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Chauffeurs

OaSIS code 75200.02

Chauffeurs drive automobiles and limousines to transport personnel and visitors of businesses, government or other organizations or members of private households.

Overview

Also known as

  • Company chauffeur
  • Private chauffeur

Main duties

This group performs some or all of the following duties:

  • Pick up or meet employer according to request, appointment or schedule
  • Drive employer to destinations in automobile or limousine
  • Perform business and personal errands for employer such as delivering and picking up mail, business documents and parcels
  • Clean and make minor repairs to vehicle or take vehicle for servicing.

Additional information

No data has been provided for this section.

Similar occupations classified elsewhere

Exclusions:

  • Supervisors, motor transport and other ground transit operators (72024)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

7 – Trades, transport and equipment operators and related occupations

TEER

5 – Occupations usually require short-term work demonstration and no formal education

Major group

75 – Helpers and labourers and other transport drivers, operators and labourers

Sub-major group

752 – Transport drivers, operators and labourers

Minor group

7520 – Taxi and personal service and delivery service drivers

Unit group

75200 – Taxi and limousine drivers and chauffeurs

Occupational profile

75200.02 – Chauffeurs

Work characteristics

Work characteristics gathers the various components describing the work environment of each occupation, such as employers, work activities, and the work context. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of complexity (for Work Activities) or other measurement dimensions (for Work Context), and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Work Activities

Proficiency or complexity level
Operating Vehicles, Mechanized Devices, or Equipment
4 - High Level
Assisting and Caring for Others
3 - Moderate Level
Establishing and Maintaining Interpersonal Relationships
3 - Moderate Level
Mechanical Maintenance
3 - Moderate Level
Performing for or Working Directly with the Public
3 - Moderate Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
2 - Low amount of freedom
Work Week Duration
Worked hours in a typical week
2 - Between 35 to 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
4 - Close (at arm’s length)

Physical Demands

Sitting
Duration
4 - More than half the time
Standing
Duration
2 - Less than half the time
Bending or Twisting the Body
Duration
1 - Very little time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
4 - More than half the time
Work with Work Group or Team
Importance
1 - Minimally important
Frequency
1 - Once a year or more but not every month

Workplaces/employers

  • Businesses
  • Governments
  • Organizations
  • Private individuals

Skills and abilities

This section displays the various competencies required for an occupation. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency (for Skills and Abilities) or importance (for Personal Attributes) and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Abilities

Proficiency or complexity level
Depth Perception
5 - Highest Level
Glare Tolerance
5 - Highest Level
Multi-Signal Response
5 - Highest Level
Night Vision
5 - Highest Level
Peripheral Vision
5 - Highest Level

Skills

Proficiency or complexity level
Evaluation
2 - Low Level
Monitoring
2 - Low Level
Negotiating
2 - Low Level
Operation and Control
2 - Low Level
Operation Monitoring of Machinery and Equipment
2 - Low Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Attention to Detail
4 - Highly important
Concern for Others
4 - Highly important
Independence
4 - Highly important
Active Learning
3 - Important

Interests

The OaSIS uses the Holland Codes to describe the work-related interests. According to the Holland model, people work best in work environments that match their preferences, which means that people and work environments can be matched for a best fit. Occupational environments in Holland’s theory are described according to a combination of main interests and the activities they represent. There are six interests in the Holland typology: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. All occupations in OaSIS have up to three interests assigned to them.

Interests

Preferences for work environments and outcomes.

Interests profile: REC

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.

Enterprising (E)

Enterprising occupations are characterized by the dominance of action-oriented activities to attain organizational or self-interest goals. They frequently involve starting up and carrying out projects, influencing, leading or mobilizing people, making decisions, and sometimes require risk taking and dealing with business.

Conventional (C)

Conventional occupations are characterized by the dominance of activities that entail following sets of procedures and routines. These activities may include 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. They often require following a clear line of authority and usually involve working with data and details more than with ideas.

Employment requirements

Employment requirements includes the education, training, certifications and the knowledge required to work in each occupation. The Knowledge category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency, and secondly, in alphabetical order. The whole list of Knowledge descriptors and their ratings can be expanded at the bottom of each page.

Education, certification and licensing

  • Some secondary school education is usually required.
  • A minimum of one year of safe driving experience is usually required.
  • A Class G driver's licence is required in Ontario, and a Class 4 driver's licence is required in all other provinces and the territories.
  • Taxi and limousine drivers require good knowledge of the geographical area to be covered and may have to pass written street/building location and safety examinations.
  • First aid certification may be required.

Knowledge

Knowledge level
Client Service
2 - Intermediate Level
Public Safety and Security
2 - Intermediate Level
Languages
1 - Basic Level
Logistics
1 - Basic Level
Mathematics
1 - Basic Level

Skills for success

 
Skills for Success Model
 
Skills for Success are skills that help you in a quickly changing world. Everyone benefits from having these skills. They can help you to get a job, progress at your current job or even change jobs. The skills also help you become an active member of your community and succeed in learning.
 
 
Linkages Between ESDC Skills Models and Frameworks
 
ESDC makes available a dictionary of over 300 terms (or descriptors) and definitions, known as the Skills and Competencies Taxonomy (SCT). Descriptor information from the Taxonomy is used in the Occupational and Skills Information System (OaSIS).
 
While there is general commonality of meaning between the descriptors in the SCT and the Skills for Success model, there are some differences in their definitions due to their distinct purposes. The Skills for Success Model [9 broadly defined skills] identifies the skills that are universally applicable. The SCT displays specific skills and competency requirements for 900 occupations. Users of the Skills for Success Model and Essential Skills content may find competency information from the Taxonomy and the OaSIS to be complementary.
 
Stay tuned to this section for more information and updates regarding linkages between the Skills for Success model and the OaSIS.

O*NET in-it

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.

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