View occupational profile

Search the OaSIS
View all occupations A-Z Advanced search

Contractors and supervisors, heavy equipment operator crews

OaSIS code 72021.00

Contractors and supervisors of heavy equipment operator crews supervise and coordinate the activities of workers classified in the following unit groups: Crane operators (72.500), Water well drillers (72.501), Heavy equipment operators (73.400), Drillers and blasters – surface mining, quarrying and construction (73.402), Railway yard and track maintenance workers (74.200), Public works maintenance equipment operators and related workers (74.205), Longshore workers (75.100), Material handlers (75.101), and Public works and maintenance labourers (75.212).

Overview

Also known as

  • Demolition foreman/woman
  • Drilling and blasting foreman/woman - construction
  • Excavating contractor
  • Heavy equipment operators supervisor
  • Logging road construction foreman/woman
  • Oil field construction supervisor
  • Paving contractor
  • Pipeline construction supervisor
  • Railway gang foreman/woman
  • Railway section foreman/woman
  • Railway track maintenance foreman/woman
  • Road maintenance foreman/woman
  • Track foreman/woman - railway
  • Water well drilling supervisor

Main duties

This group performs some or all of the following duties:

  • Supervise, coordinate and schedule the activities of workers who operate cranes and construction, paving, drilling, railway maintenance and other similar heavy equipment
  • Establish methods to meet work schedules and coordinate work activities with other project supervisors or managers
  • Requisition materials and supplies
  • Resolve work problems and recommend measures to improve productivity
  • Train or arrange for training of workers
  • Recommend personnel actions such as hirings and promotions
  • Prepare production and other reports
  • May manage the operations of own company
  • May also supervise, coordinate and schedule the activities of related apprentices, helpers and labourers.

Additional information

  • There is some mobility between occupations classified in this unit group.
  • Small businesses' contractors may execute tasks within their trade area of expertise, which is generally not the case for supervisors or contractors associated with a medium or large business.

Similar occupations classified elsewhere

Exclusions:

  • Supervisors, logging and forestry (82010)

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

720 – Technical trades contractors and supervisors

Minor group

7202 – Contractors and supervisors, technical maintenance trades and heavy equipment and transport operators

Unit group

72021 – Contractors and supervisors, heavy equipment operator crews

Occupational profile

72021.00 – Contractors and supervisors, heavy equipment operator crews

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
Supervising Subordinates
5 - Highest Level
Communicating with Coworkers
4 - High Level
Coordinating the Work and Activities of Others
4 - High Level
Resolving Conflicts and Negotiating with Others
4 - High Level
Analyzing Data or Information
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
3 - More than 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
4 - Close (at arm’s length)

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
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
4 - Every day, a few times per day

Workplaces/employers

  • Cargo handlers
  • Construction companies
  • Drilling and blasting contractors
  • Governments
  • Heavy equipment contractors
  • Industrial companies
  • Manufacturing and processing companies
  • Marine cargo handling companies
  • Mining companies
  • Mining, quarrying and construction 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
Multitasking
4 - High Level
Auditory Attention
3 - Moderate Level
Categorization Flexibility
3 - Moderate Level
Deductive Reasoning
3 - Moderate Level
Depth Perception
3 - Moderate Level

Skills

Proficiency or complexity level
Instructing
4 - High Level
Management of Financial Resources
4 - High Level
Management of Material Resources
4 - High Level
Management of Personnel Resources
4 - High Level
Time Management
4 - High Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Analytical Thinking
4 - Highly important
Collaboration
4 - Highly important
Independence
4 - Highly important
Innovativeness
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: ECR

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.

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.

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.
  • Several years of experience in the occupation supervised is required.
  • Journeyman/woman trade certification in a relevant trade may be required.

Knowledge

Knowledge level
Business Management
3 - Advanced Level
Vehicle, Machinery and Equipment Operations
3 - Advanced Level
Clerical
2 - Intermediate Level
Human Resources and Labour relations
2 - Intermediate Level
Languages
2 - Intermediate 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.

Report a problem on this page
Date modified: