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Athletes

OaSIS code 53200.00

Athletes participate in competitive sports events on an amateur or professional basis. They play team sports such as hockey, baseball, football and lacrosse; or compete in individual sports such as skiing, figure skating, boxing or track and field; or in games such as poker or chess.

Overview

Also known as

  • Athlete
  • Baseball player
  • Boxer
  • Figure skater
  • Football player
  • Golfer
  • Harness race driver
  • Hockey player
  • Jockey
  • Professional athlete
  • Skier
  • Sprinter
  • Track athlete

Main duties

This group performs some or all of the following duties:

  • Attend scheduled practice and training sessions
  • Participate in local, regional, provincial, national or international competitions and sporting events
  • Train under the direction of a coach or trainer to qualify for competition
  • Assess performance after an event to identify strengths and weaknesses.

Additional information

No data has been provided for this section.

Similar occupations classified elsewhere

Exclusions:

  • Coaches (53201)
  • Sports officials and referees (53202)
  • Sports instructor (in 54100.01 Program leaders and instructors in recreation and sport)

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

532 – Occupations in sports

Minor group

5320 – Athletes, coaches, referees and related occupations

Unit group

53200 – Athletes

Occupational profile

53200.00 – Athletes

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
Developing Objectives and Strategies
5 - Highest Level
Performing General Physical Activities
5 - Highest Level
Coaching and Developing Others
4 - High Level
Handling and Moving Objects
4 - High Level
Performing for or Working Directly with the Public
4 - High 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
2 - Between 35 to 40 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
3 - Once a week or more but not every day
Duration
4 - More than half the time
Work with Work Group or Team
Importance
4 - Highly important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Professional athletic team organizations
  • Self-employment

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
Body Flexibility
5 - Highest Level
Dynamic Strength
5 - Highest Level
Explosive Strength
5 - Highest Level
Gross Body Coordination
5 - Highest Level
Gross Body Equilibrium
5 - Highest Level

Skills

Proficiency or complexity level
Learning and Teaching Strategies
3 - Moderate Level
Oral Communication: Oral Comprehension
3 - Moderate Level
Critical Thinking
2 - Low Level
Decision Making
2 - Low Level
Evaluation
2 - Low Level

Personal Attributes

Importance
Attention to Detail
5 - Extremely important
Adaptability
4 - Highly important
Collaboration
4 - Highly important
Independence
4 - Highly important
Social Orientation
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: RE

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.

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 in a particular sport, or type of game, is required.
  • Extensive training under the supervision of a coach is required.
  • Certification with a particular sports federation may be required.
  • A background combining athletic training and college or university studies is strongly recommended.

Knowledge

Knowledge level
Recreation, Leisure and Fitness
2 - Intermediate Level
Biology
1 - Basic Level
Languages
1 - Basic Level
Mathematics
1 - Basic Level
Accounting
0 – Not applicable

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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