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Food counter attendants and food preparers

OaSIS code 65201.01

Food counter attendants and food preparers prepare, heat and finish cooking simple food items and serve customers at food counters.

Overview

Also known as

  • Cafeteria worker
  • Dietary aide
  • Food counter attendant
  • Food preparer
  • Hospital meal attendant

Main duties

This group performs some or all of the following duties:

  • Take customers' orders
  • Clean, peel, slice and trim foodstuffs using manual and electric appliances
  • Use deep fryer, grill, oven, dispensers and other equipment to prepare fast food items such as sandwiches, hamburgers, fries, salads, ice cream dishes, milkshakes and other beverages
  • Portion, assemble, and wrap food or place it directly on plates for service to patrons, and package take-out food
  • Use equipment to prepare hot beverages such as coffee and tea specialties
  • Serve customers at counters or buffet tables
  • Stock refrigerators and salad bars and keep records of the quantities of food used
  • May receive payment for food items purchased.

Additional information

  • Movement into other occupations within food preparation and service, such as cook or waiter, is possible with further training and experience.
  • There is considerable mobility among jobs in this unit group.

Similar occupations classified elsewhere

Exclusions:

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

6 – Sales and service occupations

TEER

5 – Occupations usually require short-term work demonstration and no formal education

Major group

65 – Sales and service support occupations

Sub-major group

652 – Support occupations in food, accommodation and tourism

Minor group

6520 – Food support occupations

Unit group

65201 – Food counter attendants, kitchen helpers and related support occupations

Occupational profile

65201.01 – Food counter attendants and food preparers

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
Establishing and Maintaining Interpersonal Relationships
3 - Moderate Level
Handling and Moving Objects
3 - Moderate Level
Performing for or Working Directly with the Public
3 - Moderate Level
Performing General Physical Activities
3 - Moderate Level
Analyzing Data or Information
2 - Low 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
4 - Close (at arm’s length)

Physical Demands

Sitting
Duration
1 - Very little time
Standing
Duration
4 - More than half the time
Bending or Twisting the Body
Duration
3 - About 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
3 - Important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Cafeterias
  • Coffee shops
  • Fast-food outlets
  • Hospitals
  • Hotels
  • Private clubs
  • Restaurants

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
Dynamic Strength
4 - High Level
Gross Body Coordination
4 - High Level
Stamina
4 - High Level
Arm-Hand Steadiness
3 - Moderate Level
Auditory Attention
3 - Moderate Level

Skills

Proficiency or complexity level
Numeracy
2 - Low Level
Quality Control Testing
2 - Low Level
Coordinating
1 - Lowest Level
Critical Thinking
1 - Lowest Level
Decision Making
1 - Lowest Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Collaboration
4 - Highly important
Concern for Others
4 - Highly important
Stress Tolerance
4 - Highly important
Analytical Thinking
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: RCS

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.

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.

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

  • On-the-job training is provided.
  • Some secondary school education is usually required.

Knowledge

Knowledge level
Client Service
1 - Basic Level
Hospitality
1 - Basic Level
Languages
1 - Basic Level
Mathematics
1 - Basic Level
Accounting
0 – Not applicable

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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