View occupational profile

Search the OaSIS
View all occupations A-Z Advanced search

Weavers, knitters and other fabric making occupations

OaSIS code 94131.00

Weavers, knitters and other workers in fabric making occupations operate machines to process yarn or thread into woven, non-woven and knitted products such as cloth, lace, carpets, rope, industrial fabric, hosiery and knitted garments or to quilt and embroider fabric. This unit group also includes workers who perform activities such as reproducing patterns, drawing-in and tying warps and setting up looms.

Overview

Also known as

  • Carpet weaver
  • Drawer-in - textiles
  • Drawing-in machine operator
  • Embroidery machine operator
  • Hosiery knitter
  • Knitter - textiles
  • Knitting machine operator
  • Loom operator
  • Mattress sewing machine operator
  • Pinning machine operator
  • Quilting machine operator
  • Tufting operator
  • Warp knitting machine tender
  • Warp tier-in
  • Weaver - textiles

Main duties

This group performs some or all of the following duties:

  • Set up looms or other processing machines
  • Read loom patterns and prepare loom pattern mechanisms for processing
  • Operate looms to weave yarn or thread into textile fabrics or products
  • Operate machines that produce twine, ropes or nets
  • Operate batteries of knitting machines to produce knitted fabric, hosiery, garments or other products
  • Operate carpet tufting machines, felt making needle-punch machines and other machines to produce textile products
  • Operate large automatic multi-needle machines to embroider material or to sew lengths of several layers of material to make yard goods, quilts or mattress coverings
  • Patrol machines and check fabrics or products for defects and to verify efficient operation
  • Investigate machine stoppages
  • Repair minor mechanical problems such as broken or defective needles
  • Notify supervisor or repairers of mechanical malfunctions.

Additional information

  • Mobility among employers may be limited by differences in machines and products.
  • Progression to textile machinery mechanics and repairers or to supervisory positions is possible with experience and training.

Similar occupations classified elsewhere

Exclusions:

  • Supervisors, textile, fabric, fur and leather products processing and manufacturing (92015)
  • Industrial sewing machine operators (94132)
  • Textile machinery mechanic (in 72400.02 Textile machinery mechanics and repairers)
  • Craft weaver; Hand knitter (in 53124.07 Weavers)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

9 – Occupations in manufacturing and utilities

TEER

4 – Occupations usually require a secondary school diploma; or several weeks of on-the-job training

Major group

94 – Machine operators, assemblers and inspectors in processing, manufacturing and printing

Sub-major group

941 – Processing and manufacturing machine operators and related production workers

Minor group

9413 – Machine operators and related workers in textile, fabric, fur and leather products processing and manufacturing

Unit group

94131 – Weavers, knitters and other fabric making occupations

Occupational profile

94131.00 – Weavers, knitters and other fabric making occupations

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
Controlling Machines and Processes
4 - High Level
Handling and Moving Objects
3 - Moderate Level
Inspecting Equipment, Structures, or Material
3 - Moderate Level
Monitoring Processes, Materials, or Surroundings
3 - Moderate Level
Performing General Physical Activities
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
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
2 - Less than half the time
Standing
Duration
4 - More than half the time
Bending or Twisting the Body
Duration
4 - More than half the time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
3 - About half 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

  • Garment manufacturing companies
  • Mattress manufacturing companies
  • Textile 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
Finger Dexterity
4 - High Level
Arm-Hand Steadiness
3 - Moderate Level
Auditory Attention
3 - Moderate Level
Body Flexibility
3 - Moderate Level
Colour Perception
3 - Moderate Level

Skills

Proficiency or complexity level
Operation and Control
3 - Moderate Level
Operation Monitoring of Machinery and Equipment
3 - Moderate Level
Quality Control Testing
3 - Moderate Level
Troubleshooting
3 - Moderate Level
Equipment and Tool Selection
2 - Low Level

Personal Attributes

Importance
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Stress Tolerance
4 - Highly important
Adaptability
3 - Important
Analytical Thinking
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: RCI

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.

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.

Investigative (I)

Investigative occupations are characterized by the dominance of activities that entail the observation and systematic or creative investigation of physical, biological, or cultural phenomena. These occupations require an extensive amount of thinking and frequently involve working with ideas, searching for facts and figuring out problems mentally.

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

  • On-the-job training is provided for periods up to several months, depending on the complexity of the product, whether equipment set-up and maintenance is done by the operator, and the number of machines operated.
  • Previous experience as a labourer in the same company may be required for some operators in this group.

Knowledge

Knowledge level
Electrical and Electronics
1 - Basic Level
Languages
1 - Basic Level
Manufacturing, Processing and Production
1 - Basic Level
Mathematics
1 - Basic Level
Vehicle, Machinery and Equipment Operations
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.

Report a problem on this page
Date modified: