Summary Report for:
45-1011.06 - First-Line Supervisors/Managers of Aquacultural Workers
Directly supervise and coordinate activities of aquacultural workers.
Tasks | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Interests | Work Values | Related Occupations | Wages & Employment
Tasks
- Assign to workers duties such as fertilizing and incubating spawn, feeding and transferring fish, and planting, cultivating, and harvesting shellfish beds.
- Confer with managers to determine times and places of seed planting, and cultivating, feeding, or harvesting of fish or shellfish.
- Direct and monitor worker activities such as treatment and rearing of fingerlings, maintenance of equipment, and harvesting of fish or shellfish.
- Direct workers to correct problems such as disease, quality of seed distribution, or adequacy of cultivation.
- Observe fish and beds or ponds to detect diseases, monitor fish growth, determine quality of fish, or determine completeness of harvesting.
- Plan work schedules according to personnel and equipment availability, tidal levels, feeding schedules, or transfer and harvest needs.
- Prepare or direct the preparation of fish food, and specify medications to be added to food and water to treat fish for diseases.
- Supervise the artificial spawning of various salmon and trout species.
- Train workers in spawning, rearing, cultivating, and harvesting methods, and in the use of equipment.
- Engage in the same fishery work as workers supervised.
back to top
Knowledge
| Food Production — Knowledge of techniques and equipment for planting, growing, and harvesting food products (both plant and animal) for consumption, including storage/handling techniques. |
| Biology — Knowledge of plant and animal organisms, their tissues, cells, functions, interdependencies, and interactions with each other and the environment. |
| 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. |
back to top
Skills
| Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job. |
| Coordination — Adjusting actions in relation to others' actions. |
| Time Management — Managing one's own time and the time of others. |
| 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. |
| Instructing — Teaching others how to do something. |
| Reading Comprehension — Understanding written sentences and paragraphs in work related documents. |
| Speaking — Talking to others to convey information effectively. |
| Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
| Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
| Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
back to top
Abilities
| 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. |
| Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences. |
| Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense. |
| 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). |
| Near Vision — The ability to see details at close range (within a few feet of the observer). |
| Category Flexibility — The ability to generate or use different sets of rules for combining or grouping things in different ways. |
| 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. |
| Number Facility — The ability to add, subtract, multiply, or divide quickly and correctly. |
| Written Comprehension — The ability to read and understand information and ideas presented in writing. |
back to top
Work Activities
| Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks. |
| Monitor Processes, Materials, or Surroundings — Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
| Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others. |
| Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources. |
| 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. |
| Analyzing Data or Information — Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
| Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Training and Teaching Others — Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
back to top
Work Context
| 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? |
| Outdoors, Exposed to Weather — How often does this job require working outdoors, exposed to all weather conditions? |
| Coordinate or Lead Others — How important is it to coordinate or lead others in accomplishing work activities in this job? |
| Spend Time Sitting — How much does this job require sitting? |
| Spend Time Standing — How much does this job require standing? |
| Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls — How much does this job require using your hands to handle, control, or feel objects, tools or controls? |
| Importance of Being Exact or Accurate — How important is being very exact or highly accurate in performing this job? |
| Indoors, Environmentally Controlled — How often does this job require working indoors in environmentally controlled conditions? |
| Spend Time Walking and Running — How much does this job require walking and running? |
| Responsibility for Outcomes and Results — How responsible is the worker for work outcomes and results of other workers? |
back to top
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. |
back to top
Interests
Interest code: RE
| 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. |
| 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. |
back to top
Work Values
| Independence — Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
| 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. |
| 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. |
back to top
Related Occupations
back to top
Wages & Employment Trends
National
Median wages data collected from First-Line Supervisors/Managers of Farming, Fishing, and Forestry Workers.
Employment data collected from Supervisors, Farming, Fishing, and Forestry Workers.
| Median wages (2007) |
$18.52 hourly, $38,510 annual |
| Employment (2006) |
53,000 employees |
| Projected growth (2006-2016) |
Little or no change (-2% to 2%)
|
| Projected need (2006-2016) |
10,000 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.
back to top
