than 500 employees The range was from 26 to 2602 employees. Incomparison wsth the mam fieldwork the pdot survey greatly underrepresentedestabhslunents wtth 500 or more employees (see Table 3C below).
17
TABLE 3CESTABLISHMENT SIZE. COMPARISON BETWEEN PILOT AND MAIN SAMPLE”
Establishments withfewer than 25 employees25 - 49 employees50 - 99 employees100 - 199 employees200 - 499 employees500 - 999 employees1000 or more employees
Manual
1799873
PILOT SAMPLE
-J--Non- All
manual Employ -ees
15 -4 714 167 5
10 192 51 1
1
Total%
13%30%
9%36%
9%2%
4-1990Main Diff -Sample erenceTarget )
i% I (- 5%)
L17% (+13%)17% (- 8%)16% (+20%)13% (- 4%)19% (-17%)
3.1.11 This rxofile of the resuome to the uilot, and the tmrticuktr irrstructiorrs ziven to.inte&ewers in dealingwith excessivelylong intekiews (see 3.2.2 below), wereboth taken into consideration when the research team decided on the changesneeded in each of the three questionnaires.
3.2 PILOT SUR~ ANALYSIS AND OUTCOME
3.2.1 The 98 questionnaires completed during the course of the pilot survey werekeyed, after visual scanning. Straight counts, frequency distributions (for numericquestions) and clerically compiled listings (for open questions) were available forthe research team in their assessment of the results of the pilot survey.
3.2.2 The pilot questiomaire was arranged in sixteen separate sections reflecting thestructure of the questionnaire in 1984. Owing to the introduction of new material,however, it was anticipated that it would not be practicable to ask respondents tocomplete the full interview. Interviewers were therefore allowed to omit fivesections:
those dealing with non-manuaf recognition, collective bargaining, unionmembership arrangements and microtechnology at those establishmentswhere similar sections were asked about manuaf unions;
the section on industrial actiou the questions in thissection were
virtuallyidenticrdwith those used in 1984.
In spite of these omissions, the average length of the msmagement interview was105 minutes -6 minutes over the target length for the full interview.
* The base for this table is 53. One establishment did not complete a Basic Workforce Data Sheet,
18
323 An estunate was made of the hkely length of the mtemew win-hthe mclu.won ofthe otmtted questlom and mthout the skewed sample tistnbutlon (see paragraphs31.7-31 11) tich had the effect of generating a greater number of shortertntemews
The conchsmon was that the pdot quesuormatre was some 23 mmutes (22%) overtarget length, on average Many mtemews would of course last conwderablylonger than thss
324 There was therefore a need for a relatwely drastic redesign of tAe mammanagement quest]onnaue to redum the length of the longest mtermews wfuchwould bring about a substatml reducfion m the avesage length Tle necessarychanges were worked out by the research team and agreed by the SteeringCcnnrruttee The mam changes were.
the comblmng of the two secuons of parallel questlorss relating to manualand non-manual umon recogmtlon mto one Although ttus change had theeffect of shortening the mtennew, It was considered to be a considerableunprovement, us that n allowed the quesuotmaue to deaf adequately wmtrumons and negotiating groups that covered both manual and non-manualemployees
substarmal background and performance quesuons from the fmt and lastsect]ons of the questlonnwe were transferred to the fmancml managerquesuonmwre and therefore only asked of the mam manager when nofmancml manager mter-wew was rmuclpated
the parallel sections on mlcrotechnology relating to manual and non-manual employees were combmed mto a single section deshng wmh the‘mtroductlon of change’ m the workplace.
throughout all sectlom of the questlotmture various questions, which hadbeen problematic to admmsster, or had proved to be effectwe duphcatlonof other questlom or were considered to be of lesser value or interest,were excluded
325 The quesuomzure was therefore reduced to fourteen sectlom. The estimatedaverage length of the final version was 102-103 mmutes. In the event, the meanproved to be 100 mmutes (see Section 4; 4 1.)
326 Worker Representatwe QuesuotmauesFew problems were experienced wth the winker representatwe questions atpslotmg. All mtemews were conducted wmh representauves of recogmsed umonsor staff associations There were no ‘short’ mtemews with non-recogmsedrepresentauves. The average lengths of 40 mumtes (manual) and 45 mmutes(non-manual) were welf wNimr the target figure (53 msnutes)
19
3.2.7 Financiaf Manager Questionnaire
The pilot interviewswith financialmanagers ranged inlengthfrom 20 minutes to
61 minutes with an average length of 36 minutes. It was therefore considered thatthe questiomaire as it stood could well accommodate the additional questions,generated by the research team’s suggestions for the redesign of the mainmanagement questionnaire. The target was to achieve an average interviewlength of 4S minutes. The actual mean was 36 minutes (see Section 4.4.3).
3.2.8 The attempt to obtain from financialmanagers an additionalself-completion
supplement (separatefrom the B.W.D.S) was abandoned after the pilot. Thenumber of occasions on which it was returned by the pilot respondents was nogreater than 15, in spite of diligent inquiries. It seemed sensible, therefore, toconcentrate resources on asking a small number of additional questions in theface to face interview.
3.3 PREPARATION OF THE MAIN SAMPLE
3.3.1 Before the main body of fieldwork coufd commence a further stage of samplepreparation was undertaken. This involved sifting and categor~~ng all the unitsselected from the Census of Employment for the main sample and the resarnpledestablishments which formed the panel sample.
3.3.2 In part, the purpose of the sifting was to identify those units that needed to bewithdrawn before fieldwork. There were several such categories. (See Section2; 2.6- 2.14). The major aim of the sifting process, however, was to identify allestablishments that belonged to the same organisation. Thus, where necessary,an approach could be made at the ‘corporate level’ (head office) of anorganisation for permission to approach establishments belonging to thatorganisation.
3.3.3 The sifting was conducted by the use of computer searches and by visual scanningof the printed sample lists. (The visual scan was necessary for two reasons.Firstfy, establishments belonging to the same organisation were often notconsistent in their titles and could be missed by the computer search. Secondly,research team experience and knowledge was essential in identifying apparentlyunconnected establishments.)
3.3.4 Experience gained by the research team during previous WIRS surveys had shownthat marry organisations large enough to be represented by more than one addressin the samples had relatively devolved management structures and therefore dldnot require a corporate level approach. In consequence, the sifting processtherefore prirmwily focused on dividing the sample into two ‘Waves’. Theaddresses classified as Wave 1 were single establishments or groups ofestablishments belonging to organisations for which the procedures prior toissuing the address to interviewers were relatively straightforward. They were senta letter from the Employment Department researchers on behalf of the foursponsoring organisations. The letter explained the purpose of the survey and
20
reformed the reclp]entof a forthcoming request by SCPR for an mtervrewSeparate versions of the letter were prepared for. mam and panel sampleestabhshrnents Enclosed wth the letters were a detaded statement of theprocedures that would be observed m order to preserve the anonynuty of theresponses gwen and a descmpuon of the pubhshed outputs of premous surveysThe letters were sent out at the end of November, several weeks beforemtemewers began to make contact with estabhshments (from mid-Januaryonwards) Copms of tAe letters and enclosures are sncluded m AppendIces B andC of tlus report
335 There were apprcmrnately 29CXIaddresses classdied as Wave 1. (2380 mamsample; 520 panel) In a small number of cmes (50orso)therespondentswroteto or telephoned the Employment Department to refuse or mchcate meh~bdltyThese addresses were wmhdrawn. Othervnse all Wave 1 addresses were allocatedto urtemewers unrnedlately prior to briefing.
336 There were thus approxstnately 640 addresses (490 marn sample; 150 panel)wiuch were held back for wung to mterwewers during the course of fleldvmrkand classtiled during the mmal stitmg process as Wave 2
Broadly, the orgamsatlom to wluch the second wave addresses belonged were asfollows
Central Government Departments . . . . . . . 120Large Metropohtan Local Authormes . . . . . . 15Pohce Authont]es . . . . . . . .,. . . . . . 30Pubhc sector orgamsatlons/nauonahsed mdosmes . . . . . . . . . . . . 155Pubhc or pnvaused utdmes . . . . . . . . . . . . . . 100Fmancml Semces (large private sector orgamsatlons) . . . . . . . 100Retadmg, Dlstnbutlon (large private sector orgamsatlons) . . 80Other large private sector orgamsatloos . . . . . . . . . . 40
The group comprised over 100 separate orgarusatlons
3.3.7 Vutually all of the orgamsatlorrs to winch the addresses belonged were uutmllyapproached (by letter, to the head office) by the Employment Departmentresearchers (In a very few cases mmal contact was made from one of the othersponsoring orgamsatloms or by SCPR) The letters ldenttiled the estabhshmentsincluded m the sample belonging to the partmdar orgarusatlon, asked for overallapproval for theu being included m the survey and sought mforrnatlon as to theappropriate manager to contactm each case.
Follovnng srtmal contact there were, sdrnost mvanably, lengthy dtscr.wons aboutaccess reqmrmg a considerable snput of tune from the Employment Departmentresearchers. llse SCPR rcsearchem were sometutm revolved IIS subsequentdwusslons over practscal arrangements.
21
3.3.8 The targetwas always to obtain permissionfor an interviewwith the prescribed
rde holderwithinthe establishment.Sometimes thisrequireda preliminaryvisit
to the Head Office by an SCPR researcher, following up correspondence andtelephone calls between the organisation and the Employment Department.
3.3.9 hr marry cases the lengthy discussions resulted in the research team’s having toaccept ‘split’ interviews, or interviews with management respondents who were notbased at the establishment. Where the interviews were split, some informationwas collected at head office, some at the establishment. Generally the head officerespondent gave information that was uniform across sampled establishments orwas readily obtainable from central records. Sometimes information was specificto particular establishments, such as the data on employee numbers. Theresult ant partial interview would then be completed by an interview with amanagement respondent at the establishment.
3.3.10 In a few cases access to the establishment was not permitted and an interview wasconcluded at the head office (or regionaf office) covering all the organisation’sestablishments in the sample. In these cases a small number of questions wereomitted because they were answerable only by establishment based respondentsDetailed figures on the number of management respondents and the location ofthe interviews are included in Section 5 (1.9).
3.3.11 The number of addresses set aside for the second wave of interviewing wassomewhat lower than previously. In 1984, 800 addresses were classified as Wave2, all but a few of which related to the main sample. To a large extent, thedifference was due to the experience gained from the earlier surveys in accuratelyidentifying those organisations that needed to be contacted centrally beforefieldwork commenced. However for those organisations that were so classfledthe difficulties in approaching and contacting the correct respondent(s) seemedto have greatly increased since 1984. This increased dit%culty in approach wasprimarily due to the fact that many organisations had devolved their lines ofmanagement responsibility. Whereas previously managers were able and willingto speak about branch otlces from a central or head office level, thisresponsibility has now been decentralised to art area or regional level. Therefore
a greater number of respondents and managers had to be contacted with theconsequence that the operation was far more complex and time consuming thanpreviously.
22
SEC1’IONFOUR , t[q
CONDUCTOF FIELDWORK(MAINAND PANELSAMPLES)
4.1 BRIEFING AND INTERVIEWER NUMBERS
4.1.1 Interwewmrg was earned out by 147 rntemewers 129 of these were mterwewersfrom SCPR’5 regular mtemewtng panel Of the remarmng 18, 3 were SCPRresearch or f]eld staff and 15 were experienced non-panel mtermewers.
412 A serrcx of e]ght bnefrng conferences was held behveen the 8th and the 18thJanuary 1990 AU briefing umferences lasted two full clap. The mvo days werenecessaty to enable the mtemewerx to grrrn a greater m-depth understarsdmg ofthe study, and to better acquaint thermselva vntb the various questlormmres anddoctunents The bnefrngs revolved a descrrptlon of the sample dewgn andmethodology, a full dwmsslon of the problems of defmmg estabhshrnents wherethere proved not to be a sursple relationship vath the census unrt address,procedures for contacting estabhshments and selecting respondents A large partof the conferences was taken up wth wmrkrng through ‘dummy’ mtemevangschedules, using scnprs dewed to smrulate dfierent mtetvsewmg sltuatlorrs (mterms of respondents and types of e-stabhshrnent.s). A copy of the BnefmgAgenda IS included wrth tins report Intemewers were also provrded wmhdetaded wmtten mterwewmg mstructlons arnourmng to some 50 pages or so
4.1.4 The bnefmgs were conducted by the SCPR members of the research team mcotqunctlon wth researchers from the Employment Department, the PohcySnscbes Irrstnute, and ACAS. The conferences took place us London (4), Leeds,Manchester, Edinburgh and Burmngharn 138 mtervsewers attended thss seriesof conferences The rematrung 9 were briefed at supplementary conferencesconducted by SCPR research and field staff during March and April 1990
4.2 DURATION AND PROGRESS OF FKELDWORK
421 Intermewmg at Wave 1 addresses began munechately after the bnefmgconferences Interviewers fmt made telephone contact wth each sampledestabhshment, ldenmfy-mgthe mam management respondent and estabhshnrg that(s)he had recewed the mmrd approach letter from the Employment DepartmentUnexpected cht%cuhes were encountered by sntervrewers at t.lus stage. Theprocess of ldenufymg reclp]ents of the Employment Department’s letter was foundto be considerably more tune consurmng, frustrating and unproductive than m1984 Possible reasons were
the mtervenmg ChrLStrnas perrod meant that rlere was a longer intervalthat would have been cormdered ideal between the madmg out of them.rtml letter (end November) and the first mntacrs by mtermewer (m]dJanuary). Tins may have led to some letters being overlooked orforgotte~ after reaclung the appropriate person
23
the factthatinthissurvey allletterswere addressed to the ‘SeniorPerson
in charge of Personnel/Employee Relations’ratherthan, as in previous
surveys,to a nominal roleholder (e.g.Chief Executive,General Manager,
Personnel and lndustriaJRelations Manager). The descriptionof the
potentialrespondent’s responsibilitiesused in the 1990 letterswas of
course appropriate and used by the interviewerin the identification
process. Nonetheless, itseems that itmight have been helpful if theresearch team had decided to continue the practice of making anintelligent gue$s at the likely job title of the targeted recipient of the letter.
mailing problems and delays associated with the Christmas mail. In someareas, particularly the North West of England, there was scant evidence ofletters having reached their targets
the pre-eminence on the letter heading of the title Employment MarketResearch Unit, with the possible consequence of recipients not realisingthat the letter was from the Employment Department. (The letter headingwas subsequently changed for later mailings.)
Consequently, in many cases, second copies of the initial letter had to be sent outby interviewers or from the office. The Employment Department researchershave recorded sending out 160 letters; the number sent by interviewers is notknown.
4.2.2 Once the appropriate respondent had been identified there were further oralexplanations of the nature and purpose of the survey. Tle possible need to carryout interviews with worker representatives and financial managers was not raisedat this stage. Eligibility for such addkional interviews could not be establishedover the telephone and at a large proportion of establishments only one managerwould be interviewed. Interviewers sent letters of confiiation of appointmentsarranged, along with the Basic Workforce Datasheet (B.W.D.S.) - a single sheetquestionnaire about the numbers of employees of different categories at theestablishment. Respondents were asked to complete the B.W.D.S. before theinterview. In the event over 90’%of these sheets were completed before or at thetime of the interview. The remainder were completed later and returned toSCPR separately*. In these latter cases, the key employee totals needed tocomplete the questionnaire were agreed with the respondent at the start of theinterview.
4.2.3 Interviewing began in mid January 1990, nearly 2 months (includkrg the Christmasperiod) after the approach letters had been sent. It continued until the end ofSeptember 1990. The date on which final interviews were carried out at anestablishment was recorded by interviewers in all cases. The distribution ofinterviewing by month is shown in Table 4A below. At 2108 productiveestablishments (84’% of the total) interviews took placed in the five month period
●The Basic Workforce Data is present for att productive estabtiahrnents in the dataset.
24
February to June The reasons for the relatwely slow start m January have beenreferred to m 421. It took three months (July to September) to completemtemewmg at the final 368 estabhshmettts. The mam reason for ttus long ‘td’was the (necessarily) delayed release of Wave 2 addpsses to mtesmewers Thet%st of them were released to ttttervsewets m late Mar&, the last m late JulyEstabhshments belonging to large orgamaattons - IIS parucular, natsonahsedmdusmes and recently pnvattsed utdmes - were thus scheduled for the laterstages of fieldwork Moreover, the logsstlcaf dtffmuhes of deahng wttir manymanagers wttlun an orgamsauon meant tlat completing the mtemews wasnecessary along drawn out process. Overall, very few of the larger orgamsauonsapproached m Wave 2 uhrnately declined to participate
TABLE 4A DATE OF LAST VISIT BY INTERVIEWER TO ESTABLISHMENT
Intemew(s) completedby end of No (%) Cumulative No (Cumu.latwe %)
January 74 29 74 (29)February 526 206 600 (24 5)March 582 22.8 1182 (46.3)Aprd 342 134 1524 (59.7)May 386 15.2 1910 (74 9)June 302 119 2212 (86.8)July 197 7.7 2409 (94 5)August 120 47 2529 (99.2)September 21 08 2550 (100.0)
Total 2550” (loo o)
424 On average mtemewmg took place somewhat earher m the year than m theprewous surveys. The median date for mam management mterwews m 1990 waslate March; m 1984 lt was early May, and ttr 1980, late June The period offieldwork was sltghtly longer m 1990 than m 1984. In 1980, however, mtetwewtngwas spread over no more than 5 caJendar months The number of tntemewsachreved (ream and panel) has, of course, increased over successwe surveysHowever, the reasons for the sncrease m the length of the fieldwork period IShkely to relate to tncreaaed devolutlon and orgamaat]onal complemty m thesample of selected estabhshrnents, winch has made negotiations over accesscottwderably more tune corrsummg
4.2.5 The mecfmtt dates for wurker representatwe and financml manager mtermews m1990 were m]d Aprtl to early May In both cases, over 80% of mtemews took
“ Sntemaw took place at 2550 estabhsbmenta The data sets C421X1 (Msm) and 537 (Panel) mdude 48duphcatcd cases
25
place on a separate visit to the sampled establishment or to another office in theorganisation.
4.3 INTERVIEWER WORKLOAD
4.3.1 The numbers of establishments at which interviewers worked have beencategorised into four groups. These are shown in Table 4.B below.
TABLE 4BDISTRIBUTION OF fNTERWEWING AMONG THE INTERWEWER PANEL
Interviews at .... ! No. of interviewersII
fewer than 10 establishments 38 interviewersbetween 10 and 19 establishments 65 interviewers
between 20-29 establishments 25 interviewers30 or more establishments 19 interviewers
The average number of establishments dealt with per interviewer was 17.3.Similar figures were recorded in 1980 (17.0) and 1984 (18.4).
4.3.2 Data relating to the number of separate visits required for the completion ofinterviewing of the survey are incomplete.
It is recorded that at 1216 (48%) of the establishments at which interviews tookplace only a single visit was required. In the remainder an average of 2.4 visitsper establishment was made, the highest number recorded being 10.
These figures, however, exclude preliminary visits made to Head, Regional orDivisional offices. A number of visits will also have been made to establishmentswhich were eventually classified as unproductive.
4.3.3 The number of visits required to complete interviewing at an establishmentvaried, as might be expected, according to its size. Of productive establishmentswith more than 500 employees, 73~0 required more than one visit.Establishments in SIC Divisions 1 (Energy, Water Supply) and 7 (Transport,Communications) required a higher than average number of visits. Relatively fewvisits were made to establishments in SIC Divisions 5 (Construction) and 6(Distribution, Hotels, Catering).
4,4 LENGTH OF fNTERVfEWS
4.4.1 Tlte average length of the interview with the main management respondent was100 minutes, some 2-3 minutes shorter than predicted at the pilot evaluationstage.
26
442
443
The medmn length of mtervrew was somewhat lower - 93 mmutes Timdsfferenee reflects a substatmrsl number of very long mtemem Twenty per centof management mterwews lasted for over 2 hours; 10% lasted for longer thant.lns lle detads are shown below m Table 4E
TABLE 4E LENGTH OF IhTERVIIZW MANAGEMENT RESPONDENTS
No. % CUXULATIVS %
- Up to 40 minutau 18 0.7 0.7
41 - 50 minutes 71 2.8 3.5
S1 - 60 minutam 179 7.0 10.561 - 70 minutam 276 lo. a 21.371 - 80 minutom 338 13.3 34.681 - 90 mmutea 34s 13.5 48.191 - 100 minutam 309 12.1 60.2
100 - 110 minuten 231 9.1 69.3111 - 120 minutes 247 9.7 79.0121 minutmm or longmr 498 19.5 9a.5Not recordad 38 1.5 100.0
aASE I 2S50 I 100 I
The largerthe sue of the estabhshrnent, the longer the mtemew However, themam factor deternmmrg mtemew length was the extent of umon recognmon atthe estabhshrnent The average length of management mtermew at establsshrnerrtsw-Idsfwe or more recogtused trades umons was 120 mmutes, at estabhshmentwmhout recogmsed unrons the average was 80 mmutes
The management mtervsew tended to be longer m
SIC Dwsslon 1 (Energy, Water Supply) - average length 120 mmutes, and SICClass 95 (Hospmsls and Methcal Semces) - average length 117 mmutes
The length of the arrcdlru-y rntervsews proved to be as mthcated by the prlotsurvey. Intervsem wth recogmsed manual and non-manual workerrepresentatnws averaged 45 and 46 mmut~ respectwely.
In spne of the mcluslon of addmonal questions after the psloq the uttervsew wtththe fsrssncm.1manager lasted, on average, no longer than 36 rmnutes
27
SMT’ION m
RESPONSE MAINSAMPLEAND PANEL
5.1 RESPONSE FROM THE SAMPLE OF UNITS (MAIN SAMPLE)
511 A summary of progress from the mmal sample to mcluslon m the survey(estabhshments where a management nstervsew was achieved and a BasicWorkforce Data Sheet wss completed) K set out below
TABLE 5A YIELD FROM INITIAL SAMPLE OF CENSUS UNITS
Inttd sample 3,006Resarnpled estabhshmerrts 17
3023l.&W - wthdrawn at samplmg
stage 135
meh@bIe/out of scope 396
non-productwe addresses 431
962
krteme~ achieved 2,061
512 The detaded anaiym of those umts wmhdrawn at the samplnrg stage IScontained m Section Two
5.13 Inehgrble or out-of-scope address= feJJ mto three major groups
those which were found to have closed down during the period betweenthe conduct of the Census of Employment (September 1987) and thesurvey approach (late 1989 and early 1990). There were 143 suchaddresses
those at wiuch the estabhshments were found to have fewer than 25employees at the tune of approach. here were 179 such mstarrces
addresses which were found to be vacant or at prernrses wluch had beendemohshed or where the estabhshment had moved, leaving no trace oflLSwhereabouts. There were 74 such instances. Further detads are gwenm Table 5B
29
5.1.4 Non-productive addresses fell into three groups:
those from which a written or telephoned refusal was received at theEmployment Department in response to their initial letter. Mostly, theserefusals were received prior to the start of fieldwork. There were veryfew such cases in 1990- no more than 36. In 1984, 220 addresses hadbeen so classified. This marked difference was probably due in the mainto a change in the 1990 approach letter. Recent legislation relating tothe Census of Employment had made it possible to advise sampledemployers that they would be contacted by interviewers, rather thanrequesting a response, first, to the Employment Department. Theresearch team also felt that such a change would enhance the surveyresponse rate. A further contributory factor may have been the problemsexperienced with distribution and targeting of the approach letter (SeeSection 4; 2.1). In some cases, when the interviewers made their initialapproaches, it appeared that the 1990 ED letter may not have reachedthe appropriate respondent in the establishment.
those at which a refusal (direct or virtual) was received by the SCPRinterviewer or at the SCPR offices. The 334 such instances recordedconstitute 13.6910of afl addresses passed to interviewers. (The equivalentproportion in 1984 was 13.1%).
the third group consists of addresses at which no effective contact wasmade (40) or at which questionnaires were partially completed but couldnot be used because the information contained was insufficient to meritanalysis. Further details are shown in Table 5B.
5.1.5 The overall response rate achieved for the main sample of the survey was82.7%. This is some six percentage points higher than was achieved in 1984.Setting aside those addresses that were not issued to interviewers, the responserate achieved in fieldwork was 83.9%.
30
TABLE 5B DETAILED RESPONSE AMONG ESTABLISHMENTS
CENSUS UNITS
Withdrawn befora issue
OutlieroMultiple Censu6 UnitsA99regata returns not replacadIncomplete addreamemDuplicate address-aRecently interviewed (Pilot)Not entablishmantExcluded from design (British coal )
Total withdrawn bmfora is-u=
Found to be ineligible/out of scopo
cloned down: DE informedClosed down: Intarv~awer infornmtionFowar than 25 employemn: DE infornmdFawor than 25 employee~: Intarvimwer info.Amalgamated with other samplad ●stablish.Other reasons
Amaumed to be out of scope/No further info.ava~lable
Not tracedMoved/Gone away/no addressPremlsea vacantPrem~aes known to have been demol~ahad
T.Otalanal~g~ble/Out Of SCOp*
Total ●ligfila/In scopa addrasms (inc. 17addrassas ●ddmd during fialdwork)
Unproduct ~ve addreaeee
Refusal to DE prior to/during f~oldworkRafusal by H-ad Offica to DE prior to/during fieldwork
l’otalunproductam addresses not pasmd tomt*rvmw*r
rotal ●ddresses pa-sod to intorvimwor
INTERVIEWED
- Rafusal by Head Offic./Ar.a Offic.- Refuaod by manager, in parson- R-fusal on behalf of management by
someone else at establishment- Claimed prior refusal- Broke appointment (s) and could not be
recent acted- Other refusal
Total Rafusal
- Never available (no reason glvan- Away on busLneBe/on hol~day/ill
Total non contact
- Quastionnaira (#) rajactad in analyn~o asincomplete or inconsistent
Total othw ramson
31
No.
3006
6154410
:2132
2096
1::6
21
2729135
15
21
2;:
292
1251
355
21
135
396
!,492
36
!,456
!,061
334
40
21
100
83.9
13.6
1.6
0.9
100
1.4
82.7
13.4
1.6
0.9
5.1.6 The pattern of response by size of establishment was similar to that found inprevious WIRS surveys. Response was lower among smaller establishments;higher among larger ones. In 1990 response was 75~0 among establishmentswith 25-49 employees but over 85’% among establishments with 200 or moreemployees. The detaifs are set out in Table 5C below.
TABLE SC SUMMARY OF RESPONSE BY SIZE OF ESTABLISHMENT (1987)
SIZEOF ES TA8L1SHMEUT(UUMBER OF EMPLOYEES)
ToTAL 25-49 50-99 100-199 200-499 500-9991000-15% 2000+Estabtishmmtsinscope 2,L92 467 443 415 3s4 326 339 118
InterviewachievedMo.2,061 350 361 350 327 278% 82.7
295 10074.9 81.5 84.3 .s5.1 .s5.5 87.0 84.7
1 [ 1 1 1 1 1 1 I
5.1.7 ~erewmrelatively littievwiation across dMerent SIC Ditiiom. Construction(SIC Division 5)yielded arelativelylowresponse (73%). Theordyothergroupwith a response rate below 8070 was Distribution, Hotels, Catering (SICDivision). Other Setices (Division 9)- by f= Melwgest SICditision in thesample - yielded arespome rate of over 87%. The detailed figures are set outin Table SD below.
TABLE 5D: SUMMARY OF RESPONSE BY SIC DMSION
TOTAL 1 2 3 4 5 6 7 8 9
Establishmentsin 2,692 62 122 358 303scope
100 379 188 259 721
InterviewachievedNo. 2,061 53 107 2S4 268 73 301 156%
209 63082.7 85.5 87.7 79.3 81.8 73.0 79.4 83.0 80.7 87.4
1 = Energy, Water Supply 6 = Distribution, Hotels, Catering2 = Minerals, Extraction etc 7 = Transport, Communications3 = Metal Goods 8 = Banking, Finance, Insurance etc4 = Other Manufacturing 9 = Other Services5 = Construction
5.1.8 There was some regional variation in response. In particular the response fromthe Midlands (both East and West) was six percentage points below theaverage.
32
TABLE 5E SUMMARY OF RESPONSE BY STANDARD REGION
STANDARD REGION
TOTAL MMTH NWTH YoSKS& WEST EAST EAST SCSJTIISMITH GREATERUALES SCOTLANDUSST HWSER Itlos Mlos AMGLlA =S1 EAST LSUOCU
EstablIshmants2,492 130 2ss 211 229 167 w 181 435 410 102 2491n scow
Int*rvlw lb.2,061 114 236 >77 129 79 lsbL=7 773 ?72
358 326 90 215●chiOVd X 82.7 877 819 87.8 85 1 82.3 795 SS2 863
519
52
521
Of the 2,061 estabhshnzent tntemew completed, the managementquestlomsure was completed
at the estabhshrnent Itself m . . . . . . . 1,697 cases (82%)at the Head OffIce of the orgarusat]on m . . . 134 C&Ki (6.5%)at a Regzonzd/Dwrs]onrd OffIce m . . . . . . . . . 136 cases (6 5%)and at more than one sne m . . . . 94 cases ( 5%)
Apart from the 94 muh site mtervzews, there was more than one managementrespondent m 131 cases, makurg a total of 225 (1 lYo)
It Mof note that the proprnmon of management mtemews which took place atthe sampled eSt2tbhShmetStwas somewhat higher m 1984- 90%
RESPONSE AMONG WORKER REPRESENTATIVES (MAIN SAMPLE)
Where there were found to be present at an estabhshrnent trade uruonsrecognrsed for the negotiation of pay and condmorss, the mtemewer wasreq!ured to carry out mterwem wrth the representatwe of up to twu negotiatinggroups These were the representatwes of
* the largest negotiating group that was wholly manual orrepresented winkers, the rrqorsty of whom were manual workers
* the largest negotzatmg group that was wholly non-manual orrepresented workers, the major-sty of whom were non-manualvmrkers
‘Largest’ was determmed by the proportion of current employees covered bythe group’s negot]atmg agreements At workplaces where there were norecogmsed umons for the category (manual or non-manual), but at wiuch therewas representation for workers m relatton to management (by means of astartdmg comrmttee), mtervsewers were also asked to urtemew the seruorwrrkers’ representatwe from such a cotmmttee Up to twu such representatweswere to be mtemewed - one manual, one non-manual
33
5.2.2 The maximum number of worker representatives interviews that could becarried out at any one workplace was therefore two:
* a representative of manual workers - eitherfrom a recognised tradeunion or not
* a representative of non-manual workers - either from a recognisedtrade union or staff association or not
5.2.3 At the 2061 establishments at which interviews were carried out,
493 had no union members among their employees
151 had union members among their employees but did notrecognise any of the unions
leaving 1417 establishments at which there were members of recognised unions.
5.2.4 Wkhin this group the level of recognition of manuaf and non-manual workersand the presence of worker representatives at the establishments was as set outbelow.
TABLE 5F PRESENCE OF WORKER REPRESE~ATIVES OF RECOGNISED UNfONS
MANUAL NON-MANUAL
* No union recognition 283 345
* No worker representativeson site 205 228
* Worker representative ofrecognised union on site 929 844
5.2.5 Response rates of 7870 and Tg~o were achieved among these manuaf and non-manuaf worker representatives respectively. In nearly half the cases where theinterviewer failed to achieve an interview the reason stated was a refusal bymanagement to allow the representative to be approached. Relatively fewinstances were found of the representatives themselves refusing. There wereno instances of the representative’s trade union refusing.
The details are set out in Table 5G below.
34
TABLE 5G RESPONSE AMONG REPRESEIWATIVES OF RECOGNISED UNIONS
All ●ligible ●stablinhmonta
Intarviaw achievmd
No interview becauna:
R*fusal by management/otherprson at ent.Jorg.
R8fusal by union
Rafuml by representative
Never availabla
Broken appo~ntment
Ill/away for duration
Rmpremmntativa not involvodIn negot Lation
Samo reprmaentative for(manual)(non manual)
Othar reason
NANUAL
929
No.
726
92
s
43
5
14
3
2
36
10
1
5
●
2
●
●
4
NON UANUAL
844
No.
670
62
6
35
1
11
1
1
37
*
79
10
1
4
*
1
●
●
5
526 Estabbshments at which there were no negohafions wm.lrrecwzmsed uNons. butat winch there was a formal joint cmmn~tee, were ldentdie~ as m Table 5Hbelow
35
TABLE 5H: EMPLOYEE REPRESENTATION IN THE ABSENCE OFRECOGNISED UNIONS
MANUAL. NON-MANUAL
No employees 230 3
Employees covered by 1191 1111negotiating groups
Employees not covered bynegotiating groups:
Formal joint committee withworker representative 41 66
Formal joint committee: norepresentative 65 79
No formal joint committee 534 802.---- -----
All establishments 2,061 2,061----- --.--
5.2.7 Respcmse rates achieved among the worker representatives on thesecommittees were as set out in Table 51.
It will be noted that response proved to be lower than among therepresentatives of recognised negotiating groups. The most frequent reasonwas, again, the refusal by management to allow the interview.
36
TABLE 51 RESPONSE AMONG EMPLOYEE REPRESEFWATIVES IN THE ABSENCE OFRECOGNISED UNIONS
MANUAL NONMANUAL
All ●ligible ●stablishmenta 41 66
Interview achiaved 26 (63%) 44 (67b)
Raasona for no interviaw:
Rafu8al by managementlother 8 ‘1
Refusal by representative
Never available/broken appt. 1 6
111/aw?Iy for duration of●urvmy 1 1
Same repremantat~v* au formanual (non manual ) 1 3
Other reaeon 4 5
528 In summary therefore, at the 2061 estabhshrnents at which mtemem werecsrrsed out, the mcldence of recognmon and formal, but unrecogmsed,employee representation was found to be as follows
Estabhshments TWtbrecogmsed manualnegotiating groups . .
Estabhshrnents wsth formal ‘unremgmsed’representation for manual workers . . . .
Estabhshmetrts vmh neither . .
Estabhshments wth no manual workers
. .
. . . . 1,134
. . . . . . 106
591
230-----
2,061
37
Establishments with recognised non-manuafnegotiating groups . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,072
Establishments with formal ‘unrecognised’representation for non-manual employees . . . . . . . . . . . . . . . . . . . . . 145
Establishmenrswith neidrer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...841
Establishments with no non-manual employees . . . . . . . . . . . . . . . . . . . . 3------
2,061
5.3 RESPONSE AMONG PINANCIAL MANAGERS (MAIN SAMPLE)
5.3.1 At the 1510 establishments that were classfled as ‘trading sector’ (viz. excludingcentral and local government, NHS, LEA’s, QUANGO’S and non-trading publiccorporations) the survey design required that specialist financial and product-market information be obtained, either by means of a separate questionnaireadministered to the ‘financial manager’, or through a financial section includedin the main management questionnaire. The aim was to administer a separatequestionnaire to the financial managers, at all those establishments at which themain manager identfled him/herself as a specialist in eitherpersonnel,or
‘human or manpower resources’ or ‘industrial, employee or stafi relations’.Hereafter we refer to such a respondent as a personnel specialist. It wasthought probable that when such a personnel specialist was present there wouldbe a different manager at the establishment best placed to answer firrancird andproduct market questioms. In contrast, when the main management respondentwas identified as having ‘non specialist’, generaJ responsibility (includingfinancial management), it was assumed that there would be no separatemanager whom it would be appropriate to interview about such matters. Thesemain management respondents were therefore asked the necessary financialand product market questions. Wkhin the main questionnaire the financial andproduct market section was identified as P6-60. The question at whichmanagement respondents were classified as specialkt or generalist was A8.
5.3.2 At 667 of the trading sector establishments the management respondentidentified himself as a personnel specialist, therefore reqtilng the interviewerto obtain an interview with a financial manager. However, at 66 of theseestablishments it was not possible to identify an additional manager in chargeof fhmncial matters either at the site of the establishment or at some otheraccessible site within the organisation*.
*Strictly,interviewerswererequiredtointerviewfinanciatmanagersordywhen theywere availableatthesamesiteasthemanagementrespondent.Inpractice,a numberoffinancialmanagerswereintemiewedata separatesite.
38
53.3 A total of 454 sntetmews was aclueved at the 601 estabhsbmerrts at which anacceswble fmancml manager was ldenufmd. ThIS represents a response rate of76Y0.
!$534 In a number of instances where tbe sntervsewer was unable, for one reason or
artother, to carry out the reqmred sntervsew wstb a financsal manager, (s)he wasable. instead. to ask the eauwalent section (P6-60) wstlmr the masnmanagement quesuorrmre of the management respondent. ‘l%e extent towhsch these substitute data were collected K set out m the Table 5J
TABLE 5J RESPONSE AMONG FINANCIAL MANAGERS
No. * No. of caeeafor wh~ch P6-60
Eligiblo ●atablishments: 601 100 data available
Financial manager intuview achieved:
- at establishment 3al 63.4 6
- at Head Office 51 8.5 1
- at Arms Offlcm 21 3.5
- at more than one nit- 1*
No interview achieved
Refumal by management at estab. 101 16.8 83
Refusal from elaowhere Inorganiaat ion 1*
Refusal by fln.sncml manager 24 4.0 18
Never available 8 1.3
Broken appointment 2*
Ill/Away for duration 1*
Other reamona 10 1.7 4
‘Ineligible’ ●stablishmantm 48(i.-. no accaasible financialmanagerm )
TOTAL 160
535 The total number of fmancsal manager quesuonnmres m the dataset Kaugmented by a further 35 cases where an uttemew was obtarned by themtemewer altiough the mars management respondent was not cksdled as apersomel speclahst and therefore, according to the mtemewmgseparate finrmclal manager mtemew should have been conducted.
rules, no
39
The total number of financial manager questionnaires in the dataset is
5.3.6
5.4
5.4.1
5.4.2
therefore 489.
The number of trading sector establishments at which the manager was definedas a non-specialist and for which the management questionnaire includedfinancial and product market information (P6-60) is 843. The additional 160cases indicated above bring the totaf number of cases in the data file for whichthis information is present to 1003.
RESPONSE AMONG ESTABLISHMENTS (PANEL SAMPLE)
Interviews were achieved at 541 of the 704 establishments originally selected.
Four questionnaires were subsequently rejected, either because ofincompleteness, or because internal evidence pointed to the 1990interviews having been carried out at establishments that were essentiallydifferent from those at which the 1984 interviews had been carried out.The effective number of questionnaire sets is therefore 537.
Two of the addresses selected were withdrawn prior to fieldwork ongrounds of having (inadvertently) been used for the pilot/developmentwork.
Eighty seven of the addresses were found to be out of scope (closeddown, derelict/demolished, untraceable).
At 54 addresses, there was a refusat to be interviewed - either by theperson selected as respondent, Head Oflce, or by someone else at theestablishment.
Twelve addresses were classified as no contac~ and a further 12 asunproductive for some other reason (including the rejection of thequestiomaire during editing).
The 537 effective interviews, therefore, represent an overall response rate of87.3?10. Setting aside those addresses which were not issued to interviewers ongrounds of refusal to the Employment Department prior to fieldwork theresponse rate was 88.3~o
The details are set out in Table 5K below.
40
TABLE SK ANALYSIS OF RESPONSE (PANEL SAMPLE)
SELECTED SRHPLE
?ithdrmtn pro fialdwork (pilot)
Clomd down: D.E. informadClonad down: intarviower infonnationAmalgamated with othor sampled ●otablish-nmnt
rotal found to b. inaligibla/out Of SCOp-Not traced?soved/Gonm away/No furthar informationPremiaea dmrolict/vacant/domol imhed
rotml ●amamtd to b- Out Of SCOp-?otal ●ligibl*/in scepo ●ddrasaasRefusal by ●stabllahmant to E.D. prior tofieldworkRefusal by Head Offico to E.D. prior tofxeldworkRefusal (not so.cifi~d) !xior to fieldwork
!otal unproduct t% ●ddrai s~s m pas sad to.ntmrvimwar~ddrassas pass-d to mtarvimwar:ntarviawad10 (usabla) intarv>aw
Rmfusal :by management resp. Ln personby eomeone else at eatabllehmentby someone at Head OffIcerepeatedly broken appolntmanta
Refusal (Total)
Nmwr ava~lable
Non contact (Total)
Questionnaire re]ected at ●ditingOthar reason
Othar rmsons (Total)
NO
3
3
1
36515
12
48
NO *
704
2
52
35615
60: 100.0537 88.371 11.7
47 7.7
12 2.0
12 2.0
!00.0
1.0
87.312.7
7.7
2.0
2.0
55 RESPONSE AMONG FINANCIAL MANAGERS (PANEL SAMPLE)
551 For the panel sample, snterwem wmbvmrker representatwes were not requuedHowever, as for the msm sample, at those estabhshments at which managementrespondents ]denbfled themselves as specmbsts us personnel, human ormanpower resources, mdusmrd, employee, or staff relabons, the mterwewer wasrequsred to carry out an mtes-wew WItb the fmsncml manager
ThM occurred at 239 estabbshrnents. At 35 of these estabhshments, however,It was not possible to ]denufy a frnsncml manager either at the estabhshmentor at another accessible site wtlurr the orgsmsatson A total of 157 mtemews
41
was achieved at the remaining establishments, which amounts to a responserate of Ti%o.
5.5.2 Table 5L below gives details of non response and the number of occasionswhen substitute data were collected from the main manaszement respondentsusing questions P6-60.
‘
TABLE 5L RESPONSE FROM FINANCIAL MANAGERS (PANEL)
No. % No. of casesfor which P6-60
Eligible establishments: 204 100 data available
Financial manager interview achieved:
- at establishment 125 61.3 1
- at Head Office 16 7.8 1
- at Area Office 15 7.4
- at more than one site 1 0.5
No interview achieved
Refusal by management at estab. 29 14.2 23
Refusal by financial manager 9 4.4 4
Never available 4 2.0
Other reasons 5 2.5 3
23‘Ineligible, establishments(i.e. no accessible financialmanagers )
TOTAL 55
5.5.3
5.5.4
The total number of financial manager questionnaires in the dataset isaugmented by a further 11 cases where an interview was obtained by theinterviewer, although the management respondent was not classified as aspecialist and therefore, accord~ng to the” interviewing rules, no separateinterview should have been conducted.
The total number of financial manager questionnaires in the dataset istherefore 168.
The number of establishments at which the manager was defined as a non-specialist and for which the management questiorm-tie includes financial andproduct market information questions (P6--60) is 292. The 55 addhional casesindicated above bring the total number of cases in the data fde for which thisinformation is present to 347.
42
SECTION SIX
FIELDWORK QUALITYCONTROL
6.1 IL4RL.YWORK CHECKS
611 The fmt batch of quesuomares recewed back from each mterwev.er was subjectto mtenswe checking by SCPR coding staff. Any errors found were documentedad reported to the mtemewer A total of 240 questlonnare sets were checkedm ths way, representing 9.2% of the achieved sample
61.2 In a few csses, questlonnues that dld not contain full mfornratlon were returnedto sntemewers for mmpleuon In these cases the appropriate supemssor was alsoreformed, It being theu task to follow up the report and check that appropriateacuon had been taken to recnfy the sltuatlon
6.2 STRUCTURE CHECKS
6.21 IUgorous strucnsre checking of all quesnomwes was undertaken before generalcoding and ed]tmg A check sheet setting out the mam charactenstm of the setof mtemews from each estabhsbment was completed as soon as questlormareswere recewed m the ot%ce.
These check sheets mdlcated those questlormrures that showed a mismatchbetween the sampled size and SIC category of the estabhshment and themformatlon obtained during the mtesvmv. Addmonally tie sheets focused onex&actmg from the questionnaues any mstqrces m which there were obscurmesor errors m the relatlomshlp between mtemews acheved With wwkerrepresentatwes and the data relating to muon recognmon at the estabhshmentsas described m the management quesuonrmre A COPY of the check sheet andthe mstructlons for ]ts use are included wth thss report (see Appendm F)
622 The check sheets were completed by members of SCPR coding staff Those thatshowed extreme values or unusual combinations of data were then referred to theresearch team (SCPR, and the Employment Department working at SCPR’SBrentwood ot%ces)
In most cases, the research team was able to resolve or accept the queried itemsThe remasnder were returned to the Field Department for further ClanflcatlonThe ma]onty of these cases were resolved by Field Department staff throughtelephone contact wrth the respondents. In a proportion of cases tiequestlonmmres were returned to mtemewers who rems]ted the estabhsbment tocorrect arnb]gume.s and mconslstencles.
The cornposmon of negotiation groups and the extent of umon remgmtlon mhosplttds and educational estabhshmetts was a cause of a substantml propormonof queries.
43
6.2.3 Over 300 questionnaire sets were queried at the structure check stage- some 1370of all productive interviews; 70-80 were returned to interviewers; and in some30 or so cases the original respondent was recontacted for additional informationor clarification. In 1990, this stage of the work absorbed greater amounts of timeand resources than it did in previous years.
6.3 POSTAL CHECK
6.3.1 In 1980 and 1984 the view was taken that such standard fieldwork quality controlprocedures as personal accompaniment of interviewers and supervision during theconduct of the interview itself were not appropriate for this survey. This wasbecause the survey design required not only a long interview with themanagement respondent, but also, in many cases, several visits to theestablishment to interview other respondents. It was considered that if more thanone person was involved by the interviewing organisation, there would beincreased difficulties in gaining cooperation. Alternative postal check procedureswere therefore devised. These were continued in 1990.
6.3.2 The postal check procedure adopted for the 1990 survey was as follows:
a random subset of 1 in 5 of all establishments was identified in both the mainand panel samples (viz all those ending with serial numbers 4 or 9).
- where a productive interview was at a selected establishment, a letter was sentto every respondent, thanking them for their co-operation and invitingcomments on the way the interview was carried out. A form on whichcomments could be entered and a reply paid business envelope were included.A copy of the letter and form is included with this report (see Appendix F).
- in some cases where interviews had been carried out wholly or partially atHead or Divisional Offices, an establishment was withdrawn from the postalcheck prior to mailing, to avoid approaching the same respondent more thanonce.
- in total 875 respondents in 473 establishments were approached. The work of141 interviewers (96% of all interviewers working on the survey) was includedin the check.
6.3.3 The overall response rate among establishments was 90%. Replies were receivedfrom 661 respondents. The dkribution of replies was as set out in Table 6Abelow.
TABLE 6A RESPONSE TO POSTAL CHECK$8.
T TYPE
ManagerFinancial ManagerWorker Representative - ManualWorker Representative - Non-manual
STAN ARD REQ2ND
NorthNorth WestYorks & HumbersideWest MidlandsEast MidlandsEast AngliaSouth IJescSouth EastLondonWalesScotland
393
70102a661
38676474442359
1079928
-MTOTALS 661
807167
u76
757384807972767570683.276
Response to the postal check was generally at a somewhat h@rer level than m1984.
634 Nearly half (47%) of the forms were returned wthout comment. Among thedrfferent respondents, the number returmng comments were as shown below
TABLE 6B PROPORTIONOFPOSTAL CHECK RESPONDENTS WITH COMMENTS
63.5
RESPONDENT TYPE u %
Manager 222 56Financial Manager 23 33Worker Rep - Manual 46Worker Rep - Non-manual 2 x
348 53
A total of 607 separate tmnrnents were ldentdied from the 348 forms that wrereturned wstir comments attached Just under half of the comments related to thequemotmrure Although some of these snchcated that the questiorrmure was
mteresmng and compreherrwve, the ma]onty were crmcal - but not severely so -m one way or another Of those cormnentmg on the management questlormasre,some thought that the data ehcned by the questlormture dsd not fully describether estabhshmen~ some thought the questlonmure too lon~ and some foundn hard to answer Smular ranges of comments were made about the Fumncml
45
Management and Worker Representative questionnaires. A similar level andrange of comments was made after the previous surveys.
Nearly all the remaining comments made concerned the interviewers. Over eightout of ten of these were favorable, commending the interviewers on theirprofessionalism, efficiency or pleasantness. The remaining comments were lessfavorable (“rushed”, “unhelpful”), and where appropriate these were passed tointerviewers and discussed with them by supervisors.
46
SECTION SEVEN
CODING, EIWI’INGAND DATAPROCESSING
7.1 CODING AND EDITING
7.11 Grdmg and edmng of the quest]omues was earned out at SCPR’S Brentwoodos%ces. It was earned out by a small team of experienced clerical wmrkers, manyof whom had worked on the earher WIRS surveys There was also continuousinvolvement by the research team members not only from SCPR but from theEmployment Department ‘They made regular, day long malts to Bretmvoodthroughout the edmng and coding stages of the project.
712 New coding frames were based on hstmgs of answers taken from completedquestlomrares Not only ‘open’ questions were lrste~ but ‘other answers’ toclosed quesuons Generally the number of answers hsted was m the range 50-100
713 Because ‘Wave 2’ addresses were sssued to sntemewers later m the fieldworkperiod”, measures needed to be taken to ensure that the codsrsg frames reflectedthe range of answers from these estabhshmenrs (~]cally, of murse, they wereestabhshments belonging to large orgamsatlons, many of which were from thepubhc sector) The coding frames therefore remrmred open untd some way mtothe coding process Consequently there was some recoding of answers that hadbeen provmonslly coded as ‘other’
714 Parhcular care was taken throughout the processes of coding and edmng toerrsure that the numbers of answers ulumately classtiled x ‘Other’ was kept to ammunurn To tlus end the research team checked and vertfled all answers thathad been so categorized by codem or supervisors. If necessary new codes wereintroduced late m the coding process even where tlus meant the re-exarmnauonof quesuonmmes that were already fully coded
715 In some respects the compslatson of code frames was easier than for the prewoussurveys Many of the open-ended quesuons were repeated and therefore emstmgframes were used, ~th modtilcatloos where necessary. It was clearly of benefitto data users that there should be con.wstency where possible
716 Followsng the compleuon of coding and edmng a full debnefmg of the clencrdteam was held by members of the researclr team. The debnefsng auned toldesmfy any problems that had arisen during the coding and edstmg. Thecomments made were recorded on tape whsch was tied for future reference Thedebnefmg was also particularly useful as background mforrnatlon for thosemembers of the research team who were to be revolved m the mterpretatlon andanalysss of the data
* SeeSecdon33
47
7.2
7.2.1
7.2.2
7.2.3
7.2.4
7.2.5.
BASIC WORKFORCE DATA SHEETS
Particular attention was paid to the Basic Workforce Data Sheet (BWfX) at thecoding stages. It had been made a basic requirement that no record would beaccepted for the finaf datatape if the BWDS was not present. The absence ofthese from the questionnaire set or major inaccuracies or apparent inconsistencieswere therefore dealt with ~ part of the Fieldwork Quality Control’. Sometimesthis involved returning questiomaires to interviewers and recontactingrespondents.
However in 1990 (as in previous surveys) there remained a substantial number ofcases of inconsistent data or missing items - although esserstialfy the structure ofthe information about the establishment seemed sound, Problems were identifiedin approximately one in four cases. Within this group of cases around two fifthswere inconsistencies involving fewer than 25 employees and differences of theorder of 10% or less. These dkcrepancies were left unaltered.
In the remaining cases - which generally involved differences of more than 10%of subtotals, or 25 or more employees - the research team was largely able tomodify the figures on the basis of information contained elsewhere in thequestionnaire set and hence rectify inconsistencies. Where any such action wastaken, however, codes were added so that data users could take account of thisif they so wished.
There was a residue of 1-2% of cases where the inconsistencies could not beclassified as minor. These were left unarnended since there was instilcientinternal evidence to make amendment possible.
The identification of BWDS amendments is contained on Columns 931-944 of thedataset. (Each column relates to a separate field). Cases are coded either:
1. Minor discrepancy noted but left unamended
2. Discrepancy relates to 25 employees or more or dfierences of 10% ormore. No addhional internal evidence; noted and left unrursended.
3. Discrepancy as in 2; but sufficient internal evidence for research team toamend.
A high proportion of these amendments related to BWDS Q.4 as the followingfigures show
Amendments to Q.1 (Manual Employees) 79Amendments to Q.2 (Non-mamraf Employees) 143Amendments to Q.3 (Manual Employees-Subdivisioms) 145
*SeeSection6.2
48
Amendments to Q 4 (Non-manuaJ Employees-Subdwsslons) 283!,
7.3 CCMPUIXR EDITING
731 The computer edmng of the data was earned out m two stages. llse fust edttprograrnme cotrststed of a rigorous check of ranges, falters and questsonnau-estructure. ‘1’nemodsflcatsorss arswrsg from thts stage were earned out by SCPRcoding staff ‘ITsesemnd edst prograrmne comprised a number of logtc checks,checks on extreme values and on relatively complex relatlotdups betweenchfferent secuom of the quemormawe. ‘flse mspectlon of questlonntures andnecessary modstlcatlons generated by thss edst programme was earned out by theresearch team.
7.4 PANEL OVERCODES
7.41 For alJ the panel establishments at wfuch mtemews had been achleve~ each pzurof questlonnsure sets (1984 and 1990) was subjected to a detaded exammat]on bythe research team The purpae was to verify that the mtemews had beencarrted out at what was easentmlty the same estabhshrnent on each occawon Theroutine had been develo~d during a sumlar exercsse earned out on the1980/1984 panel quesuonnrures
742 A proforrna wss dewsed on which key charactermcs of the estabhshments asdescribed m the 1984 and 1990 questlonnaues were set out m partielThe characteristics included
- number and profde (manual/non-manual) of employe~
- Standard Industrsrd Classsiicatson
- formal status (p.1.c., pubhc sector, etc )
- whether head ofhce or not
- length of tune the estabhshtnent has been operatsng from the address
- umons present (and whether recogrused).
In cases where there WZLSnot clear congruence, the questlotmaue-s were SUbJ.Xt
to further scrutiny The process was thorough and detaded and m some casesrevolved lengthy conwderanon and chscusson among the research team
74.3 During the process of exatntnauon four questsonnatre sets were rejected fromthose panel cases that had passed prevsous edttmg checks. There wereconsequently 537 cases us the data set. Data use~ may titerefore be confidentthat they have, subject to the cortunents made below, vahdated longstudmaJ data
49
7.4.4 A series of overcodes was developed during the course of this examination todenote apparent differences between the situationa recorded by interviewers in1990 and 1984. Tltese codes were applied to 102” of the 537 questionnaires inthe data set. The definition of the codes. their location. and the number of casescoded are as set out in Table 7.A below:
TABLE 7A PANEL OVERCODES
COL. CODE DEFINITION NO. OF CASES
3261 1 Wider definition of establishment in1984 13
3262 2 Wider definition of establishment in1990 15
3263 3 Other queries relating to size ofestablishment (inc. 1990 BWDSQ51MGA21, and 1984 BWDSQ1/2). 5
3264 4 Other query relating to ownershipstatus of establishment (inc. 1990MQA3, MQA4, MQA5) 40
3265 5 Differing treatment of rnanuaVnon-manuaf employees 1990/1984 25
3266 6 Query relating to union recognition(Recognition in 1984; none in 1990; butMQC46 = 2) 19
Query relating to union recognition
3267 7 (Recognition in 1990; none in 1984; butMQC46 = 1) 1
Data usersmay thereforeexclude any combination of the above groups if it seemsappropriate for the particuku type of analysis being undertaken.
7.5 ADDITIONAL DATA
7.5.1 At the final stages of tape preparation additional fields of data were added to thesurvey data, at individual case level, The addltionaJ data consisted of
the proportion of the workforce unemployed in June 1990, in theTRAVEL TO WORK AREA (l’TWA), in which the workplace waslocated. Travel to work areas are derived from journey to workinformation from the 1981 Census of the Population. They are comprised
● 87caseshad a singlecode;14twocodw, 1 three codes
50
of groups of wards and have been developed as close approxunatlons ofself mntamed labour markets. here are 334 m the w each wmh arnuumum working populauon of 3,5041
There B separate addmonal reformation for Males, Females and TotalPersons
the proportion of economically actwe persons unemployed m June 1990 mthe LOCAL LABOUR MARKET AREA (LLMA) m which the workplacewas located Local Labour Market Areas are Job Centre based FunctlonaIRe~ons as defined by CURDS (See 753 below) There are 280 mGreat Bntam
Again mformatlon M prowded for Males, Females and Total Persons
the number of job vacancies (June 1990, percentage on the number ofeconomlcrdly actwe persons) at Job Centres m the workplace’s LocalLabour Market Area
7.52 The data were linked to the survey data tlwough the Post Code Sectors Theexerase was earned out prior to the handing over of any data tapes Post Codesand other locational data were of course removed from all of tAe data tapeshanded over by S C P R.
753 The hnked data were prowded by the North East Re&onal Research Laboratory(NE RRL)” at the Centre for Urban and Regronrd Development Studies(CURDS) located at the Uruverslty of Newcastle upon Tyne They were derivedfrom the National Onhne Marqxswer Information System (NOMIS), a databaselocated at the Uruverslty of Durham
“m asamahon wtb theProgramrneofInfonnmon andConunumcsmonTechnology(PIm),spxuor~ lyUreESRC
51
SIXITON EIGHT
WEIGHTING OF ‘lEE DATA(MAINAND PANEL)
8.1 MAIN SAMPLE INITIAL WEIGHTING MATRIX 1
811 In the selectlon of uruts from the 1987 Census of Employment, a range ofsamphng fracuons was employed. The samplmg fracuons are set out m SectIon2 They vsned according to the stze band (i.e. total number of employees) ofthe umts wsthm two groups of SIC cla5ses.
Class 91 (Pubhc Adrmrmtrahon), 93 (Education), 95 (Health)
All Others
‘he dataset, therefore, clearly has to be rewelghted before analyws m order tocompensate for tie mequahtles of select]on
812 The method of calculating the appropriate weights was as follows:
(a) Fuw, lt was necessq to ascertamwhether the estabhshment about whichthe mtemew had been conducted, was the eqsuvalent of more than onecensus urut
Some examples of t.luswere ]denttf]ed during the pre-fieldwork scannrngof the sample hstmg and more were ldentdied by mtervsewers during thecourse of fieldwork The ma]orsty, however, were obtained from acomputer scan of the complete 1987 Census of Employment fsles toestabhsh all cases where a selected census umt had precisely the samepostcode as other umts us the Census and all the umts appeared tobelong to the same orgamsat]on The scan was cmmed out by themembers of the research team based at the Employment DepartmentIn total, 345 such cases were ldentnled wmlun tie sample of 2,061productwe cases. (In 1984, the proportion was very sumlar -300 out of2,019 cases) For each of these cases an mdwrdual we]ght was calculatedThe appropriate we@t was not wrnply that for the ssze band/SIC cellfrom wtuch the umt had been selected (see below), but needed to takemto account the probabdmes of mcluslon of each of the other umtswsrhm the estabhshment
(b) Aside from these cases, the remastung 1716 needed sunple compensatingwelghtmg accordsng to the stratum from whrch they had ongrnal.ly beenselected Thss we]ght corresponded to the mveme of the probabdny ofthe selecfion of the census unsts m each stratum. mere were therefore12 we@ts (6 sue band strata x 2 SIC class groups)
53
8.1.3 The weighta described above restore the unequaf probabilhies of selection an~where necessary, compensate for the fact that the Census unit did not matchthe definition of a working establishment required by the survey. They aredesignated as Weighting Matrix 1.
8.1.4 One effect of the application of this matrix is illustrated in Table 8A. Forcomparative purposes the table incorporates an analysis of the 1987 Census,both as originally sampled from and after adjustment bywithcfrawing from eachsize band the proportion of units that was found during the survey either tohave closed down or to have fallen below the threshold of 25 employees in theperiod between 1987 and 1990.
TABLE 8ACOMPAIUSON OF WEIGHTED SAMPLE (MATRIX 1) WITH 1987 CENSUS
UNITS THRT IN 1987 1987 CENSUS 1990 SANPLESAD :
ORIGINRL RDJUSTED WEIGHTED
NO. % NO. % NO. %
25-49 EMPS. 74,956 (52.7) 54,568 (49.0) 93s (46.9)
50-99 EMPS. 35,215 (24.7) 29,123 (26.2) 543 (27.1)
100-199 EMPS. 18,178 (12.s) 15,651 (14.1) 293 (14.7)
I 200-499 EMPS. ] 9,921 ( 7.0)1 S,582 ( 7.7)1 162 ( 8.1)]
I 500-999 EMPS. [ 2,693 ( 1.9)1 2,294 ( 2.1)1 44 ( 2.2)/
I 1000-1999 EMPS. I 960 ( 0.7)1 77S ( 0.7)1 15 ( 0.8)\
2000+ EMPS. 360 ( 0.2) 134 ( 0.2) 5 ( 0.2)
TOTAL 142,283 100.0 111,130 100.0 2,000 100.0
8.1.5 In Table 8A there are, of course, some differences between the weightedsample and the adjusted census figure. The sample has slightly fewerestablishments than the census in the 25-49 employee sizebsnd and slightlymore in all other size bands. This reflects the relatively low response in thelowest sizeband, commented on in Section 5. The overall difference is notsubstantird enough to merit corrective weighting*. If we definethe population
as establishmentswith 25 or more employws in 1987 and existing (still with25 or more employees) in 1990, then the sample, after MATRIX 1 weighting,is representative of that population.
* Thisisintinewiththepracticeforthe19S4and1980surveys.TherewerealsominorvariationsintheresponserateachiwedwithindifferentSICDkisionsandStandardRegiona.No correcdveweighdnghasbeenapptiedforthesedifferenceseither.Nor havewe addedanyadditionalweightsasacompeaaationfortJredifferencesbetweentheresponseratesachievedfrom differentgroupsofrespondents(management,workersrepresentatives,tinancialmanagers).
54
8.2 MAIN SAMPLE FURTHER WEIGHTING MATRIX 21,,,>. -1 ,1,
821 However, such a populauon wdl necessary exclude estabhshments that havemme mto emstence during the pemod between the Census compdatlon date(September 1987) and fieldwork. Such estabkhments are hkely to be relanvelysmall m terms of the number of employees. Tlseu excluslou tlrerefore, meansthat us the sample, after MATRIX 1 weulmtsg, there wdl be a higher averagenumber of employees per estabhshrnent than there would be m a representatwesample of estabhshments emstmg m 1990
To compensate for tins, we need further we@mng procedures addmonal tothose outlined above
8.2.2 In order to calculate further we@ttmg factors - MATRIX 2- ]t u necessary,mtt]allyto estunatethe ‘true’number of estabhahments wthur each sue band
at the trme of fieldwork.We have the evsdence, not only of the 1987 Censusof Employment, but also of a further Census carmed out m 1989. In Table 8B,we set out an estunate of tie populauon of census umts and employees mMarch 1990, compared wrth the Census data for September 1987 and 1989.
TABLE 8B NUMBER OF CENSUS UNITS AND EMPLOYEES 1987, 1989, 1990.
CENSUS CENSUS ESTIWATESEPT. 1987 SEPT. 1989 HARCH 1990
yo . OF CENSUS UNITS
25-49 EMPS 74,956 79,719 80,05550-99 EMPS 35,215 37,583 37,751100-199 EMPS 18,178 19,051 19,112200-499 EMPS 9,921 10,194 10,213500-999 EMPS 2,693 2,609 2,6041000-1999 E14PS 960 937 9362000+ E14PS 360 372 373
TOTAL 142,283 150,465 151,044
P~B~ (’OOOL
UNITS WITH:UNDER 25 EMPS [5,962] [6,562] [6,603]25-49 EMPS 2,546 2,713 2,72550-99 EMPS 2,42a 2,593 2,605100-199 EMPS 2,503 2,616 2,624200-499 EMPS 2,968 3,059 3,065500-999 EMPS l,a32 1,774 1,7701000-1999 E14PS2000+ EMPS
1,309 1,266 1,2631,252 1,251 1,251
TOTAL (25+) 14,830 15,272 15,303
TOTAL (w) 20,Soo 21,s34 21,906
823 It can be seen that between September 1987 and September 1989, the wrkmgPopulation increased by nearly 5%. ‘he rncrease was, however, much greate~
55
in Census units with 24 or fewer employees (10.1%) than among Census unitswith 25 or more employees (2.9%).
8.2.4 Subsequently, weights were calculated for each size band of establishments (asindicated at the time of interview in 1990) so that the profde of units matchedthe estimated profde for March 1990. The weights are set out in the Table 8C.
TABLE 8C CALCULATION OF MATRIX 2 WEIGHTS
SIZE OF SAMPLE AFTER WSIGHTING SAMPLE AFTER SAMPLE AFTERUNIT (NO. MATRIX 1 FACTORS MATRIx 2 NEIGHTING MATRIX 2OF NSIGHTING (BEFORE SCALING) NEIGHTINGEMPLoYEEs (sCALED TO (SCALED TO1990 2000) 2000)
ESTS . EMPS . ESTS . EMPS . ESTS . EMPs. (,000)
NO. NO.
25-49 851.0 30,781 94.07 80,055 2,895,512 1,060.0 2,924
50-99 554.0 3a,414 68.14 37,751 2,617,581 499.9 2,643
100-199 334.9 46,151 57.05 19,112 2,633,514 253.1 2,659
200-499 177.7 53,462 57.38 10,213 3,071,977 135.2 3,102
500-999 52.7 36,017 49.13 2,604 1,781,674 34.5 1,798
1000-1999 21.3 29,o44 44.57 936 1,277,034 12.4 1,288
2000+ 5.4 25,646 46.62 373 1,145,547 4.9 1,155
TOTAL 2000.0 259,515 75.52 151,044 1S,422,839 2,000.0 15,569
8.2.5 Table 8D demonstrates the extent to which the weighting procedures generatea sample that is matched in terms of Standard Industrial Classification with the1987 Census of Employment.
56
TABLE SDCOMPARISON OF WEIGHTED SAMPLE WITH 1987 CENSUS
SIC (1987)DIVISIONS
Energy, wat~r Supply (1;Construction (5)Distribution, Hotel-,Catering (6)Tranmport,Communicantion (7)Banking, Finance,Inmurancm ●tc (8)Other Servicem (9)
ALL SERVICES
Mineral Extract ion etc(2)
Metal Goods(3)
Other manufacturing(4)
fiLLNANUFACTURING
Base for percentage
CENSUS OFES4PLOYHENT
1987
1.25.4
20.3
6.3
12.431.1
76.7
2.9
9.7
10.7
23.3
142,283
WIRS SAMPLE (1990)
UWWE IGHTED
2.63.5
14.6
7.6
10.130.6
69.0
5.2
13.8
12.0
31.0
2,061
AFTERNATRIX 2WEIGHTING
1.14.7
20.9
6.4
12.833.0
7B.9
3.0
8.5
9.6
21.1
2,000
83 PANEL SAMPLE WEIGHTING
831 The procedures for the welghttnK of the panel sample data are. m unncmle.sund~ to those apphcable lo h-e tnam ~smple. here were & ~tage~ ofwelghtmg Imtnlly, weights were apphed so that the profde of productwemtervtews matched, m terms of ssze band, tie profsle of establishmentsongmally selected from the 1984 sample, after adyWrnent to allow forvanatzons m response across the size bands and the propomon wmhsn eachwe. band that had been found to be out of scope These weights were thenscaled to a base of 500.
832 The second stage of panel wmgimng was to apply the 1990 we@ts to the fmsl(Matrix 2) weights from 1984. The resultant wwghts were then scrded to a baseof 500 The results of the we@mng are set out m Table SE
57
TABLE 8E: RESULTS OF PANEL SAMPLE WEIGHTING
I 25 - 49 I 198 (16%) I 82 (16%)
50 - 99 225 (19%) 93 (19%)
100 - 199 213 (18%) 88 (18%)
200 - 499 212 (18%) 88 (18%)
500 - 999 182 (15%) 75 (15%)
1000 - 1999 125 (10%) 52 (10%)
2000+ 52 ( 4%) 22 ( 4%)
TOTAL 1,207 500
1990 SAMPLE I
--lWITH INITIALWEIGHTING &1984 (MATRIX2) WEIGHTS
(c)
204 (49%)
a151 (28%)
75 (13%)
46 ( 7%)
16 ( 2%)
6 ( 1%)
-+-l(b) is denoted on the datatape as WEIGHT 3;
(c) is denoted as WEIGHT 5.
8.4
8.4.1
8.4.2
8.4.3
SAMPLING ERRORS (MAXN SAMPLE)
The WIRS sample design includes both stratification and disproportionatesampling between strata, as well as post-stratification weighting. It is necessaryto take these factors into account when calculating sampling errors. As far aspossible the processes of calculation used for previous surveys in this series werefollowed for tbe 1990 survey. There were, however, some additional complexitiesin the design of the 1990 survey which were thought likely to have an effect onthe sampling error estimates.
For previous surveys, the frame had been stratfiled into 7 size bands accordingto the number of employees in a census unit. Disproportionate sampling betweenbands required compensatory weighting. A minority of selected census units werefound to be part of establishments which also comprised other census units.These establishments therefore had multiple chances of selection, so theappropriatedown-weighting was applied. A post-stratflcation weight wss then
appliedto each case,so that the weighted sample conformed to estimates of thepopulation distribution across the 7 size bands.
In the 1990 survey, establishments were allocated to 7 size bands within twobroad SIC classifications (see Section 2.2). The sampling fraction was the samein 2 bands, so there were 12 compensatory weights to apply at this stage. Again,a minority of selected establishments (345) were found to consist of multiplecensus units, and were indkidudly down-weighted.
58
844 The mttml s~e/SIC allocanon was based on data from the 1987 Census ofEmployment. After f]eldwor~ estabhshmenrs were re-allocated to the 7 sszebands according to thew actual ssze at the mne of ~ntemew. Post-strattilcatlonwe@ts were apphed to estabhslrments according to these new band allocauons,rather tbasr to those based on 1987 dat~ rmd using the updated populationestunates referred to elsewhere The detads of the procedures used are set outus 81 and 8.2. The unphcatlon of the adpstment u that a greater potentmfvanabdlty m the we@ts IS mtroduce~ although m fact the ma]onty ofestabhshrnents fell mto the same sue band m both allocauons
84.5 Table 8F show the estmrated sarnplrng errors for a number of survey variables.ALso shown E tie associated design factor (DE~), ttus can be defined as theratio of the samphng error ansmg from the complex design, to the samplmg errorestsmated for a sunple random sample (SRS) of the same ssze. A DEFT’ of 1mdlcates that the sarnphng error for the compl= de.wgrrMno rhfferent from theerror from SRS, whereaa a DE~ greater than 1 shows the degree to whschesttmates from the sample With a complex des]gn are less prease. The sarnphng
errors presented need to be doubled to provsde an c.mrnate of 95% confidencemtermls.
59
TABLE 8F SAMPLING ERRORS
Samplingerror DEFT
ESTABLISHMEfW BASED (%)
Manual union members present (C2)* 1.6 1.4Manual unions recognised (C1O-12) 1.5 1.3All manual employees in closed shop (E2) 0.6 1.5Industrial action by manual employees (M2) 0.5 0.9Non-manual union members present (C2) 1.2 1.1Non-manual unions recognised (C1O-12) 1.2 1.1Industrial action by non-manual employees (M2) 0.9 1.4Formal procedures for disputes over pay and conditions (S1) 1.2 1.1Job evaluation scheme present (K4) 1.2 1.2
EMPLOYEE BASED
Proportion of manual employees in establishmentsrecognizing manual trade unions (C1O-12) 1.6 1.4
Proportion of employees in establishments with jointconsultative committee (Ll) 0.9 0.9
Proportion of employees in establishments with formalprocedure for discipline and dismissals (Jl ) 0.7 1.5
8.4.6 In spite of the additional complexities of the 1990 design, the margins of error arevery similar to those calculated for previous surveys in the series.
● References me to questions in the main Management Questionnaire.
60
APPENDIX A
THE QUESTIONNAIRES
MAIN MANAGEMENT QUESTIONNAIRE
BASIC WORKFORCE DATASHEET
FINANCIAL MANAGER QUESTIONNAIRE
WORKER REPRESENTATWE, (NON-) MANUAL QUESTIONNAIRE
ERRATA
Al
AZ i
A3 *
Lot<
A4 ‘
Gne a
A5*
P 1070
W,*,
WEKPIACS InmuYsE ESLATIOMS SOR_ 1990
MUAGBHE~ QUESTI09MIEE
(l-4) (5) (6-7) ~R~(fl-ll)MINS 24
‘E”: ~ ❑ CA:m““‘“= m:...
A BACKGROUND CHARACTERISTICS
I would like to begin by askms you some general que8tmn8 aboutthis establ18hment.
What LB the main activity of thla establlshmentqIF ~CSSSAEY, PROBE FOR CLARIFICATIO~
May I check whether the main activity ofthis establlehment IS manufacturing or Ye8, manufacturm~n0t7
No, not manufacturing
SHOW CARD A Please look at this card, and tell mewhich phrase best describes the formal status ofthis eatabllshment (or the organlsatlon of which lC1s a part)7
Limited Company or P.L C. - private sector
Partnerahlp/eelf-proprletor8hlp
Company llmlted by guarantee/Trust/Friendly society/Charity
lIf!G Co-operative)ssWD13
State or government owned Limited Company
mLY Trading Publlc Corporation/NatMnaliaed lnduetry
Non-trading Public Corporation
Qua81 Autonomous National Governmental 0rgani8ati0n (QUANGO)
Central Government (mcl NHS and Local Education Authorlties)
Other (SPECIFY Am kUUG MOST RELSVARY CODE AM-WE)
o U.o
[ I
1
2
01
02
1
03 TBADIMG04 SECTOR
05
06
07
1
08 PUBLICSEEVICES
09
Is thzs eatabllshment one of a number of different e8tabl18hment8belonglng to the Bame organlaatlon or a aangle Independent establish-mentq IF 1SIMX.S 15N3P~SEl ESTABLISSHEHY’ ASK CNSCK QDESTIOII:So thIsestabllahment represents the whole of your organisation in the UKand does not belong to another UK body7
Single independent establlshuientlnotbelonging to other body
number of different e8tabllehments wlthm a larger organ~aatmn E
IB this establlahment the Head OffIce of your organlaatlon ora similarmaking or
admlnlstratlve office that does not Itself engage mselllng goods or providing services?
Head office 1
Other admm office 2
Neither of these 3
12-15
16
17-18
19
20
A6
A7
A8
A9
A1O
All
A12
-2-
Now about your job.
Firstly what is the title of your job?PROBE YOU DETAILS OF JOB TITLE:
(May I just check) does your job title include thewords (SEAD ONT) . .
... ‘personnel’?
... ‘human or manpower resources ‘?
... ‘industrial, employee or staff relations ‘?
and do you have responsibility for financial management here?
INTBRVIKWSR:
O.u. o.
E
YES No
1 A
2 A
3 A
4 A
RESPONDENT CODED 1, 2 OR 3 BUT NOT 4 AT A? = ‘SPECIALIST‘ 1 ~= *9
ALL OTHER RESPONDENTS = ‘NOT SPECIALIST ‘ 2_
How long have you been doing this job at thisestablishment?
Is there here at
WRITS IB YEAKB (TO NSAREST YSAS) I
OR Less than 6 months 00
this establishment a manager ordirector responsible for personnel or industrialrelations matters and who is senior to you? Yes 1
No 2
I am now going to read out a list of different workresponsibilities. Can you tell me for each one whether ornot it forms pat-tof your job or the job of someone respon-sible to you? SSAD 00T AND SKCOED SACS IN TUKN IU GRID BELIM.
IF H(JSSTNAN ~ ITBIIERINGED AT QOSS120N All, ASK A12
Which two of these items take up most of your time?
Pay or conditions of employment
Procedures for grievances, discipline or disputes
Recruitment or selection of employees
Training of employees
Systems of payment
Job evaluation schemes or job grading
Disciplinary cases
Staffing or manpower planning
None of these
Al1
YES NO
1A
2A
3A
4A
5A
6A
7A
8A
~
A12
(TWO MAIN)
1
2
3
4
5,.
6
7
8
)
21-26
27-30
31
32-33
34
35-42
43-44
0 To A7(l
A13
A14
A15
IA16
A17
A18
A19
A20
-a-
pproximately what proportion of your time do youpenalon these and other personnel or employeeelat10n8 mattersq WKITS In z I I I
A3iDcDDE:
E
Less than 25% 1 GO TU A17
25X or more 2 ASK AM
Other answer 3 GO TD A17
re these re8p0nSlbllltleS In relation to3fMDouI
all aectlone of the workforce, 1ODE OBSIIL!/
manual workers only, 2
or non-manual workers only, 3
or are your resp0n81b111t1ee different for differentsections of the workforcev 4
lrr33EvIsusE:SES 3LBPSKSBCSSHSET
IF E5TABL15F2iENTIS ‘MuLTI’ (cODE 2 AT A4) X ASK A16
ALL OTHERS Y GO TO A17
re these responsibilities In relation only to thisstab118hment or also to other e8tab11shments lnour 0rgan1sat10n7 This establlehment only
Others as well
.owmany years’ experience do you Less than 2 year8ave ln personnel or employeeelatlOns management either ln
2 years - leas than 5
hls estab118hment or elsewhere? 5 years - leae than 10
10 years - less than 15
15 years - less than 20
20 years or ❑ ore
~part from your experience do you have any:ormal quallflcatlOns ln personnel managementbr a closely related subject? Yes
No
lhat quallflcations are ,t,heae? PKOBE YDE D337AILS
+[,$
‘o you have any staff, apart from clerical andecretarlal staff, to a~sist you in personnel ormployee relationa matters here? Yea
No
1
2
1
2
3
4
5
6
1
2
+5-47
48
49
50
51
52
53-58
59
A21
A22
A23
A24
A25
-4-
For how long has this establishment been operatinghere at this address?
Less than 1 year
1 year to 20 years WSITK IIINO.
More than 20 years
Don’t know
Ras it always been here or has it had a previous~ddress? Always here
Previous address
>ther answer (SPECIPY)
How many miles did theits previous address?
establishment move from(PEOMPI HITS PSEGODES)
Less than 2 miles
2 miles or more but less than 5 miles
5 miles or more but less than 10 miles
10 miles or more but less than 20 miles
20 miles or more but less than 50 miles
50 miles or more but less than 100 miles
100 miles or more
SE(3WGAND BRoughly what proportion of employees at the previousaddress moved to here? Please choose a range fromthis card.
Less than 25%
25% but less than 50%
50% but less than 75%
75% or more
SHOW GA.NDc#hat happened at this address before this establish-ment started operating here? Please choose a phraseErom this card.
RING No activity involving substantial employment.DN8 The premises were newly built on a gi-eenfield/CODE derelict site3NLY
There were premises involving employment, but these werereplaced or refurbished before we started using them
Same or similar activity, but under different ownership
Different activity - and under different ownership
Different activity - but under same ownership
)ther (SPECIPY)
00ASK331A22
~21
FTO A26
98
1 GO TOA26
2 ASK A23
3 GO TOA25
1
2
3
4
5
6
7
1
2
3
4
01
02
03
04
05
06
BLANK
60-61
62
63
64
65-66
67-80
A26
AZ7
AZ8
-5-
XWl CARD D:8 this establishment currently uamg microelectronicsn any of the applications on thla card? PROBE: Any,thera? OFYIL No
:ODE ALL YSAT APPLY Compu’clngldataprocessing
Word proceaslng
Design
Machine control (of Individual machmes)
Process control (of Indlvldual Items of process plant)
Centrallsed machine control (of groups of machmes)
Integrated process control (of several stages or procesees)
Automated handlzng (of products, materials or components)
Automated storage
Point of sale/retail applications
Teetlng, quallty control
None of these
,reany of the followlng computing facllltlea currentlyn use at this establishment’f ElfAooo’r AuDlEcom SAcn m TORN.
A main-frame computer on the alte
l~nk from a terminal or micro/personal computer to a computersited at another establlehment In the same organieatlon
In-sitemlnl computer or other non-ream-frame serving a numberof terminals
On-site mlcrO/per80nal computers operating In leolatlon
A number of mlcrolpersonal computers llnked together In anetwork or llnked to another computer
llnk from a terminal or micro/personal computer to a computerbelonglng to another organlsatlon
An on-site computer to which employees can llnk while workingat home
The use of bureaux services
None of these
.mBmISmR: SEE EEY21EEUCESNEEI
REPEAT
01
02
03
04
05
06
07
0s
09
10
11
00
I’Bs
01
02
03
04
05
06
07
08
00
1
Im
A
B
c
D
E
F
G
H
IF TRADING SECTOR (01-06 AT A3 ) AND MANUFACTURING (CODE 1AT AZ) x ASK A29
IF TRADING SECTOR AND NOT MANUFACTURING Y :=;OM B—
ALL OTHERS I Z GO TO &l,
1-5
•1
CD07
8-29
30-45
A29
A30
A31
A32
A33
-6-
Suou CARD EWhich types of tools and machinery are used at all formanufacturing in this establishment? Pleaee choose fromthis card. PROBE Any others? ONTIL NO. REGOSD ANSWSSSBELOW.
Hand tools and manual machines
Powered machines and tools
Single-cycle automatic and self-feeding machines
Repeat-cycle automatic machines
Self-adjusting machines requiring resetting before a changeof task
Self-adjusting machines capable of various tasks withoutresetting or reprogramming
3ther (SPECIFY)
01
02
03
04
05
06
07
Thinking of the manualtheir physical working
None of these
workers here, how do you thinkconditions compare with those
of manual workers in manufacturing industries generally?&re they .. NsAo OOT ...
Roughly what proportion ofare working in these below
iould you say that in real
. . . better than
... about
... or not as good as
all manual workers hereaverage conditions?
terms the operatinzbudget for this establishment is bigge; or sm~llerthan last year?
About
sHOW GANIlB AGAINibout what proportion of the establishment’s totaloperating costs are accounted for by wages, salariesand other la,bo”rcosts like pensions and nationalinsurance? Please choose a range from this card.
Less
25% but less
50% but less
average,
average,
average?
00
1
}
GO TO
2SECTION B
3 ASK A31
NOW m To SECTIIJNB
Bigger
Smaller
the same
than 25%
than 50%
than 75%
75% or more
1
2
3
1
2
3
5
B1
B2
B3
B4
B5
B6
-7-
B MANAGEMENT ORGANISATION
[SITKEVIKSiBE:S~ =RHW3S SUEET
IF SINGLE ESTABLISHNENT (1 AT A4) OR HEAD OFFICE (1 AT A5) X GO T13B6
ALL OTHERS Y ASK B2
10 you have contact with a Manager or DirectorSt a higher level and at a separate establishmentLn your organlsatmn m the UK who spends a ma]orpart of hlsfher time on personnel or Industrialrelatlons matters?
‘:: E
IS that Manager or Director at your organ~satmn’s3K Head office level or at a level between thisestablishment and Head office?
Between establishment
;enerally speaking, how often are thesecontacts or communlcatlone between you andthat Manager or Director?
~ Head office
and UK Head office
Every day
Le8e oftenlonce a week
Less often/At least once a month
Less often/At least every 3 months
Less often than once every 3 months
Variesldepende
suaJcAEDFUhlch of these matters do you ever consult thatmanager about? Please choose from thlg cardPROBE: Anv others? URYIL ‘No’
Pay or conditions of employment
BJIC43EDALLTEAT APPLY
Procedures for grlevancea, dl.sclpllneor dleputes
Recruitment or Belectlon of employees
Tralnlng of employees
Systems of payment
Job evaluation schemes or job grading
D1acipllnary casee
Staffing or manpower plannlns
None of these
mYsRv2EWBl: SBB mFY.REucs Sumrr
1
2
1
2
3
4
5
6
1
2
3
4
5
6
7
8
0
IF TRADING SECTOR (01-06 AT A3) AND MULTI (2 AT A4) x &3K B7
IF TRADING SECTOR AND SINGLE ESTABLISHMENT (1 AT A4) Y ~ mB16
PUBLIC SERVICES z GD TU B17
B7
B8
B9
B1O
Bll
B12
B13
-8-
SEow CARD GWhich of these statements best describes howdecisions about this workplace are made in yourorganisation? Firstly, in relation to the
appointment of a new Senior Manager at this workplace.RECORD BEL41W. ONS CODE ONLY.
... and in relation to a decision to recognise orderecognise a trade union or unions? RSCORD BEf.13H.ONE CODE OITLY.
... and in relation to the use of any financial ot-budgetary surplus? RECOSD BELOW. ONB CODE ONLY.
The decision would be made at this workplace
The recmendation would be made at this workplace and approvedat an intermediate level in this organisation
The decision would be made at an intermediate level in thisorganisation
The recommendation would be made at this workulace andapproved by the UK
The decision would be made at the US
The decision would be made at the overseas
I would now like to ask you about the Board ofDirectors or top governing body (in the UK) ofthe organisation to which this establishmentbelongs. Is there someone on this body who hasresponsibility for .. (READ OllT).
Head office
Head office
Head office
REPEAT
—
37—
1
2
3
f+
5
6—
38
1
2
3
4
5
6
—
~
1
2
3
4
5
6—
—
(CODE ALL TSAT AFPLy)
&
industrial relations matters? 1CO TO B1l
... personnel matters? 2
Neither 3 CO TO B15
INTKRVIBWBR: CBSCK B1O FOR ANSWER CODED
Both Code 1 -a@ 2
.EEither Code 1 or 2 B
Is the same person responsible for both industrialrelations and personnel matters, or is it twodifferent people?
Same 1 ASK B13
Different people 2 (XlTO B14
Is that his/her main job?
Yes
No
1
}CO TO B17
2
1-5
•1
CD08
B-10
11
12
13
14
t
B14
B15
B16
B17
B18
B19
—
[s this the main job for either of
:rYsuvIsusu: SKS 3fKFSBEECSSEKST
-9-
them?
Industrial relationa YeB
No
Personnel matters Yes
No
1
2
1
—w TO B17
1
2
IF TRADING SECTOR (01-06 AT A3) AND SINGLE ESTABLISSMBNT
(1 at A4) x ASK B16
ALL OTRERS Y GO YU B17
loee the moat senior management body here Include
Inyone who ha8 apeciflc responslbkllty for,ersonnel or industrial relatzons7 Yes 1
No 2
‘hlnklng now of,employee relatmns generally, havemy matters, during the last 12 months, causedmanagement here to obtain advice from a person or,ody outside this organl.satzon?
Yea
No
IHCUCAml n‘tom any person or organlaatlor,on this card?‘ILOBE:Any others? DliTIL No BKCOUD In G3uDI-. PROBE.: Any others not on this card?—
F ~RS TEAllOHS AIIBHKRAT B18 ASK B19
‘remwhom dld you obta=n advice on the mo8tmportant occaslon~ 03tSU)DIIOIILY
ACAS or other Government agency
Management consultant
CBI or other employers’aasoclatlon
Full-time officer of a trade unmn
Outside lawyerfaollcltorlbarrlster
0ut8Lde accountant
Personnel Manager at another organlsatlon
‘ther (BPBCIFY)
ther (SPECIFY)
E
B18
01
02
03
04
05
06
07
08
B19
01
02
03
04
05
06
07
08
15
16
17
18
19-32
33-34
B20
B21
B2’2
B23
B24
-1o-
SEOU CARD IPlease look at this card. Is information on any of these items collectedand used by management, here or at a higher level, to review performanceand uolicies on an annual or more freauent basis? 1P YES: Whichitems? PROBE : Any others? UNTIL No. SSGOSD IN GRID BELOW.
COWTIWOB TO SEOW cASD IIs information on any of these items given toemployees or employee representatives here on an annual or morefrequent basis? IF YSS: Which items? PSOBE : Any others?UWTIL No BEC43RDIIiGRID BELQW.
Number of resignations
Staff sickness and other absences
Accidents/injuries
Occupational health matters
Labour productivity
Level of wagelsalary costs
Training received
Skills and qtialifications
Ethnic mix of workforce
Sex,fgendermix of workforce
Age structure of workforce
None of these
IWTF.IIVIEWSil:SEE RSFEIOMCE SBEET
(B20)USED BY
MANAGEMENT
01
02
03
04
05
06
07
08
09
10
11
00
(B21)
GIVEN TO3MPLOYEES
01
02
03
04
05
06
07
OB
09
10
11
00
IF TSADING SECTOR (01-06 AT A3) x ASK B23
IALL OTHERS Y
GO TOSECTIO14C
Is this establishment (ADD IF PAST OF A LAlU3fROSGAMISATION - either directly or through the parentorganisation) a member of an Employers Associationthat negotiates on behalf of its members with unionsor staff associations to regulate pay or terms ofemployment?
‘;E#hat is the name of the Employers Association?RSCOSD FULL NAKS :
BLANK
35-56
57-78
79
80
I-11-
OFFICE USE ONLY
FI FI FI FI m FI FI rlrlrl1-10
EHJclEl@unnfiD 2’-30
ilclclclnnn nun 31-40
❑ clclclcmmm=lnu 41-50
clcl Elclnnnnn D “-’0
❑ lnnclunnnnn 61-70
❑ clclilnnunnu 71-80
c1 ~
C2
C3
C4
-12-
C: UNION MEMBERSHIP AND RECOGNITION REPEAT
Now I want to ask you about any trade union and staff association membershipthere may be among the workforce - manual and non-manual, full and part-time.
INTSRVISWER: ENTSR TOTALS IN L.E. COLONS BELOW FRON B.W.D.S. AND ASR FORRAGS GRoOp PNESE~
you say there are (SPECIFY NONNER) manuallnon-manual full-timelpart-time emplo>ees here How many of them are members of unions or staff associations? RECORDNUNBERS IN CENTlt3iCOLUNN. IF NOT sNOW WNETBER NENBERS PRESENT, WRITE IN ‘DK ‘.KBCORD % IN R.E. COLUNN ONLY IF NUNBER NOT KNOWN. IF % NOT RBOWN BUT WANEEMPRESENT WRITE ‘DK’ IN R.H. COLONS.
TOTAL EiYPL. FROMB.W.D.S.
=s ‘“’L- ~
=s ‘ART-CuIn‘of”“NUALSCnIn
INTERVIEWER: I03F7!RTO GRID ABOVE
MEMBERS OFUtlIONS/Sl’AFFASSOCIATIONS
% MEMBERSHIPIF NUMBER NOT
KNOWN
m’
EImn Un’mum Eml’DIIIl ml’EnIIl UI1’EmEn UI1’EIIIIl Em’
I IF = NANUAL ~ NON-MANUAL UNION MEMBERS ] 1 GO TO C9
IF NEITHER MANUAL ~ NON-NANUAL UNION MEMBERS I 2 ASK C3-C8
ASK C5 & C6IF MANUAL UNION MEMBERS BUT NOT NON-MANUAL UNION MEMBERS 3 ~Nwm
I C9ASK C3 & C4IF NON-MANUAL UNION MEMBERS BUT NOT NANUAL UNION MEMBERS 4 *N aTo
So far as you know, during theany union attempted to recruitmanual workforce here?
During the lastfor recognitionworkers at this
6 vears*has therefrim any union orestablishment?
last 6 years: hasYes
members from theNo
No manual employees
Don’t know
been any requestgroup of Illa””al
Yes
No
No manual employees
Don’t know* IF )3STA8. IS LESS THAN 6 TEAKS OLD: ‘Since
you began operating here ‘
1
2
7
B
1
2
7
8
1-5
a
CD10
8-15
16-23
24-31
32-39
40-47
48-55
56-63
64
65
66
C5
C6
C7
C8
C9
-13-
;O far as you know, during the last 6 year#has anmien/as80cmtmn attempted to recruit members from:he nonnnual workforce here? Yes
IY KSl%S. IS LSSS ‘211AB6 YEARS OLO: ‘Since No
you began operating here ‘Don’t know
)urng the last 6 years*has there been any requestEor recognition from any union, asaoclatIon orpup of non-manual workere? Yes
~ IY ESTAS. IS I.sSSTllAS6 YEARS OLO: ‘Since Noyou began operating here ‘
Don’t know
low would you describe management ‘a general attitude:owards trade union membership among employeee at:h18 e8tabl18hment 18 management (ID3ADOOT) ..MD CODE ORJIOHLY
In favour of trade union memberahlp
not In favour of It—
or neutral about It?
SPOEIANSOUS OHLY : Other answer (ESCOlf21FULLY)
1
2
3
1
2
3
01
02
03
04
)oes management here take any steps to find outrhether potential recruits are union members
- either by requlrlng them to state It or byborneother method?
Yes , by requlrlng It to be stated
Yes, by some other method
No, no .stepataken
Smsrmmoos omY : Other answer (EscOED FOLLY)
01
02
03
04
{OW about the unions/staff assocIatlonB themselvesIov many are there that have (EEAO our)
NaJco Toc41
members ONLY among the w workforce WWYS IN ~. I
members ONLY among the non-manual workforce WEITZ IIIED.
members BOTH among themanua 1 AND among the non-manual“Orkforce WEITS IN NO. I I
CHECK TOTAL NO OF UNIONS/ASSOCIATIONS PRESENT AT WOSKPLACE I
Clo
Cll
C12
c13
C14
*C15
-14-REPEAT
Jhich unionslassociations are these?‘ROBE: Any others? UNTIL No. LIST IN
;RID ON FACING PAGE, NANOAL UNIONS FIRST,?ON-NANUAL SECOND ETC. cBECK WITS TOTALSiT C9. CODE SACS LISTED AS NANDAL, NON-NANOAL OR BOTB.
ire any of the unionslassociations recognised>y management for negotiating pay and:onditions for any section of the workforce[n this establishment?
[NTERVIRWNR: IF AGREEMENTS ARE NEGOTIATEDAT A EIGHSR LEVEL IN TESORGANISATION, BDT APPLY TOlJNION/ASSOCIATIONNENBERSSSSS , cOUNT AS RECOGNISED.
‘: Eihich ones? PROBE: Any others? UNTIL No.RSCORD ON FACING GRID.
[F ANT UNIONS/ASSOCIATIONS NOT RRCNNISED AT C1l/C12lSK C13
So these unions/associations (READ OUT) are not
recognised for negotiating pay and conditionsEor any section of the workforce in thiszstablish”ent (ADD, IF NULTI - even at a higherlevel in your organisation?) RECORD ON GRID.
FOR SACS UNION/ASSOCIATION WITB BOTH NANDAL AND NON-NANUALLUMBERS ASK C14
)oes this union negotiate separately for itsnanual and no”-manual members or is there jointNegotiation?
INTSRVIEWKR: NEFKR TO FACING GRID.
IF NO UNIONS/ASSOCIATIONS RECOGNISED 1 GO TOG41
IF ONLY ONE UNION/ASSOCIATION RECOGNISED 2 GO TOC19
lF MORE THAN ONE UNIUN/ASSOCIATION RECOGNISED 3 ASK c16
BLANK
1-5
❑CD11
8
9-1o
OFFICEUSEONLY
-15-
GRID ONEUNIONS/ASSOCIATIONS
CloUNIONS/ASSOCIATIONS MEMBERSHIP
NON-(WRITE IN NmEs ) MAN nAN BOTH
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
1 2 3
C1l-C13 C14RECOGNISED NEGOTIATES
SEPAR-YES NO JOINT ATE
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
1 2 1 2
REPEAT
IWTSRVIEVSE: E2mJR TOTAL NO. OF RSCWHISEODmons ccl
OFFICE USE ONLYmcnmTOT MAN TOT N-MAN TOT BOTH REC
REC SECBLANN
16-20
21-25
26-30
31-35
36-40
41-45
46-50
51-55
56-60
61-65
66-70
71-73
76-80
1-5
•1CD128-9
-—
10-15
16-50
C16
C17
c18
C19
C20
C21
-16-
Do the representatives of all the recognisedunions/associations negotiate jointly withmanagement about basic pay and conditions orare there separate negotiations?
Jointly
Separate negotiations E
What is the name of that negotiating group?ENTBR NANE OF NEGoTIATING GRoUP IN GRID FACING.
What separate negotiating unions , associationsor groups are there? PROBE: Any others? UNTIL No.
ENTKR POLL WANE OF ALL NEGOTIATING GEODPS OR ONIONSAND OF UNIONS/ABSOGIATIONS SJIPNESENTEDON TEEN INGRID ON FACING PAGB.
ENTER TOTAL NONBEN OF NEGOTIATING GEOOPS ~m
FOR BACK NEGOTIATING GROUP ENTERED ASK C19, c20 AND c21AND SWORD IN GRID ON FACING PAGE.
What proportion of the total workforce (manual,nOn-manUal, full or part-time) is covered bythis group/union?
Are all the employees covered by this group manual,are they all non-manual, or does the group co”er both?IF ‘BOTN’ ASK: Which is the majority?
BNTSR -, TuTAL NUMBER OF GROUPS WHOLLY OR MAJORITY NANUAL
TOTAL NUMBER OF GROUPS WHOLLY OR NAJORITY NON-MANUAL
CODE RAGE GEOOP IN ONDER OF TEN PROPORTION OF TEK ~~ WONKFORCECOVBNED , LARGEST FIRST = 1, SECOND LANGEsT = 2 ETC.
OFFICE USE ONLY
‘=: DnnmmmmmmmaREPEAT
C17/C18NEGOTIATING GROUP
AND UNIONS REPRESENTED INEACH (WRITE IN NAMES)
I
5
8
PROPORTION OF TOTAL wORKFORCECOVERED BY &L GROUPS
-17-
GRID ‘IWO~TThTTN~ (
C19PROPORTIONOF TOTAL
wORKFORCECOVERED
ErD
Crn
U13
LP.s
C20
WHOLLY NAJHOLLY MAJ NON- NON-NAN NAN MAN NAN
1 2 3 4
1 2 3 4
1 2 3 4
1 2 3 4
1 2 3 4
1 2 3 4
1 2 3 4
C21SIZEORDERLARGES3= 1 et<
68-70
C22
c23
c24
c25
C26
c27
-18-
INTSRVISWNR: GNEGK GRID OliPSSVIOUS PAGE
IFTOTAL COVERAGE OF NEGOTIATING GROUPS ADDS TO LESS THAN 100% I 1 ASK c23
ALL OTHERS 2 GO TOC25
May I just check that _ % (SUNTNACT ToTALPERCENT IN GNID FNON 100%) of employees hereare not covered by unions/associations ?
WRITS IN AGNEED % I I I~ COVESBD
During the last 6 years*has there been a requestfrom .“”ions, associations or groups of workersto cover any of these employees - excludingsenior management?* IF ESTAB. LESS TNAN 6 YBANS OLD, ‘Sinceyou began operating here ...V
Yes 1
No 2
INTERVIEWER: SJJEREFERENCE SBEET
IF ONE OR MORE RECOGNISED UNIONS (CUDES 2 OR 3 AT C15) X ASK c26
ALL OTHERS Y GO TO c41BLANKREPEAT
You say that there are now _ recognisedunions and _ negotiating groups at thisestablishment. (SPECIFY NDNNENS FRON GRIDON PAGES 15 AND 17)
Please can you tell me how many recognised unions WRITE IN NO.the~e were three years ago*? (UNIONS) I
How many negotiating groups? WRITE IN NO. [ I
*IF ESTANLISBNSNT LESS TBAN 3 YEASS OLD, SAY,‘When you first began operating. ‘
IF NUMBER TNNEE YEANS AGO DIFFERS FROM NONBER NOWASK C27 FOR RAGS AS APPROPRIATE. OTSENUISE GO TO C2S
NECOGNISED UNIONSHow did this change come about?PROBE FULLY AND RECORD VERBATIM
NE~fATING GNODPSHow did this change come about?PROBE FULLY AND SECOND VSRBATIN
(GROUPS) ~
O.u.o.
R
O.u.o.
R
—
c28
C29
C30
C31
c32
-19-
Sllm CARD J In the last 3 years* has manage-ment tried to change Lhe bargalnmg arrange-ments with unmnslstaff assoclatmng In any of [he directionson this card? PROBE: Any others7 DIiTILNo
CODE ALL TEAT APPLY Towards dealln.gwith fewer unlon8 01I 24-35
Towards deallng with fewer negotmtmg RrOUPS 02
Towards deal~ng with a single negotiating group 03
Towards recognlstng ~ unions 04I
Towards dealing with more negotiating groups 05I
Towards moving from joint to separate negotiations 06I
Other (SPECIPT) 07 I*OR ,when yo” first begs” operating ‘
‘“ne”f these *
What were management’s reasons for crying to changethe arrangements?PILOBEFOLLY AND RSCOND VSSBATIN Ouo
R
36-41
IIWTSRVISVSE: SEE SSPENBIWS SEX’IT It
IF ONLY ONE UNION/AS50CIATION RECOGNIZED (CODE 2 AT C15) Ix ASK C31
ALL OTHERS Y WI TOC32
Do you have a formal agreement with the unzon torecognise only that union or has It just workedout thaL way7
Formal agreement 1
Just worked out that way 2
Other answer (SPP.CIYT)
Now I would llke to ask you about the repreaentat~veeof the employees here
IBTllRvIBWltR:ESFSR TO UWIOll Gl12Dou P.15 AND 131HGCODES BSLCU.
I RECOGNISED UNIONS WITH ~ MANUAL MSMBERS X
1RECOGNISED UNIONS/ASSOCIATIONS WITH ~ NON NANUAL NEMBERS Y
REcOGNISED UNIONS/ASSOCIATIONS WITH m MANUAL ANDNON NANUAL MEMB= z
ASK C33-C40 ABODT Y7333B-SPESSHJTATIVSSOF SACS OF THE ABOVS CATECOUES OFD3110F3S/ABSOC2ATIOllSPRBSENT AT ESTASLISBIIENT.
42
C3
C34
C3!
c36
C37
c38
DO the members of the recognised_ unions/associations have a,”;tewards or representatives herepart from any concerned exclusiveith Health and safetY?
Ye
N
[F YES AT C33 ASK C34. OTSNSWISEa To C35
~PPrOXimately how many stewards oepresentatives are there?
WKITE IU NO
:NCLDDE SlfNIOIISTEWANDS ANDMPKSSENTATIVES IN TSIS lWUL .HJWCOTOC37
.re the recognised unions/associa-ions rtpFesented by stewards orepresentatives from outside thestablishment?
Yes
No
F YsS AT c35 ASK c36. OTESRWISEO TO C 41.
hat sort of representatives?ODE ALL TEAT APPLY .
Stewards/reps. from other estab.in same organisation
Paid union official
ther (SPECIFY)
G
:e there at this establishmentIy stewards or representatives:om the _ unionslassociations:knowledged by management asmior stewards or couvenors?ITERVIEWSR, IF TSESS ISmy 0ss STEWASD OR sEp-LSENTATIVE (S)SB SHOULD[ CONSIDERED SENIOR ANDE ANSWER ITgsf CODED.
‘YES ASK c38. IF NO CO TO
w many such seniorives are there?
Yes
No
C41.
represent-
WNITE IN NO.
-20-
UNIONS WITINANUALMEMBERSONLY
A
000
I i I
1
2
1
2
3
A
Ocu
I I
~NIONS/ASCATIONS
WITH NONMANUAL
EMBERS O
A
000
I I
1
2
1
2
3
A
00J
I I
NIONS/ASSOC,IONS WITH BANUAL AND NIiNUAL MEMBE:
A
000
I I I
1
2
1
2
3
A
O@
1 I 1
BLANK
43-51
52-54
55-57
58-6o
61-63
64-72
73-80
C39
C40
C41
C42
C43
C44
,re there any of these senior rep-eaentatlves or convenors who Inractlce spend all or nearly all ofheir working time on union/assoclamn affairs concerning thisitabllshment7 Ye8
No
:FTM ASK c40
[OWmany such representatives arehere?
WEIT5 IN M.
REPEAT-21-
UNIONS WITHMANUALMEMBERSONLY
A
000
I I
,re there here any non-union representatlvee ofhe manual andlor non-manual workers - apartrom any concerned excl”slvely with Health and,afety?
JNIONS/ASSO-CIATIONS
WITH NON-MANUAL
lHBERS ONLY
A
000
Yes, manual only
Yes, non-manual only
Yea, both manual and non-manual
No
!OWmany such representatlvea are there?
WK2T5 IN
UNIONS/ASSOCArIONSWITH BOTuNufi AND NON~NUW MEMBER
A
000
I
~
1
2 ASK (X2
3
14 Gi3Toc43
NANUAL
~- m
NON-NANUAL
~. IN .- ~
STKRVIKUSE: SEE Smwisrics SNKKT
LF UNION MEMBERS NOT PRESENT AT ESTAB (cl), x CO TO c45
ALL OTHERS Y ASKC44
o you have here a system for deducting tradenmnfataff assocmtlon aubecrlptmne from pay?F YM ASK: For manual workers, non-manuals or
both? Manuals only 1
NOn-manua18 only 2
Both manuals and non-manuals 3—
Neither 4
C45
c46
C47
-22-
INTSltVIElfSR:SEE SEFESEMCE SESST
IF NO RECOGNISED UN1ONS (CODE 1 AT C15)
ALL OTHERS
Within the last 6 yeartihas management recognisedany unions at this establishment?
* IF ESTAB. IS LSSS TSAR 6 YEARS OLD: ‘Sinceyou began operating ...‘
Yes
No
How many years aso did management stop recognizingany union here?
X ASK c46
y mmSl!CTIOIlD
1 ASK C47~ GOTU
SECTION D
WRITE IN NO. OF YEARS o I
25
26-27
D1
m
D3
D4
D5
D6
-23-
D COLLECTIVE BARGAINING (NANUAL)
[3rrEuvI13ws3t:.%5 GRID TWO (NEGOTIATING GRoUPS)OH PAGS 17
IF NO NEGOTIATING GROUPS WHOLLY ORMAJORITY MANUAL IX ~1’0D17
IF ONE OR MORE NEGOTIATING GROUPS WITH MEMBERSHIP EITHERWHOLLY OR MAJORITY NANUAL
Y ASK D2
[ would now llke to ask some que8t10n8 In relatuan to[n’YsnvIBwB7L2NAMS YES LAKGSST 3D?GOTIATI~ GEODP, LISTSD IN~ID AS W310LLYNAUUAL OR AS SAVIW A MA.7uRITYOF NANDALfSMSE33S. KEAD ODY LIST OF RSCOGHISED DSIONS HITSIN GRONP[F NBCESSAEY .~lrstly IS there based at this establishment amrkers’ representative for this sroup of workers7 Yes
No
ire there any written agrements In which the union(s):epresentlng this group of workers IS (are) recognised
~Y management fOr negOtlatLng PaY and condltiona of:mployment7
Yes
No
Jhen dld this group first receive recognition In amitten agreement (KEAD ODT)
wlthln last year
longer ago, but wlthln last 3 years
longer ago, but within last 6 years
Longer ago
iow wa8 recognltmn brought about?
?ROBIIPOLLY AND RSCOKD VBRBAT3M
SEW CABD K On this card are llsted various levels~t which pay negotiations can take place At which>f the leve18 shown are there negotiations with theJnlona wblch either form the basis for subsequent>egotlatmna or dxrectly result In pay increases forthis group of manual workers? PROBE: Any other levels?ONTIL No
mDE ALL National/mdustry-wide, more than 1 employermm APPLY
This employer, all establishments
This employer,but only some establishmentslplants
Thle e8tab11ehment/plant
1
2
L12 ASK D5
3
4 GO TOD6
28
29
30
31-36
37-40
D7
D8
D9
D1O
Dll
-24-
1 would now like to ask you in more detail about themost recent pay settlement affecting this group of workers.
SHOW CARD K AGAIN Which of the levels on this card wouldyou say was the most important level of negotiations whichaffected the pay of this group of manual workers in theirmost recent settlement?
RING ONE CODE ONLY
This employer,
National/industry-wide; more than 1employer
This employer; all establishments
but only some establishments/plants
This establishment/plant
SPONTANEOUS ONLY: Decided by employer/management
Other (SPECIPY)
What factors influenced the level of pay decidedupon in tbe most recent settlement?
PROBE: Any other factors? UNllL No.
How long after this most recent settlement willthe next change in pay levels be for this group ofworkers?
12 months
Different time period (SPECIFY)
01
02
03
04
05
06
BLANK
Other answer (PROBE llw&Y ~ R5colm VlmlMTm) 03
O.u.o.
R
01
02
Did this most recent settlement contain any explicitagreement about wovkforce reductions amongst thosecovered by it?
Yes
No
INTSRVIBWER: SEE REPERsNCE SERET
IF ESTABLISHMENT IS MULTI (CODE 2 AT A4 )
ALL OTHERS
1 CO TO Dll
2 CO T0D13
X ASK D12
YCOTOD16
41-42
43-52
53-58
59-60
61
D12
D13
D14
D15
D16
D17
-25-
Jere these reductlona in relation only to employeesit this establishment or dld they also relate to:mployees at other establiehmenta in thle organisation?
At this establishment only
Other establishments as well
)ther anawer (SPSCIFY)
[llTsKvIEuEK: ES.VKEYOD7
1
2
3
IF ‘THIS ESTABLISHMENT ‘ MOST IMPORTANT LEVEL FOR MOST RECENTPAY SETTLEMENT (CODE 4 AT D7) X ASK D14
ALL OTHERS Y GO TOD16
iere there con8ultatione between management heremd management at higher levels In your organlaatlon>efore the mtart of negotiations with unionrepreeentatlvea here about this most recent Ye9pay settlement? No
dere there (addltional) consultatIons betweenmanagement here and management at higher levelsLn your organisation before the final settlementtiaBmade with union repreaentatlves here? Yes
No
InTslIvmusE: SSFER TO GRID TWO (SMOTIATIS!G GKOOPS ) OH P17
1
2
1
2
IF LESS THAN 100% EMPLOYEES COVERED BY NEGOTIATING GROUPS
IF ALL (Ie 100%) EMPLOYEES COVERED BY NEGOTIATING GROUPS
On the last occasion when the pay of manual workershere wae considered, where were the declslona aboutthe level of pay made7SSAD 00T AIM cODE ALL THAT APPLY[IUTSRVIEUSll: READ ONLY IF7STASLISSMSET IS MULTI SjlgherIn this organlaatlonj
At this establishment
By a Statutory klageaCouncil
ly an employers’assocmtmn or natmnal ]olnt negotmtlng body
By some other body
X GO TK3D25
Y GO YOD30
}
1 CW TO D192
-1_
3
4 ASK D18
5
62
63
64
65-69
D18
D19
D20
D21
m
D23
-26-
ich one?
~ITlfIU NANl!OF COONCIL/IDIPLOYSNS‘ ASSOCIATIOWNBCOTIATINC NODY
.dmanagement alone decide the pay of manual workersdid they consult or discuss with employees or their
:presentatives before deciding on rates of pay?
Management alone decided
Management decided after discussions/consultation, withemplOyees/representatives
Lat factors influenced the level of pay decided>on on this last occasion? PROBE: Any otherLctors? ONTIL No.
: there a ccnunitteeof manual worker represent-:ives which discusses with management mattersEfecting the workers - whether in respect ofIndividuals,sections of the manual workforce orIe whole manual workforce?
Yes
No
s there a senior worker representative on thismunittee? Yes
No
mt is the name of this committee?
RITS IU:
BLANK
O.u. o.
zICWEAT
1
2
O.u. o.
E
1
2
O.u. o.
INOW CO TO SECTION F
TNENS IS NO QUNSTION D24
70
71-76
77-80
1-5
c1
CD16
8
9-14
15
16
17-18
D25
D26
D27
D28
D29
-27-
Are there members of the mMual workforce here whoare not
I wouldare set
covered by agreement8 vlth recognlned unions?
Yes
No
now llke to ask you about how pay levelsfor these manual workers
On the last occasion that the pay of the8e manualworkers was considered where were declslons aboutthe level of pay made?
PJ3AD00’2A8D UXIE ALL IUAT APPLY
[IR’2EEvIKWER: EKAD IF PAIUOF LAMER OllGAHISATIOU Higher In this organlsatlon]
At thla establishment
By a Statutory WaSes Council
y an employers ‘ aasoclatlon or national joint negotiating body
Or some other body
Which one?
WEITS IM UAM3 OF CODllCIIJ8MP20YERS ‘ ASSOCIAIIOWIISGOIIATIEG80DY
Dld management alone decide the pay of manualworkers or dld they consult or discuss withemployees or their representatives beforedecld~ng on rates of pay?
Management alone decided
Management decided after dlscuaalonslconeul tatlon, withemployeeslrepresentatlves
t
}1 GO YOD282
3
}
4 MK D27
5
O.u o
I
1
2
What factors Influenced the level of pay decided uponon this last occaalon? PROBE: Any other factors7DllTILNO
Ouo
E
D30
D31
D32
(a)
(b)
(c)
(d)
(e)
(f)
-28-
I’hinkingagain about the largest <or only) negotiating<roup for manual woikers here, I am going to ask you abouts number of other issues which can affect the workers covered by that group
IO negotiations take place with the union(s) about _ (READWT ITsNS (a) TO (f) IN TURN) for this group of manual workers?KSCOND IN COL D30 BELOW.
[F ANY CODED YIH AT D30 ASK D31
SEON CAND K At which of the levels shown do negotiationsshout _ (READ 00T SACK ITBN CODED TflSAT D30) for this<roup of manual workers take place? RECORD ALL TBAT APPLY[N COL D31 BELOW.
[F ANT CODED ‘NO’ AT D30 AND ESTABLISNNENT IS HOLTI BUT NOTIBAD OFFICE, ASK D32
,re issues affecting _ (KNAD 00T SACH ITBM CODED ‘NO’ AT130) for this group of manual workers decided by managementat this establishment only or at a higher level in the orga”-Lsation? RECORD ALL TNAT APPLY IN COL D32 BELOW.
?hysical working:onditions
;taffing levels
(recruitment; i.e.lumber of employees:aken on
<deployment withinestablishment
;ize of redundancy>ayments
:eorganisation of!orking hours
1
1
1
1
1
1
2
2
2
2
2
2
—
D31 D32
2
2
2
2
2
2
3
3
3
3
A
A
A
A
A
BLANK
REPEAT
34-42
43-51
52-60
61-69
70-78
79-80
1-5
❑CD178-16
D33
D34
D35
D36
-29-
~leaae consider now all the Issues that are currentlyLegotlated with this unlonlgroup of unlona Weremy of these Issues not negotiated three yeara ago*7
IM!%RVIEUER: OR ‘When you began operating here? ‘ Yea
Jhat Issues
?EOBE ~Y
are now negotiated that were not
Am RECORD vEEBATIn
No
prevloualy?
lnd are there any Issues that were negotiated withthis unmn/group of unions three years* ago but areaot now?
IItY131tVIEWEll:OR ‘When you began operating here? ‘ Yes
No
dhat Lsaues were negotiated then that are not now?
PROBE FULLY AIIDR33COBDVERBATIM
Isiso U.o
E
17
18-23
24
25-30
El
E2
E3
E4
E5
E6
-30-E: UNION MEMBERSHIP ARRANGEMENTS
(MANUAL)
mmmwm: SEE GRID mo (NEGOTIATING GROUPS) ON PAGE 17.
IF NO NEGOTIATING GROUPS WHOLLY (JRMAJORITY MANUAL xCO TOSECTION F
IF ONE OR MORE NEGOTIATING GROUPS WITH MEMBERSHIP EITHER ~ ~ AsK ~2WHOLLY OR NAJORITY MANUAL ;
;EOW CANN L Which of the arrangements on this:ard applies to union membership among the manualTorkers at this establishment?
All manual workers have to be members of unions in orderto get or keep their jobs
~ groups of manual workers have to be members of unions inorder to get or keep their jobs
Management strongly recommends that ~ manual workers aremembers of unions
Management strongly recommends, for z groups of manualworkers, that they are members of “nio”s
No manual workers have to be members of unions nor is itstrongly recommended that they are members
SPONTANEOUS ONLY: Other answer (SPECIFY)
:F BOTB 02 ANO 04 AWE CODED, co TO E5 AND ASK E5 ABOUT WORKSKS12ABovs
.n Practice are all manual workers ~cmbers,f unions?
Yes
No
.n practice are these groups111members of unions?
of manual workersYes
No
01 GO TO E6
02 GO TOE5
03 ASK E3
04 GO TO B4
}
05 GO TO06 SECTION F
REFEKNBD TO IN
‘1 CO TO; SECTION F
2)
YOU state that there are (SPECIFY FRON B.W.D.S.)manual workers at this establishment, i“cl”dingboth full and pare-time. How many of them arecovered by these union membership arra”gemc”ts?
WRITE
IF NUNEER NOT KNOWN ASK: What percentage of
the manual workers at this establishment are
! IIN NO. I 1
covered by these arrangements? WKITBINZ ~~
DO recruits for any of the manual jobs co”ered bythese arrangements have to be union members BEFOREstarting work? (IF YES ASK: For all the jobscovered by these arrangements or just for some?)
Yes,
-E
all jobs 1 GO TO E7
Yes, F jobs 2 ~ TO 118
No, none 3 CO TO E1l
31-32
34
35-39
40-42
43
El
E8
E9
El(
El]
El:
-31-
Whlch groups of workers does this arrangementSSAD 0~ (a)-(c) BK1.tWMO IF ASSUSRIS ‘yKS’All of the workers , mo8t or just some?
cover~ASK:OS’SCODE OULY.
For those jobs where unum memberahlp IS required beforestarting work, which groups of workers does the arrangementcover? F.XAD(a)-(c) BE3.JMASD IF ASSWKS1S ‘YSS’ ASK:‘All of the workers, moat or just some?‘ 0SS CODE OELY.
a) Skilled manual workers
b) Semi-skilled manual workers
c) Unskilled manual workers
7 012 3
7 012 3
7 012 3
BLANK
How many manual workers have to be unmn membersB13FOllSatartlng work here?
~1~ IB ~- ~
IF SO15BR HOT K3KXi31ASK: What percentage?
~~IMZ~
For those Jobs where union membership IS required AFTSRstarting work,which groups of workers does the arrangementcover7 SSAD 00T (a)-(c) B- ABD IF ASSWSE IS ‘YsS’ ASK:‘All of the workers, meet or just 8ome7‘ 0SS CODE OIILY.
SW GO TOE12
Wh~ch groups of workers does this arrangement cover?SEAD OUT (a)-(c) BSI.4%3AXD IF A31SWESIS ‘yKS’ ASK:‘All of the workers, most or just some?’ OSE CODE OSLY.
a) Skilled manual workers
b) Semi-skilled manual workers
7 012 3
7 012 3
c) Unskilled manual workers I 7 012 3
Is there just one union membership arrangement formanual workers here or are there different arrange-ments for different groups of manual workers7
One arrangement
Different for different groups
IF ‘0SS’ ASK E13-E16 ABOUT T13ATOSE.IF ‘DIFFsSEIIT’ASK E13-E16 ASO~ TSJIA3LSASGYJ4SIiTTBAT GOVSSST3iBGSSAYSST lllMBKEOF MA31DALWMKBSS
BLANK
1
2
44
45
46
47
48-52
93-55
56
57
58
59
60
El:
E14
E15
E16
-32-
1s this arrangement supported by an azreementwith management ? IF YES ASK: -A “ritten oran oral agreement?
Yes, written
Yes, oral
No agreement
[n which year did the current version of thezgreement come into effect?
WNI~ IIIYEAS 19
kre there exemptions within this agreement?
Yes
No
fiat are these exemptions?
PNOBE: A“y others? ONTIL No.
CODE ALL TSAT APPLY Key/specialist post held
Long service
Religious belief
Conscience
Reasonable ground
Deeply held personal conviction
Part timeltemporary staff
Apprenticeship
Not member of union when agreement made
Already member of another union, not party to agreement
lther (SPECIFY)
E1} ASK E142
3 GOTOSECTION F
1 I 1
E1 ASK E16z GOTO
SECTION F
BLANK
REPEAT
01
02
03
04
05
06
07
08
09
10
11
F1
m
F3
F4
F5
F6
-33-
F COLLECTIVE BARGAINING (NoN-MANUAL)
[NTSIWISUSE: SEE GRID TWO (~MTMTIM G130DPS)OH PAGS 17
IIF NO NEGOTIATING GROUPS WHOLLY OR ~A1, lx GO TOF17
IF ONE OR H(JHENEGOTIATING GROUPS WITH HEf4BERSHiPEITHERWHOLLY OR MAJORITY NON-fiANUAL Y ASK F2
; would now llke to ask some questions In relatlon to[NTEEVINWNE: H IUS IARGKST NEGOTIATING GEOOPS LIS~D IN GB~F WHOLLY NON-MANDAL OR AS NAVING A IWJOllITTOF
ION-NANWAL NNNBEES . READ OUT LIST OF NECOGNISED ONIONS/LBSOCIATIONS WIl131NGRDNF IF NSCESSARY .~lrstly IS there based at this eatabllshnent a?orkers‘ representative for this group of workers? Yes
No
ire there any urltten agreement In which the unmn(s )/sssoclatlon(s) representing this group of workers IS:are) recognised by management for negotiating pay and:ondltlons of employinent~
4hen dld this groupwltten agreement
iow was recognition
Yea
No
first receive recognition In a(NsAD ODT)
wlthm last year
lonser ago, but wlthln last 3 years
longer ago, but wlthln last 6 yeare
Longer ago
brought about?
PNOBE FOLLY AND BlfCORDVSEMXIN
sum CABD K AGAIN On this card are llsted various levelsat which pay negotiations can take place. At whichof the levele shown are there negotiatlona wzth theunuxmlaaeoclatmns which either form the baela for8ubsequent negotiations or directly result In payIncreasee for this group of non-manual workers7‘ROBE: Any other levels’ UNTIL NO
X3DIIALL Natlonalllndustry-wide, more than 1 employer~T APPLY
This employer, all e.stabllehmenta
This employer. but only come establishmentslplants
Thle eetabllshmentlplant
1
2
D__1
2 ASK F5
3
4 GO TOF6
1
2
3
4
28
29
30
31-36
37-40
F7
F8
F9
F1O
Fll
-34.
I would now like to ask you in more detail about themost recent pay settlement affecting this group of workers.
SHOW CASD K AGAIN Which of the levels on this card wouldyou say was the most important level of negotiations whichaffected the pay of this group of “on-manual workers in thismost recent settlement?
RING ONB CODE ONLY National/industry-wide; more than 1employer
This employer; all establishments
This employer, but only SOme eStabliSh~ents/pla~tS
This establishment/plant
SPONTANEOUS ONLY: Decided by employer/management
Other (SPECIFY)
What factors influenced the level of pay decidedupon in the most recent settlement?
PROBE: Any other factors? UNTIL No.
How long after this most recent settlement willthe next change in pay levels be for this group ofworkers?
12 months
Different time period (SPECIFY)
01
02
03
04
05
06
BLANK
O.u.o.
R
01
02
Other answer (PROBE FULLY MD SECOSD VESBAT2N) 03
Did this most recent settlement contain any explicitagreement about workforce reductions amongst thosecovered by it?
Yes
No
tNTBRv2EiiEu: SJISSSFKNBNGS SSEST
IF ESTABLISHMENT IS MULTI (CODE 2 AT A4 ) Ix ASK F12
ALL OTHERS Iy GO TO F16
41-42
43-52
53-58
59-ho
61
F12
F13
F14
F15
F16
F17
-35-
Uere these reductions m relatlon only to employeesat this establishment or dld they also relate toemployees at other establishments In this organleation~
At this establishment
Other establishments ae
Other answer (SPECIFY)
IsTsKv21iwsR: RsmR To F7
on1y
well
1
2
3
IF ‘THIS ESTABLISHMENT ‘ MOST IMPORTANT LEVEL FOR MOST WCENTPAY SETTLEMENT (CODE 4 AT F7) .x ASK F14
ALL OTHERS Y GO YOF16
Were there consultatmns between management hereand management at higher leve18 In your organlaatlonbefore the start of negotlatlona with unmnlasaoclatmnrepresentatives here about thla most recent pay Yes 1eettlement~
No 2
Were there (additional) consultations betweenmanagement here and management at hlsher levelsm your organlsatlon before the final settlementwas made with
IRTSliVIEWsR:
unlonlassoclatlon representatives here7 Ye8 1
No 2
nnl TO GRID ywo (RSGOTIATIBG GItODPS) on pAGs 17
IF LESS TNAN 100% EMPLOYEES COVERED BY NEGOTIATING GROUPS x GO TO F25
IF ALL (Ie 100%) EMPLOYEES COVERED BY Negotiating GROUPS Y IX To F30
Dn the last occasion when the pay of non-manualworkers here was considered, where were thedeclalons about the level of pay made?
RF.ADODT AND CODE ALL TEAT APPLY[I~RVISlisR: li&4130s2.YIFESTABLISILHESYIS HDLTI
“’her ‘n ‘h” “rgan’sa’’on] mAt this establishment
By a Statutory Wage8 Council
By an employers’association or national joint negotiating body
By some other body r2134 ASK FIS
5
62
63
64
—.
65-69
F18
F19
F2O
F21
F
F23
-36- BLANK
Jhich one?
illITBIN MANS OF COONCIL/SHPLOYBNS ‘ ASSOCIATION/NSCOT2ATINC BODY O.u.o.
INOW CO TO F21 I
lid management alone decide the pay of non-manual workers>r did they consult or discuss with employees or theirrepresentatives before deciding on rates of pay?
Management alone decided
Management decided after discussionsfconsultation, withemployeeslrepresentatives
Jhat factors influenced the level of pay decided~pon on this last occasion? PROBE: Any otherfactors? UNTIL No.
1s there a committee of non-manual worker represent-atives which discusses with management matters~ffecting the workers - whether in respect ofindividuals, sections of the non-manual workforce orthe whole non-manual workforce?
Yes
No
[s there a senior worker representative on this:ormnittee? Yes
NO
hat is the name of this committee?
WN2TB IN:
EEREPEAT
1
2
O.u.o.
R
t2%i&i-1
2
O.u.o.
NON CO TO SECTION B
TSESS IS NO QD7fSTIONF24 I
70
71-76
77-80
1-5
nCD198
9-14
15
16
17-lB
F25
F26
F27
F28
F29
-37-
Are there members of the non-ual workforce herewho are not covered byun10n8/a880ciat10ns7
agreements with recognised
Yea
No
I would now like to ask you about how pay levelsare set for these non-manual workers
On the last oc$asmn that the pay of these non-manualworkers was considered where were deciamna aboutthe level of pay made?KKADCM72AU0 CODE ALL TEAT APPLY
[I~RVIEUEk KBAD W PAKTOF LAMER 0RGA311SATIOH Higher In this organlsatlon]
At tbls establishment
By a Statutory Wages Council
By an employers’association or national jont negotiating body
Or some other body
Which one?
UEITB 131EAKS OF C02N!CII/FXPIJXERS ‘ ASSOC7ATIO19/EEGOT2ATIDGBODY
Dld management alone decide the pay of non-manualworkers or dld they consult or dlacuas withemployees or their repreaentatlves beforedecldlng on rates of pay?
Management alone decided
Management decided after discueslonsfconsultatlon, withemployeealrepreaentatLves
What factora influenced the level of pay decided uponon this last occaalonv P3LOBB: ArIyother factorsv13R21LNo
E
1
}Go m F2g
2
3
\
4 ABK F27
5
Ouo
t I
1
2
Ouo
19
20-24
7-5-26
27
28-33
F3C
F31
F32
(a)
(b)
(c)
(d)
(e)
(f
-38-
“fhinkingagain about the largest (or only) negotiating group for no”-manualworkers here, 1 am going to ask you about a number of other issues whichca” affect the woi-kerscovered by that group.
Do negotiations take place with the union(s)/associatio~,ah”ut _ (RSADOOT ITIINS(a) TO (f) IN TDSN) for this group of non-manual workers’!RECORD IN COL F30 BELOW.
IF ANY CODKD YES AT F30 ASK F31
SHOW CAND K At which of the levels shown do negotiationsabout (KSAD 00T SACS ITEM CODED YBS AT F30) for thisSroup of “on-manual workers take place? RECORD ALL TNAT APPLYIN CDL D31 BBLOU.
IF ANT (X)DBD!NO*AT F30 AND ESTIBLISNNENT IS MULTI BDT ~
NEAD OFFICS , ASK F32
Are issues affecting (READ ODT SACS ITBN CODED ‘No’ ATF30) for this group of non-manual workers decided by managementat this establishment only or at a higher level in the orga”-isation? SECOND ALL TBAT APPLY IN cOL F32 BELOW.
?hysical workins:onditions
;taffing levels
<recruitment;i.e.lumber of employees:aken on
redeployment withinestablishment
;ize of redundancybayments
ieorganisation of,orking hours
1
1
1
1
1
1
2
2
2
2
2
2—
F31
2
2
2
2
2
2
3
3
3
3
3
3
4
4
4
4
4
4
F32
1 1
2
2
2
2
2
2
3—.
3
3
3
3
A
A
A
A
A
BLANKREPEAT
3 A
34-42
43-51
52-60
61-69
70-78
79-80
1-5
m
CD
8-16
F33
F34
F35
F36
-39-
Please consider now all the ~esues that ace currentlynegotiated with this union/aseocLatmn/groups of unmnsfasaoclatlons Were any of these Issues not negotiatedthree years ago*? Ye8
d
1 ASK F34 17
* IHYERVIEWSR, OR ‘When you began operating here? ‘ No 2 Go Yt)F35
what Issues are now negotiated that were not previously?
@
O.u o
PROBE FULLY A2121EEWKD VEIUWY2M 18-23
LAnd are there any Issues that were negotiated withthis unzon/assoclatLen/group of unlonslassoclationsthree years ~ ago but are not now?
*21WKilVIKWKR: 03z ‘When you began operatxng herev Yes
d
1 ASK F36 24
No 2 GO TO NKXYSECTIOllG
What issues were negotiated then that are not now?
PROBE FOLLY MD KKCOED VEBBATIM
-.
25-30
G1
G2
G3
G4
G5
G6
-4 Ll-G: UNION MEMBERSHIP ARRANGEMENTS
(NON-MANUAL)
INTBSVIBWSX: SEE GRID TWO (WBGOT3ATIWG GEOOPS) ON PAG1317
IF N()NEGOTIATING GROUPS WHOLLY OR MAJORITY NON-MANUALIF ONE OR MORE NEGoTIATING GROUPS WITH MEMBERSHIP EITHER
WHOLLY OR MAJORITY NON-MANUAL
SHOW CARD M Which of the arrangements on this cardaPPlies to union/association membership among thenon-manual workers at this establishment?
~ non-manual workers have to be members of unions/associations in order to get or keep their jobs
~ groups of non-manual workers have to be members of unionsfassociations in order to get or keep their jobs
Management strongly recommends that ~ non-manual workersare members of unionslassociations
Management strongly recommends , for = groups of non-manualworkers, that they are members of unionslassociations
> non-manual workers have to be members of unionslassociationsnor is it strongly recommended that they are members
SPONTAWROLISONLY: Other answer (SPECIFY)
IF ~ 02 ~ 04 ARE CODED, GO TO G5 AND ASK G5 ABODT WORKERS
In practice are all non-manual workersnembers of unionslassociations?
Yes
No
In practice are these groups of non-manualworkers all members of unions/associations ? Yes
No
comx SECTION H
Y ASK G2
01 GONG6
02 Gom G=l
03 ASK G3
04c0mti
1
05mm
06 S13G’ITOIiE
REFERKND TO IN02 ABOVE
k1
}wm
2 SECTION E
You state that there are (SPECIFY FRON B:W.D.S.) non-manualworkers at this establishment, including both full-timeand part-time. How many of them are covered by theseunion/association membership arrangements?
~ITB IMNo- LJIIIIIF NtNOSERNOT KNOWN ASK: What percentage of thenon-manual workers at this establishment arecovered by these arrangements? wRI~IN%~%
Do recruits for any of the non-manual jobs covered bythese arrangements have to be unionlassociation members
BEFORE starting work? (IF 2ES ASK: For all the jobscovered by these arrangements or just for some?)
Yes, ~ jobs
E
1 ASK G7
Yes, ~ jobs 2 GO TOG8
No, none 3 GO TO Gll
31-32
33
34
35-39
40-42
43
G7
G8
G9
G1O
Gll
G12
-41-
WhIch groups of workers does thla arrangement cover?SSAO OUY (a)-(c) BBUW ASD IF AMBHBR IS ‘YES’ ASK:All of the workers, most or just Borne? 031BCODE 031LY.
31m Go TOG12
For those jobs where unmnfassoclation membership ISrequired B3fFOSSstarting work, which groups of workersdoes the arrangement cover? SBAD (a)-(c) BELUJ AND IFAS8USK IS ‘5!SS’ASK: ‘All of the workers, moat or justs0me7‘ 0SS CODEOS’f,Y.
a) Clerlcal/Adm~n/Secretarial wOrkerB
b) Supervisors/Foremen
c) Junior Technical/Professional workers
d) Senior TechnlcallProfesslonal workers
7 012 3
7 012 3
7 012 3
7 012 3
How many non-manual workers have to be unlonlaosoclatzon❑embers BlfFOSBstarting work here?
IF ROICSKE
For those
-=IH~- ~
IIOYKHCWS ASK: What percentage?
~~Inzm
lobs where unlonfassoclatlon member shlc.ISrequired AF3XIilstarting work,which groups of workersdoes the arrangement cover? SBAD OUT (a)-(c) BBLcWASD IF AS8UBR IS ‘YBS’ ASK: ‘All of the workers, mostor just some?’ 031BCODE OSLY .
~
Uhlch groupe of workers does thla arrangement cover?SEAD 00Y (a)-(c) BKLOW MD IF AMSUBS IS ‘YSS’ ASK,‘All of the workers, most or Just some?’ OBS C41DEOBLY .
a)
b)
c)
d)
Is
Clerlcal/Admln/Secretarial workers
Supervisors/Foremen
Jun~or Technical/Professional workers
Senior Technical/Profe8slonal workers
there junt one unmn/association membership
7 012 3
7 012 3
7 012 3
7 012 3
arrangement for non-manual workers here or are..
there dltterent arrangements for different groupsof non-manual worker8 T
One arrangement 1
Different for different groups 2
w ‘m’ ASK FJ3-E16 ABOWT IBAT OSK.IF ‘DI~’ ASK K13-E16 ABOUT TBS ASMmEnBm TMAr COVKK8rBK GKKAYBST nmIBES OF mn+cmw. WnK3ss
44
45
46
47
48-52
53-55
56
57
58
59
60
G13
G14
G15
G16
-42-
1s this arrangement suppcrted by an agreementi.ithmanagement? IF TIM ASK: A written or~n oral agreement?
[n which year did:ome into effect?
Yes, written
Yes, oral
No agreement
the current version of the agreement
WRITS IM TEAR19
1
}ASK G14
2
3 GOTOSECTION B
I I J
kre there exemptions within this agreement?
Yes
No
Jhat are these exemptions?
PROBE: Any others? DNTIL No.
CODE ALL TEAT APPLY Key/specialist post held
Long service
Religious belief
Conscience
Reasonable ground
Deeply held personal conviction
Part timeltemporary staff
Apprenticeship
Not member of unionlassociation when agreement made
Already member of another unionlassociation, not party toagreement
Other (SPECIFY)
=BLANK
01
02
03
04
05
06
07
08
09
10
11
REPEAT
BLANK
61
62-63
64
65-801-5
❑CD21
8-27
28-80
HI
HZ
H3
H4
-43- HEPEA1
H THE INTRODUCTION OP CHANGE
IlilZitVIliWEZ:KEFSE ~ BUDS
25+ NANUAL EMPLOYEES/’UNDER25 NON-NANUAI. 1 ASK w!
t25+ NON.NANUAL EMPLOYEES/uNDER 25 NANUAL 2 GO TOF17
25+ 14ANUALEMPLOYEES/25+ NON-NANUAL 3 ~KB21
GOTUUNDER 25 MANUAL EMPLOYEES/UNDER 25 NON-WUAL 4 SECTI031J
DurlnS the past 3 years* have there been here anyof the followlng types of change, directly affectlnsthe jobs or worklns practices of any eectlon orsections of the rnnual workforce? SSADOUYa)ANDb)
*IF ESTABLISBIOINTIS LBSS = 3 TEARS OLD: ‘Since youbegan operating here?‘ 1
a) the ~ntroductlon of new plant, machinery or equipment(exclud.ng rout,ne replacement)?
b) e.ubstantlalchanges Ln work organlsatlon or workingpractices not mvolvzng new plant,machmery or equlpment7 rYes No
1 2
1 2
IFno YoBoYBGo ToH7IF YBSTOa)OULYORYESYU a) AND b) ASK B3, TBEU~~ 3W+IF TSSTOb)OBLYGOTOE4
Dld the introduction of new plant, machinery andequipment Include microelectronics technology - Lmicroprocessors (chips) or Integrated electronicdevices?
ASK.H4-li6ABOOY TNE ~ST s33CSETc3LAWGEOF TYPE a)CODED AT S2
e
Ye8 1
No 2
AQTSEEOFTYPEb)
SHOW CARD n please consuk the -at recent change
a) lnvolvlng the Lntroductmn of new plant, machinery, equipment,b) In work organlsatlon or workins practices,
Were dlscusalons or consultations of any of che types on this card heldeither about the mtroductmn of the change or about the way It was tobe ~pl~nted~ IF YES: What types7 PROBE: Any others? DHTIL No
CODE ALL TzIATAPPLY
Informal discussions with Indlvldual manualworkers
Heetlngs with groups of manual workers
D1scuasLOns In established ~olnt Consultativecomnuttee
Dlacusslons In apeclally constituted conmmtteeto consider the change
Dlscusslons with union reps at eatabllshment
Dlecusslons with pa~d union Offlclals fromoutside
None of these
(a)INTRODUCTION OF
PLANT,‘4ACHINERY, E’I!C
1
2
3
4
5
6
0
(b)‘ORKORGANISATIOh
ORIORKING PWCTICE!
1
2
3
4
5
6
0
1-5
❑CD228
9
10
12-17
18-23
H5
H6
H7
H8
H9
-44-
(a)INTRODUCTION 01
PLANT,MACHINERY, ETC.
[NTSRVIEUSR, SEE GRID TWO (NSGOTIATIEG;ROUPS) on PAGR 17
IF ONE OR MORE MANUAL NEG. GROUPS
ALL OTHERS
lould you say that the introduction of the:hange was ... RSAD OUT AXD RIMG DUE CCIDll)NLY ...
... negotiated with union representativesand dependent on their agreement
:, discussed with union representatives ina way which took their views into account
but left management free to make thedecisions
not discussed with union representatives
[NTSRVIRUSR: RSFSR TO El
x ASK H6
YGO TO E4(b;OR E7
1
(b)
JORX ORGANISATIOhOR
iORXING PRACTICES
[ ASK lf6
r GO TOH7
1
2
3
2
3
25+ NON-MANUAL EMPLOYEES AT ESTABLISHMENT (cODE 2 OR 3) x ASKE8Gom
ALL OTHERS Y ~EmloN ,
)uring the past 3 years* have there been any of:he following types of change directly affecting:he jobs or working practices of any section orsections of the non-fnan”al workforce? . . READ OUT a) ASD b).
~IF ESTASLISIDIESTIS LsSS TSAN 3 YEARS OLD: ‘Sinceyou began operating here ‘]
1) ... the introduction of new machinery or equipment(excluding routine replacement)?
>) ... substantial changes in work organisation or workingpractices not involving new machinery or equipment?
[F NO TO BOTE GO TO SECTION J[F TgSToa)OMY~~S TO a) AND b) ASKH9[F YSS TO b) O~Y 00 TO Ell
lid the introduction of new machinery and
include ... (READ OUT) ...
... word
...
equipment
processing equipment
computing facilities
. . . other microelectronic technology
rYes No
1 2
1 2
I_____1 2
1 2
1 2
24.25
26
2?
28
29
30
Hlo
Hll
-45-
Did the Introduction of new machinery or equipmentinvolve any employees within the followlng groupsof staff (UBAD OUT)
clerical, adminlstratlve, secretarial
supervisors, foremen
.. lunlor technical or profeaslonal
senior technical or profeaalonal
middle or senior manager
Yes No——
1 2
1 2
1 2
1 2
1 2
ASK E1l-H13 ASOOT TNS MIST EKCEST CEADGS OF T’YPKa) MD lYIESOF TYPE b)CODSD AT us
SHOW CARD O pl~ase consider the mat recent chanse
a) . Involvlng the Introduction of new machineryb)
or equipment!.nwork organlsatlon or workng practices,
Were discutaszonsor conaultatmns of any of the types on this cardheld either about tbe introduction of the change or about the wayIt was to be tilanted? IF YsS: Which tvDes~ PKOM: Any others7. .Dt3TILNo
CODEALLlWiT APPLX
Informal dlscuselona with lndlvldualnon-manual workers
Meetings with groups of non-manual workers
Dlacusslons In established Joint consultativecommittee
Dlscuaslone Ln specially conetltuted commxtteeto consider the change
DLscuaslan8 with unlonlstaff asnoclation repsat establishment
Dmcus810ns with paid union/staff asaoclatlon
H12
H13
offlclala from outalde
None of theseISV3’’SRVIEW3I3l:SEE GIIL7J~ (nWmTIxGNOD’PS)011PAGE 17
IF ONE OR MORE NON-MANUAL NEG GROUPS
ALL OTHERS
Would you Bay that the Introduction ofthe change was WODTAEDE13E20S-SCODE ONLY
negotiated with unlonlassoc representativesand dependent on their agreement
9 discussed with union/association represent-atlves In a way whzch took their Views Into
Iaccount but-left management free to make
the declalona
s not discussed with union/assoc~atlonrepreaentatlves
(a)INTRODUCTION OF
PLANT ,UACHINERY, ETC
1
2
3
4
5
6
x ASK H13
Y GO TO Slll(bOR SECTION J
1
2
3
JORK ORGANISATIONiORKING PRACTICES
1
2
3
4
5
6
0
i ASK E13
iGOTOSECYIOB J
1
2
3
32
33
34
35
36-41
42-47
48-49
J1
J2
J3
J4
J5
-46-3: PROCEDURES AND AGREEMENTS
Now I would like to ask you about any formal industrialrelations procedures you may have either for manual ornon-manual employees .
Are there formal procedures for dealing withREAOOOT mfiJfCOND SACS IN TURN ...
. . disputes
...
over PAY AND CONDITIONS of any g:.o”p of employees?
DISCIPLINE AND DISMISSALS other than redundancies?
... INDIVIDUAL GRIEVANCES?
... HEALTH AND SAFETY maLters ?rYes No
1 A
2 A
3 A
14 A
None of these O
IF FORMAL PROCEDURES FOR DISPUTES OVER PAY AND CONDITIONS(CODE 1 AT J1) X ASK J2
ALL OTHERS YGOTOJIS
Phinking first about your formal procedures forieali”g with disputes over pay and conditions ...4re these procedures substantially the same formll groups of employees or are they different foriifferent groups?
Substantially the same
Different
What is the largest group of workers covered byany of the procedures for dealing with disputesover pay and conditions?
WRITS IN BRIEF DESCRIPTION AND CODE Manua1WBETHEE NANOAL OR NON NEJNJAL
Non-manual
ASK J4-J17 EITIDfBABOUT TNB PROCEDOSS SSFEF.RSDTO AT J2IF ‘SUBSTANTIALLY TSS S-r , ~ AT J3, IF lD~FFE~~l
1s the pay and conditions procedure for this~roup set out i“ a written document or not?
Yes, written document
No
Are the employees covered hy this pay and conditionsprocedure represented by unions or staff associaticms?
Yes - all
- some
No, none
E
1
O.u.o.
E
1
2
E3 GO TOJ7
50-53
54
55-60
61
62
J6
J7
J8
J9
J1O
Jll
-47-
Was the procedure agreed between management andunions or staff aseoclatlons? Yes
No
Does the procedure set out a speclflc stage afterwhich a declslon on mdustrlal actzon can be made?
Yes
No
What IS this stage?
PROBE PNLLY ASD ESCCW.DVEB33ATIM
In the event of a failure to agree at the establishmentIS there a provlslon wlthln the pay and conditionsprocedure for the Issue to be referred to a body orperson outside the establishment?
Yea
No
To which outside bodv are such Issues to bereferred? PROBE :
CODE && TEAT APPLY
Any others? ONTIL No
ACAS
Employers’ABSOC1atlOn
Management outside eatabl~shment but mslde organlaatlon
Union offlclal/National Officer
JoLnt Employers’Asaoclatlon ~ Union
Joint Management at hzgher level In organlsatlon and union~flclal
Arbitrator or arbitrating body or board (not ACAS)
Other (SPECIFY)
According to the procedure does the referralto ACAS Lnvolve only conclllatlon, onlyarbitration or both? Concllzatlon only
Arbltratlon only
Both
1
2
~
1 ASK Jll
2
3
4
5 Go Yo.r12
6
7
8
SEPEAT
1
2
3
63
64
65-70
71-80
1-5
•1
CD23
8
J12
J13
J14
J15
J16
J17
J18
J19
-48-
INTEllVIEURR: RRFER TO J4 , J6, J1O
IF PROCEDURES WRITTEN (J4 CODE I) && AGREED (J6 coDE 1) M ASK J13IF CODE (J1OR 07 AT J1O X BELOU
ALL OTHERS Y CO TO J18
Does the provision specify that ultimatelythere is automatic reference to arbitration?
Does the provision allow for either partymake unilateral reference to arbitration?
to
Is the arbitrator or the arbitrating bodyspecified in the procedural document/agreementor left to be determined when the need arises?
To
Does >he provision specify that the decision ofthe arbitrator or arbitrating body must be finaland binding on all parties?
Does the arbitrator or arbitrating body have tofind wholly in favour of one party or another?
INTERVIEWER: 88FER ‘M J1
I
Yes
No
Specified
be determined
1
2
Yes 1
No 2
Yes
No
,
1
2
IF FORMAL PROCEDURES FOR DISCIPLINE AND DISMISSALS(CODE 2 AT J1) ASK J19
ALL OTHERS co TO JZ7
Now I would like to ask you about formal proceduresfor dealing with disputes over discipline and dismissals.
Are these procedures substantially the same for allgroups of employees or are they different for differentgroups?
Substantially
Different 2 AsK J20
9
10
11
12
13
14
J20
J21
.122
J23
J24
J25
-49-
Nhat IS the largest group of employees covered byany of the procedures for deallng wlLh dleputesover dlecxpllne and dlsmlssals7 Manual
Non-manual
WRITS 131BEIEF DESCfUPTIOH ASD COOK HEEIUEKnAmAL OR 33033-31AS2ML
ASK J21-J26 EITSEE ABO~ TBE PUKEDOEB ESPBEEBD IO AT J19,
IF ‘SUBSIA331UY 211SSA31S’,~ AT J20, IF ‘DI~’
Is the dlsclpllne and dismissalsthlslthese group(s) set out In aor n0t7
procedure forwritten document
Yes, written document
No
Are the employees covered by this dlsclpllne anddismissals procedure represented by unions (orstaff ass0clat10ns)7
Yes
No
Was the procedure agreed between management andunions (or staff ass0clat10n8)7 Yee
No
In the event of a failure to agree at the establlehmentIS there a provlslon wlthln the dlsclpllne and dismissalsprocedure for the Issue to be referred to a body orperson outside the establishment?
Yen
No
To which outside body are such Issues to be referred?PROBE: Any others? OUYIL No
CODE ALL T&H APPLY ACAS—
Employer8 ‘ Aaaociatlon
Management outside establishment but Inside organlaation
Union offlclal/National officer
Joint Employers’ Aa80clatlon @ Union
Joint Management at higher level In organlsatlon and union=flclal
Arbitrator or Arbitrating body or board (not ACAS)
Other (SPKCIPY)
1
2
Ouo
E
1
2
E1
2
AA ASK J25
97 GO ‘2’0J27
01 ASK J26
i
02
03
04
05 GO YO J27
106
07
08
BLANK
15
16-21
22
23
24
25-34
35
J26
J27
J28
J29
J3C
J31
-50-
According to the procedure does the referral to ACASinvolve only conciliation, only arbitration or both?
Conciliation only
Arbitration only
Both
INTsRvIEWBR: REFBR TO J1
1
2
3
IF FORMAL PROCEDURE FOR IndiVidUal GRIEVANCES (CODE 3 AT J1) I ASK J28
ALL OTHERS GO TO J32
In the last year have any employees formally raisedany matters through the individual grievance procedure?
Yes
No
Which types of grievance have been raised?PROBE FOLLY ARO RSGORD VESSATIM . (REGORD UPTO g TYPES OF GRIEVAIiCE)
1.
.
2.
3.
Are there any types of grievance that you feel theprocedure is ineffective at handling?
Yes
No
What are these?PROBE FULLY AND SBCORD VSSBATIM
EO.u.o.
B
ks%%O.u.o.
E
36
37
38-43
44
45-50
J32
J32
J34
J35
J3[
J3;
J3t
-51-
Thlnkmg of your procedures in general, duringthe last SIX yeara* have any been revimed to llmltthe scope that trade unuma have to atrlke or takeother lnduatrlal actmn?
*OR ‘Since you began operatxng here? ‘ Yes
No
No unlone then
No rec0gni8ed unions at preoent
Other answer (SPECIPY)
What revlslons have been made?PROBE.POLLY AND usCOEJlvssmrm
Do the llmlts apply (BEAD OUT MID CODE OBJtOIILY)
just to 6trlke
Just to other forms of Lndustrlal action
or both tO strikes and to other forms of lndustr~al act~on?
DO the Ilmlts apply for a temporary perxod orIndeflnltely? Temporary
Indeflnltely
During the past year , that IS since _ (SPBCIPP nollYn)1989, have any employees been dlsmlssed for reasonsother than redundancy?
Yes
No
How manyv
During the past year, that 18 since _ (SPBCIPYHOl1213)1989, have any of these other dlsclpllnarysanctions been applzed to employees? READ OUY LISTBELCU MD KXCOIUI ‘YES’ OR ‘JK3’FOE SACS
01 ASK J33
02
/
03 w TO J36
04
05
1
2
3
1
2
1 A8K J37
2 CO TOJ3B
formal written warnlng~
suspenelon with full pay?
suspenalon with reduced pay?
suspenemn without Payv
deduction from pay?
Yea No
1 2
1 2
1 2
1 2
1 1
51-52
53-58
59
60
61
62-64
65
66
67
68
69—.
J39
J40
J41
J42
J43
-52-
1P ‘YES’ TO ANT AT J38 ASK J39. OTNESS ~ TO J40.
In the past year, altogether how many employeeshave had any of these sanctions applied to them?
~ITE IN No- ~
During the past year has management here receivednotification that any employee or ex-employee hasstarted an official tribunal action against theemployer?
t20wmany such actions have been notified in thelast year, i.e. since _ (SPECIPY 140NTS)1989?
Yes
No
1 ASK J41z GOTO
SECTION K
SEW CASD P Were the grounds any of thesezctions listed on this card? PNOBE: Any others?DNTIL NO.
Unfair dismissal
Equal pay
Sex discrimination
Race discrimination
Other (SPECIET)
BLANK
REPEAT
1 ASK J43
2
I
3 GOTOJ SECTION K
5
How many of the actions in the last year wereon the grounds of unfair dismissal?
I r
K1
K2
(3
UNSKILLED MANUAL WORKERS
SEMI-SKILLED MANUALWORKERS
SKILLED MANUAL WORKERS
K4
K5
-53-K: PAY14SNTSYSTEMS/JOB EVALUATION
ImKKv2mnm: BEFBK TU B.W.D.S.
CODJIIB L.3L COLN3fSB33M ABY GKOUP WIIN FSWSR TNAN 5sMPWYKES AT IEK MYTABLI~.
SE~ CARD Q Are any of the employees in this establishmentpaid by reoults? On this card IS an explanation of what wemean by payment by results Please answer for each of thegroups I am going to read out. KsAo OUYKAcN-mm5OR mKS ~S MD ESCOKD IE GRID B_.
FOE EACH GKONP CODKD YKS AT K1 ASK K2
Are they paid by results as Indlvlduals, members of a groupor cm an establishment or organ~aatmnal basis? CODE ALL
YNAT APPLY ASD RsIXKD IE GRID B-.
Do any employees In these sroupB receive merit pay or payrelated to the a8aes8ment of Individual performance 7KEAD OUT EMX3 GKONP AED KSCOKD IE GK2D BEIAW.
CLERICAL/ADMIN /SECRETARIAL
sUPERVISORS/FOKEMEN
IUNIOR TECHNICAL ORPROFESSIONAL
;ENIOR TECHNICAL oRPROFESSIONAL
DDLE/ SENIOR NANAGERS
K1 K2PAID
FEWER THAN BYMETNOD OF PAYMENT
5 EMPS RESULTSBY RESULTS
IN GROUPYes NO I~;:- GROUPS E~f
7 A 0 1 2 3
7 A 0 1 2 3
7 A 0 1 2 3
7 A 0 1 2 3
7 A 0 1 2 3
7 A 9 1 2 3
7 A 0 1 2 3
7 A 0 1 2 3
ire there any formal job evaluation schemes here -1 mean schemes for comparing systematically Lherelatlve value of different Jobs In order to settletheir relatlve rates of Payq —
K3
lRIT PAY
[ES NO
12
12
12
12
12
12
12
12
How many achemee are there at this estatillshment?
WK2YS In m. u
22-25
26-29
30-33
34-37
38-41
42-45
46-49
50-51
K6
K7
K8
K9
K1O
K1l
-54-
ASK K6 ABOUT TBB TWO LASGEST SCRF.NES
Ooes the (largest/second largestscheme cover both men and women?IF NO ASK: Women on1y? Men on”,
Men and women
Men only
Women only
ASK K7-K8 ONLY ABODT LARGKST SGIIBMB
How many employees are currently fillicjobs covered by the largest scheme?
WKITS IN NO.
SHOW CARD R On what basis does the
largest scheme operate? Please choosefrom this card. (RING 0SS CODE ONLY)
Points rating of several job factors
Factor comparisons
Ranking of whole job
Classification or grading
Other (SPECIFY)
LARGEST SCHEME
1
2
I I I
01
02
03
04
05
IImrmvmwsu: MFER m K6 (BOTH scsmss)
I
2ND LARGEST SCHEME
1
2
3
MEN M WOMEN IN EITHER OR BOTH SCHEFIES(cODE 1) x ASK K1O,
I ALL OTHERS iY GO TO K12
Have any equal value claims been made by individuals or theirrepresentatives during the last year in relation to the maleand female employees covered by these schemes?
ISTERVIEWSR: ‘EQDAL VALOR‘ CLAIMS SEIAT?!TO YesC4JHPASABLKPAY FOR WONEN AND MEN DOISG GOKPASABLSJOBS . No
How were they resolved? Were they ... SEAD OUT...
... all settled internally
... all referred to tribunals
... some settled internally, sane referxed to tribunals
Other answer (SPECIFY)
k01
02
03
04
BLANK
52-53
54-58
59-60
61
62-63
64-SO
K12
K13
K14
r
-55- KSPEAT
INTs3LVLEWSR: ESFSR lU B .W D.S.GODE GRID BELOW To INDICATS TSAT A GROUPSAS FSWSR TSAN 5 EILPLOTSESg W3fslisNom? TsAN 5 EIm.mEm, WBET33ERNAJORITT IS 34ALSOR FSIIALE
ASK K12-K14 ABOOT W331GfD3VEEGENDEl FORNS TSR 31AJOIlITYOF SAGS GROUP
(WITS 5 OR HOES EWPLOWS) . IF sQUAL 3M31SSRSOF 31EBAWN WM3331INANY GRoUP ASK ABOOT WONES .
SHOW CARD S If all the employees In this group werellsted Indlvldually Ln order of their gross earnings (,ncludlngany bonuses or overtime) , which of the ranges onthis card would apply to the employee In the mddle ofsuch a llst7 RECORD IN GRID BE-.
About how many hours per week would that employee haveworked to earn that amount’) SECOED IN GRID BSLCSi.
How many of these hours would be paid overtime? ESG03LDIN GRID BELCW.
K12 K13FEWER 5+ EMPSTHAN IN GROUP MEDIAN PAY
5EMPS HOURSIN
MAJORITY} PERL--
EUNSKILLEDNUALS
SEMI-SKILLEDNUALS
SKILLEDNUAL
CLERICAL/MIN /SEC
SUPERVISORS/OREMEN
K15
K16
GROUP MEN WOMEN WEEK
1 2 3 010203 04 05 06 07 0f309 10 11 I I
1 2 3 010203 04 05 06 07 08 09 10 11 [ I
1 2 3 010203 04 05 06 07 08 09 10 11 I I I
1 2 3 010203 04 05 06 07 08 09 10 11 I I
1 2 3 010203 04 05 06 07 08 09 10 11
Please consider now the average gross earnings ofall full-time employeeg[tncludlng managers) at this!stabllshment Approximately what proportion>f full-time employees earn half
kpproxlmately what proportion ofemployees earn twice that -unt
that akount or less?
wRITE IH Z
full-tmeor mre ?
WRITS In z
K,4
PAIDOVERTIME
HOURS
I I
II
I 1
I
I
[ I
[ I
1-5
•1
CD25
8-lI3
19-29
30-40
41-51
;2-’62
;3-64
5+66
K17
K18
K19
K20
K21
K22
-56-
ow frequently are most manual employees hereaid? NBAD OUT a)-c) BEL4W AND RING ONE CODE.
nd most non-manual employees?EAD OUT a)-c) BELON AND RING ONB CODE.
) .t----
NANUALS
,. weekly? 1
) . . fortnightly?
) ... or monthly/4 weekly?
(Not present in establishment)
y what method are most manual employees hereaid? NEAD OUT a)-c) BELOW AND RING ONB CODE.
nd most non-manual employees?EAD OUT a)-c) BELOW AND RING ONE GODE.
) . . . in cash?
) by cheque/girocheque?.
) or by direct transfer to Bank or BuildingSociety?
(Not present in establishment)
md how are starting and finishing times for mm.stsnual employees here recorded? NBAD OUT a)-c) BELOUND RING ONE CODE.
Id most non-manual employees?
) .. by clocking i“ and out?
) . . or by some other method?
or are they not recorded?
(Not present in establishment)
NON-NANUAL!
1
2
3
4
NANUALS
1
2
3
/,
NON-NANUAL:
1
2
3
4
NANUALS
1
2
3
4
NON-NANUALS
1
2
3
4
67-68
69-70
71-72
K23
K24
K25
K26
-57-
[IiTREVIEUSIl:SEE SSFR3LSNCSSEJ3ST
IF TMING SECTOR (cODEs 01-06 AT A3 ) IX ASK K24
AH, OTHERS Y GOT(ISECTIOIIL
W3~ C.4B21T Does this company (AOD IF MU2.TI or the
JK company owning this establlsbment) operate any of theschemes on this card for the employees here??ROBE: Any others7 UNTIL No
X3DE ALL llitiTAPPLY
Profit related payments or bonuses (lncludlng those coveredby the 19S7 Finance Act)
Deferred profit sharln& scheme - where profits are put In atrust fund wblch acqulree shares In the employlng company
for employees (sometimes under the 1978 Finance Act)
SAYE share option scheme where employees can buy theiremployer’s shares from the proceeds of a SAYE savings
contract (somet~mee under the 1980 Finance Act)
Dlficretlonaryor Executive Share OptIon scheme where selectedemployees have the option of buying shares at a previous
market przce (sometimes under the 19S4 Finance Act)
Other types of share ownership scheme
None of these
[SIIJRVIEUSII:SEVER To K24 ASOVE
1
2
3
4
5
0
IF CODES 3, 4 OR 5 CODED ABOVE I X ASK K26
OTNSRS ! Y GO TO K30
ipproxlmately what proportion of employees at this:stabllshment are ellg~ble for (one or other of):he share ownership scheme(s)?
73-77
78-80
K27
K28
K29
K30
K31
K 32
-58-
hre all your manual employees eligible for the share~wnership scheme(s)?
kre all your non-manualownership scheme(s)?
Yes
No
Manuals not present
employees eligible for share
Yes
No
approximately what proportion of all employees here areparticipating in the share ownership scheme(s)?
KEPEAT
1
2
3
1
2
ullITEIn%l \ I I
INTSRVIEUBR, NEFER TO K24
ASK K31 ANDIF CODES 1 OR 2 CODED xK32_
ALL OTHERS Y GDTOSECTION L
ire all your manual employees eligible forKRAD OUT RACE SCBENK TSAT APPLIES AND KKCOND IN GRIDBELOW.
4re all your non-manual employees eligible for ..KEAD OUT BACElSCBSNE TGAT APPLIES AND RKCORD INGKID BELOU.
ALL MANUAL ALL NON-MANUAL
Yes No Yes No
... profit related pay 12 12
deferred profit sharing scheme 12 12
1-5
n
CD26
8
9
10-12
13-14
15-16
L1
L2
L3
L4
L5
Lb
-s9-
Lz CONSULTATION AND CO14?NJNICATION
part from cormratteesthat deal with singleepics, such as Health and Safety, do you haveere any joint c-itteea of managers and employeesrlmarlly concerned with consultation rather thaneg0t1at10n7
mTBm2BusE: TAKs ESPECIAL CARS To Em2J3mllHITTBM TNAT DSAL i31TNA SIBCLS TOPIC (SCAWI’SEH, RSCEEATIOM , SCXIAL UELPA8B , JOBVALUATI033)MD ALSO TO =C’LDDE mI~xssAT DsAL PRIMARILY WITH 31BCOTIATIOU.
ave you ever had such a commttee In thisstabllshment7
OW many such committees are there?
WRITE IH EO. I I
hat are their names~ RSCLXUIB-: IF IKU3RTSAN TWO 31STS12SAUES (INI~S8 OF 13LPORTAHCB) OF TES TW MAJOR CONHITTSES . ASK L!i-L7FOE EMS:KNIHI~E BBCOEDSD
s thiss well
re the
NAME
Ouo
committee concerned with negotiationas c0n8ultat10n7
worker reDreaentatLves on theonmlttee manual only, non-manual onlyr both? Manual
Non-manual
BTsitwsusx: SEE B33FEBEJICSSEBST
Yes
No
only
only
Both
UNION MEMBERS IN ESTAB (Cl) I x ASE.2..7
ALL OTHERS Y OMIT L7
1ST cOMMITTEE
I I
1
2
1
2
3
~ND COMMITTEE
I I I
1
2
3
17
18
19-20
21-26
27-28
29-30
L7
L8
L9
L1O
Lll
L12
-60-
kre any of the employee representatives chosen>y unions or staff associations?[F YES: All or just some? Yes, all
Yes , some
No, none
1ST COMNITTEE 2ND COMNITTEE
_l_L-.LISK Ls-LII.OSLY OF FISST (uoST IMPORTANT) COMMITTBE
{ow often does the (SPECIFY SAME) committee meet?
Every month or more frequently
Less often but every 2 months
Less often but every 3 months
Less often but every 6 months
Less often but every year
Less often than once a year
ihat proportion of this committee’s meetings areittended by senior management? SRAD 00T
. all
most
... about half
.. some
... very few
or, none?
ihat would you say was the most important matteriiscussed by this committee in the last 12 months??ROBE FULLY AllDSSCOED VESBATLII
Generally speaking, bow influential do you think:his committee is on management ‘s decisions affecting:he workforce? Do you think it is ... (SEAD OUT) ...
... very influential
... fairly influential
... not very i“fl”ential
... or not at all influential
UVTEEVISUSR: SEE SSFSllSSCBS13XET
1
2
3
4
5
6
5
4
3
2
1
0
O.u. o.
E
3
2
1
0
ESTABLISRNENT IS MULTI (cODE 2 AT A4) BUT NOT HEALIOFFICE(IE NOT CODE 1 AT A5) X ASK L13
ALL OTHERS Y GO TO L16
31-32
33
34
35-40
L13
L14
L15
L16
L17
L18
-61-
.4partfrom Health and Safety and other single topicccnmnittees,18 there a joint connnitteeof managers andemployees m your organisation that operates at ahigher level than this entabllshment? PMI!IPTIF0ECES8MY: For Instance at dlvzsional, regional orHead OffIce level?
Yea
No
Is that cormnltteeprimarily concerned with @SADour) .
Do employeescommttee as
SEW UEDU
or both
or
conaultatlon and
from thm establishment alt on thisemployee representatlvea~
Which Dhra8e on thla card beet
coneultat>on
negotiation
negotlatlonv
1 ASK L14
2 G0T0L16
1
2
3
Yea 1
No 2
descrzbes how Health and Safety matters aredealt with In this establishment?
EIuG 088 CODE 08LT
Joint commttee specifically for Health and Safety
Joint coummttee for Health and Safety ~ other matters
Workforce representatives but no committee?ianagemencdeals with Health and Safety matters, without
consultationOther (SPECIPT)
IIITSWISWSJt: SEE ESPSEE8CS SESET
l\ WTOL17
3
}
4 GO TOL19
5
I UNION MEMBERS PRSSENT IN ESTABLISHMENT (Cl) X ASK L18
ALL OTHERS Y GO TU L19
4re any of the employee representatives on the:ommlttee deallng with Health and Safety chosen>y trade unlone or staff assoclatlon87IF TsS: All of the employee representativesm just some? Yes, all 2
Yes, some 1
No, none O
Ll$
L20
L21
L22
-62-
SE~ CARD V On this card is a list of methodsused by some managements to communicate or consultiith their employees . Do you use any of them asa matter of policy? IF TBS: Which ones?PROBE: Any others? DNTIL No. CODEALL‘yf3A’fAPPLY
Regular meetings among work-groups or teams at least once amonth to discuss aspects of their performance, such as
‘quality circles’ and other problem-solving groups
Regular meetings (at least once a month) between juniormanagersfsupervisors and all the workers for whom they are
responsible - these are sometimes known as ‘briefing groups’or ‘team briefing’
Regular meetings (at least once a year) between seniormanagers and all sections of the workforce (either altogether
or section by section)
Systematic use of the management chain for communicationwith all employees
Suggestion schemes
Regular newsletters distributed to all levels of employee
Surveys or ballots of employees ‘ views or opinions
>ther methods (SPECIFY)
None of these
01
02
03
04
05
06
07
08
00
)oes management here give employees or their representatives informationabout the following items before the implementation of any changes in them?KSAD OUT SACS ITEN IN TORN AND CODE ANSWERS IN GRID BE3JJW. FOR ALL CODED‘Yes’ PROUPT: 1s that a lot of information or a little information.
ind does management consult with employees or their representatives about,.. 303A00~MCB ITJDfIN TDNN. .
- terms and conditions of employment
- safety and occupational health arrangements
- staffing or manpower plans
- major changes in working methods or workorganisation
leesmanagement give employees or their repre~entative~ny information about ... RRAD OD’2ITBNS AND KECORD III;RIDBELOU. FORALLCODBD‘Yes’ PEONFT: ‘Is that a,ot of information or a little information?
- internal investment plans
- financial position of the establishment
ASK ONLY IF NOLTI , - the financial position of thewhole organisation
I L20
FINFORMATION
Yes Yeslot little ‘0
1 23
L 23
L_-1 23
1 23
L21CONSULT
Yes No
12
12
12
12
eLoty;tttle ‘o ;;Z
1 2 3
1 2 3
1 2 34
BLANK
47-66
67-68
69-70
71-72
73-74
75
76
77
78-80
L23
L24
-63-
Has management here made any change In the last3 years* with the alm of ncreaalng employees’Involvement In the operatmn of the establishment?
*OR ‘Since yot began operating here?’ Yes
No
What changes have there been?PROBEPOLLYA21Dlmcom VmMrm.
REPEAT 1-5
•1
CD27
1 ASK L24 8
z GOTOSECTIOE H
Ouo
9-14
Ml
M2
n3
M4
MS
-64-M: INDUSTRIAL ACTION
INTERVIEWER, REFER TO B.W.D.S.
5 OR MORE MANUAL WORKERS (FULL OR PART TIME)
4 OR FEWER MANUAL WORKER5 (FULL OR PART TIME)
5 OR MORE NON-MANUAL WORKERs (FULL OR pART TIME)
4 OR FEWER NON-MANUAL WORKERS (FULL OR PART TIME)
I IF CODE A _ CODE C
1 ALL OTHERS
Now I would like to ask you about different forms of industrialaction there may have been at this establishment.
SHOW CARD wHave any of the forms of industrial action on thiscard taken place affecting the (man”al/non-manual) workersat this establishment during the last 12 months, since_ (MONTH) 19897
Yes, manual only
Yes, non manual only
Yes, manual and “0”-manual
No, neither
COWTIWUS SEOWIWG CARD W
Jhich? PROBE ‘Any others? UNTIL ‘No’. RECORD IN GRID BELOW.
A
B
c
D
X ASKW2
Y CO TOM6
_L_-1
2 ASK M3
3
4 GO TOH6
FOR RAGS TYPE OF INDUSTRIAL ACTIOU AT M3 ASK t14AWD 115
h how many occasions in the last 12 months? RECOSD II!GRID BELOW.
Dn any of these occasions was the action made official by the trademiens at any stage?
Strikes of less than 1iay/less than a wholeshift
3trikes of a day but Ies;than a week
Strikes of a week or nmr(
)vertime ban or restric-tion by employees
fork to rule
Lock out
;0 slow
Slacking of work
iork in/Sit in
)ther industrial action~y employees
)ther industrial action;SPECIFY)
Ouo
MANUAL WORKERS I NON-MANUAL WORKERS(M3) (M4) (M5) (M3) (M4) (M5)
ACTION OCCASIONS OFFICIAL ACTION OCCASIONS OFFICIAL
YES NO 1 2 3+ YES NO YES NO 1 2 3+ YES NO
A 0123 I 121A 0123 1 12
A 0123 I 121A 0123 I 12
A 0123 12A 0123 121 ,
A 0123 12 A 0123 12
A 0123 12 A 0123 12
A 0123 12 A 0123 12
A 0123 12 A 0123 12
A 0123 12 A 0123 12
A 0123 12 A 0123 12
A 0123 I 121A 0123 I 12
A 0123 I 121A 0123 I 12
I I I
M6
li7
M8
M9
Mlo
Nll
M 12
1413
-65-
ae this establishment been picketed during the last2 months?
No
F YSS: On how many occaeums? Once
Twice
Three tlmea
More than three times
In the last occaalon of plcketlng waa it nonnectlon with a dispute at thle establlahmentv
Yes
No
hat was the .greateatn~ber Of peOPle PartlclPatlngn tbe plcketlng at any one tlme7 —
o Gon31113
‘1
I2 ASK H73
4
1
2
, 1 IHRrYs In no. I I I I I
lver how many separate door8, gates or entrancesfere these plcketa spread?
WRITS 1~ 3U1. I I
Ihat proportion of the pickets were employees of:his establishment?
Imsnlzl I IBLANK
fho organised the plcketng? PROBE Anyone else7JNTIL ‘No’7
DDE Shop atewardalrepresentatlvea from thla establishmentu Shop stewardsfreps from another eatabllahment ofrsATiPPLY
this employer
Shop stewardsfrepresentatlvea from another employer
Paid union officials (local)
Union offlclals from area offices or headquarters
Employees themselves
)ther (SPECIFY)
lld the plcketlng prevent any of the following from~nterlng or leavlng the premlses~ BSAD DUI MD BECOB21ltACSIII70RII
Employees at this establishment
Contractors employees working at this e@tabllahnent
Visitors to the establishment
Goods or eervlcea being received
Goode or services being sent out
mrlng the past 12 months has there been any blackingbf goods or aervlcea here by trade unlonzsta In:onnectmn with a~ mdustrlal dispute eaewhere else 7
Yes
No
REPEAT
1
2
3
4
5
6
7
K
Yea No
1 A
2 A
3 A
4 A
5 A
1
2
64
65
66-70
71-72
73-75
76-80
1-5
•1
CD28
8-13
14-18
19
Nl
N2
N3
N4
N5
N6
N7
-66-EMPLOTMENT PRAcTICES
R1’SRVISHKR: IISFSRTu Ml
5 OR MORE MANUAL WORKERS (FULL OR PART TIME) i
4 OR FEWER MANUAL WORKERS (FULL OR PART TIME) ?
5 OR MORE NON MANUAL WORKERS (FULL OR PART TIME) 3
4 OR FEWER NON MANUAL wORKERS (FULL OR pml TIME) 4
hich, if any, of the following benefits are available to any ofhe employees at this establishment? READ OOT AND NSCOND EAGSN TURN IN GRID BELOW.
F YES ASK N3
s this benefit available to all employees of this establishment?EGfNIOIU GRID BELGl .
F NO ASK N4 FOR SAGS: IF YES ASK N5 FOR SAGS.
Eow CAsox. To which of these groups is this benefit available?KOBE Any others? UNTIL No.
HOW SAND X. Which, if any, of these groups receive the more favour-ble provision? PKOBE Any others? (ONCE)
- free or subsidised food ormeals?
- sick pay over and abovestatutory requirements?
- an occupational pension scheme?
- a standard working week of lessthan 36 hours
NTERVIKWSE: NKFER TO BUDS.
(N2)
4VAILABLE
Yes No
AO
AO
AO
AO
(N3)
ALL EMP?
Yes No
12
12
12
SK N6-N8 ABOOT ALL NANUALS OR CLSRIGAL/SECSBTAKLAL/DPIIN.SKPLOYBES , WNIGNEVSR ABE TNE GRsATSR IN ti0f9BEE
Manuals
Clerical/Secretarial/Adrnin
‘d like to ask you about performance appraisalystems, by which I mean individual written assess-mentsproduced periodically by management or super-iors. Do you have such a system here for (SPECIFY)mployees?
(N4/N5)
ABC DE FGH NONE
12345678
12345678
12345678
12345678
0
0
0
0
greater 1
greater 2
—
20
21
22-30
31-39
40-48
49-57
58
59
18
N9
N1O
I
Nll
N12
-67-
me these performance appraisals for (SPECIFY GROUP OFMPLOYEES) used to assess any of the followlng?UlA1200T AND RSCORD BACH IH ~.
suitability for transfers up and down between Srades
pay Increases/decreases wlthln the same grade
- tralnlns needs
some other purpose? (SPECIFY)
ire all of these employeessppraxsal or Just eomev
subject to lndlvldual
‘lease consider again the establishment as a wholelave there been any reductions In numbers In any;ectlon or sections of the workforce in the last12 months?
None
Yes, all
Just some
Yes
No
snow CAso Y#hat have been the main reasons for the workforcereductions in the last 12 months7 Please choosefrom thL8 card PROBE Any others7 (OHCB)
Lack of demand for products or servlcee
Shortage of materials
Automation/mechan18atlon/new equipment
Reorganised working methods lrelocatlon[integration
Improved competitivenesslefflclencylcost reduction
Induatrlal dlsputea
Reductlona In budgeticaah llmlts
)ther reasons (SPBCIFT)
fere any of3ect10ns of
these methods used to reduce a sectmn orthe .orkforceq ESAllOOT AELlsS~~ SACS Ill-
Natural wastage
Redeployment wlthn establishment
Early retirement
Voluntary redundancies
Compulsory redundancies
by other methods7 (SPECIFY)
NO, none
Yss
1
2
3
4
n
1
2
m
A
A
A
A
01
02
03
04
05
06
07
08
REPEAT
rss
1
2
3
4
5
6
0
m
A
A
A
A
A
A
A
60-63
64
65
66
67-80
1-5
❑::
8-17
N13
N14
N15
k16
-68-
:mTzmmwSR: CBSGZ N12
IF COMPULSORYRRDUNDANCIES( CODE5) X ASK N14
ALL OTHERS Y GOTO N15
now CARo z‘hathas been the basis of selection for compulsoryedundancies during the last 12 months? Please chooserom this card. PROBE Any others? DNTIL No.
ODE ALL Last in/first outHAT APPLY
Job abolished therefore job holder dismissed
Disciplinary/attendance record
Bad performance record
Part-time workers first
111 health/older workers nearing retirement age
Older workers over retirement age
Level of skills or qualifications
ther reasons (SPECIFY)
01
02
03
04
05
06
07
08
09
mow CARD AA:n the last 12 months have any of the arrangements on this:ard applied at this establishment? PROBE Any others?INTIL No. RSCOND IN GIUD BE1.Olf.
ODE ALL -T APPLY
A temporary
Short-time working
lay-off or lay-offs
A reduction in the number of shifts “orked
Any other work sharing arrangements? (SPECIFY)
.n the last 12 months,,mployees from outside,ermanent posts at any
None
have you taken on any newthis establishment forlevel?
Yes
No
1
2
3
4
0
E
18-33
34-40
41
N17
NIB
N19
N20
N21
-69-
111~ CABD X A-.ooklng at this card, at which of the Ievele shownlave you taken people on7 PILOBEAny others? DE’YIL40
~DE ALL Unskilled manual workers~T APPLY Semi-skilled manual workers
Skilled manual workers
Clerlcal/Admln/Secretarial workers
Supervisors/Foremen
Junior technlcallprofesslonal workers
Senior technlcallprofesalonal workers
Mlddlelsenlor management
[s there currently any shift work at this establlsh-nent? Yes
No
[n practice IS management here able to organiseaork as It wishes among non-managerial employees,>r are there lurits to the way It can organxse work?
Management able to organlae as It wishes
Llmlts to way management Organises work
)ther answer (SPP.CIPY)
SINM CARD BBihat llmlts the way management can organise the?ork here? Please choose from this cardPROBE Any other factors? DNTIL No
Opposltlon from groups of ord~”ary union members
Opposltlon from groups of workers who are s union members
Opposltlon from shop stewarda or representatives
w3DE ALL Formal agreement with trade unions~’Y APPLY Lack of skills amongst the workforce
Lack of suitable premlsea or equ~pment
Lack of management expertise
Other reasons (SPBCIPY)
During the last three yearwhas management Introducedany cbangee n working practices that have reducedjob demarcation or Increased the flexlblllty ofworking at this establishment?
hIF ESTAB. LBSS TEAM 3 Yt3ARSOLD, 8Ayz Yes
‘Since you began operating here? ‘ No
(INT NO )
01
02
03
04
05
06
07
08
1
2
1 GO TOH21
2 ASK Nzo
3 WYON21
01
02
03
04
05
06
07
08
OFFICE USE ONL
42-57
58
59
60-75
76
77-80
N22
NZ3
N24
N25
I$?6
-70.
SHOW CAND x AGAINWhich section or sections of the workforce havebeen affected by these changes in working praccices?PROBE Any others? UNTIL No.
CODE ALL Unskilled manual workersTNAT APPLY
Semi-skilled manual workers
Skilled manual workers
Clerical/Admin/Secretarial workers
Junior
Senior
UIDDLN/SENIOR NANAOSNENT NOTAPPLIcABLE TO TBIS QUESTION
Supervisors/Foremen
technical/professional workers
technicallprofessional workers
All sections
Are any employees of this establishment currentlyworking on the basis of a short fixed-term contractfor 12 months or less?
INTBRvISWER: cBECX TBAT ANY EMPLOYEES MENTIONEDASS INCLODED IU BWDS. NOTS TBAT YTS , COMIONITYPKOGSAMNS ~ SANDWICH STUDENTS (EVEN WITS A CONTNACTOF EMPLOYMENT) ASS SXCLOORD .
How many?
WEITS
Yes
No
IN NO.
In the last 12 months, has this establishment paidany individuals on a freelance basis or as homeworkersor outworkers?
cODE ALL TNAT APPLY Yes, freelance basis
Yes, homeworkersfoutworkers
, freelancers/homeworkers/outworkers: (no difference between)
30W many freelance or homeworkers or outworkershave carried out work for this establishment inthe last 12 months? IF ‘NO DIFFEllENCE‘ EECoND1FNEELANCE‘
No
DNDER
FNEELANcE: WNITE IN NDNBER:
EONE/OOTWONNENS : WRITE IN NDHSBR:
REPEAT
01
02
03
04
05
06
07
97
k
L1
2 ASK N26
3
0 WTON27
[ I I
[ I I I
1-5
D
CD30
8-19
20
21-24
25-27
28-31
32-35
N27
N28
N29
N30
-71-
13w CARD cchich, If any, of the different ethnic minorityroups shown on this card are represented in theorkforce In this establishment? P~BE Any others?
DDE ALL GROUPS Weet IndianNAT APPLY
Indian/PaklstanI/Bangladeshl
East African AsIan
Other Black African
Malay/Chinese/Philllpmo/Far East
Other AsIan
None
dding the different ethnic groups together, whatroporcmn of the total vorkforce in thla establishmento they account for7 EIIADom .
less than 5%
5-lo%
more than 107.but less than 207.
or, 207.or more?
ECU CARD DDre any of the services on thla card carried out for youalnly by people who are not employees of this estab11shment780Bt3Any others? D31TILNo
F ‘~TI’ (SEE REF. S31E3ST)ASK 3130WN33RBANSWER TO 3129IS YES
s this service carried out for you by another part ofour organlsatlon?
ODE s, Cleanlng of bulldlng and premleesLL
Securxty
PPLY Catering
Bulldlng maintenance
Printlng/photocopymg
Pay roll
Transport of document8/8oods
No, none
(N29)
)UTSIDE EMY
Yes No
AO
AO
AO
AO
A.O
AO
AO
o
1
2
3
I
ASK H284
5
6
0 GO1’01i29
1
2
3
4
(N30)
dITHIN ORGANISATION
‘es ‘“ (:;::’)
12 3
12 3
12 3
12 3
12 3
12 3
12 3
36-41
42
43
44
45
46
47
48
49
50
PI
P2
P3
P4
E
P6
P7
-72-
P: GENERAL lSSUES
Apart from any dismissals, how many employees resignedfrom (or left) this establishment during the last 12months?
NOTE: EXCLUDE TENPoRAKY/CASUAL/PROBATIONARY ~ITJf IN No. ~BNPLOYEES
What proportion of employees here were away sickor absent during the most recent period for whichyou have figures? WRITS IN % I INOTE: EXCLUDE AUTBORISED LEAVE OR AESENCE ,
ENPLOYRES AWAY ON COURSES, ETC. Period: Last week
Last month
Other (SPECIFY)
SHOW CAKD EE Please look at this card. Have anyemployees of this establishment sustained any of thesetypes of injury during working hours in the last 12months - ie since (SPECIYY MONTB) 1989?
Yes
No
Don’t know
Other answer (SPECIPY)
CONTINUE TO SHOW CARD EEDuring the last 12 months how many employees in allhave sustained any of these types of injury? r--
1
2
3
1 ASK P4
2
8
}
GO TO P57
~ITB IN No- ~
INTERVIEWER: SEE REFERENCE S8EET AND A8
IF RESPONDENT IS SpeCialiSt (CODE I AT A8) AND ESTAB.IS TRADING SECTOR (01-06 AT A3)
IF ESTAB. IS PUBLIC SERVICES (07-09 AT A3)
x GO TOP61
Y GO TOP611
IF RESPONDENT IS NON SPECIALIST (CODE 2 AT A8 ) AND ESTAB.IS TRADING SECTOR (cODES 01-06 AT A3)
Z ASK P6
And now some background i“formation about your company.
What is the name of the company to which thisestablishment belongs? INTERVIEWER: NBcosu SANKON ADDRESS KBCOSD FONN ~ ON QUESTIONNAIRE.
TICK BOX TO INDICATE TNAT NANS
*Is this the ultimate controlling company of yourorganisat ion in the IJK?
*IF SINGLE ESTAS. (SEE KKFEEKNCB SNBET/A4 CODE 1)ASK: ‘Can I just check that this is the ...‘
(/)
IS NECORDED c1
51-54
55-56
57
58
59-62
63
P8
P9
Plo
Pll
P12
P13
-73-
ihat IS the name of your organieatlon’s ultimate:ontrolllng company In the UK?
[lrIKRv2KWKE: RSCOKD 19AMKOE ADDRESS KKCOED FOE14,HOT OH QOKSTIOMIA2KK—
TICK SOK IO ISDICAIS TSAT HAMS IS EKCOBDKO &
4SK QUKSTIOIISp9 -P18 ASOO’I= CIMPABY ItAMKDIllPS OR (IF p8K3T ASKXD) 116P6 - TSK ULT211AIKCOlll’EOLLIIICcWPAIIY III~ UK (U-C-C.)
[s (U.C.C.-SPKCIFT CLRIPAIIY)UK owned orEorelgn owned?
Ooes (U.C.C.-SPIICIFTCIHPADY)>r establishments out.s~dethe
?here IS the controlling HeadSPECIFY CCEIPAKY)?
lU3ADOUT
UK ovnedlcontrolled
50/50 UK and foreign ownership
Foreign owned/controlled
own subsidiary companleeUK?
Yes
No
OffIce of (U.C.C. -
In USA or Canada,
E1 ASK P1O
2 CO TOP12
3 a) ToPll
lJ-1co To Plz
2
1
IIIan EEC country , 2
elsewhere m Europe (cmtslde EEC) , 3
or elsewhere In the world 4
low many establishments (Includlng this one) arethere wlthln (U.C.C.-SPECIPY CLWPASY) and Its~ubsldlarles In the UK7
~1. I, ~ ~
SHLW CARD FFHow many employees in total does (U.C.C. SPKCIFYCCUPAIIT)and its subsldlarles employ In the UK7PLKASK CSOOSK PRLM TSIS CARD Less than 100
100, less than 200
200, less than 500
500, less than 1,000
1,000, less than 2,000
2,000, less than 5,000
5,000, less than 10,000
10,000, less than 50,000
50,000, less than 100,000
100,000 or more
Other answer (SP13CIPY)
DK
01
02
03
04
05
06
07
08
09
10
98
64
65
66
67-70
71-72
P14
P15
P16
P17
P18
P19
-74-
Was (U.C.C. - SPECIFY COMPANY) the ultimatecontrolling company of this establishmentthree years ago*?
* nrrsuvmum: IF 13STAELISSMENTLESS TNAN 3 YREOLD ASK: Since you began operating here?
‘: E
SHOW CARD ~What change in ownership or control has occurred?Please choose a phrase from this card.
RING ONE CODE ONLY An agreed takeover/merger
A takeover]merger formally opposed
Hived off by parent organisation (private sector only)
Ex public sector; now privatised/denationalised
Senior management buy out
Buy out by employees generally
Other change (SPECIFY)
INTERVIEWER: SEE REFERENCE SSEET
01
02
03
04
05
06
07
ESTABLISHMENT IS SINGLE INDEPENDENT (CODE 1 AT A4) X GO TO P19
ESTABLISHMENT IS HEAD OFFICE/ADMIN OFFICE (cODE 1 oR 2 AT A5) Y (X3TO P61
1ALL OTHERS Z ASK P17
Are there intermediate management levels betweenthis establishment and (U.C.C. - SPECIFY CONPANY)- for example divisions, regions or separate companies?
‘:: E
Is there just one intermediate level or more thanone between here and (U.C.C. - SPECIFY CONFANY)? Yes, one
More than one
Does this establishment obtain 10% or more of itssupplies of raw materials, bought in components, goodsor services from any of its suppliers? Yes
PRONFT, IF NSCESSAKY: ‘... 10% by value No
1
2
1
2
BLANK .
73
74-75
76
77
78
79-80
P20
P21
P22
P23
P24
P25
P26
P27
-75- RSPEAT
.mKKv2msK: sm. SsFsslmcs SusKT
IF ESTA2LISHNENT IS ‘MULTI’ (CODE 2 AT A4) X ASK P21
ALL OTHERS Y G02UP22
,re any of these auppllers part uf the organlsatlon Ye8, all 10 which thl$ eatabllshment belongs?:FTSS ASK: ‘All or some?’
Yes, 80me 2
No, none 3
; would now llke to ask you some queatlons about:he output of this establishment Is the output)f)rjr
thla eetabllshment concentrated on one productaervlce or are there several different producteeervlces7
1Single product or aervlce
Different products or aervlcea =
hnong tbe products or aervlces supplled by thissatabllshment, IS there one main product or servxcethat accounts for at least a quarter of salesrevenue7
Yes
E
1 GO TOP33
No 2GO TO P42
Don’t know 3
In’rsRvIEusK: S)nfSEFsKsUCK Ssmm
IF ESTABLISHMENT IS ‘MULTI‘ (CODE 2 AT A4) X ASK P25
ALL OTHERS Y GO TOP26
:s the majority of the product or servzce of th~s!stabllshment sold to other parts of your organlsatlon7
YeO
No
,, Don’t know
rhlnklng of this establishment’s largest cu8tomer Ln:erms of the value of goods or aervlcea supplied,roushly what proportmn of the total annual value of%oods and services 18 aupplled to that cu8tomer7
1 GO TOP28
k
1
[S the market for your product or service pri-arily. (SsADoo?) ONEmDE OSLY local 1
UlmPT As APPKoPsO+m : regional 2
.ocal = within 1 hours travellegional - within 1 or 2 Standard Regions
national 3
Iational - covering 3 or more Standard or international’ 4Kagions
1-5
L1
CD
8
9
10
12-14
15
P28
P29
P30
P31
P32
P33
-76-
1s the market dominated by your organisation,are there only a few competitors or are theremany competitors?
INTSRVIEWSR: Organisation‘FEW’ EQUALS 5 OR
dominatesmarket
A LOWSR ~ERFew competitors
Many competitors
Don’t know
If the current price for your product or servicewere increased by, say, 5%, and your competitors ‘prices remained the same, would demand for yOUrproduct or service be likely to ... (SEAD OUT) ...
... remain about the same
... or fall?
Don’t know
By how much would the demand fall ... (EEAD OOT) ...
If the currentwere increased
. . . by less than 5%
... by about 5%
... by between 5% and 10%
. or by 10% or more?
Don’t know
price for your product or serviceby, say 5%, would the demand be
likely to remain the same or fall, other thingsbeing equal?
Remain about tbe same
Fall
Don’t know
By how much would the demand fall ... (SSAO OUT) ...
... by less than 5%
... by about 5%
... by between 5% and 10%
... or by 10% or more?
Don’t know
IUTSRVIEUSIU SEE SEFERENCX SEEET
I
lr-1 GO TO P31
2
3 ASK P29
8
lk-1 GOTOP31
2 ASK P308
1
21
1
3 CO TOP51
4
8
1 Go To P51
2
}ASK P32
8
II1
2
3 ~ TO P51
4
8
[ IF ESTABLISHMENT IS ‘MULTI‘ (cODE 2 AT A4) X ASK P34
ALL OTHERS Y GO TOP35
16
17
18
19
20
P34
P35
P 36
P 37
P38
P39
1s the majority ofthis establishment>rganieation?
-77-
the uin product orsold to other parts
8erv1ce ofof your
Yes
No
Don’t know
1 GOTOP37
}2 ASK P358
rhlnking of th?.sestablishment’s largest customerLn terms of the value of goods or servlcea supplled,roughly what proportion of the total annual value ofgoods and services 18 aupplxed to that customer?
WEITS Illz I i ILess than 1% 000
18 the market for your =in product or aervlceprimarily ..(EEAD ODT) Ous cam onLY local 1PROMPT As APPROPE2AIS:Local - Within 1 hours travel
regional 2
Regional = wlthln 1 or 2 Standard Regmna national 3National = covers 3 or more Standard Regmna
or lnternati0na17 4
Is the market dominated by your organisation,are there only a few competltora or are theremany c0mpetlt0r87
121TE.RVIEUSE: 0rgani8at10n dominatesFsu E.QUALS5 OR market
E
1 mTOP40
A~212MBSB Few competltora 2
Many competitors 3 ASK P38
Don’t know 8
If the current price for your product or aervlce#ere increased by, say, 57.,and your competitors ‘mlcee remazned the same, would demand for your?roduct or service be llkely to . (READ 00T)
remain about the same
or fall?
Don’t know
By how much would the demand fall .. (BEADOOT) .
by leas than 57.
by about 5%
by between 5% and 10%
or by 10% or more7
Don’t know
1 Gom P51
*
1
21
I3 cxTo P51
4
8
21
22-24
25
26
27
28
P40
P41
P42
P43
P44
P45
PM
-78-
If the current price for your product or service#ere increased by, say 5%, would the demand belikely to remain the same or fall, other thingsbeing equal?
Remain about the same
Fall
Don’t know
By how much would the demand fall ... (SEAD OUT) ...
... by less than 5%
... by about 5%
... by between 5%and 10%
... or by 107.or more?
Don’t know
InTsRvIswsll: SEE SEPEREBCS SESXT
1 GO TO P51
2
}
ASK P41
.8
1
2
1
3 GO TOP51
4
8
IF ESTABLISHMENT IS ‘MULTI’ (CODE 2 AT A4) x ASK P43
ALL OTHERS Y 00 TOP44
raking the whole range of products or services~upplied by this establishment , are most of them$old to other parts of your organisation?
Yes
No
Don’t know
rhinking of this establishment’s largest customerin terns of the value of goods or services supplied,roughly what proportion of the total annual value ofZoods and services is supplied to that customer?
1 OOTOP.46
*
IUsxTs In%l I I
Less than 1%
[s the market for your product or service prbarily... (RSADOOT) ... ONS CODE ONLY ... localTtDMPT AS APPROPRIATE:,ocal = withi” 1 hours travel ... regional
Le.gional= within 1 or 2 Standard Reqions ... nationalIational = covering 3 or more Standard
Regions... or international?
[s the market dominated by your organisation, are:here only a few competitors or are there manycompetitors?
[SIXRVIEUSP.:FEW EQUALS 5 ORA JJXSR NUMBSS
Organisation dominates market
Pew competitors
Many competitors
Don’t know
000
1
2
3
4
1 GO TOP49
2
1
3 ASK P47
B
29
30
31
32-3LI
35
36
P47
P48
P49
PSI
p51
P 52
-79-
If the current price for your product or servicewere Increased by, say, 5%, and your competitors’prices remained the same, would demand for yourproduct or aervlce be llkely to . (EsAD OUT)
,,remam about the same
or fall?
Don’t know
By how much would the demand fall (BItADOuT) .
by less than 5%
by about 5’Z
by between 5% and 10%
or by 10% or more?
Don’t know
If the current price for your product or servicewere Increased by, aay 5X, would the demand by llkelyto remain the same or fall, other things being equal?
Remain about the same
Fall
Don’t know
By how much would the demand fall . (RsAo OUT)
by less than 57.
by about 5%
by between 57.and 107.
or by 10% or more?
Don’t know
131TSEVISWSR: SEE M-U= SS33ET
E1 GulUr51
}2 ASK P4S8
Go To P51
E1 Gom P51
2 ASK P508
11
2
3
4
8
—IF ESTABLISHMENT IS ‘MULTI’ (CODE 2 AT A4) IX NK P52
ALL OTHERS Y CO TOP57
sum CAu.oSEWhat In this eetabllahment ‘8 contribution to thetotal U K sales of (U.C.C. - SPSCIPT C(RIP~)and Its eubaldlarles?
Less than 5% 1
5% but less than 10% 2
10% but less than 25% 3
25% but less than 507. 4
507.but less than 75% 5
75X or more 6
Don’t know. 8
37
38
39
40
41
P53
P54
P55
P%
P57
-80-
5EOH CAsD JJInd how would you characterise (U.C.C. -SPECIFYCONPANY) and its U.K. subsidiaries in terms of thesimilarity of its business activities? Please:hoose a phrase from the card. ONECODE ONLY
A single business (90% or more ofin one line of
A dominant business (70%”to 90% ofin one line of
its salesbusiness)
its salesbusiness)
A related business (no single line of business accountsfor 70% or more of sales, but the various businesses
are related to each other)
A conglomerate business (many unrelated businesses)
[n relation to current premises and equipment would{OU say that this establishment is working ... NSAO OUT ...
... at full capacity
... somewhat below full capacity
... or considerably below full capacity?
Don’t know
)ver the past 12 months, would you say that the~alue of sales of the main products or services)f this establishment has been ... (SNAD OUT) ...
... rising
... falling,
... or stable?
Don’t know
SHOW CASD B AGAINibout what proportion of this establishment’ssales revenue (turnover) is accounted for by~ages, salaries and other labour costs like>ensions and national insurance? Please chooseI range from this card?
Less than 25%
25% but less than 50%
50% but less than 75%
75% or more
Don’t know
3EOW CANo SK[n your opinion how does the level of labour pro-ductivity here compare with what it was 3 years ago??lease choose a phrase from this card.
A lot higher
A little higher
About the same
A little lower
A lot lower
Don’t know
1
2
3
4
1
2
3
8
1
2
3
8
1
2
3
4
8
1
2
3
4
5
8
4’2
43
44
45
46
P58
P59
P60
P61
P62
Colmnms To sum CAKD KKIn your opinion how doestlvlty here compare with
Mow would vou aa.seaethe
-81-
the level of labour produc-other similar workplace ?
A lot higher
A little higher
About the same
A Ilttle lower
A lot lower
don’t know
financial Performance ofthla establishment compared with other eatabl18hment8In the same Industry? Would you say it was
KsAoom .
better than average
below average
or about average?
SPOHTAMSOUS OSLY:
[
no comparison po881ble
relevant data not available
Is that a lot better (below) or a llttle better(below)? Lot
Little
m
What would vou sav have been the most mDortant emDlovee
1
2
3
4
5
8
k10
1
11 GO TO P61
12
x
Y
., . .relations Issues at this eatabllshment during the last 3 year8? *PKOBIJPULLY AM) KS@lU VK8SATIM. Ouo
rI I
1 1
1 I
II1271RVISUSR:IF ESTASLIS~ IS LSSS YSAS 3 YKAES OLO ASK:‘Since you began operating here ?‘ 1,
Would you say that the Influence of the personneldepartment over employee relatlons Issuee at thi8eatabl18hment has Increased or decreased in the past3 year87* (PBCRIPT: A llttle or a lot?)
*IF ESTAS IS LSSS TSAN 3 YSAES OLO: Increased a lot‘Since you began operating here .?,
Increased a little
Much the same
Decreased a llttle
Decreased a lot
(Respondent ,n poet for less than 3 years)
1
2
3
4
5
6
47
48-49
50-55
S6
P63
P64
P65
-82-
SEOW CARD LLwow would you rate management /employeerelations generally at this workplace?Please choose a number from the scale o“this card. Very good 1
2
Good 3
4
Poor 5
6
Very poor 7
Don’t know 8
$hat factors did you take into account in making that choice?PROBE PoLLY ASD RSCOSD VSRBATIM O.u.o.
R
!fter the interviews for the survey have been:ompleted it is possible that we may wish to makefurther contact for some additional information.4re you willing to be contacted? Yes 1
No 2
>ther answer (SPJICIFY)
rhank you very much for your help. As I explained at the beginning, thisinterview was part of the Third Workplace Employee Relations Survey. Tberesearch is funded by the Department of Employment, the Economic and Social?esearch Council, the Policy Studies Institute and ACAS. After the surveyinformation has been processed and a“alysed, the research team “ill be?.endingyou a copy of their summary of the results prior to publication ofthe full report. Thank you again for your co-operation.
CLOSE IS’TBRVIBHMN ASSASGE TO cABRY OUT FUSTBER INTERVIEWS AS ISDICATEOm ISTBRVIBWSR IIWTSUCTIONS MD ON SEFSEBSCB SIfSET(sIDE B). ALso=LBl% FINAL SECTION BELOW.
‘lME‘N=: Crrn LENGTH OFINTERVIEW
(24 hour clock)
1=$ m
OFFICE USE ONLY(BATCH No)
(Day) (Month)
[interviewerSignature
‘interviewer‘Umber ~
m(Minutes)
mBLANK
57
58-63
64
79-80
P 1070
WORKPLACE EMPLOYEE RELATIONS SURVEY
earned out for the
Department of Employment
WORKFORCE
It would be of great help If this sheet could be completed
prior to the Interviewer’s vlslt and avadable at the
beglnnlng of the Interview
PLEASE KEEP THE SHEET UNTIL THE INTERVIEWER ARRIVES
I () 3 1111(Ii1(,
NOTES
I
;*
I
,
I*
“Establishment” refers to the premises tndtcated by rhe ad&ess on the covertng letter It does no[
Include any other premises that may belong to your or~anlsatlon or to establishments ddTerent and
separate from yours
Workforce dfita refer to the employees of a stngle employer at that establishment only Thev should
relate to the CI.meat which you complete the data sheet There are no qucstlons on seasonal
va:latlons
“Employees” should be understood In its str]ct sense of people with a contract of employment The
term ercludes any free-lance workers, home or out workers. and casual workers who do not have a
contract of employment Represenmtlves, saJesmen and slmdar employees shouJd be included f this
IS the establishment to which they prtnclpally report
“Part time” employees are those who work less than 30 hours per week
“Non-manual” occupations are those of a managenal, professional or clcncaJ nature
Occupations Involved ,n selllng (other than roundsmen and @rage forecourt attendants)
are Included as non-manual
Security SCWICCoccupations (Includlng POIICC,firemen, traffic wardens, but not Includlng
security guards and patroimen) are to be counted as non-manual
Salesmen, laboratory ass~tants should be included as Junior techmcal employees, unless
they have superv!wry rcsponslbdlucs
N“mes w~tho”t s“pemsov respo”slbdltlcs and trainee mcd~cal staff should be mciuded as
jumor techn~caL/profess~onal. supem[slng nurxs xnd quallfied medical professional staff M
sen!or Teachers and academic staff at unlversltles should be Included as
technlcaVprofes [onal staff, being categorised as junior/senior accordtns to the level of their
responstbdlty
Admlnlstratlve staff should only be !ncluded with clertcaUsecretanal staff when thcv have no
supemt$ory or mana~erlal responslbdlty
All supervisors of mmual workers (!nciud]ng foremen) and of clencaVadmltisemetartal st~ff
TH-i NK }OL FOR YOLR HELP
L
3
4
5
PLEASE GIVE BEsT ESTIMATEs IFYOU DO NOT HAVE EXAn DATA WRITE .NIUIFyou HAVENO EMPLOYEES INA CATEGORY IF YOU HAVE QUERIES, PLEASE REFER TO NOTES OPPOSITEIF YOU NEED TO CLARIm ANY OF THE INFORMA~ON YOU GIvE, USE THE BACK OF THIS SHE~
How many MANUAL employees do you have on the pay roll at this estab[Lshment’JHow many of these are full time (please give figures for men and women separately)and how many are part ttme?
TOTALFULL TIME PART TIME
~j + D = m ,MpLo&;y
MEN WOMEN
am ‘EHo\v manv NON MANUAL employees do you have on the pay roll at thiscstabhshment? How many of these arc full time (please givefigures for men and women separately) and how many are part time?
TOTAL /
FULL TIIME PART TfME
a+D=m
NIEN WOMEN
mm
Tak]ng full and part time together, of the MANUAL employees In this establishment
MEN WOMEN TOTAL
how many are unskdled~[n+rl=~
how many are semi-skdled~m+m=n
how many Ire skdled?n+m=m
Again t~klng tull and part time together, of the NON-,MANUAL employees in th!s est~bllshment
ivlEN WOMEN TOTAL
how nlany clerlcal/admtn /secrctarlal~a’m=m
how manv supervisors/foremen? [~+~=~
ho~v many Jun!or rechn!cal/prottssxo”al~B+m=m
hoxs, many scnlor tcchnl.al/pcole, s[o”~l>m“m=G
h,><v [xanv mlddl./~en!or m.ln~gcrs’C+c=c
——
Al
A2
A3
A4
I
I
P 1070 WOWLACE WLCIYSE RELATIONS SORVEY 1990
FINANCIAL NANAGER QOESTIO~I=
(1-4) (5) (6-7) (8-11)HR5 MINS 24
‘“i: ~ ❑ c% m ‘m 1“’:= m:oc
SECTION A - BACKGSODNO
To begin with, can you tell me the title of your
Job here7 PROBE FOR FD2.LDETAILS OF JOB TIYLS
Briefly, what are your main responslbllltlesthis lob? PROBE FULLY AND MCOBD VSSBATrn
How long nave you beenthis establlshment7
doing this Job at
WTS 2S (TO ~ST M) 1 I 1OR LSSS U 6 MONTES 00
Now L would Ilke to ask a number of questions
about this escabllshment, by vh~ch I mean the
act~vlrles of your company at tnls Indlvldual
address or site. mat IS the ma~n act IvIcy of
this establ~shmenc7 IF NECESSARY, PWBE FOR~FICATION
Ouo
[ I
12-17
13-19
20-23
AS
A6
k7
A8
A9
A1O
All
-2-
May I check whether the main activity of thisestablishment is manufacturing or not?
Yes, manufacturing
No, not manufacturing
Is this establishment one of a number of differentestablishments belonging to the same organisationor a single independent establishment? (2F‘SIH6LK 12iDEPS2!DESTESTASLISEHKST” ASK CESCSQOKSTIOH: So this establishment represents thewhole of your organisation and is not owned by,and does not belong to, another body?)
Single independent establishment lwhole organisation/notowned bylnot belonging to other body
One of a number of different establishments within anorganisation [ie multi)
May I check whether this establishment is theHead Office of your organisation or a similaradministrative office that does not itselfengage in msking or selling goods or providingservices ? (OHS (WDK 02N.Y)
Head Office
Other Admin Office
Neither of
And now some background information about yourcompany. What is the name of the company to whichthis establishment belongs? 1.STEKV2KUKK: KECilE.DConPm NA12Sm ADDRsSS -, ~ om QoKsTIo2NlAnK
the above
1
2
1 GO TOA15
2 ASK A?
1
2
3
TICK HAMS T7JIMDICATK TSAT = IS SKCORDKD U
Is this the,ultimate controlling company of your
organisation in the UK? IF S12iGLSESTAS. (SKESKFEBENCK SSSST) H: ‘Can I juet check that thisis the ...?*
Yes
No
What is the name of your organisation’s ultimatecontrolling company in the UK? ISTS21VI~: SECOSDPASENT COMVAST 2?AIISON ADDSSSS SSE13T, MOT OM QOKSTIOSMAISK—
TICK SOK TO 12WIICATKTEAT H IS RKCORDKO
Is the (ilCC- SPKC3PY COi4PASY)UK owned orforeign owned?
UK ownedlcontrolled
50/50 UK and foreign ownership
Owned[concrolled outside UK
1 ASKA20
2 WTOA21
1 ASKA12
2 GO TOQ14
3 GO TOA13
.2b,
25
26
27
28
A12
A13
A14
A15
A16
417
Ala
-3-
Does the (UCC - SPECIFY CCMPAIIT) own anv subhldiarviff~’“companies or ●stabllshmenta outside the”UK~
Where 1s the controlling Head OffIceSPKC2FT ctxfPA31Y) (rlsADOUT)
elsewhere Ln
of the
In
Europe
(Ucc -
the USA or Canada, 1
Ln an EEC councry, 2
(outs.de the EEC) , 3
or elsewhere m the world? 4
What are the mam actlvltles of the (UCC . SPECIFY ~~)of which this establishment la a part? (PBOBEFOE UP TO = MAIN ACTIVITIES)
1.
3
Does th~a establishment obtain 10Z ormore of Its aupplxes of raw materzals, boughtm components, goods or services frmn any oflts ~upplxers~ PRCuPT , 2P EKSSSARY: ‘ 10%by value. ‘
Roughly what proportion of the establishment ‘atotal supplles cdmes from this single source?
s’ Less than 25% 1,,
252 to 502 2
502 to 75-L 3
Over 757. 4
JB2EEv2EHER C93ZCKA6 POE AMSUER CODW:
IF EdTABLISH$ENT ‘f;]~LT’I‘(CODE 2 AT A6 )’ A Ur Ai8
All,OTHERS B CO IllA19
Are any or :hese suppllers ‘part of the organlsatlonco which this escaolls~ment belo”gsv Yes, all 1IF YKS ASK. ‘All or some?
Yes, some 2
No, none 3
29
30
31-42
43
44
45
A19
A2O
A21
A22
A23
A24
A25
-4-
mRVIKWER cNECK AJ FOE ANSWER CODED:
ESTABLISHMENT IS HEAD OFFICE/ADMIN OFFICE (Codes 1 & 2 AT A7) A Go TOA91
OTHERS (Code 3 AT A7 ) B ASK A20
t would now like to ask you a few questions aboutthe output of this establishment. Is the>utput of this establishment concentrated on oneproduct or service or are there several differentproducts or services?
Single product or service
Different products or services e
kmong the products or services supplied by thisestablishment, is there one main product orservice that accounts for at least a quarterof sales revenue?
Yes
tl-1 G43TOA45
No 2co To A68
Don’t know 8
INTERVIEWER CNNCK A6 FOR ANSUER COOED:
IF ESTABLISHMENT IS ~TI (cODE 2 AT A6) A ASK &?3
ALL OTRERS (CODE 1 AT A6 ) B GOTOA2&
Is the majority ofthis establishmentorganisation?
the product or service ofsold to other parts of your
‘0 I2\A8KAxDon’t know [8J
Thinking of this establishment’s largest customerin terms of the value of goods or servicessupplied, roughly what proportion of the totalannual value of output is suppIied to thatcustomer
Less than 1% 000
(WRITE IN) : m%
IF BETWEEN 1% AND 80% AT A24 ASK A25. 0TEENSCQTOA26Now thinking of the establishments 3 largestcustomers, roughly what percentage of the totalvalue of annual output is supplied to them?
(UNITE IN): m%
46
47
48
!9-51
52-54
A26
u?
A28
A29
A30
Is the market for your produce or
-5-
servlce prlmarlly(READ OUT) -PEmfiT As APPEOPS2AYE:
Local = wltnm 1 hour’s travel,Reg~cmal = wlchln 1 or 2 Standard Regions local ,
Naclonal = covering 3 or more Standard Regions regional,
OES CODE OUY national,
or lnternatlonalq
Is the market dominated by your organlsatlon, arethere only a few competitors or are there manycompetltors~ (PRCQIPTAS HECSSSAEY: ‘Few’ means5 or less)
Organlsatzon domlnaces market
Few competitors
Hany competitors
Don’t know
SESW CARD A And how would you aasess the degreeof competition in this market? - Please choo~e aphrase from this card.
Neither
Which of theee phrases beat descrlbee the natureof the market for this establishment’s product oreervlcea7 (BxADoQT AIDlnEE coDsom3ABsuER)
... Domeetic with no foreign
.. Domesclc vzth foreign
Very high
High
high nor low
Low
Very low
competltlon,
competltlon,
or Prmarlly 0verseas7
SHLW CARD B What two features of your product or—service are most crucial for caupetlczve successIn this marketq
Price
Quallty
Responslveneas to customer’s requlremente
Market LngladvertLslng
Provldlng a dlstznctlve product or service
Dellvery tzme/avallabll Ity
Other (PLEASE SPECIFY)
1
2
3
4
1 GO TOA29
L
2
3 ASKU8
8
1
2
3
4
5
1
2
3
1
2
3
4
5
6
8
55
56
57
58
59-b O
A31
A32
A33
A34
-6-
1s the market for your product or servicecurrently expanding, stable or contracting?
Expanding 1
Stable 2
Contracting 3
Generally speaking, is the market stable,seasonal but predictable, or unpredictable?
Suppose that there was a
Stable
Seasonal, but predictable
substantial andsustained ~ in demand for your productservice. What would be management’ s most
immediate method of response?
Unpredictable
or
(ONE CODE ONLY) Decrease the number of people employed
Decrease the amount of hours worked
Decrease the price of the product or service
Decrease the non-wage benefits of employees
Decrease workplace capacity by selling or leasing equipment,plant or premises
Reduce the use of contractors
Make no adjustment
Other (PME SPECIYY)
And what would
(CODE ALL TEAT
be management’ s longer term response?
APPLY) Decrease the number of people employed
Decrease the amount of hours worked
Decrease the price of the product or service
Decrease the wages of employees
Decrease workplace capacity by selling or leasing equipment,plant or premises
Reduce the use of contractors
Make no adjustment
Other (PHE SPEC2PY)
1
2
3
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
6i
62
63
64-71
435
A36
A37
A38
A39
-7-
Suppose that there was a subszantlal and suscalnedIncrease In demand for your product or service whatwould be management’ s most mmedlate method of response?
(on CODE &LY) Inc#ease the number of peop& employedt .4. . . . increase the amount of hour’sworked
Increase the price of the product or aervlce
Increase the wages of employees
Increase workplace capacity by buying or hlrmg ,new equxpment,plant or premises
Increase the use of contractors
Make no adjustment
Other (PLSAS33SPSC2FY)
And what would be management’ s longer term response?
(CODE ALL TE= APPLY) Increase the number of people employed
Increase the amount of hours worked
Increase the prxce of the product or service
Increase the wages of employees
Increase workplace capaclcy by buyng or hlrmg new equ~pment,plant or premises
!(,,(’Increase the uae of contractors
Make uo adjustment
Other (PLEASE SPECIFY)
What are the pam uupedlments faced by potentl.alcompetitors m the market for your product orservlce7
(HE2TSL33:) . . . . . . .. . .. . .. ...
. . . . . . ... . . .. . ..
. . .. . . . .... ... . . . ...
. . . .. .. .. . .. . . .. .. .
Do vou think these amount to a slznlflcantbar;ler to the
IS :hls barr~er;lgnlfxcant, or
entry of new firms?
If
[ ). ..
None
Yen
No
very slgnlflcant, quitenot very slgnxflcant? Very slgnlflcant
Quxce slgnlflcant
Not very slgnlflcanc
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
sSEPEAT
1
2
3
72
73-80
1-5
•1
CD61
8-13
14
15
A4O
A41
A42
A43
A44
A45
-8-
INTERVIEUER CEECK A27
t
ORGANISATION MAIN SUPPLIER (CODE 1) A GO TOA43
FEW OR MANT COMPETITORS (CODES 2 OR 3) B ASK A41
If the current price for your product or servicewere increased by, say 5%, and your competitors ‘prices remained the same, would demand for yourproduct or service be likely to ... (READ OUT) ...
.. remain about the same,
... or fall?
Don’t know
By how much would the demand fall ... (ItEAOOUT) ...
... by less than 5%,-
... by about 5%,
... by between 5% and 10%,
... or by 10% or more?
Don’t know
If the currenc price for your product or servicewere increased by, say 5%, would the demand belikely to remain the ssme or fall, other thingsbeing equal?
Remain the same
Fall
Don’t know
By how much would the demand fall ... (READ OUT) ...
... by less than 5%,
... by about 5%,
... by between 5% and 10%,
... or by 107.or more?
Don’t know
INTERVIEWER CEECK A6 FOB,ANSWER CODED
=
1 m TO A91
}2 ASK A428
L1
2
3 GO TOA91
4
8
I1 GO TOA91
2
1SK A44
8
L1
2
36X) TOA91
4
%
IF EsTABLISW~NT IS MULTI (CODE 2 AT A6 )- !A ASK A46
ALL OTHERS (CODE 1 AT A6 ) B GO TOA47
17
A46
A47
A48
A49
tio
A51
-9-
1s the majority of the ~ product or servicechls organ lsatlon sold to ocher parts of your0rganlsatx0n7
of
Yes 1 G42TOA50
No 2 ASK*7
Thmklng of this establlshmenc’s largest customerla terms of the value of goods or servzces supplzad,rouuhlv what provortlon of the total annual value-.of output la supplled co that customer? Less than 1% 000
(alum 233): I 1
1.FBE7us33B lZA330~4r A4J= A+.Now thlnklng of the establishment’s ?customers, roughly what proportmn ofannual value of output IS supplled by
OIKmnSGo IoA49largestthe totalthem?
(uuIl!Eln)l I 1 12
Is the market for your main product or Service prlmarlly(SEAD Om) . ~—ii APPEOPIUA2’S:
Local = wlthm 1 hour’s travelRegional = wlthln 1 or 2 Standard RegionsNational = covers 3 or more Standard Regxms ... local,
.. regxona1,
... national,
or mternatlonal?
Is the market dommated by your organzsatmn, arethere only a few c.ompecltorsor are there manycompecltors~ (P31QlPTAS’33EC33SSAEY: ‘Few’ means5 or less)
r
1
2
3
4
Organ>satlon dmranatea market 11 GO TOA52
Few
Many
SESXJCABD A And how would you assess the degreeof competition In this market? Please choose aphrase from this card 17
Lcompetlcors 2
ccmpetxtors 3 ASKA51
Don’t know 8
Very high
High
Neither high nor low
Low
Very low... , ,1
.,
1
2
3
4
5
20
21-23
24-26
27
28
29
A52
A53
A5/
AS!
AS(
-1o-
Which of these phrases best describes the natureof the market for this establishment’s main product orservice ? (RSAD OUT ASD TllSUCODE ONE ANSWER)
... domestic with no foreign competition,
... domestic with foreign competition,
or primarily overseas?
SEOW CARD B What two features of your main product orservice are most c=ial for competitive successin this market?
Price
Quality
Responsiveness to customer’s requirements
Market infi/advertising
Providing a distinctive product or service
Delivery time/availability
Other (PLEASE SPECIFY)
Is the market for your main product or servicecurrently expanding, stable or contracting?
Expanding
Stable
Contracting
Generally speaking, is the market stable,seasonal and predictable, or unpredictable’
Stable
Seasonal, and’ predictable
Unpredictable
Suppose that there was a substantial andsustained ~ in demand for your main product orservice. What would be management’ s most immediatemethod of response?
(OUS CODE ONLY) Decrease the number of people employed
Decrease the amount of hours worked
Decrease the price of the product or service
Decrease the non-wage benefits of employees
Decrease workplace capacity by selling or leasing equipment,
plant or premises
Reduce the use of contractors
Make no adjustment
Other (PLSASE SPECIFY)
1
2
3
1
2
3
4
5
6
8
1
2
3
1
2
3
1
2
3
4
5
6
7
8
A5:
A5I
A5!
A61
And vha t would
(CODE ALL TSAT
-11-
be management’s longe: cerrcresponse?
APPLY) Decrease the number of people ●mployed
Decrease the amount of hours worked
Decrease the price of the
Decrease the
Decrease workplace capacity by sellng or
Reduce the
product or aervlce
vages of emp10yee8
leasing equlpmcnt,plant or premlaes
use of concraccors
Make no ●djustment
Other (PLGASE SPECRY)
Suppose that there was a submtancnl and suscamedlncreaae m demand for your ma!n product or serviceWhat would be management’ s most mmnedlate method of response?
(Ous CODE OBLY) Increase the number of people ●mployed
Increase the amount of hours worked
Increase the price of the product or service
Increase the wages of employees
Increase workplace capacity by buying or hxring new equlpnent,plant or premxses
Increase the uae of contractors
Make no adjustment
Other (PIJZASESPSC2FY)
And what would be management’s longer term response7
(CODE ALL TSAT APPLY) Increase the number of people employed
Increase the amount of hours worked
Increase the price of the product or service
Increane the wages of ●mployeee
Increase workplace capacity by buying or hxrng new equipment,plant or premises
Increase the use of contractors
Make no adjustment
Other (Pi.E@E SPSC2FY)
mat are the man lmpedunents faced by potentl.slcompetitors n the market for your product orservxce?
(USmSm:) .......... . ..... . ..... ... ..... .. None
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
I O GO TOA63
. . . . . . . . . . . . . . . . . . . . . . . . . Ouo
. . . . . . . . . . . . . . . .
E
I. . . . . . . . . . . . . .-
A61
A62
A63
A64
A65
A66
A67
-12-
Do vou think these amount to a significantt
bar~ier to the entry of new firms:
IS this barrier very significant, quitesignificant, or not very significant?
INTERVIRWEX CHECK A27
‘::Ii2HkVery significant 1
Quite significance 2
Not very significant 3
ORGANISATION MAIN SUPPLIER (CODE 1) A GO TOA66
FEW OR MY COMPETITORS (CODES 2 OR 3) B ASK A64
If the current price for your main product or servicewere increased by, say 5X, and your compet itocs‘prices remained the same, would demand for yourproduct or service be likely to ... (READ 00T) ...
... remain about the same,
... or fall?
Don’t know
By how much would the demand fall ... (W ~) ...
... by less than 5%,
... by about 5%,
.. by between 5% and 10%,
... or by 10% or more?
Don’t know
If the current price for your main product or servicewere increased by, say 5%, would the demand belikely to remain the same or fall, other thingsbeing equal?
Remain the same
Fall
Don’t know
By how much would the demand fall .. (READ OUT) ...
. by less than 5%,
.. by about 5%,
. by between 5% and 10%,
Don’t know
1
2
1
3 GO TOA91
4
8
I
59
60
61
62
I
\
2 GO TO A913~
64
A68
A69
A70
A71
J
-13-
IB1’ERVIEiiER=CK A6 FOR ANSWER CODEO
IF ESTABLISSMSNT IS MULTI (CODE 2 AT A6 ) A A# 469
I ALL OTHERS (CODE 1 AT A6 ) \ B GO TO A70
Taking che whole range of products or servicessupplled by this escabllshment, are most ofthem sold to ocher parts of your organlsatlonv
Yes E1 GO TOA73
No 2MK A70
Don’ t know 8
Thmkmg of this establishment’s largest custcmerm terms of the value of‘goods or services supplled,roughly what proportion of the annualoutput IS Supplled- to that customer?
IF BBTWKEH 12 AMD SO% AI A79 ABK A71.
Now thmkmg of the establishment’ s 3customers, roughly what proportion ofoutput IS supplzed co them?
value of
Less than 1% 000
(WRITE m): m%
0TBBEBfX)2’i)A72 >
largestthe annua 1
(WuITE m): rlll z,,
65
66-68
69-71
A72
A73
A74
A75
A76
-14-
your products or servicesIs the market for... (READ OUT) ... PROMPT As APPROPR2ATB:Local = within 2 hour’s travelRegional = within 1 or 2 Standard Regions
primarily
... local.
Na~ional = covering 3 or more Standard Regions -.. regiOnal,
ONE CODE ONLY ... national,
... or international?
1
2
3
4
Is the market dominated by your organisation, arethere only a few competitors or are there manycompetitors? (PROMPT AS SSCSSSAEY: ‘Few’ means5 or less)
Organisation dominates ma~ket 1 GO TOA75
Few
Many
SHIXiCAPiOA And how would you assess the degreeof competition in this market? Please choose aphrase from this card.
11--competitors 2
competitors 3 ASK A74
Don’tknow 8
Very high 1
High 2
Neither high nor low 3
Low L
Very low 5
Which of these phrases best describes the natureof the market for :his establishment ‘s products orservices? (sEADouT AnumcoDE -m-)
Domestic with no import competition,
... Domestic with import competition,
or Primarily export?
SEW CARD B What ~ ~atures of your products orser.>icesare most crucial for competitive successin this market?
Price
Quality
Responsiveness to customer’s requirements
Advert isingfmarketing
Providing a distinctive product or service
Delivery time/availability
Other (PLEASE SPECIPY)
1
2
3
1
2
3
L
5
6
8
73
74
75
76-;
A77
A78
A79
A8C
-15-
1s the market for your products or servicescurrently expanding, stable or concractlng? L,
Expanding 1,.
Stable
Contracting
~
Genreally apeakmg, IS the market stable,seasonal but predictable, or unpredlccable~
Stable
Seasonal, but pred~ctable
Unpredictable
1’,
Suppose that there was a subatantlal andsustained ~ m demand for your p=aducts Orservices What would be management’s mostumnedzate method of response?
(OUE CODE OHLY) Decrease the number of people emp16yed
Decrease the amount of’hours worked
Decrease the price of the product or aervlce
Decreaae the non-wage benefits of ●mployees
Decrease workplace capacity by sellng or leasing equipment,plant or prermses
Reduce the uae of contractors
Make no adjustment
Other (PJAZASESPECRX) i’,
And what would be management’s longer term responae~
(CODE ALL W APPLY) Decrease the number of people ●mployedDecreaae the amount of hours worked
Decreaae the price of the product or service
Decrease the wages of employees
Decrease workplace capacity by selling or leaslng equipment,plant or premxsea
Reduce the u~e of contractors
Hake no adjustment
Other (PLEASE ~C2FY)
2’
3
1
2
3
1
2
3
4
5
6
7
8
1
2
3
4
5
6
7
8
.,.
REPEAT
78
79
80
1->
❑CD628-15
-16-
.4g1. Suppose that there was a substantial and sustainedincrease in demand for your products or services.What would be management ‘s most immediate method of response?
(OW @DE DULY) Increase the number of people employed
Increase the amount of hours worked
Increase the
Increase workplace capacity by
Other (PLEASE SPECIPY)
price of the product or service
Increase the wages of employees
buying or hiring new equipment,plant or premises
Increase the use of contractors
Make no adjustment
1
2
3
4
5
6
7
8
A82 And what would be management’s 10nger te~ resPOnse?
(aDE u T5AT APpLy) Increase the number of people employed
Increase the amount of hours worked
Increase the price of the product or service
Increase the wages of employees
Increase workplace capacity by buying or hiring new equipment,plant or premises
Increase the use of contractors
Make no adjustment
Other (PLEASE SPECIPY)
1
2
3
4
5
6
7
8
A83 What are the main impediments faced by potentialcompetitors in the market for your profi,..cts orservices?
(UIUTSIH:) ............................................ NOne
........................................................
........................................................
........................................................
A84 Do vou think these amount to a significant
10 IXITOA86
O.u. o.
E
barrier to the entry of new firms?
‘::E
A: 5 Is this barrier very significant , quitesignificant or not significant? Very significant 1
Quite significant 2
Not very significant 3
i7-:
26-:
32
A86
A87
A88
A89
A90
-17-
INI’EXVIEW33.RCE33CKA73 ~,
I ORGANISATION MAIN SUPPLIER- (CODE 1) IA GO TO A89
I FEW OR UANY COMPETIT0R5 (c0DE5 2 OR 3) IB ASK A87
If the current price for your products or serviceswere Increased by, say 5Z, and your competitors’prices remained the same, would demand for your.,product or service be llkely to . (BEAD ODT) .
remain about
. .
the same,
or fa117
Don’t know
By how much would the demand fall (IUZADOm)
... by lees than 5%,
by about 52,
by between 5% and 10%,
... or by 10% or mre?
Don’t know
If the current price for your productg or serviceswere Increased by, say’5%, would the demand bellkely to reman che same or fall, other thingsbeing equal?
By how much would the demand fall
Rem m the same
Fall
Don’t know
(READ m) .
.. by lese than 5%,
by about 57.,
by between 5Z and 10%,
or by 10% or more?
Don’t know
1 GO T0A91
}2 ASK U88
11,
2
3 GO TOA91
4
E1 GO TOA91
2
}ME A90
8
34
35
36
D1 37
2
3 TO A91
4
8
I
A91
A92
A93
A94
A95
-18-
INTERVIEUER CEECK A6 FOR ANSURR CODED:
I IF ESTABLISHMENT IS MULTI (CODE 2 AT A6 ) A ASK A92
/ ALL OTSSRS (CODE 1 AT A6) j B GO TO A94
SHOW CASO C What is this establishment’s contributionto the total sales of your (UCC - SPECI.FYCOMPANY) andits subsidiaries? Please choose one of the phraseson the card.
SE(MJCASD D And howSPECIFY COMPANY) andof the similarity of
Less than 5%
Less than 10%
10% to less than 25%
25% to less than 50X
50% to less than 752
would you characteriseits UK subsidiaries in
75X or more
(Ucc -terms
its business activities?Please choose a phrase from the card.
ONR CODE OMLY A single business (90% or more of its salesin one line of business)
A dominant business (70% to 90% of its sales inone line of business)
A related business (no single line of business accountsfor 70% or more of sales, but the various businesses are
related to each other)
A conglomerate business (many unrelated businesses)
IIIrelation to current premises and equipment, wouldyou say that this establishment is working... (READODT) ...
... at full capacity,
... somewhat below full capacity,
... or considerably below full capacity?
(Don’t know)
Over the past 12 months, would you say that thevalue of sales of the main produces or servicesof this establishment has been ... (READ ODT) ... ... rising,
... falling,
... or stable?
(Don’t know)
1
2
3
4
5
6
1
2
3
4
1
2
3
8
1
2
3
8
3s
39
40
A96
A97
A97
-19-
SHW CAS2-I! Are any of the services On this ca~$,,ga~r,%e~OUtfor you mainly by people who are not employees of this escabllshmerit?PROBE : ‘Any others’ DIK2L ‘No’> ~CODE ALL =1- M GSID B-)
2Y ‘MU2.TI’,( SEE A6) ASK’&7 - AEBllEETO A9$ ‘1S .-
1s thlsi service carrxed ouc for you by another part of your0rgan1sat10n7
(A96)’
Cleanlng of bulldlng and premises
Security
CODE Catering
ALLTKAT
Bulldxng maintenance
APPLY Prmtwtg/photocopymg
Pay roll
Transport of document slgoods
No, none
XJTSIDE ENP.
Yes No
A
A
A
A
A
A
A
A
o
0
0
0
0
0
0
0<
(A97)
Thuikmg now of the value of the services subcontractedoutside your organlsacxon Compared vlth 3 years ago,has their value m proportion to total coats In thisestablishment Lncreased, decreased or stayed the ssme?
Increased
Decreased
Stayed the same
Other tnswer,, 11
1]
12 3
12 3
12 3
12 3
12 3
12’3
12 3
12 3
<,
)2 Gi~Bl3
4
,’1.
!
I
42
43
44
45
46
47
48
49
50
-20-
SECTION B - OOTCOMSS AND SVALOATIONS
Now I would like to ask You a few questions about how you thinkthis establishment has been doing recently in a financial sense.
I IF ESTABLISHMENT IS MULTI (CODE 2 AT A6 ) A GO TOB2ALL OTHERS B ASKB1
B1 SHOW cAKD F Firstly, which of these phrases best describesthe financial status of this establishment?
(ONE CODE ONLY)A single cost centre
Several cost centres forming parts of different profit centres
A sin le~ with profits remitted to a higherlevel in the organisation
Several separate profit centres with profits remitted to ahigher level in the organisation
A company with the right to reinvest at least some of its-profits
Other (SPECIFY)
B2 In the last financial year, what was the approximategross rate of return on capital? (PRONPT: “Grossrate of return” means pre-tax profits divided by totalassets. )
Less than zero
O to less than 5%
5% to less than 10%
10% to less than 15%
15% to less than 20%
20% to less than 25%
25% or moreB3 How would you assess the financial performance
of this establishment compared with otherestablishments in the same industr$’ Would
yousay it was ... (SEADOOT) ...
... better than
. . below
.. or about
SPONTANEOUS ONLY INo comparison
average,
average,
average ?
possible
~ Relevant data not available
B4 Is that a lot better/below or a little betterfbelow?
}1 (X TOB32
ASK B2
8 GO TOB3
1
2
3
4
5
6
7
11ASK S42
3
\4 GO TOB5
Lot 1
Little 2
51
52
53
54
B5
B6
B7
B8
-21-
SHOUCAEDG In your oplnlon, how does the level ~ jof costs here compare vlth ocher smxlar work-places?
A lot higher
A llttle higher
About the same
A llttle lower
A lot lower
SEW CARD G In your opnlon, how does che levelof labour producclvicyslmllar workplaces?
here compare with other
A lot higher
A llttle higher
About the same
A llttle lover
A lot lower
Don’t know
What are the main reasona for labour producclvltybeing higher/lower here than m other slmllarworkplaces? PROBE “FU2LY ‘MO BECORD VEEBArm
SEW CA121G In your opinion, how does the lev$lof labour productivity here compare with what itwas 3 years ag07
A lot higher
A llttle higher
About the same
A little lower
A lot lower
Don’t know
1
2
3
4
4
E1 ASKB72
3 GO T(3S8
}4 ASK B75
8 GO TOB8
O.u. o
E
F}1 ASKB92
3 GO TO B1O
‘\ ABKB9
S GO TOB1O
55
56
57-62
63
-22-
B9 What are the main reasons for the change in labourproductivity since 3 years ago? (PWBE -y)
B1O Is any research and development activity carriedout at this establishment?
Yes
No
Bll And roughly, what proportion of total currentexpenditure is spent on research and development?
(UK2TE m:)
B12 IF PAKT OF URGER ORGAMHATIOIJ #SK B12, OTEEKS GO IQ ClIs any research and development activity carriedout elsewhere
B13 Very roughly,total currentdevelopment ?
in your organisation in the UK?
Yes
No
what proportion of your organisation’ sexpenditure is spent on research and
(itKITKIlf:)
O.u. o.
R
I---ll z
64-6
70
71-7
73
74-7
1
C2
C3
-23-
SECTION C - MMAGmEm Am PKRSONBEL Isso13sT
And now I would llke to ask a few questions aboutpersonnel and employee relatlons matters hereDoes management Slve employees or Chelr represent-atives any, mformatlon about . . BEAD OUT IIEIISmEBCOED IB G’E.IllBELW. POR ALL CODED, II YSS: Is thata lot of information or a llttle Information?
FYes
LOT LITTLE
. .lnternal Investment plans? 1 2
. ..fLnanclal posltlon of the establishment? 1 2
4SK OHLY IF MULTI ..the flnanclal posltlon of the whole
organlsatlon? 1 2’
SStXiCARD E Looking at this scale, how would yourate management lemployee relatlons generall~ atthis w0rkDlace7 Please choose a number from thescale on this card
Very good
Good
Poor
Very poor
What factors did you take mtothat ratlns? PROBE FULL? AQ
acocunt In makingREC03U3VKlsATnf
cNo SingleEstab
3
3
3 4
1
2
3
4
5
6
7
BLANK
SSPEAT
76
77
70
79
80
1-5
•1
CD63
8-13
C4
C5
C6
C7
C8
INTsRvIWER
-24-
SEE RSFERENCE SBEET
RECOGNISED TSADE UNIONS AASKC5
NO lV3COGli1SEDUNIONS B Gi3Toc7
SIN3WCARD H Looking at this scale again, how#ould you rate the relationship between managementmd the trade unions at this workplace?
(WRITE IN:)
ihat faccors did you take into account in making:hat rating? PROBE FULLY ANIIREcoruY~IN
o
?hinking broadly now of management decisionsLffecting this establishment, how important wouldIOU say decisions on personnel matters are compared?ith other matters? Would you say they were.. (READOUT) ...
... very
... quite
... not very
... or not at all
low influential do You think the personnel deDart-
important,
important,
important,
important ?
lent here is compared with other managementinctions ? Is it .. (READ OOT) ...
... very
... quite
.. not very
... not at all
influen’cial,
influential,
influential,
influential?
O.u. o.
E
1
2
3
4
1
2
3
4
15-2[
21
22
C9
Clo
Cll
Compared with other management
-25-
functlons would yousay that the Influence of the personnel departmentover declslon makmg at chla eacabllahment haaIncreased or decreased in the past 3 years?(PBrm!P’r:Is that a lot or a lzttle?)
Increaaed a lot
Increased a llttle
(Much the same)
Decreased a lot
Decreased a llttle
Mow has this Increase/decrease come about?F330BEPQLLY
1
}ASK Clo
2
3 GO TOC1l
4
1&iKC1O
5
0 U.o
Thank you very much for your help. As I explained at the beglnnng, thzaInterview was part of the ‘1’hlrdWorkplace Employee Relatlons Survey. Theresearch 1s funded by the Department of Employment, the Economic and SocialResearch Council, the PolLcy Studies Institute and ACAS After the surveyznfonnatlon haa been processed and analyaed, the research team WI1l be sendingthis establishment a copy of chelr summary of the results. Thank you aganfor your co-operation.
Gender of Financial Manager - Male 1
‘1”INT= ErrIl(24 hour clock)
OFFICE USE ONLY(BATCHNO) m
Interviewer Signature
in’erv’ewer‘UmberCInIl “’-”BLANK
23
24-29
30
49-80
—
Al
A2
A3
A4
AS
P.107O IUmKPLAcs ImPMYEs ESLAYIOHS
hUdD?LZ% BRCh7WIMD ESSEX
Nod.n F& W. LURUNGIVN CO WRHAU
SOmEY 1990
~UM BEPBESSEYA12VS QOESTIOIIUA2RS (llLm-nAm3AL)
(l-4) (5) (6-7) (8-11)HRS
““~ Unn ❑ c% m ‘“ INT~= Ill
SECTION A: BACKGROUND INFORMATION
RssPOSDSHT IS (=IOE)* RSPESS~IVE OF IAEGSST HSGOT2AT2EG
—
●IF ESSPOIIOm IS ~ = SSBIOE ESP-RSSSBTATIVE, KWTER HIS/ESE TIY2.S
SBlm’P TEAT Is iimLLY ORnAJouTYmolf—nAmAL (IAxlIm Fmm
~ Q’J=yl~ -H)
‘::=ESTSR IIAIISOF SSGOTIATISG GBDUP
Am
~ llAHSOF EsSPCMDF.UI’S ~ OMOM/ASSOCIATION
L
Ouo EcEEAm: Are there any other non-manual unions or staffansoclatlona that have members at this establishment?
‘:: E
ESSPOBDSWI IS (SIIIIIOR)*UMKSE ESFBESEW2ATIVS OM ROU-RE-ISSDso16—MAmIAL JOIST ~rrsm (TARa FRm HmAawOr-~)
~STIOEM.1~
~ ‘: E
EM’SRllAMSOF~I=
AsD
~ llAMBOF B?XWOMOSRT” S iXllOUIOE/ASBOCIATIOB (IF AMY) —
I
Ouo CrEcSHORT QUEST IONNAIRE
BLANK
BLANK I
-15-
SECYI031G - PEOGSDOE?IS
;1 I would (now) llke to ask about any formal Industrialrelatlons procedures there may be here that apply tonon-manual employees Are there formal procedures fordeallng with . (READ OUT ABD CODE EA~ 131TIJEM) Yes
disputes over pay and condltlona of any group of non-manualemployees? 1
dlsclpllne and dismissals other than redundancies? 2
Indlvldual grievances? 3
. . and health and safety matters7 4
;2 IFYEEVIEHSR CSECK G1 FOE AUSUS31 CODKD
RSPEAT
No
A
A
A
A
PROCEDURES FOR DISpUTES OVER PAY AND COnditiOnS (CODE 1) A ASK G3
OTHERS B GO TOG7
:3 Thlnklng now about the formal procedure fordeallng with dlsputea over pay and conditions18 the pay and condxtlons procedure set out Ina written document?
Yes 1
No 2
.- -..;4 SIICUiCA310H Which Ot Cnese Scacemenca De8E
deacrlbes how this procedure was formallsed?(OHS ~DE ONLY)
Agreed between management here and the trade unlon(s )/staff aasoc,atlon(s)
Agreed between management at a higher level In the organlsatlonand the trade union(s)/staff aasoclatlon(s)
Laid down by management here after discussion with the tradeunlon(s)lstaff assoclatlon(.s)
Laid down by management at a higher level after discussion withthe trade union(e)/etaff assoclatlon(8)
Laid down by management after dlacusslon In ]olnt managementemployee commttee
Laid down by management without dlscus810n with employee reps
Other (PLKASl?.SPECIPY)
G5 in the laat year have there been any disputes overpay and condltlona which have not been dealt withunder this procedure?
Yes
No
Not been any disputes
1
2
3
4
5
6
7
1
2
3
1-5
•1
CD53
8-11
12
13
14
-16-
G6 In general, how satisfied are you with theworking of the procedure for dealing withdisputes over pay and conditions? Areyou ... (READOUT). . .
. . . very satisfied,
... quite satisfied,
... not very satisfied,
.. or nOt at all satisfied?
G7 INTSRVISWER CESCK G1 FOR ANSUER CODED
1
2
3
4
DISCIPLINE AND DISMISSALS PROCEDURE (CODE 2) A ASKCS
OTHERS B CO TOG12
G8 Thinking now about the formal procedure fordealinz with discipline and dismissals. Istheset
ma;n discipline and dismissal procedureout in a written document?
Yes 1
No 2
G9 SHOW CAKD H Which of these statements bestdescribes how this procedure waa formalised?
‘om ‘DE ‘mY)Agreed between management here and the trade union(s)/staff association(s) 1
Agreed between management at a higher level in the organisationand the trade union (s)/staff association(s) 2
Laid down by management here after discussion with the tradeuniOn(s)/staff association(s) 3
Laid down by management at a higher level after discussionwith the trade union (s)/staff association(s) 4
Laid down by management after discussion in joint management/employee committee 5
Laid down by management without discussion with employee reps 6
Other (PLEASE SPECIPY) 7
G1O In the last year have there been any disputes overpay and conditions and dismissals which have notbeen dealt with under this procedure? Yes 1
No 2
Not been any disputes 3
15
16
17
18
-17-
;11 In general, how satlsfled are you with the workingof the procedure for deallng with disputes overdlsclpllne and dlsmlssals~ Are you (KEAD ODT) .
. . very satlsfled, 1
quite satlsfled, 2
not very se,tlsfled, 3
or not at all satlsfled~ 4
:12
:13
;14
;15
;16
IUIKEVLSWER
( INDIVIDUAL GRIEVANCES (CODE 3) 1A ASK G13
OTHERS B GO Ti3El
Thlnklng now about the Indlvldual grievanceprocedure In the last year have any employeesformally raised any matters through the Indlvldua:grievance procedure?
Yes
No
Which types of grievance have been raised?
(PROBE PULLY AND BECOB.D VERBATIM UP TO TEREE AESUEES)
1
2
3
What Lypes of grievance do you feel the Srlevanceprocedure was not effective at handllng?—
Yes
No
What were these types of grlevance7 (PKOBE PULLY MD RECOEDVEEBATm)
E
Ouo
E
19
20
21-26
27
28-33
H1
HZ
-18-
SECTION E - CONSULTATION AND CONNDNICATION
Apart from committees that deal with single topics,such as Health and Safety Committees, do you haveany joint committees of managers and employees here,that include non-manual employees primarily concernedwith consultation rather than negotiation? INTEEVIEWSR:TAKE ESPECIAL CARE TO BXCLODE CONNITTEES TBAT DEAL WITSA SINGLE TOPIC (eg CANTEEN, RECREATION, SOCIAL WBLFARS,JOB EVALUATION) AND ALSO TO EXCLUDE CO14NITTEES ‘l@JITDSAL PRIMARILY WITS NEGOTIATION.
Have you ever had such a committee in thisestablishment?
Yes
No
Yes
No
H3 When did it last meet?
Less than 3 years ago
Longer ago/less than 6 years ago
Longer agolless than 12 years ago
Longer than 12 years ago
H4
H5
H6
H7
1 CO TOE4
2 ASKN2
1 ASK H3
2 GO TOH14
1
2
}
GO TO E143
4
How many such committees are there?
(WRITE IN:) I
Consider the most important committee thatincludes representatives of the non-manualwork force. Is the committee concerned withnegotiation as well as consultation?
Are theonly or
employee representatives non-manual
both manual and non-manual?
INTERVIEWER RSFER TO M :CO TO E8. OTEENS ASK H7Are any of the non-manual
Yes
No
Non-manual only
Manual and non-manual
1
2
1
2
IF NON-ONION/STAFF ASSOCIATION REP (CODE 1)
emplo.fee representativeschosen bv trade unionslstaff associations? (IFYSS: All of the non-manual employee representativesor just some?)
Yes - all 1
- some 2
No 3
34
35
36
37-38
39
40
41
-19-
{8 What proportion of the commttee’s meetingsare attended by aenlor management?
All 1
Moat 2
About half 3
Some 4
Very few 5
None 6
E19 In general how lnfluentml do you think thiscommittee IS on management’ 8 declslona affectingthe non-manual work force here? (m 00T)
H1O How often does the comnmttee
Hll IS the discussion atto the other members
(IF YES: How?)
very lnfuentxal,
fairly Influential,
not very Influential,
or not at all lnfluentlal?
meet?
Every month or more frequently
Less often but every 2 months
Less often but every 3 months
Less often but every 6 months
Less often but every year
Less often than once a year
this ccmumttee communicatedof the non-manual work force?
No
Yes - separate meeting
- orally Lnformed
- mlnutee circulated
- notlceboard
H12 What would You aav was the most Important matterdlacusaed b; this-committee m the”last 12 months?
1
2
3
4
1
2
3
4
5
6
1
2
3
4
5
0 U.o(PROBE mi)
42
43
44
45
46-51
H13 snow CARD Imatters been12 months?
-20-
(Can I just check) have any of thesediscussed by the committee in the last
(PROBE: Any others? DNTIL ‘No’)
(CODE ALL TBAT APPLY) Pay levels
Physical working conditions
Staffing or manning levels
Recruitment (ie the number of people taken on)
Size of redundancy payments
Redeployment within this establishment
Health and Safety
Production issues
Finance issues
Fringe benefits
Welfare services
NONE OF THESE
H14 SHOW CASD J On this card is a list of methodsused by managements to communicate or consultwith their employees Do management here useany of them as a matter of policy? (IF yss:Which ones? PROBE : Any others? OSTIL ‘No’)
(CODE ALL TEAT APPLY)
Regular meetings among work-groups or teams at least oncea month to discuss aspects of their performance, such as
‘quality circles’ and other problem solving groups
Regular meetings (at least once a month) between juniormanage rslsupervisors and all the workers for whom they are
responsible - these are sometimes known as ‘briefing groups ‘
or ‘team briefings ‘
Regular meetings (at least once a year) between senior
managers and all sections of the work force (either altogetheror section by section)
Systematic use of the management chain for communicationwith all employees
Suggestion schemes
Regular newsletters distributed to all levels of employee
Surveys or ballots of employees ‘ views or opinions
Other methods (SPECIFY)
01
02
03
04
05
06
07
08
09
10
11
00
BLANKREPEAT
01
02
03
04
05
06
07
08
NONE OF THESE 00
52-73
74-801-5
❑CD54
8-23
{15
{16
i17
118
119
120
{21
izz
I am now going to read out a l~stme whether or not management hererepreaentatlvea information about
-21-
of Items For each one can you tellgive non-manual employees or theirthese Items before the implementation
of any chanRes In them (RKA.D0U2 SACN 12’FZIIN TOES AND CODE.ANSHSES INTE5 Gi12DBti H16. FOR EACNANBH13RBD Y5S ASK: Is that a lot ofInformation or a llttle lnformatlon~)
And does management consult with non-manual employees or theirrepresentatives about (KKAD 00’2SACN 1= Bti) .
terms and condlcums of employment?
safety and occupational health arrangements?
staffing and manpower plans?
major changea In working methods or workorganlsatlon?
INFORMATIONYea
- A lot - A Ilttle MO
1 2 3
L 2 3
1 2 3
1 2 3
Does management give non-manual employees ortheir repreoentatlves any information aboutInternal Investment plans7 (IF YES: Is that a Yes - a lotlot of Information or a llttle Lnformatlon?)
- a llttle
No
Does management give non-manual employees or theirrepresentatives any Information about the flnanclalposltlon of this establishment? (IF YES: Is thata lot of Information or a llttle lnformatlon?)
Yes - a lot
- a llttle
No
1
2
3
1
2
3
H16CONSULT
Yes NO
12
12
12
1 2
IN2’ll13vI~ CSKCK 3MF5EENCK SESET
IF ESTABLISHMENT 1S MULTI A ASK B20
ALL OTHERS B GO TOE21
Does management g~ve non-manual employeee or theirrepresentatives any Information about the flnanclalposltlon of your organ lsatlon as a whole? (IF YES:Is that a lot of lnformatlo” or a llttle lnformatlon?)
Yes - a lot 1
- a llttle 2
3
Has the management made any change In the lastthree years with the alm of Lncreaslng non-manual employees ‘
‘E
1 ASK H22Involvement In the operation
of the estab118hment? No 2 GO T(3J1
What changes have there been? (PROBE ~Y AND RECORD VKEEAT2N)OTT(I---
E
24-25
26-27
28-29
30-31
32
33
34
35
36-41
-22-
SECTION J - INDUSTRIAL ACTION
J1 Now 1 would like to ask you about different formsof industrial action there may have been at thisestablishment. SHOW CAND K Can you please tellme if ~ of the forms of industrial action on this
card have taken place affecting the non-manualworkers at this establishment during the last12 months , since —, 1989?
J2 Which? (PROBE, Any others? UNTIL ‘No’)(SNCOND ANSWBNS IN GRID BELOW J3)
J3 FOR EACB CODED YES AT J2 ASK: On how many occas ionsin the last 12 months? (N13CONDANSWENS IN GRID BELOW)
J2iction
‘es No-
Strikes of less than 1 day/less than a whole shift
Strikes of a day but less than a week
Strikes of a week or more
Overtime ban or restriction by employees
Work to rule
Lock-out
Go S1OW
Blacking of work
Work in/Sit in
Other type of industrial action by employees
(SpE121Fy)
Other type of action by employer (SPECIFY)
J4 INTERVIEWER CNBCK J2
(CODE &&& TEAT APPLY)
A
A
A
A
A
A
A
A
A
A
A
o000000000
0
—
J310. of occasions
123+
1
1
1
1
1
1
1
1
1
1
1
2
2
2
2
2
2
2
2
2
2
2
3
3
3
3
3
3
3
3
3
3
3
IIf ~ a strike of less than 1 day/less than a whole shift
r
A CO TOJ47
Strike of one day or more B ~K J5
Other industrial action C
42
43
44
45
46
47
48
49
50
51
52
53
-23-
15 INTKSIVIEWKllCJO?,CKANSWKES CODSD AT J4
IF SOTS B AND C CODSD ASK J6-J46 ABOUT MOST RSCEF2 S~ 2WKN KKPKATFOE MOST liii-~ OTESR ACT20H
EITHSE B ~ C CODED ASK J6-J46 ONLY ASOOT ESLSVANT CODE
16 Now I would llke to ask you about the mostrecent (strlkefother action) at this establ?.-
ahment What was this actlonq
J7
J8
J9
J1O
Jll
(0SSSCODE ONLY)
Strike of one day or more
Overtime ban
Work to rule
Lock-out
Go slow
Blacking
Work Inf.$lt In
Other (SPECIFY)
Can I Just check IS the (ANSWSE AT J6) .still in progress?
Yes
No
How many employees took part?
(~ITB IN:)
How many working days dld It last?
(WRITS IJI:)
INTSRVIBWKE CSECK J9 , IF XORJSTSIABONS DAY ASKJ1O. ~COTOJllWere these days consecutive working days orlntermlttent?
Consecutive
Intermittent
How many aectlons of the non-manual work forceof this establlahment were Involved In thisindustrial action - all, some or Just one?
All
Some
Just one
/’
Moat recent Meet recent
atrike otheraction
1 54-55
2
3
4
5
6
7
8
1 1 56-57
2 2
[11 I Ill I 58-67
I I I I 68-73
1 1 74-75
2 2
1 ASK J12 1 ASK J12 76-77
2
}CO TO J13
2
}CO TO J13
3 3
-24-BLANK
REPEAT
J12 Which sections were involved? SHOW CARD LPlease choose from this card.
Clerical/Administrative/Secretarial
Supervisors
Junior technical lprofessional
Senior technical lprofessional
Other (SPECIPY)
J13 IWTERVISWER CSECK INON RECOGNISED REPRESENTATIVE
l— RECOGNISED REPRESENTATIVE
Was this ... (strike/other action) ... madeofficial by the union lstaff association at Yesany stage?
No
J14
J15
J16
J17
Was the ... (strike/other action) ... madeofficial by the union lstaff association beforethe work force here began the action, at thesame time, or afterwards?
Before
Same time
After
Was this the first time that this/thesesections of the work force had taken industrialaction (official ~ unofficial)?
On this occasion, were employeesother establishments involved inaction?
Yes
No
at anysimilar
Yes
No
Was this at establishments within this
organisation, outside this organisation
or both?
Within this organisation only
Outside this organisation only
Both
Other (SPECIFY)
Single establishment
Host recentstrike
4
5
6
7
8
~ GO TO J151 ASK J13
ASK J14
GO TO J15
1
2
3
1
2
L ASK J17
7 GO TO JIS
1
2
3
4
5
Most recentotheraction
4
5
6
7
8
i GOTO J151 ASK J13
ASK J14
GO TOJ1
1
2
.1
2
1 ASK J17
~ GO TO J1
1
2
3
4
5
J18
J19
J20
J21
J22
J23
J24
-25-
MOst recent-trike
ASK onLY IF STEIKS . 0YEK31A= IOU GO YO J20
Dld the union/staff aasoclatlon members onstrike here receive any payment8 from theunmnfstaff aaaoclatlon Itself during thestrlkev
Roughly how much were these payments forthe average employee here, as a proportionof the total earnings he or she loet as aresult of being on strike?
(HK2YK IB
Yes
No
z:)
During the period before the start of
the moat recent ..d Id the union/staff
members here before
(strike/other action)aasoclatlon consult ltethe action began?
Yes
No
On how manyassociation
occasions were the unxonlstaffmembers consulted . (RitADOUT)
once,
more than once?
How dld the members express their vlewe?(IF SKCESSARY: On the last occaalon theywere consulted?) Please choose from tblscard SHW C411D n
General feellng of meeting without vote
Show of hands at a meeting
Secret ballot at workplace or other meeting place
Secret postal ballot
Other method (SP3tCIPT)
IEYK31VLSUE31CHECK J21 ABIlJ22
Consulted more than once (CODE 2 AT J21) andballots not mentioned (no CODES 3 OR 4 AT J=— —
0ther8
D1d the unlonlstaff a8soc1at10n members holda ballot of Its members at any time beforethe action began? Yes
No
1 ASK J19
2 GO YU J20
I I
1 ASK J21
2 GO TU J33
1
2
1
2
3
4
5
4 ASK J24
B GO TO J25
1 ASK J25
2 GO TO J33
Host recentother
action
1 ASK J21
2 GO YO J33
1
2
1
2
3
4
5
i ASK J24
1 W YU J25
ASK J25
, GO YO J33
28
29-31
32-3:
34-3:
36-40
41-4
46-4:
-26-
J25 INTSRVISHSR CIDICKJ16
Action affected other workplace (CODE 1 AT J16)
Action only affected this workplace (CODE 2 AT J16)
J26
J27
J28
J29
J30
J31
Of those members voting in this establishment,did the majority decide in favour of the actionor against it?
In favour
Against
What proportion of the membership at thisestablishment who were eligible to voteactually voted in the ballot? SHOW ~ N
80% or more
70-79%
60-69%
50-59%
Less than 50%
Did the unions fstaff associations here receiveany assistance from management for the conductof the ballot?
Yes
No
Did the union/staff association here use theservices of any external body for the conductof the ballot? (PINNIPT: By that I meanexcluding management or national unionfstaffassociation)?
Yes
No
Which outside agency?(WKITB IN)
Strike:
Other action:
Were there any particular difficulties inconducting the ballot? Yes
No
Most recentstrike
i ASK J26
B Go m J2’
1
2
1
2
3
4
5
1
2
1 ASK J30
~ GO TO J31
Ouo
ASK J32
Go m J3:
Host recentother
action
k ASK J26
B Go To J2
1
2
1
2
3
4
5
1
2
1 ASK J30
L Go m J3:
Ouo
I
1 ASK J32
~ Go m J3:
48-49
50-51
52-53
54-55
56-59
60-63
64-65
J32
J33
J34
J35
J36
J37
J38
-27-
lIOat recent
strike
MOs t recentother
act ion
What were these difflcultles?
(ml’s In:)I
Strike:I
Other action
In the period before the most recent (etrlke/other action) was called off, dld the union/
staff association consult Its members here beforethe (strLke/oLher action) . was calledoff?
On how many occasions were the unlonlstaffaeaociatlon members here consulted(EKAD OUT) .
more than
How dld the members express their vlews~(IF USCKSSAFtY: On the last occaelon theywere consulted?) SHOW CARD M AGAIN Please
choose from this card
General feellng of a meeting without
c
c
Yea
No
mc e)mce7
vote
Show of hands at a meetxng
Secret ballot at workplace or other meeting place
Secret postal ballot
Other method (SPECIFY)
I=RVISUSR CESCK J34 AIUlJ35
Consulted more than once (CODE 2 AT J34) andballot not me. tlo.ed (NQ CODE 3 OR 4 AT J=—
Others
D1d the union/staff aesoclatlon here hold aballot of Its members at any time after the . .(strlkefother action)It was called off?
1111’SRVIEWKRCESCK J16
ActIon affected other
Act Ion only affected thla
had begun and before
j Yes
No
workplace (cODE 1 AT J16)
workplace (cODE 2 AT J16)
Ouo
I
1 ASK J34
2 G4)TOJ38
1
2
1
2
3
4
5
A ASK J37
B GO m J38
1 ASK J38
2 GO m J47
A ASK J39
B GO m J40
Ouo
=1=
ASK J34
! GO YO J34
BLANKREPEAT
1
2
1
2
3
4
5
4 ASK J37
3 GO TO J3fl
k ASK J39
9 Go ‘2’0J4a
66-71
72-77
78-79
h
8-9
10-14
15-19
20-21
-28-
J39
J40
341
342
J43
J44
J45
Of those members voting at this establishment,did the majority vote to call the action offor to continue it? Call off
COntinue
SHOW CASD M AGAIN What proportion of themembership at this establishment who wereeligible to vote actually voted in theballot?
Did the unionsmanagement for
80% or more
79-79%
60-69%
50-59%
Less than 50%
here receive any assistance fromthe conduct of the ballot?
Yes
No
Did the union here use the services of anyexternal body for the conduct of the ballot?(P2NNIPT: By that I mean excluding-managementor national union lstaff association)
Yes
No
Which outside agency?(WEITS IN:)
Strike:
Other action:
Were there any particular difficulties inconducting the ballot? Yes
No
What were these difficulties?
(WEITS IN:)
Strike:
Other action:
Most recentstrike
1
2
1
2
3
4
5
1
2
1 ASK J43
~ Go To J44
-
I
L ASK J45
2 GO TO J46
1
Most recent
otheraction
.
2
1
2
3
4
5
1
2
1 ASK J43
2 GO TOJ44
1 ASK J45
2 GO TO J46
=E
-29-
J46
J47
J48
J49
J50
What would you say were the main reasons forthe most recent (atrlke/other action) .7(PROBE FULLY MD RECORD VERBATIM)
Strike
Other action
Has this establishment been Dlcketed durlna the
Hon t recentMoat recent other
strike action
Ouo
+=
last 12 months? (IF YKs: On how many oc~aBlons? ) rNo
Ye8 - once
- twice
- three times
- more than three times
On the last occaalon of plcketlng was It Inconnection with a dlapute at this establishment? Yee
No
What was the greatest number of people partlclpatlng
Ouo
O GO IOK1
J_
1
2 ASK J483
4
1
2
Ln the plcketlng at any one tlmev
(URITB IN:) I I I I
Overwere
how many separate doors ,these pickets spread?
gates or entrances
(WRITS Ill:) I I
J51 What proportion of the plCket8 were employeesof this establishment?
DK 98
(WRITS III:) m%
DK 998
-30-
J52 Who organised the picketing ...(NEADOUT AND SECOND mm IN ToNN) ...
... shop stewards/representat ives from this establishment?
... shop stewards/representatives from another establishmentof this employer?
... shop stewardslrepresentat ives from another employer?
... paid unionlstaff association officials (local)?
... union lstaff association officials from area offices orheadquarters?
... employees themselves?
... others (PLSASE SPECIFY)
J53 Did the picketing prevent any of the followingfrom entering or leaving the premises?(SNAD 00T AND tiCOSD RACE IN TORN)
... employees of this establishment?
. contractors ‘ employees working at this establishment?
... visitors to the establishment?
... goods or services being received?
... goods or services being sent out?
Yes
1
2
3
4
5
6
7
Yes
1
2
3
4
5
BLANKREPEAT
No
A
A
A
A
A
A
A
No
A
A
A
A
A
76-801-5
n
CD57
8-14
15-19
-31-
SEGTION K - G13NEEAL ISSUKS , EVALUATIONS AND 0UYCCN3KS
K1 slim GAKD o 1‘d llke to ask you some questionsabout Injurlee at this eatabllahment First of all,
can you tell me If any non-manual employees eustaxnedany of the followlng lnjurle8 here In the past year?
K2 Taken together, how many of these havethis eatabllshment In the pastASK: Roughly how many? )
K3 And lastly I would llke to askquestions about the non-manual
year?occurred at(IF ‘DOU’T KMXi’
you some very generalwork force at this
establishment Have there been any maIor changeaIn the management ‘s pollcles and practices affectingnon-manual employees at this establl.shmenl-In the past
three years? (IF YKS: What have been the major ones?)(PKOBE FULLY AND KSGORD VSSBATRl) No change O
*,,‘~.rYW &<<&>
O.u:o.
&
K4 IW3’)3RVIKHKKGUKGK A4 Z IF l@N-DNION/STAFF ASSOCIATION EKPw TtJK6. OTEKES ASK K4 .
Slim GAEL) P Looking at this scale how would you ratetbe relatlonahlp between management and the non-manualtrade unlonsfstaff associations at this workplace?
(CODE 1)
Very good
Good
Poor
Very poor
K5 What factors dld you take Into account In making that rating?
(WEIm IH:)
1
}
2 GOm K63
4
5
\6 ASKK5
7J
Ouo—r—
20
30
31-36
K6
K7
K8
K9
K1O
SHOW CARo Pyou rate the
’32-
And looking at the scale (again) , how wouldrelationship between management and the
non-manual employees generally at this workplace?
SHOW CAKD Q
pace of workwith what it
SHOW CAKo Qago?
Very good
Good
Poor
Very poor
Generally, how does the intensity or thefor most non-manual workers here compareis in other similar establishments?
A lot higher
A little higher
About the same
A little lower
A lot lower
How does this compare with three years
A lot higher
A little higher
About the same
A little lower
A lot lower
INTSRVIKWER CHECK KEFEKENCE SUEET
1
2
3
4
5
6
7
1
2
3
4
5
1
2
3
4
5
ESTABLISHMENT IN TRADING SECTOR A ASK K1O
ESTABLISHMENT ~ IN TRADING SECTOR B m To K16
How would you assess the financial performanceof this establishment compared with otherestablishments in the same industry? Would
yo. say it was .. (103A000T) ...
...
E
better than average, 1 ~K Kll
. below average, 2}
or about average? 3
SPONTANEOUS 0NL% :
{
NO comparison possible
}
4 GO TOK12
Relevant data not available 5
37
38
39
40
.33-
(11 1s that a lot (better/below) or a llttle(better/below)’ Lot 1
Little 2
<12 SE(W CASLlR And in your opinion, how does the levelof labour productivity here compare with what It was3 years ago?
A lot higher
A llttle higher
About the same
A llttle lower
A lot lower
K13 What are the main reasons for the change In labourproductivity since three yeara ago?
(mm Im:)
K14 SHW cARD R In your oplnlon, how does the level oflabour productivity here compare with other Blmllarworkplaces ‘I
A lot higher
A llttle higher
About the same
A llttle lower
A lot lower
K15 What are the main reasons for labour productivity being higher/lower here than m other smllar workplaces?
(WKITS Ill:)
1
}ASK K13
3 GO TOK14
L
4ASK K13
5
O.u o.
1
}
ASK K182
3SI!ID
4
}ASK K18
5
Ouo.
R
K16 Thank you very much for your help As I explalned at the beglnnxng, thisInterview was part of the Third Workplace Employee Relatlons Survey Theresearch 1s funded by the Department of Employment, the Economic and SocialResearch Council, the POIICY Studies Inatltute and ACAS After the surveylnformatum has been processed and analysed, the research team WI1l be aendlngcopies of their summary of the results to thts establishment Thank you asaln
for your co-operation
41
42
43-48
49
50-55
-34-
Gender of respondent Male 1Female 2
“me ‘nterv’ew‘nded m mHours Minutes
Length of interview I I JMinutes
Date of interview I I I 90Day Month
Interviewer name:
‘interviewer‘umberEIl=rEl
56
57-60
61-63
64-67
68-71
BLANK 72-80
APPENDIXB
CONTACI’LETI’ER.S
MANAGEMENTLETTER- MAINSAMPLE(A)
MANAGEMENTLETTER- PANELSAMPLE(B)
- FINANCIALWAGERS LETTER(C). WORKERREPRESENTA~WSLETTER(D)
cONFIRMATIONOFINTERVIEWLETTER(E)
Employmentl~arketResearchl.’nitDepartment01’Emplovmen[CaxtonHouseTo[hillS[reetLondonSWIH9NFFax0127353(54Tel01273M81L? AOurreference
4769JYourre!erenee
PERSONNEL-EMPLOYEERELATIONSDate
..’.30November1989
Fortheattentionoftheseniornersonattheaboveaddressdealinewithnersonncl/emnloveerelations
DearSir/Madant
SurmvofErrmloveeRelationsPraetieea
TheDepartmentofEmploymenthasinvitedSocialandCommunityPlanningResearch(SCPR).anindependent.non-profitsurveyorganisation.tocartyoutasumevofemployeerelationspracticesinallsectorsofindust~,commerceandthepublicsemi=. It isjointlysponsoredbvtheDepartment.theEconomicandSocialResearchCouncil.thePoliqStudiesInstituteandtheAdv;sory,ConciliationandArbitrationSetvice.
Theaimofthesuweyistoproduceinformationofa factualnatureaboutcurrentemployeerelationspractices.Theresultswillbepublishedina generalformasa contributionto publicdebateaboutempioyeerelationspoliqandpractim.Thelastsurveyofthisnaturewascarriedoutin1984andtheresultshavegeneratedwidespreadinterestandcomment.Anoteonpublicationsarisingfromthe1984sunfeyisattached.
I amwritingnowtoadviseyouthatanSCPRinterviewermaybecontactingyouearlyin1990toseekyourcooperationin thecurrentsutveyintheseries,I veq’muchhopethatyouwillagreeto beinterviewed,asyourestablishmentisoneofa samplethathasbeencarefullyselectedsoasto berepresentativeofemployingestablishmentsinthecountty.Thevalueofthesumevdependsverymuchontheco-operationofallthoseselected.
TheinformationyouprovidewillbeusedsolelyforresearchpurposesandwiilbeconfidentialtoSCPRandtheprojectresearcherswithintheDepartment.iNci[herindividualsnortheirestabiishmerttswiilbeidentifiedin thepublishedresuits.Afuilerstatementof theproceduresadoptedtoensuretheconfidentialityofthesutveydataisenciosedwiththisietter.
Withmanythanksinanticipationofyourheip.
Yoursfaithfuilv
+k %=-DrMarkSttxusPrirteipalRestx.rch0f5xx
*LOV46*+“k‘j EMPLOYMENT:-%’>&Et4~0$DEPARTMENT
PERSONNEIJEMPLOYEERELATIONS
EmpbymentMmketResearchUnttDepartmentofEmploymentCaxtonHouseTothillStreetLondonSWIH9NFFax012735364Tel0127348812 BOurreference
0732WYourreference
Date4 ~mkr 1989
Fortheattentionoftheseniorx rsonattheaboveaddressdealinewithx rsonnel/emDloveerelations
DearSir/Madam
Sur%wofEmt)kmeRelationsPractices
Inmid-1984a representativeofmanagementinyourorganisationkindlygaveanintewiewaboutyourestablishmentaspartofthesecondSurveyofEmployeeRelations.Thefirstwasconductedin1980.TheSurveywasconductedbySocialandCommunityPlanningResearch(SCPR)onbehalfof theDepartmentofEmployment,theEconomicandSocialResearchCouncil,thePolicyStudiesInstituteandtheAdvisory,ConciliationandArbitrationSeMce.Thesurveysaredesignedtochartchangeandstabilityin employeerelationspractices.Anarticlesummarizingtheresultsof the1984Survey,includingcomparisonswith1980,wassenttoallrespondentsinOctober1986.A noteonthemainpublicationsarisingfromthesurveysisattached.
Theresultsofthe19S0and1984surveyshavegeneratedwidespreadinterestandcommentandthefoursponsoringbodieshaveagreedto commissiona thirdsurveywithsimilarpurposesanddesign.Comparisonbetweenthesumeyswillenablechangesinindustrialrelationspracticesinthe1980stobeobsemedandanalysed.Toassistthisanalysisthesampleforthe1990surveycontainsa numberofestablishmentsaboutwhichinterviewswerecmnductedin1984.Yourestablishmentisoneoftheseandthesponsoringorganisationswouldgreatlyappreciateyourparticipationinthethirdsutwy.
IamwritingnowtoadviseyouthatanSCPRinterviewermaybecontactingyouearlyin19XItoseekyourcooperationin thecurrentsurveyin theseries.I verymuchhopethatyouwillagreeto beinterviewed,asyourestablishmentisoneofa samplethathasbeencarefullyselectedsoasto berepresentativeofemployingestablishmentsinthecountry.Thevalueofthesurveydependsverymuchontheco-operationofallthoseselected.
TheinformationyouprovidewillbeusedsolelyforresearchpurposesandwillbeconfidentialtoSCPRandtheprojectresearcherswithintheDepartment.Neitherindividualsnortheirestablishmentswillbeidentifiedinthepublishedresults.A fullerstatementoftheproceduresadoptedtoensuretheconfidentialityofthesurveydataisenclosedwiththisletter.
Withmanythanksinanticipationofyourhelp.
Yoursfaithfully
V’p’k%=’-DrMarkStaensPrinapalResearchOflhr
>y’’~oy%.o h“EMPLOYMENTm47+24E@j DEPARTMENT
DepartmentofEmploymentEmploymentMarketResearchUnitC.awonHouseTothillStreetLondonSWIH9NF
Telephone01-2734881/2cGfi me 273Telex915564Fax01-2735124 ‘
,,Ourref
Yourref
Date
.!
DearSir/Madam
$UtworEtiiPkWCC‘RelationsPractices
lle DepartmentofEmploymenthasinvitedSodaland&rnmunityPlanningResearch(SCPR),anindependent,non-profitsurveyorganisation,tocarryoutasurveyofemployeerelationspracticesinallsectorsofindustry,commerceandthepublic“wMcea.lt isjointlysponsoredbytheDepartment,the”EconomicandSocialResearchCouncil,thePoliqStudies’InstituteandtheAdvisory,ConciliationandArbitrationservice.
(TheaimofthesuIveyistoproduceinformationofafactualnatureaboutcurrentemployeerclalionspractices.Tlteresultswillbepublishedina generalformasa,mniributiontopublicdebateaboutemployeerelationspolicyandpractice.The1x1surveyofthisnaturewas~rri~ outinl?~ and .theresultshavegeneratedwidespreadinter&standcomment.,Anoteonpublicationsarisingfromthe1984sutvcyisattached. 1
Wewouldlikeonthisoccasiontosupplementourinformationfrompersonnelmanagersinindustryandcommercewithsomeadditionalinformationfromfinancialmanagers.Thcqtwionsconcern.themarketsituationofthees~blishment,itsfinancialpositionandrelatedtopics.Iverym,uchhopethatyouwillagreetobeintet%icwed,asyourestablishmentis oneofa samplethathasbeenselectedsoastoberepresentativeofemplo~nggs;ablishmentsin’thecouniry.Tltevalueofthesurveydependsverymuchontheco-operationofallthy selected.
TYteinformationyouprovidewiliti usedsolelyforresearchpurp”sesandwillbec.ontidcntialtoSCPRandthe projectresearcherswithinthe.Department.Neitherindividualsnor theirestablishmentswillbeidentifiedinthepublishedresults.A fuller,statementoftheprowhm.sadoptedtoensuretheconfidentialityofthesurvcy,dataisattached.
Withmanythankinanticipationofyourhelp.
Yoursfaithfully ,,
rlrhfafk~PdDcipalRateamhof60H
&’LOy’f%..~k“EMPLOYMENT47+%ENTj DEPARTMENT
DepartmentofEmploymentEmploymentMarketResearchUnitCaxtonHouseTothillStrtitLondonSWIH9NF
Telephone01-2734881/2DGTNCode273Telex915564Fax01-2735124
Ourref
Yourref
Date
DearSir/Madam
Aninterviewerfrom
SurwmofEtndcm!eRelatiomPractices
Scdaland~mmunityPlanningResearch(SCPR),anindependent,non-profitsumeyorganisation,hasrecentlyinterview&oneof-themanagementhereabou~thewayempioyeerelationsaredealtwithinpracticeatthisestablishment.Theintemiewwaspartofa nationwidesunwyofemployerelationsbeingcarriedoutbySCPRandjointlysponsoredbytheDepartmentofEmployment,theEconomicandSocialResearchCouncil,thePoliqStudiesInstituteandtheAdvisory,ConciliationandArbitrationService
Thesutveycoversallsectorsofindustry,commeraandthepublicservices.Thelaststudyofthisnaturewascarriedoutin1984andtheresultshavegeneratedwidespreadinterestandfavorablecomment.Themainoverallreportof the1984surveywasa bookBritishWorkplaceIndustiiafRelations,1980-1984byNeilMillwardandMarkStevensandwaspublishedin 1986.LabourReseamhdescribedthebookas ‘invaluableasa sourceofdataon mostaspectsof industrialrelations’.Anda recentTUCpublication,U?ganising@rthe1990s,referredtotheW&Isurveyas‘themostcomprehensiveandauthoritativedatabaseofitskindinexistence.’
Naturally,it is importantto collectinformationfromemployeerepresentativesas wellasmanagement.Yournamehasbeengivento theSCPRinterviewerassomeoneina verygoodpositiontohelpuscompleteourinformationfortheplacewhereyouwork.Ihopeverymuchthatyouwillagreetobeinterviewed.
TheinformationyouprovidewillbeusedsolelyforresearchpurposesandwillbeconfidentialtoSCPRandthe projectresearcherswithinthe Department.Neitherindividualsnor theirestablishmentswillbeidentifiedinthepublishedresults.A fullerstatementoftheproceduresadoptedtoensurethemnfidentialityofthesurreydataisattachal
Withmanythanksinanticipationofyourhelp.
Yoursfaithfidly
vrMarkstemmJPrincipalReaeareh0f6cer
Serial No. I
Date 35NORTHAMPTONSQUARELONDONEC1VOAX
TELEPHONE01-2501866FAXOI-2501524
DearSir/Madam
SURVEYOF KMPLOYERRELATIOllS PRACTICRS EYouwill havereceived duringrecent weeksa letter about the abovesurveyfromDrMarkStevensof the EmploymentDepartment.Youwill also havebeen contactedin the last day or so by one of our interviewers in order to fix an appointment.I amwriting to confirm the date andtime of the appointmentandto provide thenameandmeansof contact with the interviewerwhowill conduct the interview.
Dateof appointment The of day
Nameof inteniewer:
Contact:
It will significantly reduce the length of the interview if somebasic informationaboutthe size andstructure of the workforce at your establishmentis availableat the beginningof the interview. I amtherefore writing to you with the encloseddata sheet andvery muchhope that it will be completedprior to our interviewer’scalling.
Maywe thankyou in anticipation of your cooperation.
Yoursfaithfully
-
Nigel Tremlett
*&w..RosemaryHamilton (SCPRResearchTeam)
DirectorRoger]owell.DeputyDirectonCohnAirey,SaqHedges.DepartmentHeadaStephenElder(DataProcessing),JaneSmith(Field),ColmO’Muirchemtaigh(MethodsCenb_e),JaneRitchie(QualitativeUnit)
ResearchDirectomGillianCourtenay,JuliaField,PauiciaPrescott-Clarke,[email protected]~y No. 258538
APPENDIXC
ENCLOSURESFORRESPONDENTS
. ANONYMITYOFDATA:STATEMENTOFPROCEDURES
. RESULTSOF1984WORKPLACEINDUSTRIALF@ATIONSSURVEY
SURVEYOFEMPLOYEERELATIONSPIGWXICES
*
*
*
*
*
*
*
*
ANONYMITYOFDATAASI’ATEMENTOFPROCEDURES
Theanonymityoftheinformationprovidedbyrespondentswillbepresemedatalltimes.
CompletedquestionnaireswillbepostedtotheSCPRofficebyinterviewersinseparateenvelopesfromthosewhichcontainthe identityof cooperatingestablishmentsandindividuals.
Although,for administrativepurposes,it is necessarythateachquestionnaireandquestionnairerecordhasa uniqueidentificationnumber,thekeyto thissequenceofnumberswillbekeptatSCPRseparatelyfromthedata.ItwillremainconfidentialtoSCPRandtheprojectresearcherswithintheDepartmentofEmployment.
Questionnairesandcomputertapesthereforewillnotatanytimeinthesurveyprocessincludethenamesandaddressesofrespondents.
Noindividualestablishmentsor respondentswillbe identifiedor identifiablein thepublishedreports.Thedatawillbeusedto generateaggregatetablesandcomplexstatisticalanalysesforpublishedreports.
MostofthesurveydatawillbemadeavailableinananonymousformtoacademicandotherusersviatheESRCDataArchiveinlate1991.Theinitialdatasetwillincludeneithertheregioninwhicheachestablishmentislocatednorcompletedataonnumbersemployed.Nolistsofcooperatingestablishmentswillbeavailable.
Inlate1992,morethantwoyearsafterinterviewing,completeaggregatesurveydatawillbemadeavailableviatheESRCarchive.Again,nolistsofcooperatingestablishmentswillbeavailable.
Allusersofthearchiveddatawillberequiredtogiveawrittenundertakingtocontinue—topresemetheanonymityofthedata.-
(Issuedon behalfof the foursponsoringbodies- the Departmentof Employment,theEconomicandsocialResearchCouncil,the PolicyStudiesInstituteand the Advisory,ConciliationandArbitrationSeMce- andSocialandCommunityPlanningResearch.)
Resultsofthe1984Survey
BRITISHWORKPLACEINDUSllUALREIXI’IONS
l$MMWM
DEESRUPSI/AC3SSurqs
NeilMiumrdMarkstevan
Themainoverallreportof the1984sunmyisBdishW~laceIn&mWRelations,1980-1984byNeilMiUwardandMarkStevens,Gower,1986.Itprovidesawide-ranging,factualaaunt ofthe1%4surwymaterialand*uent mmparisonswiththefirstS-in 1%0.Thetidingswerebasedon inteMewswith managersand workerrqmentativesandcovered_ allsectorsofemployment.
Asecondbookonthe19S4sum concentratedonthematerialabouttheintroductionofnewtechnologyanditsimpactonwor~laceindustrialrelations.W~faeeIndumialRe&fionsandT~l ChangewaswrittenbyWWDanielandpublishedbyPinterPublishinginearly1%7.
Commentonbothbooksbypractitioners,thepressandacademiccommentatorswasveryfavorable.Bothwerechosenas‘BookoftheYear’bydistinguishedcontributorstoRmonneJMwgtment.
OnBritishW@laceInddl Relations,1980-1984commentincluded:9. . . themostmmprehensiveaccountofindustrialrelationschangesinthefirstfiveyearsofMrsThatcher’sadministration...’ * Indqm&nt}... widelyregardedasthemostauthoritativeexaminationofindustrialrelationspractice... ... Itsimportanceis in itsunique,carefulchartingof industrialrelationsovertheraxssionoverawiderangeofindustriesandsectorscoveringnearly2$CKIworkplaces...‘F~llmes*... providesinformationona widerangeof industrialrelationsarrangementsandpractices,andthewayinwhichthesechangedovertheperiod19S0-84.’I.1.RekmorURevbvd RqnW*... themostmmprehensiveandauthoritativedatabaseofitskindinexistence.’SpecialReviewBodySecondReport,Ihz&s&iCUICutqpTS
OnW~iirceIdkstridRebtiomandT~ Change,comment included
*“. basedon the authoritativeWorkplace
IwoRKPLAmlNDLmRIALRELATIONS
IndustrialRelationsSuwcy..tendsto&mgs* AND~U -GEwidelyheld preconceptionsaboutthe-Windustrialrelationsscene in generalandI -a*imKwatiorlinpartidar“.’CiwJ&mDXWW/XX! Smvqs‘.wcllrcuadwd .thcbook hasprovoked
IWwmddStrongfCDCtiONandshouldUOtbemissal’JOhU
MonksinlbatmndMUM- Fhaadsm= (RlbMMs)
Articlesbasedon furtheranal@sof thesumeydatahaveappearedin a widerangeofacademiqindustrialrelationsandmanagementjournals.
... ,
APPENDIXD
ADDRESSANDREFERENCEFORMS
ADDRESSRECORDFORM
. INTERVIEWERSREFERENCESHEET
,
I
X2:.:*Z):Z ;sccPitF.UdD? OJ.8 8REWWCO0 ESS.?I
N..+”. F“li ojf., A!! ‘K7’ON CO WRMA.~.+,”= ,*C*
.,>s
P 1070 SiOSSPLACS =LQYEE SEIATIOHS SD’SVEY “ 1990ADDSSSS SECOSDFOSM
(l-4) (5) (6-7) (8-11)SERIAL NO CARD NO INTERVIEWER NANE INTERVIEWER NO
[ I lam I
ADD~SS AND RESPON
mW ADDRESS (IF MOVER)
NAKS OF COMPANY (P6)
(IF DIFFERENT) ULTIMATE CONTROLLING CONPANYIN UK (P8)
RSSAMPLED ADDRESSES ONLY
‘ZmTmzmoFFIcE USE ONLY
dTmcdYtl
NT IDENTIFICATION
NMAGEMENTRESPONDENT
FINANCIAL MANAGER
~NUAL WORKER WP
NON FMNUAL WORKSR REP
(3:;;2)
DATE OF FIRST VISIT
TOTAL NO. OF q.SEPARATEVISITS TO mESTABLISHMENT
(3~~~6)
DATE OF LAST VISITI 1
RESPONDENTTYPE
MANAGEMENT(SENIOR;PERSONNEL /INDUSTRIALRELATIONS )
KFINANCIALMANAGER
~WORKER REP
(MNUAL )
6WORKER RSP
(NON-MANUAL)
DETAILS OF CALLS, CONTACTS, APPOINTMENTS
(INCLUDING DATES)
-.
WTRIKE THROUGH IF NOT REQUIRED
00TCOHES
OUT OF SCOPE Outller
Dupllcate
Insufficient ●ddrasa
Pilot survey
Aggresace return
11.c.m.
Not ral~ased
WITHDRAWN PRIOR TO FIELDWORK Refussl (H. O.) to D.E.
Refusal (Estab ) to D.II.
Refutal (Och@r) CO D.E.
Clostd down (D.l!.)
Fewer than 25 employees (D.E.)
CONTACT AT ADDRESS Address traceable ●nd occupied
No trace of ●ddrass
Premises vacantlderelxct (no trace of ●stablisbment)
Premises known to have been demolished (no trace of ●stabliabmant)
CONTACT AT ESTABLISHKENT
Establlahment In buslnesa at Ilsted address
Establlahment known to have moved
Establishment known to have moved
premises/acne information on new●ddreae
premisesfno trace of ncw ●ddraae
Establishment known to be no longer in ●xiacancdin businaas
Eatabllshment not at listed addreas (no further Information ●vailable)
Establlahment has fewer than 25 amployeea
Establishment amalgamated with other sampled catablistieat(ENTER SERIAL NUNBER AT FOOT OF PAGS)
Other reason for ineligibility (WRITE IN)
IF ESTABLISHMENT SAS MOVED AND INFORMATION IS
AVAILABLE ABOUT NEW ADDIC5SS, RJICORDTHIS INFORMATION ON
FRONT PAGE AND FOLLOW UP IF WITHIN SAMPLE AREA.
OTHERWISE RETURN ADDRESS RBCORD FORN TO OFFICE.
* THIS CODE NOT APPLICABLE FOR ANY SERIAL NUMBER COIOOINCINGIN ZERO, OR ANY OTNER WITH A 1984 SERIAL NO.
‘ER*” “R ‘F cumAMALGAMATED ESTAELISNNENT
39-kl
01
02
03
Ob
05
06
07
11
12
13
14
15*
cc
21
22
23
DD
31
32
33
34
35*
36
37
41-4
D
tF.TAIN[NFORM)FFICE
wEx-
LEAF
1!
ZOSE
—
—
—
—
—
—
INTERVIEW NOT REQUIRED
QUESTIONNAIRE COMPLETED :
At establishment (only)
At Head Office (only)
At Regional/Area Office(only)
At more than 1 site
INTERVIEW NOT OBTAINSD :Never available (no reason
given)
Contact but person refused
Broke appointmentfnorecontact possible
111 for duration of survey
Away for duration of survey
Refusal by other person atestablishment
Refusal by Head Office/AreaOffice etc.
Refusal by person in anoutside organisation
Claimed prior refusal toDept. of Employment
Other reasons (SPECIFY)_
—
NANAGE -MENT
RESPON-DENT
51
52
53
54
55
56
57
58
59
60
61
62
63
64
RSSPONSE SUMMARY
FINAN-
CIALMANAGER
00
01
05
06
07
08
09
10
11
12
13
14
MRSCOG-NITION
00
01
05
06
07
08
09
10
11
12
13
14
IRKER REPJALNO RECOGNITION
00
01
05
06
07
08
09
10
11
12
13
14
SENTATIVNON-
RECOG-NITION
00
01
05
06
07
08
09
10
11
12
13
14
00
01
05
06
07
08
09
10
11
12
13
14
NIJMBER OF MANAGEMENT RESPONDENTS One 1
More than one: WRITE IN NO. AND COMPLETE GRID BELOW
RESPONSIBILITIES LOCATION BWDS SECTIONS OF Q ‘NAIRE
‘Sp Estab H.O. Area Estab H.O.Area COMPLETED COMPLETED (WRITE IN)
BY
A 1 2 3 1 2 3 1
B 1 2 3112 3 ‘
c 1 2 3 1 2 3 1
D 1 2 3 1 2 3 1
BASIC WORRFORCE DATA Completed/returned with questionnaire 1
SHEET SUhMARY Will he returned separately 2Refusal to complete 3
Other (SPECIFY)
(45-5
(55
(56-8
[59-6;
{62-6,
:65-6”
68
P.107O
R%’:R’CIZ: $c’PitPA ..d DP Gfk. mm.nvchm ESSEXNe,t&m .=.4 Of., DARUNIHUN CO DURHAM
4* ,+~+*J.. “,,.
iKIRKPLACS SNFLOYES BJ3LAIIOHSSUXVFX 1990•1
A
NSFSSEUCE SSKST
““~ UIIn1“’’’”1’”’‘m ‘WInII
Thla sheet should be completed as you proceed with the Interviews Each time youask one of the SIX queatlona marked with a *, tick the relevant box on this sheetThe sheet VI1l provide an easy-to-uge checkllst during the course of the interview
TEIS SSEET IO BE USSD FOR MNACSNSNT AND ~EKSE ESP . I=IIVISHS .Nm TSOSE BITE FINANCIAL NANACSRB
QUESTION (J)
*A2 Manufacturing (Code 1) c1
II
Not manufacturing (Code 2) c1I
*A3 Trading sector (Codes 01-06) c1
Publzc services (Codes 07-09) n
*A4 Single Eatab (Code 1 ) n
Multi (Code 2) o
*A5 Head OffIce (Code 1 ) n
Other Admln Off Ice (Code 2) n
Neither of these (Code 3) o
* cl Union members present c1
Union members not present (or not knovn) c1
(
* C15 No recognised unions/assoclat10n8 (Code 1) c1
One recognlaed unlonlassoclatlon (Code 2) n
More than one recognised union/as.soclation (Code 3) m
—
H,d [),/k<: ?5 NORTHAMPTON .,Q”AR!,, :scPit’““ ,, : ,fdd .d m ofrw<Bm,vnwxm Hs.=x
L,l,VIX,N ,,,:, V ()”, ,,!,$4.,”6,.2,(, ,.6. N.r<hm f .Id <If.< DARLING T(I,V, [.0 IXIRHA,W,+
“’. ,,. “,,***
P.107O WORKPLACE ENPLOYEE RELATIONS SURVEY 1990 ❑B
SELECTION SNEET FOR FUKTBER INTERVIEWS
A
B
c
Explain to the respondent that , to supplement the information (s)he has givenyou would like to interview - not at great length - other members of theestablishment’s staff.set out below. ‘he ‘“es ‘“r ‘ecidingwh”m m:tt:: fi::;::tareThe key questions are marked with aQuestionnaire
FOR ALL ESTABLISHNENTS WITH INITIAL DIGIT ‘O’ (IE PANEL) , ~ WORKERREPRESENTATIVE INTERVIEWS AHE REQUIRED. IN THESE CASES, THEREFORE GOSTRAIGHT TO c (BELOW).
WONKSR REPRESENTATIVE (MANUAL) - SEE ~ OR ~
(/)
ONE OR MOEF.NEGOTIATING GROUPS WITH MEMBERSHIP EITHERWHOLLY OR NAJORITY MANUAL ~ WORXER REP PRESENT AT SESK INTRR-ESTAB. (D2, CODE 1) VIBW (LONG)
~
NO MANUAL NEGOTIATING GROUPS BUT SENIOR WORKER REP. OF JOINT SEEK INTNR-COMMITTEE AT ESTAB. (D22, CODE 1) VIEW (SHORT)
ALL OTHERSNO INTERVIEWREQUIRED
wosKsR REPRESENTATIVE (NON-NANOAL) - SEE ~ oR ~
(4)IONE OR MORE NEGOTIATING GROUPS WITH MEMBERSHIP EITHERWHOLLY OR MAJORITY NON-NANUAL ~ WORKER REP. PRESENT AT SEEK INTER-ESTAB. (F2, CODE 1) VIEW (LONG)
@.J
NO NON-MANUAL NEGOTIATING GROUPS BUT SENIOR WORKER REP. OF SEEK INTER-JOINT COMMITTEE AT ESTAB. (F22, CODE I) VISW (SHORT)
1 1
ALL OTHERSNO INTERVIEWREQUIRED
FINANCIAL NANAGER - SEE ~
(d)
RESPONDENT IS SPECIALIST AND ESTAB . IS TRADING SECTOR SEEK INTNR-(CODE x) VIEW
EsTAB. IS PUBLIC SERVICES OR Respondent IS NON Specialist NO INTERVIEW(CODES Y OR z)
—REQUIRED
APPENDIX E
BRIEFING AGENDA
EdIFIRST SESSION 10 30em -12 30pm I
SPONSOR
SCPR
a) General Introduction. Nature and pucpose of survey
3) The sample of establishments. How drawn; establishment
definition; probleme ●-rising th~refrom, the panel eample
c) THE ADDRSSS RECORD FORM/ADDITIONAL INFORMATIONSHEET/RSSPONS15TO INITIAL NAILING
d) Whom to interview (Management Questionnaire)
●) Making contact (APPOINTMENT LETTER, DE NAILOUT QUERY)
f) THE SASIC WOSXFORCE DATA SSEET
g) THE REFERENCE SHEET
SPONSORI h) THE NANAGE~ QUESTIONNAIRESCPR
Structure - SECTION A D-y/ SECTION B DUMMY
SPONSOR i) Tradee Unions ●nd Recognition, Najor Unione; Manual andNon-Manual, Recognition, Negotiating Groups
SECOND SESSION 1 15pm - 3 15pm
{:
Dummy routines for Management Queetionmaire
- SECTION C Recognition
SPONSOR/ SECTION D/F Collective Bargaining
SCPR SECTION E/G Union liembership Arrangement
SECTION H The Introduction of Change
THIRD SESSION . 3.20pm - 4 30pa1
{
Dummy routinee.for Management Questionnaire
- SECTION J Procedures
- SECTION K Pay
SPONSORI - SECTION L Consultation
SCPR SECTION M Industrial Action
SECTION N Employmnt Practices
- SECTION P General Iseuee
Including defirmtione - Procedures, Employment Protection Act,(as appropriate) Health & Safety, Industrial Tribunal,
SPONSOR Redundancy, Payment by Results, JobEvaluation, Consultation, Industrial Action
/ FIRST SESSION: 10.30am - 1.00pm I
SPONSOR/ a) FINANCIAL MANAGEMENT QUESTIONNAIRE
SCPR
SPONSOR b)
Whom to interview (SELECTION SHEET)
Dummy routine : ALL SECTIONS
Organisation of Unions - Stewards, Convenors, Representatives
The union outside the establishment; the branch; Combines;
National officiale
SPONSOR/ C) WONCER REPRESENTATIVE QUESTIONNAIRE
SCFR Whom to interview (SELECTION SHEET)
Dummy routine : SECTION B, C, E, F, J, K
SECOND SESSION : 1.30pm - 3.25pm
SCPR
—s’)b)
c)d)
e)f)
g)h)—
The sample of establishments - REVISION
Wave One. Wave Two (PARTIAL INTERVIEW COVER SHEET + INTERVIEW
QUERY SHEET)THE PANEL SAMPLE (LETTER B) + SECTION ON REPEATS
The contact procedure - REVISION + MAIL OUT RSSPONSE SHEET
THE LETTERS AND ENCLOSUWS
The Management questionnaire - REVISION
Whom to interview
Dummy routine : SECTION C (Public Services)
The BWDS - REVISION
The Address Record Form (REVISION)
THIIW SESSION : 3.30pm - kpm
SPONSOR a) The Financial Management questionnaire
whom to interview - REVISION
SPONSOR b) The Worker Representative questionnaire
Whom to interview - REVISION
SCPR c) Liaison/Contact with office/Query sheets
FOURTH SESSION : 4pm - 4.30pm I
SCPR a) Field Administration
,, - +,
APPENDIX F
CHECKING MATERIALS
STRUCTURE CHECK SHEET
POSTAL BACK-CHECK LE7TER AND FORM
P107O WORKPLACE KKPLOYSE RELATIOWS SORVXY 1990QUESTIONNAIRE STRUCTORS CNECK SHSET
ADDRESS RECORD ?ORN,.”s,,, CunSIZE •1
‘“””’”s”CErTmmrrmrrmMo Al INDUSTRIAL ACTIVITY
(CODE)
AZ 1 2
A3 ,mC9 (UNIONS )
Page 15(Recognised
unione)
C1S120(Nag groups)
C34 (Reps)
P6-60Cornuleted
WNHQ(Long)(/)
Present ❑NotPresent ❑(ASP Code)
Neglgrpunion ❑- HQ P17
~ A4 1 Z
A5 1 2 3
A8 1 2
MAN NON-NAN BOTH TOTAL
mmmmmmmmmm mmnmnmnDZ 1 2 F2 1 2D21 1 2 Fz1 1 2D22 1 2 F2Z 1 2
(/)
u Not comulated
UNllQ(Short)(/)
Preeent ❑NotPreeent •1
(ASP Code )
(/)
n
UNNQ(Lou)(/)
Present ❑NotPresent ❑(ARF Code)
Neg grplunion ❑
- nQ P17
u
UKNQ (Short)(v’)
Preeent ❑NotPreeent •1
(ARF Code)
mWI
Preeent ❑NotPrecent ❑(ASP Code)
33 NORTHAMPMN SQUARE
LONOON ECI V OAX
TELEPHONE 071-2>0 !866
FAX 071 -2J01>24
Edu..d *Q-
Dear
WOXPLACE SMPLOTEERELATIONS SURVET 1990
Social and Community Planning Research is currently carrying out a survey ofemployee relat~ons in all sectors of industry, commerce and the public9erv1ces The survey is jo~ntly sponsored by the Department of Employment,the Economic and Social Research council, the POILCY Studies Institute and t~eAdvisory Conclliat~on and Arbitrat~on Service
The purpose of the research IS to produce factual Information about currentemployee relatlonspractlcee, and the reeultswill contribute to publ~c debateabout employee relations policy
Ue understand from our intemiewer m your area that you were kmd enough tog~ve up your tme and take part LM this study I should like to take th~sOppOrt~~ty tO th=k YOU fOr yOur help. and tO ask YOU fOr yOur cO~ent~ Onthe survey and on the way m which the inteniev was erranged and carried out
I should therefore be most grateful if you would fill m the enclosed form,and return it to us, as soon as possible, in the reply-pa~d envelope provided
Thank you again for your help
Yours faithfully
Wulia FieldFIELD MANAGER (ACTING)
Enc Reply FormReply-paid envelope
I
P. 1070
Q1
UInumncunSurvey of Emuloyee Relations
Were you m fact interviewed on thie surveyT
I
+Q 2 Have you any comments to make on the survey or thequestlonna~res?
(/) (/)
‘e’T ‘0❑ “Q”1
Q3 What are these comments?
Q4 Have you any comments to make on the way in which theinterview was arranged and carried out?
+Q 5 What are these comments?