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Presentation to 21th Meeting of the Wiesbaden Group on Business Registers

Presentation to 21th Meeting of the Wiesbaden Group on Business Registers Case study: Profiling in Statistics South Africa (Session 3) Marietha Gouws Executive Manager: Business Register 24-27 November 2008. Topics. Profiling in Statistics South Africa (Stats SA)

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Presentation to 21th Meeting of the Wiesbaden Group on Business Registers

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  1. Presentation to 21th Meeting of the Wiesbaden Group on Business Registers Case study: Profiling in Statistics South Africa (Session 3) Marietha Gouws Executive Manager: Business Register 24-27 November 2008

  2. Topics • Profiling in Statistics South Africa (Stats SA) • Progress and development the past year • Problems experienced • Issues solved • Future plans

  3. Profiling in Stats SA • Identifying Enterprise Groups for investigation • Criteria for selection (financial year end, size group 1, large and complex) • Sources (mainly survey area requests and new businesses or structural changes) • Prepare a Profile Plan • Collect information • Email • Telephone • Personal visits

  4. Profiling in South Africa (continued) • Analyse Information • Financial Statements/ Annual Reports • Organogram (company structure) • Interview Outcome Report (summary of findings collected during an interview) • Feedback to users • Profile outcome report in centralised storing place • Meetings with Survey Areas • Enterprise (EN) updates on the Business Sampling Frame (BSF)

  5. Progress and development in the past year • Expand the Large Business Unit • Employ 13 new staff members on contract • Tailor-made training plan was implemented • Revise the “profiling” chapter in the Operational Manual • Develop and implement new forms and procedures • Revise the units model • Implement the Profiling Quality Self Assessment Checklist

  6. Problems experienced • New staff require more training and support: • to enable them to update the business information on the Business Sampling Frame • to be able to conduct interviews independently • Entry level salaries for permanent profilers is not attractive • Three staff members left the unit so far • Stakeholder communication not well managed

  7. Mechanisms to address problems • Job grading in progress to address the entry level salary levels • In-dept assessment to determine areas for improvement • Additional training sessions were conducted in: • Financial Statement and Annual Report interpretation • Use of Business Sampling Frame (BSF) and other systems • Case studies on incomplete profiles were presented • Development of a communication strategy

  8. Future plans • Implementation of the revised Units model • Development of an interface for the profiling activities per Enterprise Group • Implement the Communication Strategy

  9. Thank you For comments and queries: mariethag@statssa.gov.za

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