Work characteristics
Work characteristics gathers the various components describing the work environment of each occupation, such as employers, work activities, and the work context. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of complexity (for Work Activities) or other measurement dimensions (for Work Context), and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.
Work Activities
Proficiency or complexity level
Analyzing Data or Information
5 - Highest Level
Communicating with Persons Outside Organization
5 - Highest Level
Developing Objectives and Strategies
5 - Highest Level
Evaluating Information to Determine Compliance
5 - Highest Level
Getting Information
5 - Highest Level
Work Context
Structural Job Characteristics
Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
3 - Moderate amount of freedom
Work Week Duration
Worked hours in a typical week
2 - Between 35 to 40 hours
Physical Work Environment
Physical Proximity
Physical distance from others
3 - Somewhat close (e.g. share office)
Physical Demands
Sitting
Duration
5 - All the time, or almost all the time
Standing
Duration
0 – Not applicable
Bending or Twisting the Body
Duration
1 - Very little time
Interpersonal Relations
Contact with Others
Frequency
4 - Every day, a few times per day
Duration
3 - About half the time
Work with Work Group or Team
Importance
3 - Important
Frequency
3 - Once a week or more but not every day
Workplaces/employers
- Banks
- Governments
- Investment firms
- Self-employed
- Trust companies
Skills and abilities
This section displays the various competencies required for an occupation. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency (for Skills and Abilities) or importance (for Personal Attributes) and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.
Abilities
Proficiency or complexity level
Deductive Reasoning
5 - Highest Level
Mathematical Reasoning
5 - Highest Level
Numerical Ability
5 - Highest Level
Inductive Reasoning
4 - High Level
Speech Clarity
4 - High Level
Skills
Proficiency or complexity level
Digital Literacy
5 - Highest Level
Management of Financial Resources
5 - Highest Level
Critical Thinking
4 - High Level
Decision Making
4 - High Level
Evaluation
4 - High Level
Personal Attributes
Importance
Analytical Thinking
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Concern for Others
4 - Highly important
Independence
4 - Highly important
Interests
The OaSIS uses the Holland Codes to describe the work-related interests. According to the Holland model, people work best in work environments that match their preferences, which means that people and work environments can be matched for a best fit. Occupational environments in Holland’s theory are described according to a combination of main interests and the activities they represent. There are six interests in the Holland typology: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. All occupations in OaSIS have up to three interests assigned to them.
Interests
Preferences for work environments and outcomes.
Interests profile: ECS
Enterprising (E)
Enterprising occupations are characterized by the dominance of action-oriented activities to attain organizational or self-interest goals. They frequently involve starting up and carrying out projects, influencing, leading or mobilizing people, making decisions, and sometimes require risk taking and dealing with business.
Conventional (C)
Conventional occupations are characterized by the dominance of activities that entail following sets of procedures and routines. These activities may include systematic manipulation of data, such as keeping records, filing materials, reproducing materials, organizing written and numerical data according to a prescribed plan, and operating business and data processing. They often require following a clear line of authority and usually involve working with data and details more than with ideas.
Social (S)
Social occupations are characterized by the dominance of activities that entail the interaction with others to inform, train, aid, develop, cure, or enlighten. These occupations often involve helping or providing service to others, teaching, working or communicating with people.
Employment requirements
Employment requirements includes the education, training, certifications and the knowledge required to work in each occupation. The Knowledge category displays up to 10 descriptors in descending orderbased, firstly, on their attributed ratings by the level of proficiency, and secondly, in alphabetical order. The whole list of Knowledge descriptors and their ratings can be expanded at the bottom of each page.
Education, certification and licensing
- A bachelor's degree in business administration, commerce, economics or a related field is usually required.
- The designation Certified Financial Planner, awarded by the Financial Planners Standards Council of Canada, may be required.
- To sell regulated financial products and investments, such as annuities, RRSPs and life insurance, a licence is required from the appropriate governing body.
- Certification as a Financial Planner is required in Quebec.
- Various training programs and courses are offered by financial institutes and organizations, such as the Canadian Securities Institute, Institute of Canadian Bankers, CFA Institute, Investment Funds Institute, Canadian Institute of Financial Planning, and Trust Companies Institute of Canada, and may be required by employers.
Knowledge
Knowledge level
Accounting
3 - Advanced Level
Business Management
3 - Advanced Level
Client Service
3 - Advanced Level
Economics
3 - Advanced Level
Finance
3 - Advanced Level
This page includes information from the O*NET 27.2 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. Employment and Social Development Canada has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.
