Download:
pdf |
pdfU.S. BUREAU OF LABOR STATISTICS
Occupational Requirements Survey
The Occupational Requirements Survey (ORS) is a survey of establishments
in private industry and state and local government conducted by the Bureau of
Labor Statistics (BLS). The ORS publishes information about job requirements,
including the physical demands; environmental conditions; education, training,
and experience; as well as cognitive and mental requirements. This Handbook
of Methods explains the process and concepts for the 2019–23 reference period
estimates.
Table of Contents
Quick Facts: Occupational Requirements Survey
Subject areas
Job requirements
Education, training, and experience
Environmental conditions
Physical demand
Cognitive and mental requirements
Key measures
How the data are obtained
Survey of businesses and governments
Classification system
Occupation
Periodicity of data availability
Annual
Geographic detail
National
Scope
Key products
Program webpage
State and local government, Private sector
•
•
•
•
News releases
Occupational group profiles
Database query tool
Excel dataset
www.bls.gov/ors
1
CONCEPTS ......................2
DATA SOURCES...............6
DESIGN.............................7
CALCULATION................16
PRESENTATION .............28
HISTORY.........................30
MORE INFORMATION....35
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Concepts
The Occupational Requirements Survey (ORS) provides estimates measuring four types of occupational
requirements: physical demands; environmental conditions; education, training, and experience; and cognitive and
mental requirements. Survey estimates provide insight into the requirements of work in the U.S. economy.
The ORS is designed to provide information regarding what is required to perform critical job functions of selected
jobs. The survey does not focus on specific capabilities or experiences that individual workers have if the employer
does not require them. For example, a job may require a bachelor's degree, but workers performing the job may
have more advanced degrees, such as a doctorate degree (Ph.D.). For the purposes of the ORS, the requirement
is a bachelor’s degree. The distinction is significant because the objective of the survey is to measure job
requirements, not the characteristics of the workers. See the Data sources section for information on how
occupational requirements are collected.
The ORS is a nationally representative establishment-based survey. Private industry and state and local
government establishments in the 50 states and the District of Columbia are eligible for selection. Major exclusions
from the survey are workers in federal and quasi-federal agencies (examples include the military, postal service,
and federal reserve), establishments in the agriculture, forestry, fishing, and hunting industry sector, workers
employed by private households, contractors (onsite workers at the surveyed establishment but paid by another
party [contractor] are not included in data collection from the surveyed establishment), the self-employed,
volunteers, unpaid workers, individuals receiving long-term disability compensation, and those working overseas.
Individuals who set their own pay, such as business owners, and family members who are paid token wages are
also excluded. Employees in sampled jobs must receive market-based payments, such as salary, commission, or
hourly wages, from the establishment for services performed in the labor market and the establishment must pay
the employer’s portion of Medicare taxes on the worker’s wages.
Key concepts and definitions
These key concepts and definitions explain the ORS sampling, estimation, and publication processes.
Accommodation. As defined in the Americans with Disabilities Act of 1990, “an accommodation is any change in
the work environment or in the way things are customarily done that enables an individual with a disability to enjoy
equal employment opportunities.” The ORS collects information about how workers are required to perform jobs in
support of critical job tasks without accommodations, as not all employers can offer the same accommodations.
Cognitive and mental requirements. The qualifications that workers need to use judgment, make decisions, interact
with others, and adapt to changes in a job. For a list of cognitive and mental requirements and corresponding
estimate types, see appendix A in the Calculation section.
Critical job function. The main purpose and the primary pay factor for the job. It consists of critical tasks that are
integral to the job.
Critical tasks. Activities workers must perform to carry out their critical job function(s).
2
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Duration levels. The scale used to categorize the amount of time a worker performs a physical demand, are
exposed to an environmental condition, or the amount of time necessary to complete education, training, and
experience requirements. Most physical demands and environmental conditions are measured using duration
ranges. For example, if speaking is required for 1 hour of an 8-hour workday then the associated duration level is
“occasionally” because this level of speaking falls between 2 percent and 33 percent of the workday. For more
information see the Calculation section.
Education, training, and experience. The minimum level of formal education required, credentials necessary, onthe-job training, and prior work experience necessary for average performance in selected jobs. For a list of
education, training, and experience requirements and corresponding estimate types, see appendix A in the
Calculation section.
Environmental conditions. The various tangible or concrete hazards or difficulties that are in the vicinity of where
jobs’ critical tasks are performed. The ORS program has refined examples and definitions for collection of
environmental conditions over time, and a visual overview of environmental elements is available on the
Information for Survey Participants section of the website. For a list of environmental conditions and corresponding
estimate types, see appendix A in the Calculation section.
Establishment. A single economic unit that engages in one, or predominantly one, type of economic activity. For
private industries in the survey, the establishment is usually a single physical location, such as a mine, a factory,
an office, or a store, where workers produce goods or provide services.
• For private industry, if a sampled establishment is owned by a larger entity with many locations, only the
employment and characteristics of the establishment selected for the sample are considered for the survey.
• For state and local governments, an establishment can include more than one physical location, such as a
school district or a police department.
Frequency. The number of times workers experience a requirement while performing critical tasks. Many cognitive
and mental requirements are measured using frequencies. For example, fast food workers may have their work
reviewed more than once per day while software developers may have their work reviewed less frequently, such
as less than once per day. The estimates reflect the maximum number of times that the requirement is
experienced by workers performing critical tasks.
Full-time or part-time status. For the ORS, full-time or part-time status is based on the establishment's definition of
those terms, and not determined by the number of hours employees work. This characteristic is collected for the
ORS as described in the Design section and ensures that job requirements correspond to the selected jobs.
However, estimates are not published by this level of detail.
Industry. Establishments are classified into industries using the 2017 North American Industry Classification
System (NAICS). NAICS uses a 6-digit hierarchical coding system to classify all economic activity into 20 industry
sectors. Of those 20 sectors, 5 are mainly goods-producing sectors and 15 are entirely service-providing sectors.
3
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Job. A position where one or more workers are employed at an establishment. The job is characterized by its
critical tasks in support of the critical function(s). The term job refers to a single position in a single establishment,
but an establishment may have more than one worker in that job on their payroll. For example, a restaurant may
have 20 waiters all serving the same function and performing identical tasks. The ORS considers all 20 of those
waiters to be duplicates of the same job at that worksite. Because the ORS measures the requirements of a job
and is weighted by the amount of workers employed in that job, "jobs" and "workers" may be used interchangeably
in ORS publications.
Job demands. The physical demands; environmental conditions; education, training, and experience; and cognitive
and mental requirements necessary to perform critical tasks in support of the critical job function(s). These job
demands can include observable behaviors such as keyboarding, driving, and standing. These can also include
unobservable behaviors such as learning and applying knowledge, and problem solving.
Modes. The mode is the value that appears most frequently in a job requirement category. In the ORS, modes for
certain job requirement categories are calculated so that the user may identify the estimate within a category with
the largest weighted number of workers. These estimates are presented in the databases via a footnote.
Occupation. A generalized job or family of jobs common to many industries and areas, such as an economist or
carpenter. An occupation is different from a job because it refers to a profession or trade in general, and not a
single position in a single establishment. The ORS uses the 2018 Standard Occupational Classification (SOC)
system to classify occupations to the six-digit level. The ORS further classifies occupations by eight-digit codes
based on O*NET's detailed occupational taxonomy referred to as "O*NET-SOC 2010 Occupations" when
available. Implementing 2018 SOC provides information about the occupational classification in published
estimates. Military specific occupations (55-0000) and postal service occupations (43-5050) are out of scope for
the ORS.
Percentage of workers. The number of workers in an occupation that have a certain requirement divided by the
total number of workers in that occupation. For example, the number of teachers who are required to reach
overhead divided by the total number of teachers equals the percentage of teachers with that requirement. For
more information, see the Calculation section.
Percentiles. Percentiles (10th, 25th, 50th-median, 75th, and 90th) are used for estimates with continuous values,
such as hours spent sitting, or days of prior work experience required. More detailed information is included in the
Calculation section.
Physical demands. Refer to the physical activities required to perform tasks in a job. The presence and, in some
cases, duration of these activities are published. The ORS program has refined examples and definitions for
collection of physical demands over time as well as a visual overview of physical elements on the Information for
Survey Participants section of the website. For a list of physical demands and corresponding estimate types, see
appendix A in the Calculation section.
Respondent. Human resource managers or specialists, occupational safety managers, supervisors, or owners at
an establishment that provide data during a survey collection.
4
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Specific Vocational Preparation (SVP). The minimum amount of preparation time required for workers to learn the
techniques, acquire the information, and develop the aptitude needed for basic performance in a specific job.
Task list. A list that outlines the critical job function(s) and itemizes the critical tasks performed within a job. Only
requirements necessary to perform critical tasks are in-scope for the ORS.
Wave. In the context of the ORS, a wave represents a collection period of multiple sample groups. For example,
the first wave included three sample groups, collected in 2015–16, 2016–17, and 2017–18. The second wave will
include five sample groups, each collected over approximately a 1-year period. For example the first sample in the
second wave was collected between August 2018 and July 2019. Once all sample groups in a wave are combined
and estimated, those estimates are considered final, while intermediate releases within a wave are considered
preliminary. See the Design and Presentation sections for additional information on second wave sample groups
and estimates.
Last Modified Date: May 03, 2021
5
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Data Sources
Bureau of Labor Statistics (BLS) field economists are extensively trained and given detailed instructions on data
collection techniques. They employ a variety of methods, including personal visits, mail, telephone, and email, to
obtain data from Occupational Requirements Survey (ORS) respondents. Field economists do not use paper or
online questionnaires to collect these data; instead, they rely on a conversational interview and descriptive
documents, such as task lists, to collect information on occupational requirements from respondents.
Field economists collect each sample over a 1-year period and perform the following activities:
• Verify that the North American Industry Classification System (NAICS) industry code accurately describes
the primary business activity of the sampled establishment.
• Review a list of employees or a list of job titles provided by the establishment respondent to determine the
sampled jobs. See the Design section for more information.
• Determine the correct occupation code and work level for each sampled job based on the job description
and type of work performed. For more information on work levels, see National Compensation Survey:
Guide for Evaluating Your Firm's Jobs and Pay, the Design section, and the Calculation section.
• Examine whether workers in the sampled job work full- or part-time based on the sampled establishments'
definition of work status. The usual work schedule for each sampled job is also collected and includes the
daily and weekly hours and annual number of weeks that workers in the sampled job are expected to
perform.
• Collect data on job requirements that pertain to the sampled job's physical demands; environmental
conditions; education, training, and experience; as well as cognitive and mental requirements. Field
economists refer to task lists provided by respondents to understand the job requirements necessary to
perform critical tasks in support of the critical job function(s).
For more detailed explanation of data collection process as well as examples of data coding scenarios refer to the
ORS Collection Manuals.
Confidentiality
All ORS-collected data and tabulated estimates are subject to the BLS confidentiality requirements that prevent the
disclosure of establishment and respondent identifying information. ORS-collected data and tabulated estimates
are used solely for statistical purposes. BLS has a strict confidentiality policy which ensures that the survey sample
composition, lists of sampled establishments, responding establishments, and names of respondents will be kept
confidential. In addition, the policy assures respondents that published figures will not reveal the identity of any
specific establishment and will not allow the data of any specific responding establishment to be identified. Each
published estimate is screened to ensure that it meets these confidentiality requirements.
Last Modified Date: May 03, 2021
6
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Design
Occupational Requirements Survey (ORS) data are collected from a national probability sample of establishments
and occupations. Probability samples are subject to sampling and nonsampling errors, which are discussed in the
Calculation section.
Establishment selection
The ORS program uses a probability-proportional-to-size (PPS) technique to select a sample of private industry
establishments as well as state and local government establishments from across the nation. The larger the
establishment's employment size, the greater its chance of being selected. Establishments from all 50 states and
the District of Columbia are eligible for selection.
The second wave total sample size will include approximately 50,000 establishments, collected over a 5-year
period (2018–23). Private industry establishments will account for 85 percent (42,500) of the total, and state and
local government establishments will account for the remaining 15 percent (7,500). Approximately one-fifth of the
total sample size will be independently sampled each year with private industry and state and local government
establishments being sampled in proportion to their representation in the full 5-year sample.
The sampling design for the 5-year private industry sample is a two-stage stratified sample of private industry
establishments and occupations within selected establishments. Strata are formed by the cross-classification of
the predicted presence and absence of predetermined occupations in establishments, 4 Census regions (Midwest,
Northeast, Southeast, and West), and aggregate industry (education services, financial activities, goodsproducing, health care and social assistance, and service-providing), leading to 40 strata. For the purposes of
sample selection, predetermined occupations are the 200 six-digit SOCs with the lowest employment across all
ownerships based on the May 2017 Occupational Employment and Wage Statistics (OEWS) estimates.
Exhibit 1. List of predetermined occupations
SOC code
Occupation
See footnotes at end of table.
11-3111
Compensation and benefits managers
11-9071
Gambling managers
11-9161
Emergency management directors
11-9171
Funeral home managers
13-1011
Agents and business managers of artists, performers, and athletes
13-1021
Buyers and purchasing agents, farm products
13-1032
Insurance appraisers, auto damage
15-2021
Mathematicians
17-1021
Cartographers and photogrammetrists
17-2021
Agricultural engineers
17-2121
Marine engineers and naval architects
17-2151
Mining and geological engineers, including mining safety engineers
17-2161
Nuclear engineers
17-3021
Aerospace engineering and operations technologists and technicians
7
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Exhibit 1. List of predetermined occupations
SOC code
Occupation
17-3024
Electro-mechanical and mechatronics technologists and technicians
17-3025
Environmental engineering technologists and technicians
19-1012
Food scientists and technologists
19-1013
Soil and plant scientists
19-1023
Zoologists and wildlife biologists
19-1041
Epidemiologists
19-2011
Astronomers
19-2012
Physicists
19-2021
Atmospheric and space scientists
19-2032
Materials scientists
19-2043
Hydrologists
19-3022
Survey researchers
19-3032
Industrial-organizational psychologists
19-3041
Sociologists
19-3091
Anthropologists and archeologists
19-3092
Geographers
19-3093
Historians
19-3094
Political scientists
19-4043
Geological technicians, except hydrologic technicians
19-4051
Nuclear technicians
19-4092
Forensic science technicians
19-5012
Occupational health and safety technicians
23-1022
Arbitrators, mediators, and conciliators
25-1031
Architecture teachers, postsecondary
25-1041
Agricultural sciences teachers, postsecondary
25-1043
Forestry and conservation science teachers, postsecondary
25-1051
Atmospheric, earth, marine, and space sciences teachers, postsecondary
25-1053
Environmental science teachers, postsecondary
25-1054
Physics teachers, postsecondary
25-1061
Anthropology and archeology teachers, postsecondary
25-1062
Area, ethnic, and cultural studies teachers, postsecondary
25-1063
Economics teachers, postsecondary
25-1064
Geography teachers, postsecondary
25-1065
Political science teachers, postsecondary
25-1067
Sociology teachers, postsecondary
25-1082
Library science teachers, postsecondary
25-1111
Criminal justice and law enforcement teachers, postsecondary
25-1112
Law teachers, postsecondary
25-1113
Social work teachers, postsecondary
25-1192
Family and consumer sciences teachers, postsecondary
25-1193
Recreation and fitness studies teachers, postsecondary
25-2023
Career/technical education teachers, middle school
25-4011
Archivists
25-4012
Curators
25-4013
Museum technicians and conservators
8
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Exhibit 1. List of predetermined occupations
SOC code
Occupation
25-9021
Farm and home management educators
27-1012
Craft artists
27-1013
Fine artists, including painters, sculptors, and illustrators
27-1027
Set and exhibit designers
27-2021
Athletes and sports competitors
27-2023
Umpires, referees, and other sports officials
27-2031
Dancers
27-2032
Choreographers
27-2041
Music directors and composers
27-3023
News analysts, reporters, and journalists
27-3092
Court reporters and simultaneous captioners
27-4014
Sound engineering technicians
29-1022
Oral and maxillofacial surgeons
29-1023
Orthodontists
29-1024
Prosthodontists
29-1081
Podiatrists
29-1124
Radiation therapists
29-1125
Recreational therapists
29-1128
Exercise physiologists
29-1161
Nurse midwives
29-1181
Audiologists
29-1218
Obstetricians and gynecologists
29-2033
Nuclear medicine technologists
29-2091
Orthotists and prosthetists
29-2092
Hearing aid specialists
29-9092
Genetic counselors
31-2012
Occupational therapy aides
33-2021
Fire inspectors and investigators
33-2022
Forest fire inspectors and prevention specialists
33-3041
Parking enforcement workers
33-3052
Transit and railroad police
33-9011
Animal control workers
33-9031
Gambling surveillance officers and gambling investigators
35-2013
Cooks, private household
39-2011
Animal trainers
39-3012
Gambling and sports book writers and runners
39-3021
Motion picture projectionists
39-3092
Costume attendants
39-3093
Locker room, coatroom, and dressing room attendants
39-4011
Embalmers
39-5011
Barbers
39-5091
Makeup artists, theatrical and performance
39-5093
Shampooers
39-7012
Travel guides
41-9012
Models
9
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Exhibit 1. List of predetermined occupations
SOC code
Occupation
41-9091
Door-to-door sales workers, news and street vendors, and related workers
43-2021
Telephone operators
43-3041
Gambling cage workers
43-4021
Correspondence clerks
43-9031
Desktop publishers
43-9081
Proofreaders and copy markers
43-9111
Statistical assistants
47-2011
Boilermakers
47-2022
Stonemasons
47-2042
Floor layers, except carpet, wood, and hard tiles
47-2043
Floor sanders and finishers
47-2053
Terrazzo workers and finishers
47-2072
Pile driver operators
47-2082
Tapers
47-2142
Paperhangers
47-2171
Reinforcing iron and rebar workers
47-2231
Solar photovoltaic installers
47-3014
Helpers--painters, paperhangers, plasterers, and stucco masons
47-3016
Helpers--roofers
47-4061
Rail-track laying and maintenance equipment operators
47-4091
Segmental pavers
47-5011
Derrick operators, oil and gas
47-5012
Rotary drill operators, oil and gas
47-5023
Earth drillers, except oil and gas
47-5032
Explosives workers, ordnance handling experts, and blasters
47-5041
Continuous mining machine operators
47-5043
Roof bolters, mining
47-5044
Loading and moving machine operators, underground mining
47-5051
Rock splitters, quarry
47-5081
Helpers--extraction workers
49-2021
Radio, cellular, and tower equipment installers and repairers
49-2091
Avionics technicians
49-2092
Electric motor, power tool, and related repairers
49-2093
Electrical and electronics installers and repairers, transportation equipment
49-2096
Electronic equipment installers and repairers, motor vehicles
49-3052
Motorcycle mechanics
49-3091
Bicycle repairers
49-3092
Recreational vehicle service technicians
49-9045
Refractory materials repairers, except brickmasons
49-9061
Camera and photographic equipment repairers
49-9063
Musical instrument repairers and tuners
49-9064
Watch and clock repairers
49-9081
Wind turbine service technicians
49-9092
Commercial divers
49-9094
Locksmiths and safe repairers
10
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Exhibit 1. List of predetermined occupations
SOC code
Occupation
49-9095
Manufactured building and mobile home installers
49-9097
Signal and track switch repairers
51-2021
Coil winders, tapers, and finishers
51-2061
Timing device assemblers and adjusters
51-4022
Forging machine setters, operators, and tenders, metal and plastic
51-4032
Drilling and boring machine tool setters, operators, and tenders, metal and plastic
51-4035
Milling and planing machine setters, operators, and tenders, metal and plastic
51-4051
Metal-refining furnace operators and tenders
51-4052
Pourers and casters, metal
51-4061
Model makers, metal and plastic
51-4062
Patternmakers, metal and plastic
51-4071
Foundry mold and coremakers
51-4192
Layout workers, metal and plastic
51-4194
Tool grinders, filers, and sharpeners
51-6041
Shoe and leather workers and repairers
51-6042
Shoe machine operators and tenders
51-6051
Sewers, hand
51-6061
Textile bleaching and dyeing machine operators and tenders
51-6062
Textile cutting machine setters, operators, and tenders
51-6091
Extruding and forming machine setters, operators, and tenders, synthetic and glass fibers
51-6092
Fabric and apparel patternmakers
51-7021
Furniture finishers
51-7031
Model makers, wood
51-7032
Patternmakers, wood
51-8011
Nuclear power reactor operators
51-8012
Power distributors and dispatchers
51-8092
Gas plant operators
51-9031
Cutters and trimmers, hand
51-9051
Furnace, kiln, oven, drier, and kettle operators and tenders
51-9082
Medical appliance technicians
51-9123
Painting, coating, and decorating workers
51-9191
Adhesive bonding machine operators and tenders
51-9192
Cleaning, washing, and metal pickling equipment operators and tenders
51-9193
Cooling and freezing equipment operators and tenders
51-9194
Etchers and engravers
53-1041
Aircraft cargo handling supervisors
53-2022
Airfield operations specialists
53-3011
Ambulance drivers and attendants, except emergency medical technicians
53-4013
Rail yard engineers, dinkey operators, and hostlers
53-4022
Railroad brake, signal, and switch operators and locomotive firers
53-4041
Subway and streetcar operators
53-5022
Motorboat operators
53-5031
Ship engineers
53-6011
Bridge and lock tenders
53-6041
Traffic technicians
11
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Exhibit 1. List of predetermined occupations
SOC code
Occupation
53-7031
Dredge operators
53-7041
Hoist and winch operators
53-7071
Gas compressor and gas pumping station operators
53-7072
Pump operators, except wellhead pumpers
53-7073
Wellhead pumpers
53-7121
Tank car, truck, and ship loaders
Note: Predetermined occupations represent those with the lowest number of employed workers in the occupation across all ownerships based on 2017
Occupational Employment and Wage Statistics (OEWS) estimates.
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
Each sampled establishment has an assigned six-digit industry code from the North American Industry
Classification System (NAICS). When a single physical location encompasses two or more distinct economic
activities, the industry code assigned is based on the establishment's principal product or products, whether
produced or distributed, or the principal services rendered by the establishment. When determining the principal
product or service rendered, employment is used to determine the primary business activity and assign an industry
code. When the primary activity cannot be determined by employment then it's determined based on the revenue
generated.
The sampling frame, or universe, is the list of establishments from which the survey sample is selected. The ORS
establishment sample is drawn from the Quarterly Census of Employment and Wages (QCEW) and units reporting
to the Railroad Retirement Board.[1]
Job selection
Bureau of Labor Statistics (BLS) field economists use a four-step process to select and classify jobs for which data
are to be collected from the sampled establishment.
Step 1
The first step in the process differs depending on establishment ownership. For private industry establishments,
the ORS utilizes an occupational sample that is drawn from a modeled occupational frame created by the
Occupational Employment and Wage Statistics (OEWS) program.[2] This frame informs the selection of
occupations within establishments by joining industry information from the QCEW with occupational information
from the OEWS. A modeled occupational frame is not available for state and local government establishments due
to data constraints.
Field economists are given a prioritized list of six-digit occupational codes for each private industry sampled
establishment. The number of jobs selected for data collection is based on the establishment's employment size at
the time the sample was drawn, according to the criteria on exhibit 2, and the projected number of occupations at
the establishment from the modeled occupational frame. These occupations are listed in priority order, with any
predetermined occupations listed first. Field economists determine whether any of the listed occupations exist in
the sampled establishment. Field economists stop matching when they reach the targeted number of selected jobs
12
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
or when the end of the list is reached. This job selection method is used to ensure that occupations with lower
probability of selection are included in the survey.
If none of the occupations on the prioritized list are present in the establishment, the field economist collects data
by using probability sampling of occupations (PSO). The field economist uses the PSO technique to randomly
select jobs for which data are to be collected. This process ensures that the probability of selecting a given job is
proportional to the number of workers in the job at the establishment. This process is used to select jobs from state
and local government establishments.
Exhibit 2. Number of sampled jobs based on establishment employment
Number of employees
Number of sampled jobs
See footnotes at end of table.
1-49
Up to 4
50-249
6
250 or more
8
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
Step 2
Field economists classify the sampled jobs into occupations based on the workers' actual job duties and
responsibilities, not based on their job titles or specific education. For example, an employee trained as an
engineer, but is working as a drafter, is reported as a drafter. Field economists classify employees who perform the
duties of two or more distinct occupations as working in the occupation that requires the highest level of skill or in
the occupation in which the employee spends the most time, if there is no measurable difference in skill
requirements. Each sampled job is classified by the 2018 Standard Occupational Classification (SOC) system at
the six-digit level of detail and by the O*NET system at the eight-digit level.
ORS classifies sampled jobs found in establishments into the most detailed occupational code available. Federal
statistical agencies are mandated to use the SOC system for the purpose of collecting, calculating, or
disseminating occupational or labor market data.
Step 3
Field economists obtain work status (full-time or part-time) and work schedule for the selected job. The work status
is based on the responding establishment's definition for full- and part-time and is not based on an hour threshold.
The work schedule is used to determine the duration levels and reflects the usual expected hours in a day, days in
a week, and weeks in the year. The job requirements in the establishment are for all workers in the selected job
with the same work status and work schedule. For definitions of occupational characteristics, see the Concepts
section.
Step 4
Field economists evaluate the job to determine the work level of its duties and responsibilities using a point-factor
system, which is based on the National Compensation Survey.[3] The purpose of this step is to ensure that the job
13
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
requirements of all workers in an occupation are the same. The work levels are determined by a system of points
based on the following factors:
•
•
•
•
Knowledge
Job controls and complexity
Contacts
Physical environment
Each factor consists of several points and a description. Field economists evaluate the duties and responsibilities
of the job, taking into account the work performed, skills needed, and education and training required for the job.
Points are then totaled to determine the overall work level for the job. Generally, the greater the impact, complexity,
or difficulty of the factor, the higher the number of points assigned, and the higher the work level.
For some occupations, such as those listed in exhibit 3, a work level cannot be determined because the four factor
points are not available.
Exhibit 3. Jobs that cannot be classified by work level
SOC 2018
Occupation title
See footnotes at end of table.
11-1031
Legislators
23-1021
Administrative law judges, adjudicators, and hearing officers
23-1022
Arbitrators, mediators, and conciliators
23-1023
Judges, magistrate judges, and magistrates
27-1013
Fine artists, including painters, sculptors, and illustrators
27-2011
Actors
27-2012
Producers and directors
27-2021
Athletes and sports competitors
27-2022
Coaches and scouts
27-2023
Umpires, referees, and other sports officials
27-2031
Dancers
27-2032
Choreographers
27-2041
Music directors and composers
27-2042
Musicians and singers
27-2091
Disc jockeys, except radio
27-2099
Entertainers and performers, sports and related workers, all other
27-3011
Broadcast announcers and radio disc jockeys
41-9012
Models
Note: Work level is defined as the difference in average hourly wages based on a range of skills, knowledge, and duties within an occupation.
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
NOTES
[1] The Quarterly Census of Employment and Wages Handbook of Methods provides information about the
data sources, design, methodology, and availability of data
[2] The Occupational Employment and Wages Statistics chapter in the Handbook of Methods provides
information about the data sources, design, methodology, and availability of data.
14
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
[3] For further information, see the National Compensation Survey: Guide for Evaluating Your Firm’s Jobs
and Pay.
Last Modified Date: May 03, 2021
15
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Calculation
The Occupational Requirements Survey (ORS) calculates categorical and continuous estimates of job
requirements by occupation and occupational group. Categorical estimates provide the percentage of workers by
job requirement. For many of the categorical estimates, the ORS also identifies the mode within a categorical
grouping. Continuous estimates measure the average (or mean in hours, days, percentage of workday or pounds)
or percentile for the job requirement.
See appendix A at the end of this section for a full list of published occupational requirements as well as a list of
corresponding estimate types. This section includes the formulas used to calculate the ORS estimates.
Estimation formulas
Percentage of workers. The formula for the percentage of workers with a given job requirement in the domain
(occupation or occupational group) is
where
I is the total number of establishments,
Gi is the total number of sampled jobs in establishment i,
i is the establishment,
g is the occupation within establishment i,
is the final sampled job weight for occupation g in establishment i,
Xig is 1 if sampled job ig meets the condition set in the domain (denominator) condition and 0 otherwise, and
Zig is 1 if sampled job ig meets the condition set in the requirement condition and 0 otherwise.
Average (mean). The formula for the average (mean) estimate of a job requirement is
16
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
where
I is the total number of establishments,
Gi is the total number of sampled jobs in establishment i,
i is the establishment,
g is the occupation within establishment i,
is the final sampled job weight for occupation g in establishment i,
Xig is 1 if worker ig meets the condition set in the domain (denominator) condition and 0 otherwise,
Zig is 1 if worker ig meets the condition set in the requirement condition and 0 otherwise, and
Qig is the value of a quantity for a specific requirement for occupation g in establishment I.
Percentiles. The 10th, 25th, 50th (median), 75th, and 90th, percentiles are calculated. The pth percentile is the
value Qig, where the value of a quantity is for a specific category for occupation g in establishment i, such that
• the sum of final sampled job weights (
) across sampled jobs with a value less than Qig is less than
p percent of all final sampled job weights and
• the sum of final sampled job weights (
) across sampled jobs with a value more than Qig is less
than (100 – p) percent of all final sampled job weights.
It is possible that there is no specific sampled job ig for which both of these properties hold. This occurs when
there exists a sampled job for which the
of records whose value is less than Qig equals p percent of the
total weighted sampled job employment. In that situation, the pth percentile is the average of Qig and the value of
the sampled job with the next lowest value.
Duration
Duration corresponds with the amount of time that workers perform physical demands or the length of exposure
to environmental conditions. Exhibit 4 provides the duration levels with the corresponding percent or fraction of
the workday that workers perform physical demands or are exposed to environmental conditions. See appendix
B at the end of this section for a list of job requirements with associated duration levels.
Exhibit 4. Duration levels and amount of the workday associated with each level
Duration level
Presence of the requirement in the workday
See footnotes at end of table.
17
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Exhibit 4. Duration levels and amount of the workday associated with each level
Duration level
Presence of the requirement in the workday
Not present
Requirement is not present and there is no associated duration
Seldom
Up to 2 percent of the workday
Occasionally
2 percent and up to 1/3 of the workday
Frequently
1/3 up to 2/3 of the workday
Constantly
2/3 or more of the workday
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
The ORS calculates a percentage-of-workers estimate for each duration level. Estimates of some physical
demands as well as education, training, and experience include averages (means) and percentiles to convey
duration. For example, the ORS measures sitting in hours and the average (mean) and percentile estimates
(10th, 25th, 50th, 75th, and 90th percentiles) are calculated for both hours and the percentage of the workday
spent sitting for a specific occupation or occupational group.
Specific vocational preparation (SVP)
Although the ORS calculates most job requirement estimates from establishment responses about selected jobs'
various tasks, some require an additional level of calculation. One of these is the specific vocational preparation
(SVP) level, which is the amount of preparation time required for the worker to develop the skills needed to
perform the job. The job requirements that contribute to the SVP are the minimum formal education, credentials,
prior work experience, and on-the-job training. These requirements' associated time are then aggregated and
used to determine the SVP level needed for the job. (See exhibit 5.)
Concurrent time due to credentials necessary for jobs that also require minimum formal education level,
experience, or on-the-job training are not included separately in SVP. Concurrent time is reflected in the
education, training, and experience requirements where the time overlaps with time necessary to obtain licenses,
certifications, or other nondegree credentials.
Exhibit 5. Preparation time necessary for each specific vocational level
Specific vocational preparation (SVP) level
Preparation time
See footnotes at end of table.
1
Short demonstration only (4 hours or less)
2
Anything beyond short demonstration up to and including 1 month
3
Over 1 month up to and including 3 months
4
Over 3 months up to and including 6 months
5
Over 6 months up to and including 1 year
6
Over 1 year up to and including 2 years
7
Over 2 years up to and including 4 years
8
Over 4 years up to and including 10 years
9
Over 10 years
18
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
Strength
Strength levels are derived from several physical requirements. The estimates reflect the amount of weight
workers are required to lift or carry, how often, and whether standing or walking is required to perform critical tasks
in the workday. The strength levels indicate whether jobs are considered sedentary, light work, medium work,
heavy work, and very heavy work. Exhibits 6 and 7 provide the conditions necessary for estimates to reflect the
strength levels.
The highest strength level satisfied is the level that represents that sampled job. For example, if a job requires
workers to lift or carry 11–25 pounds occasionally, then it is classified as light work. However, if that same job
were to require lifting or carrying that same weight frequently, then it is classified as medium work.
Exhibit 6. Determining strength level based on duration of lifting or carrying
Duration of lifting or carrying
Strength level
Seldom
Occasionally
Frequently
Constantly
See footnotes at end of table.
Light work
11–25 pounds
11–25 pounds
1–10 pounds
Negligible weight[1]
Medium work
26–50 pounds
26–50 pounds
11–25 pounds
1–10 pounds
Heavy work
51–100 pounds
51–100 pounds
26–50 pounds
11–25 pounds
Very heavy work
>100 pounds
>100 pounds
>50 pounds
>25 pounds
[1] Negligible weight includes anything lifted or carried weighing less than 1 pound.
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
As noted, there are special cases for strength. The following table outlines the special cases. In instances where
field economists are unable to determine certain job requirements from the respondent, they record these data as
"unknown" and strength level is derived through imputation. See the section below, "Benchmarking, weighting,
and imputation" for more information.
Exhibit 7. Determining strength level based on sitting or standing
Strength level
Description
See footnotes at end of table.
Sedentary
If none of the conditions in exhibit 6 are met and standing occurs less than or equal to 1/3 of the
workday.
Light work
If none of the conditions in exhibit 6 are met and does not meet the special conditions for unknown
or sedentary.
19
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
Low postures
The low postures estimates indicate whether workers are required to perform critical tasks while crawling,
crouching, kneeling, or stooping. The amount of the workday workers are required to perform critical tasks in low
postures is provided as the percentage of workers by duration level. Individual estimates of low postures are also
published as required or worker choice. Job tasks may require workers to perform low postures but workers may
choose whether to crawl, crouch, kneel, or stoop to complete the work activities.
Benchmarking, weighting, and imputation
The ORS program addresses establishment refusals, item nonresponse, and out of business and out of scope
units. The ORS program adjusts the weights of the responding establishments during the estimation process in
order to address nonresponse (specifically unit nonresponse). Imputation is used to address item nonresponse,
which is when an establishment responds to the survey but is unable or unwilling to provide all of the
occupational requirements data needed for estimation. Benchmarking adjusts final survey weights to reflect the
current employment distribution in the economy.
Benchmarking
The ORS uses benchmarking to adjust the weight of each establishment in the survey and match the most
current distribution of employment by several establishment and occupational characteristics. The ORS
establishment sample is adjusted according to data from the Quarterly Census of Employment and Wages
(QCEW) Longitudinal Database, a file of units reporting to the Railroad Retirement Board, the Occupational
Employment and Wage Statistics (OEWS) survey, and the Current Employment Statistics (CES) survey. The
QCEW, railroad information, and OEWS survey provide historical employment data needed for the benchmarking
process, but since these sources do not have current employment data, the ORS also uses CES to make an
adjustment to employment. The benchmark process updates the initial establishment weights, assigned during
sampling, by current employment. Benchmarking ensures that survey estimates reflect the most current
employment distribution by industry, employment size, geographic area, and major occupational group.
As an example of the benchmarking process, 40 private industry, 10 local government, and 5 state government
units in the service sector were selected from the ORS sampling frame. These units consist of establishments
employing 200,000 private industry workers, 30,000 local government workers, and 10,000 state government
workers. If, by the time of survey processing, the private service sector experienced an employment increase
of 10,000 workers (5 percent) and there is no increase in employment in the service sectors of state and local
government, then the sample would underrepresent current employment in the private industry service sector
in the absence of benchmarking. In this example, the ORS program would adjust the sample weights of the 40
service sector firms in private industry to ensure that the number of workers in establishments in the sampling
frame rises to 210,000. The ownership employment counts for the private industry service sector would then
reflect the current proportions of 84 percent for private industry, 12 percent for local government, and 4 percent
for state government employment.
20
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Weighting
An establishment is considered responding if it provided information for at least one sampled job. Similarly, a
nonresponding establishment is one that is unable or unwilling to provide information for at least one sampled job.
If the contact person (respondent) for an establishment refuses to participate, then the associated establishment is
considered nonresponding. The ORS program adjusts weights for unit (establishment) nonresponse by
redistributing the weights of nonresponding establishments to similar establishments. The ORS program groups
similar respondents into cells that are defined by characteristics such as the industry, size class, and geographic
area of the establishment. For example, if the nonresponding establishment was in the manufacturing industry and
had an employment of 350 workers, the ORS program would adjust the weights of responding manufacturing
establishments with 100–499 workers during estimation. Applied at the establishment level, this adjustment is a
nonresponse adjustment factor (NRAF), and it is calculated using the following formula:
where
∑A = weighted employment of all usable establishments in the nonresponse cell, and
∑B = weighted employment of all viable but not usable establishments in the nonresponse cell.
If there are no responding establishments to reweight within the industry or employment size group, then additional
responding units from similar geographic areas are considered. Establishments no longer in operation or out of the
scope of the survey and establishments with no workers within the scope of the survey are considered unviable
and excluded from survey estimates.
The ORS program may also adjust weights for sampled job nonresponse, which is when an establishment does
not provide any occupational requirements data for a given sampled job. The ORS program addresses sampled
job nonresponse during the interview with an adjustment that redistributes the weights of nonresponding sampled
jobs to responding sampled jobs in the same occupational group, ownership, industry, and size class.
The ORS program applies additional adjustment factors to special situations that may have occurred during data
collection. For example, when a sample unit is one of two establishments owned by a given company and the
respondent provides data for both locations combined instead of data for the sampled unit, the ORS program
adjusts the weight of the sampled unit to reflect the employment data for the sampled unit.
Imputation
Item nonresponse occurs when an establishment responds to the survey but is unable or unwilling to provide
some of the occupational requirements for a given sampled job. Item nonresponse is addressed through item
imputation in certain situations. Item imputation replaces missing values for an item or items with values derived
from sampled jobs within similar establishments with similar worker characteristics that have a value for the item.
For ORS estimates, items with missing values are imputed within groups of ORS job requirements that are
21
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
related. For example, one ORS group refers to categorical variables only and includes such requirements as
vision and driving. Within the group, the ORS imputes values by a process that matches sampled jobs using
occupational information from similar occupations in similar establishments.
For more information, see estimation within the research section of the ORS website.
Reliability of ORS estimates
To assist users in confirming the reliability of ORS estimates, the ORS publishes standard errors. Standard errors
provide users with a measure of the precision of an estimate to ensure that it is within an acceptable range for their
intended purpose. The standard errors are calculated from collected and imputed data. The ORS program is
researching methods for estimating the variance excluding imputed values. Examples on how to build confidence
intervals using standard errors are included in the standard error section of the ORS website.
The ORS derives estimates from sampled jobs within responding establishments. Two types of errors are
possible in an estimate based on a sample survey: sampling and nonsampling errors. Sampling errors occur
because the sample makes up only a part of the population it represents. The sample used for the survey is one
of a number of possible samples that could have been selected under the sample design, each producing its own
estimate. A measure of the variation among sample estimates is the standard error. Nonsampling errors are data
errors that stem from any source other than sampling error, such as data collection errors and data processing
errors.
Standard errors can be used to measure the precision with which an estimate from a particular sample
approximates the expected result of all possible samples. The chances are about 68 out of 100 that an estimate
from the survey differs from a complete population figure by less than the standard error. The chances are about
90 out of 100 that this difference is less than 1.6 times the standard error. Statements of comparison appearing in
ORS publications are significant at a level of 1.6 standard errors or better. This means that, for differences cited,
the estimated difference is more than 1.6 times the standard error of the difference.
The ORS uses balanced repeated replication (BRR) to estimate the standard error. The procedure for BRR starts
by first partitioning the sample into variance strata composed of a single sampling stratum or clusters of sampling
strata, and then splitting the sample units in each variance stratum evenly into two variance primary sampling
units (PSUs). Next, the ORS program chooses half-samples so that each contains exactly one variance PSU
from each variance stratum. Choices are not random but are designed to yield a balanced collection of halfsamples. By using half-samples, the ORS program can compute a replicate estimate with the same formula for
the regular, or full-sample, estimate, except that the final weights are adjusted. If a unit is in the half-sample, its
weight is multiplied by (2 - k); if not, its weight is multiplied by k. For all ORS publications, k = 0.5, so the
multipliers are 1.5 and 0.5.
The BRR estimate of the standard error with R half samples is
22
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
where
the summation is over all replicates of half-samples r = 1,...,R,
is the rth replicate estimate, and
is the full-sample estimate.
Quality assurance
The ORS program uses a variety of quality assurance programs to mitigate collection and processing errors by
using data collection reinterviews, observed interviews, computer edits of the data, and systematic professional
review of the data. These programs also serve as a training device to provide feedback to field economists, or
data collectors, on errors and the sources of errors that can be remedied by improved collection instructions or
computer-processing edits. Field economists receive extensive training to maintain high standards in data
collection.
Once estimates of occupational requirements are produced, the estimates are validated. The focus of the
validation is to compare the estimates with expectations for them. Expectations are based on prior year estimates
as well as similar estimates from other sources of data, such as the Occupational Information Network (O*NET). In
addition, ORS estimates between similar occupations are compared.
The ORS program investigates estimates that deviate from their expectations to ensure that their underlying data
are consistent with ORS collection procedures, and that their calculation is consistent with ORS statistical
procedures.
Before publishing any estimate, the ORS program reviews it to make sure that it meets specified statistical
reliability and confidentiality requirements. See data review and estimation tabs on the research section of the
ORS website. Estimates that are consistent with these procedures are designated as fit for use and released in
BLS publications.
Appendix A. List of occupational requirements by availability of estimate type
Categorical
Continuous
Occupational requirement
Percentage
Mode
Mean
✓
–
Percentile [1]
See footnotes at end of table.
Cognitive and mental requirements
Ability to pause work
✓
23
–
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Appendix A. List of occupational requirements by availability of estimate type
Categorical
Continuous
Occupational requirement
Percentage
Control of workload
Machinery, equipment, or software
Mean
✓
✓
–
–
–
–
✓
✓
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
✓
Numerical performance targets
People
✓
Interpersonal skills
✓
Telework available
✓
Problem solving
✓
Verbal interactions
✓
Work around crowds
✓
Work pace
✓
Varying
✓
Consistent, generally slow
✓
Consistent, generally fast
✓
Work review
✓
Frequency of work being checked
✓
Presence of supervisor
License
✓
✓
✓
✓
✓
✓
✓
✓
✓
✓
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
–
✓
–
–
✓
✓
–
–
–
–
✓
✓
–
–
–
–
–
–
✓
✓
✓
✓
✓
✓
✓
24
✓
✓
✓
Wetness (nonweather related)
Physical demands
–
✓
–
✓
Use of personal protective equipment
–
✓
–
✓
Loud
✓
–
✓
Moderate
✓
–
✓
Outdoors
Noise intensity level
Quiet
✓
✓
✓
Proximity to moving mechanical parts
✓
✓
Extreme heat (nonweather related)
Humidity
✓
✓
✓
Heights
✓
✓
Specific vocational preparation, SVP
Environmental conditions
Extreme cold (nonweather related)
Heavy vibration
✓
✓
✓
Hazardous contaminants
✓
✓
✓
Prior work experience
✓
–
✓
On-the-job training
✓
–
✓
Literacy, if no formal education
✓
–
✓
Educational certification
Minimum formal education
Type of formal education
✓
–
✓
Certification
✓
✓
✓
Supervising duties
Education, training, and experience requirements
Credentials
Percentile [1]
Mode
✓
✓
✓
✓
✓
✓
✓
✓
✓
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Appendix A. List of occupational requirements by availability of estimate type
Categorical
Continuous
Occupational requirement
Percentage
Climbing
Structural ramps or stairs
Ladders, ropes, or scaffolds
✓
✓
–
–
–
–
✓
✓
–
–
–
–
–
–
–
–
–
–
–
–
–
–
✓
–
–
✓
✓
–
–
–
–
✓
✓
–
–
–
–
–
–
–
–
✓
✓
–
–
–
–
–
–
–
–
✓
–
–
✓
–
–
–
–
–
–
✓
–
–
✓
–
–
–
–
✓
Driving
✓
Fine manipulation
✓
One or both
✓
Foot and leg controls
✓
One or both
✓
Gross manipulation
✓
One or both
Hearing
In person speech
✓
Other remote speech
Other sounds
✓
Telephone
✓
Keyboarding
✓
Lifting and carrying
Most weight lifted or carried
Low posture
Crouching[4]
Pushing and pulling
With foot or leg
✓
✓
✓
One or both
✓
Reaching overhead
✓
One or both
or
✓
✓
✓
✓
✓
✓
✓
✓
One or both
Reaching
Reaching at or below the shoulder
✓
✓
✓
With hand or arm
✓
✓
✓
One or both
✓
–
✓
Kneeling[4]
✓
✓
✓
Stooping[4]
✓
–
✓
Crawling[4]
Sitting[2]
Mean
✓
Work-related ramps or stairs
Percentile [1]
Mode
✓
✓
✓
✓
✓
✓
–
–
✓
–
–
✓
✓
–
–
–
–
–
–
–
–
–
–
–
–
standing[3]
Sitting
–
–
Standing
–
–
✓
✓
✓
✓
Choice of sitting or standing
Strength level
Sedentary
✓
Light
✓
Medium
✓
Heavy
✓
Very heavy
25
✓
✓
✓
✓
✓
✓
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Appendix A. List of occupational requirements by availability of estimate type
Categorical
Continuous
Occupational requirement
Percentage
Vision
Far
Mean
✓
✓
–
–
–
–
✓
✓
–
–
✓
Near
Peripheral
Percentile [1]
Mode
✓
[1] Percentile estimates are calculated at the 10th, 25th, 50th (median), 75th, and 90th.
[2] Sitting estimates include requirements for sitting or laying down for critical tasks.
[3] Standing estimates include requirements for standing or walking for critical tasks.
[4] Estimates include required, not required, and choice to perform critical tasks in a particular low posture.
Note: ✓ indicates potential estimate for occupational requirement and dash (–) indicates no estimate for this occupational requirement.
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
Appendix B. List of physical and environmental occupational requirements with associated duration
Duration levels [1]
Occupational requirement
Percentiles
See footnotes at end of table.
Education, training, and experience
–
✓ [2]
Certification
–
✓ [2]
License
–
✓ [2]
Educational certificate
–
✓ [2]
Prior work experience
–
✓ [3]
On-the-job training
–
✓ [2]
✓
–
Credentials
Environmental conditions
Extreme cold [4]
Extreme heat [4]
Hazardous contaminants
✓
Heavy vibrations
✓
–
✓
–
–
✓
Outdoors
Proximity to moving mechanical parts
–
✓
–
Wetness
Physical requirements
Climbing
Ladders, ropes, or scaffolds
✓
–
✓
–
Work related ramps or stairs
✓
[4]
Fine manipulation
Foot or leg controls
Gross manipulation
Keyboarding
Lifting or carrying
Low postures
Reaching
Reaching overhead
Reaching at or below the shoulder
–
✓
–
✓
–
✓
–
✓
–
✓
✓ [5]
✓
–
✓
–
✓
–
26
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Appendix B. List of physical and environmental occupational requirements with associated duration
Duration levels [1]
Occupational requirement
Pushing or pulling
With hands or arms
Percentiles
–
✓
–
✓
–
–
✓ [7]
Standing [8]
–
Speaking
✓
✓ [7]
With feet or legs
Sitting
[6]
–
[1] Duration levels correspond to seldom, occasionally, frequently, and constantly.
[2] Estimates provided as number of associated days.
[3] Estimates provided as number of associated hours.
[4] Nonweather related exposure.
[5] Estimates provided as number of associated pounds.
[6] Sitting estimates include time spent sitting or laying down.
[7] Estimates provided as percentage of the workday and number of the hours in the workday.
[8] Standing estimates include time spent standing or walking.
Note: ✓ indicates potential estimate for occupational requirement and dash (–) indicates no estimate for this occupational requirement.
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
Last Modified Date: May 03, 2021
27
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Presentation
The Occupational Requirements Survey (ORS) website provides access to the ORS estimates through the news
releases, database query tool, Excel dataset, factsheets, and occupational profiles.
ORS users may include the following:
•
•
•
•
•
•
•
•
•
•
•
•
Jobseekers
Researchers
Insurance companies
Advocacy organizations
Data users within nonprofits
Employment agencies
State and federal agencies
Disability community
Vocational rehabilitation experts
Human resource professionals
Medical professionals
Actuaries
ORS data are used for a variety of purposes:
•
•
•
•
•
•
Assisting the Social Security Administration in its disability adjudication process
Using data for new opportunities in research, such as in academia or government
Tracking the nature of work
Benchmarking job descriptions or developing targeted recruiting plans
Helping insurance companies assess risk management
Assisting temporary-help firms to properly match an employee to job openings
Preliminary and final estimates
The 2018 reference year (first wave) estimates are considered final and include data collected between September
2015 and July 2018 from three sample groups.
The 2019 reference year (second wave) estimates include data collected between September 2018 and August
2019, which is the first of five sample groups. The 2020 reference year (second wave) estimates include data from
two sample groups collected between September 2018 and August 2020. The 2019 to 2022 reference year
estimates are considered preliminary as data from each sample group will be added to the previously collected
data in order to produce the latest reference year estimates.
Second wave estimates are considered final when the 2023 reference year estimates are published. These
estimates will include data from the five sample groups collected as part of the second wave.
28
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Accessing data
Preliminary estimates in each wave will be replaced with the latest estimates each year until the final set is
published. The 2018 reference year estimates are considered final for the first wave and will remain accessible on
the ORS website indefinitely.
Current and historical data are available through the database query tool which include the following search
options:
• Top picks is a listing of occupational requirements selected by the ORS program to provide users with an
overview of most requested statistics.
• Data finder allows users to conveniently search multiple datasets all at once. Users can extract specific
data by searching by keyword or by filtering through multiple topics, measures, and attributes.
• One-screen data search allows users to select individual or multiple series from a simple, one-screen form.
• Multi-screen data search allows users to choose data using a form-based query application that spans
several screens.
Users can download text files through the time series page, which also includes a description of these files and the
structure of ORS series.
In addition, occupation group profiles providing an overview of job requirements for a specific occupation are
available.
Limitations
Although the occupational requirements estimates may have many uses, it is important to consider the survey
limitations. Estimates are subject to sampling error, which may cause deviations from the results that would be
obtained if the actual requirements for jobs in all establishments could be used. Nonsampling error is present in
surveys as well. (See the Calculation section for more information.) The ORS program advises against making
comparisons with previously published ORS estimates, as each set of estimates reflect changes in employment
(weighting), sample size, as well as collection and estimation procedures. ORS estimates are not a time series and
instead reflect job requirements for the published reference period.
Corrections policy
In the event that BLS identifies estimation, collection, or processing errors that result in statistically significant
different estimates, the ORS program will identify the incorrect estimates and provide a notice to users on the BLS
errata page regarding whether the error will be suppressed or corrected.
Last Modified Date: May 03, 2021
29
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
History
Timeline Events:
October 2012: Occupational Requirements Survey (ORS) established as a test survey.
November 2012: Phase one test: Initial proof of concept.
January 2013: Phase two test: Collection protocol testing.
April 2013: Phase three test: Broad scale testing.
November–December 2013: Observations test conducted concurrently with other fiscal year 2014 tests:[1]
•
•
•
•
ORS-only efficiency innovations test
Central Office Collection elements test
National Compensation Survey (NCS)/ORS joint collection test
New data element tests
February 2014: Alternative modes test.
October 2014–September 2015: Preproduction testing (collection, review, estimation, and validation).
June 2015: Job observations pilot test.
September 2015–July 2016: First sample group in the first wave collected.
May 2016–July 2017: Second sample group in first wave collected.
December 2016: Published 2016 reference year estimates from one sample group in the first wave.
June 2017–September 2017: Job observations test.
August 2017–July 2018: Third sample group in the first wave collected.
• Narrowed the scope of collection. Initially field economists collected job requirements based on how workers
generally performed job tasks. The survey scope was narrowed to include job requirements based on
workers performing critical tasks in support of critical job functions.
• Tested the revised cognitive and mental requirements
November 2017: Published 2017 reference year estimates which combined data from two sample groups in the
first wave.
February 2018–August 2018: Job observation test.
30
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
September 2018–August 2019: Collected first sample group in the second wave.
• Second wave includes five sample groups
• Updated occupational selection process from modeled occupational frame for private industry
• Survey measurement changes to include cognitive and mental requirements as well as low posture
(crawling, crouching, kneeling, stooping) requirements
February 2019: Published 2018 reference year estimates which combined data from three sample groups in the
first wave.
May 2020: Published 2019 reference year estimates to include cognitive and mental requirements.
August 2019–July 2020: Second sample group in the second wave collected.
August 2020–July 2021: Collected third sample group in the second wave.
December 2020: Published 2020 reference year estimates.
Background
The Social Security Administration (SSA) and Bureau of Labor Statistics (BLS) sign annual interagency
agreements for BLS to produce estimates on occupational requirements. These estimates will assist the SSA in
making accurate disability determinations and decisions. SSA also intends to use ORS estimates, along with
information from other occupational sources, to create the Occupational Information System (OIS).
During the developmental stages of the ORS, BLS identified the existing infrastructure available to coordinate with
the ORS, which had the capability to manage and implement a new survey to meet data needs. The infrastructure
included systems and processes to support all the steps of the survey. In addition, field economists who work on
the NCS were already familiar with collecting data elements similar to those captured by the ORS. For example,
the NCS program classifies each job selected using the Standard Occupational Classification (SOC) system,
collects worker characteristics (such as bargaining status and part-time or full-time workers), and determines
industry classification using the North American Industry Classification System (NAICS) for sampled
establishments. In addition, BLS is collecting and publishing information on the knowledge required to perform the
job, job controls provided, the complexity of tasks, the contacts made by workers, and the physical environment
where the work is performed.[2] After the initial assessment of whether BLS could collect job requirements, BLS
began testing the collection of these requirements.
Preproduction testing
BLS established ORS as a test survey in fiscal year 2013. In fiscal years 2013 and 2014, several feasibility tests
were performed to assess the viability of collecting data on occupational requirements using the platform used by
the NCS.
In fiscal year 2013, testing was conducted in three phases:
31
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
• The main objective of phase 1 was to ensure that BLS field economists knew how to describe the survey
and find respondents for the ORS data elements. BLS also created and tested an initial set of data
collection protocols and collection aides.
• In phase 2, BLS expanded the number of field economists that could describe and collect ORS data while
obtaining additional information not included in phase 1. Phase 2 testing also evaluated the effectiveness of
collection tools.
• The primary goal of phase 3 was to test whether field economists could collect ORS data elements and
relevant information across the country in a uniform and efficient manner. Also during phase 3, BLS tested
the feasibility of collecting both ORS and NCS elements, adding more ways to conduct ORS interviews,
including new data capture systems and review procedures, and establishing the Central Office Collection
(COC). Some companies have special arrangements with BLS regarding the manner in which data should
be collected for their individual establishments. Therefore, a COC may require permission and coordination
from headquarters in order to proceed with collecting data.
Test objectives were successfully met in these phases, and the findings from these tests suggested that the
collection of the ORS data was viable.
As a result of fiscal year 2013 testing, areas were identified where further testing was needed before moving to
full-scale production. In fiscal year 2014, five feasibility tests were completed to refine ORS methodology tested in
previous phases:
1. The ORS-only efficiency innovations test refined the methods to develop more efficient approaches for data
collection as identified during fiscal year 2013 testing.
2. The Central Office Collection (COC) test determined how best to collect occupational requirements data
elements from large firms and state governments.
3. The NCS/ORS joint collection test determined how to best collect occupational requirements data elements
and NCS data elements from the same establishment.
4. The new data element tests determined the new cognitive and mental requirements work data elements and
evaluated the use of occupational task lists as developed by the Department of Labor, Employment and
Training Administration (ETA), and Occupational Information Network (O*NET) program during data
collection.
5. The alternative modes test determined how to collect occupational requirements data elements efficiently
(such as via phone, email, or fax) when a personal visit is not possible.
These tests provided evidence that the NCS platform could be adapted to ORS data collection and demonstrated
the effectiveness of the revised materials and procedures.
Testing activities in fiscal years 2013 and 2014 laid the foundation for the preproduction test conducted in fiscal
year 2015. Unlike the earlier tests, which were small-scale, testing a subset of data elements or the viability of
different collection methods, the preproduction test was designed as a relatively large-scale, nationally
representative test of ORS data collection. The sampling, data collection, procedures, and review were designed
to mimic what would occur during ORS production. The results from the ORS preproduction test demonstrated that
data on occupational requirements could be collected using the processes established by BLS. As a result of the
preproduction test, some changes and refinements to several of the elements were made before the
implementation of a move to production.
32
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
Detailed information on completed tests and other testing activities can be found on the ORS research page.
Change in scope of collection
Initially, BLS and SSA agreed to define the scope of collection as how work is "generally performed" in each
establishment. This meant BLS collected requirements related to all aspects of work, including job functions that
were incidental or not specific to one job and were unrelated to the primary hiring and pay factors of jobs.
Historically, SSA relied upon information from the Department of Labor's Dictionary of Occupational Titles (DOT)
and its companion, the Selected Characteristics of Occupations (SCO). The data from these publications appear to
show a narrower scope for data collection. DOT data appears to show that analysts only rated work requirements
that pertained to the hiring and pay factors of jobs.
Beginning with collection of the third sample group in the first wave, BLS took steps to revise current procedures to
align more closely with a narrower scope of work that pertains to the hiring and pay factors of the job. The revised
scope of work is limited to only tasks related to the "critical job function." (In other words, the reason the job exists.)
These tasks must be expected and usual, now defined as "critical."
In addition, the ORS program reviewed the measurements of duration for applicable job requirements, which
included point measurements, respondent-determined ranges, and SSA-defined ranges. BLS determined that
measurement of duration only in the SSA-defined ranges would more accurately reflect duration of job demands
and incorporated this change during the first wave.
By adjusting the parameters of what work is included to only that of the critical functions of jobs and specifying
duration ranges, BLS expects to more accurately capture job requirements while still identifying changes in the
way work is performed in the modern economy.
Cognitive and mental requirements
Estimates for the second wave, beginning with preliminary 2019 reference year estimates, include cognitive and
mental requirements. Cognitive and mental requirements were initially included in estimates for the first wave
(2016 and 2017 reference year estimates) but were discontinued while the ORS program refined concepts,
conducted testing, developed procedures, trained staff, and updated the estimation system. The ORS program
conducted feasibility testing to assess measures of cognitive and mental requirements that are understandable to
employers and can be used to generate useful estimates, resulting in better defined estimate categories that can
be used to measure work pace, ability to pause work, presence of supervisor, and many additional categories.
(See the Calculation section for a full listing of cognitive and mental estimate types.)
NOTES
[1] The fiscal year for the Bureau of Labor Statistics and other federal agencies spans from October 1 through September 30.
33
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
[2] This information is published as part of the Modeled Wage Estimates. The job characteristics include work levels, which
show the difference in average hourly wages based on a range of skills, knowledge, and duties within an occupation.
Information about determining work levels is available through the National Compensation Survey: Guide for Evaluating Your
Firm’s Jobs and Pay and the Modeled Wage Estimates questions and answers.
Archives
• March 29, 2017
• June 13, 2018
• April 29, 2019
Last Modified Date: May 03, 2021
34
HANDBOOK OF METHODS
U.S. BUREAU OF LABOR STATISTICS
More Information
The Occupational Requirements Survey (ORS) website contains information for survey participants, which
provides general information about the purpose of the ORS, survey respondent resources, visual aids for
environmental conditions and physical requirements, collection manuals, and Office of Management and Budget
approved collection forms.
ORS estimates and publications are available through the following links:
•
•
•
•
•
•
•
Beyond the Numbers
Database query tool
Excel dataset
Factsheets
News releases
Occupation and occupational group profiles
The Economics Daily
Additional information is available on the ORS website:
• Collection forms
• Collection manuals
• Research articles
Contact us
Email: Use the online form to submit an inquiry by email
Telephone: (202) 691-6199 (Monday through Friday, 8:30 a.m. – 4:30 p.m. Eastern Time)
Services for individuals with a sensory impairment
Information voice phone: (202) 691-5200
The Federal Relay Service: 1-800-877-8339
Write us at
Bureau of Labor Statistics
Occupational Requirements Survey
2 Massachusetts Ave., N.E.
Suite 4160
Washington DC 20212-0001
Last Modified Date: May 03, 2021
35
| File Type | application/pdf |
| File Modified | 2021-05-03 |
| File Created | 2021-05-03 |