Employment of labor force statistics provide a number of statistics pertaining to the working-age population, labor force, employment and unemployment, and other issues like age and gender breakdown. Such statistics provide an array of information on the labor market, from wages and occupation projections to unemployment and historical trends. According to the U.S. Department of Labor, occupational employment statistics are used “for analysis of current and historical occupational employment, as well as analysis of occupational wages. Data are also used in the development of occupational projections and vocational planning. Data are also used in industry skill and technology studies, including market analysis” (Occupational 1). Such statistics provide employers, public policy makers, labor advocacy groups, employees and others with a host of information related to employment.
There are a number of techniques for analyzing such data. Such techniques are important because accurate data on labor and employment is critical to sound policy and strategy formation, not to mention budgeting. There are a variety of statistical analysis methods. For example, the disparate impact analysis is often used to analyze statistics that pertain to discrimination in employment. Job evaluation statistical analysis is often carried out by either the point method or ranking method of analysis. Affirmative action plan (AAP) statistics are typically analyzed using the availability analysis, the utilization analysis and the eight-factor analysis. The eight-factor analysis of affirmative action plan statistics uses eight factors and places a factor weight and factor value on each one. The following chart is a sample of an eight-factor analysis for AAPs, with the first of eight factors listed:
...