Summary Report for:
27-4012.00 - Broadcast Technicians
Set up, operate, and maintain the electronic equipment used to transmit radio and television programs. Control audio equipment to regulate volume level and quality of sound during radio and television broadcasts. Operate radio transmitter to broadcast radio and television programs.
Sample of reported job titles:
Master Control Operator (MCO), Broadcast Engineer, Broadcast Technician, Production Assistant, Broadcast Maintenance Engineer, Broadcast Operations Engineer, Board Operator, Master Control Supervisor, Newcast Director, Operations Technician
Tasks | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment
Tasks
- Maintain programming logs, as required by station management and the Federal Communications Commission.
- Control audio equipment to regulate the volume and sound quality during radio and television broadcasts.
- Monitor strength, clarity, and reliability of incoming and outgoing signals, and adjust equipment as necessary to maintain quality broadcasts.
- Regulate the fidelity, brightness, and contrast of video transmissions, using video console control panels.
- Observe monitors and converse with station personnel to determine audio and video levels and to ascertain that programs are airing.
- Preview scheduled programs to ensure that signals are functioning and programs are ready for transmission.
- Select sources from which programming will be received, or through which programming will be transmitted.
- Report equipment problems, ensure that repairs are made, and make emergency repairs to equipment when necessary and possible.
- Record sound onto tape or film for radio or television, checking its quality and making adjustments where necessary.
- Align antennae with receiving dishes to obtain the clearest signal for transmission of broadcasts from field locations.
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Knowledge
| Telecommunications — Knowledge of transmission, broadcasting, switching, control, and operation of telecommunications systems. |
| 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. |
| Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
| English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
| Engineering and Technology — Knowledge of the practical application of engineering science and technology. This includes applying principles, techniques, procedures, and equipment to the design and production of various goods and services. |
| 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. |
| Mechanical — Knowledge of machines and tools, including their designs, uses, repair, and maintenance. |
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Skills
| Operation Monitoring — Watching gauges, dials, or other indicators to make sure a machine is working properly. |
| Operation and Control — Controlling operations of equipment or systems. |
| Reading Comprehension — Understanding written sentences and paragraphs in work related documents. |
| Troubleshooting — Determining causes of operating errors and deciding what to do about it. |
| 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. |
| Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making. |
| Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
| Coordination — Adjusting actions in relation to others' actions. |
| Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
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Abilities
| 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. |
| Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences. |
| Hearing Sensitivity — The ability to detect or tell the differences between sounds that vary in pitch and loudness. |
| Visual Color Discrimination — The ability to match or detect differences between colors, including shades of color and brightness. |
| Near Vision — The ability to see details at close range (within a few feet of the observer). |
| Selective Attention — The ability to concentrate on a task over a period of time without being distracted. |
| Speech Recognition — The ability to identify and understand the speech of another person. |
| Control Precision — The ability to quickly and repeatedly adjust the controls of a machine or a vehicle to exact positions. |
| Finger Dexterity — The ability to make precisely coordinated movements of the fingers of one or both hands to grasp, manipulate, or assemble very small objects. |
| Written Comprehension — The ability to read and understand information and ideas presented in writing. |
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Work Activities
| Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems. |
| Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Monitor Processes, Materials, or Surroundings — Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
| Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job. |
| Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| Controlling Machines and Processes — Using either control mechanisms or direct physical activity to operate machines or processes (not including computers or vehicles). |
| Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time. |
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Work Context
| Indoors, Environmentally Controlled — How often does this job require working indoors in environmentally controlled conditions? |
| Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job? |
| Importance of Being Exact or Accurate — How important is being very exact or highly accurate in performing this job? |
| Telephone — How often do you have telephone conversations in this job? |
| Time Pressure — How often does this job require the worker to meet strict deadlines? |
| 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? |
| Electronic Mail — How often do you use electronic mail in this job? |
| Work With Work Group or Team — How important is it to work with others in a group or team in this job? |
| Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer? |
| Frequency of Decision Making — How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
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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. |
There are 2 recognized apprenticeable specialties associated with this occupation:
Audio Operator; Field Engineer
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.
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Interests
Interest code: RA
| 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. |
| 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. |
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Work Styles
| Attention to Detail — Job requires being careful about detail and thorough in completing work tasks. |
| Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
| Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
| Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations. |
| Independence — Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
| Integrity — Job requires being honest and ethical. |
| Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
| Analytical Thinking — Job requires analyzing information and using logic to address work-related issues and problems. |
| Initiative — Job requires a willingness to take on responsibilities and challenges. |
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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. |
| 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. |
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Related Occupations
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Wages & Employment Trends
National
| Median wages (2006) |
$14.75 hourly, $30,690 annual |
| Employment (2006) |
38,000 employees |
| Projected growth (2006-2016) |
Average (7% to 13%)
|
| Projected need (2006-2016) |
17,000 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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