Suchergebnisse

The EPI is a tool developed by the JCTR to comprehensively measure and track the performance of employment. The EPI incorporates two broad indicators – the quality and quantity of employment created. As the ILO Director General Mr. Juan Somavia stated the quality of employment is just as important as creation of employment itself. This index can be used to measure and rank the performance in any company/ institution against certain expected targets of employment. Improvements in the companies' performance will be reflected in the changes of the EPI scores from one period to another. The EPI will be produced on an annual basis and will help track the results from Government's efforts in creating an enabling environment for investments, which ultimately is expected to create employment. The paper continues to give a rationale for the use EPI giving further methods of calculating the EPI. ; The Social Conditions Programme of the JCTR is implementing a project to advocate for increased formal employment. This is against the backdrop that the country is struggling to create adequate formal employment opportunities for its people, despite Government spending significant resources on attracting investors. Zambia's labour force currently stands at 5,410,610 people. Of this, 90% are considered employed although only 10% of the total labour force are in formal employment. The remainder of the workforce is engaged either in the informal sector or in unpaid family work. Clearly, a significant proportion of the labour force cannot find productive and remunerative employment. Realising that employment is one of the major engines of growth and poverty reduction, the programme will consistently and systematically be advocating for an increase in formal jobs as well as improvement of quality of jobs where necessary. This project is consistent with Government's plans to promote employment growth as evidenced by among others the inclusion of employment as a national key performance indicator in the draft Sixth National Development Plan (SNDP) spanning from 2011 to 2015. To strengthen our advocacy, we are in the process of finalising the Employment Performance Index (EPI).

Cover -- Title Page -- Copyright Page -- Contents -- Foreword -- Preface -- Acknowledgements -- 1 Clinical governance -- Clinical governance and the central role of clinical audit -- The role of clinical audit as a component of clinical governance -- The PDSA cycle -- 2 Clinical audit -- What is clinical audit? -- The audit cycle made easy -- The audit protocol -- What can be audited - and in what ways? -- Clinical guidelines -- Clinically effective practice -- Audit and research -- Patient satisfaction audit and questionnaire design -- Significant event audit -- Focus groups -- Where will I find the time to do audit? -- Getting help with audit in the UK -- Twelve golden rules for successful audit -- Fears, confidentiality and blame -- Interfacing primary and secondary care audit -- Introducing change -- Audit terminology -- 3 Searching for evidence -- 4 Introduction to Epi Info -- What is Epi Info? -- How Epi Info can help with clinical audit -- Summary of programs included in Epi Info v6.04 -- Facts about Epi Info -- Installing Epi Info v6.04d on your computer -- EPED -- CHECK -- ENTER -- ANALYSIS -- 5 Basic tutorial exercises in Epi Info -- Patient satisfaction audit -- 6 Some advanced analysis features of Epi Info -- Converting dates of birth into age values -- Creating age bands -- Calculating BMI -- The IF . . . THEN command -- Operators for calculated fields -- Some other ANALYSIS commands -- Saving SET commands -- Saving an analysis -- Solving printing problems -- Saving analysis output as a text file -- Exporting and importing files -- 7 Basic statistics in Epi Info -- Defining statistics -- Types of data -- Statistics shown in Epi Info tables -- Inferential statistics in Epi Info -- 8 Using Epi Info for sampling and calculating sample sizes -- Random and non-random sampling -- Sample size -- More on selecting patients for the audit