Where does data on jobs come from?
There is a broad array of LMI sources. Different datasets capture specific components of the labour market. Data is typically captured through sample survey and official returns. Common such sources include:
- Annual Population Survey (APS) – The APS combines results from five different sources: the Labour Force Survey (LFS); the English Local Labour Force Survey (LLFS); the Welsh Labour Force Survey (WLFS); and the Scottish Labour Force Survey (SLFS). Key topics covered in the survey include education, employment, health, and ethnicity.
- Annual Survey of Hours and Earnings (ASHE) – The ASHE is a survey of the earnings of employees in Great Britain. It is based largely on a 1% sample of employees who are members of Pay-As-You-Earn (PAYE) income tax schemes and is carried out in April of each year. It is designed to represent all categories of employees in businesses of all kinds and sizes. The main purpose of the survey is to obtain information on an annual basis about the levels, distribution, and make-up of earnings of employees in all industries and occupations and for the collective agreements which cover them.
- Business Register and Employment Survey (BRES) – The BRES has two purposes: (1) collecting data to update local unit information and business structures on the Inter-Departmental Business Register (IDBR), and (2) producing annual employment statistics which are published via the Nomis website. The BRES is a survey of employers in Great Britain with the aim of measuring employee jobs by detailed industry and detailed region.
How do we see the future?
Projections of jobs are available as part of the Working Futures project. The projections are prepared by the Institute for Employment Research (IER) at Warwick University on behalf of the UK Commission for Employment and Skills (UKCES). Data is available for projections to 2020 at country and Government Office Region level.
The projections are the latest in a long series. They are based on the use of a multi-sectoral, regional macroeconomic model, combined with occupational and replacement demand modules.
The nature of the projections data does not allow us to develop a concrete understanding of exactly “what type” and “how many” will be needed for the future in terms of employment. As a pure extension of existing employment trends, these figures are susceptible, as all forecasting models are, to external factors. These factors include changes in the economic climate and new and changing policy directions that may impact these trends and render projections inaccurate.
Excerpts from: The Labour Market Handbook: An Introduction to the Labour Market, South West Observatory Skills and Learning Module, 2010