[Core] [23% incumbents] Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
  DWAs: Train personnel to enhance job skills.

[Core] [23% incumbents] Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
  DWAs: Develop training materials. | Coordinate training activities.

[Core] [23% incumbents] Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.
  DWAs: Conduct surveys in organizations.

[Core] [23% incumbents] Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
  DWAs: Conduct surveys in organizations.

[Core] [23% incumbents] Monitor, evaluate, or record training activities or program effectiveness.
  DWAs: Evaluate effectiveness of personnel policies or practices. | Evaluate training programs, instructors, or materials.

[Core] [23% incumbents] Design, plan, organize, or direct orientation and training programs for employees or customers.
  DWAs: Develop training materials. | Coordinate training activities.

[Core] [23% incumbents] Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
  DWAs: Evaluate training programs, instructors, or materials. | Coordinate training activities.

[Core] [23% incumbents] Monitor training costs and prepare budget reports to justify expenditures.
  DWAs: Monitor financial indicators. | Prepare financial documents, reports, or budgets.

[Core] [23% incumbents] Devise programs to develop executive potential among employees in lower-level positions.
  DWAs: Train personnel on managerial topics.

[Core] [23% incumbents] Keep up with developments in area of expertise by reading current journals, books, or magazine articles.
  DWAs: Update professional knowledge.

[Core] [23% incumbents] Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.
  DWAs: Update professional knowledge.

[Core] [23% incumbents] Coordinate recruitment and placement of training program participants.
  DWAs: Coordinate personnel recruitment activities.

[Core] [23% incumbents] Select and assign instructors to conduct training.
  DWAs: Develop training materials. | Coordinate training activities.

[Core] [23% incumbents] Supervise, evaluate, or refer instructors to skill development classes.
  DWAs: Evaluate training programs, instructors, or materials. | Supervise employees.

[Core] [23% incumbents] Schedule classes based on availability of classrooms, equipment, or instructors.
  DWAs: Coordinate training activities.

[Supplemental] [23% incumbents] Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies, if warranted.
  DWAs: Advise others on human resources topics.

[Supplemental] [23% incumbents] Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts.
  DWAs: Train personnel in organizational or compliance procedures.

[Core] [22% incumbents] Offer specific training programs to help workers maintain or improve job skills.
  DWAs: Train personnel to enhance job skills.

[Core] [22% incumbents] Develop alternative training methods if expected improvements are not seen.
  DWAs: Coordinate training activities.

[Core] [22% incumbents] Negotiate contracts with clients for desired training outcomes, fees, or expenses.
  DWAs: Negotiate contracts with clients or service providers.

--- SKILLS ---
  Speaking (imp:4.38 lvl:4.25) — Talking to others to convey information effectively.
  Learning Strategies (imp:4.12 lvl:5.00) — Selecting and using training/instructional methods and procedures appropriate fo
  Active Listening (imp:4.00 lvl:4.00) — Giving full attention to what other people are saying, taking time to understand
  Reading Comprehension (imp:3.88 lvl:4.00) — Understanding written sentences and paragraphs in work-related documents.
  Writing (imp:3.88 lvl:4.12) — Communicating effectively in writing as appropriate for the needs of the audienc
  Critical Thinking (imp:3.88 lvl:4.00) — Using logic and reasoning to identify the strengths and weaknesses of alternativ
  Active Learning (imp:3.88 lvl:3.88) — Understanding the implications of new information for both current and future pr
  Monitoring (imp:3.88 lvl:4.12) — Monitoring/Assessing performance of yourself, other individuals, or organization
  Mathematics (imp:2.38 lvl:2.50) — Using mathematics to solve problems.
  Science (imp:1.62 lvl:1.12) — Using scientific rules and methods to solve problems.

--- KNOWLEDGE ---
  Education and Training (imp:4.73 lvl:6.65) — Knowledge of principles and methods for curriculum and training design, teaching
  Customer and Personal Service (imp:3.96 lvl:4.83) — Knowledge of principles and processes for providing customer and personal servic
  English Language (imp:3.83 lvl:4.74) — Knowledge of the structure and content of the English language including the mea
  Personnel and Human Resources (imp:3.55 lvl:4.35) — Knowledge of principles and procedures for personnel recruitment, selection, tra
  Administration and Management (imp:3.45 lvl:4.05) — Knowledge of business and management principles involved in strategic planning, 
  Psychology (imp:3.35 lvl:3.96) — Knowledge of human behavior and performance; individual differences in ability, 
  Communications and Media (imp:3.26 lvl:3.61) — Knowledge of media production, communication, and dissemination techniques and m
  Computers and Electronics (imp:2.96 lvl:3.70) — Knowledge of circuit boards, processors, chips, electronic equipment, and comput
  Administrative (imp:2.87 lvl:4.13) — Knowledge of administrative and office procedures and systems such as word proce
  Sociology and Anthropology (imp:2.87 lvl:3.43) — Knowledge of group behavior and dynamics, societal trends and influences, human 
  Sales and Marketing (imp:2.61 lvl:3.70) — Knowledge of principles and methods for showing, promoting, and selling products
  Mathematics (imp:2.30 lvl:2.83) — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their appl
  Public Safety and Security (imp:2.30 lvl:1.91) — Knowledge of relevant equipment, policies, procedures, and strategies to promote
  Design (imp:2.26 lvl:2.26) — Knowledge of design techniques, tools, and principles involved in production of 
  Philosophy and Theology (imp:2.26 lvl:2.70) — Knowledge of different philosophical systems and religions. This includes their 
  Law and Government (imp:2.17 lvl:2.09) — Knowledge of laws, legal codes, court procedures, precedents, government regulat
  Production and Processing (imp:2.13 lvl:2.17) — Knowledge of raw materials, production processes, quality control, costs, and ot
  Economics and Accounting (imp:2.05 lvl:2.22) — Knowledge of economic and accounting principles and practices, the financial mar
  Telecommunications (imp:1.87 lvl:1.26) — Knowledge of transmission, broadcasting, switching, control, and operation of te
  Engineering and Technology (imp:1.83 lvl:1.83) — Knowledge of the practical application of engineering science and technology. Th
  Therapy and Counseling (imp:1.82 lvl:2.35) — Knowledge of principles, methods, and procedures for diagnosis, treatment, and r
  History and Archeology (imp:1.74 lvl:1.61) — Knowledge of historical events and their causes, indicators, and effects on civi
  Geography (imp:1.65 lvl:1.30) — Knowledge of principles and methods for describing the features of land, sea, an
  Foreign Language (imp:1.61 lvl:1.22) — Knowledge of the structure and content of a foreign (non-English) language inclu
  Fine Arts (imp:1.52 lvl:1.00) — Knowledge of the theory and techniques required to compose, produce, and perform
  Mechanical (imp:1.48 lvl:1.09) — Knowledge of machines and tools, including their designs, uses, repair, and main
  Transportation (imp:1.45 lvl:0.96) — Knowledge of principles and methods for moving people or goods by air, rail, sea
  Medicine and Dentistry (imp:1.43 lvl:0.83) — Knowledge of the information and techniques needed to diagnose and treat human i
  Chemistry (imp:1.35 lvl:0.78) — Knowledge of the chemical composition, structure, and properties of substances a
  Building and Construction (imp:1.30 lvl:0.65) — Knowledge of materials, methods, and the tools involved in the construction or r
  Biology (imp:1.30 lvl:0.74) — Knowledge of plant and animal organisms, their tissues, cells, functions, interd
  Physics (imp:1.26 lvl:0.65) — Knowledge and prediction of physical principles, laws, their interrelationships,
  Food Production (imp:1.22 lvl:0.48) — Knowledge of techniques and equipment for planting, growing, and harvesting food

--- ABILITIES ---
  Oral Expression (imp:4.12 lvl:4.38) — The ability to communicate information and ideas in speaking so others will unde
  Oral Comprehension (imp:4.00 lvl:4.12) — The ability to listen to and understand information and ideas presented through 
  Written Comprehension (imp:4.00 lvl:4.12) — The ability to read and understand information and ideas presented in writing.
  Written Expression (imp:4.00 lvl:4.12) — The ability to communicate information and ideas in writing so others will under
  Speech Recognition (imp:4.00 lvl:3.88) — The ability to identify and understand the speech of another person.
  Speech Clarity (imp:4.00 lvl:4.50) — The ability to speak clearly so others can understand you.
  Fluency of Ideas (imp:3.75 lvl:3.88) — The ability to come up with a number of ideas about a topic (the number of ideas
  Problem Sensitivity (imp:3.75 lvl:3.75) — The ability to tell when something is wrong or is likely to go wrong. It does no
  Deductive Reasoning (imp:3.75 lvl:3.88) — The ability to apply general rules to specific problems to produce answers that 
  Near Vision (imp:3.75 lvl:3.75) — The ability to see details at close range (within a few feet of the observer).
  Originality (imp:3.62 lvl:3.88) — The ability to come up with unusual or clever ideas about a given topic or situa
  Inductive Reasoning (imp:3.62 lvl:3.50) — The ability to combine pieces of information to form general rules or conclusion
  Information Ordering (imp:3.25 lvl:3.12) — The ability to arrange things or actions in a certain order or pattern according
  Category Flexibility (imp:3.25 lvl:3.50) — The ability to generate or use different sets of rules for combining or grouping
  Far Vision (imp:3.12 lvl:3.62) — The ability to see details at a distance.
  Memorization (imp:3.00 lvl:3.12) — The ability to remember information such as words, numbers, pictures, and proced
  Selective Attention (imp:3.00 lvl:2.88) — The ability to concentrate on a task over a period of time without being distrac
  Time Sharing (imp:2.75 lvl:2.75) — The ability to shift back and forth between two or more activities or sources of
  Speed of Closure (imp:2.62 lvl:2.62) — The ability to quickly make sense of, combine, and organize information into mea
  Flexibility of Closure (imp:2.62 lvl:2.62) — The ability to identify or detect a known pattern (a figure, object, word, or so
  Perceptual Speed (imp:2.62 lvl:2.00) — The ability to quickly and accurately compare similarities and differences among
  Mathematical Reasoning (imp:2.50 lvl:2.12) — The ability to choose the right mathematical methods or formulas to solve a prob
  Number Facility (imp:2.50 lvl:2.62) — The ability to add, subtract, multiply, or divide quickly and correctly.
  Visualization (imp:2.38 lvl:2.38) — The ability to imagine how something will look after it is moved around or when 
  Trunk Strength (imp:2.12 lvl:2.00) — The ability to use your abdominal and lower back muscles to support part of the 
  Auditory Attention (imp:2.12 lvl:2.00) — The ability to focus on a single source of sound in the presence of other distra
  Visual Color Discrimination (imp:2.00 lvl:2.00) — The ability to match or detect differences between colors, including shades of c
  Hearing Sensitivity (imp:2.00 lvl:1.88) — The ability to detect or tell the differences between sounds that vary in pitch 
  Depth Perception (imp:1.75 lvl:0.75) — The ability to judge which of several objects is closer or farther away from you
  Finger Dexterity (imp:1.62 lvl:1.12) — The ability to make precisely coordinated movements of the fingers of one or bot
  Wrist-Finger Speed (imp:1.38 lvl:0.50) — The ability to make fast, simple, repeated movements of the fingers, hands, and 
  Spatial Orientation (imp:1.12 lvl:0.12) — The ability to know your location in relation to the environment or to know wher
  Arm-Hand Steadiness (imp:1.00) — The ability to keep your hand and arm steady while moving your arm or while hold
  Manual Dexterity (imp:1.00) — The ability to quickly move your hand, your hand together with your arm, or your
  Control Precision (imp:1.00) — The ability to quickly and repeatedly adjust the controls of a machine or a vehi
  Multilimb Coordination (imp:1.00) — The ability to coordinate two or more limbs (for example, two arms, two legs, or
  Response Orientation (imp:1.00) — The ability to choose quickly between two or more movements in response to two o
  Rate Control (imp:1.00) — The ability to time your movements or the movement of a piece of equipment in an
  Reaction Time (imp:1.00) — The ability to quickly respond (with the hand, finger, or foot) to a signal (sou
  Speed of Limb Movement (imp:1.00) — The ability to quickly move the arms and legs.
  Static Strength (imp:1.00) — The ability to exert maximum muscle force to lift, push, pull, or carry objects.
  Explosive Strength (imp:1.00) — The ability to use short bursts of muscle force to propel oneself (as in jumping
  Dynamic Strength (imp:1.00) — The ability to exert muscle force repeatedly or continuously over time. This inv
  Stamina (imp:1.00) — The ability to exert yourself physically over long periods of time without getti
  Extent Flexibility (imp:1.00) — The ability to bend, stretch, twist, or reach with your body, arms, and/or legs.
  Dynamic Flexibility (imp:1.00) — The ability to quickly and repeatedly bend, stretch, twist, or reach out with yo
  Gross Body Coordination (imp:1.00) — The ability to coordinate the movement of your arms, legs, and torso together wh
  Gross Body Equilibrium (imp:1.00) — The ability to keep or regain your body balance or stay upright when in an unsta
  Night Vision (imp:1.00) — The ability to see under low-light conditions.
  Peripheral Vision (imp:1.00) — The ability to see objects or movement of objects to one's side when the eyes ar
  Glare Sensitivity (imp:1.00) — The ability to see objects in the presence of a glare or bright lighting.
  Sound Localization (imp:1.00) — The ability to tell the direction from which a sound originated.

--- WORK ACTIVITIES ---
  Communicating with Supervisors, Peers, or Subordinates (imp:4.61 lvl:5.96) — Providing information to supervisors, co-workers, and subordinates by telephone,
  Training and Teaching Others (imp:4.57 lvl:5.61) — Identifying the educational needs of others, developing formal educational or tr
  Establishing and Maintaining Interpersonal Relationships (imp:4.32 lvl:5.91) — Developing constructive and cooperative working relationships with others, and m
  Updating and Using Relevant Knowledge (imp:4.30 lvl:5.26) — Keeping up-to-date technically and applying new knowledge to your job.
  Coaching and Developing Others (imp:4.30 lvl:5.22) — Identifying the developmental needs of others and coaching, mentoring, or otherw
  Getting Information (imp:4.26 lvl:5.13) — Observing, receiving, and otherwise obtaining information from all relevant sour
  Providing Consultation and Advice to Others (imp:4.19 lvl:5.70) — Providing guidance and expert advice to management or other groups on technical,
  Interpreting the Meaning of Information for Others (imp:4.17 lvl:4.48) — Translating or explaining what information means and how it can be used.
  Making Decisions and Solving Problems (imp:4.13 lvl:4.61) — Analyzing information and evaluating results to choose the best solution and sol
  Developing Objectives and Strategies (imp:4.09 lvl:4.39) — Establishing long-range objectives and specifying the strategies and actions to 
  Working with Computers (imp:4.04 lvl:3.91) — Using computers and computer systems (including hardware and software) to progra
  Organizing, Planning, and Prioritizing Work (imp:3.96 lvl:5.43) — Developing specific goals and plans to prioritize, organize, and accomplish your
  Thinking Creatively (imp:3.91 lvl:4.43) — Developing, designing, or creating new applications, ideas, relationships, syste
  Processing Information (imp:3.78 lvl:4.09) — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying
  Analyzing Data or Information (imp:3.70 lvl:4.52) — Identifying the underlying principles, reasons, or facts of information by break
  Identifying Objects, Actions, and Events (imp:3.65 lvl:4.26) — Identifying information by categorizing, estimating, recognizing differences or 
  Documenting/Recording Information (imp:3.59 lvl:3.83) — Entering, transcribing, recording, storing, or maintaining information in writte
  Scheduling Work and Activities (imp:3.57 lvl:4.35) — Scheduling events, programs, and activities, as well as the work of others.
  Communicating with People Outside the Organization (imp:3.57 lvl:4.43) — Communicating with people outside the organization, representing the organizatio
  Developing and Building Teams (imp:3.57 lvl:3.96) — Encouraging and building mutual trust, respect, and cooperation among team membe
  Evaluating Information to Determine Compliance with Standards (imp:3.52 lvl:3.91) — Using relevant information and individual judgment to determine whether events o
  Coordinating the Work and Activities of Others (imp:3.43 lvl:4.09) — Getting members of a group to work together to accomplish tasks.
  Monitoring Processes, Materials, or Surroundings (imp:3.30 lvl:3.83) — Monitoring and reviewing information from materials, events, or the environment,
  Selling or Influencing Others (imp:3.27 lvl:3.74) — Convincing others to buy merchandise/goods or to otherwise change their minds or
  Resolving Conflicts and Negotiating with Others (imp:3.27 lvl:4.35) — Handling complaints, settling disputes, and resolving grievances and conflicts, 
  Judging the Qualities of Objects, Services, or People (imp:3.22 lvl:3.35) — Assessing the value, importance, or quality of things or people.
  Guiding, Directing, and Motivating Subordinates (imp:3.00 lvl:3.87) — Providing guidance and direction to subordinates, including setting performance 
  Performing Administrative Activities (imp:2.96 lvl:3.57) — Performing day-to-day administrative tasks such as maintaining information files
  Estimating the Quantifiable Characteristics of Products, Events, or Information (imp:2.91 lvl:2.87) — Estimating sizes, distances, and quantities; or determining time, costs, resourc
  Monitoring and Controlling Resources (imp:2.83 lvl:3.39) — Monitoring and controlling resources and overseeing the spending of money.
  Assisting and Caring for Others (imp:2.78 lvl:2.83) — Providing personal assistance, medical attention, emotional support, or other pe
  Performing for or Working Directly with the Public (imp:2.74 lvl:3.26) — Performing for people or dealing directly with the public. This includes serving
  Staffing Organizational Units (imp:2.68 lvl:3.39) — Recruiting, interviewing, selecting, hiring, and promoting employees in an organ
  Inspecting Equipment, Structures, or Materials (imp:2.09 lvl:1.86) — Inspecting equipment, structures, or materials to identify the cause of errors o
  Performing General Physical Activities (imp:2.00 lvl:1.83) — Performing general physical activities includes doing activities that require co
  Handling and Moving Objects (imp:1.83 lvl:1.70) — Using hands and arms in handling, installing, positioning, and moving materials,
  Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment (imp:1.74 lvl:1.35) — Providing documentation, detailed instructions, drawings, or specifications to t
  Controlling Machines and Processes (imp:1.68 lvl:1.65) — Using either control mechanisms or direct physical activity to operate machines 
  Repairing and Maintaining Electronic Equipment (imp:1.61 lvl:1.09) — Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines,
  Operating Vehicles, Mechanized Devices, or Equipment (imp:1.57 lvl:1.13) — Running, maneuvering, navigating, or driving vehicles or mechanized equipment, s
  Repairing and Maintaining Mechanical Equipment (imp:1.43 lvl:0.83) — Servicing, repairing, adjusting, and testing machines, devices, moving parts, an

--- WORK STYLES ---
  Dependability (imp:7.00) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Intellectual Curiosity (imp:6.00) — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Cooperation (imp:5.00) — A tendency to be pleasant, helpful, and willing to assist others at work.
  Achievement Orientation (imp:4.00) — A tendency to establish and maintain personally challenging work-related goals, 
  Social Orientation (imp:3.00) — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Dependability (imp:2.39) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Social Orientation (imp:2.36) — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Innovation (imp:2.30) — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Cooperation (imp:2.30) — A tendency to be pleasant, helpful, and willing to assist others at work.
  Adaptability (imp:2.26) — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Intellectual Curiosity (imp:2.16) — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Achievement Orientation (imp:2.04) — A tendency to establish and maintain personally challenging work-related goals, 
  Adaptability (imp:2.00) — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Initiative (imp:1.93) — A tendency to be proactive and take on extra responsibilities and tasks that may
  Attention to Detail (imp:1.92) — A tendency to be detail-oriented, organized, and thorough in completing work.
  Optimism (imp:1.90) — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Empathy (imp:1.89) — A tendency to show concern for others and be sensitive to others' needs and feel
  Leadership Orientation (imp:1.81) — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Self-Confidence (imp:1.76) — A tendency to believe in one's work-related capabilities and ability to control 
  Integrity (imp:1.70) — A tendency to be honest and ethical at work.
  Self-Control (imp:1.70) — A tendency to remain calm and composed and to manage emotions effectively in res
  Perseverance (imp:1.67) — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Sincerity (imp:1.55) — A tendency to be genuine and sincere in interactions with others at work, withou
  Tolerance for Ambiguity (imp:1.33) — A tendency to be comfortable with ambiguity and uncertainty at work.
  Stress Tolerance (imp:1.24) — A tendency to cope and function effectively in stressful situations at work.
  Humility (imp:1.06) — A tendency to be modest and humble when interacting with others at work.
  Innovation (imp:1.00) — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Cautiousness (imp:0.69) — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Tolerance for Ambiguity () — A tendency to be comfortable with ambiguity and uncertainty at work.
  Initiative () — A tendency to be proactive and take on extra responsibilities and tasks that may
  Self-Confidence () — A tendency to believe in one's work-related capabilities and ability to control 
  Perseverance () — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Leadership Orientation () — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Humility () — A tendency to be modest and humble when interacting with others at work.
  Sincerity () — A tendency to be genuine and sincere in interactions with others at work, withou
  Empathy () — A tendency to show concern for others and be sensitive to others' needs and feel
  Optimism () — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Cautiousness () — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Attention to Detail () — A tendency to be detail-oriented, organized, and thorough in completing work.
  Integrity () — A tendency to be honest and ethical at work.
  Stress Tolerance () — A tendency to cope and function effectively in stressful situations at work.
  Self-Control () — A tendency to remain calm and composed and to manage emotions effectively in res

--- TRANSFERABLE SKILLS ---
  Instructing (imp:4.38 lvl:4.12) — Teaching others how to do something.
  Social Perceptiveness (imp:4.00 lvl:4.00) — Being aware of others' reactions and understanding why they react as they do.
  Judgment and Decision Making (imp:3.88 lvl:4.00) — Considering the relative costs and benefits of potential actions to choose the m
  Coordination (imp:3.75 lvl:3.88) — Adjusting actions in relation to others' actions.
  Service Orientation (imp:3.62 lvl:3.75) — Actively looking for ways to help people.
  Time Management (imp:3.62 lvl:3.75) — Managing one's own time and the time of others.
  Systems Evaluation (imp:3.38 lvl:3.62) — Identifying measures or indicators of system performance and the actions needed 
  Complex Problem Solving (imp:3.25 lvl:3.25) — Identifying complex problems and reviewing related information to develop and ev
  Persuasion (imp:3.12 lvl:3.38) — Persuading others to change their minds or behavior.
  Negotiation (imp:3.12 lvl:3.12) — Bringing others together and trying to reconcile differences.
  Operations Analysis (imp:3.12 lvl:3.50) — Analyzing needs and product requirements to create a design.
  Systems Analysis (imp:3.12 lvl:3.12) — Determining how a system should work and how changes in conditions, operations, 
  Management of Personnel Resources (imp:3.12 lvl:3.38) — Motivating, developing, and directing people as they work, identifying the best 
  Management of Financial Resources (imp:2.25 lvl:2.88) — Determining how money will be spent to get the work done, and accounting for the
  Management of Material Resources (imp:2.25 lvl:2.25) — Obtaining and seeing to the appropriate use of equipment, facilities, and materi
  Operations Monitoring (imp:2.00 lvl:1.12) — Watching gauges, dials, or other indicators to make sure a machine is working pr
  Technology Design (imp:1.88 lvl:1.25) — Generating or adapting equipment and technology to serve user needs.
  Quality Control Analysis (imp:1.88 lvl:1.00) — Conducting tests and inspections of products, services, or processes to evaluate
  Programming (imp:1.50 lvl:0.75) — Writing computer programs for various purposes.
  Equipment Selection (imp:1.12 lvl:0.12) — Determining the kind of tools and equipment needed to do a job.
  Operation and Control (imp:1.12 lvl:0.12) — Controlling operations of equipment or systems.
  Installation (imp:1.00) — Installing equipment, machines, wiring, or programs to meet specifications.
  Equipment Maintenance (imp:1.00) — Performing routine maintenance on equipment and determining when and what kind o
  Troubleshooting (imp:1.00) — Determining causes of operating errors and deciding what to do about it.
  Repairing (imp:1.00) — Repairing machines or systems using the needed tools.

--- NATIONAL WAGES ---
  total_employment : 458,300
  annual_median    : $69,280
  annual_pct10     : $38,760
  annual_pct25     : $50,110
  annual_pct75     : $95,050
  annual_pct90     : $123,250
  annual_mean      : $75,550
  hourly_median    : $33.31

--- GEOGRAPHIC DISPERSION ---
  highest_state    : Delaware ($88,570)
  lowest_state     : Guam ($42,950)
  dispersion_ratio : 2.062x

--- TOP STATES BY WAGE (54 total) ---
  Health Care and Social Assistance        emp:   55,590  median: $  67,610
  Professional, Scientific, and Technical Services emp:   54,120  median: $  82,110
  Educational Services                     emp:   47,360  median: $  75,090
  Accommodation and Food Services          emp:   35,550  median: $  35,360
  Finance and Insurance                    emp:   34,460  median: $  78,490
  Manufacturing                            emp:   32,690  median: $  67,170
  Administrative and Support and Waste Management and Remediation Services emp:   31,970  median: $  62,240
  Transportation and Warehousing           emp:   28,430  median: $  59,340
  Federal, State, and Local Government, excluding State and Local Government Schools and Hospitals and the U.S. Postal Service (OEWS Designation) emp:   28,100  median: $  71,360
  Management of Companies and Enterprises  emp:   24,530  median: $  80,000

--- TOP INDUSTRIES BY EMPLOYMENT (20 total) ---
  Health Care and Social Assistance        emp:   55,590  median: $  67,610
  Professional, Scientific, and Technical Services emp:   54,120  median: $  82,110
  Educational Services                     emp:   47,360  median: $  75,090
  Accommodation and Food Services          emp:   35,550  median: $  35,360
  Finance and Insurance                    emp:   34,460  median: $  78,490
  Manufacturing                            emp:   32,690  median: $  67,170
  Administrative and Support and Waste Management and Remediation Services emp:   31,970  median: $  62,240
  Transportation and Warehousing           emp:   28,430  median: $  59,340
  Federal, State, and Local Government, excluding State and Local Government Schools and Hospitals and the U.S. Postal Service (OEWS Designation) emp:   28,100  median: $  71,360
  Management of Companies and Enterprises  emp:   24,530  median: $  80,000

exact_match_status : found
matched_title      : Training and development
match_score        : 0.8000
wikidata_qid       : Q348960
word_count         : 4,885
wikipedia_url      : https://en.wikipedia.org/wiki/Training_and_development
license            : CC BY-SA 4.0
fetched_at         : 2026-06-02T20:13:53.866746Z

--- WIKIPEDIA FULL TEXT ---
Training and development involves improving the effectiveness of organizations and the individuals and teams within them. Training may be viewed as being related to immediate changes in effectiveness via organized instruction, while development is related to the progress of longer-term organizational and employee goals. While training and development technically have differing definitions, the terms are often used interchangeably. Training and development have historically been topics within adult education and applied psychology, but have within the last two decades become closely associated with human resources management, talent management, human resources development, instructional design, human factors, and knowledge management.
Skills training has taken on varying organizational forms across industrialized economies. Germany has an elaborate vocational training system, whereas the United States and the United Kingdom are considered to generally have weak ones.


== History ==
Aspects of training and development have been linked to ancient civilizations around the world. Early training-related articles appeared in journals marketed to enslavers in the Antebellum South and training approaches and philosophies were discussed extensively by Booker T. Washington. Early academic publishing related to training included a 1918 article in the Journal of Applied Psychology, which explored an undergraduate curriculum designed for applied psychologists.
By the 1960s and 70s, the field began developing theories and conducting theory-based research since it was historically rooted in trial-and-error intervention research, and new training methods were developed, such as the use of computers, television, case studies, and role playing. The scope of training and development also expanded to include cross-cultural training, a focus on the development of the individual employee, and the use of new organization development literature to frame training programs.
The 1980s focused on how employees received and implemented training programs, and encouraged the collection of data for evaluation purposes, particularly management training programs. The development piece of training and development became increasingly popular in the 90s, with employees more frequently being influenced by the concept of lifelong learning. It was in this decade that research revealing the impact and importance of fostering a training and development-positive culture was first conducted.
The 21st century brought more research in topics such as team-training, such as cross-training, which emphasizes training in coworkers' responsibilities.


== Training practice and methods ==
Training and development encompass three main activities: training, education, and development. Differing levels and types of development may be used depending on the roles of employees in an organisation.
The "stakeholders" in training and development are categorized into several classes. The sponsors of training and development are senior managers, while line managers are responsible for coaching, providing resources, and managing performance. The clients of training and development are business planners, while the participants are those who undergo the processes. The facilitators are human resource management staff, and the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with those of others.
Since the 2000s, training has become more trainee-focused, which allows those being trained more flexibility and active learning opportunities. These active learning techniques include exploratory/discovery learning, error management training, guided exploration, and mastery training. Typical projects in the field include executive and supervisory/management development, new employee orientation, professional skills training, technical/job training, customer-service training, sales-and-marketing training, and health-and-safety training. Training is particularly critical in high-reliability organizations, which rely on high safety standards to prevent catastrophic damage to employees, equipment, or the environment (e.g., nuclear power plants and operating rooms).
The instructional systems design approach (often referred to as the ADDIE model) is often used for designing learning programs and used for instructional design, or the process of designing, developing, and delivering learning content. There are 5 phases in the ADDIE model:

Needs assessment: problem identification. training needs analysis, determination of audience determined, identification of stakeholder's needs and required resources
Program design: mapping of learning intervention/implementation outline and evaluation methods
Program development: delivery method, production of learning outcomes, quality evaluation of learning outcome, development of communication strategy, required technology, and assessment and evaluation tools
Training delivery and implementation: participation in side-programs, training delivery, learning participation, and evaluation of business
Evaluation of training: formal evaluation, including the evaluation of learning and potential points of improvement
Many different training methods exist today, including both on- and off-the-job methods. Other training methods may include:

Apprenticeship training: training in which a worker entering the skilled trades is given thorough instruction and experience both on and off the job in the practical and theoretical aspects of the work
Co-operative programs and internship programs: training programs that combine practical, on-the-job experience with formal education, and are usually offered at colleges and universities
Classroom instruction: information is presented in lectures, demonstrations, films, and videotapes or through computer instruction
Self-directed learning: individuals work at their own pace during programmed instruction, which may include books, manuals, or computers that break down subject-matter content into highly organized logical sequences that demand a continuous response on the trainee's part. It often includes the use of a computer and online resources.
Audiovisual: methods used to teach the skills and procedures required for a number of jobs through audiovisual means
Simulation: used when it is not practical or safe to train people on the actual equipment or within the actual work environment
There is significant importance in training as it prepares employees for higher job responsibilities, shows employees they are valued, improves IT and computer processes, and tests the efficiency of new performance management systems. However, some believe training wastes time and money because, in certain cases, real life experience may be better than education, and organizations want to spend less, not more.

In the 1940s, Professor Reginald Revans introduced action learning development model, whereby training managers bring together organizational teams to improve organizational performance. According to Revans, the learning formula is: Learning (L) = Traditional Training Program (P) + Questioning (Q) to create development insights. In addition to traditional training methods (P), organizational questioning (Q) enables each employee to reflect on past experiences, the write down new insights to guide future actions to improve on the job performance and collective organizational performance. Action-learning based training models have become popular among many training managers and chief learning officers (CLOs).
Training effectiveness can be enhanced by using digital tools and platforms that streamline task management, monitor progress, and provide feedback to both employees and managers. Modern software solutions help organizations align training programs with performance objectives, track learning outcomes, and identify areas for improvement.


== Training in the Public Sector ==
Training and development in 

--- SEMANTIC NEIGHBORS (5) ---

  Title: GRU Unit 29155 (similarity: 0.2000)
  URL: https://en.wikipedia.org/wiki/GRU_Unit_29155
  QID: Q70389486
  Extract: Unit 29155 is a Russian military intelligence unit of the GRU. It is associated with foreign assassinations and other activities aimed at destabilizing European countries. The unit is thought to have operated in secret since at least 2008, though its existence only became publicly known in 2019.

  Title: Educational specialist (similarity: 0.4828)
  URL: https://en.wikipedia.org/wiki/Educational_specialist
  QID: Q5341303
  Extract: The Education Specialist, also referred to as Educational Specialist or Specialist in Education, is a specialist degree in education which is an advanced professional degree in the U.S. that is designed to provide knowledge and theory in the field of education beyond the master's degree level. Gener

  Title: Payload specialist (similarity: 0.5185)
  URL: https://en.wikipedia.org/wiki/Payload_specialist
  QID: Q612374
  Extract: A payload specialist (PS) was an individual selected and trained by commercial or research organizations for flights of a specific payload on a NASA Space Shuttle mission. People assigned as payload specialists included individuals selected by the research community, a company or consortium flying a

  Title: Information technology management (similarity: 0.3768)
  URL: https://en.wikipedia.org/wiki/Information_technology_management
  QID: Q1473265
  Extract: Information technology management is the discipline whereby all of the information technology resources of a firm are managed in accordance with its needs and priorities. Managing the responsibility within a company entails many of the basic management functions, like budgeting, staffing, change man

  Title: Certified forensic computer examiner (similarity: 0.1667)
  URL: https://en.wikipedia.org/wiki/Certified_forensic_computer_examiner
  QID: Q5065171
  Extract: The Certified Forensic Computer Examiner (CFCE) credential was the first certification demonstrating competency in computer forensics in relation to Windows based computers. The CFCE training and certification is conducted by the International Association of Computer Investigative Specialists (IACIS

model_pass1          : claude-sonnet-4-20250514
model_pass2          : claude-haiku-4-5-20251001
inference_confidence : high
confidence_notes     : Strong data coverage across all domains with comprehensive task descriptions, clear skill requirements, and robust wage data from BLS OEWS May 2025. Wikipedia match provides additional validation of occupational definition and scope.
inferred_at          : 2026-06-03T13:23:24.060034+00:00
tokens_input         : 4,587
tokens_output        : 3,975
cost_usd             : $0.043085
wikipedia_used       : True
wikipedia_title      : Training and development
wikipedia_note       : The Wikipedia entry confirms this occupation focuses on improving organizational and individual effectiveness through structured learning interventions. It distinguishes between immediate training outcomes and longer-term developmental goals, aligning with the comprehensive scope described in O*NET data.

--- PROSE FIELDS ---

ROLE SUMMARY:
Training and Development Specialists design and deliver workplace learning programs to enhance employee skills and organizational performance. They conduct needs assessments, develop training materials, and evaluate program effectiveness across diverse delivery methods. These professionals serve as the bridge between organizational goals and employee capability development, working across industries from healthcare to technology.

DAY IN THE LIFE:
Training specialists begin by assessing organizational learning needs through employee surveys, focus groups, and manager consultations. They design training programs using various instructional techniques including role-playing, simulations, and team exercises, often leveraging technology tools like Adobe Creative Cloud and Cisco Webex. Throughout the day, they develop course materials such as handouts and visual aids, coordinate training schedules, and deliver both in-person and virtual sessions. They continuously monitor training costs, prepare budget reports, and evaluate program effectiveness through participant feedback and performance metrics.

WHO THRIVES:
Individuals who excel as Training and Development Specialists combine strong Social and Investigative interests with exceptional communication abilities. They possess high dependability and intellectual curiosity, constantly seeking new learning methodologies and staying current with industry developments. These professionals demonstrate superior oral and written expression skills, enabling them to translate complex concepts into accessible learning experiences. They thrive on coaching others, building interpersonal relationships, and seeing measurable improvements in employee performance and organizational outcomes.

CAREER ENTRY:
Most Training and Development Specialists enter with a bachelor's degree (78.3% of practitioners), commonly in education, psychology, human resources, or business fields. Entry-level positions often require 2-3 years of relevant experience in training, education, or organizational development. Candidates benefit from internships in corporate learning departments or experience in teaching, instructional design, or human resources roles.

CAREER TRAJECTORY:
Training specialists typically advance to Training and Development Manager positions, overseeing entire learning and development departments. Career progression may lead to specialized roles such as Instructional Coordinators or Management Analysts, or pivot toward Industrial-Organizational Psychology or Human Resources leadership. Senior practitioners often become internal consultants, developing executive development programs or transitioning to independent training consultancy.

MARKET INTELLIGENCE:
With 458,300 professionals employed nationwide, Training and Development Specialists earn a median annual salary of $69,280 according to BLS OEWS May 2025 data, ranging from $38,760 to $123,250. Geographic wage variation is moderate with a 2.06x ratio between highest-paying Delaware ($88,570) and lowest-paying Guam ($42,950). Employment concentrations are strongest in Health Care and Social Assistance (55,590), Professional Services (54,120), and Educational Services (47,360). The field shows steady demand driven by continuous organizational change, technology adoption, and skills gap mitigation across industries.

AUTOMATION OUTLOOK:
Training and Development Specialists face moderate automation risk as AI increasingly handles routine content creation and basic assessment tasks. However, core activities like interpersonal coaching, complex needs analysis, and adaptive instruction delivery remain largely automation-resistant due to their reliance on human judgment, empathy, and real-time relationship building.

--- REASONED EDGES ---
  [career_pathway] Training and Development Managers (11-3131.00) — confidence:high
    reasoning: Direct supervisory progression sharing identical core knowledge in Education and Training (4.7 importance) and Training/Teaching work activities.
    data: Job Zone 4 preparation level
    data: Education and Training knowledge overlap
    data: Management career progression pattern
  [skill_overlap] Instructional Coordinators (25-9031.00) — confidence:high
    reasoning: Both roles emphasize Training and Teaching Others (4.6 importance) and curriculum development capabilities with shared educational focus.
    data: Training and Teaching Others work activity
    data: Learning Strategies skill
    data: Education and Training knowledge
  [task_similarity] Management Analysts (13-1111.00) — confidence:medium
    reasoning: Both conduct organizational assessments through surveys and consultation, sharing high-level analytical and advisory functions.
    data: Conducting surveys work activity
    data: Providing consultation work activity
    data: Job Zone 4 level
  [knowledge_overlap] Human Resources Specialists (13-1071.00) — confidence:high
    reasoning: Significant overlap in Personnel and Human Resources knowledge (3.5 importance) and employee development focus within organizational contexts.
    data: Personnel and Human Resources knowledge
    data: Coaching and Developing Others work activity
    data: Business operations context
  [riasec_cluster] Industrial-Organizational Psychologists (19-3032.00) — confidence:high
    reasoning: Both share dominant Social (5.64) and Investigative (4.03) RIASEC profiles, focusing on human behavior analysis and organizational improvement.
    data: Social RIASEC code 5.64
    data: Psychology knowledge area
    data: Organizational analysis focus

--- NORMALIZER SIGNALS ---
  match_keywords   : ['training specialist', 'development specialist', 'corporate trainer', 'learning coordinator', 'instructional designer', 'training coordinator', 'workplace learning', 'employee development']
  exclude_keywords : ['teacher', 'professor', 'instructor', 'manager', 'analyst']
  title_patterns   : ['Training and Development', 'Training Specialist', 'Development Specialist', 'Corporate Trainer', 'Learning and Development']
  common_variations: ['L&D Specialist', 'Training Coordinator', 'Learning Specialist', 'Development Coordinator', 'Training Professional', 'Learning Consultant', 'Corporate Learning Specialist', 'Workforce Development Specialist']

total_terms    : 40
top_words      : ['development', 'others', 'public', 'tendency', 'programs', 'learning', 'performance', 'women', 'management', 'needs', 'equipment', 'organizational', 'human', 'resources', 'career', 'materials', 'activities', 'mentorship', 'opportunities', 'effectiveness']
source_layers  : onet_tasks | onet_dimensions | dwas | wikipedia | inference

TERM                    COUNT     FREQ  DOMINANT SOURCE      SOURCE BREAKDOWN
──────────────────────────────────────────────────────────────────────────────────────────
development                78  0.01486  wikipedia            wikipedia:86%  inference:13%  onet_tasks:1%
others                     43  0.00819  onet_dimensions      onet_dimensions:88%  wikipedia:7%  dwas:2%
public                     42  0.00800  wikipedia            wikipedia:90%  onet_dimensions:10%
tendency                   42  0.00800  onet_dimensions      onet_dimensions:100%
programs                   39  0.00743  wikipedia            wikipedia:62%  onet_tasks:13%  onet_dimensions:10%
learning                   36  0.00686  wikipedia            wikipedia:69%  inference:19%  onet_dimensions:11%
performance                32  0.00609  wikipedia            wikipedia:69%  onet_dimensions:22%  inference:9%
women                      30  0.00571  wikipedia            wikipedia:100%
management                 29  0.00552  wikipedia            wikipedia:69%  onet_dimensions:24%  onet_tasks:3%
needs                      26  0.00495  wikipedia            wikipedia:54%  onet_dimensions:31%  inference:12%
equipment                  26  0.00495  onet_dimensions      onet_dimensions:88%  wikipedia:8%  onet_tasks:4%
organizational             26  0.00495  wikipedia            wikipedia:62%  inference:31%  onet_dimensions:4%
human                      25  0.00476  wikipedia            wikipedia:52%  onet_dimensions:28%  inference:16%
resources                  24  0.00457  wikipedia            wikipedia:46%  onet_dimensions:38%  inference:12%
career                     23  0.00438  wikipedia            wikipedia:91%  onet_dimensions:4%  inference:4%
materials                  22  0.00419  onet_dimensions      onet_dimensions:45%  dwas:27%  onet_tasks:14%
activities                 22  0.00419  onet_dimensions      onet_dimensions:41%  dwas:32%  wikipedia:18%
mentorship                 22  0.00419  wikipedia            wikipedia:100%
opportunities              21  0.00400  wikipedia            wikipedia:100%
effectiveness              18  0.00343  wikipedia            wikipedia:67%  inference:17%  onet_tasks:11%
principles                 18  0.00343  onet_dimensions      onet_dimensions:89%  wikipedia:11%
design                     17  0.00324  wikipedia            wikipedia:41%  onet_dimensions:35%  inference:18%
organizations              17  0.00324  wikipedia            wikipedia:82%  dwas:12%  onet_dimensions:6%
service                    17  0.00324  wikipedia            wikipedia:82%  onet_dimensions:12%  dwas:6%
individual                 16  0.00305  wikipedia            wikipedia:81%  onet_dimensions:12%  inference:6%
goals                      16  0.00305  wikipedia            wikipedia:50%  onet_dimensions:38%  inference:12%
techniques                 15  0.00286  onet_dimensions      onet_dimensions:67%  wikipedia:20%  onet_tasks:7%
includes                   15  0.00286  onet_dimensions      onet_dimensions:80%  wikipedia:20%
access                     15  0.00286  wikipedia            wikipedia:100%
social                     14  0.00267  wikipedia            wikipedia:43%  onet_dimensions:36%  inference:14%
research                   14  0.00267  wikipedia            wikipedia:93%  onet_dimensions:7%
workplace                  14  0.00267  wikipedia            wikipedia:86%  onet_dimensions:7%  inference:7%
discrimination             14  0.00267  wikipedia            wikipedia:93%  onet_dimensions:7%
self                       14  0.00267  wikipedia            wikipedia:57%  onet_dimensions:43%
include                    14  0.00267  wikipedia            wikipedia:100%
outcomes                   13  0.00248  wikipedia            wikipedia:54%  onet_dimensions:23%  inference:15%
individuals                13  0.00248  wikipedia            wikipedia:77%  onet_dimensions:15%  inference:8%
motivation                 13  0.00248  wikipedia            wikipedia:92%  onet_dimensions:8%
control                    13  0.00248  onet_dimensions      onet_dimensions:92%  wikipedia:8%
technology                 13  0.00248  wikipedia            wikipedia:46%  onet_dimensions:31%  inference:23%