The Changing Nature of Work: Implications for Occupational Analysis

TABLE 5.2

Key Concepts and Occupational Groups per Hierarchical Level for Some National Occupational Classification Systems

System	Key Concepts	Number of Occupational Groups Per Level in Hierarchy (broadest level to most discrete level)
ISCO-88	Job	0	28	116	390
	Skill level
	Skill specialty	1
Australia	Job	8	52	282	1,079
	Skill level
	Skill specialty
Netherlands	Job	5	43	121	1,211
	Skill level
	Skill specialty
	Main task
	Specific skills
United Kingdom	Job	9	22	77	371
	Skill level
	Skill specialty
Canada	Job	10	26	139	522 (NOC)
	Skill level	(NOC)	(NOC)	(NOC)	514 (SOC)
	Skill type	10 (SOC)	47 (SOC)	139 (SOC)
	Major work performed
NOTE: Canada employs two slightly different classification structures; see appendix for details.

groups at the top of the hierarchy, and 26 to 52 groups at the next level. In all cases but one, nations have developed systems with more units at the lowest level than are found in ISCO-88. Some of these nations have tried to be closely compatible to ISCO-88 and others have revised their existing systems, by using classification principles modeled on ISCO-88 or reasonably similar to those principles.

Elias (1993) and Wootton (1993) drew some lessons for the United States based on their experiences with and review of these

Table of Contents

Front Matter R1-R12

Executive Summary 1-12

1 Introduction 13-29

2 The External Contexts of Work 30-72

3 Changes in the Organizational Contexts of Work 73-104

4 Changes in the Structure and Content of Work 105-163

5 Implications for Occupational Analysis Systems 164-215

6 Army Work and Approaches to Occupational Analysis 216-262

7 Conclusions and Implications 263-287

References 288-318

Appendix A: Prototype Evaluation 319-328

Appendix B: Current Occupational Analysis Systems 329-340

Appendix C: Biographical Sketches 341-348

Index 349-364