Current Population Survey Design and Methodology - Census Bureau

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Appendix D. Organization and Training of the Data Collection Staff INTRODUCTION The data collection staff for all U.S. Census Bureau programs is directed through 12 regional offices (ROs) and 3 telephone centers. The ROs collect data using two modes: CAPI (computer-assisted personal interviewing) and CATI (computer-assisted telephone interviewing). The 12 ROs report to the Chief of the Field Division whose headquarters is located in Washington, DC. The three CATI facility managers report to the Chief of the National Processing Center (NPC), located in Jeffersonville, Indiana. ORGANIZATION OF REGIONAL OFFICES/CATI FACILITIES The staffs of the ROs and CATI facilities carry out the Census Bureau’s field data collection programs for both sample surveys and censuses. Currently, the ROs supervise over 6,500 part-time and intermittent field representatives (FRs) who work on continuing current programs and one-time surveys. Approximately 1,900 of these FRs work on the Current Population Survey (CPS). When a census is being taken, the field staff increases dramatically. The location of the ROs and the boundaries of their responsibilities are displayed in Figure D–1. RO areas were originally defined to evenly distribute the office workloads for all programs. Table D–1 shows the average number of CPS units assigned for interview per month in each RO. A regional director is in charge of each RO. Program coordinators report to the director through an assistant regional director. The CPS is the responsibility of the demographic program coordinator, who has two or three CPS program supervisors on staff. The program supervisors have a staff of two to four office clerks working essentially full-time. Most of the clerks are full-time federal employees who work in the RO. The typical RO employs about 100 to 250 FRs who are assigned to the CPS. Most FRs also work on other surveys. The RO usually has 20−35 senior field representatives (SFRs) who act as team leaders to FRs. Each team leader is assigned 6 to 10 FRs. The primary function of the team leader is to assist the program supervisors with training and supervising the field interviewing staff. In addition, the SFRs conduct nonresponse and quality assurance reinterview follow-up with eligible households. Like other FRs, the SFR is a part-time or intermittent employee who works out of his or her home. Despite the geographic dispersion of the sample areas, there is a considerable amount of personal contact Current Population Survey TP66 U.S. Bureau of Labor Statistics and U.S. Census Bureau between the supervisory staff and the FRs, accomplished mainly through the training programs and various aspects of the quality control program. For some of the outlying PSUs, it is necessary to use the telephone and written communication to keep in continual touch with all FRs. With the introduction of CAPI, the ROs also communicate with the FRs using e-mail. Assigning new functions, such as team leadership responsibilities, also improves communications between the ROs and the interviewing staff. In addition to communications relating to the work content, there is a regular system for reporting progress and costs. The CATI centers are staffed with one facility manager who directs the work of two to three supervisory survey statisticians. Each supervisory survey statistician is in charge of about 15 supervisors and between 100-200 interviewers. A substantial portion of the budget for field activities is allocated to monitoring and improving the quality of the FRs’ work. This includes FRs’ group training, monthly home studies, personal observation, and reinterview. Approximately 25 percent of the CPS budget (including travel for training) is allocated to quality enhancement. The remaining 75 percent of the budget went to FR and SFR salaries, all other travel, clerical work in the ROs, recruitment, and the supervision of these activities. TRAINING FIELD REPRESENTATIVES Approximately 20 to 25 percent of the CPS FRs leave the staff each year. As a result, the recruitment and training of new FRs is a continuing task in each RO. To be selected as a CPS FR, a candidate must pass the Field Employee Selection Aid test on reading, arithmetic, and map reading. The FR is required to live in or near the Primary Sampling Unit (PSU) in which the work is to be performed and have a residence telephone and, in most situations, an automobile. As a part-time or intermittent employee, the FR works 40 or fewer hours per week or month. In most cases, new FRs are paid at the GS−3 level and are eligible for payment at the GS−4 scale after 1 year of fully successful or better work. FRs are paid mileage for the use of their own cars while interviewing and for commuting to classroom training sites. They also receive pay for completing their home study training packages. FIELD REPRESENTATIVE TRAINING PROCEDURES Initial training for new field representatives. Each FR, when appointed, undergoes an initial training program prior Organization and Training of the Data Collection Staff D–1
Figure D–1. Map D–2 Organization and Training of the Data Collection Staff Current Population Survey TP66 U.S. Bureau of Labor Statistics and U.S. Census Bureau
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Design and Methodology Current Popu
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U.S. Department of Labor Elaine L.
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Foreword The Current Population Sur
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CONTENTS Chapter 9. Data Preparatio
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CONTENTS Figures 3-1 CPS Rotation C
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Chapter 1. Background The Current P
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Chapter 2. History of the Current P
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in small circles with an ordinary l
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was added as a control to the Hispa
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More detailed information on these
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social and economic characteristics
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d. Stratification is performed inde
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Calculation of overall state sampli
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use of census information to reduce
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Summary of Sampling Frames Table 3-
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Examples of Post-Sampling Code Assi
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2. The sample for 1 month is compos
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Chapter 4. Preparation of the Sampl
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Even without geographic clustering,
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Permit listing. Listing in the perm
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Chapter 5. Questionnaire Concepts a
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Employed citizens of foreign countr
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‘‘What are all of the things yo
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Chapter 6. Design of the Current Po
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Item Response Analysis The primary
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Industry and occupation—Dependent
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months. For people reported to be l
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Oksenberg, L., C. Cannell, and G. K
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Figure 7−1. Introductory Letter 7
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Figure 7-3. Noninterviews: Main Ite
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Figure 7-5. Summary Table for Deter
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eason, the CATI facilities generall
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Figure 7-9. Interviewing Results (S
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transmitted directly to the compute
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Chapter 9. Data Preparation INTRODU
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Demographic-related recodes are cre
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sample unit (person or household) b
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still be associated with the state-
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Weights After National Coverage Adj
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Table 10−4: Second-Stage Adjustme
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Iteration 2: (Repeat steps above be
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1. For each state 7 and the Distric
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Production of monthly, quarterly, a
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for national CPS labor force series
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Chapter 11. Current Population Surv
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Table 11-1. Current Population Surv
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have completed their eighth and fin
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Table 11−3. Summary of 2004 ASEC
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Current Population Survey TP66 U.S.
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Chapter 12. Data Products From the
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Table 12-1. Bureau of Labor Statist
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Chapter 13. Overview of Data Qualit
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For example, we now recognize that
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Page 111 and 112: Table 14-2. Components of Variance
Page 113 and 114: Table 14-4. Effect of Compositing o
Page 115 and 116: Wolter, K. (1984), ‘‘An Investi
Page 117 and 118: • Master Address File (MAF): The
Page 119 and 120: no RO review of group quarters list
Page 121 and 122: 5. The questionnaire does not elici
Page 123 and 124: chance to answer; probing technique
Page 125 and 126: Chapter 16. Quality Indicators of N
Page 127 and 128: Figure 16−2. Average Yearly Type
Page 129 and 130: Table 16-3. Labor Force Status by I
Page 131 and 132: supposed to be done in person, the
Page 133 and 134: Figure 16−4. Basic CPS Household
Page 135 and 136: Appendix A Sample Preparation Mater
Page 137 and 138: Illustration 1. Segment Folder, BC-
Page 139 and 140: Illustration 3. Unit/Permit Listing
Page 141 and 142: Illustration 5. Unit/Permit Listing
Page 143 and 144: Illustration 7. Permit Sketch Map,
Page 145 and 146: group numbers are chosen for deleti
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Page 149 and 150: 2. The CPS control universe exclude
Page 151 and 152: A concern exists relative to the co
Page 153 and 154: The resulting race categories (Whit
Page 155 and 156: treat race and Hispanic origin as a
Page 157: REFERENCES Ahmed, B. and J. G. Robi
Page 161 and 162: This report provides the supervisor
Page 163 and 164: Appendix E. Reinterview: Design and
Page 165 and 166: Acronyms ADS Annual Demographic Sup
Page 167 and 168: Births—Con. total population C-4
Page 169 and 170: Estimates, population—Con. popula
Page 171 and 172: Listing checks 15-4 Listing Sheets
Page 173 and 174: Ratio adjustments—Con. second-sta
Page 175: Vacancy rates 11-2, 11-4 Variance e
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