Details Report for:
11-9199.02 - Compliance Managers
Plan, direct, or coordinate activities of an organization to ensure compliance with ethical or regulatory standards.
This title represents an occupation for which data collection is currently underway.
Tasks | Interests | Work Values | Education | Wages & Employment
Tasks Save Table (XLS/CSV)
- Direct the development or implementation of compliance-related policies and procedures throughout an organization.
- Verify that all firm and regulatory policies and procedures have been documented, implemented, and communicated.
- Assess product, compliance, or operational risks and develop risk management strategies.
- Conduct or direct the internal investigation of compliance issues.
- Conduct periodic internal reviews or audits to ensure that compliance procedures are followed.
- Design or implement improvements in communication, monitoring, or enforcement of compliance standards.
- Disseminate written policies and procedures related to compliance activities.
- File appropriate compliance reports with regulatory agencies.
- Identify compliance issues that require follow-up or investigation.
- Keep informed regarding pending industry changes, trends, and best practices and assess the potential impact of these changes on organizational processes.
- Monitor compliance systems to ensure their effectiveness.
- Oversee internal reporting systems such as corporate compliance hotlines and inform employees about these systems.
- Prepare management reports regarding compliance operations and progress.
- Provide assistance to internal and external auditors in compliance reviews.
- Provide employee training on compliance related topics, policies, or procedures.
- Report violations of compliance or regulatory standards to duly authorized enforcement agencies as appropriate or required.
- Review communications such as securities sales advertising to ensure there are no violations of standards or regulations.
- Advise internal management or business partners on the implementation and operation of compliance programs.
- Collaborate with human resources departments to ensure the implementation of consistent disciplinary action strategies in cases of compliance standard violations.
- Discuss emerging compliance issues with management or employees.
- Consult with corporate attorneys as necessary to address difficult legal compliance issues.
- Maintain documentation of compliance activities such as complaints received and investigation outcomes.
- Serve as a confidential point of contact for employees to communicate with management, seek clarification on issues or dilemmas, or report irregularities.
- Verify that software technology is in place to adequately provide oversight and monitoring in all required areas.
Interests Save Table (XLS/CSV)
 Occupational Interest |
Interest |
|
|---|---|---|
78   |
Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow. | |
| 72 |
Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business. | |
| 45 |
Investigative — Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally. | |
| 45 |
Realistic — Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others. | |
| 11 |
Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others. | |
| 6 |
Artistic — Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules. | |
Work Values Save Table (XLS/CSV)
Extent |
Work Value |
|
|---|---|---|
| 67 |
Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. | |
| 67 |
Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. | |
| 61 |
Independence — Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. | |
| 61 |
Recognition — Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. | |
| 61 |
Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. | |
| 58 |
Working Conditions — Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. | |
Education
Education data collected from Managers, All Other.
Percentage of Respondents |
Education Level Attained |
|---|---|
| 55 |
Bachelor's degree or higher |
| 27 |
Some college |
| 17 |
High school or less |
Source: Bureau of Labor Statistics
survey of employees aged 25-44.
Wages & Employment Trends
National
Median wages data collected from Managers, All Other.
Employment data collected from Managers, All Other.
| Category | Occupation Information |
|---|---|
| Median wages (2008) | $43.38 hourly, $90,230 annual |
| Employment (2006) | 870,000 employees |
| Projected growth (2006-2016) | 
Average (7% to 13%)
|
| Projected need (2006-2016) | 233,000 additional employees |
State & National
Source: Bureau of Labor Statistics 2008 wage data
and 2006-2016 employment projections
.
"Projected growth" represents the estimated change in total employment over the projections period (2006-2016). "Projected need" represents job openings due to growth and net replacement.