Explore occupational profile
- Version:
- OaSIS 2022 Version 1.0
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Overview
Example job titles
- Carpet layer
- Floor covering installer apprentice
- Floor covering mechanic
- Floor layer
- Hardwood floor layer
- Residential floor and wall covering installer
- Resilient floor installer
- Vinyl floor installer
Main duties
This group performs some or all of the following duties:
- Inspect, measure and mark surfaces to be covered
- Measure, cut and fasten underlay and underpadding
- Measure, cut and install carpeting using hand or machine stitcher, seaming iron, bonding tape or other bonding materials
- Stretch carpeting using knee-kicker or power stretcher and secure carpeting to floor or other surfaces using staple gun or other devices
- Measure, cut and install resilient floor covering using adhesive, rollers and other hand tools
- Install hardwood floors, such as strip floors, block floors or plank floors, using glue, staples, nails or other means
- Inspect and repair damaged floor coverings
- May estimate material and labour costs.
Additional information
- The Red Seal endorsement allows for interprovincial mobility.
- Progression to supervisory positions is possible with experience.
Similar occupations classified elsewhere
Exclusions:
- Floor covering supervisor (in 72014.00 Contractors and supervisors, other construction trades, installers, repairers and servicers)
NOC hierarchy breakdown
NOC version
NOC 2021 Version 1.0Broad occupational category
7 – Trades, transport and equipment operators and related occupationsTEER
3 – Occupations usually require a college diploma or apprenticeship training of less than two years; or more than six months of on-the-job trainingMajor group
73 – General tradesSub-major group
731 – General construction tradesMinor group
7311 – Roofers, glaziers, painters, decorators and floor covering installersUnit group
73113 – Floor covering installersOccupational profile
73113.00 – Floor covering installersWork characteristics
This section outlines the key elements of each occupation’s work environment, including the type of work done, its location, and the setting. There are three categories included in this section:
- Work Activities: describes common tasks undertaken by occupations, grouped into physical, mental, people-oriented, or information gathering activities
- Work Context: highlights key descriptors of the occupation’s setting, such as the physical work environment, physical demands, and the types of interactions with others
- Workplaces/employers: lists common industries or types of companies where the occupation is typically found
The most important descriptors are displayed, in descending order based first on complexity (for Work Activities) or other measurement dimensions (for Work Context) and then alphabetically. Expand the list to present the full list of descriptors and their ratings by selecting “see more”.
Work Activities
General types of work-related activities.
Workplaces/employers
- Carpet outlets
- Construction companies
- Floor-covering contractors
- Self-employed
Work Context
Structural Job Characteristics
Physical Work Environment
Physical Demands
Interpersonal Relations
Skills and abilities
This section outlines the competencies required for an occupation in the categories of:
- Abilities: innate or developed aptitudes that enable a person to be able to perform expected tasks in this occupation, grouped into cognitive, psychomotor, sensory, and physical abilities
- Skills: developed capabilities that an individual must have to be effective in this occupation, grouped into foundational, analytical, technical, resource management, or interpersonal skills
- Personal Attributes: personal characteristics that are innate or developed through social context and personal experiences
Each category displays up to five descriptors, in descending order based first on proficiency level (for Skills and Abilities) or importance (for Personal Attributes) and then alphabetically. Expand the list to present the full list of descriptors and their ratings by selecting “see more”.
Abilities
Innate and developed aptitudes that facilitate the acquisition of knowledge and skills to carry out expected work.
Skills
Developed capabilities that an individual must have to be effective in a job, role, function, task or duty.
Personal Attributes
Personal characteristics that are innate and developed through the social context and personal experiences to which the individual is exposed. These qualities influence the way one is and does things and are considered to be valuable assets for work performance.
Employment requirements
Employment requirements include the education, training, certifications, and knowledge needed for each occupation. The Knowledge category displays up to five descriptors, in descending order based first on the knowledge level and then alphabetically. Expand the list to present the full list of descriptors and their ratings by selecting “see more”.
Education, certification and licensing
- Completion of secondary school is usually required.
- Completion of a two- to three-year apprenticeship program or over four years of work experience in the trade and some courses in floor covering installation are usually required to be eligible for trade certification.
- Trade certification for floor covering installers is compulsory in Quebec and available, but voluntary, in Newfoundland and Labrador, Nova Scotia, Prince Edward Island, New Brunswick, Ontario, Manitoba, Alberta, British Columbia, the Yukon, the Northwest Territories and Nunavut.
- Red Seal endorsement is also available to qualified floor covering installers upon successful completion of the interprovincial Red Seal examination.
Skills for Success
The Skills for Success (SFS) is a model that outlines the fundamental and transferable skills needed to learn, work, and fully participate in daily life. It includes skills descriptions and proficiency levels for nine key skills: adaptability, collaboration, communication, creativity and innovation, digital, numeracy, problem solving, reading and writing.
This section is intended to help users navigate between the SFS model and the occupational competency requirements in the OaSIS.
For each occupational profile, the nine SFS are aligned with corresponding competencies in the OaSIS. The OaSIS provides valuable insights into the level of proficiency or importance required for over 240 competencies across 900 occupations.
To find out how the OaSIS ratings were developed, please consult the methodology here: Occupational and Skills Information System (OaSIS) methodology - Canada.ca
For questions or comments, feel free to contact us.
Interests
The OaSIS uses the Holland Codes to describe work-related interests. According to the Holland model, people perform best in work environments that match their preferences, meaning individuals and occupations can be matched for an optimal fit. In this model, occupational environments are categorized based on a combination of primary interests and related activities. There are six interests in the Holland typology: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Each occupation in the OaSIS is assigned up to three of these interest types.
Interests
Preferences for work environments and outcomes.
Interests profile: RC
Realistic (R)
Realistic occupations are characterized by the dominance of activities that entail the explicit, ordered, or systematic manipulation of objects, tools, machines, and animals. Many of these occupations do not involve a lot of paperwork or working closely with others. They foster technical competencies and achievements. Workers in these occupations have mechanical abilities, and see the world in simple, tangible, and traditional terms. They are rewarded in their work environment with the display of conventional values and goods: money, power, and possessions.
Conventional (C)
Conventional occupations are characterized by the dominance of activities that entail the explicit, ordered, and systematic manipulation of data, such as keeping records, filing materials, reproducing materials, organizing written and numerical data according to a prescribed plan, and operating business and data processing machines. They often require following a clear line of authority or set procedures and routines, and usually involve working with data and details more than with ideas. They foster clerical competencies and achievements. Workers in those occupations are conforming, orderly, and methodical. They see the world in conventional, stereotypical, constricted, simple, and dependent terms. They are rewarded in their work environment for the display of conventional values: money, dependability, conformity.
This page includes information from the O*NET 27.2 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. Employment and Social Development Canada has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.