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No cooling of the Czech labour market yet: quick analysis of registered unemployment
Grossmann, Jakub ; Münich, Daniel
The effects of the covid-19 crisis on registered unemployment have almost subsided. Excluding annual seasonal effects, the registered unemployment rate fell slightly in April '23. The Czech unemployment rate thus remains the lowest in the EU27. The gender gap in the unemployment rate has increased markedly over the past year and remains stable. Occupational, educational and age differences persist. The predicted cooling of the labour market due to the economic downturn has not yet materialised.
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Secondary school admissions: a sophisticated mechanism or a big national lottery?
Protivínský, Tomáš
The spring 2023 secondary school admissions process has fully revealed the shortcomings of the established admissions system. The combination of a baby boom and a large mismatch between the structure of supply and demand, the system has left many children\nand their parents unnecessarily uncertain about secondary education. Although the vast majority of applicants eventually get into a secondary school, the mechanism in place to match applicants with schools is inefficient and inequitable. The system forces students\nand parents to strategize ways to select schools, and disadvantages children of less informed and less sophisticated parents, contributing to high inequalities in access to education over the long term. The system also generates highly skewed information on the structure of demand, which complicates management of admissions. A major change in the admissions procedure is therefore planned for spring 2024. It is expected to eliminate at least some of the main problems. Electronic application should simplify the process, and will allow pupils to apply to three schools instead of two. Prioritization of schools should then allow for automatic enrollment of those admitted. It should also minimize the chaotic second round period when pupils who are not enrolled in the first round apply for vacant places.
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Do we have too many university graduates? What lifetime earnings profiles can tell us
Hrendash, Taras ; Jurajda, Štěpán ; Münich, Daniel ; Doleželová, P. ; Mrázek, P.
Since the beginning of the 21st century, the Czech Republic has experienced dynamic growth in its university-educated workforce. This trend was initially driven by the foundation and growth of private universities in the Czech Republic in the late 1990s, followed from 2005 onwards by a substantial opening-up of public universities. The share of the population aged between 30 and 34 with higher education has more than doubled over the course of three decades. From an economic perspective, do we now have too many university graduates in the Czech Republic? The answer to this question is crucial when it comes to deciding the extent to which the state should – financially or otherwise – support future growth in the numbers of university students and graduates, and how much it should encourage citizens to pursue initial or lifelong university education. The answer is also an important factor in debates about the need to increase the currently low financial support available to university students. The study we present here provides descriptive statistics about employees’ wages and salaries, which serve as a useful basis for any discussion of this important question. We compare trends in university-educated employees’ wages and salaries for cohorts born in 1960, 1970, 1980 and 1990. The shares of university graduates in these cohorts differ substantially. Further, we observe trends in the earnings ratio for these cohorts between university- and secondary-educated employees, i.e., the percentage differences between the mean or median earnings of employees with higher education and those of employees with only secondary education.
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Teacher salaries in 2022 and beyond: out of the abyss and back again
Münich, Daniel ; Smolka, Vladimír
The relative amounts of teachers‘ salaries helps to define the attractiveness of entering the teaching profession and can be a component in ensuring sufficient interest in the profession. Selectivity into teaching, both at entry and throughout the career, determines the quality of education. These processes are realised in the long term through continuous entries and exits from teaching, and ongoing training during the career. Therefore, the effects of teacher salaries on interest in entering the profession, the quality of teachers' work, and ultimately a country's educational outcomes can only be tracked over the long term.
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Head teachers’ salaries: long overlooked
Korbel, Václav ; Münich, Daniel ; Smolka, Vladimír
School leadership staff (head teachers and their deputies) are crucial to teaching quality. Pay for primary school leadership staff in the Czech Republic, however, is not closely monitored in the long term, despite the fact that pay influences the efficiency of managerial work and educational leadership and, moreover, affects potential candidates’ motivation to apply for school leadership roles. For our analysis, we use employee level data from the ISPV database of salary statements for the years 2017–2021. The classification used in the ISPV database does not enable us to distinguish between different leadership roles – head teacher vs. deputy – so our analysis looks at sets of school leadership staff as a whole. We analyse their average total gross monthly salaries, the average value of bonuses, the variability in their pay range and the factors that influence the amount of their pay and its variability.
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(Not) increasing social benefits in 2012–2023: an overview
Janský, Petr ; Kolář, Daniel
In this overview, we map trends in the value of social benefits over the past ten years and compare them to trends in inflation, average salaries and old age pensions. If the real purchase power of benefits is to remain stable, they should be raised at least at the same rate as inflation. If we want social benefits to continue to provide the same level of financial security, keeping pace with economic developments in the long term, then their value should rise at approximately the same rate as the average salary, and spending on benefits should increase at approximately the same rate as GDP.
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