Summary Report for:
53-1011.00 - Aircraft Cargo Handling Supervisors
Direct ground crew in the loading, unloading, securing, and staging of aircraft cargo or baggage. Determine the quantity and orientation of cargo and compute aircraft center of gravity. May accompany aircraft as member of flight crew and monitor and handle cargo in flight, and assist and brief passengers on safety and emergency procedures.
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:
Ramp Supervisor, Equipment Service Lead, Cargo Supervisor, Operations Supervisor, Line Service Supervisor (LSS), Loadmaster, Ground Operations Supervisor, Operations Manager, Ramp Lead, Sort Operations Supervisor
Tasks | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Work Styles | Wages & Employment
Tasks
- Distribute cargo in such a manner that space use is maximized.
- Calculate load weights for different aircraft compartments, using charts and computers.
- Direct ground crews in the loading, unloading, securing, and staging of aircraft cargo or baggage.
- Determine the quantity and orientation of cargo, and compute an aircraft's center of gravity.
- Accompany aircraft as a member of the flight crew in order to monitor and handle cargo in flight.
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Knowledge
| Transportation — Knowledge of principles and methods for moving people or goods by air, rail, sea, or road, including the relative costs and benefits. |
| 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. |
| English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
| 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. |
| 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. |
| 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. |
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Skills
| Instructing — Teaching others how to do something. |
| Service Orientation — Actively looking for ways to help people. |
| Time Management — Managing one's own time and the time of others. |
| 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. |
| Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do. |
| 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. |
| Equipment Maintenance — Performing routine maintenance on equipment and determining when and what kind of maintenance is needed. |
| Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making. |
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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. |
| Multilimb Coordination — The ability to coordinate two or more limbs (for example, two arms, two legs, or one leg and one arm) while sitting, standing, or lying down. It does not involve performing the activities while the whole body is in motion. |
| 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. |
| Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense. |
| Depth Perception — The ability to judge which of several objects is closer or farther away from you, or to judge the distance between you and an object. |
| Far Vision — The ability to see details at a distance. |
| 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. |
| 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. |
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Work Activities
| Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Operating Vehicles, Mechanized Devices, or Equipment — Running, maneuvering, navigating, or driving vehicles or mechanized equipment, such as forklifts, passenger vehicles, aircraft, or water craft. |
| Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve 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. |
| Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks. |
| Handling and Moving Objects — Using hands and arms in handling, installing, positioning, and moving materials, and manipulating things. |
| Inspecting Equipment, Structures, or Material — Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects. |
| 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. |
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Work Context
| Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job? |
| Sounds, Noise Levels Are Distracting or Uncomfortable — How often does this job require working exposed to sounds and noise levels that are distracting or uncomfortable? |
| 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? |
| 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? |
| Work With Work Group or Team — How important is it to work with others in a group or team in 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? |
| Importance of Being Exact or Accurate — How important is being very exact or highly accurate in performing 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? |
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Job Zone
| Title |
Job Zone Two: Some Preparation Needed |
| Overall Experience |
Some previous work-related skill, knowledge, or experience may be helpful in these occupations, but usually is not needed. For example, a teller might benefit from experience working directly with the public, but an inexperienced person could still learn to be a teller with little difficulty. |
| Job Training |
Employees in these occupations need anywhere from a few months to one year of working with experienced employees. |
| Job Zone Examples |
These occupations often involve using your knowledge and skills to help others. Examples include sheet metal workers, forest fire fighters, customer service representatives, pharmacy technicians, salespersons (retail), and tellers. |
| SVP Range |
(4.0 to < 6.0) |
| Education |
These occupations usually require a high school diploma and may require some vocational training or job-related course work. In some cases, an associate's or bachelor's degree could be needed. |
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Work Styles
| Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction. |
| Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| Integrity — Job requires being honest and ethical. |
| Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
| Attention to Detail — Job requires being careful about detail and thorough in completing work tasks. |
| Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
| Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
| Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
| Initiative — Job requires a willingness to take on responsibilities and challenges. |
| Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations. |
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Wages & Employment Trends
National
| Median wages (2006) |
$19.16 hourly, $39,840 annual |
| Employment (2006) |
6,000 employees |
| Projected growth (2006-2016) |
Much faster than average (21% or higher)
|
| Projected need (2006-2016) |
3,000 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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