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Carpenters

OaSIS code 72310.00

Carpenters construct, erect, install, maintain and repair structures and components of structures made of wood, wood substitutes, lightweight steel and other materials. Apprentices are also included in this unit group.

Overview

Also known as

  • Apprentice carpenter
  • Carpenter
  • Carpenter-joiner
  • Finish carpenter
  • Journeyman/woman carpenter
  • Maintenance carpenter
  • Metal framer - carpentry
  • Renovation carpenter
  • Rough carpenter
  • Stair builder-carpenter

Main duties

This group performs some or all of the following duties:

  • Read and interpret blueprints, drawings and sketches to determine specifications and calculate requirements
  • Prepare layouts in conformance to building codes, using measuring tools
  • Measure, cut, shape, assemble and join materials made of wood, wood substitutes, lightweight steel and other materials
  • Build foundations, install floor beams, lay subflooring and erect walls and roof systems
  • Fit and install trim items, such as doors, stairs, moulding and hardware
  • Maintain, repair and renovate residences and wooden structures in mills, mines, hospitals, industrial plants and other establishments
  • Supervise apprentices and other construction workers
  • May prepare cost estimates for clients.

Additional information

  • The Red Seal endorsement allows for interprovincial mobility.
  • Progression to supervisory positions is possible with experience.

Similar occupations classified elsewhere

Exclusions:

  • Cabinetmakers (72311)
  • Woodworking machine operators (94124)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

7 – Trades, transport and equipment operators and related occupations

TEER

2 – Occupations usually require a college diploma or apprenticeship training of two or more years; or supervisory occupations

Major group

72 – Technical trades and transportation officers and controllers

Sub-major group

723 – Technical construction trades

Minor group

7231 – Carpenters and cabinetmakers

Unit group

72310 – Carpenters

Occupational profile

72310.00 – Carpenters

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
Handling and Moving Objects
5 - Highest Level
Performing General Physical Activities
5 - Highest Level
Controlling Machines and Processes
4 - High Level
Communicating with Coworkers
3 - Moderate Level
Estimating the Quantifiable Characteristics
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
0 – Not applicable
Standing
Duration
4 - More than half the time
Bending or Twisting the Body
Duration
4 - More than half the 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
3 - Important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Carpentry contractors
  • Construction companies
  • Maintenance departments of factories, plants and other establishments
  • Self-employed

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
Dynamic Strength
5 - Highest Level
Static Strength
5 - Highest Level
Trunk Strength
5 - Highest Level
Depth Perception
4 - High Level
Gross Body Coordination
4 - High Level

Skills

Proficiency or complexity level
Management of Material Resources
3 - Moderate Level
Numeracy
3 - Moderate Level
Operation and Control
3 - Moderate Level
Operation Monitoring of Machinery and Equipment
3 - Moderate Level
Quality Control Testing
3 - Moderate Level

Personal Attributes

Importance
Independence
4 - Highly important
Active Learning
3 - Important
Adaptability
3 - Important
Analytical Thinking
3 - Important
Attention to Detail
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: 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.

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.

Investigative (I)

Investigative occupations are characterized by the dominance of activities that entail the observation and systematic or 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.

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

  • Completion of secondary school is usually required.
  • Completion of a three- to four-year apprenticeship program or a combination of over four years of work experience in the trade and some high school, college or industry courses in carpentry is usually required to be eligible for trade certification.
  • Trade certification for carpenters is compulsory in Quebec and available, but voluntary, in all other provinces and the territories.
  • Trade certification for framers is available, but voluntary, in Saskatchewan.
  • Red Seal endorsement is also available to qualified carpenters upon successful completion of the interprovincial Red Seal examination.

Knowledge

Knowledge level
Building and Construction
2 - Intermediate Level
Business Management
1 - Basic Level
Clerical
1 - Basic Level
Client Service
1 - Basic Level
Languages
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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