An occupation that has been designated as professional is professional regardless of employment status. For example, a supervisor who is also a scientist is classified as a professional in L3 and not as a supervisor L6. Positions, whether occupied by employers, the self-employed or employees, that cover lower professional and higher technical occupations.
Employees in category L4 share fewer of the conditions associated with the service relationship than those in L3. The employee relations approach holds that lower professional status takes precedence over small employer status but not over large employer status. Employers in small organisations who are in associate professional occupations are allocated to L4 rather than L8. Employees in these groups generally plan and supervise operations on behalf of the employer under the direction of senior managers.
These occupations share fewer of the conditions associated with the service relationship than those in L2. As discussed under L2, the size rule is sometimes used as an indicator of the conceptual distinction between higher and lower managerial occupations. However, some OUGs are regarded as inherently lower managerial and allocated to L5 regardless of organisation size. These positions involve formal and immediate supervision of others, and primarily cover intermediate occupations in L7, but also some occupations in L, classes 6 and 7.
Employees in these positions are supervising the work of others and so exert a degree of authority over them. Positions in clerical, sales, service and intermediate technical occupations that do not involve general planning or supervisory powers. Positions in this group are intermediate in terms of employment regulation; they combine elements of both the service relationship and the labour contract.
Although positions in L7 have some features of the service relationship, they do not usually involve any exercise of authority other than in applying standardised rules and procedures where discretion is minimal and are subject to quite detailed bureaucratic regulation. People, other than higher or lower professionals, who employ others and so assume some degree of control over them.
These employers carry out all or most of the entrepreneurial and managerial functions of the enterprise and have fewer than 25 employees.
Employers in small establishments, although they employ others, do not usually delegate most of their managerial or entrepreneurial functions to them. The distinction between large and small employers is made by applying a size rule of 25 employees.
It is likely that the majority of small employers have only one or two, or at most ten employees. Most people in this group are similar in many ways to the self-employed or own account workers in L9. Self-employed positions in which people are engaged in any non-professional trade, personal service, or semi-routine, routine or other occupation but have no employees other than family workers.
Positions with a modified form of labour contract, which cover occupations included in groups L11, L12 and L13, and involve formal and immediate supervision of others engaged in such occupations.
Positions in L10 have different employment relations and conditions from those in L12 and L13 but similar conditions to those in L Positions with a modified labour contract, in which employees are engaged in lower technical and related occupations.
Employees are more likely than those in L12 or L13 to have some service elements in their employment relationship for example, work autonomy. Some are in L7 and others in L12 and L Positions with a slightly modified labour contract, in which employees are engaged in semi-routine occupations.
Employees in these positions are regulated by an only slightly modified labour contract typified by a short term and the direct exchange of money for effort. These positions have the least need for employee discretion and employees are regulated by a basic labour contract. Both the long-term unemployed and those who have never been in paid employment although available for work could be treated in employment relations terms as a separate category of those who are excluded from employment relations of any kind.
Operationally, however, both these groups the long-term unemployed and those who have never worked, although available for work are difficult to define. The problems here cannot be separated from the more general ones concerning the non-employed population. Those who have never worked but are seeking or would like paid work are allocated to operational category L There is an argument that the long-term unemployed should not be classified according to their last job but should be assigned to category L Therefore, when the NS-SEC is collapsed to an analytic variable, you should include the long-term unemployed with those who have never worked.
Or you might prefer to use a one- or even two year unemployment rule. See The questions to ask. People over 16 who are engaged in full-time courses of study in secondary, tertiary or higher education institutions. Full-time students are recognised as a category in the full classification for reasons of completeness. Since many students will have had or still have paid occupations, you could classify them by current or last main job, although we would not usually expect them to be classified in this way.
Conventionally, where full-time students are included in analyses for example, in research on education , they are normally allocated a position through their family household. This category is for cases where the occupational data requested in surveys and censuses are not given or are inadequate for classification purposes.
No matter what rules are devised, there will be some adults who cannot be allocated to an NS-SEC category. For example, the research may have been designed to exclude older people from employment questions.
For completeness, you should include in L17 any people who cannot be allocated to another category. This term includes unemployed people except the long-term unemployed and those who have never worked ; retired people; those looking after a home; those on government employment or training schemes; and people who are sick or disabled.
In order to improve population coverage, in most cases, the normal procedure is to classify these people according to their last main job. The chief exceptions to this rule are full-time students, the long-term unemployed and people who have never worked see L14 and L Depending on the focus of your research and any comparability issues with the previous SECs, you can choose to exclude armed forces personnel from your analyses.
If you do decide to exclude them, we recommend that you perform selection commands at the OUG level rather than on NS-SEC categories as other occupations are included in those operational categories. Within the conceptual model, it is possible to have eight-, five- and three-class versions of the NS-SEC.
Table 3: Eight-, five- and three- class versions eight classes five classes three classes 1. Higher managerial, administrative and professional occupations 1. Lower managerial, administrative and professional occupations 3.
Intermediate occupations 2. Intermediate occupations 4. Small employers and own account workers 3. Small employers and own account workers 5. Lower supervisory and technical occupations 4. Lower supervisory and technical occupations 3. Routine and manual occupations 6. Semi-routine occupations 5. Semi-routine and routine occupations 7. Prism 8. The P values shown are examples. It shows one P value presented as ". We'll find a way to make these choices less confusing in a future release.
Up to three asterisks, this is fairly standard, but not completely, so you ought to state the scale in your figure legends or methods section. Four asterisks for tiny P values is not entirely standard. Up until Prism 5. Any P value less than 0. With Prism 5. Prism has always used the less-than-or-equal-to inequality. Until May , this page mistakenly said the cutoff was less-than The t value that corresponds with a P value of 0.
A conservative approach would be to take the P value at the upper limit e. The t value is the ratio of the difference in means to the standard error of the difference in means. The standard error of the difference in means can therefore be obtained by dividing the difference in means MD by the t value:.
In the example, the standard error of the difference in means is obtained by dividing 3. If the sample size is small then confidence intervals should have been calculated using a t distribution.
The numbers 3.
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