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Government managers - economic analysis, policy development and program administration

OaSIS code 40011.00

Government managers in economic analysis, policy development and program administration plan, organize, direct, control and evaluate economic policy, research and programs in areas of government activity such as taxation, international trade, labour markets, transportation or agriculture. They also plan and direct policies and programs to promote industrial and commercial business development in urban and rural areas.

Overview

Also known as

  • Border services manager
  • Business development director - government services
  • Customs manager - government services
  • Economic analysis chief - government services
  • Economic development director - government services
  • Economic policy analysis director - government services
  • Energy market analysis director - government services
  • Excise tax programs director - government services
  • Farm products marketing director - government services
  • Forest resource analysis chief - government services
  • Grain market analysis manager - government services
  • International trade policy manager - government services
  • Revenue programs manager - government services
  • Tax policy research manager - government services
  • Taxation manager
  • Tourism development manager - government services
  • Trade development director

Main duties

This group performs some or all of the following duties:

  • Plan, organize, direct, control and evaluate the development of economic policy research projects and economic programs
  • Participate in the development of departmental policies by providing advice to senior government managers
  • Organize departmental unit and establish procedures to meet departmental objectives set by senior management
  • Direct and advise economists and other professional staff who conduct economic research, prepare reports or administer programs in areas of government activity such as taxation, international trade, labour, transportation or agriculture
  • Direct and advise economic development officers or other staff administering programs to promote industrial and commercial business investment in urban or rural areas
  • Plan, administer and control research and administration budgets for projects, support services, equipment or supplies
  • Organize and direct committees evaluating departmental or agency projects or programs
  • Interview, hire and oversee training and professional development.

Additional information

  • Progression to senior management positions is possible with experience.

Similar occupations classified elsewhere

Exclusions:

  • Senior government managers and officials (00011)
  • Financial managers (10010)
  • Government managers - health and social policy development and program administration (40010)
  • Natural and applied science policy researchers, consultants and program officers (41400)
  • Economists and economic policy researchers and analysts (41401)
  • Business development officers and market researchers and analysts (41402)
  • Social policy researchers, consultants and program officers (41403)
  • Health policy researchers, consultants and program officers (41404)
  • Education policy researchers, consultants and program officers (41405)
  • Recreation, sports and fitness policy researchers, consultants and program officers (41406)
  • Program officers unique to government (41407)
  • Other professional occupations in social science (41409)

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
Analyzing Data or Information
5 - Highest Level
Coaching and Developing Others
5 - Highest Level
Communicating with Coworkers
5 - Highest Level
Coordinating the Work and Activities of Others
5 - Highest Level
Estimating the Quantifiable Characteristics
5 - Highest Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
5 - Very high amount of freedom
Work Week Duration
Worked hours in a typical week
3 - More than 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
3 - Somewhat close (e.g. share office)

Physical Demands

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

Interpersonal Relations

Contact with Others
Frequency
5 - Every day, almost continuously
Duration
5 - All the time, or almost all the time
Work with Work Group or Team
Importance
5 - Extremely important
Frequency
5 - Every day, almost continuously

Workplaces/employers

  • All levels of government

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
Mathematical Reasoning
5 - Highest Level
Numerical Ability
5 - Highest Level
Categorization Flexibility
4 - High Level
Deductive Reasoning
4 - High Level
Fluency of Ideas
4 - High Level

Skills

Proficiency or complexity level
Coordinating
5 - Highest Level
Critical Thinking
5 - Highest Level
Decision Making
5 - Highest Level
Evaluation
5 - Highest Level
Management of Financial Resources
5 - Highest Level

Personal Attributes

Importance
Analytical Thinking
5 - Extremely important
Attention to Detail
5 - Extremely important
Leadership
5 - Extremely important
Stress Tolerance
5 - Extremely important
Active Learning
4 - Highly 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: ECI

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.

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

  • A bachelor's degree in economics, business administration, commerce or public administration is required.
  • A master's degree in economics or a related field may be required.
  • Several years of experience as an economist, economic development officer or socio-economic researcher are required.

Knowledge

Knowledge level
Accounting
3 - Advanced Level
Business Management
3 - Advanced Level
Clerical
3 - Advanced Level
Communications and Media
3 - Advanced Level
Economics
3 - Advanced 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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