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Handbook of Methods Occupational Requirements Survey Design

Occupational Requirements Survey: Design

Occupational Requirements Survey (ORS) data are collected from a national probability sample of establishments and occupations. Probability samples are subject to sampling and nonsampling errors, which are discussed in the Calculation section.

Establishment selection

The ORS program uses a probability-proportional-to-size (PPS) technique to select a sample of private industry establishments as well as state and local government establishments from across the nation. The larger the establishment's employment size, the greater its chance of being selected. Establishments from all 50 states and the District of Columbia are eligible for selection.

The third wave total sample size will include approximately 75,000 establishments collected over the wave. Private industry establishments will account for 85 percent (63,750) of the total, and state and local government establishments will account for the remaining 15 percent 11,250). A portion of the total sample size will be independently sampled each year from private industry and state and local government establishments in proportion to their representation in the full wave. When establishments are selected in more than one sample, collection is only performed once in that wave.

The sampling design for the private industry sample is a two-stage stratified sample of private industry establishments and occupations within selected establishments. Forty strata are formed by the cross-classification of the predicted presence and absence of preselected priority occupations in establishments, four U.S. Census regions (Midwest, Northeast, Southeast, and West), and aggregate industry (education services, financial activities, goods-producing, healthcare and social assistance, and service-providing).  For the purposes of sample selection, priority occupations have at least 25,000 workers nationally based on the May 2020 Occupational Employment and Wage Statistics (OEWS) estimates with a maximum high school education required and with low specific vocational preparation requirements.

Each sampled establishment has an assigned six-digit industry code from the North American Industry Classification System (NAICS). When a single physical location encompasses two or more distinct economic activities, the industry code assigned is based on the establishment's principal product or products, whether produced or distributed, or the principal services rendered by the establishment. When determining the principal product or service rendered, employment is used to determine the primary business activity and assign an industry code. When the primary activity cannot be determined by employment then it's determined based on the revenue generated.

The sampling frame, or universe, is the list of establishments from which the survey sample is selected. The ORS establishment sample is drawn from the Quarterly Census of Employment and Wages (QCEW)^⁠⁠  and units reporting to the Railroad Retirement Board.^⁠⁠1

Job selection

U.S. Bureau of Labor Statistics (BLS) field economists use a four-step process to select and classify jobs for which data are to be collected from the sampled establishment.

Step 1

The first step in the process differs depending on establishment ownership. For private industry establishments, the ORS utilizes an occupational sample that is drawn from a modeled occupational frame created by the OEWS program.^⁠⁠⁠2This frame informs the selection of occupations within establishments by joining industry information from the QCEW with occupational information from the OEWS. A modeled occupational frame is not available for state and local government establishments because of data constraints.

Field economists are given a prioritized list of six-digit occupational codes for each private industry sampled establishment. The number of jobs selected for data collection is based on the establishment's employment size at the time the sample was drawn, according to the criteria on exhibit 2, and the projected number of occupations at the establishment from the modeled occupational frame. These occupations are listed in a prioritized order for collection. Field economists determine whether any of the listed occupations exist in the sampled establishment. Field economists stop matching when they reach the targeted number of selected jobs or when the end of the list is reached. This job selection method is used to ensure that occupations with lower probability of selection are included in the survey.

If none of the occupations on the prioritized list are present in the establishment, the field economist collects data by using probability sampling of occupations (PSO). The field economist uses the PSO technique to randomly select jobs for which data are to be collected. This process ensures that the probability of selecting a given job is proportional to the number of workers in the job at the establishment. This process is used to select jobs from state and local government establishments.^⁠⁠⁠3

Step 2

Field economists classify the sampled jobs into occupations based on the workers' actual job duties and responsibilities, not based on their job titles or specific education. For example, an employee trained as an engineer, but is working as a drafter, is reported as a drafter. Field economists classify employees who perform the duties of two or more distinct occupations as working in the occupation that requires the highest level of skill or in the occupation in which the employee spends the most time if there is no measurable difference in skill requirements. Each sampled job is classified by the Standard Occupational Classification (SOC) system at the six-digit level of detail.

ORS classifies sampled jobs found in establishments into the most detailed occupational code available. Federal statistical agencies are mandated to use the SOC system for the purpose of collecting, calculating, or disseminating occupational or labor market data.

Step 3

Field economists obtain work status (full-time or part-time) and work schedule for the selected job. The work status is based on the responding establishment's definition for full- and part-time and is not based on an hour threshold. The work schedule is used to determine the duration levels and reflects the usual expected hours in a day, days in a week, and weeks in the year. The job requirements in the establishment are for all workers in the selected job with the same work status and work schedule. For definitions of occupational characteristics, see the Concepts section.

Step 4

Field economists evaluate the job to determine the work level of its duties and responsibilities using a point-factor system, which is based on the National Compensation Survey.^⁠⁠⁠4 The purpose of this step is to ensure that the job requirements of all workers in an occupation are the same. The work levels are determined by a system of points based on the following factors:

• Knowledge
• Job controls and complexity
• Contacts
• Physical environment

Each factor consists of several points and a description. Field economists evaluate the duties and responsibilities of the job, accounting for the work performed, skills needed, and education and training required for the job. Points are then totaled to determine the overall work level for the job. Generally, the greater the impact, complexity, or difficulty of the factor, the higher the number of points assigned and the higher the work level.

For some occupations, such as those listed in exhibit 3, a work level cannot be determined because the four factor points are not available.

NOTES

^⁠⁠⁠1 The Quarterly Census of Employment and Wages chapter in the Handbook of Methods provides information about the data sources, design, methodology, and availability of data.

^⁠⁠⁠2 The Occupational Employment and Wages Statistics chapter in the Handbook of Methods provides information about the data sources, design, methodology, and availability of data.

^⁠⁠⁠3 For establishments in state and local government and aircraft manufacturing that are also part of an active National Compensation Survey (NCS) sample, job selection does not occur. Instead, field economists used the NCS sampled jobs.

^⁠⁠⁠4 For further information, see the National Compensation Survey: Guide for Evaluating Your Firm’s Jobs and Pay