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Purchasing control workers

OaSIS code 14403.01

Purchasing control workers process purchasing transactions, resolve supply problems and prepare and maintain files, reports and price lists.

Overview

Also known as

  • Procurement clerk
  • Purchase order clerk
  • Purchasing control clerk

Main duties

This group performs some or all of the following duties:

  • Review requisition orders for accuracy and verify that materials, equipment and stock are not available from current inventories
  • Source and obtain price quotations from catalogues and suppliers and prepare purchase orders
  • Calculate cost of orders and charge or forward invoices to appropriate accounts
  • Process purchases within purchasing authority
  • Contact suppliers to schedule deliveries and to resolve shortages, missed deliveries and other problems
  • Prepare and maintain purchasing files, reports and price lists.

Additional information

  • The duties of purchasing and inventory control workers may overlap in some establishments.
  • Progression to supervisory positions or more senior occupations such as purchasing agent or retail buyer is possible with additional training or experience.

Similar occupations classified elsewhere

Exclusions:

  • Procurement and purchasing agents and officers (12102)
  • Storekeepers and partspersons (14401)
  • Retail and wholesale buyers (62101)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

1 – Business, finance and administration occupations

TEER

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

Major group

14 – Administrative and financial support and supply chain logistics occupations

Sub-major group

144 – Supply chain logistics, tracking and scheduling coordination occupations

Minor group

1440 – Supply chain logistics, tracking and scheduling coordination occupations

Unit group

14403 – Purchasing and inventory control workers

Occupational profile

14403.01 – Purchasing control workers

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
Clerical Activities
3 - Moderate Level
Establishing and Maintaining Interpersonal Relationships
3 - Moderate Level
Inspecting Equipment, Structures, or Material
3 - Moderate Level
Interacting with Computers
3 - Moderate Level
Planning and Organizing
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
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
4 - More than half the time
Standing
Duration
1 - Very little time
Bending or Twisting the Body
Duration
1 - Very little time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
4 - More than half the time
Work with Work Group or Team
Importance
3 - Important
Frequency
3 - Once a week or more but not every day

Workplaces/employers

  • Government agencies
  • Manufacturing companies
  • Retail sales establishments
  • Wholesale 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
Mathematical Reasoning
3 - Moderate Level
Near Vision
3 - Moderate Level
Numerical Ability
3 - Moderate Level
Speech Recognition
3 - Moderate Level
Categorization Flexibility
2 - Low Level

Skills

Proficiency or complexity level
Management of Material Resources
3 - Moderate Level
Negotiating
3 - Moderate Level
Numeracy
3 - Moderate Level
Coordinating
2 - Low Level
Critical Thinking
2 - Low Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Independence
4 - Highly important
Stress Tolerance
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: CE

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.

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.
  • Courses in purchasing management may be required for purchasing control workers.

Knowledge

Knowledge level
Clerical
3 - Advanced Level
Logistics
2 - Intermediate Level
Accounting
1 - Basic Level
Business Management
1 - Basic Level
Economics
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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