View occupational profile

Search the OaSIS
View all occupations A-Z Advanced search

Managers in agriculture

OaSIS code 80020.00

Managers in agriculture plan, organize, direct, control and evaluate the operations and functions of farms. They are responsible for growing crops, raising and breeding livestock, poultry and other animals, marketing farm products and enhancing farms’ sustainability through, notably, the implementation of new technologies.

Overview

Also known as

  • Apiarist
  • Apple grower
  • Chicken farmer
  • Dairy farmer
  • Domestic animal breeder
  • Fruit farmer
  • Hog breeder
  • Horse breeder
  • Maple syrup producer
  • Market gardener
  • Potato farmer
  • Rancher
  • Seed grower
  • Sod farmer
  • Vegetable grower
  • Vineyard manager
  • Viticulturist
  • Wheat farmer

Main duties

This group performs some or all of the following duties:

  • Manage the overall operations of a farm, ranch or orchard
  • Determine the amount and kinds of crops to be grown and livestock to be raised
  • Organize and co-ordinate planting, cultivating and crop harvesting activities; raising and breeding of livestock and poultry
  • Hire and manage farm personnel
  • Establish a marketing program
  • Develop and keep financial and production records
  • Purchase farm machinery, livestock, seed, feed and other supplies
  • Maintain farm machinery, equipment and buildings
  • Perform farming duties.
  • May collect data and use digital technology tools and equipment to enhance the sustainability of the farm.

Additional information

  • Managers in agriculture manage farms of various sizes which may specialize in particular crops such as wheat, apples or potatoes or raise particular livestock such as beef cattle, swine or poultry.

Similar occupations classified elsewhere

Exclusions:

  • Managers in horticulture (80021)
  • Agricultural service contractors and farm supervisors (82030)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

8 – Natural resources, agriculture and related production occupations

TEER

0 – Management occupations

Major group

80 – Middle management occupations in production and agriculture

Sub-major group

800 – Middle management occupations in production and agriculture

Minor group

8002 – Managers in agriculture, horticulture and aquaculture

Unit group

80020 – Managers in agriculture

Occupational profile

80020.00 – Managers in agriculture

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
Monitoring Processes, Materials, or Surroundings
5 - Highest Level
Supervising Subordinates
5 - Highest Level
Coordinating the Work and Activities of Others
4 - High Level
Estimating the Quantifiable Characteristics
4 - High Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
5 - Very high 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
3 - Somewhat close (e.g. share office)

Physical Demands

Sitting
Duration
3 - About half the time
Standing
Duration
3 - About half the time
Bending or Twisting the Body
Duration
2 - Less than half the 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
4 - Highly important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Farms
  • Self-employed

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
Deductive Reasoning
4 - High Level
Far Vision
4 - High Level
Fluency of Ideas
4 - High Level
Inductive Reasoning
4 - High Level
Mathematical Reasoning
4 - High Level

Skills

Proficiency or complexity level
Management of Material Resources
5 - Highest Level
Coordinating
4 - High Level
Decision Making
4 - High Level
Evaluation
4 - High Level
Instructing
4 - High Level

Personal Attributes

Importance
Leadership
5 - Extremely important
Adaptability
4 - Highly important
Analytical Thinking
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
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: ERC

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.

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.

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

  • Extensive farming experience, obtained as a farm supervisor or specialized crop or livestock worker or by working on a farm, is usually required.
  • A university degree or college diploma in agricultural management or other field related to crop or livestock production may be required.

Knowledge

Knowledge level
Agriculture and Horticulture
3 - Advanced Level
Business Management
3 - Advanced Level
Clerical
3 - Advanced Level
Livestock, Farm Animals & Wildlife
3 - Advanced Level
Accounting
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: