Explore occupational profile
- Version:
- OaSIS 2022 Version 1.0
Search the OaSIS
Overview
Example job titles
- Heritage interpreter
- Museum interpreter
Main duties
This group performs some or all of the following duties:
- Conduct tours of museums, gallery exhibitions and historical, heritage and other sites, answer inquiries and provide information concerning exhibits or sites.
Additional information
- Museum interpreters may require specific scientific or academic credentials for employment by some museums, nature centres or other sites.
Similar occupations classified elsewhere
Exclusions:
- Assistant museum curator (in 51101.02 Curators)
- Museum exhibit designer (in 53123.03 Exhibit designers)
NOC hierarchy breakdown
NOC version
NOC 2021 Version 1.0Broad occupational category
5 – Occupations in art, culture, recreation and sportTEER
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
53 – Occupations in art, culture and sportSub-major group
531 – Occupations in art and cultureMinor group
5310 – Occupations related to museums and art galleriesUnit group
53100 – Registrars, restorers, interpreters and other occupations related to museum and art galleriesOccupational profile
53100.03 – Museum interpretersWork 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
- Aquariums
- Art galleries
- Botanical gardens
- Cultural centres
- Historic and heritage sites
- Interpretive centres
- Museums
- Nature sanctuaries
- Parks
- Zoos
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
- For other occupations in this unit group, completion of a college program in museum technology or conservation technology or completion of other technical or on-the-job training programs related to the work are required.
- Registrars, cataloguers and interpreters may require a university degree in a field related to museum and gallery work.
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: SAC
Social (S)
Social occupations are characterized by the dominance of activities that entail the interaction with others to inform, train, develop, cure, or enlighten. These occupations often require helping or providing service to others and frequently involve working with, communicating with, and teaching people. They foster social competencies and achievements. Workers in those occupations like to help others, understand others, and are cooperative and social. They see the world in flexible terms. They are rewarded in their work environment for the display of social values.
Artistic (A)
Artistic occupations are characterized by the dominance of free activities to create art products. These occupations frequently involve working with forms, designs, and patterns and often require self-expression and the accomplishment of work without following a clear set of rules. They foster artistic competencies and achievements. Workers in those occupations are expressive, original, intuitive, nonconforming, and independent. They have artistic abilities (acting, writing, speaking) and see the world in complex, independent, unconventional, and flexible terms. They are rewarded in their work environment for the display of artistic 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.