Summary Report for:
47-1011.00 - First-Line Supervisors/Managers of Construction Trades and Extraction Workers
Directly supervise and coordinate activities of construction or extraction workers.
Sample of reported job titles:
Construction Supervisor, Construction Foreman, Construction Superintendent, Project Manager, Field Supervisor, Project Superintendent, Job Foreman, Fence Installer Foreman, Field Operations Supervisor, General Foreman
Tasks | Tools & Technology | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment
Tasks
- Examine and inspect work progress, equipment, and construction sites to verify safety and to ensure that specifications are met.
- Read specifications such as blueprints to determine construction requirements and to plan procedures.
- Estimate material and worker requirements to complete jobs.
- Supervise, coordinate, and schedule the activities of construction or extractive workers.
- Confer with managerial and technical personnel, other departments, and contractors in order to resolve problems and to coordinate activities.
- Coordinate work activities with other construction project activities.
- Order or requisition materials and supplies.
- Locate, measure, and mark site locations and placement of structures and equipment, using measuring and marking equipment.
- Record information such as personnel, production, and operational data on specified forms and reports.
- Assign work to employees, based on material and worker requirements of specific jobs.
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Tools & Technology
Tools used in this occupation:
| Gas welding or brazing or cutting apparatus — Acetylene welding equipment; Arc welding equipment; Oxyfuel gas welders |
| Levels — Bubble levels; Precision levels |
| Manlift or personnel lift — Aerial personnel lifts; Manlifts |
| Screwdrivers — Flat screwdrivers; Insulated screwdrivers; Phillips head screwdrivers |
| Wire lug crimping tool — Hydraulic crimping tools; Wire crimpers |
Technology used in this occupation:
| Calendar and scheduling software — FranklinCovey TabletPlanner; Scheduling software |
| Data base user interface and query software — Data entry software; Mi-Co Mi-Forms Client |
| Graphics or photo imaging software — Graphics software |
| Inventory management software — Inventory tracking software |
| Office suite software — Microsoft Office |
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Knowledge
| Building and Construction — Knowledge of materials, methods, and the tools involved in the construction or repair of houses, buildings, or other structures such as highways and roads. |
| 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. |
| Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
| 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. |
| Mechanical — Knowledge of machines and tools, including their designs, uses, repair, and maintenance. |
| 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. |
| Design — Knowledge of design techniques, tools, and principles involved in production of precision technical plans, blueprints, drawings, and models. |
| Production and Processing — Knowledge of raw materials, production processes, quality control, costs, and other techniques for maximizing the effective manufacture and distribution of goods. |
| 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. |
| Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
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Skills
| Time Management — Managing one's own time and the time of others. |
| Coordination — Adjusting actions in relation to others' actions. |
| Instructing — Teaching others how to do something. |
| Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Speaking — Talking to others to convey information effectively. |
| 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. |
| Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
| Equipment Selection — Determining the kind of tools and equipment needed to do a job. |
| Reading Comprehension — Understanding written sentences and paragraphs in work related documents. |
| Mathematics — Using mathematics to solve problems. |
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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. |
| Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense. |
| Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
| Near Vision — The ability to see details at close range (within a few feet of the observer). |
| 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). |
| Written Expression — The ability to communicate information and ideas in writing so others will understand. |
| Selective Attention — The ability to concentrate on a task over a period of time without being distracted. |
| Speech Clarity — The ability to speak clearly so others can understand you. |
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Work Activities
| 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. |
| 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. |
| Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others. |
| Estimating the Quantifiable Characteristics of Products, Events, or Information — Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity. |
| Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
| Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| Inspecting Equipment, Structures, or Material — Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects. |
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Work Context
| Duration of Typical Work Week — Number of hours typically worked in one week. |
| Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job? |
| Responsible for Others' Health and Safety — How much responsibility is there for the health and safety of others in this job? |
| Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer? |
| Responsibility for Outcomes and Results — How responsible is the worker for work outcomes and results of other workers? |
| Telephone — How often do you have telephone conversations 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? |
| 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? |
| Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets — How much does this job require wearing common protective or safety equipment such as safety shoes, glasses, gloves, hard hats or life jackets? |
| Importance of Being Exact or Accurate — How important is being very exact or highly accurate in performing 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: ERC
| 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. |
| 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
| Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| Attention to Detail — Job requires being careful about detail and thorough in completing work tasks. |
| Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction. |
| 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. |
| 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. |
| Persistence — Job requires persistence in the face of obstacles. |
| Initiative — Job requires a willingness to take on responsibilities and challenges. |
| Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
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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. |
| 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. |
| 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. |
| 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. |
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Related Occupations
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Wages & Employment Trends
National
| Median wages (2006) |
$25.89 hourly, $53,850 annual |
| Employment (2006) |
772,000 employees |
| Projected growth (2006-2016) |
Average (7% to 13%)
|
| Projected need (2006-2016) |
178,000 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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