Attachment 5 BLS Handbook of Methods ORS

Attachment 5 - Handbook of Methods.pdf

Occupational Requirements Survey

Attachment 5 BLS Handbook of Methods ORS

OMB: 1220-0189

Document [pdf]

Download: pdf | pdf

Occupational Requirements Survey
Overview

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 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.
Quick Facts: Occupational Requirements Survey
Subject areas

Key measures

Job requirements

•
•
•
•

Cognitive and mental requirements
Education, training, and experience
Environmental conditions
Physical demand

How the data are obtained

Survey of businesses, Government agencies

Classification

Occupation

Periodicity of data availability

Annual

Geographic detail

National

Scope

Private sector, State and local government

Revision Information

Exhibit 7 has been updated.

Key products

Program webpage

•
•
•
•
•

News releases
Occupational group profiles
Database query tool
Excel dataset
Factsheets

www.bls.gov/ors

Concepts

The Occupational Requirements Survey (ORS) provides estimates measuring four types of occupational requirements:
physical demands; environmental conditions; education, training, and experience; as well as cognitive and mental
requirements. Survey estimates help to define and describe the requirements of work in the U.S. economy.
The ORS is designed to explain 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 who are paid by another party are not included in data
collection from the surveyed establishment), the self-employed, volunteers, unpaid workers, individuals receiving longterm 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, collection, 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).
Duration. The scale used to categorize the amount of time workers perform physical demands, are exposed to

environmental conditions, or the amount of time necessary to complete education, training, and experience requirements.
Most physical demands and environmental conditions are measured using duration levels. 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, on-the-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 proximity to the location
where jobs’ critical tasks are performed. For a list of environmental conditions and corresponding estimate types,
see appendix A in the Calculation section. The visual overview of environmental elements and collection manuals on
the Information for Survey Participants section of the website provide examples and definitions of environmental
conditions.

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, whereas 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 typically experienced by
workers performing critical tasks.

Exhibit 1. Level of detail used in collection and in publishable Occupational Requirements
Survey estimates.
Data elements

Collection

Publishable

Ownership
Civilian workers

Yes

Private industry

Yes

State and local government

Yes

Occupation⁠[1]

Yes

Full- and part-time status

Yes

Industry⁠[2]

Yes

Establishment size

Yes

Worker characteristics

Establishment characteristics

Geographic area
Census region
⁠[1]

Military specific occupations and other occupations specific to the federal government (11-9131 postmasters and mail

superintendents, 43-5051 postal service clerks, 43-5052 postal service mail carriers, and 43-5053 postal service mail sorters, and
processing machine operations) are excluded from the survey.
⁠[2]

Establishments in the Agriculture, Forestry, Fishing, and Hunting sector as well as private households are excluded from the

survey.
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.

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. Industry
classification is used when sampling establishments. Estimates are not published at this level of detail. See exhibit 1 for
detail of collected and published estimates.

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
number 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; as well as cognitive
and mental requirements necessary to perform critical job functions. These job demands can include observable
behaviors such as keyboarding, driving, and standing. These can also include unobservable behaviors such as learning,
applying knowledge, and problem solving.

Mean (average). The mean, or average, is calculated for continuous values, such as hours spent standing, or days of onthe-job training required. Additional information is included in the Calculation section.

Modes. The mode is the value that appears most frequently in a job requirement category. 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 differs from a job because it refers to a profession or trade 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. Implementing 2018 SOC provides information about the occupational classification in published estimates.
Military specific occupations (55-0000) and postal service occupations (11-9131, 43-5051, 43-5052, 43-5053) are out of
scope for the ORS. See exhibit 1 for detail of collected and published estimates.

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, 75th, and 90th) are used for estimates with continuous values, such as hours
spent sitting, or days of prior work experience required. The 50th percentile is considered the median of the estimates.
Additional 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. For a list of physical demands and corresponding estimate types, see appendix
A in the Calculation section. The visual overview of physical elements and collection manuals on the Information for
Survey Participants section of the website provide examples and definitions of physical demands.

Respondent. Human resource managers or specialists, occupational safety managers, supervisors, or owners at an
establishment that provide data during a survey collection.

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. Additional
information on specific vocational preparation is in the Calculation section.

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. These lists are provided by respondents to field
economists. See the Data sources section for more information on how task lists are used.

Wave. The combination of multiple samples was used to produce final estimates. The first wave consisted of three

samples collected between 2015 and 2018. Preliminary estimates were published after each sample was collected. The
2018 final estimates included data from all three sample groups, whereas the 2017 estimates included two sample
groups, and 2016 estimates included one. The second wave will include five samples, each collected over approximately a
1-year period. Final estimates are produced by combining all samples within the wave. See
the Design and Presentation sections for additional information on second wave samples and estimates. Exhibit 8 in
the History section shows the structure of a wave and how samples are combined and published throughout the wave.

Work status. 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 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, meaning
that users can not view data broken down by work status. See exhibit 1 for detail of collected and published estimates.

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, email, and video calls, 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 establishments' definition of
work status. The usual work schedule is also collected and includes the expected daily and weekly hours as well
as the annual weeks that workers 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 job functions.

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.

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 60,000 establishments, collected over a 5-year period
(2018–23). Private industry establishments will account for 85 percent (51,000) of the total, and state and local
government establishments will account for the remaining 15 percent (9,000). Approximately one-fifth of the total sample
size will be independently sampled each year from private industry and state and local government establishments in
proportion to their representation in the full 5-year sample. When establishments are selected in more than one sample,
collection is only performed once in that wave.
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. Forty strata are formed by the cross-classification of the
predicted presence and absence of predetermined occupations in establishments, four U.S. Census regions (Midwest,
Northeast, Southeast, and West), and aggregate industry (education services, financial activities, goods-producing,
healthcare and social assistance, and service-providing). 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 2. List of predetermined occupations
SOC code
11-3111
11-9071
11-9161
11-9171
13-1011
13-1021
13-1032
15-2021
17-1021
17-2021
17-2121
17-2151

Occupation
Compensation and benefits managers
Gambling managers
Emergency management directors
Funeral home managers
Agents and business managers of artists, performers, and athletes
Buyers and purchasing agents, farm products
Insurance appraisers, auto damage
Mathematicians
Cartographers and photogrammetrists
Agricultural engineers
Marine engineers and naval architects
Mining and geological engineers, including mining safety engineers

Exhibit 2. List of predetermined occupations
SOC code
17-2161
17-3021
17-3024
17-3025
19-1012
19-1013
19-1023
19-1041
19-2011
19-2012
19-2021
19-2032
19-2043
19-3022
19-3032
19-3041
19-3091
19-3092
19-3093
19-3094
19-4043
19-4051
19-4092
19-5012
23-1022

Occupation
Nuclear engineers
Aerospace engineering and operations technologists and technicians
Electro-mechanical and mechatronics technologists and technicians
Environmental engineering technologists and technicians
Food scientists and technologists
Soil and plant scientists
Zoologists and wildlife biologists
Epidemiologists
Astronomers
Physicists
Atmospheric and space scientists
Materials scientists
Hydrologists
Survey researchers
Industrial-organizational psychologists
Sociologists
Anthropologists and archeologists
Geographers
Historians
Political scientists
Geological technicians, except hydrologic technicians
Nuclear technicians
Forensic science technicians
Occupational health and safety technicians
Arbitrators, mediators, and conciliators

Exhibit 2. List of predetermined occupations
SOC code
25-1031
25-1041
25-1043
25-1051
25-1053
25-1054
25-1061
25-1062
25-1063
25-1064
25-1065
25-1067
25-1082
25-1111
25-1112
25-1113
25-1192
25-1193
25-2023
25-4011
25-4012
25-4013
25-9021
27-1012
27-1013

Occupation
Architecture teachers, postsecondary
Agricultural sciences teachers, postsecondary
Forestry and conservation science teachers, postsecondary
Atmospheric, earth, marine, and space sciences teachers, postsecondary
Environmental science teachers, postsecondary
Physics teachers, postsecondary
Anthropology and archeology teachers, postsecondary
Area, ethnic, and cultural studies teachers, postsecondary
Economics teachers, postsecondary
Geography teachers, postsecondary
Political science teachers, postsecondary
Sociology teachers, postsecondary
Library science teachers, postsecondary
Criminal justice and law enforcement teachers, postsecondary
Law teachers, postsecondary
Social work teachers, postsecondary
Family and consumer sciences teachers, postsecondary
Recreation and fitness studies teachers, postsecondary
Career/technical education teachers, middle school
Archivists
Curators
Museum technicians and conservators
Farm and home management educators
Craft artists
Fine artists, including painters, sculptors, and illustrators

Exhibit 2. List of predetermined occupations
SOC code
27-1027
27-2021
27-2023
27-2031
27-2032
27-2041
27-3023
27-3092
27-4014
29-1022
29-1023
29-1024
29-1081
29-1124
29-1125
29-1128
29-1161
29-1181
29-1218
29-2033
29-2091
29-2092
29-9092
31-2012
33-2021

Occupation
Set and exhibit designers
Athletes and sports competitors
Umpires, referees, and other sports officials
Dancers
Choreographers
Music directors and composers
News analysts, reporters, and journalists
Court reporters and simultaneous captioners
Sound engineering technicians
Oral and maxillofacial surgeons
Orthodontists
Prosthodontists
Podiatrists
Radiation therapists
Recreational therapists
Exercise physiologists
Nurse midwives
Audiologists
Obstetricians and gynecologists
Nuclear medicine technologists
Orthotists and prosthetists
Hearing aid specialists
Genetic counselors
Occupational therapy aides
Fire inspectors and investigators

Exhibit 2. List of predetermined occupations
SOC code
33-2022
33-3041
33-3052
33-9011
33-9031
35-2013
39-2011
39-3012
39-3021
39-3092
39-3093
39-4011
39-5011
39-5091
39-5093
39-7012
41-9012
41-9091
43-2021
43-3041
43-4021
43-9031
43-9081
43-9111
47-2011

Occupation
Forest fire inspectors and prevention specialists
Parking enforcement workers
Transit and railroad police
Animal control workers
Gambling surveillance officers and gambling investigators
Cooks, private household
Animal trainers
Gambling and sports book writers and runners
Motion picture projectionists
Costume attendants
Locker room, coatroom, and dressing room attendants
Embalmers
Barbers
Makeup artists, theatrical and performance
Shampooers
Travel guides
Models
Door-to-door sales workers, news and street vendors, and related workers
Telephone operators
Gambling cage workers
Correspondence clerks
Desktop publishers
Proofreaders and copy markers
Statistical assistants
Boilermakers

Exhibit 2. List of predetermined occupations
SOC code
47-2022
47-2042
47-2043
47-2053
47-2072
47-2082
47-2142
47-2171
47-2231
47-3014
47-3016
47-4061
47-4091
47-5011
47-5012
47-5023
47-5032
47-5041
47-5043
47-5044
47-5051
47-5081
49-2021
49-2091
49-2092

Occupation
Stonemasons
Floor layers, except carpet, wood, and hard tiles
Floor sanders and finishers
Terrazzo workers and finishers
Pile driver operators
Tapers
Paperhangers
Reinforcing iron and rebar workers
Solar photovoltaic installers
Helpers--painters, paperhangers, plasterers, and stucco masons
Helpers--roofers
Rail-track laying and maintenance equipment operators
Segmental pavers
Derrick operators, oil and gas
Rotary drill operators, oil and gas
Earth drillers, except oil and gas
Explosives workers, ordnance handling experts, and blasters
Continuous mining machine operators
Roof bolters, mining
Loading and moving machine operators, underground mining
Rock splitters, quarry
Helpers--extraction workers
Radio, cellular, and tower equipment installers and repairers
Avionics technicians
Electric motor, power tool, and related repairers

Exhibit 2. List of predetermined occupations
SOC code
49-2093
49-2096
49-3052
49-3091
49-3092
49-9045
49-9061
49-9063
49-9064
49-9081
49-9092
49-9094
49-9095
49-9097
51-2021
51-2061
51-4022
51-4032
51-4035
51-4051
51-4052
51-4061
51-4062
51-4071
51-4192

Occupation
Electrical and electronics installers and repairers, transportation equipment
Electronic equipment installers and repairers, motor vehicles
Motorcycle mechanics
Bicycle repairers
Recreational vehicle service technicians
Refractory materials repairers, except brickmasons
Camera and photographic equipment repairers
Musical instrument repairers and tuners
Watch and clock repairers
Wind turbine service technicians
Commercial divers
Locksmiths and safe repairers
Manufactured building and mobile home installers
Signal and track switch repairers
Coil winders, tapers, and finishers
Timing device assemblers and adjusters
Forging machine setters, operators, and tenders, metal and plastic
Drilling and boring machine tool setters, operators, and tenders, metal and plastic
Milling and planing machine setters, operators, and tenders, metal and plastic
Metal-refining furnace operators and tenders
Pourers and casters, metal
Model makers, metal and plastic
Patternmakers, metal and plastic
Foundry mold and coremakers
Layout workers, metal and plastic

Exhibit 2. List of predetermined occupations
SOC code
51-4194
51-6041
51-6042
51-6051
51-6061
51-6062
51-6091
51-6092
51-7021
51-7031
51-7032
51-8011
51-8012
51-8092
51-9031
51-9051
51-9082
51-9123
51-9191
51-9192
51-9193
51-9194
53-1041
53-2022
53-3011

Occupation
Tool grinders, filers, and sharpeners
Shoe and leather workers and repairers
Shoe machine operators and tenders
Sewers, hand
Textile bleaching and dyeing machine operators and tenders
Textile cutting machine setters, operators, and tenders
Extruding and forming machine setters, operators, and tenders, synthetic and glass fibers
Fabric and apparel patternmakers
Furniture finishers
Model makers, wood
Patternmakers, wood
Nuclear power reactor operators
Power distributors and dispatchers
Gas plant operators
Cutters and trimmers, hand
Furnace, kiln, oven, drier, and kettle operators and tenders
Medical appliance technicians
Painting, coating, and decorating workers
Adhesive bonding machine operators and tenders
Cleaning, washing, and metal pickling equipment operators and tenders
Cooling and freezing equipment operators and tenders
Etchers and engravers
Aircraft cargo handling supervisors
Airfield operations specialists
Ambulance drivers and attendants, except emergency medical technicians

Exhibit 2. List of predetermined occupations
SOC code
53-4013
53-4022
53-4041
53-5022
53-5031
53-6011
53-6041
53-7031
53-7041
53-7071
53-7072
53-7073
53-7121

Occupation
Rail yard engineers, dinkey operators, and hostlers
Railroad brake, signal, and switch operators and locomotive firers
Subway and streetcar operators
Motorboat operators
Ship engineers
Bridge and lock tenders
Traffic technicians
Dredge operators
Hoist and winch operators
Gas compressor and gas pumping station operators
Pump operators, except wellhead pumpers
Wellhead pumpers
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 Statistics (OES) 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 because of 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 3, 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 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.⁠ 3

Exhibit 3. Number of sampled jobs based on establishment employment
Number of employees

Number of sampled jobs

1-49

Up to 4

50-249
250 or more

6
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.
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.⁠ 4 The purpose of this step is to ensure that the job 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, accounting for 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 4, a work level cannot be determined because the four factor points
are not available.

Exhibit 4. Jobs that cannot be classified by work level
SOC 2018
11-1031
23-1021
23-1022
23-1023
27-1013
27-2011
27-2012
27-2021
27-2022
27-2023
27-2031
27-2032
27-2041
27-2042
27-2091

Occupation title
Legislators
Administrative law judges, adjudicators, and hearing officers
Arbitrators, mediators, and conciliators
Judges, magistrate judges, and magistrates
Fine artists, including painters, sculptors, and illustrators
Actors
Producers and directors
Athletes and sports competitors
Coaches and scouts
Umpires, referees, and other sports officials
Dancers
Choreographers
Music directors and composers
Musicians and singers
Disc jockeys, except radio

Exhibit 4. Jobs that cannot be classified by work level
SOC 2018
27-2099
27-3011
41-9012

Occupation title
Entertainers and performers, sports and related workers, all other
Broadcast announcers and radio disc jockeys
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.

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.

Estimation formulas
This section includes the formulas used to calculate the ORS estimates.

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

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 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 (mean) of Qig and the value of the sampled
job with the next lowest value.

Duration
Duration corresponds to the time associated with occupational requirements needed to perform critical tasks. Exhibit 5
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.

Exhibit 5. Duration levels and amount of the workday associated with each level
Duration level
Not present
Seldom
Occasionally
Frequently
Constantly

Presence of the requirement in the workday
Requirement is not present and there is no associated duration
Up to 2 percent of the workday
2 percent and up to 1/3 of the workday
1/3 up to 2/3 of the workday
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. 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 onthe-job training. These requirements' associated time are then aggregated and used to determine the SVP level needed
for the job. (See exhibit 6.)
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 6. Preparation time necessary for each specific vocational level
Specific vocational preparation (SVP)
level
1
2
3
4

Preparation time
Short demonstration only (4 hours or less)
Anything beyond short demonstration up to and including 1 month
Over 1 month up to and including 3 months
Over 3 months up to and including 6 months

Exhibit 6. Preparation time necessary for each specific vocational level
Specific vocational preparation (SVP)
level

Preparation time
Over 6 months up to and including 1 year

Over 1 year up to and including 2 years

Over 2 years up to and including 4 years

Over 4 years up to and including 10 years

Over 10 years

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 show whether jobs are considered sedentary, light work, medium work, heavy work, and very heavy
work.

Exhibit 7. Determining strength level based on lifting or carrying duration or percentage of the
workday spent standing
Strength level

Sedentary work
Light work
Medium work
Heavy work
Very heavy work

Duration of lifting or carrying
Seldom

Occasionally

Frequently

Constantly

Up to 10
pounds

Up to 10 pounds

Negligible⁠[2]

No weight

11–25 pounds

1–10 pounds

Negligible
weight⁠[2]

26–50 pounds

26–50 pounds 11–25 pounds

1–10 pounds

51–100
pounds

51–100 pounds 26–50 pounds

11–25 pounds

>100 pounds

>50 pounds

Percent of workday
standing⁠[1]

Less than or equal to 1/3⁠[3]

>25 pounds

⁠[1]

Standing estimates includes time spent standing, walking, and in low postures.

⁠[2]

Negligible weight includes anything lifted or carried weighing less than 1 pound.

⁠[3]

When the sedentary lifting or carrying requirements are met, and more than 1/3 of the workday is spent standing,

light work is required.
Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.
As noted, there are special cases for strength. In instances where field economists cannot determine certain job
requirements from the respondent, they record these data as "unknown" and strength level is derived through
imputation. See the section, "Benchmarking, weighting, and imputation" for more information.

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 that 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.

Estimate relationships

In some cases, the relationships between ORS estimates are more complex than a job requirement being present or not
present. Relationships are shown through the category and additive groups assigned to estimates in the excel dataset.
The category code is the same for all related estimates. For example, all sitting estimates have the same category code.
The additive code is used to show how these estimates sum together. Sometimes estimates sum to 100 percent, whereas
others sum to another estimate instead of 100 percent. For example, the percentage of workers utilizing and not utilizing
personal protective equipment (PPE) to mitigate risks that go along with exposure to heights together sum to the
percentage of workers exposed to heights. See appendix C for more information on the relationships shown in the
additive codes.

Benchmarking, weighting, and imputation
The ORS program addresses establishment refusals, item nonresponse, as well as out of business and out of scope units.
The ORS program adjusts the weights of the responding establishments during the estimation process 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 the occupational requirement data needed
for a given sampled job. 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 employment
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.

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.
In addition to the job nonresponse adjustment factor, final occupational weights consider the sampling process used to
select jobs, the establishment weight, and overall employment. The Design section provides more information on the job
selection process.
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 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 estimates that are calculated from multiple values, such as strength and specific vocational preparation (SVP), missing
component values are imputed to calculate these estimates.
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 several 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 half-samples. 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

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. Although not a time series, the validation accounts for the economic
events each year that might have an impact on collection and estimates, such as the COVID-19 pandemic. Expectations
are based on prior year estimates and similar estimates from other sources of data, such as the Occupational Information
Network (O*NET). In addition, ORS estimates between similar occupations are compared, both for reasonableness and
for when occupations are newly published.
The ORS program investigates estimates that deviate from their expectations to ensure that the underlying data are
consistent with ORS collection procedures and that the 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.

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 (SSA) 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 samples.
The 2019 reference year (second wave) estimates include data collected between September 2018 and August 2019,
which is the first of five samples. The 2020 reference year (second wave) estimates include data from two samples
collected between September 2018 and July 2020. The 2021 reference year (second wave) estimates include data from
three sample collected between September 2018 and July 2021. The 2019 to 2022 reference year estimates are
considered preliminary as data from each sample will be added to the previously collected data 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 samples collected as part of the second wave.

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.

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: Observation test conducted concurrently with other fiscal year 2014 tests:⁠ 5
• 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 in the first wave collected.
May 2016–July 2017: Second sample in first wave collected.
December 2016: Published 2016 reference year estimates from one sample in the first wave.
June 2017–September 2017: Job observations test.
August 2017–July 2018: Third sample 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 samples in the first wave.
February 2018–August 2018: Job observation test.
September 2018–August 2019: Collected first sample in the second wave. See Exhibit 8.
• Second wave includes five samples
•

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 samples in the first wave.
August 2019–July 2020: Second sample in the second wave collected.
May 2020: Published 2019 reference year estimates to include cognitive and mental requirements.

August 2020–July 2021: Collected third sample in the second wave.
December 2020: Published 2020 reference year estimates.
August 2021-July 2022: Collected fourth sample in the second wave.
November 2021: Published 2021 reference year estimates.

Exhibit 8. Structure of the second wave

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 like 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.⁠ 6 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.
Test objectives were successfully met, 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.
These tests provided evidence that the NCS platform could be adapted to ORS data collection.
Testing activities in fiscal years 2013 and 2014 laid the foundation for the preproduction test conducted in fiscal year
2015. 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. Results from the ORS preproduction test demonstrated that data on occupational requirements could be
collected using the processes established by BLS.
Detailed information on completed tests and other testing activities can be found on the ORS research page.

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

•

Monthly Labor Review

•

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
Telecommunications Relay Service: 7-1-1

Write us at
U.S. Bureau of Labor Statistics
Occupational Requirements Survey
Suite 4160
2 Massachusetts Ave., N.E.
Washington DC 20212-0001

Appendix A. List of occupational requirements by availability of estimate type
Potential estimate for occupational requirement?
Occupational requirement

Categorical
Percentage

Continuous
Mode

Mean

Percentile⁠[1]

Cognitive and mental requirements
Ability to pause work
Control of workload
Machinery, equipment, or software
Numerical performance targets
People
Self-paced
Other external source
Interaction with the general public
People skills
Telework available
Problem solving
Verbal interactions
Work around crowds
Work pace
Varies
Consistent, generally slow
Consistent, generally fast
Work review
Frequency of work being checked
Presence of supervisor
Supervising duties
Education, training, and experience requirements

Yes

Appendix A. List of occupational requirements by availability of estimate type
Potential estimate for occupational requirement?
Occupational requirement

Categorical
Percentage

Credentials
Certification
License
Educational certificate
Minimum formal education
No formal education required
High school
Vocational high school
Associate's
Vocational associate's
Bachelor's
Master's
Professional
Doctorate
Literacy, if no formal education
On-the-job training
Prior work experience
Specific vocational preparation, SVP

Continuous
Mode

Mean

Percentile⁠[1]

Yes

Environmental conditions
Extreme cold (non-weather related)
Extreme heat (non-weather related)
Hazardous contaminants
Use of personal protective equipment

Appendix A. List of occupational requirements by availability of estimate type
Potential estimate for occupational requirement?
Occupational requirement

Categorical
Percentage

Heavy vibrations
Heights
Use of personal protective equipment
Humidity
Proximity to moving mechanical parts
Use of personal protective equipment
Outdoors⁠[2]
Noise intensity level
Quiet
Moderate
Loud
Very loud
Use of personal protective equipment
Wetness (non-weather related)

Continuous
Mode

Mean

Percentile⁠[1]

Yes

Physical demands
Climbing
Structural ramps or stairs
Work-related ramps or stairs
Ladders, ropes, or scaffolds
Driving
Hearing
In person speech
Telephone

Appendix A. List of occupational requirements by availability of estimate type
Potential estimate for occupational requirement?
Occupational requirement

Categorical
Percentage

Other remote speech
Other sounds
Lifting or carrying
Maximum weight lifted or carried

Continuous
Mode

Mean

Percentile⁠[1]

Yes

Manipulation
Fine manipulation
One or both hands
Keyboarding
Foot or leg controls
One or both
Gross manipulation
One or both hands
Postures
Sitting⁠[3]
Standing⁠[4]
Choice of sitting or standing
Low postures
Crawling⁠[5]
Crouching⁠[5]
Kneeling⁠[5]
Stooping⁠[5]
Pushing or pulling
With feet or legs

Appendix A. List of occupational requirements by availability of estimate type
Potential estimate for occupational requirement?
Occupational requirement

Categorical
Percentage

One or both
With hands or arms
One or both
Reaching
Reaching at or below the shoulder
One or both hands
Reaching overhead
One or both hands
Speaking
Strength level
Sedentary
Light
Medium
Heavy
Very heavy
Vision
Far
Near
Peripheral

Continuous
Mode

Mean

Percentile⁠[1]

Yes

Footnotes:
⁠[1]

Percentile estimates are calculated at the 10th, 25th, 50th (median), 75th, and 90th.

⁠[2]

All weather related exposure is captured in exposure to the outdoors.

⁠[3]

Sitting estimates includes time spent sitting, lying down, and when workers have the choice between sitting and

standing.
⁠[4]

Standing estimates includes time spent standing, walking, and in low postures.

Appendix A. List of occupational requirements by availability of estimate type
Potential estimate for occupational requirement?
Occupational requirement

Categorical
Percentage

⁠[5]

Continuous
Mode

Mean

Percentile⁠[1]

Estimates include required, not required, and choice to perform critical tasks in a particular low posture.

Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.

Appendix B. List of occupational requirements with associated duration
Occupational requirement

Potential estimate for occupational requirement?
Duration levels ⁠[1]

Percentile

Education, training, and experience requirements
Credentials
Certification
License
Educational certificate
On-the-job training
Prior work experience

Yes

⁠[2]

Yes

⁠[2]

Yes

⁠[2]

Yes

⁠[2]

Yes

⁠[2]

Environmental conditions
Extreme cold (non-weather related)
Extreme heat (non-weather related)
Hazardous contaminants
Heavy vibrations
Heights
Humidity
Proximity to moving mechanical parts
Outdoors
Wetness (non-weather related)
Physical demands
Climbing

Yes

Appendix B. List of occupational requirements with associated duration
Occupational requirement

Potential estimate for occupational requirement?
Duration levels ⁠[1]

Work-related ramps or stairs
Ladders, ropes, or scaffolds
Fine manipulation
Foot or leg controls
Gross manipulation
Keyboarding
Lifting or carrying

Percentile
Yes

Yes

Maximum weight lifted or carried
Low postures

Yes

⁠[3]

Yes

Pushing or pulling
With feet or legs
With hands or arms
Reaching
Reaching at or below the shoulder
Reaching overhead
Sitting ⁠[4]
Standing ⁠[6]
Speaking

Yes

⁠[5]

Yes

⁠[5]

Yes

Footnotes:
⁠[1]

Duration levels correspond to seldom, occasionally, frequently, constantly

⁠[2]

Estimates provided as number of associated days.

⁠[3]

Estimates provided as number of associated pounds.

⁠[4]

Sitting estimates include time spent sitting or lying down.

⁠[5]

Estimates provides as percentage of the workday and number of the hours in the workday.

⁠[6]

Standing estimates include time spent standing, walking, or in low postures.

Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.

Appendix C. Definition of additive codes
Additive code

000
0XX
AXX
BXX

Additive relationship
Estimate is not additive. The category code provides the relationship with other
requirements.⁠[1]
Estimates sum to 100 percent and no additional relationships exist.
Estimates sum to 100 percent and additional relationships exist.
Estimates do not sum to 100 percent but sum to related estimates.

CXX

Estimates do not sum to 100 percent but sum to related estimates and correspond to the sum
of the B estimates.

DXX/EXX/FXX/GXX

Estimates sum to 100 percent and are related to other estimates with the same category code
that sum to 100 percent (denoted by AXX).

HXX/IXX/JXX/KXX
LXX/NXX/PXX
MXX/OXX/QXX
XXX
YXX
ZXX

Estimates sum to 100 percent and are related to other estimates with the same category code.
Estimates do not sum to 100 percent but sum to related A estimates.
Estimates do not sum to 100 percent but sum to related estimates and correspond to the L, N,
and P estimates.
Estimates are not additive, but a relationship exists.
Estimates sum to average workday.
Estimates sum to 100 percent of the workday.

Footnote:
⁠[1]

Examples of non-additive estimates include percentile distributions.

Source: U.S. Bureau of Labor Statistics, Occupational Requirements Survey.

The Quarterly Census of Employment and Wages chapter in the 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.
3
Establishments that are also part of an active National Compensation Survey (NCS) sample, job selection does not occur. Instead,
field economists used the NCS sampled jobs.
4
For further information, see the National Compensation Survey: Guide for Evaluating Your Firm’s Jobs and Pay.
5
The fiscal year for the Bureau of Labor Statistics and other federal agencies spans from October 1 through September 30.
6
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.
1

File Type	application/pdf
File Title	Occupational Requirements Survey (ORS)
Author	U.S. Bureau of Labor Statistics
File Modified	2023-02-28
File Created	2023-02-28