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College and other vocational instructors

OaSIS code 41210.00

College and other vocational instructors teach applied arts, academic, technical and vocational subjects to students at community colleges, CEGEPs, agricultural colleges, technical and vocational institutes, language schools and other college level schools. This unit group also includes trainers who are employed by private training establishments, companies, community agencies and governments to deliver internal training or development courses. College teachers who are heads of departments are included in this unit group.

Overview

Also known as

  • College teacher
  • Commercial art instructor
  • Community college teacher
  • Company trainer
  • Computer training instructor
  • Department chairperson - college
  • Department head - general and vocational college (CEGEP)
  • Firefighting instructor
  • General and vocational college (CEGEP) teacher
  • Instructor - technology institute
  • Language school instructor
  • Lecturer - college
  • Legal assistant program teacher
  • Teacher - institute of technology
  • Training officer - company
  • Vocational institute teacher

Main duties

This group performs some or all of the following duties:

  • Teach students using a systematic plan of lectures, demonstrations, discussion groups, laboratory work, shop sessions, seminars, case studies, field assignments and independent or group projects
  • Develop curriculum and prepare teaching materials and outlines for courses
  • Prepare, administer and mark tests and papers to evaluate students' progress
  • Advise students on program curricula and career decisions
  • Provide individualized tutorial or remedial instruction to students who require it
  • Supervise independent or group projects, field placements, laboratory work or hands-on training
  • Supervise teaching assistants
  • May provide consultation services to government, business and other organizations
  • May serve on committees concerned with matters such as budgets, curriculum revision, and course and diploma requirements.

Additional information

  • These instructors specialize in particular fields or areas of study such as visual arts, dental hygiene, welding, engineering technology, policing, computer software, management and early childhood education.

Similar occupations classified elsewhere

Exclusions:

  • Administrators - post-secondary education and vocational training (40020)
  • University professors and lecturers (41200)
  • Secondary school teachers (41220)
  • Other instructors (43109)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

4 – Occupations in education, law and social, community and government services

TEER

1 – Occupations usually require a university degree

Major group

41 – Professional occupations in law, education, social, community and government services

Sub-major group

412 – Professional occupations in education services

Minor group

4121 – College and other vocational instructors

Unit group

41210 – College and other vocational instructors

Occupational profile

41210.00 – College and other vocational instructors

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
Coaching and Developing Others
5 - Highest Level
Training and Teaching
5 - Highest Level
Applying New Knowledge
4 - High Level
Communicating with Coworkers
4 - High Level
Coordinating the Work and Activities of Others
4 - High Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
4 - High 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
3 - About half the time
Standing
Duration
3 - About half the time
Bending or Twisting the Body
Duration
1 - Very little time

Interpersonal Relations

Contact with Others
Frequency
5 - Every day, almost continuously
Duration
3 - About half the time
Work with Work Group or Team
Importance
3 - Important
Frequency
2 - Once a month or more but not every week

Workplaces/employers

  • Agricultural colleges
  • CEGEPs
  • Community agencies
  • Community colleges
  • Companies
  • Language schools
  • Private training establishments
  • Technical institutes
  • Vocational schools

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
Memorizing
4 - High Level
Speech Clarity
4 - High Level
Speech Recognition
4 - High Level
Verbal Ability
4 - High Level
Written Expression
4 - High Level

Skills

Proficiency or complexity level
Instructing
5 - Highest Level
Learning and Teaching Strategies
5 - Highest Level
Evaluation
4 - High Level
Monitoring
4 - High Level
Oral Communication: Active Listening
4 - High Level

Personal Attributes

Importance
Service Orientation
5 - Extremely important
Active Learning
4 - Highly important
Adaptability
4 - Highly important
Attention to Detail
4 - Highly important
Concern for Others
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: SEI

Social (S)

Social occupations are characterized by the dominance of activities that entail the interaction with others to inform, train, aid, develop, cure, or enlighten. These occupations often involve helping or providing service to others, teaching, working or communicating with people.

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.

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

  • A bachelor's degree, a college diploma or demonstrated expertise in the field of instruction is required.
  • A master's degree in the field of instruction may be required.
  • A certificate, diploma or degree in adult education may be required.
  • For instructors of trades, completion of apprenticeship training and industry or trade certification are required. Additional courses in teaching or a provincial teaching certificate may be required.

Knowledge

Knowledge level
Performance Measurement
3 - Advanced Level
Teaching
3 - Advanced Level
Training, Mentoring and Coaching
3 - Advanced Level
Clerical
2 - Intermediate Level
Client Service
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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