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Supervisors, mining and quarrying

OaSIS code 82020.00

Supervisors in mining and quarrying supervise and coordinate activities of workers engaged in underground and surface mining operations and quarries.

Overview

Also known as

  • Fill foreman/woman - underground mining
  • Mine captain
  • Mine foreman/woman
  • Mine supervisor
  • Quarry supervisor
  • Surface mine supervisor
  • Track boss - underground mining
  • Underground mine foreman/woman

Main duties

This group performs some or all of the following duties:

  • Supervise, coordinate and schedule the activities of workers who extract coal, minerals and ore; operate underground conveyances; and perform other services in support of underground mining, or of heavy equipment operators, drillers, blasters and other workers in surface mining and quarrying
  • Establish methods to meet work schedules and confer with managerial and technical personnel, other departments and contractors to resolve problems and coordinate activities
  • Oversee the safety of the mining or quarrying operations
  • Resolve work problems and recommend measures to improve productivity
  • Requisition materials and supplies
  • Train workers in job duties, safety procedures and company policies
  • Recommend personnel actions such as hirings and promotions
  • Prepare production and other reports.

Additional information

  • Mobility between surface mining, underground mining, coal or metal mining sectors may be limited by differences in production technologies and licensing requirements.
  • There is mobility between employers, especially for supervisors with post-secondary diplomas or degrees.

Similar occupations classified elsewhere

No data has been provided for this section.

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

8 – Natural resources, agriculture and related production occupations

TEER

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

Major group

82 – Supervisors in natural resources, agriculture and related production

Sub-major group

820 – Supervisors in natural resources, agriculture and related production

Minor group

8202 – Contractors and supervisors, mining, oil and gas

Unit group

82020 – Supervisors, mining and quarrying

Occupational profile

82020.00 – Supervisors, mining and quarrying

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
4 - High Level
Communicating with Coworkers
4 - High Level
Coordinating the Work and Activities of Others
4 - High Level
Inspecting Equipment, Structures, or Material
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
3 - More than 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
3 - About half the time

Interpersonal Relations

Contact with Others
Frequency
4 - Every day, a few times per day
Duration
4 - More than half the time
Work with Work Group or Team
Importance
4 - Highly important
Frequency
4 - Every day, a few times per day

Workplaces/employers

  • Coal, metal and non-metallic mineral underground mines
  • Quarries

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
Auditory Attention
4 - High Level
Depth Perception
4 - High Level
Finger-Hand-Wrist Motion
4 - High Level
Glare Tolerance
4 - High Level
Gross Body Coordination
4 - High Level

Skills

Proficiency or complexity level
Equipment and Tool Selection
4 - High Level
Management of Material Resources
4 - High Level
Management of Personnel Resources
4 - High Level
Monitoring
4 - High Level
Preventative Maintenance
4 - High Level

Personal Attributes

Importance
Adaptability
4 - Highly important
Analytical Thinking
4 - Highly important
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Independence
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: 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

  • Several years of experience in the occupations supervised are usually required.
  • Provincial certification as an underground mine supervisor, shift boss, or coal mining supervisor may be required.
  • Completion of a college or university program in mining technology or engineering may be required for some positions in this group.
  • Completion of secondary school is required.

Knowledge

Knowledge level
Business Management
2 - Intermediate Level
Clerical
2 - Intermediate Level
Geological Resources
2 - Intermediate Level
Geoscience
2 - Intermediate Level
Human Resources and Labour relations
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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