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2
The Fourth Edition Dictionary of
Occupational Titles: Structure and Content
The Dictionary of Occupational Titles (DOT) is a reference manual,
intended mainly to assist Employment Service interviewers in placing workers
in jobs. It also provides other users with a broad range of information on the
content and characteristics of occupations. In this chapter the fourth edition DOT
and closely related publications are described as an introduction to the
discussion in chapters 3 and 4 about the use of the DOT inside and outside the
Employment Service.
OCCUPATIONAL TITLES
The DOT is a dictionary, or compendium, of occupational titles in common
usage in U.S. labor markets. The term “occupation,” as used in the DOT, refers to
the “collective description of individual jobs performed, with minor variations,
in many establishments” (U.S. Department of Labor (1977b:xv); hereafter
referred to as Fourth Edition DOT). Several types of occupational titles are
distinguished. “Base titles” identify what the U.S. Department of Labor's
occupational analysts consider to be distinct occupations; they are supposed to
represent the job titles most frequently used by employers. Each base title is
denned. “Master titles” (e.g.,
Pamela S.Cain had primary responsibility for the preparation of this chapter.
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apprentice, salesperson) refer to occupations found in a variety of work settings
for which work content may vary but duties tend to be similar. Each master title
is defined. “Term titles” (e.g., assembler, social worker) refer to titles common
to a number of jobs that may differ with respect to the knowledge required, the
tasks performed, or the job location. Each term title is defined. For two other
types of titles, definitions are not provided: “alternate titles,” which are
synonyms of base titles, and “undefined related titles,” which are specialized
offshoots of particular base titles. The fourth edition DOT contains 28,801 titles,
of which 12,099 (42 percent) are base titles. The definition and the frequency of
each type of title are presented in Table 2-1.
THE DOT CODE
In the fourth edition DOT, titles are presented in order of their DOT codes.
The classification scheme embodied in the code scheme and the organization of
the volume were designed to facilitate the retrieval of information needed in the
counseling and placement activities of the Employment Service. The nine-digit
code has three parts, as shown in Figure 2-1. The first digit places occupations
in one of nine broad categories: four are widely used groupings (professional,
technical, and managerial; clerical and sales; service; agricultural, fishery, and
forestry); four employ industrial trade terminology (processing; machine trades;
benchwork; structural work); and one is a residual category, “miscellaneous.”
The first and second digits in combination are refinements of the broader
categories and are termed occupational divisions. The 82 divisions are intended
to group occupations on the basis of general types of skills or knowledge
required; technological objective; type of activity or service; the machines,
tools, equipment, or techniques used; or the materials or products produced.
Divisions are further subdivided into 559 occupational groups, each defined by
a three-digit code, which are intended to provide additional detail on
technological objective and on materials, products, subject matter, or services.
Thus the first three digits of the code are intended to reflect with increasing
specificity the kind of work performed.
The fourth, fifth, and sixth digits of the code are intended to reflect the
levels of complexity at which a worker in a particular occupation functions in
relation to data, people, and things, respectively. The digits correspond to a
structure of 24 worker functions, each of which is denoted by an action verb or
verbs, such as “compiling” or “handling” (shown in Figure 2-2). The structure
of the worker functions is in the form of three listings that are arranged, in
scalelike fashion, from relatively simple tasks (high numbers) to complex tasks
(low numbers), such that “each successive
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TABLE 2-1 DOT Titles: Description and Frequency
Type Definition Defined Number Percentage
Base Title by which occupation is most frequently known. yes 12,099 42
Master Title of group of occupations with common tasks and many variations. yes 15 0
Term Titles common to a number of jobs that may differ in knowledge required, tasks yes 192 1
AND CONTENT
performed, and job location.
Alternate Synonym of base title. no 8,583 30
Undefined related Variation or specialization of base title. no 7,808 27
Alternate to master and term Synonym of master or term title. no 104 0
TOTAL 28,801 100
SOURCE: Dictionary of Occupational Titles (U.S. Department of Labor, 1977b).
THE FOURTH EDITION DICTIONARY OF OCCUPATIONAL TITLES: STRUCTURE
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FIGURE 2-1 Parts of the DOT code. Source: The DOT: Unit III Trainer's
Package for DOT Users (U.S. Department of Labor, 1977e:22).
relationship includes those that are simpler and excludes the more
complex” (Fourth Edition DOT: 1369). A disclaimer is made for the PEOPLE
function: insofar as each of these functions “represents a wide range of
complexity…their arrangement is somewhat arbitrary and can be considered a
hierarchy only in the most general sense” (Fourth Edition DOT: 1369).
Occupations are rated for level of functioning; an occupation's relationship to
data, people, and things is expressed in terms of the lowest-numbered (or most
complex) function for each hierarchy. Properties of the worker function scales
are explored further in chapter 7.
The last three digits—or suffix—of the code have no substantive referent.
These digits did not appear in earlier editions of the DOT but were issued shortly
after the publication of the third edition in a companion volume (U.S.
Department of Labor, 1967). They were developed to assist in Employment
Service record-keeping when it was discovered that the initial six digits of the
code were insufficient to distinguish among specific occupations in many
instances. The vital role of these nonsubstantive codes in making distinctions
among base titles is evidenced by the fact that there are only 3,963 six-digit
combinations among the 12,099 occupations defined in the fourth edition DOT.
Suffix codes were assigned to base titles by alphabetizing all titles with the
same first six digits. The first title in each set was assigned the suffix code of
010, and the remaining titles were
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Explanation of Data, People and Things
Much of the information in this publication is based on the premise that
every job requires a worker to function in some degree to Data, People and
Things. These relationships are identified and explained below. They appear in
the form of three listings arranged in each instance from the relatively simple to
the complex in such a manner that each successive relationship includes those
that are simpler and excludes the more complex.1 The identifications attached
to
these relationships are referred to as worker functions, and provide standard
terminology for use in summarizing exactly what a worker does on the job.
A job's relationship to Data, People and Things can be expressed in terms
of the lowest numbered function in each sequence. These functions taken
together indicate the total level of complexity at which the worker performs.
The fourth, fifth and sixth digits of the occupational code numbers reflect
relationships to Data, People and Things, respectively.2 These digits express a
job's relationship to Data, People and Things by identifying the highest
appropriate function in each listing as reflected by the following table:
DATA (4th digit) PEOPLE (5th digit) THINGS (6th digit)
0 Synthesizing 0 Mentoring 0 Setting-Up
1 Coordinating 1 Negotiating 1 Precision Working
2 Analyzing 2 Instructing 2 Operating-Controlling
3 Compiling 3 Supervising 3 Driving-Operating
4 Computing 4 Diverting 4 Manipulating
5 Copying 5 Persuading 5 Tending
6 Comparing 6 Speaking-Signaling 6 Feeding-Offbearing
7 Serving 7 Handling
8 Taking Instructions-
Helping
Definitions of Worker Functions
DATA: Information, knowledge, and conceptions, related to data, people,
or things, obtained by observation, investigation, interpretation, visualization,
and mental creation. Data are intangible and include numbers, words, symbols,
ideas, concepts, and oral verbalization.
0 Synthesizing: Integrating analyses of data to discover facts and/or develop
knowledge concepts or interpretations.
1 Coordinating: Determining time, place, and sequence of operations or
action to be taken on the basis of analysis of data; executing determination
and/or reporting on events.
2 Analyzing: Examining and evaluating data. Presenting alternative actions in
relation to the evaluation is frequently involved.
FIGURE 2-2 Definitions of the worker function scales represented in the fourth,
fifth, and sixth digits of the DOT code. Source: Dictionary of Occupational Titles
(U.S. Department of Labor, 1977b:1369–1371).
1As each of the relationships to People represents a wide range of complexity,
resulting in consierable overlap among occupations, their arrangement is somewhat
arbitrary and can be considered hierarchy only in the most general sense.
2Only those relationships which are occupationally significant in terms of the
requirements of the ob are reflected in the code numbers. The incidental relationships
which every worker has to ata, People, and Things, but which do not seriously affect
successful performance of the essential uties of the job, are not reflected.
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3. Compiling: Gathering, collating, or classifying information about data,
people, or things. Reporting and/or carrying out a prescribed action in
relation to the information is frequently involved.
4 Computing: Performing arithmetic operations and reporting on and/or
carrying out a prescribed action in relation to them. Does not include
counting.
5 Copying: Transcribing, entering, or posting data.
6 Comparing: Judging the readily observable functional, structural, or
compositional characteristics (whether similar to or divergent from obvious
standards) of data, people, or things.
PEOPLE: Human beings; also animals dealt with on an individual basis as
if they were human.
0 Mentoring: Dealing with individuals in terms of their total personality in
order to advise, counsel, and/or guide them with regard to problems that
may be resolved by legal, scientific, clinical, spiritual, and/or other
professional principles.
1 Negotiating: Exchanging ideas, information, and opinions with others to
formulate policies and programs and/or arrive jointly at decisions,
conclusions, or solutions.
2 Instructing: Teaching subject matter to others, or training others (including
animals) through explanation, demonstration, and supervised practice; or
making recommendations on the basis of technical disciplines.
3. Supervising: Determining or interpreting work procedures for a group of
workers, assigning specific duties to them, maintaining harmonious
relations among them, and promoting efficiency. A variety of
responsibilities is involved in this function.
4 Diverting: Amusing others. (Usually accomplished through the medium of
stage, screen, television, or radio.)
5 Persuading: Influencing others in favor of a product, service, or point of
view.
6 Speaking-Signaling: Talking with and/or signaling people to convey or
exchange information. Includes giving assignments and/or directions to
helpers or assistants.
7 Serving: Attending to the needs or requests of people or animals or the
expressed or implicit wishes of people. Immediate response is involved.
8 Taking Instructions-Helping: Helping applies to “non-learning” helpers. No
variety of responsibility is involved in this function.
THINGS: Inanimate objects as distinguished from human beings,
substances or materials; machines, tools, equipment and products. A thing is
tangible and has shape, form, and other physical characteristics.
0 Setting up: Adjusting machines or equipment by replacing or altering tools,
jigs, fixtures, and attachments to prepare them to perform their functions,
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change their performance, or restore their proper functioning if they break
down. Workers who set up one or a number of machines for other workers or
who set up and personally operate a variety of machines are included here.
1 Precision Working: Using body members and/or tools or work aids
to work, move, guide, or place objects or materials in situations
where ultimate responsibility for the attainment of standards occurs
and selection of appropriate tools, objects, or materials, and the
adjustment of the tool to the task require exercise of considerable
judgment.
2 Operating-Controlling: Starting, stopping, controlling, and
adjusting the progress of machines or equipment. Operating
machines involves setting up and adjusting the machine or material
(s) as the work progresses. Controlling involves observing gages,
dials, etc., and turning valves and other devices to regulate factors
such as temperature, pressure, flow of liquids, speed of pumps, and
reactions of materials.
3 Driving-Operating: Starting, stopping, and controlling the actions
of machines or equipment for which a course must be steered, or
which must be guided, in order to fabricate, process, and/or move
things or people. Involves such activities as observing gages and
dials; estimating distances and determining speed and direction of
other objects; turning cranks and wheels; pushing or pulling gear
lifts or levers. Includes such machines as cranes, conveyor systems,
tractors, furnace charging machines, paving machines and hoisting
machines. Excludes manually powered machines, such as
handtrucks and dollies, and power assisted machines, such as
electric wheelbarrows and handtrucks.
4 Manipulating: Using body members, tools, or special devices to
work, move, guide, or place objects or materials. Involves some
latitude for judgment with regard to precision attained and selecting
appropriate tool, object, or material, although this is readily
manifest.
5 Tending: Starting, stopping, and observing the functioning of
machines and equipment. Involves adjusting materials or controls
of the machine, such as changing guides, adjusting timers and
temperature gages, turning valves to allow flow of materials, and
flipping switches in response to lights. Little judgment is involved
in making these adjustments.
6 Feeding-Offbearing: Inserting, throwing, dumping, or placing
materials in or removing them from machines or equipment which
are automatic or tended or operated by other workers.
7 Handling: Using body members, handtools, and/or special devices
to work, move or carry objects or materials. Involves little or no
latitude for judgment with regard to attainment of standards or in
selecting appropriate tool, object, or material.
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assigned codes at intervals of four in order to allow for later insertions. An
occupation with a unique six-digit code was assigned the suffix code of 010.
INDUSTRY DESIGNATION
For each base title an industry designation is presented. The industry
designation is included to aid users in distinguishing among different
occupations with identical titles. For example, the title Pellet-Press Operator is
used for three different DOT occupations, depending on whether the
accompanying industry designation is “ammunition,” “chemical,” or “ore
dressing, smelting, refining.”
The industry designations used in the DOT were specially developed for it
and originated with the first edition (1939). They thus reflect the industrial
terminology and classifications in use at that time, although modifications have
been made in later editions. For example, the designations “military services”
and “social services” were included for the first time in the fourth edition.
Strictly speaking, the term “industry” is a misnomer. Although for some
titles the designated setting is industrial, for many others the industry
designation is actually a broad occupational grouping. For example, “clerical” is
used as the industry designation for more than 600 occupational titles;
“professional and kindred” is used for another 1,000. Also included among the
designations is an “any industry” category. This category contains hundreds of
occupations that occur in a number of industries (sometimes in virtually all
industries). The category is essentially a catchall, containing, for example, such
diverse occupations as Accordian Repairer, Elevator Operator, Miller, Cornice
Upholsterer, and Artists' Model. A title's industry designation is indicative but
not restrictive, i.e., an occupation may be found in industries other than the one
specified. Each designation is defined in an appendix, which also indexes
occupational titles by their industry designation.
DEFINITIONS
The DOT titles are defined according to a highly structured format. Each
definition begins with a lead statement that is intended to summarize the
occupation in terms of (1) worker actions, including instructions followed or
judgments made, expressed by specific action verbs in the present tense, (2)
work fields, which are the purpose of worker actions (i.e., what gets done on the
job), (3) machines, tools, equipment, and/or work aids (MTEWA) used by workers
in performing their jobs, and (4) materials,
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FIGURE 2-3 Examples of the four categories of information as the basis of the
DOT definition. Source: The DOT: Unit III, Trainer's Package for DOT Users
(U.S. Department of Labor, 1977e:iii–20).
products, subject matter, and/or services (MPSMS) that a worker produces on
the job. The distinctions among these four are illustrated in Figure 2-3.
The lead statement is followed by one or more task element statements,
which describe the specific tasks a worker performs to accomplish the overall
purpose of the job. Figure 2-4 presents a DOT definition, diagramed to show its
component parts. In the first example the task element
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statements “turns handwheel…,” “turns screws…,” and “sharpens doctor…”
indicate how the occupation Cloth Printer is actually performed.
Many definitions also contain job variables, so-called may items, which
designate tasks that have been found to be included in a job in some
establishments but not in all. In Figure 2-4, for example, the occupation Cloth
Printer may “notify Colorist when color shade varies from specifications.”
Some definitions contain additional elements. Technical terms or special
uses of terms not ordinarily found in a standard dictionary are italicized to
indicate that they are defined in the DOT's glossary. Bracketed titles in a
definition indicate that workers in the base title may also, on occasion, perform
some of the duties of the bracketed occupation. Unbracketed titles (e.g.,
Colorist in the example) denote occupations with which the occupation being
defined frequently works. Examples of these three features are found in
Figure 2-4. Slightly different occupations with the same title in the same
industry are designated by a roman numeral following the title. For example,
the title Surgeon I indicates that there are other occupations with this title in the
medical services industry. Finally, some definitions contain a statement of
significant variables. Distinct from a may item, which refers to specific job
tasks, this statement lists other related jobs that are covered by a particular
definition. It is included to reduce the number of nearly identical definitions in
the DOT.
ADDITIONAL FEATURES
Although titles are presented in order of their codes in the fourth edition,
the DOT contains alphabetical and industry designation indexes designed to
assist users in locating job or occupational titles about which they have limited
information. To assist users further in locating titles and interpreting the
information available about them, the DOT provides 25 pages of introductory
instructions that explain the DOT code, definitions, indexes, and other features of
the Dictionary of Occupational Titles. A 16-page glossary of technical terms is
also provided.
RELATED PUBLICATIONS
A number of publications closely related to the fourth edition were planned
at the time of its publication. Many of these publications use, in one form or
another, information about worker traits, the attributes considered to be required
of workers performing a particular occupation. This information was collected
during the course of job analysis for the
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THE FOURTH EDITION DICTIONARY OF OCCUPATIONAL TITLES: STRUCTURE
FIGURE 2-4 Parts of a DOT definition. Source: Dictionary of Occupational Titles (U.S. Department of Labor, 1977b:xvi).
28
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DOT. Although worker trait information does not appear in the fourth
edition DOT, each base title was assigned scores for the types of traits listed
below; additional information is provided in chapter 6.
1. Training time, the “amount of general educational development (GED) and
specific vocational preparation (SVP) required of a worker to acquire the
knowledge and abilities necessary for average performance in a particular
job-worker situation” (U.S. Department of Labor, 1972:8). GED includes
aspects of formal and informal education that contribute to the worker's
reasoning development, the ability to follow instructions, and the use of
language and mathematical skills. SVP includes training acquired in a
“school, work, military, institutional, or avocational environment” (U.S.
Department of Labor, 1972:8) but excludes schooling without specific
vocational content.
2. Aptitudes, the capacities or abilities required of a worker to facilitate the
learning of job tasks, e.g., intelligence and motor coordination.
3. Temperaments, the personal traits useful to a worker in adjusting to the
requirements of his or her job, e.g., adaptability in dealing with people or in
performing repetitive tasks.
4. Interests, tastes, and preferences for certain kinds of activities that are
entailed in job performance, e.g., a preference for activities involving
business contact with people.
5. Physical demands, the physical requirements made of a worker in carrying
out job tasks, e.g., strength or stooping.
6. Environmental conditions, the physical surroundings and circumstances in
which a job is performed, to which a worker must adapt, e.g., extreme cold
or heat.
Specific vocational preparation (SVP) scores were published in an interim
edition of the DOT in February 1978. This edition will be superseded by a formal
supplement to the DOT (to be published in 1980) that will include SVP and GED
estimates as well as ratings on physical demands and environmental conditions.
The recently issued Guide for Occupational Exploration (U.S. Department
of Labor, 1979a) makes extensive use of information akin to that contained in
the worker traits, although it does not use the identical items or the actual
ratings themselves. The Guide was designed to assist applicants in vocational
exploration and choice. In the format and presentation of vocational
information, particular attention was paid to the needs of entry-level workers.
The Guide is organized around a new classification scheme that is said to
provide an entry-level classification of occupations.
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The classification is based on an interest inventory developed by the U.S.
Employment Service's testing division (Droege and Hawk, 1977). For each of
12 interest areas (which are not the same as the worker trait interests described
above) a description is provided of the qualities and characteristics workers
should possess to perform jobs in a particular area. A listing of representative
DOT occupations is also provided for each area. Much of the descriptive material
about jobs in the interest areas is presented in a simple question-and-answer
format. For counseling and placement purposes the Guide can be used alone or
in conjunction with an interest inventory that can be self-administered by
applicants. In the latter instance, results from the interest inventory can be used
for job-worker matching by comparing applicants' test results to the appropriate
occupational interest groups. By means of this capability, developers of the
Guide hope to facilitate the placement of workers with little previous or recent
work experience.
SUMMARY
The fourth edition DOT, in conjunction with related publications, provides
(1) a dictionary of occupational titles, (2) a classification of occupations, and (3)
information about a large number of occupational characteristics in terms of the
demands they make on workers. Not surprisingly, given this wealth of
information, the DOT is widely used both inside and outside the Employment
Service. The next two chapters of this report discuss this use.
Representative terms from entire chapter:
edition dot
