iqcs working forum · 2013. 11. 4. · old section 6.19.7 (checking recruiter’s respondents...

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IQCSWorking Forum

26th June 2009

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• IQCS Standards 2009

• International Standards Update

• MRS Initiatives Update

• Employment Legislation Update

• Website

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IQCS Standards June 2009

Interviewer QualityInterviewer QualityInterviewer QualityControl SchemeControl SchemeControl Scheme

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Standards 2009Background

• Since 2003 we have been linked with BS7911 and ourminimum requirements have formed their standards forData Collection

• With the end of BS7911 and the ISO 20252 replacing itCouncil felt the opportunity had come to revisit standards

• Throughout 2008 we have been consulting withmembership re the proposed changes and working on theupdated document

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Standards 2009Why the change?

• Data collection is changing and evolving within the UK

• With technology and online data collection increasing wewanted to ensure that the terminology and allmethodologies are up to date and relevant

• There have been no changes for over 5 years due to thelink with BS7911 so all the good practise standards arestill not mandatory

• We have also endeavoured to streamline and simplify theminimum standards into a more user friendly document

• We have added in clarifications and updated the glossaryof terms

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Standards 2009The Changes

• After clear consent from IQCS membership we havechanged most of the existing good practise standardsto mandatory- the exceptions being:Old Section 6.19.7 (checking recruiter’s respondentsagainst previous lists)Old Section 6.19.1 (Written agreement to be obtainedfrom client /research director if work is not to be validated)

• The 2 new standards that have been added into the ISO20252 will be in the new version of our standardsQual - validation of respondents identityQant - the date, duration and identity of interviewer mustbe recorded on each questionnaire

• We did not dilute any of our mandatory standards to get inline with the reduced ISO 20252

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Standards 2009What are the implications?

• The new standards where emailed to all themembers in early June 2009

• They have also been posted on the IQCS websitewww.iqcs.org

• The new standards will apply to all existing membercompanies undergoing IQCS accreditation andinspection after September 2009 as they have to worktowards the new standards for 3 months

• Any new companies joining the scheme from June 2009will have to work towards these new standards

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International Standards Update


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ISO 20252 Revision The MRQSA Council work closely with the

BSI and represent the UK on the ISO 20252standard

It was agreed at the TC 225 meeting in Madridthat the revision of the standard would nowcommence

This meeting is now chaired by Bill Blyth , TNSand the revision is to be started by 4 workgroups:

• Quality management and scope by Australia andSweden

• Survey sampling and statistics – US• Data collection taking account of new technology and

including access panel requirements from ISO 26362 -Canada.

• Implementation and assessment/certification – UK andNetherlands.

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ISO 20252 Revision The reports from all the working groups are

to be circulated in Sept 09 prior to the nextTC 225 which is being held in London on10th

November 2009

It was also agreed in Madrid that a working partyfrom South Africa would review the coverage ofsocial research in ISO 20252

MRQSA have set up an additional UK Expertgroup to help review standards

A further TC225 meeting will be held in Torontoin June 2010 where the revised standard willbe near completion

There would be full consultation with allstakeholders in each country prior to finalrevisions

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MRS Initiatives Update

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IID Cards and MRS CompanyPartner Service

The MRS IID Card provides respondents with themeans to verify the legitimacy of an interviewerconducting market research.

All card carriers are bound to abide by the MRSCode of Conduct

From 2009 IID cards will only be available toMRS Company Partners

Over 300 companies are now Company Partners

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Thank You Leaflets

All CPS members will be required to usea standard text and will carry the MRS logo(but can use the individual company’s designelements, logo, additional text, etc) for theirthank 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 (includingfor 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)

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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 0500 39 69 99

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

www.mrs.org.uk

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MRS Code of Conduct

Following the full re-write in December 2005, therewas a need to update the Code

The MRS Standards Board published a revised draftof the Code and this was widely published somembers could comment

Consultation was open to all members until 17th April2009

In addition an open meeting was held on 19th March2009 to discuss the proposed changes , membersconcerns and for the Standards Board to clarify anyqueries

A copy of the MRS presentation slides can be downloadedfrom:

http://www.mrs.org.uk/standards/downloads/2009%20Consultation%20presentation.pdf.

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MRS Code of ConductMRS 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 professionalactivities.Balance the needs of clients, individuals and their professional activities.Exercise independent professional judgement in the design, conduct and reporting of theirprofessional activities.Ensure that their professional activities are conducted by persons with appropriate training,qualifications and experience.Protect the reputation and integrity of the profession.

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Other Main changes:

o Removal of 14-15 year olds from exception togaining consent so parental consent will berequired for all children Under 16 in all locations

o Clarification on quality control

o Explicitly recognising a respondents’ right to decline toanswer a particular question

o Preventing the use of client products as incentives

o Clarifying a researcher’s obligation to take care whenconducting research on sensitive subjects or withvunerable groups

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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 consultationwith member’s during the summer

www.mrs.org.uk/standards

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EmploymentLegislation Update

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Disciplinary and Grievance ProceduresDisciplinary and Grievance Procedures

From 6th April 2009 a new ACAS Code ofPractise will replace the prescriptive statutoryminimum dismissal, disciplinary and grievanceprocedures

The new code applies to:Disciplinary = misconduct and performance mattersGrievance =Concerns ,problems or complaints thatemployees raise with their employers

SpecificallyUnfair dismissal, detriment during employment , working timeAll strands of discriminationEqual pay

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From 6th April 2009 a new ACAS Code ofPractise will replace the prescriptive statutoryminimum dismissal, disciplinary and grievanceprocedures

The new code applies to:Disciplinary = misconduct and performance mattersGrievance =Concerns ,problems or complaints thatemployees raise with their employers

SpecificallyUnfair dismissal, detriment during employment , working timeAll strands of discrimination, equal pay, redundancy payments,minimum wage and breach of employment contract andtermination

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The ACAS Code does not cover:

Claims of less favourable treatment by part timeworkers

Claims of less favourable treatment by fixed timeworkers

Claims in respect of flexible working

Dismissals on the grounds of redundancy

Dismissals that arise on the non renewal of a fixed termcontract on its expiry

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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 establishthe facts

Employers should inform employees of the problem and give them anopportunity to put their case in response before any decision is made

Employers should allow employees to be accompanied at any formaldisciplinary or grievance meeting

Employers should allow employees to appeal against any formaldecision

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What should you do now:

Businesses should familiarise themselveswith the new Code

Review and update disciplinary and grievancepolicies for compliance with the new Code

Ensure that all managers are trained in the new Code

Seek advise on the new Code before taking anydisciplinary action including warnings

www.acas.org.uk

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Employment Legislation

From 6th April 2009 the Governmenthave extended the right of all parents withchildren under 16 to ask their employer forflexible working

Minimum paid annual leave increased toto 5.6 weeks in April 2009 inclusive of Bank and PublicholidaysIf you pay your interviewers and recruiters by therolled up holiday pay method this is breaking the lawAll holiday pay should be accrued by the company andthen the individual applies to take leave and henceasks for the holiday pay to be paid to them

Useful websites are:

www.direct.gov.uk

www.acas.co.uk

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Employment Legislation

Health & Safety Offences Act 2008 has increasedpenalties for breaches; courts have greatersentencing powers; range of offences for whichindividuals can be imprisoned expanded

Safeguarding Vulnerable Groups Act 2006 sets out anew system of vetting (and barring) persons fromworking with children and vulnerable adults – currentlyunder development

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IQCS website

www.iqcs.org

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www.iqcs.org

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.

Preview of the IQCS website.

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www.iqcs.org

What it is mainly used for.

• Details about upcoming events

• Who is a member of the IQCS

• What is new in the IQCS

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www.iqcs.org

• Hard to find what you need quickly.• A bit dated.• Very text heavy.• Could do with more contrast on pages.

Thoughts on current site?

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www.iqcs.org

• Tools

• Gallery

• Web accessibility

New additions to the site

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www.iqcs.org

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)

Home Page

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www.iqcs.org

Most important content accessed quickly

•What’s new•Standards•Forum updates

•Tools most frequently used always on page•Drag and drop for user preferences•Easy to view calendar

Home Page

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www.iqcs.org

•Images of council members•Details•History

Gallery page

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www.iqcs.org

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

Less Text

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www.iqcs.org

Please keep your company detailsUpdated!!

iqcs working forum · 2013. 11. 4. · old section 6.19.7 (checking recruiter’s respondents...

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