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Animal control officer

OaSIS code 43202.01

Animal control officers enforce by-laws and regulations of provincial and municipal governments concerning stray domestic animals, livestock and wildlife.

Overview

Also known as

  • Animal control officer
  • Animal control supervisor

Main duties

This group performs some or all of the following duties:

  • Respond to citizen complaints concerning stray domestic animals, livestock and wildlife
  • Issue warnings and citations to owners
  • Impound lost, homeless and dangerous animals.

Additional information

No data has been provided for this section.

Similar occupations classified elsewhere

Exclusions:

  • Employment insurance and revenue officers (12104)
  • Engineering inspectors and regulatory officers (22231)
  • Occupational health and safety specialists (22232)
  • Police officers (except commissioned) (42100)
  • Sheriffs and bailiffs (43200)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

4 – Occupations in education, law and social, community and government services

TEER

3 – Occupations usually require a college diploma or apprenticeship training of less than two years; or more than six months of on-the-job training

Major group

43 – Assisting occupations in education and in legal and public protection

Sub-major group

432 – Assisting occupations in legal and public protection

Minor group

4320 – Assisting occupations in legal and public protection

Unit group

43202 – By-law enforcement and other regulatory officers

Occupational profile

43202.01 – Animal control officer

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
Performing for or Working Directly with the Public
4 - High Level
Performing General Physical Activities
4 - High Level
Resolving Conflicts and Negotiating with Others
4 - High Level
Applying New Knowledge
3 - Moderate Level
Assisting and Caring for Others
3 - Moderate Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
3 - Moderate 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
3 - About half the time
Standing
Duration
3 - About half the time
Bending or Twisting the Body
Duration
3 - About half the 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
4 - Highly important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Municipal and provincial government agencies
  • Municipal governments
  • Provincial governments

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
Sound Localization
4 - High Level
Speed of Limb Movement
4 - High Level
Arm-Hand Steadiness
3 - Moderate Level
Body Flexibility
3 - Moderate Level
Control of Settings
3 - Moderate Level

Skills

Proficiency or complexity level
Coordinating
2 - Low Level
Critical Thinking
2 - Low Level
Decision Making
2 - Low Level
Evaluation
2 - Low Level
Instructing
2 - Low Level

Personal Attributes

Importance
Adaptability
5 - Extremely important
Independence
5 - Extremely important
Analytical Thinking
4 - Highly important
Collaboration
4 - Highly important
Concern for Others
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: RSC

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.

Social (S)

Social occupations are characterized by the dominance of activities that entail the interaction with others to inform, train, aid, develop, cure, or enlighten. These occupations often involve helping or providing service to others, teaching, working or communicating with people.

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

  • Completion of secondary school is required.
  • Completion of a college program or courses in law and security or other related field or experience in a related administrative or regulatory occupation is usually required.
  • On-the-job training is provided.

Knowledge

Knowledge level
Clerical
2 - Intermediate Level
Languages
2 - Intermediate Level
Biology
1 - Basic Level
Law
1 - Basic Level
Livestock, Farm Animals & Wildlife
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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