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Labourers in food and beverage processing

OaSIS code 95106.00

Labourers in food and beverage processing perform material handling, clean-up, packaging and other elemental activities related to food and beverage processing.

Overview

Also known as

  • Bottle-washing machine tender - food and beverage processing
  • Brewery labourer
  • Candy packer
  • Dairy helper - food and beverage processing
  • Food processing labourer
  • Frozen food packer
  • Meat packager
  • Nut sorter - food and beverage processing
  • Production helper - food and beverage processing
  • Tobacco processing labourer

Main duties

This group performs some or all of the following duties:

  • Transport raw materials, finished products and packaging materials throughout plant and warehouse manually, or with powered equipment
  • Measure and dump ingredients into hoppers of mixing and grinding machines or mobile tank trucks
  • Feed and unload food, beverage and associated products processing machines
  • Feed flattened boxes into forming machines to construct containers
  • Remove filled containers from conveyors and manually pack goods into bags, boxes or other containers
  • Clean work areas and equipment
  • Check products and packaging for basic quality defects
  • Assist process control and machine operators in performing their duties.

Additional information

  • There is some mobility among occupations in this unit group.
  • Labourers in food, beverage and associated products processing may progress to machine or process operating positions with experience.

Similar occupations classified elsewhere

Exclusions:

  • Supervisors, food and beverage processing (92012)
  • Process control and machine operators, food and beverage processing (94140)
  • Fish and seafood plant workers (94142)
  • Testers and graders, food and beverage processing (94143)
  • Labourers in fish and seafood processing (95107)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

9 – Occupations in manufacturing and utilities

TEER

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

Major group

95 – Labourers in processing, manufacturing and utilities

Sub-major group

951 – Labourers in processing, manufacturing and utilities

Minor group

9510 – Labourers in processing, manufacturing and utilities

Unit group

95106 – Labourers in food and beverage processing

Occupational profile

95106.00 – Labourers in food and beverage processing

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
4 - High Level
Performing General Physical Activities
4 - High Level
Controlling Machines and Processes
3 - Moderate Level
Operating Vehicles, Mechanized Devices, or Equipment
3 - Moderate Level
Electronic Maintenance
2 - Low Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
1 - Very 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
3 - Somewhat close (e.g. share office)

Physical Demands

Sitting
Duration
1 - Very little time
Standing
Duration
5 - All the time, or almost all 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

  • Bakeries
  • Brewing companies
  • Dairies
  • Flour mills
  • Food and beverage processing establishments
  • Fruit and vegetable processing plants
  • Meat plants
  • Sugar refineries

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
4 - High Level
Stamina
4 - High Level
Static Strength
4 - High Level
Trunk Strength
4 - High Level
Arm-Hand Steadiness
3 - Moderate Level

Skills

Proficiency or complexity level
Equipment and Tool Selection
2 - Low Level
Management of Material Resources
2 - Low Level
Operation and Control
2 - Low Level
Preventative Maintenance
2 - Low Level
Quality Control Testing
2 - Low Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Collaboration
4 - Highly important
Active Learning
2 - Somewhat important
Concern for Others
2 - Somewhat important
Analytical Thinking
1 - Minimally 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: RC

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.

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 may be required.

Knowledge

Knowledge level
Languages
1 - Basic Level
Manufacturing, Processing and Production
1 - Basic Level
Mathematics
1 - Basic Level
Public Safety and Security
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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