View occupational profile

Search the OaSIS
View all occupations A-Z Advanced search

Electrical power line and cable workers

OaSIS code 72203.00

Electrical power line and cable workers construct, maintain and repair overhead and underground electrical power transmission and distribution systems. Apprentices are also included in this unit group.

Overview

Also known as

  • Apprentice lineman/woman - electric power systems
  • Cable installer - electrical power
  • Cable splicer - electrical power
  • Construction lineman/woman - electrical power line
  • Power line patroller
  • Power lineman/woman
  • Powerline technician

Main duties

This group performs some or all of the following duties:

  • Install, maintain, troubleshoot and repair electrical distribution and transmission systems including overhead and underground power lines and cables, insulators, conductors, lightning arrestors, switches, transformers and other associated equipment
  • Erect and maintain steel, wood or concrete poles, towers and guy wires
  • Splice, solder and insulate conductors and related wiring to connect power distribution and transmission networks using splicing tools, related electrical equipment and tools
  • Inspect and test overhead and underground power lines and cables and auxiliary equipment using electrical test equipment
  • Climb ladders or operate hydraulic buckets when working aloft on poles and towers, or work in confined spaces such as trenches and tunnels to install power lines and cables and associated equipment
  • Install and maintain street lighting systems
  • Communicate with other workers to coordinate the preparation and completion of work assignments.

Additional information

  • The Red Seal endorsement allows for interprovincial mobility.
  • Progression to supervisory positions is possible with experience.

Similar occupations classified elsewhere

Exclusions:

  • Power system electricians (72202)
  • Telecommunications line and cable installers and repairers (72204)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

7 – Trades, transport and equipment operators and related occupations

TEER

2 – Occupations usually require a college diploma or apprenticeship training of two or more years; or supervisory occupations

Major group

72 – Technical trades and transportation officers and controllers

Sub-major group

722 – Technical electrical trades

Minor group

7220 – Technical electrical trades and electrical power line and telecommunications workers

Unit group

72203 – Electrical power line and cable workers

Occupational profile

72203.00 – Electrical power line and cable 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
Handling and Moving Objects
5 - Highest Level
Performing General Physical Activities
5 - Highest Level
Electronic Maintenance
4 - High Level
Evaluating Information to Determine Compliance
4 - High Level
Inspecting Equipment, Structures, or Material
4 - High 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
2 - Less than 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
3 - About half the time
Work with Work Group or Team
Importance
3 - Important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Electric power generation, transmission and distribution companies
  • Electrical contractors
  • Public utility services

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
Gross Body Equilibrium
4 - High Level
Stamina
4 - High Level
Static Strength
4 - High Level
Trunk Strength
4 - High Level
Arm-Hand Steadiness
3 - Moderate Level

Skills

Proficiency or complexity level
Preventative Maintenance
4 - High Level
Repairing
4 - High Level
Troubleshooting
4 - High Level
Coordinating
3 - Moderate Level
Critical Thinking
3 - Moderate 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: RIC

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.

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.

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

  • Completion of secondary school is usually required.
  • Completion of a provincial three- or four-year lineman/woman apprenticeship program or a combination of over four years of work experience in the trade and some high school, college or industry courses in electrical technology is usually required for electrical power line and cable workers.
  • Trade certification for powerline technicians is available, but voluntary, in Newfoundland and Labrador, Nova Scotia, Prince Edward Island, New Brunswick, Ontario, Saskatchewan, Alberta, British Columbia, the Yukon, the Northwest Territories and Nunavut.
  • Trade certification for powerline technicians (construction) is available, but voluntary, in Newfoundland and Labrador.
  • Trade certification for distribution construction linemen/women is available, but voluntary, in New Brunswick.
  • Red Seal endorsement is also available to qualified powerline technicians upon successful completion of the interprovincial Red Seal examination.

Knowledge

Knowledge level
Manufacturing, Processing and Production
2 - Intermediate Level
Vehicle, Machinery and Equipment Operations
2 - Intermediate Level
Building and Construction
1 - Basic Level
Business Management
1 - Basic Level
Clerical
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: