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Urologists

OaSIS code 31101.04

Urologists diagnose, treat, and help prevent benign and malignant medical and surgical disorders of the genitourinary system and the renal glands.

Overview

Also known as

  • Urologist

Main duties

This group performs some or all of the following duties:

  • Diagnose, treat, and help prevent benign and malignant medical and surgical disorders of the genitourinary system and the renal glands.

Additional information

  • Progression to management positions, such as chief of surgery, is possible with experience.

Similar occupations classified elsewhere

Exclusions:

  • Managers in health care (30010)
  • Specialists in clinical and laboratory medicine (31100)
  • Other professional occupations in health diagnosing and treating (31209)

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

3 – Health occupations

TEER

1 – Occupations usually require a university degree

Major group

31 – Professional occupations in health

Sub-major group

311 – Health treating and consultation services professionals

Minor group

3110 – Physicians and veterinarians

Unit group

31101 – Specialists in surgery

Occupational profile

31101.04 – Urologists

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
Analyzing Data or Information
5 - Highest Level
Applying New Knowledge
5 - Highest Level
Assisting and Caring for Others
5 - Highest Level
Clerical Activities
5 - Highest Level
Evaluating Information to Determine Compliance
5 - Highest 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
3 - More than 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
5 - Physically touching or very close

Physical Demands

Sitting
Duration
3 - About half the time
Standing
Duration
3 - About 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
4 - Every day, a few times per day

Workplaces/employers

  • Hospitals

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
Arm-Hand Steadiness
5 - Highest Level
Categorization Flexibility
5 - Highest Level
Control of Settings
5 - Highest Level
Deductive Reasoning
5 - Highest Level
Finger Dexterity
5 - Highest Level

Skills

Proficiency or complexity level
Critical Thinking
5 - Highest Level
Decision Making
5 - Highest Level
Instructing
5 - Highest Level
Learning and Teaching Strategies
5 - Highest Level
Operation Monitoring of Machinery and Equipment
5 - Highest Level

Personal Attributes

Importance
Adaptability
5 - Extremely important
Analytical Thinking
5 - Extremely important
Attention to Detail
5 - Extremely important
Concern for Others
5 - Extremely important
Independence
5 - Extremely 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: ISR

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.

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.

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.

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 or in Quebec, completion of a college program and one year of pre-medicine university studies is usually required.
  • Graduation from an approved medical school and specific specialty training are required.
  • Completion of the certifying examinations of the Royal College of Physicians and Surgeons of Canada and licensing by the provincial or territorial licensing authority are required.
  • Five to six years of specialty residency training are required.
  • Two years of subspecialty training may also be required.

Knowledge

Knowledge level
Biology
3 - Advanced Level
Languages
3 - Advanced Level
Physical Health
3 - Advanced Level
Mathematics
2 - Intermediate Level
Business Management
1 - Basic 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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