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- Version:
- OaSIS 2022 Version 1.0
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Overview
Example job titles
- Appraisal forester
- Consulting forester
- District forester
- Forester
- Regional inventory officer - forestry
- Registered professional forester (RPF)
Main duties
This group performs some or all of the following duties:
- Plan and direct forest surveys and related studies and prepare reports and recommendations
- Establish short- and long-term plans for management of forest lands and forest resources
- Plan and direct woodlands harvesting, reforestation, silviculture and fire prevention and fire suppression programs, road building, wildlife management, environmental protection and insect and vegetation control programs
- Negotiate terms and conditions of agreements and contracts for forest harvesting, forest management and leasing of forest lands
- Monitor contract compliance and results of forestry activities
- Ensure adherence to government regulations and company objectives
- Plan and conduct public relations programs, and education and extension programs related to forestry
- Develop and oversee programs for tree seedling production and woodlands nursery operations
- Conduct advanced research in the areas of tree improvement, nursery seedling production, forest soils, forest ecology, forest mensuration, forest operations and other areas
- Provide advice and recommendations, as a consultant on forestry issues, to private woodlot owners, municipal, provincial or federal governments or to companies.
Additional information
- Supervisory and senior occupations in this unit group require additional experience.
- With experience, mobility is possible to management positions in government and industry.
Similar occupations classified elsewhere
Exclusions:
- Forest economist (in 41401.00 Economists and economic policy researchers and analysts)
- Forestry operations manager; Woodlands manager (in 80010.00 Managers in natural resources production and fishing)
- Forestry policy director - government services; Forestry programs manager - government services (in 40011.00 Government managers - economic analysis, policy development and program administration)
- Research director - forestry (in 20011.02 Science Managers)
NOC hierarchy breakdown
NOC version
NOC 2021 Version 1.0Broad occupational category
2 – Natural and applied sciences and related occupationsTEER
1 – Occupations usually require a university degreeMajor group
21 – Professional occupations in natural and applied sciencesSub-major group
211 – Professional occupations in natural sciencesMinor group
2111 – Life science professionalsUnit group
21111 – Forestry professionalsOccupational profile
21111.00 – Forestry professionalsWork 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
- Consulting businesses
- Education institutions
- Federal government
- Forest industry
- Forestry-related industries
- Provincial government
- 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
- A bachelor's degree in forestry or forestry engineering is required.
- Registration with a regulatory body is required in all provinces except Prince Edward Island and Manitoba.
- A two-year practicum of supervised work experience and professional examinations are usually required before registration.
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: EIC
Enterprising (E)
Enterprising occupations are characterized by the dominance of activities that entail the interaction with others to attain organizational or self-interest goals. They frequently involve starting up and carrying out projects, influencing, leading or mobilizing people and making decisions, and sometimes require risk taking and dealing with business. They foster enterprising competencies and achievements. Workers in those occupations are audacious, popular, self-confident, sociable, and possess leadership and speaking abilities. They see the world in terms of power, status, responsibility, and in stereotyped, dependent, and simple terms. They are rewarded in their work environment for the display of enterprising values and goals: money, power and status.
Investigative (I)
Investigative occupations are characterized by the dominance of activities that entail the observation and symbolic, systematic, and creative investigation of physical, biological, or cultural phenomena. These occupations require an extensive amount of thinking and frequently involve working with ideas, searching for facts, and figuring out problems mentally. They encourage scientific competencies and achievements. Workers in those occupations are erudite, have mathematical and scientific abilities, and see the world in complex, abstract, independent, and original terms. They are rewarded in their work environment for the display of scientific values.
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.