Summary Report for:
27-2023.00 - Umpires, Referees, and Other Sports Officials
Officiate at competitive athletic or sporting events. Detect infractions of rules and decide penalties according to established regulations.
Sample of reported job titles:
Horse Show Judge, Judge, Major League Baseball Umpire, Dressage Judge, Referee, Basketball Referee, Commissioner of Officials, Director of Officiating, Diving Judge, Ground Jury President
Tasks | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment
Tasks
- Officiate at sporting events, games, or competitions, to maintain standards of play and to ensure that game rules are observed.
- Judge performances in sporting competitions in order to award points, impose scoring penalties, and determine results.
- Inspect sporting equipment and/or examine participants in order to ensure compliance with event and safety regulations.
- Keep track of event times, including race times and elapsed time during game segments, starting or stopping play when necessary.
- Signal participants or other officials to make them aware of infractions or to otherwise regulate play or competition.
- Verify scoring calculations before competition winners are announced.
- Resolve claims of rule infractions or complaints by participants and assess any necessary penalties, according to regulations.
- Start races and competitions.
- Teach and explain the rules and regulations governing a specific sport.
- Verify credentials of participants in sporting events, and make other qualifying determinations such as starting order or handicap number.
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Knowledge
No knowledge met the minimum score.
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Skills
| Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
| Reading Comprehension — Understanding written sentences and paragraphs in work related documents. |
| 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. |
| Speaking — Talking to others to convey information effectively. |
| Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
| Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making. |
| Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do. |
| Coordination — Adjusting actions in relation to others' actions. |
| Negotiation — Bringing others together and trying to reconcile differences. |
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Abilities
| Far Vision — The ability to see details at a distance. |
| Oral Expression — The ability to communicate information and ideas in speaking so others will understand. |
| Near Vision — The ability to see details at close range (within a few feet of the observer). |
| Speech Clarity — The ability to speak clearly so others can understand you. |
| Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences. |
| 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. |
| Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense. |
| Flexibility of Closure — The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material. |
| Speed of Closure — The ability to quickly make sense of, combine, and organize information into meaningful patterns. |
| 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). |
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Work Activities
| Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems. |
| 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. |
| Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
| Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job. |
| Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
| Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people. |
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Work Context
| Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer? |
| Importance of Being Exact or Accurate — How important is being very exact or highly accurate in performing 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? |
| Work With Work Group or Team — How important is it to work with others in a group or team in this job? |
| Spend Time Standing — How much does this job require standing? |
| Level of Competition — To what extent does this job require the worker to compete or to be aware of competitive pressures? |
| Physical Proximity — To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
| Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job? |
| Impact of Decisions on Co-workers or Company Results — How do the decisions an employee makes impact the results of co-workers, clients or the company? |
| Telephone — How often do you have telephone conversations in this job? |
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Job Zone
| Title |
Job Zone Three: Medium Preparation Needed |
| Overall Experience |
Previous work-related skill, knowledge, or experience is required for these occupations. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job. |
| Job Training |
Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training with experienced workers. |
| Job Zone Examples |
These occupations usually involve using communication and organizational skills to coordinate, supervise, manage, or train others to accomplish goals. Examples include funeral directors, electricians, forest and conservation technicians, legal secretaries, interviewers, and insurance sales agents. |
| SVP Range |
(6.0 to < 7.0) |
| Education |
Most occupations in this zone require training in vocational schools, related on-the-job experience, or an associate's degree. Some may require a bachelor's degree. |
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Interests
Interest code: ESR
| 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. |
| Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others. |
| 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. |
| 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. |
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Work Styles
| Integrity — Job requires being honest and ethical. |
| Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
| Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations. |
| Attention to Detail — Job requires being careful about detail and thorough in completing work tasks. |
| 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. |
| Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction. |
| Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
| Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
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Work Values
| 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. |
| Independence — Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
| 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. |
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Related Occupations
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Wages & Employment Trends
National
| Median wages (2006) |
$22,880 annual |
| Employment (2006) |
19,000 employees |
| Projected growth (2006-2016) |
Faster than average (14% to 20%)
|
| Projected need (2006-2016) |
8,000 additional employees |
State & National
Source: Bureau of Labor Statistics 2006 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.
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