A Database for a Changing Economy Review of the Occupational Information Network (O*NET) (2010) / Chapter Skim
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1 Introduction
1 Introduction
Pages 5-18
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From page 5... ...
. As called for in the law, DOL provided funds and assistance to the states to create a national network of public employment offices and also initiated a program of occupational research in order to help the new employment offices classify and match job seekers with jobs (National Research Council, 1980)
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NET is to help state workforce development offices carry out their dual mission of assisting individuals in gaining challenging, rewarding work (and any required education and training) and assisting employers in recruiting, hiring, and developing skilled workers.
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• he Human Resources Research Organization provides technical T expertise on the O* NET content model and in the areas of data collection, job analysis, assessment, and training.
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. The six broad domains and the detailed domains they contain are described briefly below (some detailed domains are discussed more thoroughly in Chapter 2)
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Data Collection, Publication, and Expenditures The National Center for O* NET Development and its partners collect data related to five of the six broad domains included in the content model, excluding the workforce characteristics category (see Figure 1-1)
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NET Center collects data to populate two descriptor taxonomies, Tools and Technology and Detailed Work Activities, as well as data on lay job titles. After collection, the data are cleaned, nonresponse to surveys is analyzed at multiple levels, and weighting and estimation procedures are applied to account for nonresponse (U.S.
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Printed versions of the Ability Profiler, the Interest Profiler, and the Work Importance Locator tools and their supporting documents are available for download from the O* NET Resource Center website and for purchase in quantity from the U.S.
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NET 6.0 (July 2004) : Second update of the database from the Data Collection Program with a comprehensive update of 126 occupations O*
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NET 13.0 (June 2008) : Ninth update of the database from the Data Collection Program with a comprehensive update of 108 occupations O*
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Department of Labor, August 3, 2009. For example, the committee found that the occupational titles included were disproportionately concentrated in manufacturing; that nearly two-thirds of the occupational descriptions were based on observation of fewer than two jobs; that the number of occupational titles identified in some job families (e.g., processing, machine trades)
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From page 15... ...
In addition, the committee recommended that DOL explore crossoccupational linkages of occupational information to identify possible areas of skills transferability; possibilities for increased alignment with federal job classification systems; and research on criteria for aggregating specific job titles into an occupation. In 1990, DOL, following the NRC committee's recommendation to create an outside advisory panel to guide revisions to the DOT, established the Advisory Panel for the Dictionary of Occupational Titles (Advisory Panel for the Dictionary of Occupational Titles, 1993)
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The panel reviewed published literature in the fields of industrial/organizational psychology, human resource management, economics, and cognitive psychology, as well as unpublished "gray literature," including business and trade documents. Panel members also conducted informal telephone and e-mail surveys of the communities they represent, including the career development community, the workforce development community, the human resource management community, and the community of recent O*
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NET data to inform workforce readiness certification programs, career pathways programs, development of career and technical education programs of study, state initiatives to increase access to and completion of postsecondary education, or state longitudinal education data systems. These potential uses of O*
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NET in state workforce development and career development, including the extent to which it has become embedded in labor market functions and job matching systems. Chapter 7 is an inventory and evaluation of its uses in business and human resource practices.
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