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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION/USAGE
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1. Economic
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Gross Domestic Product
(GDP)
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Total value of all
goods and services produced locally
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It is economic activities
that determine employment quality and types of skills required and the direction
shifts that occur from time to time in employment. Economic indicators and sub indicators,
such as these, are important in pointing to the state of health of the economy and
the consequences for employment
Positive and sustained
growth in indicators such as GDP, trade balance and NIR, augur well for economic
stability and predictability, and hence to employment growth and development.
Low CPI measures
suggest price stability and encourage moderation in collective bargaining, industrial
harmony and stability. Productivity indicators speak to the efficiency of use of
resources, human and material.
Policy makers, employers,
trade unions, etc., should use these indicators always to guide their work and to
arrive at a common understanding of the state of the economy.
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GDP growth rate
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Annual rate of increase/decrease
of GDP
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GDP growth rate sector
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Annual rate of increase/decrease
of sector GDP
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GDP per capita
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A ratio of the overall
GDP to population
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National/Sectoral
Productivity
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Measures of the level
of efficiency of the economy and/or respective economic sectors
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Trade balance
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The difference between
the total value of exports and the total value of imports
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Consumer Price index
(CPI)
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Measure the rate
of inflation occurring over designated periods
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International debt
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Gross national debt,
derived through both bilateral and multilateral borrowing
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Net International
Reserves (NIR)
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NIR is the difference
between the country’s gross foreign assets and liabilities. It represents the foreign
exchange the country has for balance of payments
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General Remittances
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Total amount of funds
received from government overseas employment programmes as well as from overseas
nationals remitting funds to kith and kin, etc., for personal business transactions
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Remittances reflect
the economic engagements of Jamaican nationals abroad. Growth in these engagements/activities
is important in two ways. Firstly, it reflects opportunities for employment in an
increasingly internationalized economy. Secondly, it contributes positively and
significantly to the national income and to the country’s foreign exchange status.
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General Remittance
rate
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Remittance as a proportion
of GDP
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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION/USAGE
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2. Population
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Total Population
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Total of all major
age groups making up the population
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The population represents
the reservoir of human resources, current and future. Therefore, its age, gender
and geographic distributions are important for purposes of economic and organizational
planning, forecasting, training and deployment of resources.
A youthful, middle
aged or an ageing population has consequences for the future availability of personnel
for work, for retirement and health services planning and for special assistance
programmes. The process demands timely, accurate and relevant data and information.
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Male
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Number of males in
the population
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Female
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Number of females
in the population
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Working age
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Number of persons
14 and over
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Population age distribution
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Distribution of population
across major age groups
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Population geographic
distribution
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Distribution of population
by parish and other relevant demarcations
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Age Dependency Ratio
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Crude measure of
the level of dependence of the non-working age population as a proportion of those
of working age
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These two measures
of dependency alert policy makers as to the extent to which the working age population
and/or the ELE are supporting the rest of the population or the welfare burden that
they carry. The higher the dependency ratio, the larger the number of the non-working
age or non-ELF persons who need to be supported. These measures can also assist
in making decisions about taxation rates and the provision of social support to
vulnerable groups.
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Employment Dependency
Ratio
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A measure of the
level of dependency of the non-working age and the unemployed less non-working age
employed on the ELF
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Population over pension
able age rate
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The population 65
years and above as a proportion of the total population
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Life Expectancy Rate
at birth
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An indication of
the general health status of the population; Average length of life of individuals
in the population
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Life expectancy rates
and human development indices are commentaries on the overall health and well being
of the population as well as allow for meaningful, standardized comparisons to other
societies. They tell how far the country has come or has to go in improving the
conditions of life of the population in general.
The gender-disaggregated
data would speak specifically to the health/quality-of-life status of the respective
groups and indicate where corrective action should be focused.
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Female Life Expectancy
rate at birth
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An indication of
the general health status of the female population; Average length of life of females
in the population
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Male Life Expectancy
Rate at birth
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An indication of
the general health status of the male population; Average length of life of males
in the population
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Human Development
index
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A measure of the
general quality of life that the population enjoys
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Gender Development
Index
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A measure of the
general quality of life that the population enjoys adjusted for gender
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Emigration Rate
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Number of persons
migrating to Jamaica from other territories as a proportion of the mid year population
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Immigration and emigration
data address the dynamics of the population in terms of movement in and out the
country, High rates of either should force analysis as to the reason(s) for and
costs and benefits of the movements to the individuals concerned and the country
in general.
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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION
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3. Labour force
Parish and Rural/Urban
Considerations to be made as feasible
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Total
Labour Force
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The total number
of persons 14 years and over who are available for work and are working or are unemployed
and seeking work or not seeking but wanting work
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The Labour Force
represents the economically active population. As such, its age, gender, educational
and general behavior in the market would be of interest to policy makers, employers
and trainers/educators, in particular.
The LF participation
rates of gender and of youth and adult age groups reveal the extent to which the
respective groups are interested or turned of economic activities. High participation
rates are encouraging.
High female participation
rates may indicate weak socio-cultural barriers against women working outside the
home and forces policy makers to make adequate preparations to accommodate them
in the workplaces.
Declining participation
rates, for any group, could have many causes, and would therefore encourage further
research and analysis. This could mean affected persons no longer have confidence
in the job creation process or that the available jobs and conditions of employment
are not to their liking, etc.
High job seeking
rates could be a function of high unemployment and/or high rates of dissatisfaction
with current employment and/or high rates of dissatisfaction with current employment
conditions or job quality, resulting in employees wanting to find more suitable
employment.
Non-seeking rates
are also helpful in understanding unemployment. High rates could be a function of
disillusionment with the process because of difficulties in securing jobs or with
the types of jobs available.
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Male labour force
(MLF)
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The number of males
14 years and over who are available for work and are working or unemployed and seeking
work or not seeking but wanting work
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Female labor force(FLF)
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The number of females
14 years and over who are available for work are working or are unemployed and seeking
work or not seeking but wanting work
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Labour force Participation
rate
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The labor force as
a proportion of the population 14 years and over
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Job seeking rate`
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The proportion of
the Labour Force actively seeking work
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Male participation
rate
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The proportion of
working age (15-64) males who are working or unemployed and seeking work or not
seeking but wanting work
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Male job-seeking
rate
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The proportion of
the Male Labour Force actively seeking work
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Female participation
rate
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The proportion of
working age (15-64) females who are working or unemployed and seeking work or not
seeking but wanting work
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Female job-seeking
rate
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The proportion of
the Female Labour Force actively seeking work
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Adult participation
rate by Gender
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The number of persons
25 years and above who are working or unemployed and seeking work or not seeking
but wanting work as a proportion of working age population (15-64)
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Adult job-seeking
rate & by Gender
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The proportion of
the Adult Labour Force(25-64) actively seeking work
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Youth participation
rate & by Gender
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The proportion of
persons 14-<25 years who are working or unemployed and seeking work or not seeking
but wanting work as a proportion of the working age population 14-<25 years
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Youth job-seeking
rate
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The proportion of
the Youth Labour Force (14-<25) actively seeking work
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Non-seeking rate
by gender, adult and youth
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The proportion of
the LF not actively seeking work, by gender, adult and youth
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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION/USAGE
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4.1 Employment
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Total
Employment
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The total number
of persons employed, sometimes referred to as the workforce or employed labour force
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Whereas the Labour
Force addresses the broad groups/categories of employed and unemployed persons,
the employment indicators, particularly the employed labour force (ELF), specifically
addresses the employed, inclusive of age groups, gender and geographic and occupational
distributions.
Employment indicators
are of importance to planners and policy makers in so far as they are at once a
measure of and are a result of economic activities. High and increasing employment
would imply improvements in economic activities. However, disaggregation of the
employment data would clarify important issues such as gender and age group employment
rates as well the specific economic activities that attract them and the locations
of growth.
Such information
would aid in the development initiatives to ensure adequacy of supply of qualified
personnel for the specific activities and equity in the distribution of employment
opportunities, according to age, gender and geography.
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Employment-population
ratio
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Total employment
as a proportion of the population
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Employment rate
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Employed labour force
as a Proportion of the labour force
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Male employment
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Actual number of
males employed
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Female
employment
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Actual number of
females employed
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Male employment rate
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Number of males employed
as a proportion of males in the labour force
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Female employment
rate
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Number of females
employed as a proportion of females in the labour force
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Adult employment
rate & Gender
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Number of employed
persons 25 years and over as a proportion of the number of persons 25 years and
over in the labour force
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Youth employment
rate & by Gender
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Number of employed
persons <25 years as a proportion of the number of persons <25 years in the
labour force.
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Sectoral employment
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Number of persons
employed by the major economic sectors
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Employment by occupational
group (s)
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Number of persons
employed by occupational groups
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It is important to
consider job vacancy rates in the context of employment, especially when the considerations
include the specific industries and occupations in which there are vacancies. This
information speaks directly to the immediate/prospective direction/opportunities
within the economy and the specific skills and competencies required. As such, employers
and educators/trainers are expected to collaborate on the information for purposes
of emphasis.
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Job vacancies by
industry
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Number of job vacancies
by economic sector
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Job vacancies rate
by industry
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Number of job vacancies
in each sector as a proportion of total job vacancies
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Job vacancies by
occupation
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Number of vacancies
by occupation
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Job vacancy rate
by occupation
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Number of vacancies
by occupation as a proportion of total job vacancies
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LABOUR MARKET
TERMS
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DEFINITION
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APPLICATION
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4.2.1 Employment
Status
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Total
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The employed labour
force (ELF)
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Discussion on the
distribution of employment is also relevant another level. Planners and policy makers
need to know in what relative importance of each situation to the economy and propose/initiate
adjustments as necessary and feasible.
STATIN’s categories
at the moment, listed in order of numerical strength of employment, are Paid-Non-Government,
Own Account Worker, Paid Government, Employer, Un-paid Worker and Not Reported.
It may be prudent at times to determine the advantages/disadvantages for having
Own Account Workers at 36%-40% of the ELF, its current estimated level in Jamaica.
Issues such as tax compliance, productivity and economies of scale, technology and
innovation, would become relevant.
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Paid Government Employment
rate
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The number of Paid
Government employees as a proportion of the ELF
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Paid Non-Government
Employment rate
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The number of Paid
Non-Government Employees as a proportion of the ELF
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Unpaid Worker rate
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The number of unpaid
employees as proportion of the ELF
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Employer rate
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The number of employers
as a proportion of the ELF
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Own Account Worker
rate
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The number of own
Account operators as a proportion of the ELF
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Not-Reported rate
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The number of employees
whose employment status is not reported as a proportion of the ELF
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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION
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4.3. Self-
Employment
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Total
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Total number of own
account business operators, i.e., persons who operate their own enterprises, independent
profession or trade, and hire no employees
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Singling out self-employment
and small business employment for further analysis is in keeping with their high
degree of importance in the overall employment situation in Jamaica. And definitely
provides employment options.
As such, policy makers
will need both qualitative and quantitative data on these segments of the labour
market to plan and provide financial opportunities and direction as well as fiscal
strategies aimed at incorporating them fully in the economy and optimizing their
productivity and efficiency.
Further to this is
the need for the data presented to provide appropriate representation of gender
and age participation in these economic activities. For instance, it is necessary
to determine whether men are more inclined than women to be self employed or form
their own business, or vice-versa, and at what age they are likely to be so engaged?
Answers to such questions
are also helpful in measuring the degree of risk aversion associated with age and
gender.
This information
must also be utilized by the education and training sectors in the development of
their curricula with a view to incorporating subjects such as entrepreneurship,
business development and financing, small business management, etc.
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Self-employment rate
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The number self-employed
persons as a proportion of the employed labour force
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Male self-employment
rate
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Number of male self-employed
persons as a proportion of total number of self-employed
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Female self-employment
rate
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Number of female
self-employed as a proportion of total number of self-employed
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Adult self-employment
rate
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Number of adult self-employed
as a proportion of total number of self-employed
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Youth self-employment
rate
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Numbers of youth
self-employed as a proportion of total number of self-employed
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4.4
Small Business Employment
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TOTAL SELF-EMPLOYED
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Total number of persons
employed in enterprises of <10 persons
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Small Business (SBE)
Employment
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SBE as a proportion
of employed labour force
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Male SBE rate
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Proportion of males
employed in Small Businesses
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Female SBE rate
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Proportion of females
employed in Small Business
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Number of Small Business
Loans Granted
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Number of small business
loans approved and disbursed by participating institutions
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Male participation
rate in small business loan access
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Number of loans approved
and disbursed to males in small businesses as a proportion of total loans
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Female participation
rate in small business loan access
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Number of loans approved
and disbursed to females in small businesses as a proportion of total loans
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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION
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4.5.1
Hours Worked:
Part-time employment
by sector
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Total
Part-time employment
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Total number of persons
who are employed on apart-time basis, i.e. < 3 hours/week
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The “Hours
Worked” indicators, part-time, full-time and over-time, are of considerable
importance in:
a) Understanding
how employees and potential employees, males and female in their respective age
groups, respond to new opportunities and tendencies in the Labour market,
b) Providing valuable
information of new and changing work arrangements in terms of operation/production
shifts, staggering of work hours, etc., sector by sector, and how these affect gender
and different age groups,
c) Providing labour
input data for productivity computation and analyses,
d) The information
is also useful in assessing how males and females engage in different productive
activities at once, such as education/training and work.
e) Part-time working
hours data, especially when combined with the reason for same, is especially useful
in measuring time related underemployment.
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Part-time employment
rate
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Part-time employment
as a proportion of the Labour Force & Employment Labour Force
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Male part-time employment
rate
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Male part-time employment
as a proportion of total part-time employment
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Female part-time
employment rate
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Female part-time
employment as a proportion of total part-time employment
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Adult part-time employment
rate
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Adult part-time employment
as a proportion of total part-time employment
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Youth part-time employment
rate by reason by gender, adult and youth
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Part-time employment
by reason and by gender/adult/youth as a proportion of total part-time employment
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Part-time employment
rate by reason by gender, adult and youth
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Part-time employment
by reason and by gender/adult/youth as a proportion of total part-time employment
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4.5.2
Hours Worked:
Full-Time Employment
by sector
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Total
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Total number of persons
employed on a full-time basis, i.e., of 33-<41 hours/week
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Full-time employment
rate
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Full-time employment
as a proportion of ELF and the Labour Force
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Male full-time employment
rate
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Male full-time employment
as a proportion of total full-time employment
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Female full-time
employment rate
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Female full-time
employment as a proportion of total full-time employment
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Adult full-time employment
rate
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Adult full-time employment
as a proportion of total full-time employment
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Youth full-time employment
rate
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Youth full-time employment
as a proportion of total full-time employment
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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION
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4.6
High demand occupations,
active recruitment occupations & High demand skills
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High Demand Occupations
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Occupations that
are not filled readily and involve lengthy training periods. Do not allow rapid
adjustment of demand and supply
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Labour market information
systems are incomplete without information on occupations that are in high demand,
occupations for which there is active recruitment as well as high or generic demanded
skills, applicable across a broad spectrum of or lack thereof of qualified personnel
to meet the demand is also relevant.
Employment planners,
educators and trainers need this king of information so that their plans and programmes
are aligned with the demand, existing and/ or anticipated.
The information is
also invaluable to students and prospective employees in providing an understanding
of the demands and requirements of the market place, thereby helping them to align
their expectations accordingly.
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Occupations with
active recruitment
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Occupations which
usually have a large number of vacancies, which require short training periods,
and for which there is usually a high supply of qualified persons
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High Demand Skills
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Skills which are
either specifically required by certain occupations or generic to many
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LABOUR MARKET TERMS
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DEFINITION
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APPLICATION
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4.7
Employment by educational level, by Gender
and by Occupation
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Total
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ELF
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Information on employment
according to education and training is very important for optimum functioning of
the labour market. In the first place, it indicates the distribution of skills and
training across economic sectors and occupation.
Secondly, information
on the distribution of skills provides further information of the alignment /misalignment
between qualifications and hence the possible need for better employment and recruitment
planning.
Thirdly, when correlated
with employment demand data, it provides information on skills’ stock vis-à-vis
demand and the possible need for additional training/retraining of employees and/or
training of new personnel.
At another level,
information on the skills and qualifications of the Employed Labour Force is a good
gauge on its preparedness for significant shifts, current and anticipated, in employment
requirements, at the local and international levels.
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Tertiary
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Number of persons
employed with education/training more advanced than those offered at secondary /post
secondary level, of two (2) or more years duration and which lead to certificates,
diplomas or degrees.
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Post Secondary
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Number of persons
employed with education/training not significantly more advanced that secondary
level, but which served to broaden the knowledge of participants who completed secondary
level
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Secondary
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Number of person
employed with education involving full implantation of basic skills and foundation
for lifelong learning that required entry after some 6 years of primary education
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Primary
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Number of persons
employed with first stage of basic education in reading, writing and mathematics
for 6 years full-time schooling
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Less than Primary
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Number of persons
employed with less than one (1) year primary education
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Other
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Number of persons
employed with no classified formal education
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