• Introduction to the National Occupational Classification for Statistics
• Related classifications: NAICS, NOC, Class of Worker
• NOC-S 2006
• Coding
• Sample questions for obtaining occupation information

Introduction to the national occupational classification for statistics

The National Occupational Classification for Statistics (NOC-S) is based on the National Occupational Classification (NOC) which was developed and is maintained by Human Resources and Social Development Canada (HRSDC). (Further information about the NOC can be obtained from HRSDC's web site: National Occupational Classification) It is designed to classify occupational information from statistical surveys and for related purposes. It provides a systematic classification structure to identify and categorize the entire range of occupational activity in Canada.

The basic principle of classification of the NOC-S is that of kind of work performed. Occupations are, therefore, identified and grouped primarily in terms of the work usually performed, this being determined by the tasks, duties, and responsibilities of the occupation. Factors such as the materials processed or used, the industrial processes used, the equipment used, the degree of responsibility and complexity of work, the products made and services provided, have been taken as indicators of the work performed when combining jobs into occupations and occupations into groups.

An occupation is defined as a collection of jobs, sufficiently similar in work performed to be grouped under a common title for classification purposes. A job, in turn, encompasses all the tasks carried out by a particular worker to complete her/his duties.

Thus, within each group, the occupations are almost unique and are related to each other by similarity of kind of work performed. This approach to the grouping of occupations ensures a certain homogeneity within groups and permits a distinction between groups.

By focusing on work performed, the groups also tend to be homogeneous by skill level. This is natural because the nature of the work to be performed determines the education, training, experience or inherent talents required.

At the lower levels of aggregation of occupations, termed "unit groups" and "minor groups", this focus on grouping by similarity of work performed has resulted in unit groups and minor groups that are also homogeneous by skill level. At the second highest level of aggregation, termed "Major Groups", broad fields of work are sometimes represented, rather than specific types of work performed. At the highest level of aggregation of occupations, termed "Broad Occupational Categories", very broad fields of work are represented rather than specific types of work performed. Such broad groupings, by their very nature, reflect skill types rather than skill levels.

Structure

The National Occupational Classification for Statistics (NOC-S) contains the classification structure and definitions for Broad Occupational Categories, major, minor and unit groups. For each unit group, there is a list of example titles, occupations that are included in that unit group.

Within each broad occupational category, one or more major groups are identified; within each major group, one or more minor groups are identified and within each minor group one or more unit groups. This structure is expressed in the coding system.

For example:

The broad occupational category code, designated by a capital letter, is repeated at all levels. Major group codes are created by adding a digit after the letter. This digit appears after the letter at all lower levels in the structure. Minor group codes add a second digit after the letter. Finally, the 4-digit unit group codes contain the letter identifying the broad occupational group, followed by the digit identifying the major group and the digit identifying the minor group and a last digit identifying the unit group.

Abbreviations

Few abbreviations are used in this classification. Particular attention should be given to the abbreviation n.e.c. (not elsewhere classified). As an occupational qualifier it is occasionally used in the labels of major, minor and unit groups to refer to occupations not elsewhere classified; e.g. A3 Other Managers n.e.c.

Language

The NOC-S is available separately in both official languages. It is important to note that the French version includes only titles commonly used in French and proper to the milieu and, therefore, these are not normally translations of the English titles. The classification structure is the same in both versions.

Modifying terms

Modifying terms have been added to several job titles to designate the industrial sector or the domain of expertise. If applicable, this information is preceded by a hyphen at the end of the title (cashier supervisor – retail trade) to distinguish between similar titles. These modifying terms specify where the titles appear in the classification structure (painter – visual arts; painter – manufacture of motor vehicles). This information should be considered when coding job titles.

Related classifications: NAICS, NOC, Class of worker

The classification of occupations does not stand alone but must be understood as being related to other classifications such as the North American Industry Classification System (NAICS)and that ofclass of worker. Each of these classifications supplements the NOC-S in presenting a rounded picture of the nature of a person's job.

North American Industry Classification System (NAICS)

The industrial qualifier which may accompany the job title:

1. Indicates the type of economic activity with which the job is usually associated. (It is important to note that the assignment of an industrial qualifier does not necessarily limit a job to that industry. These qualifiers are merely indicative of the possible areas of activity in which the job may be found.)
2. Permits the assignment of similar occupational titles to different occupation groups where the duties vary between industries.
3. Aids in defining the specific occupations and helps the coder grasp the underlying principles of this classification.

The industry in which the individual is employed is determined by the kind of economic activity of the establishment. The establishment is usually a factory, mine, farm, store, other place of business or an institution for which a number of basic production variables can be compiled.

It is important to note the conceptual differences between an industry classification and an occupation classification. An establishment can employ individuals performing completely different occupations, and these are classified to appropriate occupational groups, but the industrial classification of each individual employed in the establishment should be the same and is determined by the nature of the product made or service rendered. In other words, the nature of the factory, business or service in which the person is employed does not determine the classification of the occupation, except to the extent that it enables the nature of the duties to be more clearly defined.

Class of Worker

An individual's employment relationship to the business in where he or she works, as self employed, employee or unpaid family worker i.e., class of worker, provides another means of describing the work. This is usually indicated by the form of remuneration the worker receives. The self-employed depend upon a residual return in the form of profit, while employees are paid wages or salaries and unpaid family workers receive no set remuneration. In the NOC-S, the class of worker classification is not identified separately for each occupation since many occupations can be assigned to more than one category (i.e., working for wages, salary, tips or commission; working without pay in a family business or farm; self-employed without paid help; and self-employed with paid help). However, a general rule has been established for coding purposes and is discussed in full under the section on Coding.

National Occupational Classification

The NOC-S is a statistical classification designed by Statistics Canada to classify data on occupations from the Census of Population and other Statistics Canada surveys. Although it is based on the National Occupational Classification there is a different aggregation structure between the classifications that was necessary because of the special requirements of a statistical classification.

At the major group level, the NOC-S is quite different from the NOC. As a statistical classification, the population distribution for a level of aggregation is very significant for determining the statistical utility of the aggregation. The population of a class determines the amount of cross classification and geographic detail possible as well as the suitability of the class for surveys with a smaller sample. The NOC-S major groups were designed to have a population distribution that was as even as possible, with a population minimum that was sufficient to be used by the Census of Population for increased geographical detail and for cross classifications; and also to be suitable for use as detailed classes for the Labour Force Survey. This was achieved by a simple reaggregation of the minor groups. The result was forty-seven major groups. The work performed focus and the population criterion used to create these groups resulted in skill type groups many of which are also homogeneous by skill level. The user that requires skill level groups can use, as an alternative, the major groups of the NOC. Since there are only twenty-six major groups in the NOC the choice of skill level results in a certain loss of occupational detail. It should be noted that thirty-six of the forty-seven NOC-S major groups are homogeneous by skill level according to the NOC criteria.

The NOC-S and the NOC also differ in their classification of military personnel. All military personnel are classified solely on the basis of rank to either one of two NOC‑S unit groups: A353 Commissioned Officers, Armed Forces and G624 Other Ranks, Armed Forces. On the other hand, the NOC unit groups for military occupations (0643 Commissioned Officers, Armed Forces and 6464 Occupations Unique to the Armed Forces) are defined to include only those military personnel whose occupations do not have a civilian counterpart (e.g., infantry officers, artillery soldiers). Those military personnel whose occupations do have a civilian counterpart are classified in the unit group appropriate to the occupation (e.g., dental officers are classified with dentists and military police officers are classified with police officers).

NOC-S 2006

The purpose of the 2006 revision of the National Occupational Classification for Statistics (NOC-S) has been to update the classification to incorporate emerging occupations and new job titles while maintaining historical comparability.

The structure of NOC-S 2006 remains unchanged from that of NOC-S 2001. No major groups, minor groups or unit groups have been added, deleted or combined, though some groups have new names or updated content.

Title changes at the unit group and minor group levels and updates to the definitions of some unit groups reflect added information, correction of terminology to correspond with current usage and the evolution of some occupations and where they are found.

Many new occupational titles have been added to NOC-S 2006. New occupational titles arise as the division of labour in Canadian society evolves, creating new jobs and new specializations, and as technological change brings with it new terminology. Some of the occupational titles added to reflect such changes are: respite worker (home support), telehealth registered nurse, bioanalytical chemist, systems biologist, artificial intelligence designer, benefits consultant (HR), turntablist, veejay (VJ), accounting technician, e-business manager, e-business software developer and e-business Web site developer. Other added titles are modified versions of, or alternatives for, titles that appeared in previous versions of the NOC-S and have been added to help users find particular occupations they are looking for. For example, grape grower appeared in earlier versions of the NOC-S; viticulturist has been added.

A very few occupational titles have been re-assigned to a different unit group in NOC-S 2006 than in NOC-S 2001. The impact of this on the comparability of data between 2001 and 2006 is negligible.

The only persons who have been coded to a different unit group in 2006 are those who reported their occupation as “florist” and who worked in “retail”. They have moved from Retail Trade Managers (A211) to Retail Salespersons and Sales Clerks (G211). This change will have a minimal impact on the unit groups affected. The occupational title, library curator, has been moved from Library, Archive, Museum and Art Gallery Managers (A341) to Conservators and Curators (F012) as this is a more appropriate placement; however, as this title was not reported in 2001, there is no impact on data comparability.

In all other cases where occupational titles have been moved, this was done to more accurately describe the content of these unit groups as they were disseminated in 2001. For example, because of the nature of the duties reported by census respondents, personal trainers were coded to Program Leaders and Instructors in Recreation, Sport and Fitness (F154) in 2001, not to Recreation, Sports and Fitness Program Supervisors and Consultants (E036), and campground maintenance workers were coded to Landscaping and Grounds Maintenance Labourers (I212) rather than to Operators and Attendants in Amusement, Recreation and Sport (G731). These placements have been recognized in NOC-S 2006. The majority of occupational titles that moved are military titles. In NOC-S, all military personnel are classified solely on the basis of rank either to Commissioned Officers, Armed Forces (A353) or to Other Ranks, Armed Forces (G624). The NOC-S 2001 noted this treatment of military personnel in its Introduction, but showed some military occupational titles in unit groups with their civilian counterparts. The NOC-S 2006 more clearly conveys how military personnel have been coded by showing all exclusively military occupational titles in the appropriate military unit group.

More information on these changes is available in the following tables which summarize the changes of note between NOC-S 2001 and NOC-S 2006.

• NOC-S Unit Group Titles Changed in 2006
• NOC-S Minor Group Titles Changed in 2006
• NOC-S Definitions Updated in 2006
• NOC-S Unit Groups with Added or Modified Occupational Titles in 2006

NOC-S Unit Group Titles Changed in 2006

Note: Text that was added or changed in 2006 appears in italics.

return to list of tables

NOC-S Minor Group Titles Changed in 2006

Note: No minor group titles were changed in 2006.

return to list of tables

NOC-S Definitions Updated in 2006

Note: Text that was added or changed in 2006 appears in italics.

return to list of tables

NOC-S Unit Groups with Added or Modified Occupational Titles in 2006

Coding

The NOC-S provides an overall structure for classifying occupations according to kind of work performed. The lists of example titles are merely indicative of the types of occupations that fit within specific unit groups. The lists of example titles are not exhaustive nor are they intended to be.

When coding an occupation, all the relevant facts about the job and its environment should be obtained. These include the kind of work performed, the most important activities or duties, the job titles, the kind of business, industry or service, and the class of worker described earlier. The more complete and comprehensive the information the coder is able to assemble about the tasks performed by a worker on a particular job, the easier it will be to determine the appropriate classification.

To code an occupation, it is possible to start with either the structure or the search tool.

Using the Structure

When using the structure, it is best to exploit the hierarchical nature of the classification. First the broad occupational category which seems most likely to contain the job should be identified. Next the most appropriate major group within the broad occupational category should be found. The process should be continued to find the most appropriate minor group within the major group selected. Finally the most appropriate unit group within the minor group selected should be identified. The unit group definition should be read carefully before deciding if this unit group offers the best possible classification. In addition, the example titles listed for the unit group should be examined to ensure that the choice is actually the best.

Using the Search Tool

1. First search for the occupation. This can be done by searching using a key part of the occupation title and reviewing the search results to find the four-digit code that contains the occupation sought. Check whether the title appears in any other four-digit code listed. If it does, the corresponding industrial qualifiers should be checked and the one which relates most closely to the one stated by the respondent selected. Using this code, go to the unit group. Read its definition carefully as well as the list of example titles before deciding whether it is the most appropriate classification.
2. If the occupation title cannot be found or if the definition appears inappropriate, enter another title in the search. Some suggestions are:
   1. Look for the noun form: answering the phone will be a Receptionist or Telephone Clerk
   2. Shorten the title: Electronic Data Processor to Data Processor
   3. Find a synonym: Aircraft Mechanic for Jet Mechanic
   4. If the title is inverted, look for it in its natural order e.g. Manager, Store may be located using Store Manager
   5. Consider such factors as:
      • Job location - Tunnel Worker; Bridge Keeper
      • Kind of machines used - Cement-Mixer Operator; Hydraulic Riveter
      • Material used - Concrete Mason; Leather Handbag Maker
      • Subject matter - Music Cataloguer; Press Clipper
      • Activity performed - Locomotive Inspector; Bodyshop Foreman/Woman
      • Job skills - Surgical Instrument Repairer; Tool Machinist

Coding Procedures for Problem Responses

The procedure described above assumed responses that contained sufficient information for coding. Unfortunately, depending upon the survey methods used, some responses may be problematic. This occurs when the information in the response is either vague or contradictory. Experience at Statistics Canada suggests the following approaches to resolving such problems.

1) Coding Vague Responses

In previous occupational classifications there was a systematic provision of not elsewhere classified (n.e.c) classes that were used to code vague responses. Since there were occupations classified in these classes, it was not possible to determine what proportion of the population was represented by these occupations and what proportion was due to vague responses. The 2006 NOC-S has few n.e.c. classes and a different approach to vague responses is required. It is suggested that the response be coded only to the level within the classification that is possible. Of course, before doing so, any information that is available about the respondent should be consulted.

2) Using Education in Coding

This is especially useful in coding occupational responses that are vague. The most reliable way of using education is as an exclusionary edit. Certain occupations require a minimum education and it is possible to exclude vague responses from being coded to such occupations if the respondent does not have the minimum education required. Great care must be taken when using education in occupational coding and it should only be used as a last resort.

3) Coding When the Response Contains Contradictory Information

Sometimes the responses will give an occupational title and a description of work performed that are contradictory. A response "labourer, driving dump truck" is contradictory in terms of the classification, as driving a truck is not considered elemental work. This response should be coded as a truck driver in H711 Truck Drivers.

In general it is best to let the description of the work performed predominate over occupational titles when coding.

Some occupational titles can be misleading. Titles that have manager as part of the title are sometimes not managers. For example, project managers and case managers are usually not managers and must be coded based on a description of their work. Special care must be given to responses that have manager, labourer, or consultant as part of the title as these terms have a variety of meanings in the workplace.

4) Coding Responses Containing Two or More Occupations

Where two or more occupations are reported in reply to a question on occupation, the first one mentioned should be coded unless there is additional information to suggest otherwise.

Classification Rules

Managers

Managers are usually classified to the broad occupational category A Management Occupations. Within this category the senior managers that are the top of a management hierarchy as denoted by terms such as president, chief executive officer, etc. are classified in major group A0 Senior Management Occupations.

Managers with a management specialty, such as human resource management, are classified according to specialty in major group A1 Specialist Managers. However, senior managers with a specialist responsibility would be classified with senior management in major group A0 Senior Management Occupations.

An attempt has been made to isolate many of the managers of small businesses by classifying managers of retail stores, restaurants, hotels and similar businesses in a separate major group A2 Managers in Retail Trade, Food and Accommodation Services.

Some managers are not classified to the managerial groups. For example, farm managers and other managers in agriculture and landscaping are not classified as managers but to the appropriate unit group from the following:

All other managers are classified according to the type of business managed within major group A3 Other Managers n.e.c.

Proprietors

As a general rule, the class of worker status, that is, whether the respondent works for wages or is self-employed with or without paid help, is not considered for classification purposes. An exception is made for proprietors in retail trade, food and accommodation services and residential home building. These are classified as managers to the following unit groups:

Contractors

Contractors are classified in several areas of the classification. General Contractors in construction are classified in unit group A371 Construction Managers. Renovation contractors and home building contractors are classified in unit group A372 Residential Home Builders and Renovators.

Contractors specializing in a specific trade such as plumbing, electrical, carpentry, etc., are classified together with supervisors to the appropriate unit group for that trade. That is, a plumbing contractor is classified to unit group H013 Contractors and Supervisors, Pipefitting Trades.

Supervisors and Foremen/Women

Supervisors are classified to separate unit groups for supervisors where they exist. These are found in the following major groups for supervisors:

These unit groups for supervisors are found outside of supervisor major groups:

Where a separate unit group does not exist, supervisors are classified with the workers supervised. For example, in most areas of the Professional Major Groups there are no separate unit groups for supervisors. The one exception being unit group D111 Head Nurses and Supervisors.

Technical occupations follow a similar rule and there are no separate unit groups for supervisors in this area.

Even where separate supervisory unit groups exist, "lead hands" are not classified to them as previous research has indicated that supervision is usually only a minor part of such jobs.

Apprentices

Apprentices are classified as tradesmen/women. For example an apprentice carpenter is considered a carpenter and is classified to unit group H121 Carpenters.

Helpers

Helpers are usually considered as labourers. Most helpers will be found in the building trades such as carpenter's helper, mason's helper, roofer's helper, etc. These jobs are not to be confused with formal apprenticeships and are not classified as tradesmen/women but are classified to unit group H821 Construction Trades Helpers and Labourers.

Labourers

Labourers are classified in separate unit groups in the following major groups and minor groups:

Sample questions for obtaining occupation information

The following questions indicate the type of information and the format that could be used to obtain the facts necessary to classify an occupation.

1. For whom did you work?
   • Name of firm, government agency, etc.
   • Department, branch, division, section or plant.
2. What kind of business, industry or service was this?
   • Give full description; for example, paper boxmanufacturing, road construction, retail shoe store, secondary school, dairy farm.
3. What kind of work were you doing?
   • Give full description; for example, accounting clerk, sales representative, civil engineer, secondary teacher, garage foreman/woman, metal worker.
4. In this work, what were your most important activities or duties?
   • For example, verifying invoices, selling electrical tools, managing the research department, teaching mathematics, supervising auto mechanics, operating lathe
   • (If in the armed forces, give rank.)
5. In this job were you mainly:
   • Working for wages, salary, tips or commission?
   • Working without pay on a family farm or in a business?
   • Self-employed without paid help?
   • Self-employed with paid help?

Apartment building construction price index

Non-residential building construction price index

• Calgary
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• Ottawa - Gatineau, Ontario part
• Toronto
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• Abbotsford
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• Greater Sudbury / Grand Sudbury
• Halifax
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• Ottawa - Gatineau, Quebec part
• Québec
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How to Read a Concordance Table

Concordance between the North American Industry Classification System (NAICS), 2002 (first and second column) and the International Standard Industrial Classification (ISIC), Revision 3.1 (third and fourth column). The last column contains explanatory notes.