Commonly known as DOT (Pronounced Dee-Oh-Tee)

Created in 1930 by the U.S. Employment Service to match job seekers with jobs

operational tool for use in the day-to-day functioning of Employment Service officers.

Before 1939, nationwide occupational information was not conveniently reported by the Employment Service.

Need for a standardized volume of job definitions was needed for employment-related purposes

DOT, 1st Ed, published in 1939 The Employment Service published

revisions of the DOT periodically(1949 , 1965,1977) with the final publication in 1991.

DOT groups jobs into 12, 741 listed “occupations” based on their similarities.

“Occupation” is a collective description of a number of individual jobs performed, “with minor variations”, in many establishments.

DOT defines “occupations” through “comprehensive studies” of how similar jobs are performed in different work places.

Seven basic parts that present data about a job:

• The Occupational Code Number• The Occupational Title• The Industry Designation• Alternate Titles (if any)• The Body of the Definition• Undefined Related Titles (if any)• Definition Trailer

9-digit occupational code. Each set of three digits has a special

meaning. First three digits-a particular occupational

group.

First digit identifies nine broad categories ofOccupations•Professional, Technical, and Managerial

Occupations• Clerical and Sales Occupations• Service Occupations• Agricultural Occupations• Processing Occupations• Machine Trades Occupations• Bench work Occupations• Structural Occupations• Miscellaneous Occupations

Nine broad occupations categories break down into 83 occupationally specific “divisions”-first two digits of the occupational code number.

“Divisions” are divided into 564 “groups” designate by the first three digits of occupational code number.

Example: Guard, Security, 372.667-034First digit (“3”)-occupational category “Service Occupations”Second digit (“7”)-division within the “Service Occupations” category (“37”- Protective Service Occupations)Third digit (“2”)-occupational group within the division (“372”-Security Guards and Correction Officers, Except Crossing Tenders”)

Example: Guard, Security, 372.667-034Middle three digits-the Worker Functions ratings of the tasks performed in the occupation. Every job requires a worker to function in relation to data, people, and things. The middle three digit code characterizes how 24 worker functions are related to the worker’s primary involvement with data, people, and things.

Example: Guard, Security, 372.667-034The Worker Function Code (“667”) can be found in any occupational group. It signifies that the worker in an occupation with this code is“comparing” the data in his job“Speaking-Signaling” to people in his job“Handling Things” in his jobThe code is the broadest level or responsibility or judgment in relation to data, people, things.

Example: Guard, Security, 372.667-034The last three digits differentiate a particular occupation from all others (occupations can have the same first six digits, but no two occupations can have the same nine digits).If a six digit code (first six digits) is applicable to only one occupational title, the final three digits will always be 010. If there is more than one occupation within the same first six digits, the final three digits are assigned in alphabetical order of titles in multiples of four (010, 014, 018, 022)Security Guard is the seventh of eight occupations with the same six digits (“372.667”)-it’s assigned a final three digit code “034”.

Base Title -title by which the occupational is known in the majority of work places. Example: Guard, Security, 372.667-034

Master Titles-describe work duties common to a number of jobs ( typical duties which are commonly performed within a particular occupation).

Term Titles-occupations within the same title but few common duties

Alternate Titles-synonym for the base title . An occupation may have a large number of alternate titles or none.

Example: Guard, Security, 372.667-034Alternate Titles: “patrol guard”, “special police officer,” watchguard.”

It differentiates between two or more occupations with identical titles but different duties

It specifies the• Location of the occupation (hotel, machine shop)• Types of duties associated with the occupation

(education)• Products manufactured (optical goods, textile)• Processes used (electroplating, petrol refinery)• Raw materials used ( Metal stonework)

Lead Statement- Summarizes the entire occupation, offers essential information• Work actions• Objective or purpose of the worker actions;• Machines, tools, equipment, work aids;• Materials used, products made, subject matter dealt with,

services rendered;• Instructions followed.

The Element Statement-indicates the specific tasks the worker performs to accomplish the overall job purpose described in the lead statement.

“May” Items-describe duties required of workers in the occupation in some jobs but not others

Attached to each DOT definition, contains selected occupational analysis characteristics:•GOE Code (Guide of Occupational

Exploration)•Strength rating (Sedentary (S), Light (L),

Medium (M), Heavy (H), and Very Heavy (V);•Reasoning (R), Mathematical (M), and

Language (L) development levels of GED;•SVP level (Specific Vocational Preparation);•DLU (The Date of Last Update)

Example: Guard, Security (any industry), 372.667-034 GOE: 04.02.02 STRENGHT: L GED: R3 M1 L2 SVP: 3 DLU 88

Although the DOT has been deemed obsolete and then abandoned by the Employment Service and the Department of Labor, the data from the 1991 revised fourth edition of the Dictionary of Occupational Titles is used extensively at the Social Security Administration in litigation related to applications for Social Security disability benefits .

The DOT is still used extensively for performing Transferable Skills Analysis by the social security administration.

The revised Fourth Edition of the DOT could not cope with•growing recognition of the need for

lifetime learning •rapid technological change •Complex jobs of current workers •Need for timely and accurate labor

market information for personal and corporate decision-making.

In the light of the National Research Council recommendations

the DOT approach was dropped by the U.S. Employment Service

Employment Service has adopted a modern empirically-based framework and methodology for obtaining and delivering occupational information known as O*NET

A New A New Focus… Focus…

a New Direction.a New Direction.

O*NET is…. The Occupational Information Network is a dynamic data basebase – and growing integrated tool kit of applications that contains comprehensive information on job requirements and worker competencies. O*NET offers a contemporary framework for exploring today’s world of work.

A Comprehensive Database of Worker & Occupational Characteristics & Requirements, Plus Other Resources …

Featuring:•Knowledge, Skills, & Abilities (KSAs)•Specific Job Tasks

A “Common Language” on Jobs & Skills for the Public & Private Sectors and the Worlds of Work & Learning

O*NET is.. Contemporary UniqueComprehensive An easy – to – use electronic databaseAn intelligent “tool kit” for workforce

development.

O*NET Contains Job-oriented Descriptors & Worker-oriented Descriptors

Both of the Above Descriptor Categories Contain 3 “Domains”

The Domains are Simply Types of Skills or Competencies

Worker Characteristics

Worker Requirements

Experience Requirements

Occupation Requirements

Occupation-SpecificInformation

Occupation Characteristics

• Worker Characteristics

• Worker Requirements

• Experience Requirements

• Occupational Requirements

• Occupation-Specific Information

• Occupation Characteristics

Worker Descriptors

Job Descriptors

Job & Training Seekers can Identify Jobs & Careers which Match their Skills & Interests

Career Counselors can Better Identify Career Options for Clients

HR Personnel can Use O*NET to Write Better Job Descriptions … or Develop Better Staffing Tools

Employers can Refine their Recruitment & Training Goals

Training Providers can Develop Programs which Better Match Employer Needs

• O*NET offers.

• State – of – the –art

• Flexibility

• LMI at the desktop

• A ‘Skills’ approach

• Searches by skill

• Crosswalks

• A common language

• SOC compatibility

So you can….

• Meet client needs

• Adapt to local needs

• Empower customers

• Focus on portability

• Focus on customers

• Build partnerships

• Better placements

• Ease DOT transition

The DOT:

• Was Created in 1939 – a result of the Great Depression

• Only 4 Editions Published in 62 Years!

• The DOT was Published 12 Years Ago! -- A Revision of the 1977 4th Editio

O*NET Production Goals:Goals:• Completely Update the

Content with Worker-provided Information Every 5 Years!

• Update Approximately 15–25% of the O*NET Content Each Year!

vs.vs.

DOT MAUNUALDOT MAUNUAL

Described Mostly Job-specific Tasks

12,000+ Codes However, the Majority

of Titles Obsolete/Not Used

O*NET TOOLS

Job-specific Tasks, PLUS Knowledges, Skills, & Abilities, and Much More

≈ 1,150 Codes More Relevant Info w/

Frequent Updates & Enhancements

vs.vs.

O*NET Online ORCA CareerZone Oscar

O*NET Center (Access to Virtually ALL O*NET Resources)•www.onetcenter.org

O*NET Career Exploration toolshttp://www.onetcenter.org/tools. html O*NET OnLinehttp://www.onetcenter.org/online. html Research And Technical Reportshttp://www.onetcenter.org/research. html Testing And Assesment Consumer Guideshttp://www.onetcenter.org/guides. html Onet Ocuupational Listingshttp://www.onetcenter.org/occupations. html Onet Questionaireshttp://www.onetcenter.org/questionaires. html Onet Databasehttp://www.onetcenter.org/database. html

O*NET Knowledge Site (Learning & Sharing w/ Peers)• www.onetknowled

gesite.com

O*NET Academy (O*NET Training Resources)

• www.onetacademy.com

One Stop delivery system • Design processes to integrate O*NET

• Use of assessments in individualized training

Dislocated workers • Transferability of skills

Integrate O*NET into operating System(S)

Front line decision support using O*NET