# IAB Occupational Panel 2012-2022 Version 1 (OccPan1222v1) ## Change Log (2024/05/02) ## Changes IAB Occupational Panel 2012-2022 Version 1 compared to the last version (OccPan1222v1 vs. OccPan1218v1) - Update up to the year 2022 (previously up to 2018) - The employment figures for 2012 to 2018 have increased slightly compared to the previous version due to more up-to-date data in some occupations. - The following variables are no longer included in the update -- estwage_med "Average daily wage in establishment" -- estworker_age "Average age of workers in establishment" -- year dummies year_1, ..., year_7 - In the update, the establishment age categories are somewhat more detailed (now 5 categories, previously 3 categories). -- Destagecat_1 "Establishment age 0-5 years" -- Destagecat_2 "Establishment age 6-10 years -- Destagecat_3 "Establishment age 11-15 years" -- Destagecat_4 "Establishment age 16-20 years" -- Destagecat_5 "Establishment age > 20 years" - Previously, the task types and substitutability potentials were included for the years 2013 and 2016. The update also contains the substitutability potentials and the task types for 2019 (Dengler/Matthes 2021) and 2022 (Grienberger/Matthes/Paulus 2024). The so-called requirement matrices for the years 2013, 2016, 2019 and 2022 from the expert database BERUFENET of the Federal Employment Agency are used for the calculation. In the requirements matrix, approx. 9,000 activities are assigned to approx. 4,600 occupations. Based on Autor et al. (2003), each of these 9,000 activities is assigned to one of five task types in an independent triple coding process: analytical non-routine tasks, interactive non-routine tasks, cognitive routine tasks, manual routine tasks and manual non-routine tasks. An activity is considered "routine" if there is a computer or computer-controlled machine that could perform this activity fully automatically and completely. We interpret the proportion of routine activities in an occupation as the so-called substitutability potential (Grienberger et al. 2024). As technologies are developed further, but also the job profiles in the occupations change, new occupations and activities emerge and employees change their occupation, these substitutability potentials are redetermined every three years - so far for 2013, 2016 and 2019 (Dengler/Matthes 2015, 2018, 2021; Grienberger et al. 2024). This assessment is based solely on technical feasibility. If an activity is categorised as substitutable, this does not mean that it will actually be replaced in the next few years. If human labour is more economical, more flexible or of better quality, or if legal or ethical hurdles prevent the use of such technologies, substitutable activities are unlikely to be replaced. Substitutable labour can also have a value in itself, for example because the product made by hand is held in greater esteem. - In the update, the substitutability potentials are fed in at KldB2010, 5-digit level and then aggregated at the 3-digit level plus 5th digit (requirement level). This results in slightly different values to the 2012-2018 occupation panel. There, the substitutability potentials were fed in on a time-constant basis at the 3-digit plus 5th digit level. In the update, the substitutability potentials are therefore no longer constant over time by definition, but are influenced by changes in the employment structure. - The new version also includes the Greenness of Jobs Index (GOJI) for the years 2012 to 2022 (Janser 2019/2024). The Greenness of Jobs Index (GOJI), which was developed and expanded by Janser (2019, 2024), measures the proportion of occupations that are relevant to environmental and climate protection. This measure is obtained through a systematic categorisation ("text mining") of skills information in BERUFENET and calculates the degree of environmental and climate friendliness of an occupation for the years 2012 to 2022 as the proportion of environmentally/climate-friendly activities ("green skills") and environmentally/climate-damaging activities ("brown skills"). The decisive factor here is the respective share of green skills and brown skills in the total number of activities within an occupation. It can happen that occupations have both green skills and brown skills. The positive and negative shares are added together to calculate the index. This results in a net value (goji_net), which is shown in the Occupational Panel 2012-2022. The individual values (proportion of green skills - goji_green; proportion of brown skills - goji_brown) are also shown, as well as the proportion of skills that are neither environmentally/climate-friendly nor environmentally/climate-damaging (proportion of so-called "white skills" - goji_white). In addition, a categorisation into five GOJI occupational types is provided. To create the five GOJI occupational types, the occupational categories (KldB2010 5-digit level) are categorised into five groups according to their proportion of environmentally/climate-friendly and environmentally/climate-damaging activities: We distinguish "G1 - dark brown" (goji_net <= -0.10), "G2 - light brown" (-0.10 > goji_net > 0 ), "G3 - white" (goji_net = 0), "G4 - light green" (0 < goji_net < 0.10) and "G5 - dark green" (goji_net >= 0.10). Aggregated at the 3-digit plus 5th digit level, we then show the number of employees in the respective group (N_goji_group_1, ..., N_goji_group_5). BERUFENET is an expert-based database with detailed descriptions of all individual occupations in Germany. Due to changes in the composition of the skills requirements of the occupations, the proportions of the GOJI can change annually. This means that green skills, white skills and brown skills can be added or removed from each occupation over time. For example, the Greenness of Jobs Index for the occupation of roofer increased from 0.144 to 0.189 from 2015 to 2016, as two new green skills were added: "energy consulting" and "solar thermal energy". The underlying competence requirements of BERUFENET are to be understood as "potentials" that can generally be exercised in an occupation, as they are taught accordingly in initial and further training. Whether and to what extent the specific activity (e.g. the installation of heat pumps) actually occurs then depends on the requirements profile of the job in question.