Methodology

Employer Skills Survey 2022

Published

1. Introduction

The Employer Skills Survey 2022 (ESS 2022) gathered labour market intelligence (LMI) on employer skills needs and training activity among employers in England, Scotland, Northern Ireland and Wales. It is the sixth in the biennial series of Employer Skills Surveys dating back to 2011. Each of these surveys covers employers across the UK, with exception of the previous study in 2019 which did not include Scotland.

From 2010-2017, the Employer Skills Survey sat alongside the Employer Perspectives Survey (EPS) to produce insights that complemented each other, with the two surveys running in alternate years (EPS was last conducted UK-wide in 2016). The focus of the Employer Perspectives Survey was primarily outward-looking, covering employer engagement with the wider skills system, whereas the Employer Skills Survey had a more inward-looking focus assessing the current skills position and skill needs of employers. Since ESS 2019, the two surveys have been in effect merged. To avoid an excessively long questionnaire the merger of the survey involved extensive modularisation. This is discussed in the questionnaire chapter.

In addition to the main ESS series delivered between 2011-2019 a smaller-scale, Employer Pulse Survey was conducted among 5,000 employers in England in 2021. This survey gathered information on employer skills needs and training activity, and is related to, but not part of the main ESS series. As well as providing some interim ESS measures, it was also used to test some new questions and alternative wording of some key ESS questions. Scotland also ran its own Employer Skills Survey in 2020 and a Scottish Employer Perspectives Survey in 2019 and 2021. 

As in previous years, the 2022 Employer Skills Survey had two main elements:

  • The core survey: covering such topics as recruitment, skills gaps, training and workforce development, upskilling needs, vocational qualifications, apprenticeships and traineeships.
  • The Investment in Training follow-up survey: covering the investment establishments make in training their staff.

This technical report covers each of these in turn.

2. The core survey

For the core ESS 2022 survey, a total of 72,918 interviews were undertaken between June 2022 and March 2023. Table 2‑1 provides a breakdown of completed interviews by nation.

Table 2‑1 Interviews achieved by nation

Nation

No. of interviews

England

59,486

Scotland

5,207

Northern Ireland

3,400

Wales

4,825

Sampling

Sampling unit 

The sampling unit was at an establishment level, rather than at an organisation / company level. This is in recognition of the influence that local labour markets have on skill issues and the fact that skills issues are felt most acutely at the site level. This mirrored the establishment-based approach adopted in previous UK Employer Skills Surveys and the UK Employer Perspectives Surveys, as well as the legacy skills surveys in each nation.

The individual sought at each establishment was the person who had most responsibility for staff issues such as training, recruitment or resourcing. For smaller establishments this was most often the general manager or owner, and for larger establishments this was most often the HR manager. 

Survey scope / eligibility 

In line with the approach adopted since ESS 2013, the survey population for ESS 2022 was establishments with 2+ employment: establishments were eligible if they had two or more people on the payroll at the site, regardless of whether or not these individuals were proprietors or not, and excluding the self-employed, outside contractors and agency staff.

The 2011 survey was the first year of transitioning to a UK-wide Employer Skills Survey and so it had 1+ employment coverage to allow comparisons with the preceding national skills surveys. Note that in the current and the 2013-2019 ESS reports, where comparisons are made with 2011, this is based on 2011 data that has been re-weighted on a 2+ employment population. This means that results from the 2011 survey that are presented in the 2022 report will not necessarily match those published in the 2011 report. The rationale for the change in survey population and the 2011 re-weighting process is detailed in the ESS 2013 technical report.

ESS 2019 did not include employers based in Scotland. Instead, the Scottish Government commissioned its own Scotland-wide ESS in 2020 and EPS in 2019 and 2021. This means that in the published findings, UK level results use 2017 as the last comparable data point (rather than 2019). However, where time series is covered at nation level, it is possible to compare to ESS 2019 for England, Northern Ireland and Wales results. Comparisons have not been made to the Scottish ESS 2020 or the Scottish EPS 2021 in the UK reports due to the timings of these surveys, with fieldwork undertaken for the Scottish surveys during the COVID-19 pandemic. This means that Scottish ESS results are not comparable to the England, Wales and Northern Ireland 2019 ESS. In the main UK report we do compare Scottish EPS 2019 results where comparable questions were asked in ESS 2019. 

Sampling process

Move to a random probability sampling (RPS) approach

The 2022 UK Employer Skills Survey was the first in the series to adopt a random probability (RPS) sampling approach. ESS 2011 to 2019, all previous iterations of the EPS, and the Scottish ESS 2020 and Scottish EPS 2019 and 2021, all used a quota sampling approach, where the goal is to obtain a target number of achieved interviews with a certain size, sector and geographic profile from the issued sample. There was no set process for the number of times each piece of sample should be called, and once a particular quota target had been reached (for example Manufacturing firms in the East of England with 2-4 employees) then remaining sample of that type was withdrawn (unless other quota cells are likely to fall short of target, and then initial quota targets are adjusted to take account of this).

While this approach has various benefits including flexibility, and cost-effectiveness, there are also some disadvantages. For example, it can lead to inefficient use of sample, where sample is abandoned, once targets are hit, which in turn introduces potential non-response effects.

In contrast, under a random probability sampling (RPS) approach, all sample issued is processed according to agreed protocols until all leads are exhausted. There are no quotas or caps on achieved interviews. In theory, it means that units sampled from a given population cells have an equal and known probability of being sampled. There are various advantages and disadvantages to this sampling approach, outlined below:

  • Being able to assign a known probability of being sampled to every unit in the sampling frame enhances estimates of statistical confidence.
  • It leads to more efficient use of issued sample, with zero wastage and a high conversion rate per cell compared against quota sampling. This maximises the number of achieved interviews among the issued sample and gives better coverage of difficult to reach respondents.
  • Given there is a set process for the minimum number of times each record is called it provides a more consistent basis for projects where more than one field agency is involved.
  • It ensures equal treatment of all units of sample within a cell, both in terms of probability of selection and the fieldwork processes administered in order to achieve interviews.
  • It is considered the most robust method for national statistics and public sector surveys.

Following a trial of RPS in the West Midlands region in ESS 2019 (more information is available in the ESS 2019 technical report), the process was scaled up for all regions in the 2022 survey.

The following contacting rules were established:

2-4, 5-9 and 10-24 employees

A minimum of 10 call attempts for all sample records. If at any point during those 10 attempts a ‘definite appointment’ was registered (i.e. there was a firm interest in taking part), minimum number of tries for that record was increased to 12. If the last call outcome was a ‘definite appointment’, the number of attempts was increased by 1 (up to a maximum of 15 calls).

25-49 and 50-99 employees

As above, except if a definite appointment was registered in the initial 10 tries, the number of attempts was increased to 14. If the last call outcome was a ‘definite appointment’, the number of attempts was increased by 1 (up to a maximum of 17 calls).

100-249 employees

A minimum of 12 call attempts, which increased to 15 if a definite appointment was registered. If the last call outcome was a ‘definite appointment’, the number of attempts was increased by 1 (up to a maximum of 20 calls).

250+ employees

A minimum of 15 call attempts, which increased to 20 if a definite appointment was registered. If the last call outcome was a ‘definite appointment’, the number of attempts was increased by 1 (until a maximum of 25).

Population data used for setting targets

Population statistics used to stratify the business population were established through the March 2021 Inter-Departmental Business Register (IDBR), which was the latest available at the time. The IDBR is administered by the Office for National Statistics (ONS), which holds records of all businesses registered for VAT and all businesses operating a pay as you earn (PAYE) income tax scheme. The IDBR is widely regarded as being the most accurate and comprehensive ‘official’ source of business population data available and was used for sampling and weighting in all previous editions of the Employer Skills Surveys and in the nation-specific legacy skills surveys.[1] (opens in a new tab)

Setting targets

Quotas are not set under an RPS approach, as at the point where a record is contacted, it must be called to the required protocols as outlined above. However, notional ‘ideal’ targets were set in order to achieve a representative sample.

Targets were set by geography, size and sector using interlocked size and sector targets within Northern Ireland, Scotland, Wales and each English region. This largely mirrored the approach of ESS 2019’s disproportionate stratified random sampling strategy, such that the quota targets set intentionally oversampled some groups and under sampled others, rather than setting targets in direct proportion to the business population. In practice this means that some smaller sub-groups of employers (such as large establishments) are oversampled to ensure that a sufficiently large number of interviews are achieved to allow for robust sub-group analyses. 

First, overall targets were set by nation, as shown in Table 2‑3.

The overall target for each nation was then distributed by size band according to the distribution in Table 2‑2. This follows the method of ESS 2019 (and previously from EPS 2016) of striking a balance between over-sampling larger employers (relative to the population), while not skewing the size profile too far away from smaller establishments. Note, the 250+ target was initially set at 3%, but due to the 250+ sized group being historically challenging to achieve (in 2019, 925 interviews were completed), a decision was made to cap the total number of interviews to 1,500 in this category (effectively reducing the distribution to 2%). Sample numbers falling beyond the 1,500 cap were distributed proportionately among the other sizebands.

Table 2‑2 Target distribution of size at UK level

No. of employees

2-4

5-9

10-24

25-49

50-99

100-249

250+

Distribution

27%

23%

22%

13%

6%

6%

2%

Within England, the overall targets within each size band were initially distributed across the nine English regions (as shown in Table 2‑3), half in proportion to their distribution by region within size band in the IDBR population data and half equally across the regions, providing a balance between boosting smaller regions and mirroring the universe profile. Note that this is a slight modification from the ESS 2019 practice whereby this 50:50 ‘proportional / equal’ distribution occurred at overall region level, rather than independently within size band.  The modified method in 2022 ensures that the target is distributed according to a more consistent process within size band, although in practice due to the similarities of IDBR regional distribution within size band, the differences between the resulting target by cell are very small compared with the 2019 method. 

For each size band within region the targets were distributed across thirteen industry sectors in proportion to the corresponding IDBR distribution. The overall English targets by interlocking size band and sector were derived by summing the corresponding cells for the nine English regions.

For Northern Ireland and Scotland, size targets were set using the target UK size distribution shown in Table 2‑3. Then within size band, the process was the same as for English regions, distributing across thirteen industry sectors in proportion to the corresponding IDBR distribution.

For Wales, due to specific regional sample size requirements, purposive targets were initially set at regional level (as per Table 2‑3 below). The process for size and sector target-setting then mirrored that of the English region approach.

Table 2‑3 Target number of interviews by region / nation

Nation

Target no. of interviews

England

70,000

East Midlands

6,798

East of England

7,744

London

10,349

North East

5,260

North West

8,174

South East

9,699

South West

7,586

West Midlands

7,313

Yorkshire and the Humber

7,077

Northern Ireland

3,900

Scotland

5,900

Wales

5,600

North Wales

1,325

Mid Wales

800

South East Wales

1,225

South West Wales

2,250

Total UK

85,400

Sector categorisation

The sector categorisation for sampling and weighting matched that of the 2019 survey. These sectors, defined using Standard Industrial Classifications (SIC), were:

  • Primary Sector and Utilities (SIC 01-03, 05-09, 35-39)
  • Manufacturing (SIC 10-33)
  • Construction (SIC 41-43)
  • Wholesale and Retail (SIC 45-47)
  • Hotels and Restaurants (SIC 55-56)
  • Transport and Storage (SIC 49-53)
  • Information and Communications (SIC 58-63)
  • Financial Services (SIC 64-66)
  • Business Services (68-82)
  • Public Administration (SIC 84)
  • Education (SIC 85)
  • Health and Social Work (SIC 86-88)
  • Arts and other service activities (SIC 90-96)

Further information on the SIC definitions for these sectors can be found in Appendix A.

Adopting such an approach ensured that, as far as possible, the Maximum Standard Error associated with findings by sector would be no greater than an average of ±3% at the combined level. Critically, this also helped to ensure that within each broad sizeband and sector, key cuts of the data (such as the nature of skills gaps relating to individual occupations or the causes and implications of specific types of skill-shortage vacancies), were associated with sufficiently robust base sizes.

Revisions to targets

Due to fieldwork challenges, including it being more difficult to get a hold of employers compared to previous years, the target number of interviews was reduced from 85,400 to 77,630, to provide a 10% reduction in the original target for English regions and a 5% reduction in the devolved administrations. The final notional targets by region and nation are shown in Table 2‑4.

Table 2‑4 Revised target number of interviews by region / nation

Nation

Target no. of interviews

England

63,000

East Midlands

6,118

East of England

6,970

London

9,314

North East

4,734

North West

7,357

South East

8,729

South West

6,827

West Midlands

6,582

Yorkshire and the Humber

6,369

Northern Ireland

3,705

Scotland

5,605

Wales

5,320

North Wales

1,259

Mid Wales

760

South East Wales

2,137

South West Wales

1,164

Total UK

77,630

Sample sources 

As in 2017 and 2019, Market Location was used as the principal sample source of ESS 2022, supplemented with ‘top up’ sample ordered direct from the ONS Inter-Departmental Business Register (IDBR). The IDBR was not used as the primary sample source for ESS 2022 (nor any of the previous iterations of the survey) as the majority of records in the IDBR do not come with a telephone number. To use the IDBR as the primary source of sample would not be desirable since the telematching exercise typically finds a telephone number for a small proportion of the IDBR sample (the match rate was 19% for the 2022 survey).

To determine which IDBR sample records should be requested from ONS, a comparison was made between the 2007 4-digit SIC code counts for the sample received from Market Location and the corresponding IDBR population counts. In cases where specific 4-digit SIC codes were available in the IDBR, but not included in Market Location’s sample, either all, or a proportion (depending on volumes) of the IDBR records were requested from ONS. Similarly, in cases where there was a particularly low coverage of Market Location records relative to the IDBR, records were ‘topped up’ for specific 4-digit SIC codes.

More than 270 4-digit SIC codes were requested from ONS. For brevity, the 20 most common codes in terms of volumes of records requested have been shown below.

  • 4941: Freight transport by road
  • 0143: Raising of horses and other equines
  • 5621: Event catering activities
  • 8411: General public administration activities
  • 5629: Other food service activities
  • 0145: Raising of sheep and goats
  • 4120: Construction of residential and non-residential buildings
  • 5210: Warehousing and storage
  • 6202: Computer consultancy activities
  • 4339: Other building completion and finishing
  • 5320: Other postal and courier services
  • 0111: Growing of cereals (except rice), leguminous crops and oil seeds
  • 0142: Raising of other cattle and buffaloes
  • 4321: Electrical installation
  • 5520: Holiday and other short stay accommodation
  • 4711: Retail sale in non-specialised stores with good, beverages or tobacco predominating
  • 4110: Development of building projects
  • 8891: Child day-care activities
  • 4322: Plumbing, heating and air-conditioning installation
  • 0113: Growing of vegetables and melons, roots and tubers

Sample was initially ordered from Market Location at an average ratio of around 5.6:1 against target interviews required. A sample-to-target ratio of around 5.5:1 was targeted in all regions, except for London where a 6:1 ratio was targeted, due to response rates being historically challenging in London. For example, in 2019, using a quota sampling approach, the ratio of sample to complete interviews in London was 8:1, compared with 7:1 overall.

The 5.5:1 ratio was chosen based of requiring a 5:1 ratio in the ESS 2019 West Midlands RPS trial and adding some contingency. In practice, it was not possible to obtain the desired ratios solely via Market Location (hence the need for IDBR sample). In the Mid Wales region for example, the sample-to-target ratio was only 4.8:1. Due to the availability of sample this varied at sector level from 2.6:1 (Public Administration in Northern Ireland) to 8.4:1 (Construction in London); the lower ratios reflecting the fact that for some quota cells the entirety of available sample was ordered. 

As discussed above, due to fieldwork challenges, targets were reduced partway through fieldwork and additional sample drawn from Market Location. The final sample-to-target ratios are shown in Appendix B.

A total of c.518,000 records were ordered from Market Location for fieldwork. A total of c.257,000 records were requested from the IDBR. These records were checked against the Market Location sample for duplicate records using a combination of company name and postcode. This left c.233,000 of the IDBR records eligible for inclusion. Since a large proportion IDBR records received did not include telephone numbers, these were sourced using automated directory look-ups (c.34,000 records were successfully telematched from c.185,000 records run through the process). A second round of checks for duplicates against the Market Location sample was carried out, this time factoring telephone numbers into the duplication checks, which left c.65,000 IDBR records.

All sample records were postcode-validated to ensure that geographical regions had been correctly assigned.

Checks were also undertaken in instances where duplicate telephone numbers existed within the sample. In certain sectors, such as retail and finance, it is common for different establishments to appear under the same centralised telephone number. Such establishments were marked up on the sample ‒ with the address of the sampled establishment displayed on-screen ‒ so that interviewers would be aware that the telephone number they were calling was a centralised switchboard and thus they would need to request to be transferred to a particular site.

In total, 477,069 records were loaded for fieldwork, from the 582,000 usable records that were drawn from Market Location and the IDBR.

Questionnaire design

Since ESS 2019, the Employer Skills Survey (ESS) and Employer Perspectives Survey (EPS) have been merged in order to provide greater efficiency and to enhance the potential for cross analysis. Merging the surveys in 2019 involved adding many of the questions used in the EPS series to those of the ESS series examining current skills position and skill needs of employers. More information on how this initial merging of ESS and EPS questionnaire content was achieved can be found in the ESS 2019 Technical Report.

Overall, the content of the 2022 questionnaire largely mirrored that of 2019 in order to maximise comparability and retain the time series for the survey. However, some changes were required for the following reasons:

  • To reintegrate Scotland into the survey (see ‘Survey scope / eligibility’ for more information).
  • Ensuring topical issues are covered in outcome codes (e.g., relating to COVID-19)
  • To cover new areas of policy interest (e.g., Higher Technical Qualifications) 

The full ESS 2022 questionnaire has been published alongside this technical report. Questions are also summarised in Appendix C.

The full list of questions that were removed from ESS 2019 can be found in Appendix D.

The rest of this section outlines the new questions that were added to the survey, as well as any question areas that were significantly redeveloped, along with the reasoning behind such changes.

New topical questions / precodes

Throughout the questionnaire, where appropriate new pre-codes were added related to COVID-19, where this likely had an impact on recruitment and training activities. For example, at SC11A where information is collected on the causes of hard-to-fill vacancies, three new pre-codes were added: ‘COVID-19’ has limited the availability of candidates’; ‘COVID-19 has hindered the recruitment process’; and ‘Brexit has made it more difficult to recruit EU nationals’. The full list of new (or amended) codes added to the questionnaire can be found in Table C-2.

A new question was also added that asked employers that had provided online training or e-learning to staff whether this was a replacement for some or all of the face-to-face training they would have provided if COVID-19 had not happened, or whether it was training they would have undertaken anyway (SSF7C). This question was first asked in Scottish ESS 2020 and is only asked of Scotland and Northern Ireland in the 2022 survey.

Scotland-specific questions

New questions were included asking employers whether they had heard of the Developing the Young Workforce (DYW) Regional Groups, and whether establishments had any engagement with these (SPC28 and SPC29). DYW and other Scottish initiatives such as the Young Person’s Guarantee, were also added as pre-coded responses, one example being at question PC20, which asked establishments their main reasons for offering work placements or internships, with ‘approached by a DYW Lead or Regional Group’ and ‘signed up to the Young Person’s Guarantee’ added as unprompted pre-codes.

There were also Scotland-specific versions of existing questions added to the questionnaire. This included a set of questions asking employers whether they had recruited people to their first job from a Scottish secondary school, a Scottish College, or a Scottish University and follow up questions about their preparedness for work and, if applicable, the ways in which they had been poorly prepared (SPC10E, SPC10F, SPC10G). These are similar to the existing questions for employers in England, Northern Ireland and Wales about their education leaver recruits (PC10B, PC10C, PC10D).

Another example like this is the addition of SSF13, which asked employers in Scotland the level of qualification that staff had trained towards. The Scottish-specific qualification descriptions were taken from Scottish ESS 2020. In ESS 2017, employers in Scotland received the same question as England, Northern Ireland and Wales but with Scottish-specific text substitutions, though the descriptions and examples were less detailed than in the version used in Scottish ESS 2020 and ESS 2022.

New policy areas

Questions were added to cover awareness of T-levels (PUH1); this question originated from the 2021 Employer Pulse Survey. Note, ESS 2019 had already asked employers whether they would be interested in providing work placements to T-level students and about their capacity to offer them (NC28 and NC29). These questions were retained for the 2022 survey. There was also a new question asking employers about their awareness of Higher Technical Qualifications (HTQs), a new quality mark for a subset of Level 4 and 5 technical qualifications approved by a panel of employers (NC30).

Questions about skills lacking among applicants and the existing workforce

While questions asking about skills lacking among applicants and the existing workforce were largely kept the same, the technical skills lists were updated with a prompted code, ‘creative and innovative thinking’ (SC13A, SD11A, SE3). This code was first introduced in Scottish ESS 2020.

A new question was also added to ESS 2022, which asked all employers that had mentioned at least one specific skill lacking among staff with skills gap to check whether any of those mentioned related to wanting to be more sustainable or carbon neutral (ND11NWA). 

Welsh language apprenticeship delivery questions

Two new questions were asked of employers in Wales. The first, asked those with current apprentices whether any of these apprentices undertake their qualifications through the medium of Welsh or bilingually. The second asked employers in Wales more generally, whether their establishment would benefit from a wider range of qualifications being made available through the medium of Welsh or bilingually.

Visas for staff who ordinarily reside outside of the UK

A question was added for employers in Wales asking whether they currently have any staff who are ordinarily resident outside the UK and currently working in the UK on a visa. Those who did have these staff were also asked whether their organisation was actively sponsoring visas for staff at their site (ND42, ND43).

High performance working practices

For employers in Northern Ireland, Scotland and Wales, questions were reintroduced asking employers about their high performing working practices, such as whether they have equal opportunities policies or conduct training needs assessments. These employers were also asked whether staff have variety in their work, discretion over how they do their work and whether they have access to flexible or hybrid working arrangements (SG1, SG5). These questions were last asked UK-wide in ESS 2017 and more recently in Scottish ESS 2020.

In total, employers were asked about 10 high performance work practices, the full list of these are given at SG1 and SG5 within Table C-1 in Appendix C.

Other notable changes

Wording was adapted to a long-running question asking employers whether they provide off-the-job training. The changes aimed to tighten up the wording and align with the UK Department for Education’s definition used to determine whether apprentices are meeting off-the-job training minimum funding requirements.[2] (opens in a new tab) This includes specifying, for example that off-the-job training should take place beyond training which takes place as part of an employee’s normal work duties and that it can take place anywhere. The question was first trialled in the 2021 Employer Pulse Survey.

Online occupational prompts

In order to allow assessment of skill needs at an occupational level, a key element of the Employers Skill Survey series is a set of questions that asks employers to assign the employees at their establishment into nine different occupational categories ranging from Managers, Directors and Senior Officials through to Elementary Occupations. In 2022, as in recent waves of ESS, a set of occupational prompts, providing detailed examples of the types of job roles to be included in each occupational grouping, was created and hosted online by IFF Research under the domain name www.skillsurvey.co.uk/jobs. The occupational prompts were tailored to give pertinent, specific examples relevant to each broad sector classification (as provided by the respondent earlier in the interview). A link to the online prompt card was offered to establishments with 10 or more employees. For employers that opted against accessing the online occupational prompts live during the interview, the occupational descriptions and example job roles were read out by interviewers. 

The example job lists for each occupation were slightly updated from 2019. The full list of prompts used can be viewed at the end of the ESS 2022 questionnaire which has been separately published on the DfE gov.uk website. 

Interview length 

The average overall interview length was 23 minutes (the same as 2019). This varied between different employers depending on their recruitment activities, experience of skill-shortage vacancies, internal skills gaps, and training activities, and whether they were selected for a module or not.

As shown in Table 2‑5, interviews with larger establishments took longer on average given that they were more likely to have trained their staff and to have experienced skill-shortage vacancies and/or skills gaps given their greater number of employees.

Table 2‑5 Average interview length by size of establishment

 Size of establishment

Average interview length[3]

2-4

20 minutes

5-9

21 minutes

10-24

24 minutes

25-49

26 minutes

50-99

29 minutes

100-249

31 minutes

250+

33 minutes

Module

Average interview length

Module A

23 minutes

Module B

25 minutes

Module C

24 minutes

Module D

28 minutes

Module E (Module E was blank, i.e. those selected for this module received no additional questions)

20 minutes

Overall

23 minutes

Combined pilot and cognitive testing phase

A pilot was conducted between the 17th May and 24th May 2022 to test the suitability of changes made to the questionnaire, and to ensure it flowed well and was of an appropriate length and nature for CATI-based interviewing. A total of 102 pilot interviews were completed among employers across a range of size bands and sectors and module. Overall, 41 were completed in England, 26 in Scotland, 25 in Wales and 10 in Northern Ireland. The sample was drawn from a list of establishments that had taken part in the ESS 2019 and Scottish ESS 2020 surveys and at the end of the survey agreed to be re-contacted for research purposes. 

Given the small-scale nature of the changes (mainly deletions), a full-scale cognitive testing phase was not deemed necessary, however some cognitive questions were added at the end of the pilot survey to check overall comprehension and some specifics around respondent understanding of the new questions. This included, for example, a question to check understanding of the description of HTQs.

One key area of testing during pilot surveying was the interview length. Through pilot testing, the average interview length was 24 minutes and 53 seconds. Despite substantial reductions to the questionnaire in the initial design phase to reduce the survey to its target length of 23 minutes, a contributing factor to the extended survey length was an apparent increase in respondents with vacancies, specifically skill-shortage vacancies (SSVs), which routes a longer version of the survey exploring the causes of SSVs and the skills lacking among applicants. This also bore out in the mainstage survey; weighted results show 23% had vacancies, 15% had hard-to-fill vacancies and 10% had skill-shortage vacancies, compared with 17%, 8% and 5% respectively in 2019 (2019 results do not include Scotland).

Cuts were required to the questionnaire before the mainstage fieldwork launch to bring it in line with the agreed interview length. These cuts were discussed with the DfE and the steering group, to ensure that the most critical elements of the survey were retained. Cuts were largely made to the new questions that were not asked in 2019 but had been added for piloting (e.g., questions on business strategy). Due to challenges in finding a sufficient level of question deletions, further time savings were found by:

  • Reallocating module proportions so that a larger proportion of respondents received no module
  • Adjusting the base at some modular questions (for example, the subset of Module B asked questions on upskilling was reduced further, having already been reduced prior piloting)
  • Reducing target sample sizes for the devolved administrations.

All of these changes helped the survey get closer to the target length of 23 minutes; however, the questionnaire still ran over length.

Modularisation

As was the case for the 2019 ESS, large sections of the survey were modularised to ensure that ESS and EPS legacy questions could be covered without adding significantly to interview length. The 2022 survey largely retained the modularisation from the 2019 survey, though some new questions were added to existing modules. Establishments were randomly allocated to one of five modules, although only businesses in England were assigned to Module E. The five modules are detailed below:

  • Module A – Apprenticeships and Traineeships
  • Module B – EPS Training, under-utilisation of skills, upskilling
  • Module C – Education leavers (including external training, training to vocational qualifications and information and advice on training); work experience placements and work inspiration activities; T Levels; awareness of HTQs
  • Module D – EPS recruitment, under-utilisation of skills, upskilling and high-performance working practices
  • Module E – no extra questions

The specific questions that each module was composed of are outlined in Appendix C.

As well as some additions and deletions to modules, in order to meet the required interview length, the distribution of sample for each module was updated in England, so that a greater proportion were in module E (i.e. asked no modular questions), as shown in Table 2‑6. Table 2‑7 shows the comparative distribution in 2019.

Table 2‑6 Target module distribution for ESS 2022

Module

Module A

Module B

Module C

Module D

Module E

Sample distribution (England)

17%

17%

17%

17%

32%

Sample distribution (devolved administrations) 

25%

25%

25%

25%

n/a

Table 2‑7 Target module distribution for ESS 2019

Module A

Module B

Module C

Module D

Module E

Sample distribution (England)

19%

19%

19%

19%

24%

Sample distribution (devolved administrations) 

25%

25%

25%

25%

n/a

The full final questionnaire with interviewer briefing notes has been separately published on the DfE gov.uk website.

The questionnaire was translated into Welsh by a professional translation agency.

Fieldwork

A total of 72,918 interviews were conducted by telephone using computer-assisted telephone interviewing (CATI) systems. Fieldwork was conducted by three research agencies (IFF Research, BMG Research and Ipsos). The number of interviews completed by nation were:

  • England: 59,486
  • Northern Ireland: 3,400
  • Scotland: 5,207
  • Wales: 4,825

As lead contractor, a member of the IFF team was involved in checking the CATI script programming undertaken by each agency to ensure consistency across all three contractors.

Establishments were not pre-notified that they would be called for the survey, partly due to financial considerations and partly because it was felt that this could lead to a reduction in response rates if head offices potentially opted all the establishments in their organisation out of the survey. An exception was made for certain large banks, where head offices were contacted by members of the DfE team prior to the survey commencing in order to obtain telephone numbers at branch level / interviewees who could answer at branch level for establishments included in the sample drawn from the Market Location database. This approach was taken as the original telephone numbers supplied in the Market Location sample directed interviewers to call centres or a central telephone switchboard from where, based on past experiences of the Employer Skills Surveys and Employer Perspective Surveys, it has proved particularly challenging to reach individual branches.

In line with the approach adopted in previous waves of ESS, large multisite organisations (defined as those with 300 or more sites for the 2022 survey), along with the large banks that were being contacted by DfE, were managed and only contacted by the lead contractor (IFF Research). This enabled contacts for multisite organisations to be split across a number of sample batches and released sequentially over the course of fieldwork to ensure that the various sites were not contacted within too short a time window.

As in previous studies, each agency was allocated separate regions for fieldwork. Due to resourcing challenges that emerged during fieldwork, IFF and Ipsos also conducted some interviews in the regions originally allocated to BMG Research. As noted above, IFF Research also interviewed large multisites across the whole of the UK. Table 2‑8, Table 2‑9 and Table 2‑10 detail how the interviews broke down between the three research agencies.

Table 2‑8 Interviews achieved by BMG per region

Region

Number of 

interviews

Total number in region

Proportion 

completed

East Midlands

18

6,198

0.3%

East of England

3,625

6,743

53.8%

London

13

7,428

0.2%

North East

4

4,793

0.1%

North West

3,133

6,321

49.6%

South East

23

9,045

0.3%

South West

3,949

6,766

58.4%

West Midlands

3,081

5,817

53.0%

Yorkshire and the Humber

9

6,375

0.1%

Northern Ireland

0

3,400

0.0%

Scotland

5

5,207

0.1%

Wales

8

4,825

0.2%

Table 2‑9 Interviews achieved by IFF per region

Region

Number of interviews

Total number in region

Proportion completed

East Midlands

182

6,198

2.9%

East of England

2,421

6,743

35.9%

London

7,394

7,428

99.5%

North East

136

4,793

2.8%

North West

2,334

6,321

36.9%

South East

356

9,045

3.9%

South West

2,279

6,766

33.7%

West Midlands

1,877

5,817

32.3%

Yorkshire and the Humber

120

6,375

1.9%

Northern Ireland

3,399

3,400

100.0%

Scotland

5,202

5,207

99.9%

Wales

4,816

4,825

99.8%

Table 2‑10 Interviews achieved by Ipsos per region

Region

Number of interviews

Total number in region

Proportion completed

East Midlands

5,998

6,198

96.8%

East of England

697

6,743

10.3%

London

21

7,428

0.3%

North East

4,653

4,793

97.1%

North West

854

6,321

13.5%

South East

8,666

9,045

95.8%

South West

538

6,766

8.0%

West Midlands

859

5,817

14.8%

Yorkshire and the Humber

6,246

6,375

98.0%

Northern Ireland

1

3,400

0.0%

Scotland

0

5,207

0.0%

Wales

1

4,825

0.0%

To ensure consistency between agencies, one comprehensive set of interviewer briefing notes was created for use by all contractors, and representatives of each contractor and the DfE team attended the initial interviewer briefing at IFF Research. Subsequent to this, a member of the IFF team attended the briefings conducted by each agency. Each briefing lasted around 90 minutes and all of the interviewers that were due to work on the survey were required to attend one such briefing prior to them starting work on the survey. Answers to any questions raised were shared with all three interviewing teams. Quality assurance on the interviewing was carried out by IFF at each of the research agencies, and DfE and IFF attended interviewer briefing sessions at all contractors, providing full feedback post-session which was also shared with all contractors.

Interviews were conducted with the most senior person at the site with responsibility for recruitment, human resources and workplace skills. Reassurances were provided to respondents prior to the survey, including confirmation that data would be reported in a way that would not allow them or their organisation to be identifiable. If after the first contact the respondent or gatekeeper wanted more information about the survey a reassurance email was sent (see Appendix F for a copy of the reassurance email). This reassurance email included a link to the dedicated survey website which was created and hosted by IFF Research (https://www.skillssurvey.co.uk (opens in a new tab)). This website provided further background information on the research, links to the 2019 results, and a list of frequently asked questions.

Following the COVID-19 pandemic, many employers have continued with homeworking, creating further practical challenges around administering the survey. With many switchboards unable to transfer interviewers to the correct respondents, processes were introduced by IFF Research to collect email addresses for homeworking respondents. Once the email address was collected, invites were sent offering respondents the opportunity to leave their telephone number to arrange a call back. The email invite is shown in Appendix G.

Fieldwork took place from 20th June 2022 to 30th March 2023. This included an extension of three months due to challenges faced during fieldwork. Weekly progress updates were produced by each fieldwork contractor and collated by the lead contractor, IFF Research, to monitor progress throughout the fieldwork period. Interim data runs were also provided from all agencies to IFF as lead contractor twice during fieldwork, which were checked to ensure consistency between agencies.

Response rate

High response rates are central to the success of the Employer Skills Survey. The overall response rate for the survey was 53%, calculated as ‘achieved interviews’ as a proportion of all respondents who started the survey. Table 2‑11 provides a detailed breakdown of survey outcomes.

Table 2‑11 Sample outcomes and response rate

Outcome

Number of contacts

% of all sample

% of 

complete contacts

Total sample

477,069

100%

Ineligible establishments (e.g., just 1 working proprietor at site)

14,033

3%

‘Live’[4]

18,235

4%

Unobtainable / invalid numbers

74,957

16%

Withdrawn after completing RPS protocol

231,515

49%

Total complete contacts

138,329

29%

100%

Achieved interviews

72,918

15%

53%

Respondent refusal

61,948

13%

45%

Quits during interview

3,463

1%

3%

As is common with employer surveys, it was particularly difficult to achieve interviews in the smaller sized establishments in sectors such as Construction and Agriculture which are typically site/outdoor based rather than office based. To mitigate the effect of this, fieldwork contractors also called these establishments outside of normal business hours to try to gather responses.

ESS 2019 achieved a response rate of 41% using a quota sampling approach, alongside a 50% response rate for the West Midlands RPS trial. In ESS 2022, adopting an RPS approach led to a 53% response rate. These response rates are calculated as percentage of complete contacts. Despite this increased response rate, the sample required to achieve the completed interviews did not differ significantly between years (6.5:1 in 2022, 7.4:1 in 2019).

Appendix B shows the actual sample ratio required to reach the achieved number of interviews by size, sector and region, from the total sample available during fieldwork. Appendix B also shows the areas where it was not possible to reach the original ideal targets in the fieldwork period.

Appendix H shows how the achieved response rate differed by nation, size and sector. 

Data edits

It was recognised at the outset that the ESS questionnaire involved the collection of some complex data that respondents would possibly struggle to answer. There was also, despite stringent quality control, the chance that interviewers may enter typing errors, for example accidentally entering extra zeros on the end of numerical variables.

Data checks were built into the CATI script to ensure, for example, that questions breaking down the workforce into by occupation equalled the number of people working at the site, and that the number of staff in each job role who were not proficient could not exceed the number of staff they had in each job role. However, some data validation needed to occur after fieldwork had finished to ensure no errors were present in the final data. Guidelines were issued to all fieldwork contractors on how to edit data to ensure consistency; these guidelines can be seen in Appendix I.

Coding

Open ended responses to the survey were coded by each contractors’ coding teams. To ensure consistency the codeframes were developed in unison, with codeframes regularly compared and reviewed. As lead contractor IFF Research took the final decisions as to what codes to use after considering advice and outputs from the IFF, BMG and Ipsos coding teams.

Standard Industrial Classifications (SIC) were coded using 2007 standards (the most up to date at the time of the survey), and Standard Occupational Classifications (SOC) were coded using both 2010 and 2020 classifications (also the most up to date). SOC 2010 will be used for categorising occupations in the 2022 survey publications. 

Weighting

The survey weighting was updated this wave in-line with the transition to a random probability sample (RPS) for all regions. Instead of cell weighting to population targets as per previous years, the best practice for RPS sample weighting was followed. The process of weight creation is cumulative[5] (opens in a new tab) with each stage falling into one of the following two categories:

  1. Selection weighting, to correct for the different probabilities of business units being in the ‘issued’ sample / specific modules / and specific question sets. Its purpose is to ensure that the profile of selected cases closely match that of the population.
  2. Non-response weighting, to correct for different probabilities of business units completing an interview. Its purpose is to ensure that the profile of completed interviews closely matches that of the ‘selection weighted’ sample. 
  3. Other adjustments, to ensure that estimates obtained accurately represent the profile of the known population. The adjustments made for employment and selective use of Random Iterative Method (RIM) weighting fall into this category.

Survey data were weighted and grossed up to the total population of establishments and total population of employees, according to the 2022 IDBR ‒ the latest available business population statistics published by ONS at the time that weighting was carried out.

Given that the ESS data were intended to be used in a variety of ways (from a combined UK unit and employment-based level, to similar measures at a regional and local level), a number of different weights were produced:

  • Core weights, used to weight the combined UK dataset and used for the majority of analysis. This weighting set is the default to use.
  • Modular weights, to be used when analysing data from questions within one of the four modules business units were allocated to.
  • Local weights for use analysing England data by UTLA and LEP.
  • Two-digit SIC weights for use when analysing at two-digit SIC level.

Weights were created in pairs: a ‘unit-based’ weight and an ‘employment-based’ weight. The unit-based weight was designed for analyses of number or proportion of establishments; the employment-based weight was designed for analyses of number or proportion of employees (including volume measures of vacancies, skills gaps and numbers trained). Data dictionary files were created listing each variable with notes and guidance on the correct weight to use.

Summary of weighting stages

The various stages of weighting described above are summarised in Figure 2‑1, with each new weight calculated using its previous weights as a composite starting weight.[6] (opens in a new tab)

Figure 2‑1 Flow Diagram summarising weighting stages

Sample Data and Adjustments to IDBR Population

A database was collated for ‘issued sample’ containing key variables used in the weighting process, containing sector, sizeband, region, number of employees, fieldwork Contractor (IFF, Ipsos, BMG), UTLA, local Authority and SIC two-digit code. Where complete interviews were obtained, precedence was given to the version of the sector, sizeband and region variable captured in the survey, rather than from the sample. These variables were coded using the categories in Appendix J.

The 2023 IDBR universe data, used for estimating the population of business by units and employment was organised into cells by sector, sizeband and region. Of the 1,365 possible cells (13 x 7 x 15) there were 19 which were not sampled, all in the Welsh regions, and mainly in Mid-Wales. To enable creation of selection weights, the IDBR population of units and employment was adjusted for these missing cells. The populations of these missing cells were reallocated within the same sizeband by region of the universe grid, proportionally to its industry sector distribution[7] (opens in a new tab)

A further adjustment was needed to the IDBR to account for cells that were sampled, but which according to the IDBR had zero population. This situation arose as a result of giving precedence to sector, sizeband and regional information from the survey, which sometimes resulted in establishments being reallocated to cells which according to IDBR have no establishments. For these cells, a population of one business unit was assigned. No adjustments were made to the employment field, as in these cases the survey estimate of employment was used as the best estimate of employment per unit[8] (opens in a new tab).

Population profiles were produced for sector, size and region which showed only negligible differences between the unadjusted and adjusted population universe for units and employment.

Selection weights 

Different sampling probabilities were used for establishments in every sector by sizeband by region cell to enable minimum numbers of interviews to be achieved, according to ideal targets agreed with DfE. Therefore, the issued sample over-represents establishments cells that were over-sampled relative to their share of the population[9] (opens in a new tab). Selection weighting is designed to address this bias and ensure the distribution in the issued sample matches that of the IDBR adjusted population.

A selection probability for business units was calculated for each sector by sizeband by region cell by dividing its number of establishments in the issued sample by its number of establishments in the adjusted IDBR population. The selection weight was calculated as 1 divided by the selection probability and was scaled to sum to the total population of business units across the UK for profiling purposes. Profiles show the selection weighted sample exactly replicates the adjusted IDBR population by sector, sizeband and region.

Non-Response Weights

The probability of a sampled establishment completing the survey depends on its profile by variables such as sector, sizeband, region, fieldwork contractor and whether the unit is in the multisite sample. Without further adjustments beyond the sampling weight, the profile of complete interviews would over-represent establishments in categories of variables with higher completion rates and under-represent those in categories with lower completion rates. Non-response weights are designed to address this bias.

Regression modelling was used to predict the probability of business units completing an interview given these other variables. The model was created on the sample file, weighted by a special version of the sampling weight scaled to the issued sample base size. 

Predictors for the model were selected in several iterations of screening. Decisions were also made to combine categories of certain variables with low base sizes of ‘completes’ to ensure sufficient sample sizes for completes to model with. The final model contained a special version of the region variable, split by fieldwork contractor where base sizes allowed, sector, sizeband, whether part of multisite job, and all two-way interactions for sector, sizeband and region. 

Using the final model, a probability of completing the survey was scored for each establishment in the sample, conditional on its predictor categories. For cases in the complete sample, a non-response weight was calculated as 1 divided by the probability of completion. Trimmed versions of this weight were also created for evaluation[10] (opens in a new tab).

A composite weight was created from the untrimmed and trimmed versions of the non-response weight by multiplying them by the corresponding selection weight from the previous stage. The sum of the weights was rescaled to the population total and profiles were run for sector, sizeband, region and all of their two-way combinations to evaluate against the adjusted universe data. The decision was made to adopt a version of the non-response weight trimmed 1% at its highest and lowest end[11] (opens in a new tab). A composite ‘core’ unit weight was created from the product of this trimmed weight and the selection weight from the previous stage.

This ‘core’ weight is used as the default weight for analysing frequencies of business establishments for questions on the core section of the questionnaire.

Employment Adjustment Weight

When using the core unit weight for analysis, the estimates of total number of employees by sector, size and business do not always tally with the IDBR employment population.  This is most apparent for business units with 250+ employees that on average only report half of the expected number of employees. The purpose of the employment adjustment weight is to adjust for this discrepancy by cell. Its effect is to adjust the average number of employees per unit to a value that, combined with the core unit weight, will approximately replicate the known universe numbers for employment by cell.

Prior to calculating this weight, further adjustments needed to be made to the population grids as 85 of the 1,346 sampled cells by sector, sizeband and region did not have any complete interviews. The population for these missing cells was allocated within the same sizeband by region proportionally across sectors[12] (opens in a new tab) according to their population.

For each sector by sizeband by region cell, the employment adjustment weight was calculated by dividing the adjusted IDBR estimate of the population of employees in the cell by the estimated population of employees under the core unit weight. Trimming of this weight was not necessary. A composite core employment weight was created by taking the product of the employment adjustment weight and core unit weight. 

This core employment weight is used as the default when analysing questions in the core questionnaire whose responses are numbers of employees. When applied to estimates of total number of employees provided by establishments in the survey, it naturally sums to the total employment population in the UK. This weight was shown in profiling to reduce bias in the profiles of employment by sector, sizeband and region and their two-way interactions down to negligible levels when compared with the adjusted IDBR population.

Core weights

To summarise, the two core weights provided are:

The core unit weight, the default for analysing questions in the core questionnaire whose responses are numbers of business units. It is defined as the product of the selection weight and non-response weights. 

The core employment weight, the default for analysing questions in the core questionnaire whose responses are numbers of employees. It is defined as the product of the core unit weight and the employment adjustment weight. 

Module Adjustment weight

Module weights were also developed to be used as the default for analysing questions in any one of the four survey modules A through to D. To help minimise interview length, whilst maximising base sizes in the devolved nations, all establishments in Wales, Northern Ireland and Scotland were allocated to one of the modules (with equal probability between A, B, C and D from within the interview), whereas only approximately two-thirds of English establishments were allocated to modules. 

The modules therefore over-represent the devolved nations and need an additional weight to represent them in their correct proportion. A probability of selection for ANY of the modules A to D was calculated separately for England and the devolved nations (with core unit weight active) and then an additional module adjustment weight was calculated as 1 divided by this probability of selection[13] (opens in a new tab)

A composite module unit weight was calculated, just for cases allocated to modules, as the product of the core unit weight and the module adjustment weight. An additional module employment weight was calculated as the product of the module unit weight and the employment adjustment weight from the previous stage. Separate versions of the module unit weight and module employment weight were then calculated for each module A to D which were scaled to their correct population totals. 

Profiles showed that when these weights were applied the difference in profile of the modules by sector, sizeband and region vs the core unit weights were small though negligible. However, the differences in the profile vs the core employment weights were large enough in some cases not to be considered negligible and therefore it was decided to additionally RIM weight each of the modules A to D to be equivalent to the core sample profile by both unit and employment[14] (opens in a new tab). No trimming of the additional RIM weights was necessary and final version of the module unit and module employment weights were created for each module. Profiles by these weights precisely matched those of the core sample profile. 

Special Module Combination Adjustment Weight

An additional special set of weights were needed for each of the Underutilisation and Upskilling sections. These questions were asked on both modules B and D. However, for Underutilisation, while all countries were asked this section in Module B, only Wales, Scotland and Northern Ireland were asked this section in Module D. For Upskilling, while all countries were asked this section in Module B, only Wales and Scotland (but not Northern Ireland in this case) were asked this section in Module D. The special weights were calculated for analysing these sections combined across both modules B and D and their purpose is to correct for the overrepresentation of the devolved countries resulting from the filtering used for these question sections. 

A complex rescaling of the existing module weights, conditional on nation, was performed and a version of a combined weight for Modules B and D was created for units and employment for both the Underutilisation and Upskilling section. Profiles showed that these additional weights represented the countries in the correct proportions.

Local geography weights

ESS data is also used to conduct analysis at local geography level. Historically ESS has used Local Education Authority (LEA) categories for weighting purposes for England sample. In 2022, Upper Tier Local Authority (UTLA) was used to categorise local subregions instead, due to the discontinuation of Local Education Authorities. This comprises 152 subregions, providing a similar level of granularity to the previously used LEA. Collapsing UTLAs also allows analysis by other regional groupings such as Mayoral Combined Authorities. Northern Ireland was grouped into five categories using District Council area[15] (opens in a new tab); Scotland was grouped into a combination of Regional Outcome Agreement (ROA) regions and local authorities (the latter was required in some cases due to overlap between some of the ROA regions)[16] (opens in a new tab). No further local weighting was required for Wales as the core weights had already split Wales into four subregions.

In previous waves, RIM weights were imposed within the core weights to ensure the survey population of each local geography matched the employer population without further correction for size and sector at this level. This approach was reviewed in the 2022 survey given the changes in weighting approach mentioned above. Profiles were run of the UTLAs within each English and Welsh region and within Scotland and NI, using the core unit and employment weights. These profiles showed only negligible departures from the expected proportions of interviews in each UTLA (at the most 1 to 2 percentage points, with most close to zero with broad region). Given that the previous weighting stages were design to obtain a balance by sector, sizeband, region and two-way combinations of these variables, it was felt that further RIM weighting would not only be unnecessary but would re-introduce bias in other variable corrected by the previous weights.

Instead, separate weights were created for the purposes of analysis at local geography level. This was achieved by scaling to each local geographical group’s population via target weighting, using the core unit and employment weights described as input weights.

Two-digit SIC weights

A new requirement for ESS was the capability of conducting analysis at 2-digit SIC level. To achieve this, target weighting was used to scale to the respective populations of each 2-digit SIC code, using the core unit and employment weights described above as input weights. The final SIC unit and employment weights should only be used for core (i.e., non-modular) questions.

Table 4‑1 in ‘Using the survey for analysis’ explains how the weights should be applied to analyse ESS data.

[1] (opens in a new tab)Inter-Departmental Business Register (IDBR) - Office for National Statistics (ons.gov.uk) (opens in a new tab)

[2] (opens in a new tab)Off-the-job training: myth busters (opens in a new tab), GOV.UK

[3] (opens in a new tab)All average interview lengths provided refer to the mean and are rounded to the nearest minute.

[4] (opens in a new tab)This row includes sample which was ‘live’ at the end of fieldwork – i.e., records for which a final outcome (refusal, completed interview etc.) was not reached. 

[5] (opens in a new tab)In that each new stage of weighting builds and further weights previous stages, using the previous stage as an input weight.

[6] (opens in a new tab)A composite weight at any stage is the product of the weight at that stage with the weight at all previous stages.

[7] (opens in a new tab) The population for cells not sampled was distributed among the industry sectors with at least one unit of sample in the Sizeband by Region domain.

[8] (opens in a new tab) See section on Employment Weight

[9] (opens in a new tab) For example organisations with larger numbers of employees were over-represented relative to those with small employees; establishments in Wales/Scotland and Northern Ireland were over-sampled relative to their population.

[10] (opens in a new tab) Trimming reduces the number of extreme weights, whilst maintaining the weights ability to minimise much of the bias of the original weight. The benefit of a trimmed weight is greater weighting efficiency which translates into higher effective sample size.

[11] (opens in a new tab) Trimming at 1% each end is the same as capping the weight at its 1st and 99th percentile.

[12] (opens in a new tab) The reallocation to other sectors only included sectors where we had at least one complete interview.

[13] (opens in a new tab) Profiles showed that the random allocation between modules A, B, C and D produced very consistent profiles by Sector, Sizeband and Region within each module individually and therefore it was not necessary to calculate the probability for each module individually.

[14] (opens in a new tab) Although the additional Unit rim weighting was not strictly necessary it was felt that we should rim weight both the unit and employment profiles for consistency.

[15] (opens in a new tab) Belfast, East, South, North and West. These five regions were comprised of the 11 District Council geographies of Northern Ireland: Belfast - comprised of the Belfast district council; East - comprised of the Ards and North Down, Mid and East Antrim, Antrim and Newtownabbey, and Lisburn and Castlereagh district councils; South - comprised of the Armagh City Banbridge and Craigavon, and Newry Mourne and Down district councils; North - comprised of the Causeway Coast and Glens, and Derry City and Strabane district councils; West - comprised of the Mid Ulster, and Fermanagh and Omagh district councils.

[16] (opens in a new tab) This comprised Aberdeen and Aberdeenshire (ROA), Ayrshire (ROA), Borders (ROA), Dumfries and Galloway (ROA), Edinburgh and Lothians (ROA), Fife (ROA), East Dunbartonshire (LA), East Renfrewshire (LA), Glasgow (LA), Highlands and Islands (ROA), North Lanarkshire (LA), South Lanarkshire (LA), Tayside (ROA), Inverclyde (LA), Renfrewshire (LA), West Dunbartonshire (LA), and West Lothian (ROA).

3. Investment in Training survey

A separate Investment in Training study was conducted by IFF Research to provide detailed estimates of employer expenditure on training. The approach replicated that of the Investment in Training Surveys in 2019, 2017, 2015, 2013 and 2011, which, in turn, had replicated the previous Cost of Training studies conducted in England and Northern Ireland in 2009. The process required to achieve the final training spend figures involved multiple steps, as demonstrated in Figure 3‑1. Once the survey data were collected, modelling was conducted to impute missing data (i.e., where respondents were unable to provide an exact figure for a survey question). Modelled data were combined with data from other sources to create 12 ‘cost components.’ Summed, these generated the overall training expenditure figure.

Figure 3‑1 Summary of the Investment in Training data process

Summary of the Investment in Training data process  This schematic provides an overview of the process followed to generate the training spend figures from the Investment in Training survey.   This includes the questionnaire and datasheet being published on the DfE website, modelled data being used to fill missing values, cost factors being incorporated to develop 12 annual cost components (table 3.5), all of which feeds into overall spend figures.

Sampling

Sample for the Investment in Training survey comprised employers that a) had completed the core ESS 2022 survey, b) had indicated that they had provided training for staff over the last 12 months and c) had indicated that they were happy to be re-contacted in order to provide more specific information about training expenditure (question SI3 of the main stage questionnaire). The sample of these employers was collected from core survey fieldwork contractors in seven batches during fieldwork.

Similar to the core ESS 2022 survey, the 2022 Investment in Training survey included employers from Scotland for the first time since 2017. 

Quotas

The aim was to achieve 11,425 complete, useable interviews. This required a fieldwork target of around 12,000 as it was expected that some records would ultimately prove to be unsuitable for analysis due to high levels of ‘don’t know’ responses.

Notional targets of 7,500 interviews among employers in England, 1,000 in Northern Ireland, 1,425 in Wales, and 1,500 in Scotland were set. However, it was known at the outset that the fieldwork approach would essentially be an attempted census of employers in each of the countries outside of England given that sample was limited to employers from the core survey that trained and agreed to being contacted for the Investment in Training survey. Any shortfall of interviews among the countries outside of England was to be made up for by additional interviews among employers in England.

Within England a target was set using an interlocking grid of size (2-4 employees, 5-9, 10-24, 25-49, 50-99, 100+) by training activity (off-the-job only, on-the-job only and both) within English region, with an additional (non-interlocking) sector target. Due to an attempted census approach being taken in Northern Ireland, Wales and Scotland, no quotas on size, sector or training type were set.

Data collection method

Employers were sent a datasheet to complete by email, and their responses collected by telephone. All respondents were called before being sent the datasheet. This involved a short conversation thanking them for taking part in the core ESS 2022 interview, reminding them that they indicated that they were happy to take part in a short follow-up survey, introducing the idea of sending the datasheet, encouraging them if necessary to take part and checking their contact details. If, after five attempts, we did not manage to get through to the named respondent, an email and datasheet were emailed through automatically (provided an email address was given in Wave 1).

A few days after sending the datasheet (set at two working days unless the respondent specified a date when they wanted to be called back or they had already been called at least six times), an interviewer called back to try to conduct the full interview. 

Questionnaire

Given the need to closely replicate the Investment in Training studies undertaken in the UK in 2011, 2013, 2015, 2017 and 2019 and previously in England in 2005, 2007 and 2009, and also in Northern Ireland in 2008, the datasheet was largely unchanged compared to that used for these previous surveys.

One change made when compared to 2019 was to reintroduce references to sector skills bodies from Scotland at Q14, which ask about the value of grants or subsidies received from such organisations. Further small changes were made to the telephone questionnaire and datasheet at Q14 to ensure that the most relevant organisations within England, Wales, and Northern Ireland were also cited.

In order to better capture usage of the apprenticeship levy in England, and to ensure that apprenticeship training was recorded consistently overall, some minor changes were made to the telephone questionnaire:

  • A line of text was added prior to the screener questions S8 and S9, stating that respondents should only consider employees on the payroll of their site/location when answering, not of the organisation as a whole. These screener questions then asked respondents if they had anyone on the payroll at the site undertaking an apprenticeship over the last 12 months and, if so, how many (including any who had since left).
  • At Q13, when asking about levy payments made to training organisations, it was made explicitly clear to respondents that this figure should not include Apprenticeship Levy payments. 

Achieved interviews and response rate calculations

In total, information on training expenditure was collected from 12,353 establishments, although 521 of these were not included in the final dataset because of incompleteness (i.e., a large number of ‘don’t know’ responses); hence analysis is based on data from 11,832 establishments.

Fieldwork was undertaken by IFF Research between 15 August 2022 and 25 April 2023.

The overall response rate for the survey was 82% (up from 68% in 2019) calculated as “achieved interviews” as a proportion of all “complete contacts”. Response rates were higher than the core survey as respondents were already engaged in the research and had agreed to a follow up survey. A detailed breakdown of survey outcomes is shown in Table 3‑1 and the response rate by nation in Table 3‑2.

Table 3‑1 Sample outcomes and response rate

Outcome

Number of contacts

% of all sample

% of complete contacts

Total sample

33,037

100%

‘Live’ / Out of quota[1]

17,626

53%

Unobtainable / invalid numbers

350

1%

Total complete contacts

15,061

46%

100%

Achieved interviews

12,353

37%

82%

Respondent refusal

2,692

8%

18%

Quits during interview

16

<1%

<1%

Response rates by nation are shown in Table 3‑2.

Table 3‑2 Response rate by nation

Outcome

England

Northern Ireland

Scotland

Wales

Interviews

8,164

1,084

1,594

1,511

Response rate

82%

84%

81%

81%

Data modelling

In order to calculate overall training expenditure, each record in the dataset needed to have a response to each question (even if it is a zero in relation to types of training the establishments does not supply). As expected, not every respondent was able to supply every piece of information requested. In order to ‘fill in’ the missing data, averages were applied for those questions based on those respondents who were able to answer that question.

Matching the approach taken in the Cost of Training Survey in England in 2009 and for the Employer Skills Surveys in 2011, 2013, 2015, 2017 and 2019, when a respondent could not provide an exact (integer) answer the survey was set up to prompt respondents to give a range answer (‘between £500 and £999’ and so forth). Although this range answer still needs transferring into an exact figure within the range, it improves the accuracy and reliability of the modelling process since the modelling for these range responses is based on those respondents who gave an exact answer which fell into that range rather than simply being an average of all responses.

For questions unrelated to salaries, a modelling process was used to calculate mean responses from those giving an exact answer (excluding zero). Where a respondent gave a range answer, they were assigned a corresponding mean for their establishment size for the range response selected. Where they were unable to give either an exact or a range answer, they were assigned the overall mean for the question within their size band.

For salaries, a slightly different approach was taken to modelling ‘don’t know’ answers, again based on that used in the Investment in Training Survey 2011 - 2019, and in the previous Cost of Training Surveys in England (2005, 2007 and 2009) and Northern Ireland (2008). Initially, as above, range and overall means were calculated. Rather than size of establishment, location of establishment (London or non-London) was seen to be the major determinant of salary levels, so means were split on this basis rather than by the size bands as used for the modelling of other ‘don’t know’ answers. Where a range had been given, the appropriate mean was used as the imputed value.

For those respondents unable to give even a salary range, a method was used to determine whether they pay salaries above or below the average, and to what degree. This took into account the establishment’s location and evidence from other salary questions on the datasheet. Where exact answers had been given for other salary questions, a ratio was calculated between their actual answer and the London/non-London mean (as appropriate) for that question. This gave a ratio that expressed the degree to which that employer over-paid or under-paid employees in the roles discussed, compared with the mean. Where salary answers were missing (and no range information was provided) the assigned value would be calculated as the London or non-London mean multiplied by the ratio of a related question for that establishment. The ratio selected was different for each question and dependent on which questions were judged to be the most closely related. This enabled the estimate to be either up-weighted or down-weighted in keeping with their pay for other roles.

The simulation procedure and the precise order of selection used for salary questions is shown in Table 3‑3, along with the proportion modelled using range information and the proportion modelled that did not provide range information.

Table 3‑3 Treatment of missing values

Question

Value given to missing data

Base

Percentage modelled within range

Percentage modelled without range

Q1 - Number of employees that participated in an education or training course, provided either externally or internally over the past 12 monthsMean within 6 employment size bands (within recorded range where available)

6,438

1%

Fewer than 1%

Q2 - Number of days on average each participant spent on an education or training course over the past 12 monthsMean within 6 employment size bands (within recorded range where available)

6,124

5%

1%

Q3 - Average basic annual salary of participants on education or training courses over past 12 monthsMean calculated within London/non-London establishments within recorded ranges where available. Where range information not provided:

  1. if Q17 answered (and an exact answer given), calculate proportion above or below the Q17 average for the establishment and up-lift or reduce the appropriate Q3 mean (London or non-London) by this proportion to generate Q3 figure for this establishment

6,124

24%

5%

  1. if Q17 not answered with an exact value apply procedure at 1. to Q21

  1. if Q21 not answered with an exact value, apply procedure at 1. to Q24

  1. if Q24 not answered with an exact value apply procedure at 1. to Q10

  1. if Q10 not answered with an exact value use appropriate Q3 mean (London or non-London) unadjusted

Q4- Cost of fees to external providers of training courses for your employees over the past twelve monthsMean within 6 employment size bands (within recorded range where available)

6,124

15%

7%

Q6A - Total basic annual salaries of any full time or part time training centre staffMean within 6 employment size bands (within recorded range where available)

295

24%

27%

Q6B - Other training centre running costs over the last 12 monthsMean within 6 employment size bands (within recorded range where available)

295

17%

13%

Q7A - Amount spent on using any off-site training centres located elsewhere within your organisation over the past twelve monthsMean within 6 employment size bands (within recorded range where available)

1,683

17%

Fewer than 1%

Q8 - Number of people at establishment directly involved in providing, administering or making policy decisions about training, excluding any training centre staffMean within 6 employment size bands (within recorded range where available)

6,124

Fewer than 1%

Fewer than 1%

Q9 - Percentage of time staff involved in providing, administering or making policy decisions about training spend on training mattersMean within 6 employment size bands (range information not recorded for this question)

5,497

N/A

6%

Q10 - Average basic annual salary of staff involved in providing, administering or making policy decisions about trainingSame procedure as Q3 but different order of selection: 
Q24, Q3, Q17, Q21

5,497

23%

9%

Q11 - Cost of equipment and materials used for training employees over the past twelve months, excluding training centre costsMean within 6 employment size bands (within recorded range where available)

6,124

8%

4%

Q12 - Travel and subsistence payments and travelling time payments made to participants and trainers who spent time on courses over the past twelve monthsMean within 6 employment size bands (within recorded range where available)

6,124

9%

3%

Q13 - Levy paymentsMean within 6 employment size bands (within recorded range where available)

6,124

4%

8%

Q14 - Grants or subsidiesMean within 6 employment size bands (within recorded range where available)

6,124

4%

7%

Q15 - Number of employees that participated in other off-the-job trainingMean within 6 employment size bands (within recorded range where available)

6,438

1%

1%

Q16 - Number of days on average each employee participating in other off-the-job training spent away from their usual work position Mean within 6 employment size bands (within recorded range where available)

4,722

6%

1%

Q17 - Average basic annual salary of employees who have taken part in other off-the-job trainingSame procedure as Q3 but different order of selection:
Q3, Q21, Q24, Q10

4,722

22%

5%

Q18 - Cost of fees to external providers of providing other off-the-job trainingMean within 6 employment size bands (within recorded range where available)

4,722

11%

9%

Q19 - How many employees do you estimate receive on-the-job and informal training and development during a typical month?Mean within 6 employment size bands (within recorded range where available)

10,136

2%

Fewer than 1%

Q20 - How many working hours on average each of these employees spends on on-the-job and informal training and development during a typical month?Mean within 6 employment size bands (within recorded range where available)

9,164

8%

1%

Q21 - Average basic annual salary of employees who receive on-the-job training and development in a typical month?Same procedure as Q3 but different order of selection:
Q3, Q17, Q24, Q10

9,164

27%

7%

Q22 - Number of employees who GIVE on-the-job training during a typical monthMean within 6 employment size bands (within recorded range where available)

9,164

1%

Fewer than 1%

Q23 - Number of working hours on average each employee spends giving on-the-job training during a typical monthMean within 6 employment size bands (within recorded range where available)

8,197

8%

1%

Q24 - Average basic annual salary of your employees who give on-the-job training in a typical monthSame procedure as Q3 but different order of selection:
Q10, Q3, Q17, Q21

8,197

25%

7%

Q25 - Amount spent on online training or e-learning for staff at this site in the past 12 monthsMean within 6 employment size bands (within recorded range where available)

8,477

14%

13%

“Base” = Total number of respondents eligible to respond to each question

“% modelled within range” = percentage of base that had given a range value for the question

“% modelled without range” = percentage of base that had not been able to provide even a range estimate for the question

Cost calculations

To help respondents, some costs were collected in monthly rather than yearly terms, and others per trainee rather than across all trainees. Following data modelling however – which ensured all respondents had at least an estimated exact answer for all questions – individual questions were combined to calculate 12 total annual cost components. Some required adjustments to be made to the collected survey data to ensure they presented true costs of training. For example, the survey collected salary costs of individuals providing training and those trained, but for simplicity did not collect total labour costs such as National Insurance and pension contributions. The adjustments, and the specific adjustment factors used, are detailed in Table 3‑4.

Table 3‑4 Factors included in cost calculations

Factor

Value

Explanation

Labour cost up-weight21.35%

It was found during the pilot stage of LTW 2000 that employers were far better placed to report the salaries of their employees than the total cost of employing them. Respondents were, therefore, asked for the average basic salaries of those receiving and providing training. An up-weight of 21.35% was then applied to these answers to take account of National Insurance, employer pension contributions, overtime and other additional elements.

The source of the 21.35% figure was the ONS Wages and Salaries and Employers’ Social Contributions figures for Q4 2021 to Q3 2022. This report treats these figures as direct remuneration. In the UK, direct remuneration made up 82.41% of total labour costs. Hence an uplift of 100/82.41 (i.e. 1.2135 or 21.35%) is required to convert direct remuneration to total labour costs.

The source of this figure for the 2011-2019 Investment in Training surveys was the ONS Index of Labour Costs per Hour (ILCH) – the proportion that the components of labour costs contribute to total labour costs, by sector, UK. This was discontinued in 2020.

As the ILCH has been discontinued, the labour cost-up weight for 2022 has been calculated using two Office for National Statistics figures:

- Wages and Salaries (D11)

- Employers’ Social Contributions (D12)

To do so, for each year of the survey the total wages and salaries (D11) and employers’ social contributions (D12) have been calculated from Q4 of the previous year to Q3 of the year of the survey. The proportion of wages and salaries of the total labour costs have then been calculated. This percentage has then been calculated into an uplift with the following formula (100/wages as percentage of total labour costs) 

Where Investment in Training figures for previous years are presented in the 2022 report, they may differ from those presented in earlier reports due to this change and updating of previous years’ data. 

Historic labour cost up-weight figures are now as follows:

  • 2011 – 21.23%
  • 2013 – 21.66%
  • 2015 – 19.63%
  • 2017 – 20.56%
  • 2019 – 20.65%

The figures from 2011 – 2019 were based on ONS Wages and Salaries and Employers’ Social Contributions figures for Q3 to Q2 of the relevant years. The 2022 figure is based on Q4 2021 to Q3 2022 as fieldwork began later in the year when compared with previous surveys.

Days worked per year

224.0142

(227.6136 in 2019)

Used to calculate the per-working-day salary of an employee in order to calculate the cost, for example, of training an employee for one working day per year on the basis of their annual salary. 

Working age employees in England (from Labour Force Survey Quarter 4 (Oct to Dec) 2021):

Full-time workers worked an average of 5.0143 days per week

Received an average of 26.7294 paid days holiday, plus 10 bank / public holidays

This gives: 52 x 5.0143 (=260.7436) possible working days a year, less 26.7294 days annual leave and 10 days bank/public holiday = 224.0142 days worked per year.

Hours worked a day

7.7857

(7.7984 in 2019)

Used to convert number of working hours of training to working days.

Derived from the basic usual hours of full-time workers (mean of 39.04 per week) divided by a mean of 5.0143 days worked a week by full-time workers = 7.7857.

Source: Labour Force Survey Quarter 4 (Oct to Dec) 2021.

Working months in a year

11

(11 in 2019)

Used to convert monthly training figures given in the on-the-job section of the datasheet into annual figures.

The formulae used to convert raw data to the comparable annual cost components are listed in Table 3‑5. All calculations were performed using modelled data.

Table 3‑5 Formulae for the annual cost components

Annual cost component

Formula

ATrainee labour costs (Q1–3)Q1 * Q2 * 121.35% * Q3 / 224.0142
BFees to external providers (Q4)Q4
COn-site training centre (Q6a/b)(121.35% * Q6a) + Q6b
DOff-site training centre (in the same company) (Q7a)Q7
ETraining management (Q8–Q10)Q8 * (Q9/100) * 121.35% * Q10
FNon-training centre equipment and materials (Q11)Q11
GTravel and subsistence (Q12)Q12
HLevies minus grants (Q13–Q14)Q13-Q14
Sub-total (course related)A + B + C + D + E + F + G + H
ILabour costs (Q15–Q17)Q15 * Q16 * 121.35% * Q17 / 224. 0142
JFees to external providers (Q18)Q18
Sub-total (other off-the-job training)I + J
OFF-THE-JOB TOTALA + B + C + D + E + F+ G + H + I + J
KTrainee's labour costs (Q19–Q21)Q19 * Q20 * 121.35% * Q21 * 11 / (224.0142 * 7.7857)
LTrainers' labour costs (Q22–Q24)Q22 * Q23 * 121.35% * Q24 * 11 / (224.0142* 7.7857)
ON-THE-JOB TOTALK + L
TOTAL TRAINING SPENDA + B + C + D + E + F+ G + H + I + J +K + L

Note: Where derived employment-based training spend figures are shown in this report (expenditure per trainee, or per capita, for example) and there is a choice between taking the measure given in the main ESS 2022 data and that in the data for the training expenditure survey, the data from the main survey are used. This is because base sizes are larger in the main survey and a separate employment weight is available to ensure a closer match to the actual workforce profile.

Weighting

In order to weight the Investment in Training study, population figures were calculated using the core ESS 2022 survey data (which had in turn been weighted using the IDBR figures used for the main survey analysis). Data were weighted on the basis of interlocking grids on seven employment size bands (2-4, 5-9, 10-24, 25-49, 50-99, 100-249, 250+) by 13 grouped industry sectors, and by the type of training they carried out (on-the-job only, off-the-job only, or both). 

A regional RIM weight was then applied using targets based on the proportion training in the English GOR regions, Northern Ireland, Wales, and Scotland. In addition, an adjustment was applied to each weight to ensure that the profile of size band within nation was correct. This was in order to ensure establishment size was accurately represented at a national level as well as a combined England/Northern Ireland/Wales/Scotland level, increasing the accuracy of the spend figure within nations. 

Only establishment-based weights were created for the Investment in Training survey, as all data in the survey are establishment orientated.

[1] (opens in a new tab)This row includes sample which was ‘live’ at the end of fieldwork – i.e., records for which a final outcome (refusal, completed interview etc.) was not reached.

4. Using the survey for analysis

The Employer Skills Survey 2022 is designed to be flexible enough to allow analysis of data for a large number of different purposes, and split by a large number of different subgroups of data. The survey serves multiple audiences and purposes, and as such a wide range of outputs are available to inform and assist analysis:

  • The Official Statistics report (published on the DfE gov.uk website) presenting key measures – skills shortages, skills gaps, and training. 
  • The full UK report (which will be published on the DfE gov.uk website) provides an overview of the survey findings, focusing on nation comparisons and where relevant/interesting other variables, primarily size and sector, as well as change over time.
  • Separate reports for Wales, Scotland and Northern Ireland which include more detailed regional analysis in these nations. For Wales, separate regional reports are also produced.
  • The accompanying UK Excel tables show the survey data question by question, plus some summary tables, crossed by a number of key analysis and survey variables. These will also be made available on the DfE gov.uk website, alongside publication of the full UK report.

There are 3 SPSS datafiles that supplement this analysis, each looking at a different population or subject matter. One of the challenges in providing accurate data for a number of different populations and analyses groupings is that each different purpose will have its own population and its own optimum weighting strategy. As a result, there are multiple data files associated with the analysis of the survey. 

Figure 4‑1 provides a flow chart to identify which dataset to use for any given analysis query.

Figure 4‑1 Selecting a datafile

This diagram illustrates what data file should be used depending on the data query. For queries on core ESS data, the main UK data should be used, for training spend the investment in training data should be used, for vacancy data or skills list data by Standard Occupational Classification (SOC), the occupational data should be used.

As with previous Employer Skills Surveys the data will be stored in the ONS Virtual Microdata Laboratory and with the UK Data Service.

Table 4‑1 gives details of each of these weights and when each one has been and should be used. The establishment weights gross to the full establishment population and are to be used when running establishment based figures (e.g., X% of establishments have vacancies). Employment weights gross to the full employment population and are to be used when running volumetric employment based figures (e.g., total number of vacancies, or skill-shortage vacancies and proportion of all vacancies etc.).

Table 4‑1 Application of weights during analysis

Weight name

Coverage

Establishment/ employment

Datafile used

Notes

UNITWEIGHTUKEstablishmentMain UK dataUsed for establishment-based measures.
EMPWEIGHTUKEmploymentMain UK dataUsed for employment-based measures.

MODUNIT

WEIGHT

UK Establishment  Main UK dataShould only be used for establishment-based measures on modular questions (prefixed “M_” in datafile). 

MODEMP

WEIGHT

UKEmploymentMain UK dataShould only be used for employment-based measures on modular questions (prefixed “M_” in datafile). 

MODBDUNIT

WEIGHT1

UK Establishment  Main UK dataShould only be used for establishment-based measures on modular questions that were within the combined module B and D ‘Underutilisation’ sections of the questionnaire (prefixed “MBD_” in datafile). 

MODBDEMP

WEIGHT1

UKEmploymentMain UK dataShould only be used for employment- based measures on modular questions that were within the combined module B and D ‘Underutilisation’ sections of the questionnaire (prefixed “MBD_” in datafile). 

MODBDUNIT

WEIGHT2

UKEstablishment  Main UK dataShould only be used for establishment-based measures on modular questions that were within the combined module B and D ‘Upskilling’ sections of the questionnaire (prefixed “MBD_” in datafile). 

MODBDEMP

WEIGHT2

UKEmploymentMain UK dataShould only be used for employment-based measures on modular questions that were within the combined module B and D ‘Upskilling’ sections of the questionnaire (prefixed “MBD_” in datafile). 

LOCAL_UNIT

WEIGHT

EnglandEstablishmentMain UK dataFor use when analysing local level data: this includes UTLA data (England – applied to UTLA and LEP tables); ROA region data (Scotland); and 5-region breakdown in Northern Ireland. Used for establishment-based measures only.

LOCAL_EMP

WEIGHT

EnglandEmploymentMain UK dataFor use when analysing local level data: this includes UTLA data (England – applied to UTLA and LEP tables); ROA region data (Scotland); and 5-region breakdown in Northern Ireland. Used for employment-based measures only.

SIC2_UNIT

WEIGHT

UK Establishment Main UK dataFor use when analysing data by 2-digit SIC codes. Used for establishment-based measures, Only use for non-modular questions.

SIC2_EMP

WEIGHT

UKEmploymentMain UK dataFor use when analysing data by 2-digit SIC codes. Used for employment-based measures. Only use for non-modular questions.
EMPVOLWEIGHTUKEmploymentOccupational dataFor use when summing vacancies, hard-to-fill vacancies and skill-shortage vacancies
VACVOLWEIGHTUKEmploymentOccupational dataFor use when running frequencies of vacancy-related measures
HTFVOLWEIGHTUKEmploymentOccupational dataFor use when running frequencies of hard-to-fill vacancy-related measures
SSVVOLWEIGHTUKEmploymentOccupational dataFor use when running frequencies of skill-shortage vacancy-related measures
WEIGHTInvestment in Training dataEstablishmentInvestment in Training dataApplies to all 2019 analysis of Investment in Training data. For use when analysing 2019 training spend.

Further information on analysis specific datasets and data variables can be found in the data dictionaries that accompany each SPSS data file.

Modelled data

Training days and number of employees trained variables were calculated using modelled data. Where a “don’t know” answer was given at F8 or F11 the modelled variable assigned the establishment with the mean score for their size and sector.[1] (opens in a new tab) This ensured that the proportion of staff and total number of days training was not undercounted. Further information on analysing specific datasets and data variables can be found in the data dictionaries that accompany each SPSS data file.

Occupational data

In the occupational data each row represents one occupation for which an establishment had at least one vacancy, at the time of the survey. There are cases in which two or more occupations for a specific establishment have been coded to the same SOC code. When calculating the base sizes for each SOC code, this was taken into account. The base sizes should then be intended as the number of occupations for which establishments had at least one vacancy in the specific SOC code.
 

[1] (opens in a new tab)For the number of employees measure, the approach varies slightly in cases where an establishment with 250 or more employees reports a ‘don’t know’ response. Taking the averages as outlined would lead to very high values. Instead, the average proportion of staff trained by those who have 250 or more employees and reported an exact number is taken and applied to the overall number of staff in these cases to derive a modelled figure.

Annexes

Annex A: Industry Coding

Each establishment was allocated to one of 13 sectors, based on their Standard Industrial Classification (SIC). SIC 2007 was used to classify establishments using the following method. Using the four-digit Standard Industrial Classification (SIC) supplied for each record from the Market Location or the IDBR database, a description of business activity was read out to each respondent. If they agreed that this description matched the main activity undertaken at the establishment, then the SIC on Market Location’s or the IDBR’s database was assumed to be correct. If, however, the respondent felt the description did not correspond to their main business activity at the site (21% of cases), a verbatim response was collected of their main activity. At the analysis stage this was coded to a four-digit SIC which was then used as the basis for their classification into one of the 13 sectors.

Table A-1 shows the 13 sectors and their corresponding SIC 2007 definitions.[1] (opens in a new tab)

Table A-1 SIC 2007 definitions of industry sectors

SectorSIC 2007
Primary Sector and Utilities

A - Agriculture, forestry and fishing (01-03)

Including farming, hunting and other related service activities, forestry and logging, fishing and aquaculture

B - Mining and quarrying (05-09)

Including mining of coal, metals, sand/stone/clay, and extraction of crude petroleum and natural gas

D - Electricity, gas, steam and air conditioning supply (35)

E - Water supply, sewerage, waste management and remediation activities (36-39) 

Including electric power generation, transmission and distribution, manufacture of gas and distribution of gaseous fuels, steam and air conditioning supply, water collection, treatment and supply, sewerage and waste collection

Manufacturing

C - Manufacturing (10-33)

Including manufacture of food and beverage, textiles, chemicals and chemical products, basic pharmaceutical products, other mineral products, manufacture of metals and metal products, machinery, computer and electronic products and equipment, motor vehicles and other transport equipment, furniture, and repair and installation of machinery and equipment

Construction

F - Construction (41-43)

Including the construction of buildings, civil engineering (constructing roads, railways and other utility projects), demolition, and specialised activities such as electrical installation, roofing and scaffold erection

Wholesale and Retail

G - Wholesale and retail trade; repair of motor vehicles and motor cycles (45-47)

Including sale, maintenance and repair of motor vehicles, parts and accessories, non-vehicle wholesale (for example agriculture, food, household goods), and the retail trade of all products whether in stores, stalls, markets, mail order or online

Hotels and Restaurants

I - Accommodation and food service activities (55-56)

Including hotels, campsites, youth hostels, holiday centres, villages and other short stay accommodation, restaurants and takeaways, event catering and licensed clubs, pubs and bars

Transport and Storage

H - Transport and storage (49-53)

Including land, water and air transport (passenger and freight), warehousing and support activities for transportation, postal and courier activities,

Information and Communications

J - Information and communication (58-63)

Including publishing (books, journals, newspapers etc. and software/computer games), television, film and music production, broadcasting, telecommunications, computer programming and consultancy, information service activities (e.g. data processing and hosting)

Financial Services

K - Financial and insurance activities (64-66)

Including banks and building societies, activities of holding companies, trusts, funds and similar financial entities, credit granting, pensions, insurance and reinsurance

Business services

L - Real estate activities (68)

M - Professional, scientific and technical activities (69-75)

N - Administrative and support service activities (77-82)

Including the buying, selling and renting of real estate, legal activities, accounting, bookkeeping and auditing, management consultancy, architectural and engineering activities, scientific research and development, advertising and market research, specialist design, photographic activities, translation and interpretation, veterinary activities, renting and leasing of tangible goods (motors, household, machinery), employment agencies, travel agencies and tour operations, security and investigation activities, office administration and business support

Public Administration

O - Public administration and defence; compulsory social security (84)

Including administration of the State and economic and social policy of the community, provision of services to the community such as defence activities, foreign affairs, justice and judicial activities, fire service and compulsory social security activities

Education

P - Education (85)

Including pre-primary, primary, secondary and higher education, other education (such as sports, driving schools, cultural education), educational support activities

Health and Social Work

Q - Human health and social work activities (86-88)

Including Hospitals, medical and dental practices, residential care, social work activities

Arts, entertainment, recreation and other service activities

R - Arts, entertainment and recreation (90-93)

S - Other service activities (94-96)

Including performing arts, libraries and museums, gambling and betting, sports facilities, amusement and recreation activities, activities of membership organisations (religious, political, trade union, professional), personal services (hairdressing, beauty, textile cleaning, well-being activities, funeral activities)

NOT COVERED IN SURVEY

T - Activities of households as employers; undifferentiated goods and services producing activities of households for own use (97-98)

U - Activities of extraterritorial organisations and bodies (99) 

Including households as employers of domestic personnel, private households producing goods for own use

[1] (opens in a new tab) UK Standard Industrial Classification of Economic Activities 2007 (SIC 2007) 

https://www.gov.uk/government/publications/standard-industrial-classification-of-economic-activities-sic (opens in a new tab) 

Annex B: Targets, sample used and achieved interviews

The tables below show for each region / nation the ratio of sample utilised in fieldwork for each key quota group, and the achievement of interviews against the original target. Note that “sample used” figures are based on the sample information about size and sector, whereas the “interviews achieved” figures are based on the size and sector of the establishment as indicated by the respondent.

Table B-1 Targets, sample used and interviews achieved by size and sector: Total

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

21,228

177,404

8:1

20,671

97%

5-9

18,084

93,780

5:1

17,487

97%

10-24

17,298

88,414

5:1

17,546

101%

25-49

10,221

49,104

5:1

9,403

92%

50-99

4,718

29,266

6:1

4,603

98%

100-249

4,718

23,920

5:1

2,543

54%

250+

1,363

12,971

10:1

665

49%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

3,334

25,934

8:1

3,210

96%

Manufacturing

4,877

26,993

6:1

5,305

109%

Construction

5,966

52,822

9:1

5,196

87%

Wholesale and Retail

15,101

84,901

6:1

15,694

104%

Hotels and Restaurants

8,403

62,318

7:1

8,087

96%

Transport and Storage

2,983

19,781

7:1

2,456

82%

Information and Communications

2,859

19,172

7:1

2,061

72%

Financial Services

1,545

8,900

6:1

991

64%

Business services

15,076

89,545

6:1

13,036

86%

Public Administration

1,248

7,207

6:1

656

53%

Education

4,148

17,348

4:1

4,654

112%

Health and Social Work

7,069

33,459

5:1

7,186

102%

Arts and other service activities

5,021

28,689

6:1

4,386

87%

Table B-2 Targets, sample used and interviews achieved by size and sector: East of England

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,913

17,574

9:1

1,850

97%

5-9

1,576

8,797

6:1

1,614

102%

10-24

1,495

8,479

6:1

1,591

106%

25-49

892

4,997

6:1

875

98%

50-99

413

2,938

7:1

489

118%

100-249

407

2,304

6:1

269

66%

250+

107

1,131

11:1

55

51%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

277

2,394

9:1

274

99%

Manufacturing

433

2,592

6:1

509

118%

Construction

643

6,038

9:1

564

88%

Wholesale and Retail

1,285

8,168

6:1

1,389

108%

Hotels and Restaurants

623

5,487

9:1

687

110%

Transport and Storage

289

2,127

7:1

283

98%

Information and Communications

265

1,955

7:1

203

77%

Financial Services

94

736

8:1

74

79%

Business services

1,400

8,814

6:1

1,201

86%

Public Administration

93

567

6:1

67

72%

Education

384

1,744

5:1

505

132%

Health and Social Work

586

3,144

5:1

610

104%

Arts and other service activities

431

2,670

6:1

377

87%

Table B-3 Targets, sample used and interviews achieved by size and sector: East Midlands

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,643

12,421

8:1

1,757

107%

5-9

1,408

6,451

5:1

1,491

106%

10-24

1,301

5,984

5:1

1,485

114%

25-49

791

3,221

4:1

809

102%

50-99

362

1,856

5:1

396

109%

100-249

368

1,750

5:1

208

57%

250+

102

911

9:1

52

51%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

269

1,531

6:1

249

93%

Manufacturing

530

2,182

4:1

567

107%

Construction

476

4,565

10:1

536

113%

Wholesale and Retail

1,147

6,920

6:1

1,536

134%

Hotels and Restaurants

567

3,766

7:1

562

99%

Transport and Storage

344

1,550

5:1

228

66%

Information and Communications

162

846

5:1

117

72%

Financial Services

70

430

6:1

82

117%

Business services

1,070

5,474

5:1

995

93%

Public Administration

93

362

4:1

64

69%

Education

324

1,106

3:1

337

104%

Health and Social Work

550

2,375

4:1

599

109%

Arts and other service activities

373

1,663

4:1

326

87%

B-4 Targets, sample used and interviews achieved by size and sector: London

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

2,570

23,733

9:1

2,340

91%

5-9

2,088

13,192

6:1

1,806

86%

10-24

1,986

12,604

6:1

1,696

85%

25-49

1,120

6,844

6:1

823

73%

50-99

545

4,417

8:1

418

77%

100-249

558

3,616

6:1

274

49%

250+

171

2,253

13:1

71

42%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

74

605

8:1

47

64%

Manufacturing

247

1,848

7:1

245

99%

Construction

588

5,947

10:1

483

82%

Wholesale and Retail

1,411

10,227

7:1

1,259

89%

Hotels and Restaurants

994

9,032

9:1

857

86%

Transport and Storage

264

2,345

9:1

159

60%

Information and Communications

699

5,331

8:1

478

68%

Financial Services

288

2,718

9:1

230

80%

Business services

2,633

17,751

7:1

1,934

73%

Public Administration

97

665

7:1

28

29%

Education

431

2,204

5:1

564

131%

Health and Social Work

669

4,049

6:1

674

101%

Arts and other service activities

643

4,305

7:1

470

73%

Table B-5 Targets, sample used and interviews achieved by size and sector: North East

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,236

9,836

8:1

1,293

105%

5-9

1,079

5,514

5:1

1,171

109%

10-24

1,018

5,312

5:1

1,244

122%

25-49

626

2,467

4:1

631

101%

50-99

289

1,383

5:1

309

107%

100-249

291

888

3:1

120

41%

250+

84

458

5:1

25

30%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

181

1,145

6:1

192

106%

Manufacturing

326

1,556

5:1

342

105%

Construction

358

2,535

7:1

322

90%

Wholesale and Retail

872

4,963

6:1

1,056

121%

Hotels and Restaurants

564

4,656

8:1

601

107%

Transport and Storage

165

939

6:1

140

85%

Information and Communications

110

630

6:1

77

70%

Financial Services

60

346

6:1

65

108%

Business services

805

4,140

5:1

741

92%

Public Administration

87

263

3:1

55

63%

Education

263

959

4:1

314

119%

Health and Social Work

496

2,028

4:1

544

110%

Arts and other service activities

336

1,771

5:1

344

102%

Table B-6 Targets, sample used and interviews achieved by size and sector: North West

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,902

17,772

9:1

1,623

85%

5-9

1,662

9,762

6:1

1,471

89%

10-24

1,567

9,325

6:1

1,545

99%

25-49

988

5,809

6:1

933

94%

50-99

444

3,404

8:1

449

101%

100-249

448

2,630

6:1

237

53%

250+

129

1,439

11:1

63

49%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

244

2,423

10:1

228

93%

Manufacturing

483

3,169

7:1

477

99%

Construction

534

4,972

9:1

382

72%

Wholesale and Retail

1,434

9,710

7:1

1,450

101%

Hotels and Restaurants

754

6,887

9:1

794

105%

Transport and Storage

282

2,112

7:1

212

75%

Information and Communications

214

1,579

7:1

136

64%

Financial Services

96

752

8:1

60

63%

Business services

1,429

9,420

7:1

1,086

76%

Public Administration

105

729

7:1

38

36%

Education

390

1,788

5:1

425

109%

Health and Social Work

708

3,900

6:1

686

97%

Arts and other service activities

467

2,990

6:1

347

74%

Table B-7 Targets, sample used and interviews achieved by size and sector: South East

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

2,378

19,038

8:1

2,730

115%

5-9

1,972

8,483

4:1

2,153

109%

10-24

1,866

8,626

5:1

2,156

116%

25-49

1,109

4,850

4:1

1,092

98%

50-99

504

2,847

6:1

499

99%

100-249

508

3,095

6:1

337

66%

250+

134

1,756

13:1

78

58%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

244

1,619

7:1

274

112%

Manufacturing

453

2,155

5:1

497

110%

Construction

719

6,713

9:1

769

107%

Wholesale and Retail

1,546

7,899

5:1

1,923

124%

Hotels and Restaurants

821

5,629

7:1

948

115%

Transport and Storage

303

1,722

6:1

272

90%

Information and Communications

474

2,814

6:1

352

74%

Financial Services

123

799

6:1

115

93%

Business services

1,862

11,023

6:1

1,981

106%

Public Administration

108

533

5:1

72

67%

Education

465

1,877

4:1

535

115%

Health and Social Work

778

3,172

4:1

732

94%

Arts and other service activities

575

3,108

5:1

575

100%

Table B-8 Targets, sample used and interviews achieved by size and sector: South West

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,853

16,286

9:1

1,938

105%

5-9

1,569

8,372

5:1

1,630

104%

10-24

1,475

7,980

5:1

1,639

111%

25-49

876

4,568

5:1

880

100%

50-99

386

2,619

7:1

418

108%

100-249

382

1,981

5:1

208

54%

250+

102

996

10:1

53

52%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

426

3,816

9:1

421

99%

Manufacturing

416

2,307

6:1

491

118%

Construction

567

4,831

9:1

447

79%

Wholesale and Retail

1,203

7,402

6:1

1,472

122%

Hotels and Restaurants

779

6,173

8:1

908

117%

Transport and Storage

224

1,488

7:1

187

83%

Information and Communications

234

1,539

7:1

158

68%

Financial Services

87

601

7:1

52

60%

Business services

1,234

7,353

6:1

1,155

94%

Public Administration

99

557

6:1

64

65%

Education

339

1,463

4:1

396

117%

Health and Social Work

628

3,121

5:1

648

103%

Arts and other service activities

407

2,351

6:1

367

90%

Table B-9 Targets, sample used and interviews achieved by size and sector: West Midlands

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,769

16,033

9:1

1,592

90%

5-9

1,495

8,572

6:1

1,344

90%

10-24

1,393

7,883

6:1

1,427

102%

25-49

847

4,719

6:1

799

94%

50-99

401

2,882

7:1

406

101%

100-249

396

2,149

5:1

202

51%

250+

114

1,133

10:1

47

41%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

267

2,427

9:1

240

90%

Manufacturing

556

3,490

6:1

606

109%

Construction

459

4,270

9:1

389

85%

Wholesale and Retail

1,289

8,243

6:1

1,237

96%

Hotels and Restaurants

600

5,320

9:1

581

97%

Transport and Storage

293

2,178

7:1

206

70%

Information and Communications

189

1,359

7:1

160

85%

Financial Services

79

577

7:1

44

56%

Business services

1,262

7,934

6:1

1,016

81%

Public Administration

87

502

6:1

47

54%

Education

349

1,564

4:1

331

95%

Health and Social Work

590

3,186

5:1

618

105%

Arts and other service activities

395

2,449

6:1

342

87%

Table B-10 Targets, sample used and interviews achieved by size and sector: Yorkshire and the Humber

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,677

13,848

8:1

1,799

107%

5-9

1,448

7,136

5:1

1,631

113%

10-24

1,372

5,870

4:1

1,463

107%

25-49

842

3,271

4:1

819

97%

50-99

388

2,090

5:1

408

105%

100-249

380

1,948

5:1

202

53%

250+

109

1,006

9:1

53

49%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

270

2,173

8:1

311

115%

Manufacturing

517

2,922

6:1

599

116%

Construction

486

4,447

9:1

478

98%

Wholesale and Retail

1,249

6,215

5:1

1,425

114%

Hotels and Restaurants

668

4,922

7:1

757

113%

Transport and Storage

262

1,656

6:1

278

106%

Information and Communications

168

968

6:1

141

84%

Financial Services

82

498

6:1

64

78%

Business services

1,101

5,627

5:1

988

90%

Public Administration

103

373

4:1

64

62%

Education

330

1,211

4:1

325

98%

Health and Social Work

589

2,230

4:1

577

98%

Arts and other service activities

391

2,033

5:1

368

94%

Table B-11 Targets, sample used and interviews achieved by size and sector: Northern Ireland

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,010

7,860

8:1

849

84%

5-9

851

4,947

6:1

872

102%

10-24

809

4,583

6:1

858

106%

25-49

481

2,104

4:1

452

94%

50-99

224

1,199

5:1

216

96%

100-249

221

589

3:1

123

56%

250+

64

321

5:1

30

47%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

347

2,082

6:1

179

52%

Manufacturing

250

1,423

6:1

285

114%

Construction

285

2,003

7:1

175

61%

Wholesale and Retail

749

4,571

6:1

828

111%

Hotels and Restaurants

304

2,422

8:1

232

76%

Transport and Storage

137

1,050

8:1

106

77%

Information and Communications

80

517

6:1

63

79%

Financial Services

70

468

7:1

80

114%

Business services

454

2,478

5:1

430

95%

Public Administration

84

317

4:1

41

49%

Education

293

1,164

4:1

381

130%

Health and Social Work

365

1,671

5:1

394

108%

Arts and other service activities

242

1,467

6:1

206

85%

Table B-12 Targets, sample used and interviews achieved by size and sector: Scotland

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,516

12,726

8:1

1,441

95%

5-9

1,268

6,921

5:1

1,205

95%

10-24

1,193

6,497

5:1

1,276

107%

25-49

719

3,617

5:1

666

93%

50-99

335

2,161

6:1

320

96%

100-249

331

1,951

6:1

212

64%

250+

94

1,045

11:1

87

93%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

370

3,135

8:1

423

114%

Manufacturing

301

1,912

6:1

365

121%

Construction

436

3,623

8:1

329

75%

Wholesale and Retail

965

5,892

6:1

1,109

115%

Hotels and Restaurants

614

4,336

7:1

608

99%

Transport and Storage

206

1,482

7:1

207

100%

Information and Communications

141

988

7:1

100

71%

Financial Services

88

594

7:1

67

76%

Business services

975

5,676

6:1

823

84%

Public Administration

159

1,661

10:1

55

35%

Education

273

1,239

5:1

242

89%

Health and Social Work

520

2,327

4:1

524

101%

Arts and other service activities

408

2,221

5:1

355

87%

Table B-13 Targets, sample used and interviews achieved by size and sector: Wales

Size

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

2-4

1,434

10,277

7:1

1,459

102%

5-9

1,212

5,633

5:1

1,099

91%

10-24

1,136

5,271

5:1

1,166

103%

25-49

680

2,637

4:1

624

92%

50-99

319

1,470

5:1

275

86%

100-249

318

1,019

3:1

151

47%

250+

91

522

6:1

51

56%

Sector

Overall target

Sample used

Ratio

Interviews achieved

% of overall target

Primary Sector and Utilities

387

2,584

7:1

372

96%

Manufacturing

348

1,437

4:1

322

93%

Construction

400

2,878

7:1

322

81%

Wholesale and Retail

945

4,691

5:1

1,010

107%

Hotels and Restaurants

603

3,688

6:1

552

92%

Transport and Storage

204

1,132

6:1

178

87%

Information and Communications

111

646

6:1

76

68%

Financial Services

56

381

7:1

58

104%

Business services

770

3,855

5:1

686

89%

Public Administration

143

678

5:1

61

43%

Education

304

1,029

3:1

299

98%

Health and Social Work

579

2,256

4:1

580

100%

Arts and other service activities

340

1,661

5:1

309

91%

Annex C: Questions utilised in ESS 2022, details of modularisation and changes made to questions

Table C-1 Questions used in ESS2022, the survey they originated from, and module information

Question Number

Original survey

Module

Question area

Question text

S1ESSAllScreener & FirmographicsGood morning / afternoon. Can I just check, is this [COMPANY NAME FROM SAMPLE]?
S2ESSAllScreener & Firmographics

[Interviewer introduction]… We’re conducting a [relevant commissioning body] survey about recruitment, human resources and workplace skills. Can I speak to the most senior person at this establishment with responsibility for these sorts of issues?

INTERVIEWER NOTE: IF RESPONDENT ATTEMPTS TO TRANSFER TO SOMEONE AT ANOTHER SITE: We need to speak to someone at this site rather than someone at another branch or office of your organisation. Could I speak to the person at this site who would have the best overview of the skills that your establishment needs its workers to have?

S3ESSAllScreener & Firmographics

The survey aims to help Government and other organisations to assist employers like you, by better understanding the needs of employers in terms of skills, training and employment. Your co-operation will ensure that the views expressed are representative of all employers in your industry.

IF NECESSARY: If you would like, we will also email you a summary report of our findings as a thank you for taking part once the research has been completed

The interview will take on average [IF SIZE=1-4: 20 minutes] [IF SIZE=5-7: 20 to 25 minutes] depending on the answers given. 

Would it be convenient to conduct the interview now?

IF NECESSARY: If you would like to confirm the validity of the survey, the Department of Education [IF NI/SCOTLAND/WALES (COUNTRY=2-4): who are also partners on this study] have included the project on their research webpage. I can provide the link to this if you’d like? 

www.gov.uk/government/organisations/department-for-education/about/research

S3aESSAllScreener & Firmographics

Before we begin, I just need to read out a quick statement regarding GDPR legislation.
I want to reassure you that all information collected will be treated in the strictest confidence, and that you have the right to have a copy of your data, change your data or withdraw from the research at any point. In order to guarantee this, and as part of our quality control procedures, all interviews are recorded automatically. Is that OK?

ADD IF NECESSARY: More information about how your data can be used can be found via our privacy note: [Employer Skills Survey 2022].

S4ESSAllScreener & FirmographicsWould you prefer the interview to be carried out in Welsh or English?
SA3ESSAllScreener & FirmographicsFirst, can I just check, is this establishment..? 
SA5 ESSAllScreener & FirmographicsApproximately how many people work in your organisation across the UK as a whole - 
By that I mean both full-time and part-time employees on your payroll, as well as any working proprietors or owners, but excluding the self-employed, outside contractor or agency staff.
SA1ESSAllScreener & FirmographicsHow many people work at this specific site, including yourself, all others on your payroll and any working proprietors or owners, but excluding the self-employed and outside contractor or agency staff.
SA1XESSAllScreener & FirmographicsCan I just check, are you including yourself in that answer?
SA4NEWESSAllScreener & FirmographicsIs this site the Head Office of the organisation?
SA4AESSAllScreener & FirmographicsAre the headquarters of your organisation based in the UK or outside of the UK? 
SA6ESSAllScreener & FirmographicsI have [READ OUT SIC DESCRIPTION ON SAMPLE] as a general classification for your establishment. Does this sound about right?
SA7ESSAllScreener & FirmographicsHow would you describe the main business activity of this establishment?
SA8ESSAllScreener & FirmographicsWould you classify your organisation as one ...?
SA10ESSAllScreener & FirmographicsIF PRIVATE SECTOR (SA8=1): Are your products or services primarily sold…?
IF PUBLIC/THIRD SECTOR (SA8=2-5): Does your establishment primarily serve the population…?
SC1AESSAllRecruitment & Skill Shortage VacanciesHas this site recruited anyone in the last 12 months? IF NECESSARY: whether or not they are still working for you
SC6ESSAllRecruitment & Skill Shortage VacanciesHow many vacancies, if any, do you currently have at this establishment? 
SC6chkESSAllRecruitment & Skill Shortage VacanciesI've recorded that as <insert number from SC6> is that correct?
SC7ESSAllRecruitment & Skill Shortage VacanciesIn which specific occupation(s) do you currently have a vacancy(ies) at this establishment?
SC8ESSAllRecruitment & Skill Shortage VacanciesHow many vacancies do you have for <EACH OCCUPATION AT SC7>?  
SC9ESSAllRecruitment & Skill Shortage VacanciesAre any of these vacancies proving difficult to fill?
SC10ESSAllRecruitment & Skill Shortage VacanciesHow many of your vacancies for [OCCUPATIONS AT SC7] are proving hard-to-fill?
SC11AESSAllRecruitment & Skill Shortage VacanciesWhat are the main causes of having a hard to fill vacancy for OCCUPATIONS AT SC7?
SC11BESSAllRecruitment & Skill Shortage VacanciesCan I just check, are you finding this vacancy(any of these vacancies) for [RELEVANT OCCUPATION] hard to fill because… ? 
SC12ESSAllRecruitment & Skill Shortage VacanciesYou said that you have had problems with the quality of the candidates for [RELEVANT OCCUPATION]. Would you say that they have been lacking… ? 
SC13AESSAllRecruitment & Skill Shortage VacanciesI’m now going to ask you about skills you have had difficulty finding among candidates. Have you found any of the following skills difficult to obtain from applicants for <TEXT SUBSTITUTION: OCCUPATION WITH SKILLS SHORTAGE VACANCY>?
IF NECESSARY: If you do not require candidates for this role to have this skill, then please do not include it in your answer.
NC13AESS 2019AllRecruitment & Skill Shortage VacanciesYou mentioned that you have found computer literacy / basic IT skills difficult to obtain from applicants for <OCCUPATION WITH SSV>. What specific basic IT skills have been lacking?
SC13NWESSAllRecruitment & Skill Shortage Vacancies

Turning now to skills relating to dealing with other people. Have you found any of the following skills difficult to obtain from applicants for <OCCUPATION WITH SSV>?

IF NECESSARY: If you do not require candidates for this role to have this skill, then please do not include it in your answer.

SC14ESSAllRecruitment & Skill Shortage VacanciesThinking now about all occupations in which you have hard-to-fill vacancies, are hard-to-fill vacancies causing this site to…
SC15ESSAllRecruitment & Skill Shortage VacanciesWhat, if anything, is this establishment doing to overcome the difficulties that you are having finding candidates to fill these hard-to-fill vacancies?
SC15bESSAllRecruitment & Skill Shortage VacanciesHave you recruited, or tried to recruit, workers who are non-UK nationals in order to fill these hard-to-fill vacancies? 
PC1EPSModule DEPS recruitmentHas your establishment had any vacancies for either full-time or part-time staff in the past 12 months, regardless of whether you managed to fill them or not?
PC4aEPSModule DEPS recruitmentOver the last 12 months has your establishment done any of the following to fill vacancies…
PC5EPSModule DEPS recruitmentI’d now like you to think about the factors your establishment looks for in candidates when looking to recruit new employees. For each factor that I read out, please say if it is critical, if it is a significant factor, if you place a small amount of value on it, or if it has no value for your establishment? 
PC6BEPSModule DEPS recruitmentHas anyone you’ve recruited in the last 12 months been between the ages of 16 and 18? 
PC6CEPSModule DEPS recruitmentHas anyone recruited been between the ages of 19 and 24?
PC6DEPSModule DEPS recruitmentCan I just check if you have recruited anyone under 25 years of age in the last 12 months? 
NC6DiESS 2019Module DEPS recruitmentAnd has anyone you’ve recruited in the last 12 months been between the ages of 25 and 49?
PC6EEPSModule DEPS recruitmentAnd has anyone you’ve recruited in the last 12 months been aged over 50? 
NC6GESS 2019Module DEPS recruitmentHow well prepared for work have the recruits aged 50 or over been?
PC10nwEPSModule DEPS recruitmentThinking of the last young person aged under 25 that your site recruited, did you use any of the following to fill the role…?
SPC28New question (originates from Scottish EPS 2021)Module DEPS Recruitment Have you heard of Developing the Young Workforce ‒ or DYW ‒ Regional Groups?
SPC29New question (originates from Scottish EPS 2021)Module DEPS RecruitmentHas your establishment had any engagement with your local DYW Lead or Regional Group over the past 12 months regarding offering work placements or other forms of work-related experience to school or college students?
PC10AEPSModule CEducation leaversThinking of the last 2-3 years, has this site taken on anyone to their first job on leaving school, college or university?
PC10BEPSModule CEducation leaversHave any of these been…[LEAVER TYPES]
PC10CEPSModule CEducation leaversThinking of those recruited in the last 2-3 years, how well prepared for work have the [LEAVER TYPES] been? 
PC10DEPSModule CEducation leaversIn what ways have they been poorly prepared? [IN LOOP FOR LEAVER TYPES WHERE RELEVANT] 
SPC10ENew question (originates from Scottish EPS 2021)Module CEducation leaversHave any of these been recruited to their first job from…[INSTITUTION TYPE]
SPC10FNew question (originates from Scottish EPS 2021)Module CEducation leaversThinking of those recruited in the last 2-3 years to their first job on leaving [INSTITUTION TYPE]
SPC10GNew question (originates from Scottish EPS 2021)Module CEducation leaversIn what ways have they been poorly prepared? [IN LOOP FOR LEAVER TYPES WHERE RELEVANT] 
PC17EPSModule CWork Experience & InspirationNow thinking about activities related to work experience, thinking about people of all ages, in the last 12 months has this site had anyone in for [PLACEMENT TYPES]
PC18EPSModule CWork Experience & InspirationHow many people have you had on [PLACEMENT TYPE] in the last 12 months? 
NC19NWESS 2019Module CWork Experience & InspirationTypically, how long did these placements last? [IN LOOP FOR PLACEMENT TYPES] 
NC20NWESS 2019Module CWork Experience & InspirationWere all, some or none of the individuals you had in on this type of placement paid whilst working for you? [IN LOOP FOR PLACEMENT TYPES]
PC19CEPSModule CWork Experience & InspirationIn the last 12 months has your establishment taken on anyone who has been on this kind of placement with you into a permanent or long-term paid role? [IN LOOP FOR PLACEMENT TYPES]    
PC20EPSModule CWork Experience & InspirationWhat are the main reasons you offer work experience placements or internships at this site? 
PC23EPSModule CWork Experience & InspirationI’d now like to ask about other ways that employers might engage with schools, colleges or universities.  This may involve things such as hosting site visits for students, talking to students about careers, or conducting activities such as mock interviews to improve the employability of students. During the past 12 months has your establishment engaged with schools, colleges or universities to provide such activities to students?
PC27EPSModule CWork Experience & InspirationYou mentioned that your site has not had any work placements or internships in the last 12 months, or engaged with educational institutions to provide other forms of work-related experience to their students. What would you say are the main reasons for not doing so? 
PUH1New question (originates from 2021 Pulse Survey)Module CT-levels

The Government introduced a new technical education qualification for 16-19-year olds, called T Levels, in September 2020.

Which of the following best describes your awareness of T levels?

NC28ESS 2019Module CT-levels

I’m going to read out some background information about how employers might engage with these new qualifications then ask about your interest in them.

As part of T Levels it will be compulsory for students to complete an industry placement lasting at least 45 days in an industry directly relevant to their course.

The timing and structure of the placement will be flexible to meet employers’ needs and it would be at the employer’s discretion whether to pay students during their placement.

Based on this information, how interested would your site be in providing work placements to T-levels students?

NC29ESS 2019Module CT-levelsThinking about your site’s capacity for offering placements to T-levels students, how easy or difficult would it be for you to offer these types of placements?
NC30New questionModule CT-levelsThe first Higher Technical Qualifications – HTQs - will be available from September 2022. HTQ is a quality mark for a subset of Level 4 and Level 5 technical qualifications that have been approved by panels of employers. Some HNDs and foundation degrees have received HTQ approval. Before today, which of the following best describes your awareness of HTQs?
SD5AESSAllWorkforce composition and skills gaps

Next we would like to categorise the [SA1] staff you have at this site into a number of different job roles. To help you quickly categorise your staff, we have an online prompt card – if you are at a computer we recommend accessing this page now at www.skillssurvey.co.uk/jobs . If not then it’s not a problem, I can just continue asking the questions as I have been doing so far.

IF NECESSARY: The page will ask you to choose a broad sector for your establishment. This will only be used to make the examples shown more relevant to you. If you are not sure, select ‘none of the above’.

SD5BESSAllWorkforce composition and skills gapsCan I just check which sector you have chosen?
SD5CESSAllWorkforce composition and skills gaps

Looking at the examples on the screen, please tell me how many of the [SA1] staff you have at this site fit into each job role.

Please note that staff should be classified according to their PRIMARY role that takes up the greatest proportion of their time, and that each member of staff should only be allocated to one job role.

SD5C_CHKESSAllWorkforce composition and skills gapsThe figures you have given me sum to [SD5C SUM] out of [SA1] staff. Can I just re-check the number of staff in each category?
SD5C_CHKaESSAllWorkforce composition and skills gapsCan I check, I’ve recorded that there are no managers employed at this site – is this correct?
SD5DESSAllWorkforce composition and skills gapsNext we would like to categorise the [SA1] staff you have at this site into different job roles. 

To help us give you relevant examples, please can you tell me which of the following broad sectors best fits your establishment:
SD5ESSAllWorkforce composition and skills gaps

For this next section we would like to categorise the [SA1] staff you have at this site into a number of different job roles.

We will go through each category one at a time and categorise your staff into a number of different job roles.

Staff should be classified according to their PRIMARY role that takes up the greatest proportion of their time, and each member of staff should only be allocated to one job role. 

Firstly, how many of your staff are employed as managers, directors or senior officials?

ADD AS NECESSARY: This categorisation covers occupations where main tasks consist of planning, directing and coordinating resources to achieve the efficient functioning of organisations and businesses. Working proprietors in small businesses are included. This can include the management of internal departments / sections.

ADD AS NECESSARY: Staff should be categorised according to their primary role, i.e. the one that takes up the greatest proportion of their time.

SD5chkaESSAllWorkforce composition and skills gapsCan I check, I've recorded that there are no managers employed at this site, is that correct?
SD6ESSAllWorkforce composition and skills gapsAnd how many – if any –of your staff are employed in administrative or secretarial occupations?
SD7ESSAllWorkforce composition and skills gapsYou’ve told me that a total of XX of your XX staff are employed as managers or in administrative roles. I’d now like you to tell me what roles the remaining XX staff fill and I’m going to read you seven different occupational roles. Please tell me if any of your remaining XX staff are employed in each. If staff carry out more than one role, please only include them in their main function.

First, do you employ any staff at this establishment as …[OCCUPATION]?
SD8ESSAllWorkforce composition and skills gapsHow many of your staff at this site are employed as [OCCUPATION]?
SD9ESSAllWorkforce composition and skills gapsHow many of your xx existing staff working in [OCCUPATION] would you regard as fully proficient at their job?
SD10ESSAllWorkforce composition and skills gapsI want to ask about two of the categories where you say not all staff are proficient.

What are the main causes of staff in <OCCUPATION> not being fully proficient in their jobs…? 
SD11AESSAllWorkforce composition and skills gapsI’m now going to ask you about the skills you feel need improving. Thinking about your <OCCUPATION> who are not fully proficient, which, if any, of the following skills do you feel need improving?
IF NECESSARY: If you do not require staff in this role to have this skill, then please do not include it in your answer.
ND11aESS 2019AllWorkforce composition and skills gapsYou mentioned that some of your <OCCUPATION> lack full proficiency in terms of computer literacy / basic IT skills. What specific basic IT skills are they lacking full proficiency in?
SD11NWESSAllWorkforce composition and skills gaps

Turning now to skills related to dealing with other people. Thinking about your <OCCUPATION> who are not fully proficient which, if any, of the following skills do you feel need improving…?

IF NECESSARY: If you do not require staff in this role to have this skill, then please do not include it in your answer.

ND11NWANew QuestionAllWorkforce composition and skills gapsWere any of the skills you mentioned needing improving for staff that are not fully proficient related to wanting to be more sustainable or carbon neutral?
SD12ESSAllWorkforce composition and skills gapsDoes the fact that some of your staff are not fully proficient have an impact on how your establishment performs?
SD13ESSAllWorkforce composition and skills gapsIs the fact that some of your staff are not fully proficient causing this establishment to…?
SD13AESSAllWorkforce composition and skills gapsHas your site taken any steps to improve the proficiency or skills of these staff?
SD14ESSAllWorkforce composition and skills gapsWhich if any of the following steps is this establishment taking to overcome the fact that some of its staff are not fully proficient in their job?
SD15ESSModules B (all nations) and D (NI, Wales and Scotland)UnderutilisationYou said that you have [SA1] staff at this site. Of these, how many would you say have QUALIFICATIONS that are more advanced than required for their current job role?
SD15AESSModules B (all nations) and D (NI, Wales and Scotland)UnderutilisationAnd how many of these [SD15] staff ALSO have SKILLS that are more advanced than required for their current job role?
SE1ESSModules B (all nations) and D (Wales and Scotland)UpskillingOver the next 12 months do you expect that any of your employees will need to acquire new skills or knowledge as a result of the following? 
SE2ESSModules B (all nations) and D (Wales and Scotland)UpskillingWhich single occupation will be most affected by this need to acquire new skills or knowledge?
SE3ESSModules B (all nations) and D (Wales and Scotland)UpskillingI’m now going to ask you about the skills you feel will need improving among your [OCCUPATION FROM SE2]. Which, if any, of the following skills do you feel will need improving over the next 12 months? 
NE3AESS 2019Modules B (all nations) and D (Wales and Scotland)UpskillingYou mentioned that [basic and/or advanced] IT skills will need improving among your [OCCUPATION FROM SE2]. What specific IT skills will need improving over the 12 months?
SE4ESSModules B and DUpskilling

Turning now to skills relating to dealing with other people. Which, if any, of the following skills do you feel will need improving among your [OCCUPATION FROM SE2] over the next 12 months?

IF NECESSARY: If you do not require staff in this role to have this skill, then please do not include it in your answer.

SF4ESSAllWorkforce developmentOver the past 12 months have you arranged or funded any OFF-THE-JOB training or development for employees [IF MULTISITE (SA3=2):  on the payroll at this site]? By OFF-THE-JOB training we mean training beyond that which takes place on-the-job or as part of their normal work duties. This could be undertaken on your premises, at a provider, at home or elsewhere.
SF4aESSAllWorkforce developmentAnd have you funded or arranged any ON-THE JOB or informal training and development over the last 12 months. By this I mean activities that would be recognised as training by the staff, and not the sort of learning by experience which could take place all the time. 
SF5ESSAllWorkforce developmentYou mentioned that you have not funded or arranged training for any of this establishment’s employees over the past 12 months. What are the reasons for this?
PROBE: What other reasons have there been? 
SF6ESSAllWorkforce developmentWhich of the following types of off the job training have you funded or arranged for employees at this establishment over the past year?
SF7aESSAllWorkforce developmentAnd how much of the training that you have funded or arranged has been for health & safety or basic induction training new staff receive when they start a job?
SF7bESSAllWorkforce developmentHave you arranged or funded any training for staff in the last 12 months which has involved….
SSF7cNew question (originates from Scottish ESS 2020)AllWorkforce developmentWas this online training or e-learning….?
SF7ESSAllWorkforce developmentAnd has your establishment done any of the following to aid the development of your employees in the last 12 months?
SF8ESSAllWorkforce developmentThinking about both on- and off-the-job training, over the last 12 months how many staff employed at this establishment have you funded or arranged training and development for, including any who have since left?
SF8chkESSAllWorkforce developmentYou said you have xx employees but you have trained xx staff in the past 12 months. Is this correct?
SF8chk2ESSAllWorkforce developmentWere these all your current staff?
SF9ESSAllWorkforce developmentOver the last 12 months which occupations have you arranged or funded training for, whether on or off the job?
SF10ESSModule BWorkforce developmentYou said you had funded or arranged training for xx staff in the last 12 months including any who have since left. How many of these were..?
SF10chkESSModule BWorkforce developmentYou said that in the last 12 months that you trained <SF8> staff, but the sum of the occupations that you have trained total <SF10SUM>. Do you wish to amend the overall figure or the number within each occupation?
SF11ESSAllWorkforce developmentOver the last 12 months, on average, how many days training and development, whether on or off the job, have you arranged for EACH MEMBER OF STAFF receiving training?
SF11chkESSAllWorkforce developmentCan I just check that, on average, EACH MEMBER OF STAFF receiving training and development has received [INSERT ANSWER FROM SF11 IF GAVE ABSOLUTE FIGURE OR “more than 20” IF CODE 12 ON DON’T KNOW RANGE] days training over the last 12 months?
PD6bEPSModule BWorkforce developmentHas your site [IF MULTISITE: or organisation] provided any EXTERNAL training for employees in the past 12 months? By external training we mean any training that has been delivered by people who are not immediate employees of your organisation. 
PD8EPSModule BWorkforce developmentWhich of the following external sources of training has your site used in the past 12 months…? 
PD12EPSModule BWorkforce development[PD6B=2:Why hasn’t your site used the teaching or training services of external training providers in the last 12 months?] [(SF4=2 AND SF4A=2): Why has your site not decided to deliver any training using the teaching or training services of external training providers in the last 12 months?]
SF12EPSAllWorkforce developmentThinking now about qualifications, how many of the <SF8 integer / band> people that you have funded or arranged training for, [whether on- or off-the-job,] over the past 12 months are or were being trained towards a nationally recognised qualification?
SF13ESSAllWorkforce developmentAnd still thinking about the training you have arranged or funded towards nationally recognised qualifications [IF SF12=1: is or was this member of, IF SF12>1: are or were any of these] staff being trained towards any of the following types of qualification in the last 12 months…
SSF13New question (originates from Scottish ESS 2020)AllWorkforce developmentAnd still thinking about the training you have arranged or funded towards nationally recognised qualifications, [IF SF12=1: is or was this member of, IF SF12>1: are or were any of these members of] staff being trained towards any of the following types of qualification in the last 12 months
PD13EPSModule BWorkforce developmentHas your site arranged or funded training designed to lead to a recognised VOCATIONAL qualification in the last 12 months?
PD14EPSModule BWorkforce developmentFor which of the following reasons has your establishment NOT arranged training for your employees that was designed to lead to a vocational qualification?
SF15AESSAllWorkforce developmentIf you could have done, would you have provided MORE training for your staff than you were able to over the last 12 months? 
SF15BESSAllWorkforce developmentWhat barriers, if any, have there been preventing your organisation providing more training over the last 12 months for staff at this location? PROBE: what other barriers have you faced? 
PD1EPSModule BInfo/advice on trainingIn the past 12 months, has anyone at this site sought or received information, advice or more practical help on skills or training-related issues from people external to your organisation?
PD1aEPSModule BInfo/advice on trainingAnd has your site experienced any skills or training-related issues in the last 12 months where you might have needed information, help or advice?
PD2EPSModule BInfo/advice on trainingHas anyone at this site received advice or help on skills and training related issues in the last 12 months from any of the following?
PD36EPSModule BInfo/advice on trainingIn the past 12 months has your site worked with another employer to develop skills or expertise in your workforce by, for example, accessing, sharing or providing training?
PD22EPSModule AApprenticeships & TraineeshipsI’d now like to ask some questions about Apprenticeships. By Apprenticeships I mean those which follow a formal framework and lead to a nationally recognised qualification. Do you currently have any staff undertaking Apprenticeships at this site?
PD23EPSModule AApprenticeships & TraineeshipsDo you currently offer Apprenticeships at this site? ADD IF NECESSARY: By apprenticeships I mean those which follow a formal framework or standard, and lead to a nationally recognised qualification.
PD23iEPSModule AApprenticeships & TraineeshipsHas your site offered apprenticeships in the last 3 years? 
PUE2aNew question (originates from 2021 Pulse Survey)Module AApprenticeships & TraineeshipsHas your site considered offering apprenticeships in the last 3 years?
PD23aEPSModule AApprenticeships & TraineeshipsDo you currently offer Apprenticeships at this site to...? 
PD27iEPSModule AApprenticeships & TraineeshipsHow long has your site been offering formal Apprenticeships? 
PD27AEPSModule AApprenticeships & TraineeshipsWhen your site first decided to offer apprenticeships, were you approached by an external organisation or individual, or was this something you actively decided to do yourselves?
PD27BEPSModule AApprenticeships & TraineeshipsWho or what type of organisation approached you regarding your site offering Apprenticeships? 
PD27CEPSModule AApprenticeships & TraineeshipsAnd why did you start offering Apprenticeships?
PD28EPSModule AApprenticeships & TraineeshipsWhich of the following would you say best describes your knowledge of apprenticeships?  
PD33EPSModule AApprenticeships & TraineeshipsWhy does your site not currently offer Apprenticeships?
PD34EPSModule AApprenticeships & TraineeshipsDoes your organisation plan to offer Apprenticeships in the future?
PD27EEPSModule AApprenticeships & TraineeshipsAnd over the next 2 years, do you expect the number of apprentices you have at this site to increase, stay about the same, or decrease?
PD27FEPSModule AApprenticeships & TraineeshipsWhy do you expect the number of apprentices at this site to increase over the next 2 years
PD27GEPSModule AApprenticeships & TraineeshipsWhy do you not expect the number of apprentices at this site to increase over the next 2 years? 
PD27HEPSModule AApprenticeships & TraineeshipsWhy do you expect the number of apprentices at this site to decrease over the next 2 years? 
PD34iiEPSModule AApprenticeships & TraineeshipsWhat are the main reasons why your organisation is intending to start offering apprenticeships in the future?
PD34AEPSModule AApprenticeships & TraineeshipsIs there any particular reason you do not plan to offer apprenticeships in the future?  
PD35CEPSModule AApprenticeships & TraineeshipsWhen recruiting someone to an apprenticeship, has your site used work experience placements to determine whether the individual is suitable for an apprenticeship prior to actually recruiting them as an apprentice?
ND42New questionModule AApprenticeships & TraineeshipsDo any of your current apprentices undertake their qualifications through the medium of Welsh or bilingually?
ND43New questionModule AApprenticeships & TraineeshipsSome apprenticeships qualifications are currently available through the medium of Welsh or bilingually. Would your establishment benefit from a wider range of qualifications being made available through the medium of Welsh or bilingually?
PD35aEPSModule AApprenticeships & Traineeships

I’d now like to ask you about Traineeships, a Government programme introduced in August 2013. These offer 16 to 24 year olds the opportunity to undertake substantial work experience placements alongside support with basic skills such as Maths and English to help them progress onto an apprenticeship, or secure sustainable employment.

Which of the following best describes your awareness of Traineeships?

PD35BEPSModule AApprenticeships & TraineeshipsIn the last 12 months have you had anyone undertake a Traineeship at this site?
ND41Adapted from ND40 in 2019Module AApprenticeships & TraineeshipsHow interested, if at all, would your site be in offering work placement opportunities to young people via the Traineeship programme
SD20EPSModule DNational Occupational Standards

A National Occupational Standard is a statement that describes what an individual needs to do, know and understand to be competent in an occupation. These have been developed by Sector Bodies or Sector Skills Councils working with their employers.

Which of these best describes your awareness of the National Occupational Standards for your industry or sector?

SD21EPSModule DNational Occupational StandardsDoes your site use the National Occupational Standards covering your sector in any of the following ways?
SG1ESSAllNational Occupational Standards

Does your establishment...

(IF SA1>9) Create teams of people, who don’t usually work together, to work on a specific project

Have an equal opportunities policy

Have formal procedures in place for employee consultation such as a staff association, employee forum or trade union consultation

Currently hold any of the ISO 9000 Standards

Consult with trade unions for reasons other than negotiations about pay and conditions

Conduct training needs assessments

Publish data about your site’s gender pay gap

SG5 ESSAllNational Occupational Standards

To what extent would you say employees at your establishment…

Have variety in their work

Have discretion over how they do their work

Have access to flexible or hybrid working arrangements

NG6New questionAllNational Occupational StandardsDoes your site have any staff who are ordinarily resident outside the UK and who are currently working in the UK on a visa?
NG7New questionAllNational Occupational StandardsIs your organisation currently actively sponsoring visas for any of the staff your site employs who are from outside the UK? By sponsoring, we mean that you covered the expenses of the applicant to obtain a visa to work for your establishment.
SI1ESSAllRecontactThank you very much for taking the time to speak to us today. Occasionally it is necessary to call people back to clarify their answers; may we please call you back if required?
SI3ESSAllRecontactThe Department for Education [WALES (COUNTRY=4): and the Welsh Government] [NI (COUNTRY=2): and the Department for the Economy in Northern Ireland] [SCOTLAND (COUNTRY=3): and the Scottish Government] will be conducting some follow up research in the next few weeks about training expenditure. This will involve sending some questions by email then collecting answers through a short telephone call. Would this be possible? 
SI3AESSAllRecontactWould you like us to email you a summary report of the findings of this survey, once the results are published in Summer 2018?
SI2ESSAllRecontactIf the Department for Education and their partners in this survey wish to carry out follow-up research within the next 2 years on related issues, would it be ok for them or their appointed contractors to contact you? 
SI2AESSAllRecontactWould it be OK if the selection for this follow-up research is based on your responses to this survey?
SI3B, SI3C, SI3D, SI3E, SI4, SI6, SI6aESSAllRecontactConfirming/collecting contact information
SI7ESSAllRecontact

Finally, it is sometimes possible to link the data we have collected with other government surveys or datasets to enable further statistical analysis. Would you be happy for this to be done?

ADD IF NECESSARY: Your confidentiality will be maintained, and linked data will be anonymised and only used for statistical purposes.

 

Table C-2 Questionnaire changes for ESS 2022

Question Number

Original survey

Updates to the question

Original question (if changes made)

S1ESS

New pre-codes:

- Named respondent / best person works from home – no phone number or direct email address given

- Named respondent / best person works from home – DIRECT EMAIL ADDRESS GIVEN

S2ESS

New pre-codes: 

- Named respondent / best person works from home – no phone number or direct email address given

- Named respondent / best person works from home – DIRECT EMAIL ADDRESS GIVEN

S3aESS

Updated text:

Before we begin, I need to read out a quick statement regarding GDPR legislation.

I want to reassure you that all information collected will be treated in the strictest confidence. You have the right to a copy of your data, change your data or withdraw from the research at any point. In order to guarantee this, and as part of our quality control procedures, all interviews are recorded. Is that OK?

ADD IF NECESSARY: More information about how your data can be used can be found via our privacy note: [Employer Skills Survey 2022].

Original text:

Before we begin, I just need to read out a quick statement regarding GDPR legislation.

I want to reassure you that all information collected will be treated in the strictest confidence, and that you have the right to have a copy of your data, change your data or withdraw from the research at any point. In order to guarantee this, and as part of our quality control procedures, all interviews are recorded automatically. Is that OK?

SC11AESS

New pre-codes (unprompted):

- COVID-19 has limited the availability of candidates

- COVID-19 has hindered the recruitment process

- Brexit has made it more difficult to recruit EU nationals

SC13aESS

New pre-code (prompted): 

- Creative and innovative thinking

SC15ESS

New pre-codes (unprompted):

- Advertising when there are no live vacancies

- Increasing / expanding apprenticeship programmes [IF COUNTRY=3: (including Foundation Apprenticeships, Modern Apprenticeships and Graduate Apprenticeships)]

- Offering new or enhanced flexible working e.g. working from home

- Offering new or enhanced benefits packages to new recruits (e.g. health insurance, company car etc.)

Amended pre-code:

- Increasing / expanding trainee programmes other than apprenticeships

PC5EPSReintegration of Scotland / relevant text substitutions
PC5EPS

New iteration (Scotland only):

- Having meta-skills such as problem-solving, critical thinking, communication, creativity, and leadership

PC10DEPS

New pre-codes (unprompted):

- Literacy (previously in combined ‘literacy/numeracy’ pre-code)

- Numeracy previously in combined ‘literacy/numeracy’ pre-code)

- Poor education

- Lack of common sense

- Poor attitude / personality or lack of motivation (e.g. poor work ethic, punctuality, appearance, manners)

- Lack of working world / life experience or maturity (including general knowledge)

Deleted codes:

- Literacy/numeracy skills

PC20EPS

New pre-codes (unprompted) (Scotland only):

- Approached by a Developing Young Workforce (or DYW) Lead or Regional Group

- Signed Up to the Young Person’s Guarantee

PC27EPS

New pre-code (unprompted):

- COVID-19 pressures / no work available due to COVID-19 / site closed because of COVID-19 / most people working from home

NC28ESS 2019

Updated text: 

I’m going to read out some background information about how employers might engage with these new qualifications then ask about your interest in them.

As part of T Levels it will be compulsory for students to complete an industry placement lasting at least 45 days in an industry directly relevant to their course.

The timing and structure of the placement will be flexible to meet employers’ needs and it would be at the employer’s discretion whether to pay students during their placement.

Based on this information, how interested would your site be in providing work placements to T-levels students?

Original text:

The Government is introducing new technical education qualifications for 16-19-year olds, called T Levels. I’m going to read out some background information about how employers might engage with these new qualifications then ask about your interest in them.

So, as part of T Levels it will be compulsory for students to complete an industry placement lasting at least 45 days in an industry directly relevant to their course. 

The students are likely to undertake the industry placement in the second year of their course and will also have undergone preparation to ensure they are ready to go on the placement. 

The timing and structure of the placement will be flexible to meet employers’ needs − for example it could be a block placement or day release – and it would be at the employer’s discretion whether to pay students during their placement.

Based on this information, how interested would your site be in providing work placements to T-levels students?

SD5ESS

Updated text: 

For this next section we would like to categorise the [SA1] staff you have at this site into a number of different job roles.]

We will go through each category one at a time and categorise your staff into the different job roles.

Staff should be classified according to their PRIMARY role that takes up the greatest proportion of their time, and each member of staff should only be allocated to one job role. 

Firstly, how many of your staff are employed as managers, directors or senior officials?

ADD AS NECESSARY: This categorisation covers occupations where main tasks consist of planning, directing and coordinating resources to achieve the efficient functioning of organisations and businesses. Working proprietors in small businesses are included. This can include the management of internal departments / sections. 

ADD AS NECESSARY: Staff should be categorised according to their primary role, i.e. the one that takes up the greatest proportion of their time.

Original text:

Next we would like to categorise the [SA1] staff you have at this site into different job roles

We will go through each category one at a time and categorise your staff into the different job roles.

Staff should be classified according to their PRIMARY role that takes up the greatest proportion of their time, and each member of staff should only be allocated to one job role. 

Firstly, how many of your staff are employed as managers, directors or senior officials?

ADD AS NECESSARY: This categorisation covers occupations where main tasks consist of direction and co-ordination of organisations and businesses. This can include the management of internal departments / sections. 

ADD AS NECESSARY: Staff should be categorised according to their primary role, i.e. the one that takes up the greatest proportion of their time.

SD11aESS

New pre-code (prompted):

- Creative and innovative thinking

SD15/SD15B (Underutilisation questions)ESS

Routing amendment:

Note, whereas in ESS 2019, these were asked of all respondents in Modules B and D, this time the routing was adapted to ‘Module B (all countries) or NI, Wales and Scotland in Module D’

SE1-SE4 (upskilling questions)ESSAs above, but note that those in NI in Module D, also excluded here.
SE1ESS

New text substitution:

- New legislative or regulatory requirements IF NI (COUNTRY=2):, including Northern Ireland protocol implementation 

Deleted codes:

- The UK’s decision to leave the EU

SE3ESS

New pre-code (prompted):

- Creative and innovative thinking

SF4ESS

Updated text:

Over the past 12 months have you arranged or funded any OFF-THE-JOB training or development for employees [IF MULTISITE (SA3=2):  on the payroll at this site]? By OFF-THE-JOB training we mean training beyond that which takes place on-the-job or as part of their normal work, duties. This could be undertaken on your premises, at a provider, at home or elsewhere.

Original text:

Over the past 12 months have you arranged or funded any off-the-job training or development for employees at this site - by off-the-job training we mean training away from the individual’s immediate work position, whether on your premises or elsewhere.

SF5ESS

New pre-codes (unprompted):

- COVID-19 meant that planned training courses were suspended / unavailable

- COVID-19 has made staff reluctant to travel to or attend training courses

PD6B

Routing amendment:

The base here was expanded here to include all who provided training (in Module B), rather than solely those who train off-the-job.

PD12ESS

Routing amendment:

Related to the changes to the routing at PD6B, this question was adapted to exclude those who previously said they only provide off-the-job training (MODULE=2 AND SF4DUM=3)

SF13ESS

Routing amendment:

Those who answered ‘don’t know how many but there were some’ reintroduced to the survey base after not being included in ESS 2019

PD13EPS

Updated text:

Has your site arranged or funded training designed to lead to a recognised VOCATIONAL qualification, in the last 12 months?

Original text:

Has your site arranged or funded training designed to lead to a recognised VOCATIONAL qualification, to aid the development of your employees in the last 12 months?

PD14EPS

Updated text:

For which of the following reasons has your site NOT arranged training for your employees that was designed to lead to vocational qualifications?

Amended pre-codes

- Vocational qualifications are too expensive (removed ‘to deliver’ at the end)

- Vocational qualifications take too long (removed ‘to deliver’ at the end)

Original text:

For which of the following reasons has your establishment NOT arranged training for your employees that was designed to lead towards the achievement of a vocational qualification?

SF15BESS

New pre-codes (unprompted):

- COVID-19 meant that planned training courses were suspended / unavailable

- COVID-19 has made staff reluctant to travel to training courses

PD2EPS

New pre-codes (prompted):

- National Training Foundation for Wales (Wales only)

- The Federation of Small Businesses

Amended pre-code (prompted):

- Welsh Government, excluding Business Wales and Skills Gateway

- Business Wales or Skills Gateway

Reintroduction of Scottish pre-codes (prompted):

- Business Gateway

- Scottish Enterprise

- Highlands and Islands Enterprise

- Skills Development Scotland

Scottish codes taken from Scottish EPS:

- South of Scotland Enterprise

- Your local Developing the Young Workforce ‒ or DYW ‒ Lead or Regional Group

PD27iEPS

Updated text:

How long has your site been offering formal apprenticeships?

ADD IF NECESSARY: By formal apprenticeships I mean those which follow a formal framework or standard, and lead to a nationally recognised qualification.

Original text:

How long has your site been offering formal apprenticeships?

ADD IF NECESSARY: By formal apprenticeships I mean those which follow a formal framework and lead to a nationally recognised qualification.

PD27CEPS

New pre-codes (unprompted) 

(Scotland only):

- Encouragement / support from a Developing the Young Workforce (DYW) Lead or Regional Group

Amended pre-codes (unprompted):

- Availability of grants or incentives to support it

PD28EPS

Deleted pre-codes (prompted):

- I am aware of them and have a very good knowledge of what is involved

PD33EPS

New pre-codes (unprompted):

- We were not able to offer placements during lockdowns / COVID 

PD34iiEPS

New pre-code (unprompted):

- Incentives for hiring apprentices

PD34AEPS

New pre-codes (unprompted):

- Ongoing financial impacts of the COVID-19 pandemic on the business

SD20 to SG5ESSNote, Scotland was reintegrated into the base for these questions, but England remained excluded.

Annex D: Questions from ESS 2019 removed for ESS 2022

Table D-1 Questions from ESS 2019 that were not included in ESS 2022

Question Number

Original survey

Question area

Question text

SA11ESSScreener & FirmographicsIs this primarily within the EU, or primarily outside of the EU?
SA12ESSScreener & FirmographicsCan I check, [IF PRIVATE SECTOR (SA8=1): do you sell any of your products and services] [IF PUBLIC/THIRD SECTOR (SA8=2-5): does your establishment serve the population at all] outside the UK but within the EU?
SC16ESSRecruitment & Skill Shortage VacanciesWhen you have recruited, or tried to recruit, workers who are non-UK nationals, were these EU nationals, non-EU nationals, or both?
SD1bESSWorkforce composition and skills gaps

Approximately how many of your [NUMBER FROM SA1 / RANGE FROM SA1DUM] current staff, if any, are from EU member states and are not UK citizens?

ADD IF NECESSARY: This information is solely to provide data on the possible impact on businesses of the UK’s decision to leave the EU. Your answers are fully confidential and anonymous.

SD1bRANESSWorkforce composition and skills gapsCan you tell me approximately what proportion of your [NUMBER FROM SA1 / RANGE FROM SA1DUM] employees, if any, are from EU member states and are not UK citizens?
ND1bESS 2019Workforce composition and skills gaps

And approximately how many of your current staff, if any, are not UK citizens and are from countries outside of the EU?

ADD IF NECESSARY: This information is solely to provide data on the possible impact on businesses of the UK’s decision to leave the EU. Your answers are fully confidential and anonymous.

ND1bRANESS 2019Workforce composition and skills gapsCan you tell me approximately what proportion of your current staff, if any, are not UK citizens and are from countries outside of the EU?
SD14aESSWorkforce composition and skills gapsHave you recruited, or tried to recruit, workers who are non-UK nationals in order to overcome the fact that some staff are not fully proficient in their job?
SD14bESSWorkforce composition and skills gapsIn terms of recruiting workers who are non-UK nationals, are these EU nationals, non-EU nationals, or both?
PD16EPSWorkforce development To what extent would you agree or disagree that employees achieving vocational qualifications leads to…
PD17EPSWorkforce developmentAnd to what extent would you agree or disagree that vocational qualifications…?
PD22AEPSApprenticeships & TraineeshipsHow many current Apprentices do you have at this site?
PD22BEPSApprenticeships & TraineeshipsIs it approximately…?
ND23cESS 2019Apprenticeships & TraineeshipsHow many apprentices in total have you had at this site over the past 3 years?
ND23CRANESS 2019Apprenticeships & TraineeshipsIs it approximately…?
ND23dESS 2019Apprenticeships & TraineeshipsWhat proportion of those apprentices you’ve had in the last two to three years have been retained as a permanent member of staff, or in a long-term paid role, after they completed their apprenticeship? Would you say it has been…
ND23eESS 2019Apprenticeships & TraineeshipsWhat were the reasons for not retaining <ND23d=4: any> <ND23d=2/3: some> of the apprentices that you’ve had at your site over the last 2-3 years?
PD25iEPSApprenticeships & TraineeshipsDo any of your apprentices receive training delivered by a training provider either on their or your premises? 
PD25iiEPSApprenticeships & TraineeshipsAnd do you as the employer provide formal training sessions as part of the apprenticeship?
PD25iiiEPSApprenticeships & TraineeshipsWhat type of training provider delivers the training for your apprentices. Is it…?
PD26EPSApprenticeships & TraineeshipsTypically how long are the Apprenticeships you offer intended to last for from start to finish?
PD27DEPSApprenticeships & TraineeshipsSince your site first started offering formal Apprenticeships, has the number of apprentices that you have at this site increased, decreased or remained about the same?
ND29nwESS 2019Apprenticeships & TraineeshipsAre you aware of the following recent apprenticeship policy changes?
ND30nwESS 2019Apprenticeships & TraineeshipsAs a result of these recent reforms to apprenticeships, has there been a change to any of the following at this site?
ND31nwESS 2019Apprenticeships & TraineeshipsAnd as a result of those same apprenticeship reforms, have the following increased, decreased or stopped altogether at this site?
ND36ESS 2019Apprenticeships & Traineeships

I’d now like to ask you about Traineeships in Wales.  The Traineeships programme in Wales is a programme for young people aged 16 to 18 which aims to give young people the skills they need to get a job or progress to further learning at a higher level – such as an apprenticeship or further education.

Prior to this interview, had you heard of the Traineeships programme in Wales?

ND37ESS 2019Apprenticeships & TraineeshipsHave you taken on anyone at this site to do a Traineeship as part of the Traineeships programme in Wales?
ND38ESS 2019Apprenticeships & TraineeshipsWhat are the main reasons you decided to take someone on to do a Traineeship?
ND39ESS 2019Apprenticeships & TraineeshipsWhat are the main reasons why you have not taken on anyone at this site to do a Traineeship?
ND40ESS 2019Apprenticeships & TraineeshipsHow interested, if at all, would your establishment be in offering work placement opportunities to young people via the Traineeship programme in Wales. Would you be…?

Annex E: Occupational Coding

The occupational data collected in the survey were collected both pre-coded and verbatim. The former included the occupational breakdown of employment (question SD5c to SD8) where respondents were asked how many of their workforce fell into each of the nine major (one-digit) Standard Occupation Classification (SOC) 2010 categories (Managers, Directors and Senior Officials through to Elementary Occupations). However, on vacancy measures (for example the occupations in which vacancies existed at the time of the interview – question SC7) this information was collected verbatim and then coded at the analysis stage, where possible to a four-digit level SOC. Table E-1below gives examples of the types of occupations included within occupational bandings.

Table E-1 Examples of occupations that were included within each occupational group

Occupational group

Primary sectors (Agriculture, manufacturing, construction etc)

Service sectors (retail, business, finance, transport etc)

Public sector (Public Admin, Health, Education etc)

Managers, Directors and Senior OfficialsSite managers, Department Heads, Shift Managers (not supervisors)Directors, Managers / Branch/site managers, shift managers (not supervisors)Police inspectors and above, department heads, Head teachers, Senior Officials
ProfessionalsProfessional engineers, software and IT professionals, accountants, chemists, scientific researchers, lab techniciansSolicitors, lawyers, accountants, IT professionals, economists, architects, actuariesDoctors, nurses, midwives, paramedics, teachers, social workers, librarians
Associate ProfessionalsScience and engineering technicians, IT technicians, accounting techniciansInsurance underwriters, finance/investment analysts and advisers, writers/journalists, buyers, estate agentsJunior police /fire/prison officers, therapists, community workers, H&S officers, housing officers
Administrative staffSecretaries, receptionists, PAs, telephonists, bookkeepersSecretaries, receptionists, PAs, communication operators, market research interviewers, clerksSecretaries, receptionists, PAs, local government officers and assistants, office assistants, library and database assistants
Skilled TradesFarmers, electricians, machine setters / tool makers, carpenters, plasterersMotor mechanics, chefs, printers, TV engineers, butchersChefs, cooks
Caring, Leisure and Other Service OccupationsCare assistantsTravel agents, travel assistants, hairdressers, housekeepersCare assistants, home carers, ambulance staff, pest control, dental nurses, caretakers
Sales and customer service occupationsCustomer facing roles: sales staff and call centre agentsSales assistants and retail cashiers, telesales, call centre agentsCustomer care operations
Process, plant and machine operativesRoutine operatives, drivers, machine operators, sorters and assemblersHGV, van, fork-lift, bus and taxi driversDrivers, vehicle inspectors
Elementary occupationsLabourers, packers, goods handling and storage staffBar staff, shelf fillers, catering assistants, waiters/waitresses, cleanersLabourers, cleaners, road sweepers, traffic wardens, security guards

In 2020, ONS released new Standard Occupational Classifications (SOC 2020). Minor changes were made to occupational categories including, but not limited to:

  • Updating the descriptions of which jobs were classified in which occupational level e.g., paramedics and graphic designers were reclassified as professionals, rather than associate professionals 
  • Renaming of codes as a result of technological developments and innovation e.g., renaming IT specialist managers (code 2133 in 2010), to IT managers (code 2132 in 2020)
  • Disaggregating some job groups into separate categories e.g., splitting out “managers” from “directors” into separate codes in relation to those working in storage and transport
  • Aggregating other job groups into the same category e.g., air traffic controllers, and aircraft pilots and flight engineers into one code (previously separate in 2010).

A full list of the changes can be found on the ONS website.[1] (opens in a new tab)

ESS 2022 data was coded to SOC 2010 categories to ensure the results could be compared with those from previous waves of ESS. However, a separate dataset has been produced which codes the occupational data to SOC 2020, so that future waves of ESS, which will use the SOC 2020 classifications, can be compared back to ESS 2022. 

[1] (opens in a new tab)The relationship between Standard Occupational Classification 2010 and Standard Occupational Classification 2020 - Office for National Statistics (opens in a new tab)

Annex F: Reassurance email

SURVEY REFERENCE: [KEY NUMBER]

UK Employer Skills Survey 2022

Thank you for considering participating in this important research. 

The UK Employer Skills Survey 2022 is being conducted by IFF Research, an independent market research organisation, on behalf of the Department for Education (DfE) [SCOTLAND (COUNTRY=3): and partners including the Scottish Government] [WALES (COUNTRY=4: and partners including the Welsh Government] [NI (COUNTRY=2): and partners including the Department for the Economy in Northern Ireland]. 

The survey gives you the opportunity to share your views on the challenges your establishment faces in relation to skills, training and employment and will help to shape government policy in these areas and ensure organisations like yours have the support they need to address these challenges in the future. We hope to speak to a wide range of organisations to ensure that the views expressed are representative of all employers in your sector.

We hope very much that you are able to take part. Participation will involve a telephone interview with an IFF interviewer lasting around 20 minutes at a time that is convenient for you. More information about the survey (including FAQs) can be found at http://www.skillssurvey.co.uk (opens in a new tab). You can also find out more about the research on the Department for Education’s webpage: www.gov.uk/government/organisations/department-for-education/about/research (opens in a new tab)

[ENGLAND, NI & WALES (COUNTRY=1,2 & 4): For results from the previous 2019 survey please see the Gov.UK website: Employer skills survey 2019 - GOV.UK (www.gov.uk) (opens in a new tab)] [SCOTLAND (COUNTRY=3): For results from the previous 2020 survey see Scottish Employer Skills Survey 2020 - gov.scot (www.gov.scot) (opens in a new tab)]

If you have any queries concerning the format or content of the interview, please contact us at SkillsSurvey2022@iffresearch.com, or call our freephone helpline on 0800 0147 353. 

Your organisation has been selected from Market Location’s Business Database. Your replies will be treated in the strictest confidence under the Code of Conduct of the Market Research Society, and in accordance with the Data Protection Act (2018) and the General Data Protection Regulations (GDPR). More information about how your data can be used can be found via our privacy note: https://www.skillssurvey.co.uk/privacy.htm (opens in a new tab) 

Thank you for your assistance. 

Yours sincerely,

Annex G: Working from home version of reassurance email

UK Employer Skills Survey 2022

Dear [NAME COLLECTED]

IFF Research, an independent market research agency, has been commissioned by the Department for Education (DfE) [SCOTLAND (COUNTRY=3): and partners including the Scottish Government] [WALES (COUNTRY=4: and partners including the Welsh Government] [NI (COUNTRY=2): and partners including the Department for the Economy in Northern Ireland], to undertake the UK Employer Skills Survey. 

We recently tried to get in touch but were informed by a colleague that you are not always in the office to accept calls and so we are reaching out to see whether you would be willing to help us with this study. If you are happy to take part on behalf of your establishment at <POSTCODE>, please click here to leave your telephone number. 

The survey gives you the opportunity to share your views on the challenges your establishment faces in relation to skills, training and employment and will help to shape government policy in these areas and ensure organisations like yours have the support they need to address these challenges in the future. We hope to speak to a wide range of organisations to ensure that the views expressed are representative of all employers in your sector.

We hope very much that you are able to take part. Participation in this survey will involve a telephone interview with an IFF interviewer lasting around 20 minutes at a time that is convenient for you. More information about the survey (including FAQs) can be found at http://www.skillssurvey.co.uk (opens in a new tab). You can also find out more about the research on the Department for Education’s webpage: www.gov.uk/government/organisations/department-for-education/about/research (opens in a new tab) [ENGLAND, NI & WALES (COUNTRY=1,2 & 4): For results from the previous 2019 survey please see the Gov.UK website: Employer skills survey 2019 - GOV.UK (www.gov.uk) (opens in a new tab)] [SCOTLAND (COUNTRY=3): For results from the previous 2020 survey see Scottish Employer Skills Survey 2020 - gov.scot (www.gov.scot) (opens in a new tab)]

If you have any queries concerning the format or content of the interview, please contact us at SkillsSurvey2022@iffresearch.com (opens in a new tab), or call our freephone helpline on 0800 0147 353. 

Your organisation has been selected from Market Location’s Business Database. Your replies will be treated in the strictest confidence under the Code of Conduct of the Market Research Society, and in accordance with the Data Protection Act (2018) and the General Data Protection Regulations (GDPR). More information about how your data can be used can be found via our privacy note: https://www.skillssurvey.co.uk/privacy.htm (opens in a new tab)

Thank you for your assistance. 

Yours sincerely,

Annex H: Response rates by subgroup for the core survey

Table H-1 Interviews achieved and response rate broken down by nation, size and sector[1] (opens in a new tab)

Survey group

Interviews achieved

Response rate

Total

72,918

53%

Nation

Interviews achieved

Response rate

England

59,486

52%

Northern Ireland

3,400

53%

Scotland

5,207

53%

Wales

4,825

57%

Size

Interviews achieved

Response rate

2-4

20,671

47%

5-24

35,033

57%

25-49

9,403

59%

50-99

4,603

54%

100-249

2,543

45%

250+

665

34%

Sector

Interviews achieved

Response rate

Primary Sector and Utilities

3,210

49%

Manufacturing

5,305

50%

Construction

5,196

43%

Wholesale and Retail

15,694

53%

Hotels and Restaurants

8,087

58%

Transport and Storage 

2,456

45%

Information and Communications

2,061

44%

Financial Services

991

37%

Business Services

13,036

49%

Public administration

656

49%

Education

4,654

73%

Health and Social Work

7,186

67%

Arts and Other Services

4,386

57%

[1] (opens in a new tab)Response rate is calculated as ‘achieved interviews’ as a proportion of all ‘complete contacts’, as explained in the Response Rate section of the main body of the technical report.

Annex I: Edit specification

Table I-1 Edit specification for ESS 2022

Edit Number

Objective of edit 

Condition

Force/Action

 EDIT 1Check that all SICs given at SA7 are valid SIC07 codesIf SA6 = 2 Any records where SA6=2 will need to have the SIC at SA7 validated. Recode where possible, recontact if necessary. 
 EDIT 2To ensure that all SOC codes are valid at SC7
(4 DIGITS)
If SOC at SC7 is not in full SOC file providedRecode where possible, recontact if necessary. Coding to 1 or 2 digit SOC is acceptable if there is not sufficient information, although this should only be the case for a small minority of records (i.e. less than 1%).
For any records that are entirely uncodable, use four zeros "0000".
 EDIT 3To check that public sector ('local or central government financed body') definition given at SA8 is consistent with SIC codeIf SA8 is '3' or '4' and first two digits of SIC are not '84', '85' or ''86'Each record to be judged on an individual basis by company name and activity.
 EDIT 4To check legitimacy of high numbers of employmentIf SA1 is greater than 1500Each record to be judged on an individual basis. Call-backs may be necessary if number of employees seems excessively high for business activity. 
 EDIT 5To check legitimacy of high numbers of vacancies in relation to size of establishmentIf SC6 is more than 5 times greater than SA1 if SA1 < 5 
OR
if SC6 is more than 3 times greater than SA1 if SA1 IS BETWEEN 5 AND 49
OR
if SC6 is more than 1.5 times greater than SA1 if SA1 ≥ 50
Call-backs usually necessary to confirm high numbers of vacancies.
 EDIT 6To investigate establishments where all employees have been allocated to one occupational groupIf only one of SD5, SD6, SD8_1-7 / SD5C_1-9 is greater than 0 and SA1 is more than 10Each record to be judged on an individual basis. Call-backs may be necessary.
 EDIT 7To check high values of individual occupational groupsIf SD5 / SD5C_1 (managers) is greater than 50 OR
If SD8_7 / SD5C_9 (professionals) is greater than 100 OR
If SD8_6 / SD5C_8 (associate prof/technical) is greater than 100 OR
If SD6 / SD5C_2 (admin/clerical) is greater than 100 OR
If SD8_5 / SD5C_7 (skilled trades) is greater than 100 OR
If SD8_4 / SD5C_6 (caring/leisure) is greater than 100 OR
If SD8_3 / SD5C_5 (sales/customer service) is greater than 100 OR
If SD8_2 / SD5C_4 (machine operatives) is greater than 100 OR
If SD8_1 / SD5C_3 (elementary) is greater than 100
Each record to be judged on an individual basis. Call-backs may be necessary.
 EDIT 8To check high values of underemployed (both qualifications and skills) staffIf SD15a is greater than half of the sum of SD9 (number of proficient employees) and SA1>5Each record to be judged on an individual basis. Call-backs may be necessary.
 EDIT 9To ensure all postcodes given by respondents are validIf SI4=2Check that postcode is valid and given in full. Invalid postcodes will need to be investigated as each record must have a full valid postcode in the final data file. 
EDIT 10To check legitimacy of high numbers of work experience placements in relation to size of establishmentIf PC18_1-11 is (combined) more than 5 times greater than SA1 if SA1<5
OR
If PC18_1-11 is (combined) more than 2 times greater than SA1 if SA1 IS BETWEEN 5 AND 49
OR
If PC18_1-11 is (combined) greater than SA1 if SA1 ≥ 50
Each record to be judged on an individual basis. Consider appropriate action if discrepancies are inexplicable.
Call-backs may be necessary.
EDIT 11To check high numbers on particular work experience placementsIf any PC18_1-11 value greater than 100Each record to be judged on an individual basis.
Call-backs may be necessary.
EDIT 12Check legitimate use of the "Head Office" codeIf establishment is a single site (SA3=1) and has used one of the various 'Head Office Decision' codes at PC27, PD12, PD27c, PD34a, ND39, PD33, PD34ii, SF15B, PD27GRemove use of the Head Office code if establishment is a single site. Force to DK if Head Office code only one selected.
EDIT 13Check for instances where at 'Training IS provided by external providers' code is used and whether a valid responseIF PD12='Training IS provided by external providers'Flag these records as potentially needing edits. Listen to recording/consider verbatim to see reasons for inconsistencies
EDIT 14Check instances where respondents declared they have never heard of Developing the Young Workforce ‒ or DYW, but selected it as a code in later questions

IF SPC28=2/3 (No or Don't know) and PC20_10=1 (Approached by a Developing Young Workforce (or DYW) Lead or Regional Group)

IF SPC28=2/3 (No or Don't know) and PD2_30=1 (Your local Developing the Young Workforce ‒ or DYW ‒ Lead or Regional Group)

IF SPC28=2/3 (No or Don't know) and PD27C_12=1 (Encouragement / support from a Developing the Young Workforce (DYW) Lead or Regional Group)

Change PC20_10 to 0

Change PD2_30 to 0

Change PD27C_12 to 0

Annex J: Weighting categories

Table J-1 Region categories used for weighting

Region
East Midlands
East of England
London
North East
North West
South East
South West
West Midlands
Yorkshire and The Humber
Northern Ireland
Scotland
North Wales
Mid Wales
South East Wales
South West Wales

Table J-2 Size categories used for weighting

Size
2-4 employees
5-9 employees
10-24 employees
25-49 employees
50-99 employees
100-249 employees
250+ employees

Table J-3 Sector categories used for weighting

Sector
Primary Sector & Utilities
Manufacturing
Construction
Wholesale & Retail
Hotels & Restaurants
Transport & Storage
Information & Communications
Financial Services
Business Services
Public Administration
Education
Health and Social Work 
Arts & Other Services

Annex K: Sampling error and statistical confidence

Sampling errors for the survey results overall and for key sub-groups are presented in Table K-1 below. Figures have been based on a survey result of 50% (the ‘worst’ case in terms of statistical reliability), and have used a 95% confidence level. Where the table indicates that a survey result based on all respondents has a sampling error of ±0.36%, this should be interpreted as follows: ‘for a question asked of all respondents where the survey result is 50%, we are 95% confident that the true figure lies within the range 49.64% to 50.36%’. Significance testing on employer measures use the unweighted respondent base, while employment measures, and density measures such as the proportion of the workforce with skills gaps and skills-shortage vacancy density, have been calculated on the basis of the unweighted employment (or vacancy) base.

As a note, the calculation of sampling error has taken into account the finite population correction factor to account for cases where we are measuring a significant portion of the population universe (i.e., even if two sample sizes are the same, the sampling error will be lower if in one case a far higher proportion of the population was covered).

These confidence intervals are based on the assumptions of probability random sampling and a normal distribution of responses.

Table K-1 Sampling error (at the 95% confidence level) associated with findings of 50%

Survey group

Population

Number of 

interviews

(Maximum) 

Sampling Error

Total

1,997,712

72,918

± 0.36

Nation

Population

Number of

interviews

(Maximum)

Sampling Error

England

1,699,436

59,486

± 0.39

Northern Ireland

60,351

3,400

± 1.63

Scotland

149,992

5,207

± 1.33

Wales

87,933

4,825

± 1.37

Size 

Population

Number of

interviews

(Maximum)

Sampling Error

2-4

1,090,135

20,671

± 0.68

5-9

415,707

17,487

± 0.73

10-24

291,035

17,546

± 0.72

25-49

107,083

9,403

± 0.97

50-99

53,204

4,603

± 1.38

100-249

28,153

2,543

± 1.85

250+

12,395

665

± 3.70

Sector

Population

Number of

interviews

(Maximum)

Sampling Error

Primary Sector and Utilities

109,809

3,210

± 1.70

Manufacturing

102,452

5,305

± 1.31

Construction

210,367

5,196

± 1.34

Wholesale and retail

378,176

15,694

± 0.77

Hotels and restaurants

196,825

8,087

± 1.07

Transport and storage 

68,093

2,456

± 1.94

Information and communications

87,449

2,061

± 2.13

Financial services

37,455

991

± 3.07

Business activities

454,476

13,036

± 0.85

Public administration

17,312

656

± 3.75

Education

60,674

4,654

± 1.38

Health and Social Work

130,363

7,186

± 1.12

Arts and Other Services

144,261

4,386

± 1.46

Table K-2 Sampling error (at the 95% confidence level) associated with findings of 50% - Module A

Survey group

Population

Number of 

interviews

(Maximum) 

Sampling Error

Total

1,997,712

13,603

± 0.84

Nation

Population

Number of

interviews

(Maximum)

Sampling Error

England

1,699,436

10,134

± 0.97

Northern Ireland

60,351

905

± 3.23

Scotland

149,992

1,325

± 2.68

Wales

87,933

1,239

± 2.76

Size 

Population

Number of

interviews

(Maximum)

Sampling Error

2-4

1,090,135

3,772

± 1.59

5-9

415,707

3,272

± 1.71

10-24

291,035

3,280

± 1.70

25-49

107,083

1,792

± 2.30

50-99

53,204

892

± 3.25

100-249

28,153

468

± 4.49

250+

12,395

127

± 8.65

Sector

Population

Number of

interviews

(Maximum)

Sampling Error

Primary Sector and Utilities

109,809

618

± 3.93

Manufacturing

102,452

1,004

± 3.08

Construction

210,367

934

± 3.20

Wholesale and retail

378,176

3,024

± 1.77

Hotels and restaurants

196,825

1,475

± 2.54

Transport and storage 

68,093

440

± 4.66

Information and communications

87,449

362

± 5.14

Financial services

37,455

185

± 7.19

Business activities

454,476

2,379

± 2.00

Public administration

17,312

135

± 8.40

Education

60,674

904

± 3.24

Health and Social Work

130,363

1,353

± 2.65

Arts and Other Services

144,261

790

± 3.48

Table K-3 Sampling error (at the 95% confidence level) associated with findings of 50% - Module B

Survey group

Population

Number of 

interviews

(Maximum) 

Sampling Error

Total

1,997,712

13,437

± 0.84

Nation

Population

Number of

interviews

(Maximum)

Sampling Error

England

1,699,436

10,038

± 0.98

Northern Ireland

60,351

809

± 3.42

Scotland

149,992

1,334

± 2.67

Wales

87,933

1,256

± 2.75

Size 

Population

Number of

interviews

(Maximum)

Sampling Error

2-4

1,090,135

3,760

± 1.60

5-9

415,707

3,256

± 1.71

10-24

291,035

3,254

± 1.71

25-49

107,083

1,737

± 2.33

50-99

53,204

798

± 3.44

100-249

28,153

499

± 4.35

250+

12,395

133

± 8.45

Sector

Population

Number of

interviews

(Maximum)

Sampling Error

Primary Sector and Utilities

109,809

621

± 3.92

Manufacturing

102,452

995

± 3.09

Construction

210,367

910

± 3.24

Wholesale and retail

378,176

2,879

± 1.82

Hotels and restaurants

196,825

1,492

± 2.53

Transport and storage 

68,093

445

± 4.63

Information and communications

87,449

363

± 5.13

Financial services

37,455

183

± 7.23

Business activities

454,476

2,360

± 2.01

Public administration

17,312

127

± 8.66

Education

60,674

871

± 3.30

Health and Social Work

130,363

1,372

± 2.63

Arts and Other Services

144,261

819

± 3.41

Table K-4 Sampling error (at the 95% confidence level) associated with findings of 50% - Module C

Survey group

Population

Number of 

interviews

(Maximum) 

Sampling Error

Total

1,997,712

13,269

± 0.85

Nation

Population

Number of

interviews

(Maximum)

Sampling Error

England

1,699,436

9,906

± 0.98

Northern Ireland

60,351

863

± 3.31

Scotland

149,992

1,332

± 2.67

Wales

87,933

1,168

± 2.85

Size 

Population

Number of

interviews

(Maximum)

Sampling Error

2-4

1,090,135

3,794

± 1.59

5-9

415,707

3,168

± 1.73

10-24

291,035

3,153

± 1.74

25-49

107,083

1,712

± 2.35

50-99

53,204

872

± 3.29

100-249

28,153

438

± 4.65

250+

12,395

132

± 8.48

Sector

Population

Number of

interviews

(Maximum)

Sampling Error

Primary Sector and Utilities

109,809

682

± 3.74

Manufacturing

102,452

973

± 3.13

Construction

210,367

953

± 3.17

Wholesale and retail

378,176

2,787

± 1.85

Hotels and restaurants

196,825

1,393

± 2.62

Transport and storage 

68,093

462

± 4.54

Information and communications

87,449

373

± 5.06

Financial services

37,455

178

± 7.33

Business activities

454,476

2,373

± 2.01

Public administration

17,312

119

± 8.95

Education

60,674

806

± 3.43

Health and Social Work

130,363

1,357

± 2.65

Arts and Other Services

144,261

813

± 3.43

Table K-5 Sampling error (at the 95% confidence level) associated with findings of 50% - Module D

Survey group

Population

Number of 

interviews

(Maximum) 

Sampling Error

Total

1,997,712

13,182

± 0.85

Nation

Population

Number of

interviews

(Maximum)

Sampling Error

England

1,699,436

9,994

± 0.98

Northern Ireland

60,351

822

± 3.39

Scotland

149,992

1,213

± 2.80

Wales

87,933

1,153

± 2.87

Size 

Population

Number of

interviews

(Maximum)

Sampling Error

2-4

1,090,135

3,845

± 1.58

5-9

415,707

3,143

± 1.74

10-24

291,035

3,111

± 1.75

25-49

107,083

1,697

± 2.36

50-99

53,204

807

± 3.42

100-249

28,153

467

± 4.50

250+

12,395

112

± 9.22

Sector

Population

Number of

interviews

(Maximum)

Sampling Error

Primary Sector and Utilities

109,809

591

± 4.02

Manufacturing

102,452

927

± 3.20

Construction

210,367

966

± 3.15

Wholesale and retail

378,176

2,852

± 1.83

Hotels and restaurants

196,825

1,480

± 2.54

Transport and storage 

68,093

447

± 4.62

Information and communications

87,449

398

± 4.90

Financial services

37,455

184

± 7.21

Business activities

454,476

2,308

± 2.03

Public administration

17,312

125

± 8.73

Education

60,674

828

± 3.38

Health and Social Work

130,363

1,297

± 2.71

Arts and Other Services

144,261

779

± 3.50

Annex L: Labour Force Survey (LFS) datasets, variables and syntax

Dataset used: 

The 2021 Quarter 4 dataset was used from the Quarterly Labour Force Surveys. The 2021 dataset uses weight ‘pwt22’. The fourth quarter dataset is used as this contains all the necessary variables. 

A full user guide is available from the ONS - https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/methodologies/labourforcesurveyuserguidance#2022-update (opens in a new tab)

Raw variables used:

  • Inecac05 – Basic economic activity (ILO definition). 
  • Solor – Self-employed with or without employees. This is asked to those who said they were self-employed.
  • Ftptwk - Full time or part time worker. Once only those who are employees or self-employed are selected, this gives the same figures as the other Full/part time variables available in the datasets (‘FTPT’ and ‘FTPTW’).
  • Bushr – Total usual hours worked in main job (excluding overtime). 
  • Dayspz – Number of different days per week worked (1-7). This question is not asked to those who only work on-call working, or work a 9 day fortnight, or a four and a half day week.
  • Flexw10 – Whether respondent works on-call working. 
  • Flexw5 – Whether respondent works a nine-day fortnight. 
  • Flexw6 – Whether respondent works a four-and-a-half-day week. 
  • Hols – Number of days of paid holiday entitlement. Applies to all respondents who are employees. Excludes public/bank holidays.  All values over 97 treated as don’t know/refusal. 
  • Holsb - For those that do not know their holiday entitlement without public holidays, this question asks for the figure including public holidays. Values higher than 97 should be treated as missing. 


Syntax used

Selection of just those who are classed as employees or self-employed with staff. 

select if (inecac05=1) or (inecac05=2 and solor=2).

Filtering of just those who are fulltime workers in their main job.

compute fulltime=$SYSMIS.

if ftptwk=1 fulltime=1.

if ftptwk>1 fulltime=0.

freq fulltime.

filter by fulltime. 

Days worked per week - Creates an amended days worked per week variable.

compute days=dayspz.

freq days.

variable level days (scale).

variable labels days 'Number of days usually worked per week'.

Shows the average number of days worked for on-call workers who are asked the question. Those who say they are 'on-call' workers and who don't say they are doing any other flexible working patterns are not asked dayspz.

weight by PWT22.

temporary.

select if flexw10=1.

means dayspz.

weight off. 

means dayspz.

Imputes average days worked for on-call workers who are not asked the question. First need to make a value of '-9' for dayspz a valid value (by default it is treated as a missing value). This is needed to recode it.

missing values dayspz (-8).

if (flexw10=1 and dayspz=-9) days=5.21.

missing values dayspz (-8, -9).

Compute values for those who work 4.5 day weeks or 9 day fortnights (and are therefore not asked Dayspz). Flexw5 and flexw6 = 9 day fortnight or 4.5 day week.

if (flexw5=1 or flexw6=1) days=4.5.

Final figure for days worked per week.

if days>2 days2=days. 

weight by PWT22.

means days days2.

weight off. 

means bushr by days.

Holiday entitlement per year – hols and holsb. User guidance says that values above 97 are invalid. Need to compute a single holiday entitlement variable. The survey asks a separate question (holsb) if the respondent doesn't know holiday entitlement excl. public holidays.

compute new_holsa=$SYSMIS.

if (hols>=0 and hols<98) new_holsa=hols.

Removes Don’t know/refused values for hols - i.e. those above 97 or below 0 as LFS guidance states.

compute new_holsb=$SYSMIS.

if (holsb>=8 and holsb<98) new_holsb=holsb - 8.

if (holsb<8) new_holsb=0.

Combines the two cleaned and comparable variables.

compute new_hols=$SYSMIS.

if new_holsa<98 new_hols=new_holsa.

if new_holsb<98 new_hols=new_holsb.

Final figure for number of holidays (excl public holidays) per year.

weight by PWT22.

means new_hols.

Average hours worked per week - Average hours worked per week. BUSHR should equal the total usual hours excluding overtime for all people. 

means bushr.

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