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Head Chefs

OaSIS code 62200.01

Head chefs plan and direct food preparation and cooking activities and prepare and cook meals and specialty foods.

Overview

Also known as

  • Chef
  • Executive chef
  • Head chef

Main duties

This group performs some or all of the following duties:

  • Plan and direct food preparation and cooking activities of several restaurants in an establishment, restaurant chains, hospitals or other establishments with food services
  • Consult with clients regarding weddings, banquets and specialty functions
  • Plan menus and ensure food meets quality standards
  • Estimate food requirements and may estimate food and labour costs
  • Supervise activities of sous-chefs, specialist chefs, chefs and cooks
  • Arrange for equipment purchases and repairs
  • Recruit and hire staff
  • May prepare and cook food on a regular basis, or for special guests or functions.

Additional information

  • The Red Seal endorsement allows for interprovincial mobility.
  • Executive chefs may progress to managerial positions in food preparation establishments.
  • There is some mobility among the various types of chefs in this unit group.

Similar occupations classified elsewhere

Exclusions:

  • Restaurant and food service managers (60030)
  • Cooks (63200)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

6 – Sales and service occupations

TEER

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

Major group

62 – Retail sales and service supervisors and specialized occupations in sales and services

Sub-major group

622 – Specialized services occupations

Minor group

6220 – Specialized occupations in services

Unit group

62200 – Chefs

Occupational profile

62200.01 – Head Chefs

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
Staffing
5 - Highest Level
Coaching and Developing Others
4 - High Level
Inspecting Equipment, Structures, or Material
4 - High Level
Managing Resources
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
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
4 - Close (at arm’s length)

Physical Demands

Sitting
Duration
1 - Very little time
Standing
Duration
5 - All the time, or almost all the time
Bending or Twisting the Body
Duration
3 - About half the time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
5 - All the time, or almost all the time
Work with Work Group or Team
Importance
5 - Extremely important
Frequency
5 - Every day, almost continuously

Workplaces/employers

  • Central food commissaries
  • Clubs and similar establishments
  • Hospitals and other health care institutions
  • Hotels
  • Restaurants
  • Ships

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
Fluency of Ideas
4 - High Level
Multi-Signal Response
4 - High Level
Multitasking
4 - High Level
Speed of Limb Movement
4 - High Level
Arm-Hand Steadiness
3 - Moderate Level

Skills

Proficiency or complexity level
Coordinating
4 - High Level
Management of Financial Resources
4 - High Level
Management of Material Resources
4 - High Level
Management of Personnel Resources
4 - High Level
Monitoring
4 - High Level

Personal Attributes

Importance
Adaptability
5 - Extremely important
Attention to Detail
5 - Extremely important
Innovativeness
5 - Extremely important
Stress Tolerance
5 - Extremely important
Active Learning
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: ERA

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.

Artistic (A)

Artistic occupations are characterized by the dominance of activities that entail artistic expression to create, compose or produce visual, performing, literary or applied art. These occupations frequently involve working with forms, designs and patterns and often require self-expression and the accomplishment of work without following a clear set of rules.

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

  • Cook's trade certification or equivalent credentials, training and experience are required.
  • The certifications of Certified Working Chef (CWC) and Certified Chef de Cuisine (CCC), administered by the Canadian Culinary Institute (CCI) of the Canadian Culinary Federation (CCF) are available to qualified chefs.
  • Red Seal endorsement for cooks is also available to qualified chefs upon successful completion of the interprovincial Red Seal examination.
  • Executive chefs usually require management training and several years of experience in commercial food preparation, including two years in a supervisory capacity and experience as a sous-chef, specialist chef or chef.
  • Completion of secondary school is usually required.

Knowledge

Knowledge level
Hospitality
3 - Advanced Level
Business Management
2 - Intermediate Level
Human Resources and Labour relations
2 - Intermediate Level
Mathematics
2 - Intermediate Level
Performance Measurement
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.

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