Temporary Employees (OI9028)

This metric is intended to capture the number of temporary employees who worked for the organization at any point during the reporting period. For example, if an employee worked at some point during the reporting period but was not employed as of the end of the reporting period, such an individual should be counted under this metric.

Temporary employees include contracted (or subcontracted) employees, whether their contracts are written or oral; in any case, temporary employment is characterized by a predefined term: fixed-term contracts, project- or task-based contracts, and seasonal, intermittent, or casual work.

Relevant details to footnote regarding the type of temporary employment provided could include, among other things, the typical duration of temporary employees’ contracts and the breakdown between full- and part-time temporary employees.

Organizations are encouraged to report this metric in conjunction with Temporary Employee Hours Worked (OI8408). To align to the HIPSO (Harmonized Indicators for Private Sector Operations) indicator Construction Jobs (Temporary Construction), organizations may use this metric and calculate using it and Temporary Employee Hours Worked (OI8408) the number of full-time equivalent (FTE) jobs. For more on this calculation, see Jobs in Directly Supported/Financed Enterprises (PI4874). In order to align with this HIPSO indicator, organizations should include all workers involved in the construction of any company assets, including those employed by third parties if they are working on-site; however, organizations should exclude construction workers if the organization itself is a construction or real estate company.

This metric is multi-dimensional with regard to the five dimensions of impact. It may help describe the WHO dimension when the stakeholder group represented by the metric is the stakeholder group targeted by the investment or organization. It may also help measure the HOW MUCH Scale dimension, which helps estimate the number of the targeted stakeholders experiencing the outcome. For more on the alignment of IRIS metrics to the five dimensions of impact, see IRIS+ and the Five Dimensions of Impact (https://iris.thegiin.org/document/iris-and-the-five-dimensions/). No single metric is sufficient to understand an impact; rather, metrics are selected as a set across all dimensions of impact. When possible, the selection of metrics to measure and describe the five dimensions should be based on best practice and evidence.