The O*NET® Content Model

The Content Model is the conceptual foundation of O*NET. The Content Model provides a framework that identifies the most important types of information about work and integrates them into a theoretically and empirically sound system.

The Content Model was developed using research on job and organizational analysis. It embodies a view that reflects the character of occupations (via job-oriented descriptors) and people (via worker-oriented descriptors). The Content Model also allows occupational information to be applied across jobs, sectors, or industries (cross-occupational descriptors) and within occupations (occupational-specific descriptors). These descriptors are organized into six major domains, which enable the user to focus on areas of information that specify the key attributes and characteristics of workers and occupations.

To download a reference file of all Content Model elements, visit our Current data files page. There, you can also find occupation-specific data ratings for the Content Model elements collected by the O*NET data collection program.

Worker Characteristics

Enduring characteristics that may influence both performance and the capacity to acquire knowledge and skills required for effective work performance.

Worker characteristics comprise enduring qualities of individuals that may influence how they approach tasks and how they acquire work-relevant knowledges and skills. Traditionally, analyzing abilities has been the most common technique for comparing jobs in terms of these worker characteristics. However, recent research supports the inclusion of other types of worker characteristics. In particular, interests, values, and work styles have received support in the organizational literature. Interests and values reflect preferences for work environments and outcomes. Work style variables represent typical procedural differences in the way work is performed.

Folder (closedopen) Abilities
Enduring attributes of the individual that influence performance
- Folder (closedopen) Cognitive Abilities
  Abilities that influence the acquisition and application of knowledge in problem solving
  - Folder (closedopen) Verbal Abilities
    Abilities that influence the acquisition and application of verbal information in problem solving
    
    Oral Comprehension
    The ability to listen to and understand information and ideas presented through spoken words and sentences.
    
    Written Comprehension
    The ability to read and understand information and ideas presented in writing.
    
    Oral Expression
    The ability to communicate information and ideas in speaking so others will understand.
    
    Written Expression
    The ability to communicate information and ideas in writing so others will understand.
  - Folder (closedopen) Idea Generation and Reasoning Abilities
    Abilities that influence the application and manipulation of information in problem solving
    
    Fluency of Ideas
    The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
    
    Originality
    The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
    
    Problem Sensitivity
    The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem.
    
    Deductive Reasoning
    The ability to apply general rules to specific problems to produce answers that make sense.
    
    Inductive Reasoning
    The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
    
    Information Ordering
    The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
    
    Category Flexibility
    The ability to generate or use different sets of rules for combining or grouping things in different ways.
  - Folder (closedopen) Quantitative Abilities
    Abilities that influence the solution of problems involving mathematical relationships
    
    Mathematical Reasoning
    The ability to choose the right mathematical methods or formulas to solve a problem.
    
    Number Facility
    The ability to add, subtract, multiply, or divide quickly and correctly.
  - Memory
    Abilities related to the recall of available information
    
    Memorization
    The ability to remember information such as words, numbers, pictures, and procedures.
  - Folder (closedopen) Perceptual Abilities
    Abilities related to the acquisition and organization of visual information
    
    Speed of Closure
    The ability to quickly make sense of, combine, and organize information into meaningful patterns.
    
    Flexibility of Closure
    The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material.
    
    Perceptual Speed
    The ability to quickly and accurately compare similarities and differences among sets of letters, numbers, objects, pictures, or patterns. The things to be compared may be presented at the same time or one after the other. This ability also includes comparing a presented object with a remembered object.
  - Folder (closedopen) Spatial Abilities
    Abilities related to the manipulation and organization of spatial information
    
    Spatial Orientation
    The ability to know your location in relation to the environment or to know where other objects are in relation to you.
    
    Visualization
    The ability to imagine how something will look after it is moved around or when its parts are moved or rearranged.
  - Folder (closedopen) Attentiveness
    Abilities related to application of attention
    
    Selective Attention
    The ability to concentrate on a task over a period of time without being distracted.
    
    Time Sharing
    The ability to shift back and forth between two or more activities or sources of information (such as speech, sounds, touch, or other sources).
- Folder (closedopen) Psychomotor Abilities
  Abilities that influence the capacity to manipulate and control objects
  - Folder (closedopen) Fine Manipulative Abilities
    Abilities related to the manipulation of objects
    
    Arm-Hand Steadiness
    The ability to keep your hand and arm steady while moving your arm or while holding your arm and hand in one position.
    
    Manual Dexterity
    The ability to quickly move your hand, your hand together with your arm, or your two hands to grasp, manipulate, or assemble objects.
    
    Finger Dexterity
    The ability to make precisely coordinated movements of the fingers of one or both hands to grasp, manipulate, or assemble very small objects.
  - Folder (closedopen) Control Movement Abilities
    Abilities related to the control and manipulation of objects in time and space
    
    Control Precision
    The ability to quickly and repeatedly adjust the controls of a machine or a vehicle to exact positions.
    
    Multilimb Coordination
    The ability to coordinate two or more limbs (for example, two arms, two legs, or one leg and one arm) while sitting, standing, or lying down. It does not involve performing the activities while the whole body is in motion.
    
    Response Orientation
    The ability to choose quickly between two or more movements in response to two or more different signals (lights, sounds, pictures). It includes the speed with which the correct response is started with the hand, foot, or other body part.
    
    Rate Control
    The ability to time your movements or the movement of a piece of equipment in anticipation of changes in the speed and/or direction of a moving object or scene.
  - Folder (closedopen) Reaction Time and Speed Abilities
    Abilities related to speed of manipulation of objects
    
    Reaction Time
    The ability to quickly respond (with the hand, finger, or foot) to a signal (sound, light, picture) when it appears.
    
    Wrist-Finger Speed
    The ability to make fast, simple, repeated movements of the fingers, hands, and wrists.
    
    Speed of Limb Movement
    The ability to quickly move the arms and legs.
- Folder (closedopen) Physical Abilities
  Abilities that influence strength, endurance, flexibility, balance and coordination
  - Folder (closedopen) Physical Strength Abilities
    Abilities related to the capacity to exert force
    
    Static Strength
    The ability to exert maximum muscle force to lift, push, pull, or carry objects.
    
    Explosive Strength
    The ability to use short bursts of muscle force to propel oneself (as in jumping or sprinting), or to throw an object.
    
    Dynamic Strength
    The ability to exert muscle force repeatedly or continuously over time. This involves muscular endurance and resistance to muscle fatigue.
    
    Trunk Strength
    The ability to use your abdominal and lower back muscles to support part of the body repeatedly or continuously over time without "giving out" or fatiguing.
  - Endurance
    The ability to exert oneself physically over long periods without getting out of breath
    
    Stamina
    The ability to exert yourself physically over long periods of time without getting winded or out of breath.
  - Folder (closedopen) Flexibility, Balance, and Coordination
    Abilities related to the control of gross body movements
    
    Extent Flexibility
    The ability to bend, stretch, twist, or reach with your body, arms, and/or legs.
    
    Dynamic Flexibility
    The ability to quickly and repeatedly bend, stretch, twist, or reach out with your body, arms, and/or legs.
    
    Gross Body Coordination
    The ability to coordinate the movement of your arms, legs, and torso together when the whole body is in motion.
    
    Gross Body Equilibrium
    The ability to keep or regain your body balance or stay upright when in an unstable position.
- Folder (closedopen) Sensory Abilities
  Abilities that influence visual, auditory and speech perception
  - Folder (closedopen) Visual Abilities
    Abilities related to visual sensory input
    
    Near Vision
    The ability to see details at close range (within a few feet of the observer).
    
    Far Vision
    The ability to see details at a distance.
    
    Visual Color Discrimination
    The ability to match or detect differences between colors, including shades of color and brightness.
    
    Night Vision
    The ability to see under low-light conditions.
    
    Peripheral Vision
    The ability to see objects or movement of objects to one's side when the eyes are looking ahead.
    
    Depth Perception
    The ability to judge which of several objects is closer or farther away from you, or to judge the distance between you and an object.
    
    Glare Sensitivity
    The ability to see objects in the presence of a glare or bright lighting.
  - Folder (closedopen) Auditory and Speech Abilities
    Abilities related to auditory and oral input
    
    Hearing Sensitivity
    The ability to detect or tell the differences between sounds that vary in pitch and loudness.
    
    Auditory Attention
    The ability to focus on a single source of sound in the presence of other distracting sounds.
    
    Sound Localization
    The ability to tell the direction from which a sound originated.
    
    Speech Recognition
    The ability to identify and understand the speech of another person.
    
    Speech Clarity
    The ability to speak clearly so others can understand you.
Folder (closedopen) General Occupational Interests
Preferences for work environments. Occupational Interest Profiles (OIPs) are compatible with Holland's (1997) model of personality types and work environments.
- Realistic
  Work involves designing, building, or repairing of equipment, materials, or structures, engaging in physical activity, or working outdoors. Realistic occupations are often associated with engineering, mechanics and electronics, construction, woodworking, transportation, machine operation, agriculture, animal services, physical or manual labor, athletics, or protective services.
- Investigative
  Work involves studying and researching non-living objects, living organisms, disease or other forms of impairment, or human behavior. Investigative occupations are often associated with physical, life, medical, or social sciences, and can be found in the fields of humanities, mathematics/statistics, information technology, or health care service.
- Artistic
  Work involves creating original visual artwork, performances, written works, food, or music for a variety of media, or applying artistic principles to the design of various objects and materials. Artistic occupations are often associated with visual arts, applied arts and design, performing arts, music, creative writing, media, or culinary art.
- Social
  Work involves helping, teaching, advising, assisting, or providing service to others. Social occupations are often associated with social, health care, personal service, teaching/education, or religious activities.
- Enterprising
  Work involves managing, negotiating, marketing, or selling, typically in a business setting, or leading or advising people in political and legal situations. Enterprising occupations are often associated with business initiatives, sales, marketing/advertising, finance, management/administration, professional advising, public speaking, politics, or law.
- Conventional
  Work involves following procedures and regulations to organize information or data, typically in a business setting. Conventional occupations are often associated with office work, accounting, mathematics/statistics, information technology, finance, or human resources.
Folder (closedopen) Basic Occupational Interests
Specific, homogeneous facets of interests that group together work activities that share similar properties and represent the same abstract object.
- Mechanics/Electronics
  Work involves maintaining and repairing of machinery, such as automotive engines, electronic equipment, computers, and communication systems.
  Data not collected
- Construction/Woodwork
  Work involves constructing, installing, or repairing structures and fixtures made of wood.
  Data not collected
- Transportation/Machine Operation
  Work involves driving vehicles, such as vans, trucks, trains, and buses to transport people or materials. Work can also involve operating heavy equipment, such as cranes, forklifts, bulldozers, and backhoes to move materials or earth.
  Data not collected
- Physical/Manual Labor
  Work involves manually unloading and moving freight, stock, luggage, or other materials, or performing other physical labor.
  Data not collected
- Protective Service
  Work involves maintaining order and protecting life and property by conducting investigations and enforcing laws and regulations to prevent or solve crimes.
  Data not collected
- Agriculture
  Work involves planting, cultivating, and harvesting crops, plants, or trees, or raising farm animals. Work can also involve preparing plant and animal products for distribution to consumers, or protecting natural resources to maximize their use in farming.
  Data not collected
- Nature/Outdoors
  Work involves planning, restoring, and conserving natural areas and wildlife habitats.
  Data not collected
- Animal Service
  Work involves feeding, grooming, exercising, or otherwise providing care to promote and maintain the well-being of pets and other animals in settings such as kennels, animal shelters, and zoos.
  Data not collected
- Athletics
  Work involves training, practicing, or competing in athletic events, or supporting those participating in athletics through coaching, training, or officiating.
  Data not collected
- Engineering
  Work involves applying science and technology to the design, building, testing, and use of electrical and electronic components, mechanical devices and machines, automotive, marine, and aerospace equipment and vehicles, materials, or structures.
  Data not collected
- Physical Science
  Work involves studying and researching non-living objects, materials, and phenomena through scientific disciplines such as physics, chemistry, astronomy, meteorology, or geology.
  Data not collected
- Life Science
  Work involves studying and researching living organisms through scientific disciplines such as biology, botany, zoology, microbiology, physiology, biochemistry, or zoology.
  Data not collected
- Medical Science
  Work involves studying and researching the causes, nature, effects, and treatments of disease or other forms of impairment or illness.
  Data not collected
- Social Science
  Work involves studying and researching human behavior, society, politics, and social relationships through scientific disciplines such as psychology, sociology, economics, or political science.
  Data not collected
- Humanities
  Work involves studying and researching aspects of human history, culture, and language through disciplines such as history, philosophy, the language arts, or area/ethnic studies.
  Data not collected
- Mathematics/Statistics
  Work involves developing and applying mathematics and statistical theory and methods.
  Data not collected
- Information Technology
  Work involves designing, developing, testing, and maintaining computer software, hardware, networks, and systems.
  Data not collected
- Visual Arts
  Work involves creating original visual artwork for a variety of media and purposes using various techniques and software.
  Data not collected
- Applied Arts and Design
  Work involves applying artistic principles to the design and creation of various objects and materials.
  Data not collected
- Performing Arts
  Work involves acting as a performer in dance, comedy, or dramatic productions, choreographing of dance performances, or producing of live or recorded entertainment.
  Data not collected
- Music
  Work involves conducting, composing, or playing music or singing.
  Data not collected
- Creative Writing
  Work involves developing creative written works, such as novels, scripts, song lyrics, poetry, stories, or advertisements.
  Data not collected
- Media
  Work involves producing, developing, writing, directing, or presenting information through print, radio, television, or digital media.
  Data not collected
- Culinary Art
  Work involves preparing, cooking, and presenting food in a distinctive style usually associated with a specific culture or region.
  Data not collected
- Teaching/Education
  Work involves teaching through lectures, discussions, and demonstrations in one or more subjects.
  Data not collected
- Social Service
  Work involves providing social services and assistance to improve the well-being and social and psychological functioning of children and adults.
  Data not collected
- Health Care Service
  Work involves providing health care services to individuals to include the diagnosis, prevention, or treatment of diseases and other forms of illness or impairment.
  Data not collected
- Religious Activities
  Work involves conducting religious worship, leading a church or other religious group, and offering moral guidance associated with beliefs and practices of a religious faith.
  Data not collected
- Personal Service
  Work involves providing personal services to individuals in need of non-medical assistance such as helping arrange or plan for travel, meals, or events.
  Data not collected
- Professional Advising
  Work involves providing expert advice, coaching, and counseling on topics such as careers, educational opportunities, and educational and professional development.
  Data not collected
- Business Initiatives
  Work involves creating strategic plans or taking actions to expand an organization's business or market share.
  Data not collected
- Sales
  Work involves selling goods or services.
  Data not collected
- Marketing/Advertising
  Work involves promoting or creating a public image for products, services, or organizations to attract interest, engagement, or sales.
  Data not collected
- Finance
  Work involves directing and managing financial activities, such as planning and investments for an individual or organization to generate income.
  Data not collected
- Accounting
  Work involves examining, analyzing, and interpreting accounting records for financial statements, or maintaining, auditing, or evaluating records and accounts.
  Data not collected
- Human Resources
  Work involves recruiting, selecting, and training job applicants, maintaining employee personnel records, administering compensation and employee-benefit programs, and conducting employee performance reviews.
  Data not collected
- Office Work
  Work involves clerical and administrative tasks for an organization such as answering phones, bookkeeping, updating records, scheduling appointments or meetings, and editing of documents and files.
  Data not collected
- Management/Administration
  Work involves planning, directing, or coordinating the daily operations of an organization, and overseeing personnel, business, or administrative services.
  Data not collected
- Public Speaking
  Work involves speaking before an audience to educate, entertain, or influence the listeners.
  Data not collected
- Politics
  Work involves engaging in political activities to influence government policy.
  Data not collected
- Law
  Work involves studying and applying legal knowledge.
  Data not collected
Folder (closedopen) Work Values
Global aspects of work composed of specific needs that are important to a person's satisfaction. Occupational Reinforcer Patterns (ORPs) are based on the Theory of Work Adjustment (Dawis & Lofquist, 1984).
- Achievement
  Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
  - Ability Utilization
    Workers on this job make use of their individual abilities.
    Data not collected
  - Achievement
    Workers on this job get a feeling of accomplishment.
    Data not collected
- Working Conditions
  Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.
  - Activity
    Workers on this job are busy all the time.
    Data not collected
  - Independence
    Workers on this job do their work alone.
    Data not collected
  - Variety
    Workers on this job have something different to do every day.
    Data not collected
  - Compensation
    Workers on this job are paid well in comparison with other workers.
    Data not collected
  - Security
    Workers on this job have steady employment.
    Data not collected
  - Working Conditions
    Workers on this job have good working conditions.
    Data not collected
- Recognition
  Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status.
  - Advancement
    Workers on this job have opportunities for advancement.
    Data not collected
  - Recognition
    Workers on this job receive recognition for the work they do.
    Data not collected
  - Authority
    Workers on this job give directions and instructions to others.
    Data not collected
  - Social Status
    Workers on this job are looked up to by others in their company and their community.
    Data not collected
- Relationships
  Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
  - Co-workers
    Workers on this job have co-workers who are easy to get along with.
    Data not collected
  - Social Service
    Workers on this job have work where they do things for other people.
    Data not collected
  - Moral Values
    Workers on this job are never pressured to do things that go against their sense of right and wrong.
    Data not collected
- Support
  Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
  - Company Policies and Practices
    Workers on this job are treated fairly by the company.
    Data not collected
  - Supervision, Human Relations
    Workers on this job have supervisors who back up their workers with management.
    Data not collected
  - Supervision, Technical
    Workers on this job have supervisors who train their workers well.
    Data not collected
- Independence
  Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
  - Creativity
    Workers on this job try out their own ideas.
    Data not collected
  - Responsibility
    Workers on this job make decisions on their own.
    Data not collected
  - Autonomy
    Workers on this job plan their work with little supervision.
    Data not collected
Folder (closedopen) Work Styles
Personal characteristics that can affect how well someone performs a job.
- Folder (closedopen) Achievement Orientation
  Job requires personal goal setting, trying to succeed at those goals, and striving to be competent in own work
  - Achievement/Effort
    Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
  - Persistence
    Job requires persistence in the face of obstacles.
  - Initiative
    Job requires a willingness to take on responsibilities and challenges.
- Social Influence
  Job requires having an impact on others in the organization, and displaying energy and leadership
  - Leadership
    Job requires a willingness to lead, take charge, and offer opinions and direction.
- Folder (closedopen) Interpersonal Orientation
  Job requires being pleasant, cooperative, sensitive to others, easy to get along with, and having a preference for associating with other organization members
  - Cooperation
    Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
  - Concern for Others
    Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
  - Social Orientation
    Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
- Folder (closedopen) Adjustment
  Job requires maturity, poise, flexibility, and restraint to cope with pressure, stress, criticism, setbacks, personal and work-related problems, etc.
  - Self-Control
    Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
  - Stress Tolerance
    Job requires accepting criticism and dealing calmly and effectively with high-stress situations.
  - Adaptability/Flexibility
    Job requires being open to change (positive or negative) and to considerable variety in the workplace.
- Folder (closedopen) Conscientiousness
  Job requires dependability, commitment to doing the job correctly and carefully, and being trustworthy, accountable, and attentive to details
  - Dependability
    Job requires being reliable, responsible, and dependable, and fulfilling obligations.
  - Attention to Detail
    Job requires being careful about detail and thorough in completing work tasks.
  - Integrity
    Job requires being honest and ethical.
- Independence
  Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
- Folder (closedopen) Practical Intelligence
  Job requires generating useful ideas and thinking things through logically
  - Innovation
    Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
  - Analytical Thinking
    Job requires analyzing information and using logic to address work-related issues and problems.

Worker Requirements

Descriptors referring to work-related attributes acquired and/or developed through experience and education.

Worker requirements represent developed or acquired attributes of an individual that may be related to work performance such as work-related knowledge and skill. Knowledge represents the acquisition of facts and principles about a domain of information. Experience lays the foundation for establishing procedures to work with given knowledge. These procedures are more commonly known as skills. Skills may be further divided into basic skills and cross-functional skills. Basic skills, such as reading, facilitate the acquisition of new knowledge. Cross-functional skills, such as problem solving, extend across several domains of activities.

Folder (closedopen) Basic Skills
Developed capacities that facilitate learning or the more rapid acquisition of knowledge
- Folder (closedopen) Content
  Background structures needed to work with and acquire more specific skills in a variety of different domains
  - Reading Comprehension
    Understanding written sentences and paragraphs in work-related documents.
  - Active Listening
    Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  - Writing
    Communicating effectively in writing as appropriate for the needs of the audience.
  - Speaking
    Talking to others to convey information effectively.
  - Mathematics
    Using mathematics to solve problems.
  - Science
    Using scientific rules and methods to solve problems.
- Folder (closedopen) Process
  Procedures that contribute to the more rapid acquisition of knowledge and skill across a variety of domains
  - Critical Thinking
    Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
  - Active Learning
    Understanding the implications of new information for both current and future problem-solving and decision-making.
  - Learning Strategies
    Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
  - Monitoring
    Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Folder (closedopen) Cross-Functional Skills
Developed capacities that facilitate performance of activities that occur across jobs
- Folder (closedopen) Social Skills
  Developed capacities used to work with people to achieve goals
  - Social Perceptiveness
    Being aware of others' reactions and understanding why they react as they do.
  - Coordination
    Adjusting actions in relation to others' actions.
  - Persuasion
    Persuading others to change their minds or behavior.
  - Negotiation
    Bringing others together and trying to reconcile differences.
  - Instructing
    Teaching others how to do something.
  - Service Orientation
    Actively looking for ways to help people.
- Complex Problem Solving Skills
  Developed capacities used to solve novel, ill-defined problems in complex, real-world settings
  - Complex Problem Solving
    Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Folder (closedopen) Technical Skills
  Developed capacities used to design, set-up, operate, and correct malfunctions involving application of machines or technological systems
  - Operations Analysis
    Analyzing needs and product requirements to create a design.
  - Technology Design
    Generating or adapting equipment and technology to serve user needs.
  - Equipment Selection
    Determining the kind of tools and equipment needed to do a job.
  - Installation
    Installing equipment, machines, wiring, or programs to meet specifications.
  - Programming
    Writing computer programs for various purposes.
  - Operations Monitoring
    Watching gauges, dials, or other indicators to make sure a machine is working properly.
  - Operation and Control
    Controlling operations of equipment or systems.
  - Equipment Maintenance
    Performing routine maintenance on equipment and determining when and what kind of maintenance is needed.
  - Troubleshooting
    Determining causes of operating errors and deciding what to do about it.
  - Repairing
    Repairing machines or systems using the needed tools.
  - Quality Control Analysis
    Conducting tests and inspections of products, services, or processes to evaluate quality or performance.
- Folder (closedopen) Systems Skills
  Developed capacities used to understand, monitor, and improve socio-technical systems
  - Judgment and Decision Making
    Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  - Systems Analysis
    Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  - Systems Evaluation
    Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
- Folder (closedopen) Resource Management Skills
  Developed capacities used to allocate resources efficiently
  - Time Management
    Managing one's own time and the time of others.
  - Management of Financial Resources
    Determining how money will be spent to get the work done, and accounting for these expenditures.
  - Management of Material Resources
    Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work.
  - Management of Personnel Resources
    Motivating, developing, and directing people as they work, identifying the best people for the job.
Folder (closedopen) Knowledge
Organized sets of principles and facts applying in general domains
- Folder (closedopen) Business and Management
  Knowledge of principles and facts related to business administration and accounting, human and material resource management in organizations, sales and marketing, economics, and office information and organizing systems
  - Administration and Management
    Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  - Administrative
    Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology.
  - Economics and Accounting
    Knowledge of economic and accounting principles and practices, the financial markets, banking, and the analysis and reporting of financial data.
  - Sales and Marketing
    Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems.
  - Customer and Personal Service
    Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  - Personnel and Human Resources
    Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Folder (closedopen) Manufacturing and Production
  Knowledge of principles and facts related to the production, processing, storage, and distribution of manufactured and agricultural goods
  - Production and Processing
    Knowledge of raw materials, production processes, quality control, costs, and other techniques for maximizing the effective manufacture and distribution of goods.
  - Food Production
    Knowledge of techniques and equipment for planting, growing, and harvesting food products (both plant and animal) for consumption, including storage/handling techniques.
- Folder (closedopen) Engineering and Technology
  Knowledge of the design, development, and application of technology for specific purposes.
  - Computers and Electronics
    Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
  - Engineering and Technology
    Knowledge of the practical application of engineering science and technology. This includes applying principles, techniques, procedures, and equipment to the design and production of various goods and services.
  - Design
    Knowledge of design techniques, tools, and principles involved in production of precision technical plans, blueprints, drawings, and models.
  - Building and Construction
    Knowledge of materials, methods, and the tools involved in the construction or repair of houses, buildings, or other structures such as highways and roads.
  - Mechanical
    Knowledge of machines and tools, including their designs, uses, repair, and maintenance.
- Folder (closedopen) Mathematics and Science
  Knowledge of the history, theories, methods, and applications of the physical, biological, social, mathematical, and geography
  - Mathematics
    Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
  - Physics
    Knowledge and prediction of physical principles, laws, their interrelationships, and applications to understanding fluid, material, and atmospheric dynamics, and mechanical, electrical, atomic and sub-atomic structures and processes.
  - Chemistry
    Knowledge of the chemical composition, structure, and properties of substances and of the chemical processes and transformations that they undergo. This includes uses of chemicals and their interactions, danger signs, production techniques, and disposal methods.
  - Biology
    Knowledge of plant and animal organisms, their tissues, cells, functions, interdependencies, and interactions with each other and the environment.
  - Psychology
    Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
  - Sociology and Anthropology
    Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures, and their history and origins.
  - Geography
    Knowledge of principles and methods for describing the features of land, sea, and air masses, including their physical characteristics, locations, interrelationships, and distribution of plant, animal, and human life.
- Folder (closedopen) Health Services
  Knowledge of principles and facts regarding diagnosing, curing, and preventing disease, and improving and preserving physical and mental health and well-being
  - Medicine and Dentistry
    Knowledge of the information and techniques needed to diagnose and treat human injuries, diseases, and deformities. This includes symptoms, treatment alternatives, drug properties and interactions, and preventive health-care measures.
  - Therapy and Counseling
    Knowledge of principles, methods, and procedures for diagnosis, treatment, and rehabilitation of physical and mental dysfunctions, and for career counseling and guidance.
- Education and Training
  Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
- Folder (closedopen) Arts and Humanities
  Knowledge of facts and principles related to the branches of learning concerned with human thought, language, and the arts.
  - English Language
    Knowledge of the structure and content of the English language including the meaning and spelling of words, and rules of composition and grammar.
  - Foreign Language
    Knowledge of the structure and content of a foreign (non-English) language including the meaning and spelling of words, rules of composition and grammar, and pronunciation.
  - Fine Arts
    Knowledge of the theory and techniques required to compose, produce, and perform works of music, dance, visual arts, drama, and sculpture.
  - History and Archeology
    Knowledge of historical events and their causes, indicators, and effects on civilizations and cultures.
  - Philosophy and Theology
    Knowledge of different philosophical systems and religions. This includes their basic principles, values, ethics, ways of thinking, customs, practices, and their impact on human culture.
- Folder (closedopen) Law and Public Safety
  Knowledge of regulations and methods for maintaining people and property free from danger, injury, or damage; the rules of public conduct established and enforced by legislation, and the political process establishing such rules.
  - Public Safety and Security
    Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions.
  - Law and Government
    Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
- Folder (closedopen) Communications
  Knowledge of the science and art of delivering information
  - Telecommunications
    Knowledge of transmission, broadcasting, switching, control, and operation of telecommunications systems.
  - Communications and Media
    Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media.
- Transportation
  Knowledge of principles and methods for moving people or goods by air, rail, sea, or road, including the relative costs and benefits.
Folder (closedopen) Education
Prior educational experience required to perform in a job
- Required Level of Education
  The level of education required to perform a job.
- Job-Related Professional Certification
  Certification: A credential awarded by a certification body based on an individual demonstrating through an examination process that he or she has acquired the designated knowledge, skills, and abilities to perform a specific job.
  - Job-Related Professional Certification
    Possession of an occupational or industry certification to perform the job.
- Instructional Program Required
  The instructional program required for this job
- Folder (closedopen) Education Level in Specific Subjects
  The amount of education required in 15 subject areas to perform in a job. Subject areas cover most of the courses that occur in high school, junior college, college undergraduate degree programs, and other education and training programs
  - Technical Vocational
    Courses focus on non-business technical skills, such as Agriculture, Industrial Arts, Automobile and Shop, and Electronics
    Data not collected
  - Business Vocational
    Courses focus on basic business skills, such as Word Processing, Filing, Bookkeeping/Basic Accounting
    Data not collected
  - English/language Arts
    Courses focus on reading, interpretation, and writing, such as Literature, Composition, Journalism, and Creative Writing
    Data not collected
  - Oral Communication
    Courses focus on oral communication and speech, such as Oral Communication, Speech, and Interpersonal Communication
    Data not collected
  - Languages
    Courses focus on reading, writing, and/or speaking languages other than English, such as French, Chinese, German, Japanese, Latin, Russian, and Spanish
    Data not collected
  - Basic Math
    Courses focus on basic and applied math, such as General Math and Business Math
    Data not collected
  - Advanced Math
    Courses focus on advanced topics in math, such as Algebra, Geometry, Calculus, and Statistics
    Data not collected
  - Physical Science
    Courses focus on the study of matter and/or energy, such as Physics, Chemistry, and Astronomy
    Data not collected
  - Computer Science
    Courses focus on computers and their uses, such as Programming, Information Systems Management, and Software Applications
    Data not collected
  - Biological Science
    Courses focus on the study of life and living beings, such as life science, biology, anatomy and physiology
    Data not collected
  - Applied Science
    Courses focus on the application of science, such as Engineering, Health, and Medicine
    Data not collected
  - Social Science
    Courses focus on the behavioral sciences, such as Social Studies, Economics, History, Psychology, and Sociology
    Data not collected
  - Arts
    Courses focus on visual and performing arts, such as Arts and Crafts, Music, Painting, Sculpture, Theater, and Voice
    Data not collected
  - Humanities
    Courses focus on cultural and philosophical aspects of humans, such as Minority Studies, Philosophy, and Religion
    Data not collected
  - Physical Education
    Courses focus on physical fitness and sports, such as Aerobics, Jogging, Weight Lifting, and Specific Sports
    Data not collected

Experience Requirements

Requirements related to previous work activities and explicitly linked to certain types of work activities.

This domain includes information about the typical experiential backgrounds of workers in an occupation or group of occupations including certification, licensure, and training data. For example, information about the professional or organizational certifications required for entry and advancement in an occupation, preferred education or training, and required apprenticeships will be documented by this part of the model.

Folder (closedopen) Experience and Training
If someone were being hired to perform this job, how much of the following would be required?
- Related Work Experience
  Amount of related work experience required to get hired for the job?
- On-Site or In-Plant Training
  Amount of on-site or in-plant training (e.g., organized class room instruction) required to perform the job?
- On-the-Job Training
  Amount of on the job training required to perform the job?
- Apprenticeship
  Apprenticeship is a combination of on-the-job training and related instruction in which workers learn the practical and theoretical aspects of a highly skilled occupation. Apprenticeship programs can be sponsored by individual employers, joint employer and labor groups, and/or employer associations.
  - Job-related Apprenticeship
    Completion of a job-related apprenticeship to perform the job.
Folder (closedopen) Basic Skills - Entry Requirement
Entry requirement for developed capacities that facilitate learning or the more rapid acquisition of knowledge
- Folder (closedopen) Content - Entry Requirement
  Entry requirement for background structures needed to work with and acquire more specific skills in a variety of different domains
  - Reading Comprehension - Entry Requirement
    Entry requirement for understanding written sentences and paragraphs in work related documents
    Data not collected
  - Active Listening - Entry Requirement
    Entry requirement for listening to what other people are saying and asking questions as appropriate
    Data not collected
  - Writing - Entry Requirement
    Entry requirement for communicating effectively with others in writing as indicated by the needs of the audience
    Data not collected
  - Speaking - Entry Requirement
    Entry requirement for talking to others to effectively convey information
    Data not collected
  - Mathematics - Entry Requirement
    Entry requirement for using mathematics to solve problems
    Data not collected
  - Science - Entry Requirement
    Entry requirement for using scientific methods to solve problems
    Data not collected
- Folder (closedopen) Process - Entry Requirement
  Entry requirement for procedures that contribute to the more rapid acquisition of knowledge and skill across a variety of domains
  - Critical Thinking - Entry Requirement
    Entry requirement for using logic and analysis to identify the strengths and weaknesses in different approaches
    Data not collected
  - Active Learning - Entry Requirement
    Entry requirement for working with new material or information to grasp its implications
    Data not collected
  - Learning Strategies - Entry Requirement
    Entry requirement for using multiple approaches when learning or teaching new things
    Data not collected
  - Monitoring - Entry Requirement
    Entry requirement for assessing how well one is doing when learning or doing something
    Data not collected
Folder (closedopen) Cross-Functional Skills - Entry Requirement
Entry requirement for developed capacities that facilitate performance of activities that occur across jobs
- Folder (closedopen) Social Skills - Entry Requirement
  Entry requirement for developed capacities used to work with people to achieve goals
  - Social Perceptiveness - Entry Requirement
    Entry requirement for being aware of others' reactions and understanding why they react the way they do
    Data not collected
  - Coordination - Entry Requirement
    Entry requirement for adjusting actions in relation to others' actions
    Data not collected
  - Persuasion - Entry Requirement
    Entry requirement for persuading others to approach things differently
    Data not collected
  - Negotiation - Entry Requirement
    Entry requirement for bring others together and trying to reconcile differences
    Data not collected
  - Instructing - Entry Requirement
    Entry requirement for teaching others how to do something
    Data not collected
  - Service Orientation - Entry Requirement
    Entry requirement for actively looking for ways to help people
    Data not collected
- Folder (closedopen) Complex Problem Solving Skills - Entry Requirement
  Entry requirement for developed capacities used to solve novel, ill-defined problems in complex, real-world settings
  - Problem Identification - Entry Requirement
    Entry requirement for identifying the nature of problems
    Data not collected
  - Information Gathering - Entry Requirement
    Entry requirement for knowing how to find information and identifying essential information
    Data not collected
  - Information Organization - Entry Requirement
    Entry requirement for finding ways to structure or classify multiple pieces of information
    Data not collected
  - Synthesis/Reorganization - Entry Requirement
    Entry requirement for reorganizing information to get a better approach to problems or tasks
    Data not collected
  - Idea Generation - Entry Requirement
    Entry requirement for generating a number of different approaches to problems
    Data not collected
  - Idea Evaluation - Entry Requirement
    Entry requirement for evaluating the likely success of an idea in relation to the demands of the situation
    Data not collected
  - Implementation Planning - Entry Requirement
    Entry requirement for developing approaches for implementing an idea
    Data not collected
  - Solution Appraisal - Entry Requirement
    Entry requirement for observing and evaluating the outcomes of a problem solution to identify lessons learned or redirect efforts
    Data not collected
- Folder (closedopen) Technical Skills - Entry Requirement
  Entry requirement for developed capacities used to design, set-up, operate, and correct malfunctions involving application of machines or technological systems
  - Operations Analysis - Entry Requirement
    Entry requirement for analyzing needs and product requirements to create a design
    Data not collected
  - Technology Design - Entry Requirement
    Entry requirement for generating or adapting equipment and technology to serve user needs
    Data not collected
  - Equipment Selection - Entry Requirement
    Entry requirement for determining the kind of tools and equipment needed to do a job
    Data not collected
  - Installation - Entry Requirement
    Entry requirement for installing equipment, machines, wiring, or programs to meet specifications
    Data not collected
  - Programming - Entry Requirement
    Entry requirement for writing computer programs for various purposes
    Data not collected
  - Testing - Entry Requirement
    Entry requirement for conducting tests to determine whether equipment, software, or procedures are operating as expected
    Data not collected
  - Operation Monitoring - Entry Requirement
    Entry requirement for watching gauges, dials, or other indicators to make sure a machine is working properly
    Data not collected
  - Operation and Control - Entry Requirement
    Entry requirement for controlling operations of equipment or systems
    Data not collected
  - Product Inspection - Entry Requirement
    Entry requirement for inspecting and evaluating the quality of products
    Data not collected
  - Equipment Maintenance - Entry Requirement
    Entry requirement for performing routine maintenance and determining when and what kind of maintenance is needed
    Data not collected
  - Troubleshooting - Entry Requirement
    Entry requirement for determining what is causing an operating error and deciding what to do about it
    Data not collected
  - Repairing - Entry Requirement
    Entry requirement for repairing machines or systems using the needed tools
    Data not collected
- Folder (closedopen) Systems Skills - Entry Requirement
  Entry requirement for developed capacities used to understand, monitor, and improve socio-technical systems
  - Visioning - Entry Requirement
    Entry requirement for developing an image of how a system should work under ideal conditions
    Data not collected
  - Systems Perception - Entry Requirement
    Entry requirement for determining when important changes have occurred in a system or are likely to occur
    Data not collected
  - Identifying Downstream Consequences - Entry Requirement
    Entry requirement for determining the long-term outcomes of a change in operations
    Data not collected
  - Identification of Key Causes - Entry Requirement
    Entry requirement for identifying the things that must be changed to achieve a goal
    Data not collected
  - Judgment and Decision Making - Entry Requirement
    Entry requirement for weighing the relative costs and benefits of a potential action
    Data not collected
  - System Evaluation - Entry Requirement
    Entry requirement for looking at many indicators of system performance, taking into account their accuracy
    Data not collected
- Folder (closedopen) Resource Management Skills - Entry Requirement
  Entry requirement for developed capacities used to allocate resources efficiently
  - Time Management - Entry Requirement
    Entry requirement for managing one's own time and the time of others
    Data not collected
  - Management of Financial Resources - Entry Requirement
    Entry requirement for determining how money will be spent to get the work done, and accounting for these expenditures
    Data not collected
  - Management of Material Resources - Entry Requirement
    Entry requirement for obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work
    Data not collected
  - Management of Personnel Resources - Entry Requirement
    Entry requirement for motivating, developing, and directing people as they work, identifying the best people for the job
    Data not collected
Folder (closedopen) Licensing
Licenses, certificates, or registrations that are awarded to show that a job holder has gained certain skills. This includes requirements for obtaining these credentials, and the organization or agency requiring their possession.
- License, Certificate, or Registration Required
  At least one license, certificate, or registration is required to perform in this job, including a driver's or vehicle operator's license. The specific license(s), certificate(s), or registration(s) are listed.
- Folder (closedopen) Specific License or Certificate Required
  Specific education, training, examination, or other requirements for obtaining the licenses, certificates, or registration needed to perform in this job
  - Post-Secondary Degree
    Obtaining the licenses, certificates, or registration needed to perform in this job requires a post-secondary degree, for example an Associate's or Bachelor's degree.
    Data not collected
  - Graduate Degree
    Obtaining the licenses, certificates, or registration needed to perform in this job requires a graduate degree, for example, a Master's or Doctoral degree.
    Data not collected
  - On-the-Job Training
    Obtaining the licenses, certificates, or registration needed to perform in this job requires on-the-job training, including apprenticeships, internships, and other supervised experiences.
    Data not collected
  - Examination
    Obtaining the licenses, certificates, or registration needed to perform in this job requires an examination, for example, written, oral, or performance assessments.
    Data not collected
  - Character References
    Obtaining the licenses, certificates, or registration needed to perform in this job requires one or more character references from other individuals.
    Data not collected
- Additional Education and Training
  Retaining the licenses, certificates, or registration needed to perform in this job requires additional course work.
- Folder (closedopen) Organization and Agency Requirements
  Organizations or agencies requiring the specific licenses, certificates, or registration needed to perform in a job
  - Legal Requirement
    Federal, state, or local law requires possessing specific licenses, certificates, or registration for performance in this job.
    Data not collected
  - Employer Requirement
    Employers require possessing specific licenses, certificates, or registration for performance in this job.
    Data not collected
  - Union, Guild, or Professional Association
    A union or professional association requires possessing specific licenses, certificates, or registration for performance in this job.
    Data not collected

Occupational Requirements

A comprehensive set of variables or detailed elements that describe what various occupations require.

This domain includes information about typical activities required across occupations. Task information is often too specific to describe an occupation or occupational group. The O*NET approach is to identify generalized work activities (GWAs) and detailed work activities (DWAs) to summarize the broad and more specific types of job behaviors and tasks that may be performed within multiple occupations. Using this framework makes it possible to use a single set of descriptors to describe many occupations. Contextual variables such as the physical, social, or structural context of work that may impose specific demands on the worker or activities are also included in this section.

Folder (closedopen) Generalized Work Activities
Work activities that are common across a very large number of occupations. They are performed in almost all job families and industries.
- Folder (closedopen) Information Input
  Where and how are the information and data gained that are needed to perform this job?
  - Folder (closedopen) Looking for and Receiving Job-Related Information
    How is information obtained to perform this job?
    
    Getting Information
    Observing, receiving, and otherwise obtaining information from all relevant sources.
    
    Monitoring Processes, Materials, or Surroundings
    Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.
  - Folder (closedopen) Identifying and Evaluating Job-Relevant Information
    How is information interpreted to perform this job?
    
    Identifying Objects, Actions, and Events
    Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
    
    Inspecting Equipment, Structures, or Materials
    Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects.
    
    Estimating the Quantifiable Characteristics of Products, Events, or Information
    Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity.
- Folder (closedopen) Mental Processes
  What processing, planning, problem-solving, decision-making, and innovating activities are performed with job-relevant information?
  - Folder (closedopen) Information and Data Processing
    How is information processed to perform this job?
    
    Judging the Qualities of Objects, Services, or People
    Assessing the value, importance, or quality of things or people.
    
    Processing Information
    Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
    
    Evaluating Information to Determine Compliance with Standards
    Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
    
    Analyzing Data or Information
    Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
  - Folder (closedopen) Reasoning and Decision Making
    What decisions are made and problems solved in performing this job?
    
    Making Decisions and Solving Problems
    Analyzing information and evaluating results to choose the best solution and solve problems.
    
    Thinking Creatively
    Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
    
    Updating and Using Relevant Knowledge
    Keeping up-to-date technically and applying new knowledge to your job.
    
    Developing Objectives and Strategies
    Establishing long-range objectives and specifying the strategies and actions to achieve them.
    
    Scheduling Work and Activities
    Scheduling events, programs, and activities, as well as the work of others.
    
    Organizing, Planning, and Prioritizing Work
    Developing specific goals and plans to prioritize, organize, and accomplish your work.
- Folder (closedopen) Work Output
  What physical activities are performed, what equipment and vehicles are operated/controlled, and what complex/technical activities are accomplished as job outputs?
  - Folder (closedopen) Performing Physical and Manual Work Activities
    What activities using the body and hands are done to perform this job?
    
    Performing General Physical Activities
    Performing general physical activities includes doing activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling materials.
    
    Handling and Moving Objects
    Using hands and arms in handling, installing, positioning, and moving materials, and manipulating things.
    
    Controlling Machines and Processes
    Using either control mechanisms or direct physical activity to operate machines or processes (not including computers or vehicles).
    
    Operating Vehicles, Mechanized Devices, or Equipment
    Running, maneuvering, navigating, or driving vehicles or mechanized equipment, such as forklifts, passenger vehicles, aircraft, or watercraft.
  - Folder (closedopen) Performing Complex and Technical Activities
    What skilled activities using coordinated movements are done to perform this job?
    
    Working with Computers
    Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
    
    Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment
    Providing documentation, detailed instructions, drawings, or specifications to tell others about how devices, parts, equipment, or structures are to be fabricated, constructed, assembled, modified, maintained, or used.
    
    Repairing and Maintaining Mechanical Equipment
    Servicing, repairing, adjusting, and testing machines, devices, moving parts, and equipment that operate primarily on the basis of mechanical (not electronic) principles.
    
    Repairing and Maintaining Electronic Equipment
    Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines, devices, and equipment that operate primarily on the basis of electrical or electronic (not mechanical) principles.
    
    Documenting/Recording Information
    Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
- Folder (closedopen) Interacting With Others
  What interactions with other persons or supervisory activities occur while performing this job?
  - Folder (closedopen) Communicating and Interacting
    What interactions with other people occur while performing this job?
    
    Interpreting the Meaning of Information for Others
    Translating or explaining what information means and how it can be used.
    
    Communicating with Supervisors, Peers, or Subordinates
    Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
    
    Communicating with People Outside the Organization
    Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
    
    Establishing and Maintaining Interpersonal Relationships
    Developing constructive and cooperative working relationships with others, and maintaining them over time.
    
    Assisting and Caring for Others
    Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients.
    
    Selling or Influencing Others
    Convincing others to buy merchandise/goods or to otherwise change their minds or actions.
    
    Resolving Conflicts and Negotiating with Others
    Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
    
    Performing for or Working Directly with the Public
    Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.
  - Folder (closedopen) Coordinating, Developing, Managing, and Advising
    What coordinating, managerial, or advisory activities are done while performing this job?
    
    Coordinating the Work and Activities of Others
    Getting members of a group to work together to accomplish tasks.
    
    Developing and Building Teams
    Encouraging and building mutual trust, respect, and cooperation among team members.
    
    Training and Teaching Others
    Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
    
    Guiding, Directing, and Motivating Subordinates
    Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
    
    Coaching and Developing Others
    Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
    
    Providing Consultation and Advice to Others
    Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
  - Folder (closedopen) Administering
    What administrative, staffing, monitoring, or controlling activities are done while performing this job?
    
    Performing Administrative Activities
    Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
    
    Staffing Organizational Units
    Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
    
    Monitoring and Controlling Resources
    Monitoring and controlling resources and overseeing the spending of money.
Folder (closedopen) Intermediate Work Activities
Work activities that are common across many occupations. They are performed in many job families and industries.
- Intermediate Work Activities List
  List of intermediate work activities for each occupation
Folder (closedopen) Detailed Work Activities
Specific work activities that are performed across a small to moderate number of occupations within a job family.
- Detailed Work Activities List
  List of detailed work activities for each occupation
Folder (closedopen) Organizational Context
Characteristics of the organization that influence how people do their work
- Folder (closedopen) Structural Characteristics
  A functional subsystem of organization structure subsuming constructs of (a) organizational structure, and (b) human resources systems and practices
  - Folder (closedopen) Organizational Structure
    The architecture or anatomy of an organization, affecting the behavior of organizational members as well as the ability of organizations to adapt effectively to their environments. Elements of organizational structure include the hierarchy of the organization, the degree of centralization, and the nature of work groups used to accomplish organizational objectives
    
    Folder (closedopen) Decision Making System
    The amount of autonomy and involvement in decision making that employees have
    
    Folder (closedopen) Decentralization and Employee Empowerment
    Indicates the degree to which employees are provided with different types of information and participate in decision-making
    
    Have Control Over Unit or Department
    You have a great deal of control over what happens in your unit or department
    Data not collected
    
    Have Influence Over Decisions
    You have a great deal of influence over decisions that are made in your unit or department.
    Data not collected
    
    Monitor Data on Quality/Costs/Waste/etc.
    You monitor data on quality, costs, waste, and productivity
    Data not collected
    
    Determine Work Flow or Order of Tasks
    You determine work flow or the order in which tasks are performed
    Data not collected
    
    Invest in New Equipment and Technology
    You invest in new equipment and technology
    Data not collected
    
    Develop New Products, Services, and Procedures
    You develop new products, services, and procedures
    Data not collected
    
    Individual versus Team Structure
    Identifies the extent to which employees work in intact teams
    
    Percent of Time in Intact Team
    Approximately what percentage of your time do you spend working in an intact team? By intact team we mean a group of 3 or more employees who are jointly responsible for whole work processes and work toward shared goals (e.g., production team; development team; project team).
    Data not collected
    
    Folder (closedopen) Job Characteristics
    Indicates the level of skill variety, task significance, task identity, autonomy, and feedback in this job
    
    Folder (closedopen) Skill Variety
    The variety of skills required of people in this job
    
    Job Variety
    How much variety is there in your job? That is, to what extent does the job require you to do many different things at work, using a variety of your skills and talents?
    Data not collected
    
    Complex or High Level Skills Required
    Your job requires you to use a number of complex or high-level skills.
    Data not collected
    
    Variety of Tasks Required
    Your job requires you to perform a variety of tasks.
    Data not collected
    
    Folder (closedopen) Task Significance
    The importance or significance of the tasks performed on this job, as reflected by its effect on the lives or well-being of others
    
    Significance or Importance of Job
    In general, how significant or important is your job? That is, are the results of your work likely to significantly affect the lives or well-being of other people?
    Data not collected
    
    Job Quality Affects Lots of People
    Your job is one where a lot of people can be affected by how well the work gets done.
    Data not collected
    
    Job Itself Is Very Significant
    Your job itself is very significant and important in the broader scheme of things.
    Data not collected
    
    Folder (closedopen) Task Identity
    The extent to which tasks performed on this job can be perceived as contributing to the final product
    
    Job Involves Whole Piece of Work
    To what extent does your job involve doing a 'whole' and identifiable piece of work? That is, is the job a complete piece of work that has an obvious beginning and end? Or is it only a small part of the overall piece of work, which is finished by other people or automatic machines? (If your job involves many different tasks or pieces of work, try to think about your typical tasks or the tasks you spend the most time on.)
    Data not collected
    
    Can Do Entire Piece of Work
    Your job is arranged so that you can do an entire piece of work from beginning to end.
    Data not collected
    
    Can Finish What You Start
    Your job provides you a chance to completely finish the piece of work you began.
    Data not collected
    
    Folder (closedopen) Autonomy
    The amount of freedom in the job, as reflected in a person being able to exercise personal initiative and judgment in task performance
    
    Autonomy and Freedom in Job
    How much autonomy and freedom are there in your job? That is, to what extent does your job permit you to decide on your own how to go about doing your job?
    Data not collected
    
    Chance for Initiative and Judgment
    Your job gives you a chance to use your personal initiative and judgment in carrying out the work.
    Data not collected
    
    Opportunity for Independence and Freedom
    Your job gives you considerable opportunity for independence and freedom in how you do your job.
    Data not collected
    
    Folder (closedopen) Feedback
    The extent to which this job provides information about how well one is performing
    
    Extent of Feedback From Doing Job Itself
    To what extent does doing the job itself provide you with information about your work performance? That is, does the actual work itself provide clues about how well you are doing--aside from any 'feedback' co-workers or supervisors may provide?
    Data not collected
    
    Doing Job Provides Chances for Feedback
    Just doing the job provides many chances for you to figure out how well you are doing.
    Data not collected
    
    After Finishing Job, Know Own Performance
    After you finish a job, you know whether you performed well.
    Data not collected
    
    Folder (closedopen) Job Stability and Rotation
    The amount of stability in the job and the extent of job rotation
    
    Number of Supervisors in Past Year
    How many different supervisors have you had in the past year?
    Data not collected
    
    Number of Work Teams in Past Year
    Approximately how many different work teams have you belonged to during the past year?
    Data not collected
    
    Number of Work Group Reorganizations in Past Year
    In the past year, how many times has your primary work group gone through some kind of reorganization?
    Data not collected
    
    Number of Times Nature of Job Changed
    In the past year, how many times has the nature of your job duties changed dramatically?
    Data not collected
    
    Job Rotation Practices
    Which statement best describes the job rotation practices in your job and your work group?
    Data not collected
  - Folder (closedopen) Human Resources Systems and Practices
    Organizational practices and policies designed to ensure that an organization has employees who are capable of meeting its goals
    
    Folder (closedopen) Recruitment and Selection
    Organizational practices, decisions, and processes that affect (a) the capability of an organization to make hiring, promotion, and other personnel decisions, and (b) the number or types of individuals who are willing to apply for or accept a given vacancy
    
    Recruitment Operations
    Activities involved in implementing recruitment plans (e.g., selecting sources, realistic job preview)
    
    Sources of People for Current Job
    Which of the sources listed below are used to recruit people for your current job?
    Data not collected
    
    Selection Assessment Methods Used
    The methods used for selection or promotion of employees
    
    Assessment Methods Used to Select for Job
    Which of the following assessment methods are used to select people for your current job?
    Data not collected
    
    Folder (closedopen) Training and Development
    The systematic acquisition of attitudes, concepts, knowledge, roles, or skills that result in improved performance at work
    
    Training Methods
    The methods used in training programs
    
    Training Methods Used in Company
    Which of the following training methods have been used in company training courses you have attended in the last two years?
    Data not collected
    
    Training Topics and Content
    What trainers intend to teach trainees through training programs
    
    Areas of Recent Formal Training
    In which of the following content areas have you received formal training in the last two years?
    Data not collected
    
    Extent and Support of Training Activities
    The extent to which an organization makes training available to its employees and provides financial support for training activities
    
    Recent Technical Skill Training
    In the last two years, how often have you attended company sponsored job-related technical training (i.e., technical skill training)?
    Data not collected
    
    Folder (closedopen) Reward System
    Monetary compensation and monetary and non-monetary benefits organizations provide to their employees
    
    Basis of Compensation
    The extent to which organizations reward individuals based on: (a) their knowledge, skills, and performance, (b) seniority, (c) team performance, (d) organizational performance, and (e) job attributes
    
    Compensation Package Components
    Which of the following is part of your compensation package (i.e., pay)?
    Data not collected
    
    Benefits
    The extent to which employees' compensation includes benefits such as pensions, insurance, paid leave, awards and bonuses, pay for time not worked, etc.
    
    Benefit Components
    Which of the following is part of your benefits?
    Data not collected
- Folder (closedopen) Social Processes
  A functional subsystem of organization structure subsuming processes linking people (employees) to their work and to each other and includes elements such as values, goals, leadership, and roles
  - Folder (closedopen) Goals
    Individual goal setting.
    
    Folder (closedopen) Individual Goal Characteristics
    The extent to which an individual's goal is made explicit, and the probability that an individual can attain the goal
    
    Achieve Most Important Individual Goal
    Realistically, the probability that you will achieve your most important individual work goal this year is:
    Data not collected
    
    How Many Quantitative Individual Goals
    How many of your individual work goals are quantitative (e.g., selling $100,000 worth of merchandise as opposed to selling as much merchandise as possible).
    Data not collected
    
    Folder (closedopen) Goal Feedback
    The extent to which an individual is given periodic feedback regarding his or her progress against a goal
    
    How Many Specific Individual Goals
    How many of your individual work goals are specific -- that is, you will know exactly when you have achieved them?
    Data not collected
    
    When Get Information on Individual Goals
    How often do you get information regarding how close you are to achieving your most important individual work goal (for example, an interim financial report or data on number of units sold)?
    Data not collected
    
    Informal, Job-Relevant Feedback
    To what extent do you receive informal, job-relevant feedback from your supervisor?
    Data not collected
    
    Meet One-on-One With Supervisor on Goals, Training, and Development
    During the past year, how often have you met one-on-one with your immediate supervisor to discuss issues such as your performance, goals, training and development?
    Data not collected
  - Folder (closedopen) Roles
    Characteristics of job incumbents' roles, such as the extent to which they involve conflict and overload
    
    Folder (closedopen) Role Conflict
    The extent to which an individual has to deal with conflicting demands
    
    Often Receive Conflicting Requests
    You often receive conflicting requests from two or more people at work.
    Data not collected
    
    Work With Groups With Different Focuses
    You work with two or more groups who want you to focus on different things.
    Data not collected
    
    You and Your Supervisor Agree About Job
    You and your supervisor agree about what your job should be.
    Data not collected
    
    Supervisor Makes Conflicting Requests
    Your supervisor often asks you to do two or more things that conflict (for example, save a large amount of money while at the same time dramatically increasing quality).
    Data not collected
    
    Folder (closedopen) Role Negotiability
    The extent to which an individual can negotiate his/her role in an organization
    
    Negotiate Changes in Role with Supervisor
    You have negotiated changes in the nature of your role at work with your supervisor.
    Data not collected
    
    Significant Input Into Way You Do Job
    You have significant input into the way you do your job.
    Data not collected
    
    Folder (closedopen) Role Overload
    A discrepancy between the job's demands and one's ability to meet those demands
    
    Get Assignments without Adequate Resources
    You receive assignments at work without adequate resources and materials to complete them properly.
    Data not collected
    
    Given Enough Time to Do Work
    You are given enough time to do what is expected of you at work.
    Data not collected
    
    Too Much for One Person to Do
    It often seems like you have too much work for one person to do.
    Data not collected
  - Culture
    Patterns of behaviors and social relationships reflecting the assumptions, values, norms, and artifacts shared by members of the organization
    
    Organizational Values
    Indicates the importance of different organizational values such as tradition, stability, innovation, and collaboration
    
    Folder (closedopen) Guiding Principles of Organization
    How important are each of the following concepts, or values, as a guiding principle for your organization as a whole.
    
    Taking Chances; Going Out on a Limb
    Taking chances; going out on a limb
    Data not collected
    
    Fairness; Justice
    Fairness; justice
    Data not collected
    
    Precision
    Precision; paying attention to even the smallest details
    Data not collected
    
    Stability
    Stability; keeping things on an even keel
    Data not collected
    
    Getting Things Done
    Getting things done; taking decisive or quick action
    Data not collected
    
    Caring About Employees
    Caring about employees; showing concern for their well-being
    Data not collected
    
    Innovation
    Innovation; finding new and better ways of doing things; openness to new ideas
    Data not collected
    
    Aggressiveness
    Aggressiveness; forcefully going after what you want
    Data not collected
    
    Valuing Customers
    Valuing customers; emphasizing customer service
    Data not collected
    
    Providing High Quality Products
    Providing high quality products or services; meeting high standards of excellence
    Data not collected
    
    Openness and Honesty
    Openness; honesty; keeping employees well informed
    Data not collected
    
    Flexibility, Adapting to Change
    Flexibility, adapting to change
    Data not collected
  - Folder (closedopen) Supervisor Role
    The nature of supervisory leadership
    
    Supervisor Friendly and Supportive
    To what extent does your supervisor act in a friendly and supportive manner? For example, does he/she show concern for members of your work group and respect for your ideas?
    Data not collected
    
    Supervisor Takes Active Role
    To what extent does your supervisor take an active role in directing your work group's activities by setting goals, planning and scheduling work, assigning tasks, and making sure that each person knows what he/she should be doing?
    Data not collected
    
    Supervisor Provides Clear Vision
    To what extent does your supervisor provide members of your work group with a clear vision of where the group is going and keep everyone fully committed to the work at hand?
    Data not collected
    
    Supervisor Solves Problems
    To what extent does your supervisor quickly and effectively solve problems, even difficult problems, that come up in your work group?
    Data not collected
Folder (closedopen) Work Context
Physical and social factors that influence the nature of work
- Folder (closedopen) Interpersonal Relationships
  This category describes the context of the job in terms of human interaction processes
  - Folder (closedopen) Communication
    Types and frequency of interactions with other people that are required as part of this job.
    
    Folder (closedopen) Communication Methods
    How frequently does this job require the use of the following communication methods?
    
    Public Speaking
    How frequently does your job require public speaking (one speaker with an audience)?
    
    Telephone Conversations
    How often do you have telephone conversations in this job?
    
    E-Mail
    How frequently does your job require you to use E-mail?
    
    Written Letters and Memos
    How frequently does your job require written letters and memos?
    
    Face-to-Face Discussions with Individuals and Within Teams
    How frequently does your job require face-to-face discussions with individuals and within teams?
    
    Contact With Others
    How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it?
  - Role Relationships
    Importance of different types of interactions with others both inside and outside the organization
    
    Folder (closedopen) Job Interactions
    How important are interactions requiring the worker to:
    
    Work With or Contribute to a Work Group or Team
    How important is it to work with or contribute to a work group or team in this job?
    
    Deal With External Customers or the Public in General
    How important is it to deal with external customers (as in retail sales) or the public in general (as in police work) in this job?
    
    Coordinate or Lead Others in Accomplishing Work Activities
    How important is it to coordinate or lead others (not as a supervisor or team leader) in accomplishing work activities in this job?
  - Folder (closedopen) Responsibility for Others
    Amount of responsibility the worker has for other workers as a part of this job
    
    Health and Safety of Other Workers
    How much responsibility is there for the health and safety of others in this job?
    
    Work Outcomes and Results of Other Workers
    How responsible is the worker for work outcomes and results of other workers?
  - Folder (closedopen) Conflictual Contact
    Amount of conflict that the worker will encounter as part of this job
    
    Conflict Situations
    How frequently are there conflict situations the employee has to face in this job?
    
    Dealing With Unpleasant, Angry, or Discourteous People
    How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements?
    
    Dealing with Violent or Physically Aggressive People
    How frequently does this job require the worker to deal with physical aggression of violent individuals?
- Folder (closedopen) Physical Work Conditions
  This category describes the work context as it relates to the interactions between the worker and the physical job environment
  - Folder (closedopen) Work Setting
    Description of physical surroundings that the worker will face as part of this job
    
    Folder (closedopen) Frequency Required to Work:
    How frequently does this job require the worker to work:
    
    Indoors, Environmentally Controlled
    How often does this job require working indoors in an environmentally controlled environment (like a warehouse with air conditioning)?
    
    Indoors, Not Environmentally Controlled
    How often does this job require working in an environment that is not environmentally controlled (like a warehouse without air conditioning)?
    
    Outdoors, Exposed to All Weather Conditions
    How often does this job require working outdoors, exposed to all weather conditions?
    
    Outdoors, Under Cover
    How often does this job require working outdoors, under cover (like in an open shed)?
    
    In an Open Vehicle or Operating Equipment
    How often does this job require working in an open vehicle or operating equipment (like a tractor)?
    
    In an Enclosed Vehicle or Operate Enclosed Equipment
    How often does this job require working in a closed vehicle or operate enclosed equipment (like a car)?
    
    Physical Proximity
    To what extent does this job require the worker to perform job tasks physically close to other people?
  - Environmental Conditions
    Description of extreme environmental conditions the worker will be placed in as part of this job
    
    Folder (closedopen) Frequency in Environmental Conditions
    How often during a usual work period is the worker exposed to the following conditions:
    
    Exposed to Sounds, Noise Levels that are Distracting or Uncomfortable
    How often does this job require working exposed to sounds and noise levels that are distracting or uncomfortable?
    
    Exposed to Very Hot or Cold Temperatures
    How often does this job require working in very hot (above 90 F degrees) or very cold (below 32 F degrees) temperatures?
    
    Exposed to Extremely Bright or Inadequate Lighting Conditions
    How often does this job require working in extremely bright or inadequate lighting conditions?
    
    Exposed to Contaminants
    How often does this job require working exposed to contaminants (such as pollutants, gases, dust or odors)?
    
    Exposed to Cramped Work Space, Awkward Positions
    How often does this job require working in cramped work spaces that requires getting into awkward positions?
    
    Exposed to Whole Body Vibration
    How often does this job require exposure to whole body vibration (like operating a jackhammer or earth moving equipment)?
  - Folder (closedopen) Job Hazards
    Descriptions of types of hazardous conditions the worker could be exposed to as part of this job. This includes the frequency of exposure, and the likelihood and degree of injury if exposed.
    
    Folder (closedopen) Frequency of Exposure to Job Hazards
    How often does this job require the worker to be exposed to the following hazards?
    
    Exposed to Radiation
    How often does this job require exposure to radiation?
    
    Exposed to Disease or Infections
    How often does this job require exposure to disease/infections?
    
    Exposed to High Places
    How often does this job require exposure to high places?
    
    Exposed to Hazardous Conditions
    How often does this job require exposure to hazardous conditions?
    
    Exposed to Hazardous Equipment
    How often does this job require exposure to hazardous equipment?
    
    Exposed to Minor Burns, Cuts, Bites, or Stings
    How often does this job require exposure to minor burns, cuts, bites, or stings?
    
    Likelihood of Injury From Job Hazards
    What is the likelihood that the worker would be injured as a result of being exposed to the following hazards while performing this job?
    Data not collected
    
    Degree of Injury
    If injury, due to exposure to the following hazards, were to occur while performing this job, how serious would be the likely outcome?
    Data not collected
  - Body Positioning
    Amount of time the worker will spend in a variety of physical positions on this job
    
    Folder (closedopen) Time Spent in Body Positions
    How much time in a usual work period does the worker spend:
    
    Spend Time Sitting
    How much does this job require sitting?
    
    Spend Time Standing
    How much does this job require standing?
    
    Spend Time Climbing Ladders, Scaffolds, or Poles
    How much does this job require climbing ladders, scaffolds, poles, etc.?
    
    Spend Time Walking or Running
    How much does this job require walking or running?
    
    Spend Time Kneeling, Crouching, Stooping, or Crawling
    How much does this job require kneeling, crouching, stooping or crawling?
    
    Spend Time Keeping or Regaining Balance
    How much does this job require keeping or regaining your balance?
    
    Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls
    How much does this job require using your hands to handle, control, or feel objects, tools or controls?
    
    Spend Time Bending or Twisting Your Body
    How much does this job require bending or twisting your body?
    
    Spend Time Making Repetitive Motions
    How much does this job require making repetitive motions?
  - Work Attire
    Dress requirements of this job
    
    Folder (closedopen) Frequency of Wearing Work Attire
    How often does the worker wear:
    
    Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets
    How often does this job require wearing common protective or safety equipment such as safety shoes, glasses, gloves, hearing protection, hard hats or life-jackets?
    
    Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection
    How often does this job require wearing specialized protective or safety equipment such as breathing apparatus, safety harness, full protection suits, or radiation protection?
- Folder (closedopen) Structural Job Characteristics
  This category involves the relationships or interactions between the worker and the structural characteristics of the job
  - Folder (closedopen) Criticality of Position
    Amount of impact the worker has on final products and their outcomes
    
    Consequence of Error
    How serious would the result usually be if the worker made a mistake that was not easily correctable?
    
    Folder (closedopen) Impact of Decisions
    The frequency and nature of the impact of worker's decisions on the organization
    
    Impact of Decisions on Co-workers or Company Results
    What results do your decisions usually have on other people or the image or reputation or financial resources of your employer?
    
    Frequency of Decision Making
    How often is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?
    
    Freedom to Make Decisions
    How much decision making freedom, without supervision, does the job offer?
  - Folder (closedopen) Routine versus Challenging Work
    The relative amounts of routine versus challenging work the worker will perform as part of this job
    
    Degree of Automation
    How automated is the job?
    
    Importance of Being Exact or Accurate
    How important is being very exact or highly accurate in performing this job?
    
    Importance of Repeating Same Tasks
    How important are continuous, repetitive, physical activities (like key entry) or mental activities (like checking entries in a ledger) to performing this job?
    
    Determine Tasks, Priorities and Goals
    How much freedom does the worker have in determining the tasks, priorities, or goals of the job?
  - Competition
    Amount of competition that the worker will face as part of this job
    
    Level of Competition
    To what extent does this job require the worker to compete or to be aware of competitive pressures?
  - Folder (closedopen) Pace and Scheduling
    Description of the role that time plays in the way the worker performs the tasks required by this job
    
    Time Pressure
    How often does this job require the worker to meet strict deadlines?
    
    Pace Determined by Speed of Equipment
    How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.)
    
    Work Schedules
    How regular are the work schedules for this job?
    
    Duration of Typical Work Week
    Number of hours typically worked in one week.

Workforce Characteristics

Variables that define and describe the general characteristics of occupations that may influence occupational requirements.

Organizations do not exist in isolation. They must operate within a broader social and economic structure. To be useful, an occupational classification system must incorporate global contextual characteristics. O*NET provides this information by linking descriptive occupational information to statistical labor market information. This includes compensation and wage data, employment outlook, and industry size information. Much of this information is collected outside of the O*NET program's immediate scope. Collaborative efforts with organizations such as the Bureau of Labor Statistics, the Department of Commerce, the Department of Defense, Career One Stop, the U.S. Bureau of the Census, and the Employment and Training Administration facilitate these labor market information linkages.

Folder (closedopen) Labor Market Information
Current labor force characteristics of occupations
- Occupational Statistics
  Information related to economic conditions and labor force characteristics of occupations
Folder (closedopen) Occupational Outlook
Future labor force characteristics of occupations
- Occupational Projections
  Projections of future economic conditions and labor force characteristics of occupations

Occupation-Specific Information

Variables or other Content Model elements of selected or specific occupations.

Occupation-specific information details a comprehensive set of elements that apply to a single occupation or a narrowly defined job family. This domain parallels other Content Model domains because it includes requirements such as work-related knowledge, skills, and tasks in addition to the machines, equipment, tools, software, and information technology workers may use in their workplace. Labor market information defined by the industry or occupation is also provided here. This domain is particularly important when developing specific applications of O*NET information. For example, it is necessary to refer to occupation-specific descriptive information to specify training, develop position descriptions, or redesign jobs.

Folder (closedopen) Title
Primary title and code used to identify a single occupation in the O*NET-SOC taxonomy
- Title
  O*NET-SOC occupation title and code
Folder (closedopen) Description
A statement of required or important duties performed by workers in an occupation in the O*NET-SOC taxonomy.
- Description
  O*NET-SOC occupation description
Folder (closedopen) Alternate Titles
Alternate or "lay titles" include related job titles and occupational titles gathered from job incumbents, occupational experts, government agencies, professional groups, customer input, employer job postings, and other occupational classification systems.
- Alternate Titles List
  List of alternate titles
- Sample of Reported Titles List
  List of sample of reported titles
Folder (closedopen) Tasks
Occupation-Specific Tasks
- Task List
  List of tasks for each occupation
Folder (closedopen) Technology Skills
Information technology and software skills essential to the functions of an occupational role.
- Technology Skills List
  List of technology skills for each occupation.
Folder (closedopen) Tools
Machines, equipment, and tools essential to the performance of an occupational role.
- Tools List
  List of machines, equipment, and tools for each occupation.