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 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
-
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
-
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)
Occupational Interests
Preferences for work environments. Occupational Interest Profiles (OIPs) are compatible with Holland's (1985, 1997) model of personality types and work environments.
-
Realistic
Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.
-
Investigative
Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.
-
Artistic
Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules.
-
Social
Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
-
Enterprising
Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
-
Conventional
Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
-
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.
-
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.
-
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.
-
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
-
Social Influence
Job requires having an impact on others in the organization, and displaying energy and leadership
-
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
-
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.
-
Operation 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.
-
Clerical
Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and 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, 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.
-
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.
-
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)
Mental Processes
What processing, planning, problem-solving, decision-making, and innovating activities are performed with job-relevant information?
-
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)
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 Persons Outside 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.
-
Provide 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.
-
Folder (closedopen)
Detailed Work Activities
Specific work activities that are performed across a small to moderate number of occupations within a job family.
-
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)
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
-
Folder (closedopen)
Training and Development
The systematic acquisition of attitudes, concepts, knowledge, roles, or skills that result in improved performance at work
-
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
-
Benefits
The extent to which employees' compensation includes benefits such as pensions, insurance, paid leave, awards and bonuses, pay for time not worked, etc.
-
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
-
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)
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 often do you have to perform public speaking in this job?
-
Telephone
How often do you have telephone conversations in this job?
-
Electronic Mail
How often do you use electronic mail in this job?
-
Letters and Memos
How often does the job require written letters and memos?
-
Face-to-Face Discussions
How often do you have to have face-to-face discussions with individuals or teams in this job?
-
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)
Responsibility for Others
Amount of responsibility the worker has for other workers as a part of this job
-
Folder (closedopen)
Conflictual Contact
Amount of conflict that the worker will encounter as part of this job
-
Frequency of Conflict Situations
How often are there conflict situations the employee has to face in this job?
-
Deal With Unpleasant or Angry People
How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements?
-
Deal With 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
-
Environmental Conditions
Description of extreme environmental conditions the worker will be placed in as part of this job
-
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
-
Work Attire
Dress requirements of this job
-
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 readily 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 frequently 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 is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job?
-
Structured versus Unstructured Work
To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
-
Competition
Amount of competition that the worker will face as part of this job
-
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.
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.