College tools. Family activities. Fax covers. Financial management. Food and nutrition. Fun and games. Health and fitness. Home learning. Papers and reports. Photo albums. Planners and trackers. It also includes supervising individual or group therapy sessions within an overall programme of care, treatment or therapy. Provides clinical technical services level 4b e. Provides specialist clinical technical services level 5b for example, interprets diagnostic test results, carries out complex diagnostic procedures, processes and interprets mammograms, constructs specialist appliances, calibrates or maintains highly specialist or highly complex equipment.
This option apples to jobs which do not involve developing programmes of care, as these are covered by level 5a. Clinicians working in a specialist field typically provide this level of care. Clinicians working in a specialist field typically provide this level of advice. Within a sub division of level 6d refers to responsibility for either a geographical or functional sub division e.
The accountability must be for a whole service. Corporate responsibility level 8 refers to the accountability, normally at board or equivalent level, at the highest level of responsibility other than the Chief Executive Officer, for clinical governance across the organisation e. Clinical service refers to services such as oncology and paediatrics. Clinical technical service refers to services such as medical physics, diagnostic radiography, audiology and haematology.
Social care service refers to services such as child protection, learning disabilities. Please note: Responsibility for the provision of a service which contributes to patient care, e.
The responsibilities of those providing such services should be assessed under the relevant responsibility factor s such as maintenance of facilities or equipment under Responsibilities for Financial and Physical Resources. Matching and local evaluation of non-clinical manager jobs in clinical areas National monitoring of matching and local evaluations of non-clinical managerial jobs in clinical areas has revealed some misunderstanding of how the Agenda for Change JES should be applied to these jobs, particularly in relation to the Responsibility for Patient Care factor.
The problem appears to have arisen from:. The JEG has reviewed the situation and confirmed that level 6d and level 7 of the Responsibility for Patient Care factor were intended to be applied only to healthcare practitioner roles with clinical accountability for the direct delivery of clinical or social care services.
They were not intended to apply to non-clinical roles and those general manager roles with responsibilities for the delivery of clinical services. It is recommended that non-clinical managerial jobs in clinical areas, for example:.
This advice also applies where non-clinical managerial roles are undertaken by those with professional health or social care backgrounds and expertise, if this is not a requirement of the role. It also takes account of whether the relevant policies or services relate to a function, department, division, directorate, the whole trust or employing organisation, or wider than this; and the degree to which the responsibility is shared with others.
Policies level 1 upwards refers to a documented method for undertaking a task which is based on best practice, legal requirements or service needs e. Follows policies in own role level 1 refers to a responsibility for following policy guidelines which impact on own job, where there is no requirement to be pro-active in ensuring that changes are implemented. Implements policies level 2 and above refers to the introduction and putting into practice of new or revised policies eg implementing policies relating to personnel practices, where the jobholder is pro-active in bringing about change in the policy or service.
This is a greater level of responsibility than following new policy guidelines for own job, which is covered by the Level 1 definition.
Proposes policy or service changes level 3 includes participation on working parties proposing policy changes as an integral part of the job i. At this level, policy or service changes must impact on other disciplines, sections, departments or parts of the service.
Service level 4 refers to a discrete standalone service, which may be a sub-division of a directorate, e. Responsible for policy implementation and for discrete policy or service development level 4 applies where the jobholder has overall responsibility for policy or service development and for its practical implementation. This responsibility should normally be specified on the job description. Directorate or equivalent level 5 refers to areas such as the medical services, children services, community services, estates services, hotel services, finance directorate and human resources directorate.
Corporate responsibility level 6 refers to responsibility for policy or service development such as is held by those on the Board or equivalent level of accountability e. It takes account of the nature of the responsibility e.
General point on double counting There is a risk of double-counting clinical technical services jobs under the Finance and Physical Assets factor, where part of the job role is about calibrating and repairing complex medical equipment. Regularly level 2a means at least once a week on average. It also includes overall responsibility e. Security of stock level 2c is appropriate for jobs where the responsibility is a significant feature of the job e. It also includes being a departmental key holder but holding the food store or drugs cupboard key for the shift is not sufficient to be assessed at this level.
This role would normally be carried out within the finance department. Highly complex equipment level 2e refers to the personal use of individual pieces of equipment which are complicated, intricate and difficult to use, for example radiography equipment. This level is appropriate for jobs where there is discretion to select suppliers taking into account cost, quality, reliability etc. Financial initiatives level 3c includes income generation and cost improvement programmes.
Delegated budget level 3d refers to jobs which have responsibility for a sub-division of a departmental or service budget. This level also applies to jobs involved in committing substantial financial expenditures from a budget held elsewhere without formally holding a delegated budget e.
Responsible for the installation or repair and maintenance level 3e refers to jobs which have a responsibility for carrying out repairs and maintenance on equipment, machinery or the fabric of the building. It also includes overall responsibility for security of a site. Levels 5abc. Budget holder level 4a refers to responsibility for authorising expenditure and accountable for expenditure within an allocated budget.
Budget setting levels 4b and 5b refers to an accounting activity with responsibility for overseeing the financial position. Responsible for procurement level 4c refers to responsibility for selecting suppliers or authorising purchases, taking into account cost, quality, delivery time and reliability. Corporate responsibility level 6 refers to accountability for financial governance across the organisation s , at the highest level of responsibility other than the chief executive officer.
Commissioning of patient services should be assessed under the Responsibilities for Financial and Physical Resources factor, as a form or purchase of procurement of assets and supplies. The relevant level definitions are 3 b , 4 c , 5 c and, where there is corporate responsibility for the commissioning of patient services, 6. It will be necessary to determine on an equivalence basis which of these is the appropriate definition to cover the job in question.
It also includes responsibility for such personnel functions as recruitment, discipline, appraisal and career development and the long-term development of human resources. The emphasis is on the nature of the responsibility, rather than the precise numbers of those supervised, co-ordinated, trained or developed. Day-to-day supervision or co-ordination level 2a includes work allocation and checking. It also includes ongoing responsibility for the monitoring or supervision of one or more groups of staff employed by a contractor.
Professional and clinical supervision level 2b is the process by which professional and clinical practitioners are able to reflect on their professional practice in order to improve, identify training needs and develop.
It can be conducted by a peer or superior. It is not for the purpose of appraisal or assessment and only for the purpose of improving practice in context of clinical governance etc. It may include mentoring. Regularly level 2b, c and d at least once a week on average but could be in more concentrated blocks e. Above Level 2 the responsibility must be ongoing. Practical training level 2c e. Undertaking basic workplace assessments level 2c includes undertaking assessments of practical skills e.
NVQ assessments. Day to day management level 3a includes responsibility for all or most of the following: initial stages of grievance and discipline; appraisal, acting as an appointment panel member; ensuring that appropriate training is delivered to staff; reviewing work performance and progress; work allocation and checking.
Responsible for delivery of core HR advice across a range of subjects level 3d refers to responsibility for giving advice and interpretation across a range of HR issues e. Line manager level 4a, 5a includes responsibility over own staff for all or most of the following: appraisals; sickness absence; disciplinary and grievance matters; recruitment and selection decisions; personal and career development; departmental workload and allocation i.
Single function or department level 4a refers to any unit of equivalent scope to a department where there is a significant management responsibility; taking into account the diversity and scope of the workforce managed. Responsible for the delivery of a comprehensive range of HR services level 4c the provision of specialist advice, for example, on change management, work development and similar issues, should be treated on an equivalence basis as meeting the level 4 definition of being responsible for the delivery of a comprehensive range of HR services.
It would normally include responsibility for liaising with universities and other educational bodies. Responsible for the management of a significant part of the HR function across the organisation level 5c covers jobs involving responsibility for the provision of highly specialist advice on HR issues which impact across the organisation, where the job holder is responsible for the nature and accuracy of the advice and for anticipating its consequences eg strategic employment relations, compensations and benefits or change management advice at the highest level of the organisation should be treated on an equivalence basis as meeting the level 5c definition of being responsible for the management of a significant part of the HR function across the organisation.
Corporate responsibility level 6 refers to accountability for HR across the organisation s at the highest level of responsibility other than the Chief Executive Officer. This factor measures specific responsibilities of the job for information resources for example computerised; paper based, microfiche and information systems both hardware and software for example medical records. It takes account of the nature of the responsibility security, processing and generating information, creation, updating and maintenance of information databases or systems and the degree to which it is shared with others.
It assumes that all information encountered in the NHS is confidential. However, because these jobs require the jobholder to manipulate information in connection with the service they provide, panels may believe it is appropriate to score this under the information factor. Measuring it again in the information factor will invariably constitute double-counting and may lead to inflation of the band outcome.
Records personally generated information level 1 includes personally generated:. Occasional level 2b at least two or three times per month on average. Query reports levels 2b and 3b are computer generated structured reports used to request information from a database. Taking and transcribing formal minutes level 3a includes board or trustee meetings, case conferences or similar where formal minutes are required, which are published to a wider audience than those attending the original meeting, and where this is a significant job responsibility.
It does not include taking notes at departmental meetings or similar, or processing notes taken by others.
Responsible for maintaining one or more information systems as a significant job responsibility level 3c includes responsibility for updating software, operating help facilities for an information system s ; managing storage and retrieval of information or records. Note: Level 5a is appropriate where the jobholder is responsible for the design and development of an entire system or equivalent. Responsible for the operation of one or more information systems levels 4b and 5b includes direct responsibility for managing the operation of one or more systems which process, generate, create, update or store information.
Responsible for the management and development of information systems levels 6 is appropriate only where it is the principal job responsibility and where it covers the whole organisation. Corporate responsibility level 7 refers to accountability, normally at board or equivalent level, at the highest level of responsibility other than the Chief Executive Officer, for information resources across the organisation s.
It takes into account the nature of the responsibility initiation, implementation, oversight of research and development activities , whether it is an integral part of the work or research for personal development purposes, and the degree to which it is shared with others.
Research and development All levels this includes testing of, e. This factor measures the requirement for active direct participation in research or trials and does not include indirect involvement as a result of a patient being involved in the research. Undertaking audits Level 1 includes building and facilities audits or surveys, functional audits, clinical audits. It also includes the collation of research results.
Undertakes clinical trials or equipment testing Levels 2b and 2c is appropriate where active participation is required. Regularly Levels 2a, 2b and 2c is appropriate where it is a regular feature of the work, normally identified in a job description, with relevant activity on average at least once a month and usually more frequently. Major job requirement Level 3 indicates a continuing involvement for at least some part of every working week 20 per cent or more per week on average.
This level is only appropriate where the jobholder normally has at least one project ongoing requiring this amount of involvement. Where the high-level involvement is only required for a one-off project, the job should be assessed according to the normal degree of involvement.
This factor measures the extent to which the jobholder is required to be accountable for their own actions and those of others, to use own initiative and act independently; and the discretion given to the jobholder to take action.
Is guided by standard operating procedures SOPs , good practice, established precedents Level 2 for example a jobholder may be required to deal with enquiries and other matters which are generally routine, but is normally able to refer non-routine enquiries and other matters to others. Is guided by precedent and clearly defined occupational policies, protocols, procedures or codes of conduct Level 3 , is appropriate where the jobholder has the freedom to act within established parameters.
Is guided by principles and broad occupational policies Level 4 is appropriate where the jobholder has significant discretion to work within a set of defined parameters.
This level also applies to jobs with responsibility for interpreting policies in relation to a defined caseload or locality in the community. This also applies to specialists, who have the freedom to initiate action within broad policies, seeking advice as necessary. By definition there can only be one or a very small number of jobs at this level in any service or department.
Is required to interpret overall health service policy and strategy Level 6 would be appropriate for jobs with an ongoing requirement to act with minimal guidelines and set goals and standards for others. This factor measures the nature, level, frequency and duration of the physical effort sustained effort at a similar level or sudden explosive effort required for the job.
It takes account of any circumstances that may affect the degree of effort required, such as working in an awkward position or confined space.
The job requires:. Sitting or standing in a restricted position level 2a restricted by the nature of the work in a position which cannot easily be changed e. Moderate physical effort levels 2 to 5 means lifting, pushing, pulling objects weighing from six to fifteen kilos; controlled restraint of patients e. Intense physical effort levels 4 to 5 means lifting, pushing, pulling objects weighing over fifteen kilos with no mechanical aids; sudden explosive effort such as running from a standing start pushing a trolley; heavy manual digging, lifting heavy containers; heavy duty pot washing.
Occasional at least three times per month but fewer than half the shifts worked, a shift being a period of work. Frequent occurs on half the shifts worked or more, a shift being a period of work. Several periods this applies to jobs where there are repeated recurrences of physical effort and does not apply to jobs where the effort in question occurs only once per shift. For example, level 3c applies to jobs involving the repeated moving or manoeuvring of patients, with mechanical or human assistance, into positions in which care or treatment can be carried out.
Weights quoted are illustrative only. Evaluators should take into account the difficulty of the lifting. Ongoing is continuously or almost continuously. Short periods are up to and including 20 minutes.
Long periods are over 20 minutes. Walking or driving to work is not included. This factor measures the nature, level, frequency and duration of the mental effort required for the job for example concentration, responding to unpredictable work patterns, interruptions and the need to meet deadlines. General awareness and sensory attention level 1 is the level required for carrying out day-to-day activities where there is a general requirement for care, attention and alertness but no specific requirement for concentration on complex or intricate matters.
Normal concentration for example seeing patients, writing reports, attending meetings and all other such activities which are interrupted by phone calls should be level 2. Unpredictable levels 2b and 3a is where the jobholder is required to change from one activity to another at third party request. Dealing with frequent interruptions as in telephone or reception work is not unpredictable unless they frequently cause the post holder to change from what they are doing to another activity eg responding to emergency bleep, or changing from one accounting task to another in response to requests for specific information.
These levels are appropriate for jobs where the jobholder has no prior knowledge of an impending interruption but has to immediately change planned activities in response to one. Prolonged concentration levels 3b and 4a refers to a requirement to concentrate continuously for more than half a shift, on average, excluding statutory breaks.
Intense concentration levels 4b and 5. Requires in-depth mental attention, combined with proactive engagement with the subject, for example:. Occasional fewer than half the shifts worked; a shift being a period of work.
There will be activities which are carried out very occasionally for once in six months, which should not be counted under this factor. Frequent occurs on half the shifts worked or more; a shift being a period of work.
Indirect exposure will generally reduce the level of intensity, so, for example, indirect exposure to highly distressing or emotional circumstances for example word processing reports of child abuse — levels 3b or 4b — is treated as equivalent to the levels below i.
Indirect exposure to highly distressing levels 2c and 3c for example, taking minutes or typing reports concerning child abuse. Occasional means once a month or more on average. This level is also appropriate where the circumstances in which the jobholder is involved are very serious, such as a major accident or incident, but occur less than once a month. Exposure to unpleasant working conditions is rare level 1 is appropriate where exposure to unpleasant working conditions occurs on average less than three times a month.
Verbal aggression should also be treated as an unpleasant working condition. This level also includes being in the vicinity of, but not having to deal personally with, body fluids, foul linen, fleas, lice, noxious fumes i. Highly unpleasant working conditions levels 3b to 4b means direct contact with in the sense of having to deal with, not just being in the vicinity of uncontained body fluids, foul linen, fleas, lice, noxious fumes.
Some exposure to hazards level 4a is appropriate where there is scope for limiting or containing the risk e. Considerable exposure to hazards level 5 is appropriate where there is exposure to hazards on all or most shifts and where the scope for controlling or containing the exposure is limited for example, emergency ambulance service work.
This level does not apply in situations where potential hazards chemicals, laboratory samples, electricity, radiation are controlled through being contained or subject to specific health and safety regulations. Rare means less than three times a month on average. Occasional means three times a month or more on average. Frequent means several times a week with several occurrences on each relevant shift.
Most schemes also have additional explicit weighting. The rationale for this is generally two-fold. It is unusual for all factors to have the same number of levels because some factors are capable of greater differentiation than others. This gives rise to weighting in favour of those factors with more levels, which may need to be adjusted. It is also the case that organisations place different values on different factors, depending upon the nature of the organisation.
The group approached weighting by discussing and provisionally agreeing the principles to be adopted. These were then tested on evaluation results, rather than calculating what weighting and scoring would achieve a desired end, which would have carried risks of being indirectly discriminatory.
They all had a similar effect on the rank order of jobs. The changes occasioned by different models had a very limited effect.
It was agreed that in order to effect significant changes to the rank order, very extreme weighting would need to be applied and this could not be justified. The number of points available for each factor is distributed between the levels on an increasing whole number basis. Within the available maximum number of points for the scheme, the maximum score for each factor has a percentage value, the values being the same for similar factors.
The allocation of total points to factors is set out below. Indeed one of the benefits of job evaluation is that it uses a common language and a common set of terms to describe all jobs.
Job evaluation is about highlighting similarities between jobs via common language and measurement. Profiles apply these principles to particular job groups. Where significant changes to existing profiles are made, or new profiles developed, these are distributed for consultation via the Executive of the NHS Staff Council. National profiles are regularly reviewed and updated to ensure their accuracy and currency.
For this reason, it is essential that panels use the profiles published on the NHS Employers website at the time of the panel sitting and do not rely on saved or pre-printed versions that may not be up to date. However, for many such jobs there are small variations in the duties, responsibilities and other demands within and between NHS organisations, which need to be acknowledged but which do not make a difference to the overall band outcome.
Factor ranges are generally not more than two levels, but can be three levels under the effort and working conditions factors and the responsibility for research and development factor, where considerable variations occur in practice in otherwise very similar jobs. Generic examples of duties, responsibilities and skills have been used where possible. In some cases a specific example, usually a specialism, has been used.
The profile may still be applicable where the particular example used is not relevant to an individual job. This is usually because there is a wide range of duties and hence job weight carried out by staff with this title. The range is sufficient to span more than one new pay band. Employers working in partnership with staff organisations, in accordance with the agreed matching procedure, should determine which is the correct profile for the local post and assign the relevant pay band.
However, one of the aims of Agenda for Change is to increase job flexibility, where this is agreed to be desirable. For some groups, therefore, more generic profiles have been jointly developed by agreement with representatives of the group in question.
These are designed to apply to a range of posts, which are broadly similar but which may have been treated differently in the past e. The minimum total profile score falls below the band e. This is the result of using a single generic profile to cover a number of jobs of equivalent but not necessarily similar factor demand. It is not anticipated that any job will be assessed at the minimum level of every possible factor range. If this were the case, it indicates that the job should instead be matched against a band e.
If this is not successful, the job must be locally evaluated. Profile labels are NOT intended to be used as job titles. Revised profiles sometimes include commonly found job titles; there is no reason why these should not continue to be used, except where they refer to Whitley or other previous grading structures. Archived profiles should be retained as such on your job evaluation system but not used to match jobs to going forward.
When a profile is archived it does not mean that any jobs matched to it automatically need to be re-matched, the outcome is still valid. The required information is generally set out in the form of a list of job duties, after a statement describing the key purpose of the role. Person specifications are usually drawn up to support recruitment as they list the key skills, knowledge and attributes needed for the job.
The skills and attributes listed as essential in the person specification must be relevant to the duties required of the job. However, having an agreed job description template may support the consistency checking process. Profiles are not job descriptions and do not fulfil the main purpose of having job descriptions.
Likewise they should not accept at face value person specifications that are out of line with the duties of the job, for example requiring a masters level qualification if there is little evidence of use of the level of knowledge or responsibility. This may trigger a review see chapter Organisations must not simply rely on pay bandings determined by other employers without assuring themselves that they could defend the outcome if challenged.
Failure to do so could result in equal pay challenges. It should be representative of the organisation as a whole. Panel members must have been trained in the NHS JE Scheme, and this training must include an understanding of the avoidance of bias.
These trained practitioners must also be committed to partnership working. The make-up of matching panels is a matter for local agreement but panels must operate in partnership. It is good practice for panels to have equal numbers of staff side and management practitioners with four panel members two of each being most effective. No one panel member has deciding vote and panels must reach consensus decisions. The panel can operate with three practitioners should circumstances occur that a practitioner cannot attend and the rest of the panel agree they are happy to continue.
The panel can operate with five practitioners. This option is to support the development and confidence of new practitioners to the JE team. This is for future reference, in case of need to convene a differently constituted review panel and to establish a matching audit trail. However, this may not always be practical and questions may need to be asked in writing and written answers considered by the panel at a later date. It is essential that any additional information provided is recorded and forms part of the audit trail.
Panels may wish to recommend that job descriptions are amended to reflect it. It is important to ensure that all relevant documentation is before the matching panel. This includes the job descriptions, person specifications and organisation charts for jobs to be matched and, where relevant, other reference documents and any short-form questionnaires used to collect supplementary information, for example in relation to the effort and environment factors.
NB — with regard to factor 2 — Knowledge, Training and Experience It is not advisable to match or evaluate this factor using a personal specification and qualification levels alone. Panels should always check that, where a qualification is specified in the person specification, that this is actually required for the job.
It is crucial that panels are satisfied they have taken into account all information set out in the job description, person specification and any additional information, for example, organisational chart.
Record the panel findings and decisions in the appropriate forms — either paper based or computerised. These records should indicate where factors match or vary or if it was not possible to match the factor on the profile. If any factor is recorded as a no match this must be recorded and the process repeated with another profile. If there is no other possible profile, refer the job for local evaluation see chapter All documentation should be submitted for consistency review see chapter Consistency checking should only be undertaken by experienced JE practitioners who have received relevant training.
It must be conducted in partnership with at least one two people, one from management side, one from staff side. Examples of occupational groups within these job families are: nursing, speech and language therapists, finance jobs, portering jobs. Most NHS jobs will match to a national profile Chapter 11 so will not need to be evaluated locally.
Job that may require evaluating are:. Jobs for which there is no national profile because they are unique or significantly different wherever they occur. This is most likely to apply to senior managerial or administrative posts and jobs in specialist areas such as IT or public relations. Jobs where an attempt has been made to match them to one or more national profiles, but this has not proved possible.
Local evaluation is much more time-consuming than matching so it is important to be certain that a local evaluation is necessary before embarking on this route. For those jobs which do need to be evaluated locally the nationally agreed steps are set out below. Detailed procedures on how to implement these steps are to be agreed locally in partnership. Step 1: Job Analysis Questionnaire completion - the jobholder completes the JAQ as far as possible in either paper-based or computerised form , seeking assistance from their line manager, supervisor or colleagues.
This draft document is supplied in advance of interview to the job analysts. Step 2: Job analysis interview - the jobholder is interviewed by two trained job analysts, one representing management and one representing staff side. The aim of the interview is to check, complete, improve on and verify the draft JAQ by, for example:. Filling in information and examples where required questions have not been answered or have been inadequately answered.
Step 3: Signing off - the amended draft JAQ is checked by the line manager or supervisor and then signed off by the jobholder, line manager or supervisor and both job analysts. If there are any differences of view between the jobholder and line manager over the information on the JAQ, this should be resolved, with the assistance of the job analysts and, if necessary, by reference to factual records, diaries or equivalent.
Any more fundamental disagreements e. The panel must consider all of the job information to determine factor levels as described in Chapter 5. This will involve:. Validating the closed question answers against the examples and statement of job duties.
This should normally be a straightforward, virtually automatic process. More commonly, it might involve asking the jobholder or line manager for a specific piece of information to resolve a query at the border between question categories or factor levels. Checking the provisional evaluation for consistency on both a factor by factor and total score basis, against both national profiles and other local evaluations.
The evaluation panel must complete the required paperwork or forms thoroughly, bearing in mind that the evaluation report will be made available to the jobholder in case of a query. Architectural and Engineering Managers. Food Service Managers. Lodging Managers. Medical and Health Services Managers. Natural Sciences Managers. Social and Community Service Managers. Top Executives. Claims Adjusters, Appraisers, Examiners, and Investigators. Cost Estimators.
Human Resources Specialists. Management Analysts. Meeting, Convention, and Event Planners. Accountants and Auditors. Property Appraisers and Assessors.
Budget Analysts. Financial Analysts. Personal Financial Advisors. Financial Examiners. Loan Officers. Tax Examiners and Collectors, and Revenue Agents. Computer Programmers. Computer Support Specialists. Computer Systems Analysts. Database Administrators and Architects. Network and Computer Systems Administrators.
Operations Research Analysts. Landscape Architects. Cartographers and Photogrammetrists. Aerospace Engineers. Bioengineers and Biomedical Engineers.
Chemical Engineers. Civil Engineers. Computer Hardware Engineers. Electrical and Electronics Engineers. Environmental Engineers. Industrial Engineers.
Marine Engineers and Naval Architects. Materials Engineers. Mechanical Engineers. Mining and Geological Engineers. Nuclear Engineers. Petroleum Engineers. Civil Engineering Technologists and Technicians. Environmental Engineering Technologists and Technicians. Industrial Engineering Technologists and Technicians. Mechanical Engineering Technologists and Technicians. Market Research Analysts.
Surveying and Mapping Technicians. Agricultural and Food Scientists. Biochemists and Biophysicists. Zoologists and Wildlife Biologists. Medical Scientists. Physicists and Astronomers. Chemists and Materials Scientists. Environmental Scientists and Specialists. Survey Researchers. Urban and Regional Planners. Anthropologists and Archeologists. Political Scientists. Biological Technicians. Chemical Technicians. Geological and Hydrologic Technicians. Nuclear Technicians.
Environmental Science and Protection Technicians. Forensic Science Technicians. School and Career Counselors and Advisors. Marriage and Family Therapists.
Rehabilitation Counselors. Social Workers. Probation Officers and Correctional Treatment Specialists. Social and Human Service Assistants. Paralegals and Legal Assistants. Postsecondary Teachers. Preschool Teachers. Kindergarten and Elementary School Teachers. Middle School Teachers. Career and Technical Education Teachers. Special Education Teachers. Archivists, Curators, and Museum Workers. Librarians and Library Media Specialists. Library Technicians and Assistants. Instructional Coordinators.
Teacher Assistants. Art Directors. Special Effects Artists and Animators. Industrial Designers. Fashion Designers. Floral Designers. Graphic Designers. Interior Designers. Producers and Directors. Athletes and Sports Competitors. Coaches and Scouts. Umpires, Referees, and Other Sports Officials. Dancers and Choreographers. Music Directors and Composers. Musicians and Singers. News Analysts, Reporters, and Journalists. Technical Writers. Writers and Authors.
Interpreters and Translators. Broadcast, Sound, and Video Technicians. Film and Video Editors and Camera Operators. Physicians and Surgeons. Physician Assistants. Registered Nurses. Occupational Therapists. Physical Therapists. Radiation Therapists. Recreational Therapists. Respiratory Therapists. Speech-Language Pathologists. Clinical Laboratory Technologists and Technicians. Dental Hygienists. Medical Sonographers and Cardiovascular Technologists and Technicians.
Nuclear Medicine Technologists. Radiologic and MRI Technologists. EMTs and Paramedics. Pharmacy Technicians. Surgical Technologists. Veterinary Technologists and Technicians. Licensed Practical and Licensed Vocational Nurses. Medical Records and Health Information Specialists. Occupational Health and Safety Specialists and Technicians.
Athletic Trainers. Home Health and Personal Care Aides. Nursing Assistants and Orderlies. Psychiatric Technicians and Aides. Occupational Therapy Assistants and Aides. Physical Therapist Assistants and Aides.
Massage Therapists. Dental Assistants. Medical Assistants. Medical Transcriptionists. Correctional Officers and Bailiffs. Police and Detectives.
Private Detectives and Investigators. Security Guards and Gambling Surveillance Officers. Chefs and Head Cooks. Food Preparation Workers. Food and Beverage Serving and Related Workers. Waiters and Waitresses. Janitors and Building Cleaners. Pest Control Workers. Grounds Maintenance Workers.
Animal Care and Service Workers. Gambling Services Workers. Barbers, Hairstylists, and Cosmetologists. Manicurists and Pedicurists. Skincare Specialists. Flight Attendants. Childcare Workers. Fitness Trainers and Instructors.
Recreation Workers. Retail Sales Workers. Advertising Sales Agents. Insurance Sales Agents. Wholesale and Manufacturing Sales Representatives. Real Estate Brokers and Sales Agents. Sales Engineers. Bill and Account Collectors. Bookkeeping, Accounting, and Auditing Clerks. Customer Service Representatives. Police, Fire, and Ambulance Dispatchers. Postal Service Workers. Secretaries and Administrative Assistants. Desktop Publishers. Agricultural Workers. Fishing and Hunting Workers. Masonry Workers.
Flooring Installers and Tile and Stone Setters. Construction Laborers and Helpers. Construction Equipment Operators. Construction and Maintenance Painters. Plumbers, Pipefitters, and Steamfitters. Construction and Building Inspectors. Elevator and Escalator Installers and Repairers. Hazardous Materials Removal Workers. Automotive Body and Glass Repairers. Automotive Service Technicians and Mechanics. Diesel Service Technicians and Mechanics. Small Engine Mechanics. General Maintenance and Repair Workers.
Line Installers and Repairers. Medical Equipment Repairers. Assemblers and Fabricators. Metal and Plastic Machine Workers. Machinists and Tool and Die Makers.
Welders, Cutters, Solderers, and Brazers. Stationary Engineers and Boiler Operators. Quality Control Inspectors. Jewelers and Precious Stone and Metal Workers. Airline and Commercial Pilots. Air Traffic Controllers. Passenger Vehicle Drivers. Heavy and Tractor-trailer Truck Drivers.
Railroad Workers. Water Transportation Workers.
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