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Actors and comedians

OaSIS code 53121.01

Actors and comedians perform roles in motion picture, television, theatre and radio productions to entertain a variety of audiences.

Overview

Also known as

  • Actor/actress
  • Comedian
  • Narrator

Main duties

This group performs some or all of the following duties:

  • Study and rehearse lines, gestures and expressions to interpret a role
  • Portray roles in video or motion picture productions, television shows, theatre productions, radio dramas, commercials and other productions or perform the narration
  • Sing or dance as required by specific roles
  • Perform comedy acts in nightclubs alone or as members of comedy troupes
  • Improvise a role.

Additional information

No data has been provided for this section.

Similar occupations classified elsewhere

Exclusions:

  • Announcers and other broadcasters (52114)
  • Other performers (55109)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

5 – Occupations in art, culture, recreation and sport

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

53 – Occupations in art, culture and sport

Sub-major group

531 – Occupations in art and culture

Minor group

5312 – Occupations in creative and performing art

Unit group

53121 – Actors, comedians and circus performers

Occupational profile

53121.01 – Actors and comedians

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
Thinking Creatively
5 - Highest Level
Performing for or Working Directly with the Public
4 - High Level
Performing General Physical Activities
4 - High Level
Communicating with Coworkers
3 - Moderate Level
Communicating with Persons Outside Organization
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
1 - Less than 35 hours

Physical Work Environment

Physical Proximity
Physical distance from others
5 - Physically touching or very close

Physical Demands

Sitting
Duration
2 - Less than half the time
Standing
Duration
4 - More than half the time
Bending or Twisting the Body
Duration
3 - About half the time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
5 - All the time, or almost all the time
Work with Work Group or Team
Importance
4 - Highly important
Frequency
5 - Every day, almost continuously

Workplaces/employers

  • Motion picture production companies
  • Television production companies
  • Theatre production companies
  • Video production companies

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
Speech Clarity
5 - Highest Level
Auditory Attention
4 - High Level
Verbal Ability
4 - High Level
Arm-Hand Steadiness
3 - Moderate Level
Body Flexibility
3 - Moderate Level

Skills

Proficiency or complexity level
Social Perceptiveness
4 - High Level
Oral Communication: Active Listening
3 - Moderate Level
Oral Communication: Oral Comprehension
3 - Moderate Level
Oral Communication: Oral Expression
3 - Moderate Level
Persuading
3 - Moderate Level

Personal Attributes

Importance
Adaptability
5 - Extremely important
Collaboration
5 - Extremely important
Creativity
5 - Extremely important
Social Orientation
5 - Extremely important
Attention to Detail
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: AE

Artistic (A)

Artistic occupations are characterized by the dominance of activities that entail artistic expression to create, compose or produce visual, performing, literary or applied art. These occupations frequently involve working with forms, designs and patterns and often require self-expression and the accomplishment of work without following a clear set of rules.

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.

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

  • Demonstrated ability, based on an audition or previous acting or circus roles, is an important hiring criteria.
  • Membership in a guild or union may be required.

Knowledge

Knowledge level
Arts
3 - Advanced Level
Languages
2 - Intermediate Level
Client Service
1 - Basic Level
Communications and Media
1 - Basic Level
Humanities
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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