Explore occupational profile
- Version:
- OaSIS 2022 Version 1.0
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Overview
Example job titles
- Dry cleaner
- Dry cleaner helper
- Launderer
- Laundry machine operator
Main duties
This group performs some or all of the following duties:
- Operate dry cleaning machines to dry-clean dresses, suits, coats, sweaters and other garments, draperies, cushion covers and other articles
- Sort garments and operate washing machines and dryers to clean and dry clothing, sheets, blankets, towels and other articles
- Operate machines to clean and blow-dry fur garments
- Operate machines to dry-clean, dye, spray, re-oil, and re-buff suede and leather garments
- Mix and add detergents, dyes, bleaches, starches and other solutions and chemicals.
Additional information
- Progression to supervisory dry cleaning and laundry occupations is possible with additional training and experience.
- Workers in this group may specialize in finishing suede, leather, fur and delicate articles.
Similar occupations classified elsewhere
Exclusions:
- Dry cleaning service manager (in 60040.00 Managers in customer and personal services)
- Dry cleaning supervisor (in 62029.00 Other services supervisors)
NOC hierarchy breakdown
NOC version
NOC 2021 Version 1.0Broad occupational category
6 – Sales and service occupationsTEER
5 – Occupations usually require short-term work demonstration and no formal educationMajor group
65 – Sales and service support occupationsSub-major group
653 – Support occupations in cleaning and related servicesMinor group
6532 – Service support and related occupationsUnit group
65320 – Dry cleaning, laundry and related occupationsOccupational profile
65320.01 – Dry cleaning and laundry machine operatorsWork 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
- Dry cleaning and laundry establishments
- Fur cleaning establishments
- Laundries of hotels, hospitals and other 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
- Some secondary school education is required.
- Suede, leather and fur cleaners may require experience as dry cleaning or laundry machine operators.
- Dry cleaning and laundry machine operators may require experience as inspectors or assemblers.
- Four to eight weeks of on-the-job training are usually provided.
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: R
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.
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.