The advantages and shortcomings of different
occupational categorizations
InGRID Expert Workshop “New skills new jobs: Tools for harmonising the
measurement of occupations” – AIAS, 10 February 2014
Clemente Pignatti Morano
Research Department
International Labour Organization
Clemente Pignatti (ILO)
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Alternative occupational categorizations
• Occupational classifications may differ over a number of
dimensions
I.
Content: what kind of information the classification
seeks to collect
II. Resolution: to what degree of detail is the information
reported
III. Coverage: all jobs in the economy or focus on specific
areas, groups or occupations
• Differences in survey methodology should reflect different needs
of their main users
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Alternative occupational categorizations
• Different use of occupational categorizations (Hoffmann, 1999)
I.
Statistical use
Sorting function
To sort and present information according to the groups
specified by the classification. Information on the nature of
the job is rarely needed. Definitions tend to be short
II.
Client-oriented use
Database function
To make decisions affecting individuals and/or to provide
them advice. Higher variability, but in general greater
attention to the content and nature of tasks and duties
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Alternative occupational categorizations
• Three examples of occupational categorizations that depart
from the ISCO classification
I.
Task-based approach: the US Standard Occupational
Classification (SOC)
II.
Skill specialization: the German Klassifikation der
Berufe (KidB)
III. Clusters of occupations: the French Répertoire
Opérationnel des Métiers et des Emplois (ROME)
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US Standard Occupational Classification (SOC)
23 Majors (Healthcare Practitioners and Technical Occupations)
97 Minors (Health Diagnosing and Treating Practitioners)
Task-based
classification
461 Broad occupations (Physicians and Surgeons)
840 Detailed occupations (Family and General Practitioners)
1.
2.
3.
Major groups represent aggregations of detailed occupations with
broadly similar duties, but with no link to skills
Jobs with varying levels of skills but implying similar tasks are in the
same major (e.g. supervisors)
Still 4 level and hierarchical classification, but no attempt to cover
jobs in the informal economy
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US Standard Occupational Classification (SOC)
• Advantages
I.
Good to capture generic skills (and thus fits the US labour
market) and their portability across similar tasks
• Shortcomings
I.
Not very useful for the analysis of labour market and
social structures and behaviours
II. Risk of confusion between the areas of work identified
and the definitions of industries
III. Skills allow to perform tasks that generate output, while
maybe skills also produce output (or at least shape it)
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German Klassifikation der Berufe (KidB)
• German KiDB gives priority to skill specialization
1. The classification is structured first according to skill
specialization and then according to skill levels
2. Greater attention to the definitions of occupations, which
should include typical information (tasks and duties) and
specific details (machinery, materials, working conditions)
3. Still hierarchical classification, but with 5 levels
• Advantages: Good for sorting individuals into training programmes
and to carefully design the content of the training
• Shortcomings: Not the best tool for describing occupations with
generic skills (and maybe service oriented economies)
Clemente Pignatti (ILO)
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French Répertoire Opérationnel des Métiers
et des Emplois (ROME)
1. 3-level classification: professional categories, professional domains
and occupations/jobs, the latter identified by a card
2. Each card includes the definition of the occupation/job, ways of
access, training needed, working conditions and environments
3. Job placement characteristics: definition of similar and specific skills
and list of close and “worth considering” jobs (see below)
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French Répertoire Opérationnel des Métiers
et des Emplois (ROME)
• Advantages
I. Provides a detailed description of the occupations
II. But allows for flexibility with clusters of similar skills/jobs
III. Good for employees looking for any job
• Shortcomings
I. Not very handy for statistical purposes
II. Skills are not coded
III. Risk of arbitrary decisions
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Conclusions
• Occupational classifications adopt different categorization
approaches according to the main need they serve
• There is no one-size-fits-all recommendation, but guidelines can be
identified regarding the general approach…
I. Coherence with the main scope
II. Fit for the national labour markets
III. Coordination with the work of other agencies
• …as well as on the design of the classification
I. Consistency in the structure
II. Flexibility across levels
III. Up-dating and maintenance VS revision
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