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- Version:
- OaSIS 2022 Version 1.0
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Overview
Example job titles
- Carpet weaver
- Drawer-in - textiles
- Drawing-in machine operator
- Embroidery machine operator
- Hosiery knitter
- Knitter - textiles
- Knitting machine operator
- Loom operator
- Mattress sewing machine operator
- Pinning machine operator
- Quilting machine operator
- Tufting operator
- Warp knitting machine tender
- Warp tier-in
- Weaver - textiles
Main duties
This group performs some or all of the following duties:
- Set up looms or other processing machines
- Read loom patterns and prepare loom pattern mechanisms for processing
- Operate looms to weave yarn or thread into textile fabrics or products
- Operate machines that produce twine, ropes or nets
- Operate batteries of knitting machines to produce knitted fabric, hosiery, garments or other products
- Operate carpet tufting machines, felt making needle-punch machines and other machines to produce textile products
- Operate large automatic multi-needle machines to embroider material or to sew lengths of several layers of material to make yard goods, quilts or mattress coverings
- Patrol machines and check fabrics or products for defects and to verify efficient operation
- Investigate machine stoppages
- Repair minor mechanical problems such as broken or defective needles
- Notify supervisor or repairers of mechanical malfunctions.
Additional information
- Mobility among employers may be limited by differences in machines and products.
- Progression to textile machinery mechanics and repairers or to supervisory positions is possible with experience and training.
Similar occupations classified elsewhere
Exclusions:
- Industrial sewing machine operators (94132)
- Supervisors, textile, fabric, fur and leather products processing and manufacturing (92015)
- Craft weaver; Hand knitter (in 53124.07 Weavers)
- Textile machinery mechanic (in 72400.02 Textile machinery mechanics and repairers)
NOC hierarchy breakdown
NOC version
NOC 2021 Version 1.0Broad occupational category
9 – Occupations in manufacturing and utilitiesTEER
4 – Occupations usually require a secondary school diploma; or several weeks of on-the-job trainingMajor group
94 – Machine operators, assemblers and inspectors in processing, manufacturing and printingSub-major group
941 – Processing and manufacturing machine operators and related production workersMinor group
9413 – Machine operators and related workers in textile, fabric, fur and leather products processing and manufacturingUnit group
94131 – Weavers, knitters and other fabric making occupationsOccupational profile
94131.00 – Weavers, knitters and other fabric making occupationsWork 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
- Garment manufacturing companies
- Mattress manufacturing companies
- Textile companies
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
- On-the-job training is provided for periods up to several months, depending on the complexity of the product, whether equipment set-up and maintenance is done by the operator, and the number of machines operated.
- Previous experience as a labourer in the same company may be required for some operators in this group.
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: RCI
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.
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.
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.