Environmental Statistics Framework

Archived information

Archived information is provided for reference, research or recordkeeping purposes. It is not subject to the Government of Canada Web Standards and has not been altered or updated since it was archived. Please "contact us" to request a format other than those available.

Consultation objectives

Statistics Canada will seek feedback from current and potential users of environmental statistics regarding their information needs and their opinions on the most appropriate choice for a conceptual framework for environmental statistics at Statistics Canada.

The agency is considering several options for establishing a conceptual framework for environmental statistics and is interested in the views of a broad range of users of statistics on the options.

Consultation method

The consultations will be conducted between October 2011 and October 2012, using a variety of mechanisms, including face-to-face discussions and telephone interviews. Both Statistics Canada staff and external consultants will be involved in conducting the consultations. The consultations will, for the most part, be held in locations across the country that are convenient for participants. A final workshop in Ottawa is being considered to conclude the process.

Consultation participants will include federal, provincial and municipal government officials, academics, business people and non-governmental organizations.

How to get involved

Individuals who wish to obtain more information or to take part in a consultation should contact Statistics Canada through the National Contact Centre.

Participants for each consultation are selected to ensure feedback is sought from a representative sample of the target population for the study. Not all applicants will be asked to participate in a given consultation.

Results

Consultation results will be posted online when available.

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Consultation calendar - 2011

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Consultation calendar – 2012

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Canadian Health Measures Survey

Archived information

Archived information is provided for reference, research or recordkeeping purposes. It is not subject to the Government of Canada Web Standards and has not been altered or updated since it was archived. Please "contact us" to request a format other than those available.

Consultation objectives

In June and July 2012, Statistics Canada will be consulting with key stakeholders and data users of the Canadian Health Measures Survey (CHMS) as part of the departmental evaluation of the program.

The evaluation will allow Statistics Canada to obtain information on how CHMS data are used, assess the success of the program, and identify possible alternatives or improvements to the program.

Consultation method

Statistics Canada will seek input and feedback from users of CHMS data via email. A short survey will be sent to CHMS data users, who will be asked to complete it on a voluntary basis.

Statistics Canada will also conduct interviews with researchers, decision makers and members of advisory committees.

How to get involved

This consultation is now closed.

Individuals who wish to obtain more information or to take part in a consultation should contact Statistics Canada through the National Contact Centre.

Please note that Statistics Canada selects participants for each consultation to ensure feedback is sought from a representative sample of the target population for the study. Not all applicants will be asked to participate in a given consultation.

Date modified:

Search and Archiving

Archived information

Archived information is provided for reference, research or recordkeeping purposes. It is not subject to the Government of Canada Web Standards and has not been altered or updated since it was archived. Please "contact us" to request a format other than those available.

Consultation objectives

Statistics Canada held consultations on the usability of its website from May to December 2011 as part of ongoing website improvement.

The search tool was redesigned in June 2011 to include radio buttons which enabled users to choose between current and archived content on the site. The main objective was to determine whether Statistics Canada website visitors found this new search tool easy to use, and whether it produced the expected results for specific searches.

How to get involved

This consultation is now closed.

For more information, contact Statistics Canada through the Statistical Information Service.

Statistics Canada selects participants for each consultation to ensure feedback is sought from a representative sample of the target population for the study. Not all applicants will be asked to participate in a given consultation.

Statistics Canada is committed to respecting the privacy of consultation participants. All personal information created, held or collected by the Agency is protected by the Privacy Act. For more information on Statistics Canada's privacy policies, please consult the Privacy notice.

Methodology

Two focus group sessions were conducted with a total of 16 participants to discuss how they envisioned searching for archived material and publications. First, participants created their own designs: the designs were reviewed, along with three developed internally by Statistics Canada. As a result of these discussions, a search tool was created.

Usability testing was then conducted to ensure the tool was easy to use and responded according to users' expectations. Participants were given a series of tasks related to key functions of the search tool. The functions and design were also discussed with participants.

Results

What worked

All participants responded very positively to the new search tool. They found the radio button labels intuitive, and seemed to instinctively know that each button would produce different search results. Once participants had a chance to use the new search tool, they better understood its capabilities as well as its limitations. Two features, "Does Statistics Canada collect this information?" and the archived pages were viewed as beneficial resources.

The "Specialized search tools" link was well received, but some participants wanted to see certain options (the Statistics Canada "Thesaurus" and the "Advanced search") available without having to click this link.

What did not work

There is an inconsistency in the labelling between the home page and the main search page.

Participants did not find the "What search covers" label intuitive.

Participants ignored many of the labels and messages on the archiving pages. As a result, some did not understand that they were already in an archived publication.

Although participants found the "Does Statistics Canada collect this information?" resource very useful, they did not find the title of this link intuitive. If the list is expanded, they would like to see an A-to-Z listing for the search terms.

Recommendations

The current design and functionality of the radio buttons should be kept, but the labels should be kept consistent between the search results page and the homepage.

The "What search covers" feature needs to be described more clearly.

Remove the "What search covers" link from the homepage and the search results page. Users can now access the information from this page through the Help page.

Consider changing the title of the link or page "Does Statistics Canada collect this information?"

Statistics Canada thanks participants for their participation in this consultation. Their insights guide the Agency's web development and ensure that the final products meet users' expectations.

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Labour Statistics Division

Survey Objective

The Workplace Survey will provide valuable information on the demand side of the labour market. It will collect information from Canadian employers on a range of labour issues, such as labour turnover, green jobs, foreign workers, job vacancies, hard-to-fill jobs and their impacts for employers, as well as current and future skills-shortage vacancies in the economy.

Human resources professionals and employers alike will obtain unique insights into both the nature and extent of recruitment difficulties and skills shortages in the labour market as well as valuable information on industry training needs.

As the respondent, you will benefit from completing this questionnaire by having the ability to use the data to establish benchmarks for your company’s labour dynamics.

Confidentiality

Statistics Canada is prohibited by law from publishing any statistics which would divulge information relating to any identifiable business without the previous written consent of that business. The data reported on this questionnaire will be treated in strict confidence. They will be used exclusively for statistical purposes and will be published in an aggregate form only.

Your Participation

The participation of your business in this survey is critical to ensure that the results are an accurate reflection of your industry, region and type of business. This survey is collected under the authority of the Statistics Act, Revised Statutes of Canada, 1985, Chapter S-19. Completion of this survey is a legal requirement under the Statistics Act. We thank you for your cooperation and support.

Instructions

A Statistics Canada interviewer will contact you to arrange a convenient time to conduct a telephone interview. This questionnaire is a working tool to inform you ahead of time of the questions that are being asked and to help you in preparing the answers. Filling out this questionnaire prior to being contacted will facilitate data capture and reduce the interview time. Alternatively, please return this completed paper questionnaire in the enclosed pre-paid envelope within 21 days of receipt.

Coverage

Please complete this questionnaire for the business location appearing on the label of this questionnaire.  For the purpose of this survey, “location” refers to the specific address appearing on the label of this questionnaire.

Record Linkages

To enhance the data from this survey, Statistics Canada may combine it with information from other surveys or from administrative sources.

Need Help?

Please see the guide ‘Concepts and definitions for your reference’ for further explanation.

For assistance and information please call the number provided in the label area.

You may also visit Statistics Canada’s website at www.statcan.gc.ca for this questionnaire and FAQ’s.

The Workplace Survey

For the purpose of this survey, “location” refers to the specific address appearing on the label of this questionnaire.  Please consult the label on the front page, and report for only this address.  Do not combine information with any other location.

Please include only paid employees of this location receiving a T4 slip (not a T4a).Employees include those who work on-site, off-site (such as customer service representatives or telecommuters) and those who are on paid leave as well as temporary help and casual workers.

Section A: Workforce Characteristics

Demographics

This section includes questions relating to the characteristics of the employees at this location.

A1.  Was this location in operation during the entire 12-month period between January 1, 2011 and December 31, 2011?

  • Yes Go to Question A2
  • No Specify period of operation
    From:  (yyyy/mm/dd)  
    To:  (yyyy/mm/dd)  

A2.  In the last pay period of December 2011 and in the last pay period of December 2010, how many employees receiving a T4 statement (but not a T4A statement) were working at this location?

Please do not include independent contractors.

Independent Contractor: A person providing products or services under contract at your location but for whom the completion of a Canada Revenue Agency T4 statement is not required. This person may be an employee of another business or a home worker (computer consultant, piecework seamstress, etc.). Independent contractors should not be included in Questions A1 to D4. Independent contractors may receive a T4A statement from this location.  

  • December 2011
  • December 2010
  • If you reported zero employees in last pay period of December 2011, Go to Question A3, otherwise Go to Question A4

A3. Why did this location have no paid employees in December 2011?

  • Seasonal operation Go to Question B1
  • Temporarily closed Go to Question B1
  • Ceased operation Go to Question B1

A4. Of the total number of employees in December 2011, as reported in Question A2, how many were male and how many were female?

Please include only employees of this location. Your best estimate is acceptable.

  • Male
  • Female

A5. Of the total number of employees in December 2011, as reported in Question A2, how many were in the following categories? Your best estimate is acceptable.

Please make sure that the total number of employees reported in Question A5 agrees with the total reported in Question A2. Please do not include independent contractors.

  • Under 25 years of age
  • 25 to 44 years of age
  • 45 to 54 years of age
  • 55 to 64 years of age
  • 65 to 69 years of age
  • 70 years of age and older
  • Total employees

A6. Of the total number of employees in December 2011, as reported in Question A2, how many were in the following categories?

Please make sure that the total number of employees reported in Question A6 agrees with the total reported in Questions A2. Please do not include independent contractors.

Permanent employee: An employee who has no set termination date (include tenured teachers).

Non-permanent employee: An employee who has a set termination date or an agreement covering the period of employment (temporary, seasonal or casual).

  • Permanent employees
  • Non-permanent employees
  • Total employees

A7. Of the total number of employees in December 2011, as reported in Question A2, how many were in the following categories?

Please make sure that the total number of employees reported in Question A7 agrees with the total reported in Question A2. Please do not include independent contractors.

Full-time employee: An employee working 30 or more hours per week, excluding overtime.

Part-time employee: An employee working less than 30 hours per week, excluding overtime.

  • Full-time
  • Part-time
  • Total employees

A8. Of the total number of employees in December 2011, as reported in Question A2, how many were in the following categories?

Please see the employee category definitions in the guide ‘Concepts and Definitions for your Reference’.

Please include only employees at this location.

Please make sure that the total number of employees reported in Question A8 agrees with the total reported in Question A2. Please do not include independent contractors.

  • Managers and  Executives
  • Professionals (including professional supervisors)
  • Technical (including technical supervisors)
  • Trades
  • Apprentices
  • Sales and Marketing
  • Administrative and Clerical
  • Production or Service Workers
  • Other
  • Total employees

A9.  Of the total number of employees in December 2011, as reported in Question A2, how many were covered by a collective agreement?

Section B: Job Vacancies and Labour Turnover

B1. Please complete the table below.

If there were no hirings, no separations and no vacancies, in 2011 enter zero for each category and go to Question D1, otherwise go to Question B2.

Total number of hires from January 1 to December 31, 2011
Include

A hire is any addition to your payroll from January 1 to December 31, 2011 and includes:

  • New hire or a previously separated rehire
  • The position can be permanent, temporary, or seasonal
  • Recall from layoff
  • On-call employees who returned to work after having been separated
  • Workers who were hired and separated during the same year
  • Transfers from other locations

Exclude

  • Transfers or promotions within this location
  • Employees returning from a strike
  • Independent contractors or consultants
  • Employees of temporary help agencies (unless your business is a temporary help agency)
  • Volunteers
  • Substitute teachers returning during the same school year

Total number of separations from January 1 to December 31, 2011
Include

All separations from January 1 to December 31, 2011 (quits, retirements, dismissals, permanent layoffs, temporary layoffs and other separations).

Exclude

  • Transfers within this location
  • Employees on strike
  • Employees of temporary help agencies (unless your business is a temporary help agency)
  • Independent contractors or consultants
  • Volunteers
  • Substitute teachers who are between assignments

Total number of vacant positions on December 31, 2011
Include

A job is vacant  if it meets all three conditions:

  • A specific position exists
  • Work could start within 30 days
  • You are actively seeking workers from outside this location to fill the position

The position can be full-time or part-time, temporary, permanent, seasonal or on call, etc.

Exclude

  • Positions to be filled by promotion/demotion, internal transfers or recall from layoffs
  • Positions with start dates more than 30 days in the future
  • Positions for which employees have been hired, but the employees have not yet reported for work
  • Positions to be filled by employees of temporary help agencies, volunteers, independent contractors or consultants

Total number of hard-to-fill positions from January 1 to December 31, 2011
Include

Hard-to-fill positions are hirings in 2011 or vacancies on December 31, 2011 that an employer struggles to fill.

These are positions for which the search for workers takes longer than usual or lasts longer than originally planned.

B2. Of the total number of separations from January 1 to December 31, 2011, as reported in Question B1, how many were in the following categories?

Please make sure that the total number of separations reported in Question B2 agrees with the total reported in Question B1.

Quits
Include

Voluntary separations from January 1 to December 31, 2011

Retirements
Include

Retirements from January 1 to December 31, 2011

Dismissals and Permanent layoffs
Include

Involuntary separations from January 1 to December 31, 2011 which includes:

  • Dismissals/firings or other discharges for cause
  • Discharges resulting from mergers, downsizing or closings
  • Permanent layoffs (layoffs with no intent to rehire )

Temporary layoffs
Include

Temporary layoffs from January 1 to December 31, 2011

  • Employees that are expected to be recalled
  • Terminations of short-term, or seasonal employees that are expected to return next season

Other separations
Include

Other separations from January 1 to December 31, 2011

  • Transfers to other locations
  • Employee disability (long term) or deaths

If the business was temporarily closed or has ceased operation, Go to Section E

B3. Of the number of hires, separations, vacancies and hard-to-fill positions at this location, as reported in Question B1, how many were in the following categories?

Please make sure that the number of hires, the number of separations, the number of vacancies and the number of hard-to-fill positions reported in the last row of Question B3 agree with the same numbers reported in Question B1.

Please see the employee category definitions in the guide ‘Concepts and definitions for your reference’.

Hires in 2011 (Positions filled)
Separations in 2011 (quits, layoffs/dismissals, retirements and other)
Vacancies as of December 31, 2011 (unfilled positions)
Hard-to-fill positions from January 1 to December 31, 2011 (filled or vacant positions)

  • Managers and  Executives
  • Professionals (including professional supervisors)
  • Technical (including technical supervisors)
  • Trades
  • Apprentices
  • Sales and Marketing
  • Administrative and Clerical
  • Production or Service Workers
  • Other
  • TOTAL

B4. What were the impacts of the hard-to-fill positions identified in Question B3? Please check all that apply.

  • No particular problems
  • Lose business to competitors
  • Delay developing new products or services
  • Have difficulties meeting quality standards
  • Increase operating costs
  • Have difficulties introducing new work practices
  • Increase workload for other staff
  • Outsource work or contract out
  • Decrease productivity
  • Other impacts
  • Please specify:

B5. Of the total number of hires in 2011, how many were filled through your active use of the temporary foreign worker program or permanent immigration system?

Canadian employers can hire an individual who is not a permanent resident of Canada to work temporarily in the country. This can be accomplished through:

Temporary Foreign Worker Program – employers recruit foreign workers (with a variety of skill levels) to meet temporary labour shortages.

Employers can also offer a full-time job to an individual who is not a permanent resident of Canada and support their permanent immigration to Canada.  This can be accomplished through a number of ways:

Arranged Employment Offer (Permanent) – employers recruit or retain skilled workers to fill a full-time, permanent position in their organization.

Provincial Nominee Program (Permanent) – employers work with a province or territory to recruit or retain workers (with a variety of skill levels) on a permanent, full-time basis.

If you have not hired employees through the active use of the temporary foreign worker program or permanent immigration system, please report zero in each field below.

  • Number of Temporary Foreign Workers recruited
  • Number of skilled workers recruited or retained with an Arranged Employment Offer
  • Number of workers recruited or retained with a Provincial Nomination

B6. Of the total number of hires in 2011, how many were to fill “Green Jobs”?

Green jobs are jobs whose main responsibility or function is to directly protect, conserve, or restore the natural environment or support the transition to a greener economy, either through technology, innovative processes or specialized skills and knowledge. 

The main activities of workers in green jobs may include, but are not limited to one or more of the following:

  • Environmental Protectione.g., environmental remediation, carbon capture and storage, pollution prevention technologies.
  • Green Energye.g., solar panels, smart grid technologies, biofuels.
  • Energy Efficient Constructione.g., the construction of new green buildings, energy retrofit, geothermal heating, solar panel installation.
  • Green Manufacturing and Transportatione.g., hybrid, electric and fuel cell vehicles.
  • Green Servicese.g. Green House Gas (GHG) auditing, GHG trading, carbon trading, green building architectural services.

If you have not hired any employees in the following categories, please report zero in each field below.

  • Number of Green jobs filled
  • Number of Green jobs that were vacant on December 31, 2011
  • Number of Green jobs that were hard-to-fill (both hires and vacancies)

Section C:  Specific Occupations Filled and Unfilled in 2011

C1. Of the total hires at this location in 2011, as reported in Question B1 please provide the job titles as well as a description of the most important activities or duties for the 3 most frequent hirings.

If you had multiple hirings with the same job title and description, please report all hirings for that occupation only once. Please start with the occupation for which you hired the most employees in 2011 (i.e. most frequent).

For example, if you hired 5 sales clerks, please report ‘sales clerk’ as the job title and 5 as the number of hires with the same job title and job description. Please report separations, vacancies and hard-to-fill positions in the same manner.

Occupation 1: most frequently hired occupation during the year

  • A. Job title (e.g. construction worker, waiter/waitress, retail sales clerk, or financial analyst)
  • B. Job description (e.g. pouring concrete, waiting on tables, selling goods to consumers, or collecting and analyzing financial information)
  • In 2011, how many employees were hired at this location with the same job title and job description?
  • In 2011, how many employees separated from their jobs at this location with the same job title and job description?
  • On December 31, 2011, how many job vacancies were there at this location with the same job title and job description?
  • How many of these positions filled in 2011 or vacant on December 31, 2011 were hard-to-fill?

Occupation 2: second most frequently hired occupation during the year

  • A. Job title (e.g. construction worker, waiter/waitress, retail sales clerk, or financial analyst)
  • B. Job description (e.g. pouring concrete, waiting on tables, selling goods to consumers, or collecting and analyzing financial information)
  • In 2011, how many employees were hired at this location with the same job title and job description?
  • In 2011, how many employees separated from their jobs at this location with the same job title and job description?
  • On December 31, 2011, how many job vacancies were there at this location with the same job title and job description?
  • How many of these positions filled in 2011 or vacant on December 31, 2011 were hard-to-fill?

Occupation 3: third most frequently hired occupation during the year

  • A. Job title (e.g. construction worker, waiter/waitress, retail sales clerk, or financial analyst)
  • B. Job description (e.g. pouring concrete, waiting on tables, selling goods to consumers, or collecting and analyzing financial information)
  • In 2011, how many employees were hired at this location with the same job title and job description?
  • In 2011, how many employees separated from their jobs at this location with the same job title and job description?
  • On December 31, 2011, how many job vacancies were there at this location with the same job title and job description?
  • How many of these positions filled in 2011 or vacant on December 31, 2011 were hard-to-fill?

If the sum of the three most frequent hires, reported in Question C1 is equal to the number of hires reported in Question B1, Go to Question C3, otherwise go to Question C2.

C2. Please now report for the 3 most recently hired occupations in 2011, not counting the occupations reported in Question C1.

If you had multiple hirings with the same job title and description, please report all hirings for that occupation only once.

For example, if you hired 5 sales clerks, please report ‘sales clerk’ as the job title and 5 as the number of hires with the same job title and job description. Please report separations, vacancies and hard-to-fill positions in the same manner.

Occupation 4: most recent hired occupation during the year

  • A. Job title (e.g. construction worker, waiter/waitress, retail sales clerk, or financial analyst)
  • B. Job description (e.g. pouring concrete, waiting on tables, selling goods to consumers, or collecting and analyzing financial information)
  • In 2011, how many employees were hired at this location with the same job title and job description?
  • In 2011, how many employees separated from their jobs at this location with the same job title and job description?
  • On December 31, 2011, how many job vacancies were there at this location with the same job title and job description?
  • How many of these positions filled in 2011 or vacant on December 31, 2011 were hard-to-fill?

Occupation 5: second most recent hired occupation during the year

  • A. Job title (e.g. construction worker, waiter/waitress, retail sales clerk, or financial analyst)
  • B. Job description (e.g. pouring concrete, waiting on tables, selling goods to consumers, or collecting and analyzing financial information)
  • In 2011, how many employees were hired at this location with the same job title and job description?
  • In 2011, how many employees separated from their jobs at this location with the same job title and job description?
  • On December 31, 2011, how many job vacancies were there at this location with the same job title and job description?
  • How many of these positions filled in 2011 or vacant on December 31, 2011 were hard-to-fill?

Occupation 6: third most recent hired occupation during the year

  • A. Job title (e.g. construction worker, waiter/waitress, retail sales clerk, or financial analyst)
  • B. Job description (e.g. pouring concrete, waiting on tables, selling goods to consumers, or collecting and analyzing financial information)
  • In 2011, how many employees were hired at this location with the same job title and job description?
  • In 2011, how many employees separated from their jobs at this location with the same job title and job description?
  • On December 31, 2011, how many job vacancies were there at this location with the same job title and job description?
  • How many of these positions filled in 2011 or vacant on December 31, 2011 were hard-to-fill?

C3. Considering now only the hard-to-fill vacancies identified in Question C1 and in Question C2, what were the reasons they were hard-to-fill?

If there were no hard-to-fill positions for an occupation, please leave the corresponding column blank.

Please check all that apply for each occupation.

Most frequent hires (Question C1)
Occupation #1
Occupation #2
Occupation #3

Most recent hires (Question C2)
Occupation #4
Occupation #5
Occupation #6

  • No applicants at all
  • Not enough applicants
  • Applicants not meeting the following requirements:
    • Qualifications (education level/credentials)
    • Skills
    • Work experience
    • Motivation, attitude, or interpersonal abilities
    • Language requirements
    • Other
    • Inability to assess a foreign educational qualification or credential
  • Inability to compete with other employers due to:
    • Pay and benefits
    • Promotion opportunities
    • Nature of work (seasonal, shift work, irregular hours, job content)
    • Remote location/poor public transit

C4. What was the minimum education level required for the for the 3 most frequent hires identified in Question C1 and the 3 most recent hires identified in Question C2?

Most frequent hires (Question C1)
Occupation #1
Occupation #2
Occupation #3

Most recent hires (Question C2)
Occupation #4
Occupation #5
Occupation #6

  • None
  • High school diploma or equivalent
  • Some postsecondary education
  • Trade certificate
  • College diploma
  • Undergraduate
  • Professional accreditation or graduate degree

C5. What kind of work experience was required for the 3 most frequent hires identified in Question C1 and the 3 most recent hires identified in Question C2?

Most frequent hires (Question C1)
Occupation #1
Occupation #2
Occupation #3

Most recent hires (Question C2)
Occupation #4
Occupation #5
Occupation #6

  • Specialized work experience (e.g., with a specific machine or system or in a specific industry)
  • General work experience (e.g., sales or human resources management)
  • No experience required

C6. What was the minimum number of years of work experience required for the 3 most frequent hires identified in Question C1 and the 3 most recent hires identified in Question C2?

If no minimum number of years of work experience was required for a position, please report zero in the field below.

Most frequent hires (Question C1)
Occupation #1
Occupation #2
Occupation #3

Most recent hires (Question C2)
Occupation #4
Occupation #5
Occupation #6

  • Number of years

C7. What was the annual salary range offered, in Canadian dollars for the 3 most frequent hires identified in Question C1 and the 3 most recent hires identified in Question C2?

Most frequent hires (Question C1)
Occupation #1
Occupation #2
Occupation #3

Most recent hires (Question C2)
Occupation #4
Occupation #5
Occupation #6

  • Minimum
  • Maximum
  • Average

C8. What were the 3 most frequently used recruitment methods in order to fill the 3 most frequent hires  identified in Question C1 and the 3 most recent hires in Question C2?

Most frequent hires (Question C1)
Occupation #1
Occupation #2
Occupation #3

Most recent hires (Question C2)
Occupation #4
Occupation #5
Occupation #6

  • Word of mouth/personal contacts/referrals/informal networks
  • On-site job signs or posters
  • Unsolicited resumes
  • Company’s own internet site
  • Online job boards/postings
  • On-site recruitment at schools, colleges or universities
  • Job fairs
  • Trade or professional association publications/sites
  • Government employment centres or websites
  • Non-government or community employment service centres or websites
  • Executive search companies and temporary help agencies
  • Newspaper ads
  • Other

C9. For the 3 most frequent hires identified in Question C1 and the 3 most recent hires identified in Question C2, which of the following geographic areas were the targets of this location’s recruitment efforts?

Please check all that apply.

Most frequent hires (Question C1)
Occupation #1
Occupation #2
Occupation #3

Most recent hires (Question C2)
Occupation #4
Occupation #5
Occupation #6

  • Within the local area
  • Within the province/territory
  • Within a region (involving two or more provinces)
  • Within all of Canada
  • Internationally

Section D: Future Skill Shortages

Skills shortage vacancies are those vacancies that are hard-to-fill because of an insufficient number of applicants with the skills, experience or qualifications to do the job with an acceptable amount of on-the-job training.

D1. Do you anticipate any hard-to-fill vacancies due to skills shortages in the next two years?

  • Yes
  • No Go to Question E1

D2. What is the main reason you anticipate these vacancies in the next two years?

Please check only one.

  • Quits
  • Retirements
  • Dismissal and layoffs
  • Firm growth (new position similar to existing one)
  • Technological or organizational change (new positions with new skills required)
  • Other
  • Please specify:

D3.  For two 2 vacancies you anticipate being hard-to-fill due to skill shortages in the next two years, please provide the following information, beginning with the harder to fill vacancy.

If you anticipate you will hire multiple workers with the same job title and job description, please report the job title and description once and indicate the number of employees you will need to hire  For example, if you expect to hire 5 sales clerks, report ‘sales clerk’ as job title and 5 In Part C.

Occupation  #1

  • A. Job Title (e.g. pharmacists, financial advisors, or nurses):
  • B. Job Description (e.g. dispense prescribed pharmaceuticals, develop and implement financial policies and systems, provide nursing care to patients):
  • C. How many employees with this title and job description do you anticipate you will need to hire in the next two years?

Occupation  #2

  • A. Job Title (e.g. pharmacists, financial advisors, or nurses ):
  • B. Job Description (e.g. dispense prescribed pharmaceuticals, develop and implement financial policies and systems, provide nursing care to patients):
  • C. How many employees with this title and job description do you anticipate you will need to hire in the next two years?

D4. If you are unable to fill the hard-to-fill vacancies due to skill shortages you are anticipating in the next two years, what will be the impacts?

Please check all that apply.

  • No particular problems
  • Lose business or orders to competitors
  • Delay developing new products or services
  • Have difficulties meeting quality standards
  • Increase operating costs
  • Have difficulties introducing new work practices
  • Increase workload for other staff
  • Outsource work or contract out
  • Decrease productivity
  • Other impacts
  • Please specify:

Section E: Final Verifications

E1. In completing this questionnaire, did you combine information with any other location?

  • Yes
  • No Go to end of Questionnaire

E2. Which locations did you report for?

  • Some locations
  • All locations Go to end of Questionnaire

E3. In what provinces or territories did the locations you reported for operate?

Locations reported for

  • Newfoundland and Labrador
  • Prince Edward Island
  • Nova Scotia
  • New Brunswick
  • Quebec
  • Ontario
  • Manitoba
  • Saskatchewan
  • Alberta
  • British Columbia
  • Yukon
  • Northwest Territories
  • Nunavut

E4. In 2011, what percentage of the total employment of this company was attributable to the locations you reported for?

  • %

Comments

 

Please return the completed questionnaire to Statistics Canada in the accompanying self-addressed, pre-paid envelope within 21 days of receipt. Alternatively, a Statistics Canada interviewer will contact you to arrange a convenient time to conduct a telephone interview.

On behalf of Statistics Canada, We would like to thank you for taking the time to complete this questionnaire.

Concepts and definitions for your reference

This guide contains information to help you complete the questionnaire.

A. Employee category definitions

Employee

Paid employees include full-time, part-time, permanent, non-permanent and seasonal employees of this location receiving a T4 statement from Canada Revenue Agency who work on-site or off-site and employees who are on paid leave.

Please do not include employees who only receive a T4A statement.

Full-time employee: An employee working 30 or more hours per week, excluding overtime.

Part-time employee: An employee working less than 30 hours per week, excluding overtime.

Permanent employee: An employee who has no set termination date (including tenured teachers).

Non-permanent employee: An employee who has a set termination date or an agreement covering the period of employment (temporary, seasonal or casual).

Independent Contractor:

A person providing products or services under contract at your location but for who the completion of a Canada Revenue Agency T4 statement is not required. This person may be an employee of another business or a home worker (computer consultant, piecework seamstress, etc.).  Some independent contractors may receive a T4A statement from your location.

Managers and executives

Include: President(s), executives, senior managers and managers that receive a T4 statement.

  • Senior Managers

    Include the most senior executives in the workplace and other senior managers whose responsibilities would normally span more than one internal department. Most small workplaces would only have one senior manager. Examples: president of single location company; retail store manager; plant manager; senior partners in business services firms; production superintendent; senior administrator in public services enterprise; as well as vice-presidents, partners and assistant administrators whose responsibilities cover more than one domain.

  • Managers

    Managers generally report to senior management and are responsible for a single domain or department. This category would normally include assistant directors or the equivalent in small workplaces. Examples: department heads or managers (engineering, accounting, R&D, personnel, computing, marketing, sales, etc.); heads or managers of specific product lines; junior partners or assistant administrators with responsibilities for a specific domain; and assistant directors in small locations (without an internal department structure).

Professionals (including professional supervisors)

Employees whose duties would normally require at least an undergraduate university degree or the equivalent. Examples: medical doctors, lawyers, accountants, architects, engineers, economists, scientists, psychologists, sociologists, registered nurses, marketing and market research professionals, nurse-practitioners and teaching professionals, professors and teaching assistants. Include computing professionals whose duties would normally require a minimum of an undergraduate degree in computer science. Include professional project managers and supervisors.

Technical (including technical supervisors)

Technical

Employees whose duties would normally require a community college certificate/diploma or the equivalent and who are not primarily involved in the marketing/sales of a product or service. Examples: technologists, lab technicians, registered nursing assistants, audio-visual technicians; trained caregivers; technology trainers; legal secretaries and draftspersons. Include computer programmers and operators whose duties would normally require a community college certificate or diploma. Include technical/paraprofessional project managers and supervisors.

Trades

Non-supervisory staff in positions requiring vocational/trades accreditation or the equivalent. Examples: construction trades, machinists, machine operators, stationary engineers, mechanics, beauticians/barbers/hairdressers, butchers and repair workers.

Apprentices

An apprentice is an individual who, through an agreement with an employer, is learning a skilled trade via a combination of on-the-job and in-school training.  The apprentice is a paid employee whose salary follows a predetermined wage schedule. The apprentice is supervised and works alongside a certified journeyperson gaining the knowledge, competencies, and experience required in the trade.  After completing the required number of hours of on-the-job (practical) and in-school (technical) training, the apprentice is eligible to obtain a certificate of qualification thereby becoming a certified journeyperson.

Sales and marketing

Non-supervisory staff primarily engaged in the marketing/sales of products or services. Examples: retail sales clerks, waiters/waitresses, telemarketers, real estate agents, insurance agents and loans officers. Exclude employees whose duties require a university degree and professional accreditation (professionals), those whose duties require a community college certificate/diploma (technical/trades) and those whose duties are primarily supervisory.

Administrative and clerical

Non-supervisory staff providing clerical or administrative services for internal or external clients. Examples: office equipment operators, filing clerks, account clerks, receptionists, desk clerks, mail and distribution clerks and bill collectors. Duties do not normally require post-secondary education or responsibility for marketing or sales.

Production or Service Workers

Non-supervisory staff in production, maintenance or service positions. Examples: assemblers, packers, sorters, pilers, machine operators, transportation equipment operators (drivers), material handlers, cleaning staff, food service counter attendants, and service station attendants. Jobs in this category may require various durations of training, which depends on the complexity of the job.

Other

The employees who do not correspond to any of the above categories.

Foreign workers

A foreign worker is an employee working legally in Canada on a work permit. This excludes landed immigrants, permanent residents, and Canadian citizens.

Canadian employers can hire a foreign worker temporarily or offer a full-time job to a skilled worker and support their permanent immigration to Canada.  This can be accomplished through a number of ways, e.g.:

Temporary Foreign Worker Program – employers recruit foreign workers (with a variety of skill levels) to meet temporary labour shortages.

Arranged Employment Offer (Permanent) – employers recruit or retain skilled workers to fill a full-time, permanent position in their organization.

Provincial Nominee Program (Permanent) – employers work with a province or territory to recruit or retain workers (with a variety of skill levels) on a permanent, full-time basis.

B. Job vacancies and labour turnover definitions

Job vacancies

A job is vacant if it meets all three conditions:

  • A specific position exists
  • Work could start within 30 days
  • You are actively seeking workers from outside this location to fill the position

The position can be full-time or part-time, temporary, permanent, seasonal or on call, etc.

Job vacancies exclude:

  • Positions to be filled by promotion/demotion, internal transfers or recall from layoffs
  • Positions with start dates more than 30 days in the future
  • Positions for which employees have been hired, but the employees have not yet reported for work
  • Positions to be filled by employees of temporary help agencies, volunteers, independent contractors or consultants.

Hard-to-fill job vacancies

Hard-to-fill job vacancies are positions (filled during the year 2011 or vacant on December 31, 2011) that an employer struggles to fill. These are positions for which the search for workers takes longer than usual or lasts longer than originally planned.

Skills shortage vacancies

Skills shortage vacancies are those vacancies that are hard-to-fill because of an insufficient number of applicants with the skills, experience or qualifications to do the job with an acceptable amount of on-the-job training.

Hires

A hire is any addition to your payroll from January 1 to December 31, 2011 and includes:

  • New hire or a previously separated rehire
  • The position can be permanent, temporary or seasonal
  • Recall from layoff
  • On-call employees who returned to work after having been separated
  • Workers who were hired and separated during the year
  • Transfers from other locations

This excludes

  • Transfers or promotions within this location
  • Employees returning from a strike
  • Independent contractors or consultants
  • Employees of temporary help agencies (unless your business is a temporary help agency)
  • Substitute teachers returning during the same school year
  • Volunteers.

Separations

Separations are quits, retirements, dismissals, permanent layoffs, temporary layoffs and other separations that occurred in the year.

These exclude:

  • Transfers within this location
  • Employees on strike
  • Employees of temporary help agencies (unless your business is a temporary help agency)
  • Independent contractors  or consultants
  • Substitute teachers who are between assignments
  • Volunteers.

 

Monthly Retail Trade Survey (MRTS) Data Quality Statement

Objectives, uses and users
Concepts, variables and classifications
Coverage and frames
Sampling
Questionnaire design
Response and nonresponse
Data collection and capture operations
Editing
Imputation
Estimation
Revisions and seasonal adjustment
Data quality evaluation
Disclosure control

1. Objectives, uses and users

1.1. Objective

The Monthly Retail Trade Survey (MRTS) provides information on the performance of the retail trade sector on a monthly basis, and when combined with other statistics, represents an important indicator of the state of the Canadian economy.

1.2. Uses

The estimates provide a measure of the health and performance of the retail trade sector. Information collected is used to estimate level and monthly trend for retail sales. At the end of each year, the estimates provide a preliminary look at annual retail sales and performance.

1.3. Users

A variety of organizations, sector associations, and levels of government make use of the information. Retailers rely on the survey results to compare their performance against similar types of businesses, as well as for marketing purposes. Retail associations are able to monitor industry performance and promote their retail industries. Investors can monitor industry growth, which can result in better access to investment capital by retailers. Governments are able to understand the role of retailers in the economy, which aids in the development of policies and tax incentives. As an important industry in the Canadian economy, governments are able to better determine the overall health of the economy through the use of the estimates in the calculation of the nation’s Gross Domestic Product (GDP).

2. Concepts, variables and classifications

2.1. Concepts

The retail trade sector comprises establishments primarily engaged in retailing merchandise, generally without transformation, and rendering services incidental to the sale of merchandise.

The retailing process is the final step in the distribution of merchandise; retailers are therefore organized to sell merchandise in small quantities to the general public. This sector comprises two main types of retailers, that is, store and non-store retailers. The MRTS covers only store retailers. Their main characteristics are described below. Store retailers operate fixed point-of-sale locations, located and designed to attract a high volume of walk-in customers. In general, retail stores have extensive displays of merchandise and use mass-media advertising to attract customers. They typically sell merchandise to the general public for personal or household consumption, but some also serve business and institutional clients. These include establishments such as office supplies stores, computer and software stores, gasoline stations, building material dealers, plumbing supplies stores and electrical supplies stores.

In addition to selling merchandise, some types of store retailers are also engaged in the provision of after-sales services, such as repair and installation. For example, new automobile dealers, electronic and appliance stores and musical instrument and supplies stores often provide repair services, while floor covering stores and window treatment stores often provide installation services. As a general rule, establishments engaged in retailing merchandise and providing after sales services are classified in this sector. Catalogue sales showrooms, gasoline service stations, and mobile home dealers are treated as store retailers.

2.2. Variables

Sales are defined as the sales of all goods purchased for resale, net of returns and discounts. This includes commission revenue and fees earned from selling goods and services on account of others, such as selling lottery tickets, bus tickets, and phone cards. It also includes parts and labour revenue from repair and maintenance; revenue from rental and leasing of goods and equipment; revenues from services, including food services; sales of goods manufactured as a secondary activity; and the proprietor’s withdrawals, at retail, of goods for personal use. Other revenue from rental of real estate, placement fees, operating subsidies, grants, royalties and franchise fees are excluded.

Trading Location is the physical location(s) in which business activity is conducted in each province and territory, and for which sales are credited or recognized in the financial records of the company. For retailers, this would normally be a store.

Constant Dollars: The value of retail trade is measured in two ways; including the effects of price change on sales and net of the effects of price change. The first measure is referred to as retail trade in current dollars and the latter as retail trade in constant dollars. The method of calculating the current dollar estimate is to aggregate the weighted value of sales for all retail outlets. The method of calculating the constant dollar estimate is to first adjust the sales values to a base year, using the Consumer Price Index, and then sum up the resulting values.

2.3. Classification

The Monthly Retail Trade Survey is based on the definition of retail trade under the NAICS (North American Industry Classification System). NAICS is the agreed upon common framework for the production of comparable statistics by the statistical agencies of Canada, Mexico and the United States. The agreement defines the boundaries of twenty sectors. NAICS is based on a production-oriented, or supply based conceptual framework in that establishments are groups into industries according to similarity in production processes used to produce goods and services.

Estimates appear for 21 industries based on special aggregations of the 2007 North American Industry Classification System (NAICS) industries. The 21 industries are further aggregated to 11 sub-sectors.

Geographically, sales estimates are produced for Canada and each province and territory.

3. Coverage and frames

Statistics Canada’s Business Register ( BR) provides the frame for the Monthly Retail Trade Survey. The BR is a structured list of businesses engaged in the production of goods and services in Canada. It is a centrally maintained database containing detailed descriptions of most business entities operating within Canada. The BR includes all incorporated businesses, with or without employees. For unincorporated businesses, the BR includes all employers with businesses, and businesses with no employees with annual sales that have a Goods and Services Tax (GST) or annual revenue that declares individual taxes.  annual sales greater than $30,000 that have a Goods and Services Tax (GST) account (the BR does not include unincorporated businesses with no employees and with annual sales less than $30,000).

The businesses on the BR are represented by a hierarchical structure with four levels, with the statistical enterprise at the top, followed by the statistical company, the statistical establishment and the statistical location. An enterprise can be linked to one or more statistical companies, a statistical company can be linked to one or more statistical establishments, and a statistical establishment to one or more statistical locations.

The target population for the MRTS consists of all statistical establishments on the BR that are classified to the retail sector using the North American Industry Classification System (NAICS) (approximately 200,000 establishments). The NAICS code range for the retail sector is 441100 to 453999. A statistical establishment is the production entity or the smallest grouping of production entities which: produces a homogeneous set of goods or services; does not cross provincial boundaries; and provides data on the value of output, together with the cost of principal intermediate inputs used, along with the cost and quantity of labour used to produce the output. The production entity is the physical unit where the business operations are carried out. It must have a civic address and dedicated labour.

The exclusions to the target population are ancillary establishments (producers of services in support of the activity of producing goods and services for the market of more than one establishment within the enterprise, and serves as a cost centre or a discretionary expense centre for which data on all its costs including labour and depreciation can be reported by the business), future establishments, establishments with a missing or a zero gross business income (GBI) value on the BR and establishments in the following non-covered NAICS:

  • 4541 (electronic shopping and mail-order houses)
  • 4542 (vending machine operators)
  • 45431 (fuel dealers)
  • 45439 (other direct selling establishments)

4. Sampling

The MRTS sample consists of 10,000 groups of establishments (clusters) classified to the Retail Trade sector selected from the Statistics Canada Business Register. A cluster of establishments is defined as all establishments belonging to a statistical enterprise that are in the same industrial group and geographical region. The MRTS uses a stratified design with simple random sample selection in each stratum. The stratification is done by industry groups (the mainly, but not only four digit level NAICS), and the geographical regions consisting of the provinces and territories, as well as three provincial sub-regions. We further stratify the population by size.

The size measure is created using a combination of independent survey data and three administrative variables: the annual profiled revenue, the GST sales expressed on an annual basis, and the declared tax revenue (T1 or T2). The size strata consist of one take-all (census), at most, two take-some (partially sampled) strata, and one take-none (non-sampled) stratum. Take-none strata serve to reduce respondent burden by excluding the smaller businesses from the surveyed population. These businesses should represent at most ten percent of total sales. Instead of sending questionnaires to these businesses, the estimates are produced through the use of administrative data.

The sample was allocated optimally in order to reach target coefficients of variation at the national, provincial/territorial, industrial, and industrial groups by province/territory levels. The sample was also inflated to compensate for dead, non-responding, and misclassified units.

MRTS is a repeated survey with maximisation of monthly sample overlap. The sample is kept month after month, and every month new units are added (births) to the sample.  MRTS births, i.e., new clusters of establishment(s), are identified every month via the BR’s latest universe. They are stratified according to the same criteria as the initial population. A sample of these births is selected according to the sampling fraction of the stratum to which they belong and is added to the monthly sample. Deaths occur on a monthly basis. A death can be a cluster of establishment(s) that have ceased their activities (out-of-business) or whose major activities are no longer in retail trade (out-of-scope). The status of these businesses is updated on the BR using administrative sources and survey feedback, including feedback from the MRTS. Methods to treat dead units and misclassified units are part of the sample and population update procedures.

5. Questionnaire design

The Monthly Retail Trade Survey incorporates the following sub-surveys:

Monthly Retail Trade Survey - R8

Monthly Retail Trade Survey (with inventories) – R8

Survey of Sales and Inventories of Alcoholic Beverages

The questionnaires collect monthly data on retail sales and the number of trading locations by province or territory and inventories of goods owned and intended for resale from a sample of retailers. The items on the questionnaires have remained unchanged for several years. For the 2004 redesign, the general questionnaires were subject to cosmetic changes only. The questionnaire for Sales and Inventories of Alcoholic Beverages underwent more extensive changes. The modifications were discussed with stakeholders and the respondents were given an opportunity to comment before the new questionnaire was finalized. If further changes are needed to any of the questionnaires, proposed changes would go through a review committee and a field test with respondents and data users to ensure its relevancy.

6. Response and nonresponse

6.1. Response and non-response

Despite the best efforts of survey managers and operations staff to maximize response in the MRTS, some non-response will occur. For statistical establishments to be classified as responding, the degree of partial response (where an accurate response is obtained for only some of the questions asked a respondent) must meet a minimum threshold level below which the response would be rejected and considered a unit nonresponse.  In such an instance, the business is classified as not having responded at all.

Non-response has two effects on data: first it introduces bias in estimates when nonrespondents differ from respondents in the characteristics measured; and second, it contributes to an increase in the sampling variance of estimates because the effective sample size is reduced from that originally sought.

The degree to which efforts are made to get a response from a non-respondent is based on budget and time constraints, its impact on the overall quality and the risk of nonresponse bias.

The main method to reduce the impact of non-response at sampling is to inflate the sample size through the use of over-sampling rates that have been determined from similar surveys.

Besides the methods to reduce the impact of non-response at sampling and collection, the non-responses to the survey that do occur are treated through imputation. In order to measure the amount of non-response that occurs each month, various response rates are calculated. For a given reference month, the estimation process is run at least twice (a preliminary and a revised run). Between each run, respondent data can be identified as unusable and imputed values can be corrected through respondent data. As a consequence, response rates are computed following each run of the estimation process.

For the MRTS, two types of rates are calculated (un-weighted and weighted). In order to assess the efficiency of the collection process, un-weighted response rates are calculated. Weighted rates, using the estimation weight and the value for the variable of interest, assess the quality of estimation. Within each of these types of rates, there are distinct rates for units that are surveyed and for units that are only modeled from administrative data that has been extracted from GST files.

To get a better picture of the success of the collection process, two un-weighted rates called the ‘collection results rate’ and the ‘extraction results rate’ are computed. They are computed by dividing the number of respondents by the number of units that we tried to contact or tried to receive extracted data for them. Non-monthly reporters (respondents with special reporting arrangements where they do not report every month but for whom actual data is available in subsequent revisions) are excluded from both the numerator and denominator for the months where no contact is performed.

In summary, the various response rates are calculated as follows:

Weighted rates:

Survey Response rate (estimation) =
Sum of weighted sales of units with response status i / Sum of survey weighted sales

where i = units that have either reported data that will be used in estimation or are converted refusals, or have reported data that has not yet been resolved for estimation.

Admin Response rate (estimation) =
Sum of weighted sales of units with response status ii / Sum of administrative weighted sales

where ii = units that have data that was extracted from administrative files and are usable for estimation.

Total Response rate (estimation) =
Sum of weighted sales of units with response status i or response status ii / Sum of all weighted sales

Un-weighted rates:

Survey Response rate (collection) =
Number of questionnaires with response status iii/ Number of questionnaires with response status iv

where iii = units that have either reported data (unresolved, used or not used for estimation) or are converted refusals.

where iv = all of the above plus units that have refused to respond, units that were not contacted and other types of non-respondent units.

Admin Response rate (extraction) =
Number of questionnaires with response status vi/ Number of questionnaires with response status vii

where vi = in-scope units that have data (either usable or non-usable) that was extracted from administrative files

where vii = all of the above plus units that have refused to report to the administrative data source, units that were not contacted and other types of non-respondent units.

(% of questionnaire collected over all in-scope questionnaires)

Collection Results Rate =
Number of questionnaires with response status iii / Number of questionnaires with response status viii

where iii = same as iii defined above

where viii = same as iv except for the exclusion of units that were contacted because their response is unavailable for a particular month since they are non-monthly reporters.

Extraction Results Rate =
Number of questionnaires with response status ix / Number of questionnaires with response status vii

where ix = same as vi with the addition of extracted units that have been imputed or were out of scope

where vii = same as vii defined above

(% of questionnaires collected over all questionnaire in-scope we tried to collect)

All the above weighted and un-weighted rates are provided at the industrial group, geography and size group level or for any combination of these levels.

Use of Administrative Data

Managing response burden is an ongoing challenge for Statistics Canada. In an attempt to alleviate response burden and survey costs, especially for smaller businesses, the MRTS has reduced the number of simple establishments in the sample that are surveyed directly and instead derives sales data for these establishments from Goods and Service Tax (GST) files using a statistical model. The model accounts for differences between sales and revenue (reported for GST purposes) as well as for the time lag between the survey reference period and the reference period of the GST file.

For more information on the methodology used for modeling sales from administrative data sources, refer to ‘Monthly Retail Trade Survey: Use of Administrative Data’ under ‘Documentation’ of the IMDB.

Table 1 contains the weighted response rates for all industry groups as well as for total retail trade for each province and territory. For more detailed weighted response rates, please contact the Marketing and Dissemination Section at (613) 951-3549, toll free: 1-877-421-3067 or by e-mail at retailinfo@statcan.

6.2. Methods used to reduce non-response at collection

Significant effort is spent trying to minimize non-response during collection. Methods used, among others, are interviewer techniques such as probing and persuasion, repeated re-scheduling and call-backs to obtain the information, and procedures dealing with how to handle non-compliant (refusal) respondents.

If data are unavailable at the time of collection, a respondent's best estimates are also accepted, and are subsequently revised once the actual data become available.

To minimize total non-response for all variables, partial responses are accepted. In addition, questionnaires are customized for the collection of certain variables, such as inventory, so that collection is timed for those months when the data are available.

Finally, to build trust and rapport between the interviewers and respondents, cases are generally assigned to the same interviewer each month. This action establishes a personal relationship between interviewer and respondent, and builds respondent trust.

7. Data collection and capture operations

Collection of the data is performed by Statistics Canada’s Regional Offices.

Table 1: Weighted response rates by NAICS, for all provinces/territories: October 2011
  Weighted Response Rates
Total Survey Administrative
NAICS - Canada
Motor Vehicle and Parts Dealers 93.2 94.2 60.4
Automobile Dealers 95.2 95.5 64.3
New Car Dealers1 96.7 96.7  
Used Car Dealers 72.6 73.9 64.3
Other Motor Vehicle Dealers 74.4 77.9 61.1
Automotive Parts, Accessories and Tire Stores 84.9 89.2 56.8
Furniture and Home Furnishings Stores 85.3 89.2 51.6
Furniture Stores 88.1 90.1 46.8
Home Furnishings Stores 80.7 87.3 53.5
Electronics and Appliance Stores 85.6 86.6 62.5
Building Material and Garden Equipment Dealers 89.6 91.5 76.2
Food and Beverage Stores 84.2 89.9 25.3
Grocery Stores 84.3 91.1 19.4
Grocery (except Convenience) Stores 86.2 93.4 14.3
Convenience Stores 60.9 61.8 55.5
Specialty Food Stores 69.2 74.1 49.4
Beer, Wine and Liquor Stores 87.6 88.4 62.5
Health and Personal Care Stores 90.4 91.5 79
Gasoline Stations 85.1 86.1 70.6
Clothing and Clothing Accessories Stores 86.4 88 46.9
Clothing Stores 85.9 87.3 46.3
Shoe Stores 91.6 92 68.9
Jewellery, Luggage and Leather Goods Stores 84.3 88.3 42.2
Sporting Goods, Hobby, Book and Music Stores 84.3 89 31.7
General Merchandise Stores 98.6 99.2 33.7
Department Stores 100 100  
Other general merchadise stores 97.2 98.3 33.7
Miscellaneous Store Retailers 82.5 86.1 54.6
Total 89.2 91.6 51.4
Regions
Newfoundland and Labrador 88.1 88.5 73.1
Prince Edward Island 91 91.4 73.6
Nova Scotia 94 95.4 67.1
New Brunswick 83.9 85.7 63.2
Québec 89.8 94.3 41.7
Ontario 90.3 92.7 49.8
Manitoba 86.2 86.3 81.2
Saskatchewan 88.1 89.5 58.3
Alberta 87.1 88.4 65.2
British Columbia 88.5 90.5 52.5
Yukon Territory 88.4 88.4  
Northwest Territories 83.9 83.9  
Nunavut 85.8 85.8  
1. There are no administrative records used in new car dealers

Weighted Response Rates

Respondents are sent a questionnaire or are contacted by telephone to obtain their sales and inventory values, as well as to confirm the opening or closing of business trading locations. Collection of the data begins approximately 7 working days after the end of the reference month and continues for the duration of that month.

New entrants to the survey are introduced to the survey via an introductory letter that informs the respondent that a representative of Statistics Canada will be calling. This call is to introduce the respondent to the survey, confirm the respondent's business activity, establish and begin data collection, as well as to answer any questions that the respondent may have.

8. Editing

Data editing is the application of checks to detect missing, invalid or inconsistent entries or to point to data records that are potentially in error. In the survey process for the MRTS, data editing is done at two different time periods.

First of all, editing is done during data collection. Once data are collected via the telephone, or via the receipt of completed mail-in questionnaires, the data are captured using customized data capture applications. All data are subjected to data editing. Edits during data collection are referred to as field edits and generally consist of validity and some simple consistency edits. They are used to detect mistakes made during the interview by the respondent or the interviewer and to identify missing information during collection in order to reduce the need for follow-up later on. Another purpose of the field edits is to clean up responses. In the MRTS, the current month’s responses are edited against the respondent’s previous month’s responses and/or the previous year’s responses for the current month. Field edits are also used to identify problems with data collection procedures and the design of the questionnaire, as well as the need for more interviewer training.

Follow-up with respondents occurs to validate potential erroneous data following any failed preliminary edit check of the data. Once validated, the collected data is regularly transmitted to the head office in Ottawa.

Secondly, editing known as statistical editing is also done after data collection and this is more empirical in nature. Statistical editing is run prior to imputation in order to identify the data that will be used as a basis to impute non-respondents. Large outliers that could disrupt a monthly trend are excluded from trend calculations by the statistical edits. It should be noted that adjustments are not made at this stage to correct the reported outliers.

The first step in the statistical editing is to identify which responses will be subjected to the statistical edit rules. Reported data for the current reference month will go through various edit checks.

The first set of edit checks is based on the Hidiriglou-Berthelot method whereby a ratio of the respondent’s current month data over historical (last month, same month last year) or auxiliary data is analyzed. When the respondent’s ratio differs significantly from ratios of respondents who are similar in terms of industry and/or geography group, the response is deemed an outlier.

The second set of edits consists of an edit known as the share of market edit. With this method, one is able to edit all respondents, even those where historical and auxiliary data is unavailable. The method relies on current month data only. Therefore, within a group of respondents, that are similar in terms of industrial group and/or geography, if the weighted contribution of a respondent to the group’s total is too large, it will be flagged as an outlier.

For edit checks based on the Hidiriglou-Berthelot method, data that are flagged as an outlier will not be included in the imputation models (those based on ratios). Also, data that are flagged as outliers in the share of market edit will not be included in the imputation models where means and medians are calculated to impute for responses that have no historical responses.

In conjunction with the statistical editing after data collection of reported data, there is also error detection done on the extracted GST data. Modeled data based on the GST are also subject to an extensive series of processing steps which thoroughly verify each record that is the basis for the model as well as the record being modeled. Edits are performed at a more aggregate level (industry by geography level) to detect records which deviate from the expected range, either by exhibiting large month-to-month change, or differing significantly from the remaining units. All data which fail these edits are subject to manual inspection and possible corrective action.

9. Imputation

Imputation in the MRTS is the process used to assign replacement values for missing data. This is done by assigning values when they are missing on the record being edited to ensure that estimates are of high quality and that a plausible, internal consistency is created. Due to concerns of response burden, cost and timeliness, it is generally impossible to do all follow-ups with the respondents in order to resolve missing responses. Since it is desirable to produce a complete and consistent microdata file, imputation is used to handle the remaining missing cases.

In the MRTS, imputation is based on historical data or administrative data (GST sales). The appropriate method is selected according to a strategy that is based on whether historical data is available, auxiliary data is available and/or which reference month is being processed.

There are three types of historical imputation methods. The first type is a general trend that uses one historical data source (previous month, data from next month or data from same month previous year). The second type is a regression model where data from previous month and same month previous year are used simultaneously. The third type uses the historical data as a direct replacement value for a non-respondent. Depending upon the particular reference month, there is an order of preference that exists so that top quality imputation can result. The historical imputation method that was labelled as the third type above is always the last option in the order for each reference month.

The imputation methods using administrative data are automatically selected when historical information is unavailable for a non-respondent. The administrative data source (annual GST sales) is the basis of these methods. The annual GST sales are used for two types of methods. One is a general trend that will be used for simple structure, e.g. enterprises with only one establishment, and a second type is called median-average that is used for units with a more complex structure.

10. Estimation

Estimation is a process that approximates unknown population parameters using only part of the population that is included in a sample. Inferences about these unknown parameters are then made, using the sample data and associated survey design. This stage uses Statistics Canada's Generalized Estimation System (GES).

For retail sales, the population is divided into a survey portion (take-all and take-some strata) and a non-survey portion (take-none stratum). From the sample that is drawn from the survey portion, an estimate for the population is determined through the use of a Horvitz-Thompson estimator where responses for sales are weighted by using the inverses of the inclusion probabilities of the sampled units. Such weights (called sampling weights) can be interpreted as the number of times that each sampled unit should be replicated to represent the entire population. The calculated weighted sales values are summed by domain, to produce the total sales estimates by each industrial group / geographic area combination. A domain is defined as the most recent classification values available from the BR for the unit and the survey reference period. These domains may differ from the original sampling strata because units may have changed size, industry or location. Changes in classification are reflected immediately in the estimates and do not accumulate over time. For the non-survey portion, the sales are estimated with statistical models using monthly GST sales.

For more information on the methodology for modeling sales from administrative data sources which also contributes to the estimates of the survey portion, refer to ‘Monthly Retail Survey: Use of Administrative Data’ under ‘Documentation’ of the IMDB.

The measure of precision used for the MRTS to evaluate the quality of a population parameter estimate and to obtain valid inferences is the variance. The variance from the survey portion is derived directly from a stratified simple random sample without replacement.

Sample estimates may differ from the expected value of the estimates. However, since the estimate is based on a probability sample, the variability of the sample estimate with respect to its expected value can be measured. The variance of an estimate is a measure of the precision of the sample estimate and is defined as the average, over all possible samples, of the squared difference of the estimate from its expected value.

11. Revisions and seasonal adjustment

Revisions in the raw data are required to correct known non-sampling errors. These normally include replacing imputed data with reported data, corrections to previously reported data, and estimates for new births that were not known at the time of the original estimates. Raw data are revised, on a monthly basis, for the month immediately prior to the current reference month being published. That is, when data for December are being published for the first time, there will also be revisions, if necessary, to the raw data for November. In addition, revisions are made once a year, with the initial release of the February data, for all months in the previous year. The purpose is to correct any significant problems that have been found that apply for an extended period. The actual period of revision depends on the nature of the problem identified, but rarely exceeds three years. Time series contain the elements essential to the description, explanation and forecasting of the behaviour of an economic phenomenon: "They are statistical records of the evolution of economic processes through time."1 Economic time series such as the Monthly Retail Trade Survey can be broken down into five main components: the trend-cycle, seasonality, the trading-day effect, the Easter holiday effect and the irregular component.

The trend represents the long-term change in the series, whereas the cycle represents a smooth, quasi-periodical movement about the trend, showing a succession of growth and decline phases (e.g., the business cycle). These two components—the trend and the cycle—are estimated together, and the trend-cycle reflects the fundamental evolution of the series. The other components reflect short-term transient movements.

The seasonal component represents sub-annual, monthly or quarterly fluctuations that recur more or less regularly from one year to the next. Seasonal variations are caused by the direct and indirect effects of the climatic seasons and institutional factors (attributable to social conventions or administrative rules; e.g., Christmas).

The trading-day component originates from the fact that the relative importance of the days varies systematically within the week and that the number of each day of the week in a given month varies from year to year. This effect is present when activity varies with the day of the week. For instance, Sunday is typically less active than the other days, and the number of Sundays, Mondays, etc., in a given month changes from year to year.

The Easter holiday effect is the variation due to the shift of part of April’s activity to March when Easter falls in March rather than April.

Lastly, the irregular component includes all other more or less erratic fluctuations not taken into account in the preceding components. It is a residual that includes errors of measurement on the 1. A Note on the Seasonal adjustment of Economic Time Series», Canadian Statistical Review, August 1974.  A variable itself as well as unusual events (e.g., strikes, drought, floods, major power blackout or other unexpected events causing variations in respondents’ activities).

Thus, the latter four components—seasonal, irregular, trading-day and Easter holiday effect—all conceal the fundamental trend-cycle component of the series. Seasonal adjustment (correction of seasonal variation) consists in removing the seasonal, trading-day and Easter holiday effect components from the series, and it thus helps reveal the trend-cycle. While seasonal adjustment permits a better understanding of the underlying trend-cycle of a series, the seasonally adjusted series still contains an irregular component. Slight month-to-month variations in the seasonally adjusted series may be simple irregular movements. To get a better idea of the underlying trend, users should examine several months of the seasonally adjusted series.

Since April 2008, Monthly Retail Trade Survey data are seasonally adjusted using the X-12- ARIMA2 software. The technique that is used essentially consists of first correcting the initial series for all sorts of undesirable effects, such as the trading-day and the Easter holiday effects, by a module called regARIMA. These effects are estimated using regression models with ARIMA errors (auto-regressive integrated moving average models). The series can also be extrapolated for at least one year by using the model. Subsequently, the raw series—pre-adjusted and extrapolated if applicable— is seasonally adjusted by the X-11 method.

The X-11 method is used for analysing monthly and quarterly series. It is based on an iterative principle applied in estimating the different components, with estimation being done at each stage using adequate moving averages3. The moving averages used to estimate the main components—the trend and seasonality—are primarily smoothing tools designed to eliminate an undesirable component from the series. Since moving averages react poorly to the presence of atypical values, the X-11 method includes a tool for detecting and correcting atypical points. This tool is used to clean up the series during the seasonal adjustment. Outlying data points can also be detected and corrected in advance, within the regARIMA module.

Lastly, the annual totals of the seasonally adjusted series are forced to the annual totals of the original series.

Unfortunately, seasonal adjustment removes the sub-annual additivity of a system of series; small discrepancies can be observed between the sum of seasonally adjusted series and the direct seasonal adjustment of their total. To insure or restore additivity in a system of series, a reconciliation process is applied or indirect seasonal adjustment is used, i.e. the seasonal adjustment of a total is derived by the summation of the individually seasonally adjusted series.

12. Data quality evaluation

The methodology of this survey has been designed to control errors and to reduce their potential effects on estimates. However, the survey results remain subject to errors, of which sampling error is only one component of the total survey error. Sampling error results when observations are made only on a sample and not on the entire population. All other errors arising from the various phases of a survey are referred to as nonsampling errors. For example, these types of errors can occur when a respondent provides incorrect information or does not answer certain questions; when a unit in the target population is omitted or covered more than once; when GST data for records being modeled for a particular month are not representative of the actual record for various reasons; when a unit that is out of scope for the survey is included by mistake or when errors occur in data processing, such as coding or capture errors.

Prior to publication, combined survey results are analyzed for comparability; in general, this includes a detailed review of individual responses (especially for large businesses), general economic conditions and historical trends.

A common measure of data quality for surveys is the coefficient of variation (CV). The coefficient of variation, defined as the standard error divided by the sample estimate, is a measure of precision in relative terms. Since the coefficient of variation is calculated from responses of individual units, it also measures some non-sampling errors.

The formula used to calculate coefficients of variation (CV) as percentages is:

CV (X) = S(X) * 100% / X
where X denotes the estimate and S(X) denotes the standard error of X.

Confidence intervals can be constructed around the estimates using the estimate and the CV. Thus, for our sample, it is possible to state with a given level of confidence that the expected value will fall within the confidence interval constructed around the estimate. For example, if an estimate of $12,000,000 has a CV of 2%, the standard error will be $240,000 (the estimate multiplied by the CV). It can be stated with 68% confidence that the expected values will fall within the interval whose length equals the standard deviation about the estimate, i.e. between $11,760,000 and $12,240,000.

Alternatively, it can be stated with 95% confidence that the expected value will fall within the interval whose length equals two standard deviations about the estimate, i.e. between $11,520,000 and $12,480,000.

Finally, due to the small contribution of the non-survey portion to the total estimates, bias in the non-survey portion has a negligible impact on the CVs. Therefore, the CV from the survey portion is used for the total estimate that is the summation of estimates from the surveyed and non-surveyed portions.

13. Disclosure control

Statistics Canada is prohibited by law from releasing any data which would divulge information obtained under the Statistics Act that relates to any identifiable person, business or organization without the prior knowledge or the consent in writing of that person, business or organization. Various confidentiality rules are applied to all data that are released or published to prevent the publication or disclosure of any information deemed confidential. If necessary, data are suppressed to prevent direct or residual disclosure of identifiable data.

Confidentiality analysis includes the detection of possible "direct disclosure", which occurs when the value in a tabulation cell is composed of a few respondents or when the cell is dominated by a few companies.

 

Electric Power Generating Stations Annual Survey 2011 Reporting Guide

This guide is designed to assist you as you complete the 2011 Electric Power Generating StationsAnnual Survey.

Help Line: (613) 951-5419

Your answers are confidential.

Statistics Canada is prohibited by law from releasing any information it collects which could identify any person, business, or organization, unless consent has been given by the respondent or as permitted by the Statistics Act. The confidentiality provisions of the Statistics Act are not affected by either the Access to Information Act or any other legislation. Therefore, for example, the Canada Revenue Agency cannot access identifiable survey records from Statistics Canada.

Information from this survey will be used for statistical purposes only and will be published in aggregate form only.

Table of contents

A - General information
B - Reporting Instructions
C - Revisions
D - Station Name
E - Station Type
F - Station Latitude and Longitude
G - Stand-by Status
H - Principal Fuel or Water Source
I - Station Detail

A – General information

Survey Purpose:

The purpose of this survey is to obtain information on the electricity generating capacity in Canada. This information is used by all levels of government in establishing informed policies in the energy area. In the case of public utilities, it is used by government agencies to fulfill their regulatory responsibilities. The private sector also uses this information in the corporate decision-making process.

Data Sharing Agreements:

To reduce respondent burden, Statistics Canada has entered into data-sharing agreements with provincial and territorial statistical agencies and other government organizations, which must keep the data confidential and use them only for statistical purposes. Statistics Canada will only share data from this survey with those organizations that have demonstrated a requirement to use the data.

Section 11 of the Statistics Act provides for the sharing of information with provincial and territorial statistical agencies that meet certain conditions. These agencies must have the legislative authority to collect the same information, on a mandatory basis, and the legislation must provide substantially the same provisions for confidentiality and penalties for disclosure of confidential information as the Statistics Act. Because these agencies have the legal authority to compel businesses to provide the same information, consent is not requested and businesses may not object to the sharing of the data.

For this survey, there are Section 11 agreements with the provincial and territorial statistical agencies of Newfoundland and Labrador, Nova Scotia, New Brunswick, Quebec, Ontario, Manitoba, Saskatchewan, Alberta, British Columbia, and Yukon.

The shared data will be limited to information pertaining to business establishments located within the jurisdiction of the respective province or territory.

Section 12 of the Statistics Act provides for the sharing of information with federal, provincial or territorial government organizations. Under Section 12, you may refuse to share your information with any of these organizations by writing a letter of objection to the Chief Statistician and returning it with the completed questionnaire. Please specify the organizations with which you do not want to share your data.

For this survey, there are Section 12 agreements with the statistical agencies of Prince Edward Island, the Northwest Territories and Nunavut, as well as with the Alberta Ministry of Energy, the British Columbia Ministry of Energy and Mines, the National Energy Board, Natural Resources Canada and Environment Canada.

For agreements with provincial and territorial government organizations, the shared data will be limited to information pertaining to business establishments located within the jurisdiction of the respective province or territory.

B – Reporting Instructions

To reduce your burden of response, the attached computer print-out contains the data we have on file for each of your generating station(s) as of December 31, 2011. We will continue to pre-fill this form unless otherwise notified.

Only report generating stations in which this company is the majority or sole owner.

Review all information associated with each generating station and indicate any additions, deletions and revisions on the pre-filled print-out.

If a new generating station was commissioned during the reference year of this survey, please complete all the questions on the form provided.

If a generating station is no longer in operation, please write "decommissioned" by the station name.

Name-plate rating should be reported except where, due to permanent changes (such as an upgrade or a replacement), they would be inappropriate.

Data completed by Statistics Canada includes: RespID, Business Number, NAICS (North America Industrial Classification System) and SIC.

If the information requested is unknown, please provide your best estimate.

C – Revisions:

Located on the front page of the questionnaire, please indicate the status of this return in the appropriate box – Revisions attached or No Revisions.

D – Station Name:

Each station should be reported separately, as applicable. Indicate the name of the station. Also indicate the provincial location of each station.

E – Station Type:

Indicate which type of station is present – Combustion Turbine, Hydraulic (Hydro) Turbine, Internal Combustion Turbine, Solar, Nuclear Steam Turbine, Conventional Steam Turbine, Tidal Power Turbine or Wind Power Turbine.

F - Station Latitude and Longitude:

If known please indicate as applicable.

G – Standby Status:

If this station is a standby facility (a unit whose operation is not part of the planned load), please write "yes".
If this station is not a standby facility, please write "no".

H – Principal Fuel or Water Source:

Indicate the "primary" fuel used at this station. In the case of Hydro stations, name the river or lake utilized.
If this is a co-generation facility and the steam turbine is operated using recaptured waste heat, please indicate steam as the fuel source.

I – Station Detail:

Indicate the station unit ID name and or unit number, the commission year of the unit, the unit's capacity and total Capacity of the station (report capacity in kilowatts).

Thank you for your participation

2012-2013 Canadian Health Measures Survey, Cycle 3 - Privacy impact assessment

Introduction

Statistics Canada began conducting the Canadian Health Measures Survey (CHMS) in 2007. Ongoing data collection continues in two year cycles. This survey collects direct physical measures of Canadians' health including blood and urine samples for laboratory testing. For each two-year collection period, about 5,500 participants among the ages of 3 to 79 complete the physical measures testing in the CHMS mobile examination centre that travels to sites across the country. Participation in all components of the survey is voluntary for the selected participants.

Additionally, all components of this national survey are reviewed and authorized annually by the Health Canada/Public Health Agency of Canada Research Ethics Board (REB# 2005-0025).

Objectives

The extensive privacy impact assessment for the CHMS is reviewed and updated for changes at the beginning of each new collection period. These updates are designed to identify new privacy, confidentiality and security risks to participants' personal information, to make recommendations to resolve or mitigate these risks, and to report on ongoing or previously identified concerns.

Description

The CHMS collects information to inform policy makers, health professionals and researchers on Canadian health status such as exposure to environmental contaminants and infectious disease, lifestyle characteristics (e.g., physical activity levels and nutritional status) and the extent of chronic diseases (e.g. heart and lung health). The survey also provides the infrastructure to explore new measurement technologies and emerging public health issues in Canada.

The CHMS collects contextual health—and safety screening—information through a questionnaire administered in the household. Later, at the mobile examination centre, participants undergo a series of physical measure tests and are asked to provide blood and urine samples that are sent to CHMS reference labs for testing. A small portion of the samples (blood, urine, DNA) may be stored for use in additional health studies from participants who agree to this use of their samples.

Privacy risks and mitigation measures

Because of the highly personal nature of the information being collected, tested and processed, the ongoing privacy impact assessment identifies several privacy issues and risks that are communicated and discussed with CHMS participants. This permits respondents to make an informed decision on whether to participate in the survey including the following:

  • Consent to specific uses of the information participants provide (linking, sharing, storage)
  • Reporting back survey and laboratory results to respondents
  • Transmission of information/samples between the mobile examination centre, laboratories and Statistics Canada.

Measures put in place to address these issues include providing comprehensive information to obtain separate written informed consents—at the time of first collection—from respondents to participate in the survey, sample storage (blood and urine), DNA storage and infectious disease testing. Nine times throughout the 3 to 4 hour collection period participants are asked to direct Statistics Canada in the way their information may be used or for their wishes on restriction to use.

CHMS Biobank

Concerns raised by the federal privacy commissioner's office during previous reviews centred on the uncertainty of the CHMS biobank and the storage of blood, urine and DNA for use in future health studies, including the following issues:

  • Retention of personal identifiers
  • Storage of physical specimens (blood, urine and DNA) and destruction
  • Permission of respondents for future tests
  • Governance and criteria for use of stored specimens in future health studies
  • Informing participants about additional studies and methods to withdraw consent
  • Consent to stored specimens regarding children in the survey

Governance of the Biobank is now determined as are procedures for access and use of the stored specimens. Measures put in place to address previous concerns include enhanced security for specimens, with barcode labelling, in the National Microbiology Laboratory in Winnipeg. Laboratories authorized to conduct additional study analyses are secured and authorized under contract to monitor specimen use through to destruction, and all lab results are returned to Statistics Canada for processing and data creation. Researchers using these data must become deemed employees of Statistics Canada which entails a security check, a conflict of interest declaration, and a sworn oath that they understand and accept the responsibility that disclosure of any personal information is a criminal offence.

Additionally, the procedures surrounding access and use of the CHMS stored samples have been vetted through extensive consultations and tested in two pilot studies approved through independent scientific and ethical reviews. The (a) governance of the Biobank, (b) criteria for use of stored specimens, and (c) ongoing rights of participants to find out how their samples are being used and to withdraw their samples at any time form the backbone measures that Statistics Canada has put in place to respond to privacy concerns about the CHMS biobank. Details of these measures are available at www.statcan.gc.ca/chms under the biobank section.

Conclusion

With the enhanced and existing Statistics Canada safeguards and procedures, as well as those in place at the mobile clinics and the laboratories, any remaining risks will be either negligible or are such that Statistics Canada is prepared to accept and manage these risks.