Data Collection - Current Conditions and Review

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1 IQCS Working Forum 26 th June

2 IQCS Standards 2009 International Standards Update MRS Initiatives Update Employment Legislation Update Website 2

3 Interviewer Quality Control Scheme IQCS Standards June

4 Standards 2009 Background Since 2003 we have been linked with BS7911 and our minimum requirements have formed their standards for Data Collection With the end of BS7911 and the ISO replacing it Council felt the opportunity had come to revisit standards Throughout 2008 we have been consulting with membership re the proposed changes and working on the updated document 4

5 Standards 2009 Why the change? Data collection is changing and evolving within the UK With technology and online data collection increasing we wanted to ensure that the terminology and all methodologies are up to date and relevant There have been no changes for over 5 years due to the link with BS7911 so all the good practise standards are still not mandatory We have also endeavoured to streamline and simplify the minimum standards into a more user friendly document We have added in clarifications and updated the glossary of terms 5

6 Standards 2009 The Changes After clear consent from IQCS membership we have changed most of the existing good practise standards to mandatory- the exceptions being: Old Section (checking recruiter s respondents against previous lists) Old Section (Written agreement to be obtained from client /research director if work is not to be validated) The 2 new standards that have been added into the ISO will be in the new version of our standards Qual - validation of respondents identity Qant - the date, duration and identity of interviewer must be recorded on each questionnaire We did not dilute any of our mandatory standards to get in line with the reduced ISO

7 Standards 2009 What are the implications? The new standards where ed to all the members in early June 2009 They have also been posted on the IQCS website The new standards will apply to all existing member companies undergoing IQCS accreditation and inspection after September 2009 as they have to work towards the new standards for 3 months Any new companies joining the scheme from June 2009 will have to work towards these new standards 7

8 Interviewer Quality Control Scheme International Standards Update 8

9 ISO Revision The MRQSA Council work closely with the BSI and represent the UK on the ISO standard It was agreed at the TC 225 meeting in Madrid that the revision of the standard would now commence This meeting is now chaired by Bill Blyth, TNS and the revision is to be started by 4 work groups: Quality management and scope by Australia and Sweden Survey sampling and statistics US Data collection taking account of new technology and including access panel requirements from ISO Canada. Implementation and assessment/certification UK and Netherlands. 9

10 ISO Revision The reports from all the working groups are to be circulated in Sept 09 prior to the next TC 225 which is being held in London on10 th November 2009 It was also agreed in Madrid that a working party from South Africa would review the coverage of social research in ISO MRQSA have set up an additional UK Expert group to help review standards A further TC225 meeting will be held in Toronto in June 2010 where the revised standard will be near completion There would be full consultation with all stakeholders in each country prior to final revisions 10

11 Interviewer Quality Control Scheme MRS Initiatives Update 11

12 IID Cards and MRS Company Partner Service The MRS IID Card provides respondents with the means to verify the legitimacy of an interviewer conducting market research. All card carriers are bound to abide by the MRS Code of Conduct From 2009 IID cards will only be available to MRS Company Partners Over 300 companies are now Company Partners 12

13 Thank You Leaflets All CPS members will be required to use a standard text and will carry the MRS logo (but can use the individual company s design elements, logo, additional text, etc) for their thank you leaflets Thank you leaflets should comprise of the following elements: The name of the organisation responsible for the project Contact details of the responsible organisation (including for complaints) The identity of the interviewer An explanation of the purpose of the interview Rights of the respondent Details of the freephone service (if appropriate) 13

14 Suggested text: The Market Research Society (MRS) is the professional body for market and social researchers. This project is being conducted by an MRS Company Partner. You can verify this by calling MRS Freephone and giving the name of the organisation that interviewed you. Under the MRS Code of Conduct, you have the right: To know the purpose of the interview To know who is interviewing you: The MRS Interviewer Identity Card gives the interviewer s name, photograph and organisation To end the interview at any point To know that any personal information provided will only be used for the purposes about which you have been told 14

15 MRS Code of Conduct Following the full re-write in December 2005, there was a need to update the Code The MRS Standards Board published a revised draft of the Code and this was widely published so members could comment Consultation was open to all members until 17th April 2009 In addition an open meeting was held on 19th March 2009 to discuss the proposed changes, members concerns and for the Standards Board to clarify any queries A copy of the MRS presentation slides can be downloaded from: Consultation%20presentation.pdf. 15

16 MRS Code of Conduct Main changes: o Introduction of new 10 MRS principles Researchers shall : Ensure that participation in their activities is based on voluntary informed consent. Be straightforward and honest in all their professional and business relationships. Be transparent as to the subject and purpose of data collection. Respect the confidentiality of information collected in their professional activities. Respect the rights and well being of all individuals. Ensure that respondents are not harmed or adversely affected by their professional activities. Balance the needs of clients, individuals and their professional activities. Exercise independent professional judgement in the design, conduct and reporting of their professional activities. Ensure that their professional activities are conducted by persons with appropriate training, qualifications and experience. Protect the reputation and integrity of the profession. 16

17 MRS Code of Conduct Other Main changes: o o o o o Removal of year olds from exception to gaining consent so parental consent will be required for all children Under 16 in all locations Clarification on quality control Explicitly recognising a respondents right to decline to answer a particular question Preventing the use of client products as incentives Clarifying a researcher s obligation to take care when conducting research on sensitive subjects or with vunerable groups 17

18 MRS Code of Conduct After the final consultation there are still issues which have not been resolved and new issues were raised in the consultation process So the MRS will be undertaking a further consultation with member s during the summer 18

19 Interviewer Quality Control Scheme Employment Legislation Update 19

20 Disciplinary and Grievance Procedures From 6 th April 2009 a new ACAS Code of Practise will replace the prescriptive statutory minimum dismissal, disciplinary and grievance procedures The new code applies to: Disciplinary = misconduct and performance matters Grievance =Concerns,problems or complaints that employees raise with their employers Specifically Unfair dismissal, detriment during employment, working time All strands of discrimination Equal pay 20

21 Disciplinary and Grievance Procedures From 6 th April 2009 a new ACAS Code of Practise will replace the prescriptive statutory minimum dismissal, disciplinary and grievance procedures The new code applies to: Disciplinary = misconduct and performance matters Grievance =Concerns,problems or complaints that employees raise with their employers Specifically Unfair dismissal, detriment during employment, working time All strands of discrimination, equal pay, redundancy payments, minimum wage and breach of employment contract and termination 21

22 Disciplinary and Grievance Procedures The ACAS Code does not cover: Claims of less favourable treatment by part time workers Claims of less favourable treatment by fixed time workers Claims in respect of flexible working Dismissals on the grounds of redundancy Dismissals that arise on the non renewal of a fixed term contract on its expiry 22

23 Disciplinary and Grievance Procedures What does the Code Require? Key Principles: Issues should be raised and dealt with promptly Employers and employees should act consistently Employers should carry out any necessary investigations to establish the facts Employers should inform employees of the problem and give them an opportunity to put their case in response before any decision is made Employers should allow employees to be accompanied at any formal disciplinary or grievance meeting Employers should allow employees to appeal against any formal decision 23

24 Disciplinary and Grievance Procedures What should you do now: Businesses should familiarise themselves with the new Code Review and update disciplinary and grievance policies for compliance with the new Code Ensure that all managers are trained in the new Code Seek advise on the new Code before taking any disciplinary action including warnings 24

25 Employment Legislation From 6 th April 2009 the Government have extended the right of all parents with children under 16 to ask their employer for flexible working Minimum paid annual leave increased to to 5.6 weeks in April 2009 inclusive of Bank and Public holidays If you pay your interviewers and recruiters by the rolled up holiday pay method this is breaking the law All holiday pay should be accrued by the company and then the individual applies to take leave and hence asks for the holiday pay to be paid to them Useful websites are:

26 Employment Legislation Health & Safety Offences Act 2008 has increased penalties for breaches; courts have greater sentencing powers; range of offences for which individuals can be imprisoned expanded Safeguarding Vulnerable Groups Act 2006 sets out a new system of vetting (and barring) persons from working with children and vulnerable adults currently under development 26

27 IQCS website 27

28 Preview of the IQCS website. Questionnaire: Thank you for your feedback. Results: What it is mainly used for. What you think about the current site? New additions to the site. 28

29 What it is mainly used for. Details about upcoming events Who is a member of the IQCS What is new in the IQCS 29

30 Thoughts on current site? Hard to find what you need quickly. A bit dated. Very text heavy. Could do with more contrast on pages. 30

31 New additions to the site Tools Gallery Web accessibility 31

32 Home Page Focusing on Usability 3 column display Navigation (constant) Content (varies from page to page) Tools (constant) Web accessibility Change font size Change colours Use of blue / dark grey Table less layout (screen readers) 32

33 Most important content accessed quickly What s new Standards Forum updates Home Page Tools most frequently used always on page Drag and drop for user preferences Easy to view calendar 33

34 Gallery page Images of council members Details History 34

35 Less Text Standards: Have only headings visible on page Use icon to maximise or minimise content Download Section: Clear explanation of icon at top. More user friendly 35

36 Please keep your company details Updated!! 36