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Cashiers

OaSIS code 65100.00

Cashiers operate cash registers, optical price scanners, computers or other equipment to record and accept payment for the purchase of goods, services and admissions.

Overview

Also known as

  • Box office cashier
  • Cafeteria cashier
  • Grocery store cashier
  • Movie theatre cashier
  • Office cashier
  • Racetrack cashier
  • Self-serve gas bar cashier

Main duties

This group performs some or all of the following duties:

  • Greet customers
  • Establish or identify price of goods, services or admission and tabulate total payment required using electronic or other cash register, optical price scanner or other equipment
  • Weigh produce and bulk foods
  • Receive and process payments by cash, cheque, credit card or automatic debit
  • Wrap or place merchandise in bags
  • Provide information to customers
  • Assist sports spectators and theatre patrons with seat selection
  • Calculate foreign currency exchange
  • Calculate total payments received at end of work shift and reconcile with total sales
  • Verify the age of customers when selling lottery tickets, alcohol or tobacco products
  • May accept reservations and take-out orders
  • May also stock shelves and clean check-out counter area.

Additional information

  • Cashiers may progress to supervisory positions, such as head cashier, with additional training or experience.

Similar occupations classified elsewhere

Exclusions:

  • Retail salespersons and visual merchandisers (64100)
  • Customer services representatives - financial institutions (64400)
  • Service station attendants (65101)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

6 – Sales and service occupations

TEER

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

Major group

65 – Sales and service support occupations

Sub-major group

651 – Sales support occupations

Minor group

6510 – Cashiers and other sales support occupations

Unit group

65100 – Cashiers

Occupational profile

65100.00 – Cashiers

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
3 - Moderate Level
Assisting and Caring for Others
2 - Low Level
Communicating with Persons Outside Organization
2 - Low Level
Controlling Machines and Processes
2 - Low Level
Coordinating the Work and Activities of Others
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
4 - Close (at arm’s length)

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
2 - Less than 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
2 - Somewhat important
Frequency
3 - Once a week or more but not every day

Workplaces/employers

  • Business offices and other services
  • Currency exchange booths
  • Government offices
  • Recreational and sports establishments
  • Restaurants
  • Retail and wholesale establishments
  • Stores
  • Theatres

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
Arm-Hand Steadiness
2 - Low Level
Body Flexibility
2 - Low Level
Dynamic Strength
2 - Low Level
Finger Dexterity
2 - Low Level
Finger-Hand-Wrist Motion
2 - Low Level

Skills

Proficiency or complexity level
Management of Personnel Resources
2 - Low Level
Numeracy
2 - Low Level
Oral Communication: Active Listening
2 - Low Level
Social Perceptiveness
2 - Low Level
Coordinating
1 - Lowest Level

Personal Attributes

Importance
Attention to Detail
4 - Highly important
Adaptability
3 - Important
Collaboration
3 - Important
Concern for Others
3 - Important
Independence
3 - 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: CER

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.

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.

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

  • Some secondary school education is usually required. High school diploma may be required by some employers.
  • A casino gaming licence may be required for cashiers working in gambling casinos.

Knowledge

Knowledge level
Accounting
1 - Basic Level
Clerical
1 - Basic Level
Client Service
1 - Basic Level
Economics
1 - Basic Level
Hospitality
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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