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Supervisors, textile, fabric, fur and leather products processing and manufacturing

OaSIS code 92015.00

Supervisors in textile, fabric, fur and leather products processing and manufacturing supervise and coordinate the activities of workers engaged in textile, fabric, fur and leather products processing and manufacturing.

Overview

Also known as

  • Boot and shoe foreman/woman
  • Canvas products manufacturing foreman/woman
  • Dye room supervisor
  • Embroidery supervisor - fabric products
  • Fabric-cutting department foreman/woman
  • Finishing supervisor - textiles
  • Foreman/woman - textile processing
  • Fur dressing foreman/woman
  • Hat and cap makers foreman/woman
  • Knitting supervisor
  • Leather products sample room foreman/woman
  • Sewing machine operators supervisor
  • Stitching department supervisor
  • Tannery foreman/woman

Main duties

This group performs some or all of the following duties:

  • Supervise, coordinate and schedule the activities of production workers who operate machines to process natural, synthetic and hybrid textile fibre, yarn and thread; bleach, dye and finish textiles; operate manufacturing machines to cut, stitch and produce fabric, fur or leather garments and other products; and inspect textile products
  • Establish methods to meet work schedules and coordinate work activities with other departments
  • Resolve work problems and recommend measures to improve productivity and product quality
  • Requisition materials and supplies
  • Train staff in job duties, safety procedures and company policies
  • Recommend personnel actions such as hirings and promotions
  • Prepare production and other reports
  • May set up machines and equipment.

Additional information

  • There is some mobility among supervisory positions in this group.
  • Progression to managerial positions is possible with experience.

Similar occupations classified elsewhere

Exclusions:

  • Textile colour technologist (in 22100.01 Chemical technologists)
  • Master dyer - textiles (in 22100.02 Chemical technicians)
  • Textile technologist (in 22302.01 Industrial engineering and manufacturing technologists)
  • Textile technician (in 22302.02 Industrial engineering and manufacturing technicians)
  • Textile machine mechanic (in 72400.02 Textile machinery mechanics and repairers)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

9 – Occupations in manufacturing and utilities

TEER

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

Major group

92 – Processing, manufacturing and utilities supervisors and utilities operators and controllers

Sub-major group

920 – Supervisors, processing, manufacturing, assembly and fabrication occupations

Minor group

9201 – Supervisors, processing and manufacturing occupations

Unit group

92015 – Supervisors, textile, fabric, fur and leather products processing and manufacturing

Occupational profile

92015.00 – Supervisors, textile, fabric, fur and leather products processing and manufacturing

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
Supervising Subordinates
5 - Highest Level
Coaching and Developing Others
4 - High Level
Communicating with Coworkers
4 - High Level
Coordinating the Work and Activities of Others
4 - High Level
Monitoring Processes, Materials, or Surroundings
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
4 - More than half the time
Bending or Twisting the Body
Duration
2 - Less than half the time

Interpersonal Relations

Contact with Others
Frequency
5 - Every day, almost continuously
Duration
5 - All the time, or almost all the time
Work with Work Group or Team
Importance
4 - Highly important
Frequency
5 - Every day, almost continuously

Workplaces/employers

  • Textile 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
Selective Attention
4 - High Level
Auditory Attention
3 - Moderate Level
Categorization Flexibility
3 - Moderate Level
Deductive Reasoning
3 - Moderate Level
Far Vision
3 - Moderate Level

Skills

Proficiency or complexity level
Management of Material Resources
4 - High Level
Management of Personnel Resources
4 - High Level
Monitoring
4 - High Level
Time Management
4 - High Level
Coordinating
3 - Moderate Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Collaboration
4 - Highly important
Independence
4 - Highly important
Leadership
4 - Highly important
Active Learning
3 - 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

  • Completion of secondary school is usually required.
  • Post-secondary education in textile technology or a related field may be required for some positions in this group.
  • Several years of experience as a worker in the unit group being supervised are usually required.
  • Experience may be required in a specific process, or with a specific product or type of equipment.

Knowledge

Knowledge level
Manufacturing, Processing and Production
3 - Advanced Level
Business Management
2 - Intermediate Level
Clerical
2 - Intermediate Level
Human Resources and Labour relations
2 - Intermediate Level
Languages
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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