How To Complete Tsa Charts And Search The Noc Career Handbook For Potentially Suitable Occupations 60c5f

An Introductory Transferable Skills Analysis (TSA) Approach How to complete TSA charts and search the NOC-Career Handbook to generate a list of potentially suitable occupations based on worker’s experience and demonstrated aptitudes. A client’s historical estimated aptitude profile may be considered to generate options for further exploration and may thus be derived from past jobs using a transferable skills analysis approach. A transferable skills analysis is the process of analyzing the qualification profile of the individual’s work history as a means of identifying employment potential. The assumption is that if an individual performed an occupation and was competent at the occupation, then he/she must possess at least the level of aptitudes required for that occupation. In more detail, a transferability of skills analysis is a methodical approach for estimating the vocational potential of an individual. Information pertaining to the educational, employment, physical, social and/or psychological status of the individual is significant to the process of determining vocational potential. By quantifying these experiences and competencies in the same as used in the National Occupational Classification (NOC) – Career Handbook, conclusions can be drawn with respect to the level of match between the abilities of an individual and the demands of various occupations. The NOC offers analyses of over 30,000 occupations, based on studies of the actual work performed by Canadians. It attempts to quantify various aspects of a particular job such as aptitudes, work preferences, physical activities, body positions, strength, environmental conditions and education/training indicators for example, thereby developing a Worker Qualification Profile (WQP) for each occupation described. The WQP allows one to determine the levels of employment aptitude required to competently perform the essential demands of any occupation, as well as the level of physical demand, vocational interests, academic requirements, temperaments, environmental conditions and training requirements associated with each of the occupations defined in the NOC. It should be noted that a WQP profile developed using historical data does not necessarily reflect the individual’s true potential in that he or she may in fact be functioning at a higher or lower level, which can be measured by means of formal vocational testing. The following is a TSA analysis of a sample client. (This sample client has had the following jobs: swimming pool installer, small appliance repairer, fork lift operator, roofers. He completed the CWPI and his interest code is OMD) HOW TO FIND THE NOC-CH CODE OF WORK HISTORY JOBS: 1. 2. 3. 4.

Got to http://noc.esdc.gc.ca/English/home.aspx and click Career Handbook Click ADVANCE SEARCH in the navigation left side of page Click SEARCH BY KEYWORD Type Swimming Pool Installer and check the first four sections of the list

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5.

Click SEARCH and the result(s) will show the Occupational Title with NOC-CH Code –

6.

Click on the occupational title, you will get all the occupational descriptors such as aptitude profile, interest codes, and Data People Thing (DPT) profile.

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Note: If you get more that one occupational title in the search, choose the occupational title that best reflects the job performed by the client by reviewing its introductory statement, examples of job titles, and main characteristics. Repeat the process above for all the jobs in the work history to complete the TSA chart. This sample shows the profile summary of a person whose work history is made up by the following four occupational titles: 1. Installer and Servicers NOC-CH 7441 2. Roofers NOC-CH 7291.1 3. Appliance Servicers and Repairers NOC-CH 7332.1 4. Material Handler NOC-CH 7452.2

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WORK HISTORY PROFILE SUMMARY DATA, WORK HISTORY APTITUDES PEOPLE INTERESTS , THINGS OCCUPATION NOC # G V N S P Q K F M D P T Installers 7441 3 4 4 3 3 4 3 4 3 6 8 4 O M I Roofers 7291.1 3 4 3 3 3 4 3 3 3 5 8 4 M O I Appliance 7332.1 M I 3 3 3 3 3 4 3 3 3 3 6 4 O Repairers Material Handler 7452.2 4 4 4 4 4 4 3 4 3 6 8 4 O M I

COMPOSITE TRANSFERABLE SKILLS PROFILE

DATA, PEOPLE THINGS

APTITUDES

G V (Best of) 3 3 LEGEND: 1=highest 10% of the working population (High) 2= Upper third, exclusive of the highest 10% (Above Average) 3= Middle third of the working population (Average) 4=Lowest third, exclusive of the lowest 10% (Below Average 5= Lowest 10% of the working population (Low)

N 3

S 3

P 3

Q 4

K 3

F 3

M 3

3-6-4

INTERESTS (from CWPI result)

1 O

2 M

3 D

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Table #4 TSA APTITUDE RATINGS RESULTS An individual's overall capacity to learn the skills needed to Level perform job duties is based on his or her specific aptitudes for acquiring information and transforming it into action.

Qualitative

G

General Learning Ability - Ability to "catch on" or understand instructions and underlying principles; to reason and make judgments.

3

Average

V

Verbal Ability - Ability to understand the meaning of words and the ideas associated with them, and to use them effectively; to comprehend language, to understand relationships between words and to understand the meaning of whole sentences and paragraphs; to present information or ideas clearly.

3

Average

N

Numerical Ability - The ability to carry out arithmetic operations quickly and accurately.

3

Average

S

Spatial Perception – Ability to think visually about geometric forms and comprehend the twodimensional representation of three-dimensional objects; to recognize the relationships resulting from the movement of objects in space. May be used in such tasks as blueprint reading and in solving geometry problems. Frequently described as the ability to "visualize" objects of two or three dimensions.

3

Average

P

Form Perception – Ability to perceive pertinent detail in objects and in pictorial and graphic material; to make visual comparisons and discriminations and to see slight differences in shapes and shadings of figures and widths and lengths of lines

3

Average

Q

Clerical Perception – Ability to perceive pertinent detail in verbal or tabular material; to observe differences in copy, to proofread words and numbers, and to avoid perceptual errors in arithmetical computation.

4

Below Average

K

Motor Co-ordination - Ability to co-ordinate eyes, hands and fingers rapidly and accurately when required to respond with precise movements.

3

Average

F

Finger Dexterity – The ability to move the fingers and manipulate small objects with the fingers rapidly or accurately.

3

Average

M

Manual Dexterity – Ability to move the fingers and manipulate small objects with the fingers rapidly and/or accurately.

3

Average

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Table #5 TRANSFERABLE Data/Information-People-Things Non-tangible information, knowledge and concepts related to data, people and things that are obtained by observation, investigation, visualization and mental creation. Written data take the form of numbers, words and symbols. Other data are ideas, conceptualization and oral verbalization. D – Data / Information P – People T – Things 0 – Synthesizing 1 – Coordinating 2 – Analyzing 3 – Compiling X 4 – Computing 5 – Copying 6 – Comparing 7 - ------8 – Not significant

0 – Mentoring 1 – Negotiating 2 –Instructing-Consulting 3 – Supervising 4 – Diverting 5 – Persuading 6 – Speaking Signalling X 7 – Serving – Assisting 8 – Not significant

0 – Setting up 1 – Precision working 2 – Controlling 3 – Driving – Operating 4 – Operating – Manipulating X 5 – Tending 6 – Feeding – Offbearing 7 – Handling 8 – Not significant

Table #6 INTERESTS The Canadian Work Preference Inventory (CWPI) measures five occupational interests. Description of Interests Based on Tested Interest: D

X

Innovative persons like to explore things in depth and arrive at solutions to problems by experimenting. They are interested in initiating and creating different ways to solve questions and present information. They enjoy scientific subjects. Innovative persons prefer to be challenged with new and unexpected experiences. They adjust to change easily.

I

M

X

O

X

S

Directive persons like to take charge and control situations. They like to take responsibility for projects that require planning, decision making and co-ordinating the work of others. They are able to give direction and instructions easily. They enjoy organizing their own activities. They see themselves as independent and self-directing.

Methodical persons like to have clear rules and organized methods to guide their activities. They prefer working under the direction or supervision of others according to given instructions, or to be guided by established policies and procedures. Methodical persons like to work on one thing until it is completed. They enjoy following a set routine and prefer work that is free from the unexpected. Objective persons enjoy working with tools, equipment, instruments and machinery. They like to repair and/or fabricate things from various materials according to specifications and using established techniques. Objective persons are interested in finding out how things operate and how they are built. Social persons like dealing with people. They enjoy caring for and assisting others in identifying their needs and solving their concerns. Social persons like working and co-operating with others. They prefer to be involved in work that requires interpersonal .

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Table # 7 STRENGTH Strength refers to the use of strength in the handling of loads such as pulling, pushing, lifting and/or moving objects during the work performed, as defined by the national Occupational Classification, Second Editions (NOC). It is important to note that actual strength requirements and physical activities/requirements of a particular occupation can vary from the generic NOC description. It is recommended that the physical demands/strength requirements of a specific occupation be verified by ing potential employers directly to ensure suitability. Limited: Light: Medium: Heavy:

Work activities involve handling loads up to 5 kg. Work activities involve handling loads of 5 kg but less than 10 kg. X Work activities involve handling loads between 10 kg and 20 kg. Work activities involve handling loads more than 20kg.

NOC-CH Occupational Search HOW TO GENERATE LIST OF POTENTIALLY SUITABLE OCCUPATIONS: 1. Go to Career Handbook, click on ADVANCE SEARCH and then click on Search by: Descriptor Scale Ratings

2. Under Aptitudes, enter “the best of values” obtained in the TSA in the first column and do specify a range by adding a value just below that in the first column in the second column (note: do not enter a level 5 in 2nd column) (see picture below)

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3. Scroll below and click SEARCH, you’ll obtain a list of occupational titles that match the aptitudes profile obtained in the TSA (i.e. “The best of” aptitudes values in work history jobs. In this sample client, we obtained a list of 259 occupations which is the starting point for further career exploration.

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Using a transferable skills approach, the general occupational areas for which a client could be considered potentially suitable by reason of his experience have thus be obtained. You can refine or expand the search of occupations by trying other ratings (interests, DPT, education and so on).