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- Version:
- OaSIS 2022 Version 1.0
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Overview
Example job titles
- Adhesives engineer
- Biochemical engineer
- Biotechnical engineer
- Chemical process control engineer
- Chemical process engineer
- Chemical project engineer
- Environmental chemical engineer
- Industrial hygiene engineer
- Industrial waste treatment engineer
- Liquid fuels engineer
- Petrochemical engineer
- Polymer engineer
- Pulp and paper engineer
- Refinery engineer
- Waste treatment engineer
Main duties
This group performs some or all of the following duties:
- Conduct economic and technical feasibility studies in areas related to chemical, petroleum, pulp and paper, food or other processing industries
- Conduct research into the development or improvement of chemical engineering processes, reactions and materials
- Evaluate chemical process technology and equipment and determine production specifications
- Design and test chemical processing and associated plants and equipment
- Oversee the construction, modification, operation and maintenance of pilot plants, processing units or processing plants
- Establish and conduct quality control programs, operating procedures and control strategies to ensure consistency and adherence to standards for raw materials, products and waste products or emissions
- Prepare contract documents and evaluate tenders for the process aspects of industrial construction
- Supervise technicians, technologists and other engineers
- May work in an administrative capacity, for example, in the development of guidelines and specifications for the handling of dangerous chemicals, environmental protection, or standards for foods, materials and consumer goods.
Additional information
- There is considerable mobility between chemical engineering specializations at the less senior levels.
- Supervisory and senior positions in this unit group require experience.
- Engineers often work in a multidisciplinary environment and acquire knowledge and skills through work experience that may allow them to practise in associated areas of science, engineering, sales, marketing or management.
- Chemical engineers work closely with chemists and other scientists and engineers and mobility is possible between some fields of specialization.
- Chemical engineers may specialize in the products and processes of a particular industry such as pulp and paper manufacturing, pharmaceuticals, petroleum refining, energy processing, plastics, metal extraction and refining, or adhesives and coatings production. They may also specialize in functional areas of various industries such as process control, pollution control or fermentation processes.
Similar occupations classified elsewhere
Exclusions:
- Chemists (21101)
- Civil engineers (21300)
- Electrical and electronics engineers (21310)
- Engineering managers (20010)
- Metallurgical and materials engineers (21322)
- Other professional engineers (21399)
- Petroleum engineers (21332)
- Agricultural engineer (in 21399.01 Agricultural and bio-resource engineers)
- Biomedical engineer (in 21399.02 Biomedical engineers)
- Civil environmental engineer (in 21300.00 Civil engineers)
- Electrical process control engineer (in 21310.00 Electrical and electronics engineers)
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
213 – Professional occupations in engineeringMinor group
2132 – Manufacturing and processing engineersUnit group
21320 – Chemical engineersOccupational profile
21320.00 – Chemical engineersWork 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
- Governments
- Manufacturing industries
- Processing industries
- Research institutions
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 chemical engineering or in a related engineering discipline is required.
- A master's degree or doctorate in a related engineering discipline may be required.
- Licensing by a provincial or territorial association of professional engineers is required to approve engineering drawings and reports and to practise as a Professional Engineer (P.Eng.).
- Engineers are eligible for registration following graduation from an accredited educational program, and after three or four years of supervised work experience in engineering and passing a professional practice 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: IRE
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.
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.
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.
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.