Summary Report for:
13-1061.00 - Emergency Management Specialists
Coordinate disaster response or crisis management activities, provide disaster preparedness training, and prepare emergency plans and procedures for natural (e.g., hurricanes, floods, earthquakes), wartime, or technological (e.g., nuclear power plant emergencies, hazardous materials spills) disasters or hostage situations.
This newly defined occupation contains data obtained through the O*NET data collection program and has not yet been rated for Interests and Work Values.
Sample of reported job titles: Emergency Planner, Emergency Management System Director (EMS Director), Emergency Preparedness Program Specialist, Emergency Management Coordinator, Emergency Preparedness Coordinator, Emergency Services Director, Emergency Management Program Specialist, Emergency Response Team Leader, Emergency Services Program Coordinator, Hazard Mitigation Officer
Tasks | Tools & Technology | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Work Styles | Wages & Employment
Tasks
- Keep informed of activities or changes that could affect the likelihood of an emergency, as well as those that could affect response efforts and details of plan implementation.
- Prepare plans that outline operating procedures to be used in response to disasters/emergencies such as hurricanes, nuclear accidents, and terrorist attacks, and in recovery from these events.
- Propose alteration of emergency response procedures based on regulatory changes, technological changes, or knowledge gained from outcomes of previous emergency situations.
- Maintain and update all resource materials associated with emergency preparedness plans.
- Coordinate disaster response or crisis management activities such as ordering evacuations, opening public shelters, and implementing special needs plans and programs.
- Develop and maintain liaisons with municipalities, county departments, and similar entities in order to facilitate plan development, response effort coordination, and exchanges of personnel and equipment.
- Keep informed of federal, state and local regulations affecting emergency plans, and ensure that plans adhere to these regulations.
- Prepare emergency situation status reports that describe response and recovery efforts, needs, and preliminary damage assessments.
- Design and administer emergency/disaster preparedness training courses that teach people how to effectively respond to major emergencies and disasters.
- Inspect facilities and equipment such as emergency management centers and communications equipment in order to determine their operational and functional capabilities in emergency situations.
Tools & Technology
Tools used in this occupation:
| Desktop computers |
| Notebook computers — Laptop computers |
| Personal computers |
| Radiation detectors — Radiation detection meters |
| Two way radios |
Technology used in this occupation:
| Data base user interface and query software — Federal Emergency Management Information System FEMIS; Relational database software; SoftRisk Technologies SoftRisk SQL |
| Map creation software — Digital Engineering Corporation E-MAPS; ESRI ArcGIS software; Geographic information systems GIS software; MapInfo Professional |
| Project management software — Alert Technologies OpsCenter; Emergency Services Integrators ESi WebEOC; National Center for Crisis and Continuity Coordination NC4 E Team; Strohl Systems Incident Manager |
| Spreadsheet software — Microsoft Excel |
| Word processing software — Microsoft Word |
Knowledge
| Public Safety and Security — Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions. |
| Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
| Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
| English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
| Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
| Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
| Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
| Communications and Media — Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media. |
| Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
| Telecommunications — Knowledge of transmission, broadcasting, switching, control, and operation of telecommunications systems. |
Skills
| Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
| Reading Comprehension — Understanding written sentences and paragraphs in work related documents. |
| Coordination — Adjusting actions in relation to others' actions. |
| Instructing — Teaching others how to do something. |
| Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
| Speaking — Talking to others to convey information effectively. |
| Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Writing — Communicating effectively in writing as appropriate for the needs of the audience. |
| Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making. |
| Time Management — Managing one's own time and the time of others. |
Abilities
| Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences. |
| Oral Expression — The ability to communicate information and ideas in speaking so others will understand. |
| Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. |
| Speech Clarity — The ability to speak clearly so others can understand you. |
| Speech Recognition — The ability to identify and understand the speech of another person. |
| Written Expression — The ability to communicate information and ideas in writing so others will understand. |
| Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense. |
| Written Comprehension — The ability to read and understand information and ideas presented in writing. |
| Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
| Information Ordering — The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
Work Activities
| Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems. |
| Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job. |
| Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them. |
| Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
| Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
Work Context
| Telephone — How often do you have telephone conversations in this job? |
| Electronic Mail — How often do you use electronic mail in this job? |
| Contact With Others — How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
| Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job? |
| Indoors, Environmentally Controlled — How often does this job require working indoors in environmentally controlled conditions? |
| Work With Work Group or Team — How important is it to work with others in a group or team in this job? |
| Structured versus Unstructured Work — To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
| Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer? |
| Coordinate or Lead Others — How important is it to coordinate or lead others in accomplishing work activities in this job? |
| Responsible for Others' Health and Safety — How much responsibility is there for the health and safety of others in this job? |
Job Zone
| Title | Job Zone Four: Considerable Preparation Needed |
| Overall Experience | A minimum of two to four years of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. |
| Job Training | Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. |
| Job Zone Examples | Many of these occupations involve coordinating, supervising, managing, or training others. Examples include accountants, human resource managers, computer programmers, teachers, chemists, and police detectives. |
| SVP Range | (7.0 to < 8.0) |
| Education | Most of these occupations require a four - year bachelor's degree, but some do not. |
There is 1 recognized apprenticeable specialty associated with this occupation:
Production Controller
To learn about specific apprenticeship opportunities, please consult the U.S. Department of Labor State Apprenticeship Information
website.
For general information about apprenticeships, training, and partnerships with
business, visit the U.S. Department of Labor Office of Apprenticeship
website.
Work Styles
| Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| Integrity — Job requires being honest and ethical. |
| Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction. |
| Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations. |
| Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
| Persistence — Job requires persistence in the face of obstacles. |
| Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
| Analytical Thinking — Job requires analyzing information and using logic to address work-related issues and problems. |
| Attention to Detail — Job requires being careful about detail and thorough in completing work tasks. |
| Initiative — Job requires a willingness to take on responsibilities and challenges. |
Wages & Employment Trends
National
| Median wages (2007) | $23.26 hourly, $48,380 annual |
| Employment (2006) | 12,000 employees |
| Projected growth (2006-2016) | 
Average (7% to 13%)
|
| Projected need (2006-2016) | 3,000 additional employees |
State & National
Source: Bureau of Labor Statistics 2007 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.