View occupational profile

Search the OaSIS
View all occupations A-Z Advanced search

Storekeepers and partspersons

OaSIS code 14401.00

Storekeepers and partspersons sort, store and issue parts and supplies for use by the establishment in which they work and for sale to the public. Apprentices are also included in this unit group.

Overview

Also known as

  • Ammunition storekeeper
  • Automotive partsperson - retail
  • Material keeper
  • Medical supply clerk
  • Motor vehicle parts clerk
  • Parts clerk
  • Parts supplier
  • Partsperson
  • Ship storeman/woman
  • Storekeeper
  • Tool room attendant

Main duties

This group performs some or all of the following duties:

  • Receive and sort incoming parts and supplies
  • Store items in an orderly and accessible manner in a warehouse, tool room, supply room or other area
  • Process incoming requisitions and issue or distribute parts and supplies for internal usage
  • Maintain records of orders and the amount, kind and location of parts and supplies on hand using manual or computerized inventory system
  • Prepare requisition orders to replenish parts and supplies
  • Sell spare and replacement parts for motor vehicles, machinery and equipment in a retail setting
  • Advise retail customers or internal users on appropriateness of parts, supplies or materials requested.

Additional information

  • The Red Seal endorsement allows for interprovincial mobility.
  • Progression to supervisory positions is possible with additional training or experience.
  • Partspersons may specialize in a particular line of parts such as automotive parts, recreational vehicle parts, marine parts, heavy equipment parts, agricultural machinery parts, heating, ventilating and air conditioning parts or refrigeration parts.

Similar occupations classified elsewhere

Exclusions:

  • Shippers and receivers (14400)
  • Purchasing and inventory control workers (14403)
  • Parts clerks supervisor (in 12013.00 Supervisors, supply chain, tracking and scheduling coordination occupations)

Skills match:

View occupations with similar skills and abilities requirements

NOC hierarchy breakdown

NOC version

NOC 2021 Version 1.0

Broad occupational category

1 – Business, finance and administration occupations

TEER

4 – Occupations usually require a secondary school diploma; or several weeks of on-the-job training

Major group

14 – Administrative and financial support and supply chain logistics occupations

Sub-major group

144 – Supply chain logistics, tracking and scheduling coordination occupations

Minor group

1440 – Supply chain logistics, tracking and scheduling coordination occupations

Unit group

14401 – Storekeepers and partspersons

Occupational profile

14401.00 – Storekeepers and partspersons

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
Controlling Machines and Processes
3 - Moderate Level
Handling and Moving Objects
3 - Moderate Level
Interacting with Computers
3 - Moderate Level
Performing for or Working Directly with the Public
3 - Moderate Level
Performing General Physical Activities
3 - Moderate 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
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
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

  • Construction companies
  • Establishements throughout the private and public sector
  • Forestry companies
  • Hospitals
  • Manufacturing companies
  • Mining companies
  • Repair shops
  • Retail establishments
  • Warehouses
  • Wholesale establishments

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
3 - Moderate Level
Gross Body Equilibrium
3 - Moderate Level
Manual Dexterity
3 - Moderate Level
Static Strength
3 - Moderate Level
Trunk Strength
3 - Moderate Level

Skills

Proficiency or complexity level
Management of Material Resources
3 - Moderate Level
Coordinating
2 - Low Level
Critical Thinking
2 - Low Level
Decision Making
2 - Low Level
Digital Literacy
2 - Low Level

Personal Attributes

Importance
Attention to Detail
4 - Highly important
Collaboration
4 - Highly important
Active Learning
3 - Important
Adaptability
3 - Important
Concern for Others
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: CRE

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.

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.

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.

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.
  • Completion of a three-year apprenticeship program or completion of specialized training in high school and a one-year college program for partspersons may be required.
  • Trade certification for partspersons is available, but voluntary, in all provinces and territories.
  • Experience in a related clerical occupation, or as a warehouse worker, may be required for partspersons.
  • Red Seal endorsement is also available to qualified partspersons upon successful completion of the interprovincial Red Seal examination.

Knowledge

Knowledge level
Clerical
2 - Intermediate Level
Client Service
2 - Intermediate Level
Logistics
2 - Intermediate Level
Accounting
1 - Basic 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.

Report a problem on this page
Date modified: