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Central control and process operators, mineral and metal processing

OaSIS code 93100.00

Central control and process operators, mineral and metal processing, operate and monitor multi-function process control machinery and equipment to control the processing of mineral ores, metals or cement.

Overview

Also known as

  • Blast furnace operator
  • Central control caster
  • Central control room operator - primary metal processing
  • Chief flotation operator
  • Console operator - cement manufacturing
  • Pelletizing control operator
  • Roaster operator - primary metal processing
  • Rolling mill control operator

Main duties

This group performs some or all of the following duties:

  • Coordinate and monitor the operation of a particular aspect of mineral ore, metal and cement processing production through control panels, computer terminals or other control systems, usually from a central control room
  • Operate multi-function central process control machinery to grind, separate, filter, melt, roast, treat, refine or otherwise process mineral ores
  • Observe computer printouts, video monitors and gauges to verify specified processing conditions and to make necessary adjustments
  • Coordinate and supervise production crew such as machine and process operators, tenders, assistants and helpers
  • Start up and shut down the production system in cases of emergency or as required by schedule
  • Provide or organize training for members of production crew
  • Maintain shift log of production and other data and prepare production and other reports.

Additional information

  • There is little mobility among the various types of central control and process operators within the mineral and metal processing industry.
  • With experience, central control and process operators may progress to supervisory positions in mineral and metal processing.

Similar occupations classified elsewhere

Exclusions:

  • Casting machine operator - foundry (in 94101.02 Metal casters)
  • Foundry furnace operator (in 94101.03 Foundry furnace operators)

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

3 – Occupations usually require a college diploma or apprenticeship training of less than two years; or more than six months of on-the-job training

Major group

93 – Central control and process operators and aircraft assembly assemblers and inspectors

Sub-major group

931 – Central control and process operators in processing and manufacturing

Minor group

9310 – Central control and process operators in processing and manufacturing

Unit group

93100 – Central control and process operators, mineral and metal processing

Occupational profile

93100.00 – Central control and process operators, mineral and metal processing

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
4 - High Level
Operating Vehicles, Mechanized Devices, or Equipment
4 - High Level
Performing General Physical Activities
4 - High Level
Coordinating the Work and Activities of Others
3 - Moderate Level
Electronic Maintenance
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
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
3 - Important
Frequency
3 - Once a week or more but not every day

Workplaces/employers

  • Aluminum plants
  • Cement manufacturing plants
  • Copper, lead and zinc refineries
  • Precious metal refineries
  • Steel mills
  • Uranium processing plants

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
Control of Settings
4 - High Level
Depth Perception
4 - High Level
Multi-Limb Coordination
4 - High Level
Multi-Signal Response
4 - High Level
Rate Control
4 - High Level

Skills

Proficiency or complexity level
Operation and Control
5 - Highest Level
Operation Monitoring of Machinery and Equipment
5 - Highest Level
Preventative Maintenance
3 - Moderate Level
Quality Control Testing
3 - Moderate Level
Repairing
3 - Moderate Level

Personal Attributes

Importance
Analytical Thinking
4 - Highly important
Collaboration
4 - Highly important
Independence
4 - Highly important
Stress Tolerance
4 - Highly important
Adaptability
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: RIC

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.

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.

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 required.
  • A college diploma may be required for some positions in this group.
  • On-the-job training is provided.
  • Several years of experience as a machine or process operator, usually in the same company or production department, are required.

Knowledge

Knowledge level
Manufacturing, Processing and Production
3 - Advanced Level
Vehicle, Machinery and Equipment Operations
2 - Intermediate Level
Clerical
1 - Basic Level
Electrical and Electronics
1 - Basic Level
Languages
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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