Comment établir des comparaisons de la rémunération entre les secteurs public et privé?

Après avoir présenté le contenu et les principales recommandations du rapport d'un Comité technique sur les méthodes d'enquêtes du Bureau de recherche sur la rémunération (1978), les auteurs explorent une nouvelle approche de travail concernant la comparabilité de la rémunération entre les secteurs public et para-public et le secteur privé.The committee also examined methods of costing fringe benefits and expressed a preference for the simulated cost method which allows taking into consideration the composition of employment in terms of age, sex and turn-over in order to make more meaningful comparisons of fringe benefits costs between the public and private sectors.They gave some attention to the definition of the private sector and came to conclusions which suggest that links be established to sub-components of the private sector according to the category of employees for which comparisons are made. They examined at length the way of setting up samples to obtain data on private sector salaries for public comparison and recommended that establishment of scientific samples be explored as a way to get away from some of the implications for negotiating and biases involved in the actual negotiated samples, a practice followed in both Ottawa and Québec.The authors also pointed out the fact that the data base actually utilized was up-ward biased in its observation on private sector salaries because it did not standardize for establishment size. It also suggested a new approach to setting salaries in the public sector which would be to pay comparable workers comparable wages, whatever the sector they work in and not attempt to match like-job classifications, which is the actual approach. That calls for standardization of many characteristics of people in their occupation and opens the way for further research and possibly new approaches on total remuneration in the public sector.During the summer and autumn of 1978, the Treasury Board in Québec set up an inter-departmental committee to examine the data bank available to the Bureau de recherche sur la Remunération of the Conseil du Trésor to determine its adequacy for the forthcoming (now terminated) round of negotiations with the civil servants.The full report of the committee of which this is a brief summary, with a few Personal comments by its President, examined a number of questions. It focused on the problems involved in estimating total costs of employment in global terms, including fringe benefits. The authors in this document suggest including payments for over-time and other payments which the United States Bureau of Labor Statistics includes in its costs in the BRR data bank unlike the actual practice

Manpower Coefficients and the Forecasting of Manpower Requirements in Nova Scotia

«... Devising a workable manpower plan... at best is an art, still in its infancy. Many assumptions and informed judgment are necessary to compensate for gaps in data. But if planning of any sort were delayed until our data were complete and a fool-proof methodology were developed, no forecasts of educational needs would ever be made. The enormous outlays on education today and in the future demand that we at least make an attempt to determine how we can best allocate these expenditures to meet our needs efficiently. As additional data become available and greater experience is gained in the techniques of manpower planning, many of the difficulties facing us will be overcome. Manpower forecasting although not an ideal approach to rational development of our educational resources at least provides a framework of additional required data that no other currently-known method offers ». 1We are attempting to calculate « manpower coefficients » or if you wish, a fraction whose numerator is man-years of experienced labour by occupation group, and whose denominator is output by industry group. In other words, we shall estimate the number of man-years of labour of different occupation groups required to produce $1,000.00 of output in selected industries in Nova Scotia, in 1960-61. The fraction is no more and no less than an estimate of labour productivity.We have asked the Dominion Bureau of Statistics to provide a tabulation containing the experienced labour force in 1961, cross-classified,1) by sex,2) by class of worker (wage and salary earners, unpaid family workers, own business operators),3) by industry group (54),4) by occupation group (64),5) by earnings group,6) by years of schooling,7) by weeks worked,8) by hours per week,9) by age group.We shall prepare a 64 (row) by 54 (column) matrix, one column for each industry group and one row for each occupation group. Each cell will contain a fraction which when applied to a forecast of gross value of output by industry will provide an estimate of the number of man-years of labour required to produce that output. If we sum across the rows we obtain the total demand for man-years of labour for each of occupation groups.I shall dispense with a discussion of the majority of the assumptions, limitations and peculiarities of the method, for these may be found in the report mentioned above.To obtain the numerator of our fraction (man-years of experienced labour force), we weighted bodies (the experienced labour force) by two fractions; one for weeks worked and one for hours worked. This is particularly important in Nova Scotia because of seasonal operations. If we found a person who had worked 26 out of the 52 weeks proceeding the 1961 levels, and when he worked, worked the model hours in his occupation groups, we counted him as 1/2 a man-year of labour.One facet of the study which may interest individuals involved in training, retraining and education concerns the occupation groups we formed. We have grouped the 273 Census occupations of the 1961 Census into 64 occupation groups. We formed broad groups of occupations within which we believe workers are substitutable, transferable and interchangeable. This was done among other reasons because it is quite common to find workers with the same type of training in different occupations, or to put it differently because workers with one type of preparation often go into different kinds of jobs.This approach also reflects a belief that it is more effective to train workers in families of related skills rather than in specific skills in preparation for the labour market. Another reason is that Census occupation definitions often leave much to be desired. We have therefore formed 64 occupation groups which are in many respects similar to Dunlop's « job clusters » and Scoville « job families » which are defined as groups of job classifications limited by technology, administration and social custom or « jobs linked by materials used, equipment used and functions performed ». We have in effect formed 44 groups of occupations on the basis of affinity in functions and another 19 (one group, the 64th is for unpaid family workers) which segregate superior from intermediate from unskilled workers in many of these groups of occupations. We arrived at the latter by using earnings and education criteria. The reason for doing so is that workers with very different levels of skill were placed together in one Census occupation group (for example, many « engineers » in Nova Scotia have no secondary school training and very low incomes according to the 1961 Census; apparently many were promoted by their wives when the Census enumerator came).In many cases, we required that the worker meet either the earnings criterion or the education criterion depending upon the occupation group, and this among other reasons because we did not use age in the process. We neglected the use of an education criterion in most occupation groups except those in managerial, technical, professional and clerical categories.Let me also mention that we transformed reported earnings to annual rate earnings to match to our criteria because we know that many workers worked part-time, or were away from work for various reasons during the 12 months which proceeded the 1961 Census. This allowed us to exclude from superior categories individuals with little qualifications who held multiple jobs and worked an abnormal number of hours. We have also asked the Dominion Bureau of Statistics to provide information on the educational attainment of the workers in our different occupation groups by sex. This will allow users to draw implications concerning the formal educational requirements needed to produce the forecasted output.In conclusion, please allow me to mention what I believe to be some of the work required to improve our knowledge in this area.Care should be taken in preparing forecasts of the gross value of production (including inventories), in 1960 constant dollars, for the industry groups chosen in our study. These output forecasts should not be obtained from employment forecasts for the application of man-power coefficients to output forecasts thus derived would be tautological. Many specific studies of industry productivity trends would be helpful to narrow the zone of ignorance of the forecasts obtained through the use of our manpower coefficients.Much remains to be done to dynamize the manpower coefficients. We know that labour productivity (and hence the manpower coefficients) varies cyclically and all we have estimated is a fixed coefficient for 1960-1961. We also know that more frequent estimates of these manpower coefficients would allow us to determine how technological changes have altered them, although the robustness of manpower coefficients is improved by the fact that we have grouped industries and occupations.Our coefficients are based on ex post data of employment and output rather than ex ante data on the demand for labour (employment plus vacancies) and for output. They are therefore influenced by labour supply as well as by labour demand, i.e. they are the result of the interaction of manpower requirements and supplies. Much remains to be done to arrive at an interacting supply and demand model, and the new vacancies data soon to be published by the Dominion Bureau of Statistics should help us to refine those models we can think up now.Much remains to be done on the appropriateness of grouping occupations for training and retraining purposes, and on the criteria for doing so. Much analysis of the functional and employment requirements by occupation remains to be done for the use of sex, earnings and education, in this paper is certainly not fully satisfactory.(1) B.M. WILKINSON, Studies in the Economics of Education, Occasional Paper number 4, Economics and Research Branch, Department of Labour, Canada July 1965, pp. 37-38

Dialogue between research and practice in education a key to success /

Titre de l'écran-titre (visionné le 22 avril 2009).Webographie

The Assessment of Long-Term Manpower Requirements

La demande de main-d'oeuvre à long terme est influencée par divers facteurs parmi lesquels on trouve: 1) le taux de croissance économique et sa composition par industrie et par région; 2) le taux de changement technologique; 3) le taux de croissance de la population, etc.Certains problèmes de méthode se présentent dans la préparation de telles prévisions. En effet, il faut tenir compte du fait : a) que l'offre et la demande de main-d'oeuvre sont interdépendantes; b) que les méthodes de prévisions appropriées aux pays industrialisés diffèrent de celles appropriées aux pays sous développés ; et c) que les prévisions à moyen terme et à long terme sont influencées par les politiques adoptées à court terme.On a utilisé diverses méthodes pour faire des prévisions de demande de main-d'oeuvre : 1) questionnaires adressés aux employeurs; 2) extrapolations; 3) études de la demande de main-d'oeuvre dans des pays ou régions plus industrialisés ; 4) études de la demande de main-d'oeuvre dans des nouvelles firmes et industries ; 5) études du changement dans la composition de la main-d'oeuvre et de l'emploi par occupation et par industrie à l'aide de tableaux genre input-output ; 6 ) modèles économétriques.Quoique chacune de ses méthodes contribue au problème de prévision, aucune ne suffit par elle-même. L'auteur préfère cependant la méthode économétrique qui intègre des projections: 1) de population; 2) de main-d'oeuvre; 3) de production (globalement et par industrie) ; et 4) des ajustements pour le changement technologique et la diminution dans les heures de travail.La discussion résume les travaux poursuivis présentement aux Etats-Unis et en France en ce qui a trait à la prévision à long terme de la demande de main-d'oeuvre.En guise de conclusion, l'auteur suggère l'usage de la méthode économétrique afin de préparer des prévisions de demande de main-d'oeuvre pour des groupes d'occupations et des niveaux d'éducation assez largement définis.Il suggère aussi une étude plus poussée du problème qui se présente dans la traduction des demandes par occupation en termes de durée et de catégorie d'enseignement, tout en notant qu'il n'y a pas de correspondance systématique entre la formation reçue et l'occupation d'un individu, un fait qui supporte une autre conclusion qui dit, le plus détaillée sera la prévision de demande de main-d'oeuvre, le moins elle sera utile.In his paper, the author presents methods to forecast long-term manpower requirements : employer interviews, extrapolation of trends derived from historical data, standard growth curves, examination of the technology and manpower demand in new firms and industries, study of occupational growth prospects and requirements, comprehensive econometric models. And finally, the article contains a brief examination of French and American current research and practices in long-term manpower forecasting

S'engager dans la formation continue des enseignants des collèges

Titre de l'écran-titre (visionné le 25 août 2008)Bibliogr

Les élections scolaires au Québec à travers les sondages d’opinion

Cet article analyse 29 sondages d’opinion menés depuis 1966 sur les élections scolaires au Québec. Il en examine les résultats au regard d’un modèle théorique d’explication de la faible participation des électeurs, modèle qui compte cinq éléments : l’apolitisme scolaire, le devoir moral de voter, la valorisation du rôle des parents, l’émergence des valeurs marchandes et du consumérisme en éducation et, enfin, l’information et la propagande électorale. L’auteur conclut que les données empiriques analysées fournissent des amorces d’explication et confortent les hypothèses formulées dans le modèle théorique, sans les confirmer. Une grande enquête empirique reste à faire à cet égard.This paper presents an analysis of 29 opinion surveys conducted since 1966 on school board elections in Québec. It examines their results according to a theoretical model explaining the low voter turnout, a model that comprises five factors : the apolitical context of the school system, the moral duty to vote, valuing the role of parents, the emergence of commercial values and consumerism in education, and finally, electoral information and propaganda. The author concludes that the empirical data analysed provide the beginnings of an explanation, and support the hypotheses put forward in the theoretical model, though without confirming them. A major empirical investigation remains to be done in this regard

Chômage structurel et politique économique

L'auteur rappelle le débat théorique fort controversé ayant trait à l’explication aggrégative et structurelle des hauts taux de chômage qui ont prévalu récemment aux Etats-Unis et au Canada. Il examine différentes définitions et théories possibles du chômage structurel.This paper reviews a theoretical controversy concerning the aggregative and structural explanations of the high rates of unemployment recently experienced in the United States and Canada. The paper examines alternative definitions and theories of structural unemployment.Much of the analysis of structural unemployment has been concerned with : (a) the long recognized differences between unemployment rates by occupation, by region, etc. (structural differentials); (b) whether there have occurred changes in these unemployment rate differentials (See footnote 1 of the text for references to Canadian studies of this type). The contributions of Berman, Lipsey, Reder and Kalachek to the debate are reviewed ( see footnote 7, 8, 9 and 10 for references to these papers).Berman and Lipsey have presented very similar policy type definitions of structural unemployment which view it basically as a residual of unemployment which can be removed by labour market adjustment policies, some of which are profitable in terms of financial costs and benefits while others commend themselves for non pecuniary reasons (see sections Ci and Cii of the paper).The previously mentioned authors (especially Lipsey) have established to the author's satisfaction that as long as we agree that there is some deficient-demand unemployment in the economy we can tell nothing from the structure of the existing unemployed or of the newly unemployed concerning the validity of the structural hypothesis. This is so because structural change makes many of the existing unemployed not reemployable, a fact which can be discovered only by trying demand expansion and not by analysis of the existing stock of the unemployed.In other words, analysis of the existing stock of unemployment cannot help to ascertain whether structural changes have occurred in the composition of unemployment because the structure of the unemployed will change, and differ from the structure of the employed, after demand falls, as well as after a « readjusting layoff » due to technological changes (see section Dii).The study closes with an analysis of reasons why non-selective and selective public policies should be applied simultaneously and continuously in dealing with unemployment, a conclusion not in accordance with that derived from Lipsey's model. In short, the author believes that the use of selective policies will change the trade-off between inflation and unemployment such that when applied with non-selective policies, it will be possible for the economy to attain « non-inflationary » full employment and a more equitable and efficient distribution of employment opportunities

Rémunération dans les secteurs public et para-public au Québec. Éléments d’une nouvelle politique.

Après avoir présenté la situation actuelle en regard des politiques de rémunération de la main-d'oeuvre dans les secteurs publics fédéral et québécois, l'auteur propose une nouvelle démarche en expliquant le modèle d'estimation des écarts de rémunération entre les secteurs public et privé.1. Establish the basis of comparison betweencomparable employees in the public and private sectors through the use of multivariate regression applied to a selected number of typical jobs with the following characteristics: recruiting, turn-over, and shortages. Purpose: to be able to distinguish between the part of the public/ private gap linked to personal characteristics and the real public/private gap and to be able to efficiently link public remuneration to the private.2. Establish a coherent interval structure of remuneration for the public and the para-public sectors based on a system of job evaluation. Purpose: to decentralize salary decision-making and increase employee productivity.3. Establish comparisons within Québec Province with federal government services, municipalities, and non-profit-making organizations: all of which compete with the provincial government for manpower on the Québec labour market.4. Makeadjustments to observed data for the private sector, in order to include:— spillover effect of the public sector on the private in the past;— employment security;— differences in productivity between the civil services of Québec and Ontario;— varying fiscal effect of different types of remuneration.5. Give regional and local levels a real role in the distribution of the total salary package and the determination of individual salaries.6. Make the Bureau de la recherche sur la remuneration (Pay Research Bureau) tri-partite of at least assure that application of the proposed method in (1) be under-taken by an autonomous body.7. Establish a system of signal to measure excess supply and demand, and to orient the fixing of remuneration levels in the public sector according to recruiting needs.8. Revise salariesannually according to information on individual salaries, obtained through a representative sample (stratified and proportional) and analysed with the aid of multivariate regression. This makes it unnecessary to use explicit indexation to the cost of living and to "collective enrichment" (productivity).9. Move gradually toward the method of simulated costs to determine the level of fringe benefits

Les écoles publiques non confessionnelles du Québec : cas d’espèce ou voie d’avenir?

L'auteur fait d'abord l'hypothèse que la non-confessionnalité scolaire constitue une réaction d'adaptation au pluralisme religieux grandissant de la société québécoise. Il propose ensuite une typologie des écoles non confessionnelles. Il teste ensuite cette typologie auprès de 96 écoles qui, en septembre 1992, n'avaient pas été reconnues par le Comité catholique du Conseil supérieur de l'éducation. Seulement 11 de ces écoles, conclut-il, ont volontairement opté pour la nonconfessionnalité et 22 autres sont passivement non confessionnelles. On y observe un pluralisme ambiant plus important que dans les autres écoles non confessionnelles et surtout la place dominante du modèle des écoles dites alternatives.The author presents a hypothesis which states that non-denominational education constitutes an adaptive reaction to a growing religious pluralism which characterizes Québec society. A typology of non-denominational schools is proposed and then used to examine the case of 96 schools who, as of September 1992, did not receive recognition by the Comité catholique du Conseil supérieur de l'éducation. The author's analysis indicates that only 11 of these schools had specifically chosen to be non-denominational and 22 schools were non-denominational in a passive sense. It appears that a more important attitude of pluralism exists in these schools as compared with other non-denominational schools, as well as a predominance of alternative models of education.El autor hace primeramente la hipotesis que el caracter no confesional de la escuela constituye una reaction al creciente pluralismo religioso de la sociedad quebequense. Luego, propone una tipologia de escuelas no confesionales que pone a prueba en 96 escuelas. En septiembre 1992, estas escuelas no habian sido reconocidas por el Comité catolico del Consejo superior de la education. El autor concluye que solo 11 de ellas optaron por el caracter no confesional y 22 otras son pasivamente no confesionales. Observa en ellas un ambiente de pluralismo mas importante que en otros lugares y constata, sobre todo, el lugar dominante del modelo de las escuelas dichas alternativas.Der Autor geht von der Hypothèse aus, datë es sich bei der Konfessionslosigkeit der Schulen um eine Anpassung an die immer grôfSere Vielfalt der Religionen in der quebekischen Gesselschaft handelt. Daraufhin schlâgt er eine Typologie der konfessionslosen Schulen vor. Dièse Typologie testet er dann bei 96 Schulen, die im September 1992 beim Katholischen Ausschufi des Conseil supérieur de l'éducation nicht als katholisch anerkannt waren. Er kommt zu dem Schlufi, dafi nur 11 von diesen Schulen sich fiir ihre Konfessionslosigkeit entschieden hatten und daE weitere 22 nur passiv konfessionslos sind. Die pluralistische Atmosphâre ist bei diesen Schulen, ganz besonders bei den alternativen, ausgepràgter als bei den anderen