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Project BSIC Project Monitoring Final Report For BSIC Total H1 (January-June) - 2010. Vietnam – Cambodia – Laos Background & Objectives.

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Project BSIC Project Monitoring

Final Report


Total H1 (January-June) - 2010

Vietnam – Cambodia – Laos

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Background & Objectives

  • The Beer Selling Industry of Cambodia (BSIC) is comprised of prominent alcoholic beverage members of Cambodia Brewery Limited, Attwood, distributor of Heineken, Cambrew Limited, Dimarrs Cambodia (Guinness) and Interlocal Exim Pte Ltd. The main purpose of the BSIC is to constantly evaluate and seek improvements to the welfare or their beer promoters by setting an industry code of conduct for their beer promoters and external parties.

  • An in-depth research study was conducted in 2009 by CAS, which indicated significant improvements in the welfare of their promoters. However, there were some areas for improvements which the BSIC had acknowledged and acted on. As part of their constant surveillance, the BSIC wishes to evaluate the effectiveness of their implementation through quarterly research findings. Areas now being evaluated include:

    • Employment Status – addresses issue of remuneration

    • Organization of Work – to address any BP grievances

    • Uniforms – company branded standards

    • Transport – to minimize risk of harassment

    • Training and information – on a range of issues

    • Harassment – to ensure and promote a zero tolerance policy

    • Alcohol – to promote practice of not sitting and drinking with customers

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Background & Objectives

  • Specific areas being monitored also include the following:

    • BP views on wearing BSIC logo

    • BP views on working conditions

    • BP reported having a written contract

    • Average salaries

    • Input on incentive systems

    • BP understanding of paid annual leave entitlement

    • BP understanding of maternity leave policies

    • BP awareness of company grievance procedures

    • Instance of making a complaint

    • Opinion of uniform and stash

    • Details on company transportation

    • Opinions of training offered

    • Incidence of sexual harassment

    • Frequency of sitting with customers and drinking customers

    • Incidence of customers trying to force them to drink alcohol

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Research Approach & Methodology

Methodology: Quantitative - Face to face interviews using a structure questionnaire

Frequency: On-going monthly monitoring

Monthly updates with quarterly reporting

Respondent Profile: Female Beer Promoters (BP)

Mix of different beer company BP

Geographical Coverage Phnom Penh/Siem Reap

and Sample Size:

n=564BSIC BP (January – June)

n=80 non-BSIC BP (March – June)

FW to continue through December

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Research Approach & Methodology

  • Some further notes of clarification on this study:

    • It was decided starting in March to also interview a sample of non-BSIC BP for comparison. A total of n=20 non-BSIC were interviewed each month from March – June. These included BP from a number of companies including Budweiser, Singha, San Miguel, Stella Artois, Asahi and Hollandia.

    • The minimum sample of n=75 BSIC was decreased by n=10 from March to accommodate for non-BSIC interviews and to keep the project under the agreed budget.

    • A minimum of n=54 interviews were conducted for each BSIC member – more interviews could not be obtained for RSE Cambodia – Guinness, owing to small number of BPs.

    • Some slight modifications were made to line of questioning over the past 6 months. These are noted on certain slides. In addition, certain questions were only asked of BSIC BP.

    • Where possible, comparisons are made to 2008 and 2009 reports. 2010 total results are indicated by H1 and are only for BSIC BP. However, on certain slides these comparisons are not available owing to the following reasons:

      • Data for 2008 and 2009 was either not available or incomplete, with some data shown only by company whereas some data is only shown for totals.

      • Some questions were not asked in 2009, and particularly in 2008

      • Report is in Word format and was produced by another company. Hence, IRL does not have access to the data tables.

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Executive Summary

Demographic Profile

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Employment Status

First Time Working As Beer Promoter -Overall By Segment

  • Almost all respondents have indicated that this is the first time they have ever worked as a Beer Promoter, with incidence of such having increased over the past 2 years.

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BP View On Wearing BSIC Logo

Awareness of BSIC Logo- Overall By Segment

  • Awareness of the BSIC logo has improved dramatically – with almost all aware.

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BP View On Wearing BSIC Logo

BSIC Makes One More Respected In Workplace- Overall By Segment

  • Almost all BSIC BP said the logo made them feel more respected.

  • There is also the conception among just over ¾ of non-BSIC BP that the logo would make them feel more respected if they were to wear it and “know the benefits”.

Applicable from April to June

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Conditions Of Employment

Possess Employment Contract – Overall By Segment

2009 90% 97% 97% 83%

  • The majority of BSIC BP had an employment contract, which was not the case for non-BSIC BPs.

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Conditions Of Employment

Possess a Contract Copy- Overall By Company

2009 96% 99% 94% 27%

  • There was a slight decrease in number of BP who said they possessed a copy of their contract. Big improvements for RSE Cambodia – Guinness.

Applicable for BSIC Members

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Conditions Of Employment

Entitled To Weekly/Monthly Time Off - Overall By Segment

2009 100% 100% 100% 0%

  • There was a slight decrease in % of BSIC BP who said they are entitled to weekly/monthly time off, though this is biased by lower numbers for RSE Cambodia – Guinness. That said, they have seen improvements.

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Conditions of Employment

Perception Of Uniform/Sash- Overall By Segment

Company Gives Uniform/Sash To Staff

2009 97% 94% 97% 98%

  • Almost all BSIC BP said the uniform/sash was dignified.

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BP Awareness of Company Procedures

Presence of Grievance Procedures in Current Company - Overall By Segment

Awareness of Direct Superior

2009 93% 70% 67% 77%

  • There has been a steady increase in number of BSIC BP who knew there were grievance procedures in their companies. Most noted improvements were for Cambrew, Attwood, distributor of Heineken and RSE Cambodia-Guinness.

  • The same can not be said of non-BSIC employers.

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BP Awareness of Company Procedures

Frequency of Serious Complaints Reported in Past 7 Months - Overall By Segment

  • Very few BP reported any complaints in the past 7 months. And when compared to 2008, there is a much lower level of making complaints. This likely corresponds to noted decreases in sexual harassment.

Applicable for BSIC Members

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Instance of Making A Complaint

Complaints Registered by Superiors - Overall By Company


Caution: Small Sample Size

Incomplete/No data

for 2008/2009

  • Of those reporting a complaint, over half said the complaint was not registered by superiors.

Applicable for BSIC Members

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Instance of Making A Complaint

Details of First Grievance Occasion (1)- By Overall


Caution: Small Sample Size

Details of Grievances

Types of Outlets

Applicable for BSIC Members

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Instance of Making A Complaint

Reasons for Not Reporting Grievances to Direct Superiors-Overall By Company

Incomplete/No data

for 2008/2009

  • The reasons for not reporting complaints was very simple – because they didn’t have any.

Applicable for BSIC Members

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Instance of Making A Complaint

Familiarity With Grievance Form- Overall By Company

Incomplete/No data

for 2008/2009

  • About 2/3 of BP were familiar with the grievance form – this was much higher for Attwood, distributor of Heineken.

Applicable for BSIC Members

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Salary & Input On Incentive Systems

Current Base Salary- Overall By Segment

Average Base Salary Total H1 2010

Average Base Salary 2009

Incomplete/No data

for 2008/2009











  • Average base salary for BSIC BP was $61.1 US per month. However, this doesn’t differentiate between those working part time and full-time, nor does it include extra pay for holidays, paid time off or working more than one shift, so full-time salary plus any incentives is most likely much higher.

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Salary & Input On Incentive Systems

Current Total Salary – BSIC Members

  • Average salary a combination of base and other payments (holiday, time off, sick leave, travel allowances, etc.) and excluding commission showed the following for each of the BSIC members:

    • CBL - $69

    • Cambrew - $65

    • Attwood (Heineken) - $74

    • RSE Cambodia (Guinness) - $65

  • The average base salary for non-BSIC was $55 per month, though many BP working for other beer companies are mostly paid on a commission basis.

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Salary & Input On Incentive Systems

Earn Incentives/Commissions Besides Salary- Overall By Segment

Incomplete/No data

for 2008/2009

  • Most respondents earn incentives/commissions from sales – the except was Cambrew, which had much lower figures.

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Salary & Input On Incentive Systems

Commissions Received For Extra-Contractual Work (Reasons) – Overall by Segment

Incomplete/No data

for 2008/2009

  • The primary commissions received was for good services rendered, with only 22% saying it was for sitting and drinking with customers.

Applicable from April to June

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Incidence of Sexual Harassment

Awareness of Sexual Harassment- Overall By Segment

  • Awareness of sexual harassment has dropped slightly but still is high at just under 90%. High levels for non BSIC BP would indicate they are learning about sexual harrassment outside their respective companies.

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Incidence of Sexual Harassment

Actions To Take During Occasions of Sexual Harassment – Overall By Segment

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Incidence of Sexual Harassment

Frequency of Sexual Harassment at Workplace- Overall By Segment

  • The frequency of sexual harassment continues to decline, with over half saying it never occurs, compared to only 19% in 2008. However, frequency of sexual harrasment still occurs and is much higher among non-BSIC BPs.

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Incidence of Sexual Harassment

Have You Seen a Poster “ Do Not Forgive Those Harassing BPs”

Applicable from May & June

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Opinions On Training

Training Received on Selling Beer Safely- Overall By Company

Incomplete/No data

for 2008/2009

2009 100% 98% 100% 100%

  • Almost all BP had received training on selling beer safely.

Applicable for BSIC Members

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Opinions On Training

Training Received on Addressing Sexual Harassment Issues- Overall By Segment

2009 100% 96% 98% 91%

  • Almost all BP had received training on addressing sexual harassment – not the case for non-BSIC BP.

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Opinions On Training

Training Received on Refusing Beer/Alcohol Politely- Overall By Segment

2009 100% 98% 100% 100%

  • Almost all BP had received training on refusing beer politely – again, not the case for non-BSIC BP.

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Opinions On Training

Behavioral Change in Workplace After Receiving Training- By Overall

  • Main behavioral change from training was knowing how to refuse/deal with customers.

Applicable for BSIC Members

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Drinking With Customers

Beer Company Allows to Sit and Drink with Customers- Overall By Segment

2009 (Yes) 12% 7% 13% 17%

  • Almost all BSIC BP knew there companies had policies against sitting and drinking with customers.

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Drinking With Customers

Pressure from Customer- Overall By Segment

  • Incidence of sometimes being pressurized to drink with customers has actually increased, though being pressured “often” is on the decline.

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Drinking With Customers

Tackling Customer Pressures- Overall By Segment

  • Incidence of challenging customers has improved.

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Opinions On Training

Have you Ever Seen Poster “Do Not Force BP to Drink”- Overall By Segment

Applicable from May & June & Guinness has small sample size

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Drinking With Customers

Occasions Of Drinking With Customers During Work Hours- Overall By Segment

2009 (Never) 13% 24% 69% 28%

  • Incidence of drinking with customers has seen a big decline, with just under half of BP now saying they never drink with customers. Attwood, distributor of Heineken performed best in this regard. In contrast, almost 90% of non-BSIC BP will sometimes or often drink with customers during work hours.

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Other Issues

Awareness that HIV/AIDs Can Be Contracted Through Unsafe Intercourse

Applicable from April to June & Guinness has small sample size

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Other Issues

Received Training Covering HIV/Aids Topic- Overall By Segment

Applicable from April to June

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Other Issues

Statements Describing Current Sentiments Towards Work- Overall By Segment

2009 (I am happy with them) 62% 71% 86% 61%

  • Happiness with their current employment continues to improve, with 4 out of 5 BP having high levels of happiness and only 2% expressing dissatisfaction.

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Other Issues

Three Suggested Changes at Workplace- Overall By BSIC Member




Caution: Small Sample Size

Working Rights

Applicable for BSIC Members

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  • Overall, there has been vast improvement in certain BSIC indictors over the past two years, and has included the following areas:

    • Feeling the BSIC logo makes them feel more respected

    • Knowledge about paid leave

    • Amount of training on sexual harassment, refusing customers and selling beer safely

    • Less frequency of sexual harassment

    • Less incidence of drinking during work hours. Incidence of never drinking during work hours has improved by over 50%

    • And importantly, BP satisfaction with their current work conditions

  • In marked contrast, the performance of non-BSIC companies is much lower, with much lower indicators as can be seen in the comparisons shown.

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  • However, though performance of BSIC companies was very positive there are some areas for improvement:

    • Making sure all BPs have written copies of their contracts

    • Continue to educate and monitor BPs so incidence of drinking at the work place continues to decrease

    • Continue to educate consumers and BPs that there is a zero-tolerance sexual harassment policy for all BSIC BP (and should be for all BP), and to come up with initiatives so levels of sexual harassment.

    • Encourage other non-BSIC members to adopt similar policies as those of the BSIC. These have provide largely favorable in improving the working conditions, the key goal of BSIC initiates.

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  • Continue current activities promoting good working conditions for BPs. Education in the first few months of employment is critical.



  • ……………………………………………….

  • ………………………………………………….

  • BSIC logo should remain an important part of uniform.

  • Effort should be made in recruiting other beer companies to join BSIC. It pays dividends for the BP.


  • …..Insert details of Implication……

  • ……………………………………………….

  • ………………………………………………….

  • Consider providing some type of written copy at start of employment, even it is probationary. History shows contracts provide peace of mind and inclusion.

Summary & Implications





# 2

# 3

# 1

  • The incidence of BP being first type of employment continues to increase – and at the same time, BPs are happy with their current state of employment.

  • While most BSIC BP are aware of paid leave and other benefits, there was incidence of BP not having a written copy of their contract.

  • The BSIC logo and its initiatives do make BPs feel more respected in the workplace – and has also worked to change behaviors of customers.

# 2

# 3

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Summary and Implications


  • Continue to emphasis sexual harassment is not tolerated. This involves not only initiatives by BSIC members but also BPs themselves and those at workplace.



  • ……………………………………………….

  • ………………………………………………….

  • Continues to stress drinking is not allowed.

  • Would suggest improved monitoring so practice does not occur.


  • This should be commended. Whatever is being done should continue.

  • …..Insert details of Implication……

  • ……………………………………………….

  • ………………………………………………….

Summary & Implications




# 4

# 5

# 6

  • Big decreases in incidence of drinking at the workplace, especially the case of sitting and drinking with customers. However, about ½ still do drink on occasions.

  • About 4 in 5 BSIC BP were very happy with their current state of employment with the rest fairly happy and only 2% saying they were unhappy.

  • There has been a noted decrease in reported amounts of sexual harassment in the work place. However, it still occurs on occasion.

# 2

# 3

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Thank you!

ESOMAR membership is individual only. Laurent Notin, as the General Manager at Indochina Research (Cambodia) Ltd. is the ESOMAR member. As an ESOMAR member, he complies with the ICC/ESOMAR International Code of Marketing and Social Research Practice.