Occupational Requirements Survey (ORS)

Collection Manual 

Second Edition

U. S. Department of Labor Office of Compensation and

Bureau of Labor Statistics Working Conditions

Washington, D. C. 20212 May 2016
Table of Contents

Table of Contents ........................................................................................................................... i

Preface ............................................................................................................................................ v

Introduction .................................................................................................................................. vi

Information Reference Guide .................................................................................................... vii

Major Changes to ORS Manual (May 2016) ........................................................................... viii

Chapter 1: Collection Strategies .................................................................................................. 1

1_01 Overview ............................................................................................................................. 2

1_02 Collect job descriptions and other descriptive documents ahead of time ........................... 2

1_03 Identify a collection approach ............................................................................................. 3

1_04 Identify potential data elements ahead of time .................................................................... 3

1_05 Prioritize collection for accuracy and efficiency ................................................................. 3

1_06 Take advantage of opportunities to observe workers on jobs ............................................. 4

Chapter 2: Fundamentals............................................................................................................. 5

2_01 Understanding Work as Generally Performed .................................................................... 6

How to apply the concept ‘work as generally performed’:........................................... 6

2_02 Understanding Job Definition .............................................................................................. 8

2_03 Understanding Duration ...................................................................................................... 9

How to choose the correct method for collecting ‘Duration’ ....................................... 9

How to code duration for tasks that occur less than daily .......................................... 10

How to proceed when respondent answers are incomplete ........................................ 10

References for coding duration ................................................................................... 11

Duration Formula ........................................................................................................ 11

2_04 Understanding Accommodation ........................................................................................ 12

2_05 Understanding Mitigation .................................................................................................. 13

2_06 Understanding Thresholds ................................................................................................. 14

2_07 Understanding SOCs in ORS ............................................................................................ 15

How to code an O*NET SOC that does not follow SOC rules .................................. 15

2_08 Understanding Documentation Requirements ................................................................... 16

Chapter 3: Occupational Information ...................................................................................... 17

ORS Collection Manual Second Edition Page | i 
3_01 How to collect combination jobs ....................................................................................... 18

3_02 Collecting non-levelable NCS jobs ................................................................................... 19

3_03 How to collect traveling occupations ................................................................................ 20

3_04 How to collect occupational characteristics ...................................................................... 21

Chapter 4: Task Lists ................................................................................................................. 22

4_01 Overview ........................................................................................................................... 23

4_02 How to use questions to identify important tasks .............................................................. 23

4_03 Documenting tasks ............................................................................................................ 25

How to document tasks ............................................................................................... 25

4_04 How to compare task lists to the O*NET .......................................................................... 27

4_05 Collecting ‘Driving’ .......................................................................................................... 28

Chapter 5: Specific Vocational Preparation (SVP) ................................................................. 29

5_01 Overview ........................................................................................................................... 30

5_02 Collecting ‘Minimum Education’ ...................................................................................... 31

How to collect ‘Minimum Education’ ........................................................................ 32

5_03 Collecting ‘Pre-employment Training’ ............................................................................. 35

Collecting duration for ‘Pre-employment Training’ ................................................... 35

5_04 Collecting ‘Experience’ ..................................................................................................... 37

5_05 Collecting ‘Post-employment Training’ ............................................................................ 38

Collecting post-employment training for non-standard work schedules .................... 38

5_06 Avoiding errors that can result in over- or understatement ............................................... 40

When to use “Unknown” and “Not required” ............................................................. 40

Coding a non-levelable job ......................................................................................... 40

Collecting concurrent SVP time ................................................................................. 41

5_07 Computing SVP Level ....................................................................................................... 42

Understanding SVP levels and job skill levels ........................................................... 42

Calculating SVP – an example ................................................................................... 42

Chapter 6: Cognitive Elements .................................................................................................. 44

6_01 Overview ........................................................................................................................... 45

6_02 Collecting ‘Decision-making’ ........................................................................................... 46

6_03 Collecting ‘Work Review’ ................................................................................................ 48

6_04 Collecting ‘Pace’ ............................................................................................................... 50

How to collect ‘Pace of Work’ ................................................................................... 50

How to collect the ‘Control of Workflow’ ................................................................. 51

ORS Collection Manual Second Edition Page | ii
6_05 Collecting ‘Adaptability’ ................................................................................................... 53

6_06 Collecting ‘Work-Related Personal Interactions’ ............................................................. 56

How to collect frequency of contact ........................................................................... 57

How to collect the purpose of interaction ................................................................... 57

Chapter 7: Physical Demands .................................................................................................... 60

7_01 Overview ........................................................................................................................... 61

Concurrent Physical Demands .................................................................................... 61

How to collect Physical Demands .............................................................................. 61

7_02 Collecting ‘Sitting vs. Standing/Walking’ ........................................................................ 63

How to collect ‘Sitting’ vs. ‘Standing/Walking’ ........................................................ 63

When to collect ‘Sitting vs. Standing/Walking at Will’ ............................................. 64

7_03 Collecting ‘Lifting/Carrying’ ............................................................................................ 66

How to collect Lifting/Carrying: ................................................................................ 66

When to use ‘Negligible’ and ‘None’ ......................................................................... 68

7_04 Collecting ‘Pushing/Pulling’ ............................................................................................. 70

Understanding thresholds for ‘Pushing/Pulling’ ......................................................... 70

How to collect ‘Pushing/Pulling’ ................................................................................ 72

7_05 Collecting ‘Reaching’ ........................................................................................................ 74

7_06 Collecting ‘Keyboarding’ .................................................................................................. 76

How to collect ‘Keyboarding’ .................................................................................... 76

7_07 Collecting ‘Manipulation’ ................................................................................................. 78

7_08 Collecting ‘Stooping’, ‘Crouching’, ‘Kneeling’, and ‘Crawling’ ..................................... 80

7_09 Collecting ‘Climbing’ ........................................................................................................ 82

How to collect ‘Climbing Ramps or Stairs’ ................................................................ 82

How to collect ‘Climbing Ladders, Ropes, or Scaffolds’ ........................................... 83

Determining the type of ‘Climbing’ with Stools and Ladders .................................... 83

7_10 Collecting ‘Vision’ ............................................................................................................ 85

7_11 Collecting ‘Communicating Verbally’ and ‘Hearing Requirements’ ............................... 86

Chapter 8: Environmental Conditions...................................................................................... 88

8_01 Overview ........................................................................................................................... 89

Collect the following Environmental Conditions: ...................................................... 89

When to collect duration for Environmental Conditions: ........................................... 89

How to collect Environmental Conditions .................................................................. 89

ORS Collection Manual Second Edition Page | iii
8_02 Collecting ‘Outdoors’ ........................................................................................................ 91

8_03 Collecting ‘Extreme Cold’ ................................................................................................ 92

8_04 Collecting ‘Extreme Heat’ ................................................................................................. 93

8_05 Collecting ‘Wetness’ ......................................................................................................... 94

8_06 Collecting ‘Humidity’ ....................................................................................................... 95

8_07 Collecting ‘Hazardous Contaminants’ .............................................................................. 96

8_08 Collecting ‘Proximity to Moving Mechanical Parts’ ........................................................ 98

8_09 Collecting ‘Heavy Vibration’ ............................................................................................ 99

8_10 Collecting ‘High, Exposed Places’ .................................................................................. 100

8_11 Collecting ‘Noise Intensity Level’ .................................................................................. 101

Appendix 1 ................................................................................................................................. 103

List of Potential Hazards .......................................................................................................... 103

Air Contaminants ...................................................................................................... 103

Toxic Substances ...................................................................................................... 106

Mineral Dusts ............................................................................................................ 106

Appendix 2 ................................................................................................................................. 107

Common Objects and Their Weights ....................................................................................... 107

Glossary ..................................................................................................................................... 108

ORS Collection Manual Second Edition Page | iv
Preface

The Occupational Requirements Survey (ORS) Collection Manual is the primary document 

providing instructions on survey procedures, data collection, and coding for the Occupational 

Requirements Survey. This document provides broad collection and coding instructions 

applicable across all ORS collection activities and includes detailed data element definitions, 

explanations, and examples. 

This Manual reflects current concepts, definitions, and practices. It will be updated periodically 

and supplemented by Technical Memoranda and Procedures Alerts issued from the Office of 

Compensation Levels and Trends (OCLT). See specific changes listed in the Major Changes 

table. 

ORS Collection Manual Second Edition Page | v 
Introduction

The Social Security Administration (SSA) administers two large national programs that 

provide disability benefits to individuals who cannot work due to mental or physical 

disabilities. SSA uses an adjudication process to determine if individuals meet eligibility 

requirements to receive benefits. To support this adjudication process, SSA needs 

information about the requirements of work as it is generally performed in the national 

economy. 

SSA and BLS signed an interagency agreement to begin collecting new occupational 

requirements data for use in SSA’s disability programs. SSA chose the BLS, specifically 

the National Compensation Survey (NCS), because the NCS collects quality data on 

work characteristics in the economy. As a result, BLS established the Occupational 

Requirements Survey (ORS) as a test survey in late 2012. The goal of ORS is to collect 

and publish occupational information that meets the needs of SSA at the level of the 

eight-digit Standard Occupational Classification (SOC) that is used by the Occupational 

Information Network (O*NET).

In FY 2013, economists from the NCS program began feasibility testing that included 

collecting data on primary physical attributes, environmental conditions, and vocational 

preparation requirements of occupations within establishments representative of the 

broader economy. BLS added mental and cognitive demands of work to the data 

collection in FY 2014. In FY 2015, BLS completed pre-production testing and the survey 

went into production in FY 2016. 

The focus of this manual is to provide clear survey definitions and procedures to ensure 

consistent application during production data collection. This manual outlines 

fundamental collection concepts and technical procedures for collecting the data 

elements, including: task lists, specific vocational preparation, cognitive demands, 

physical demands, and environmental conditions. 

ORS Collection Manual Second Edition Page | vi 
BLANK PAGE

Page | vii
Major Changes to ORS Manual (May 

2016)

The ORS Production Manual continues to experience significant revisions. New sections 

have been added and some existing sections have undergone extensive change. Please 

continue to read the Manual as new and review the Major Changes Table for specific 

guidance on new material for 703 Collection. 

Chapter Source Section Number and Action

Preface PPD Maintenance Background information moved to 

Introduction 

Introduction PPD Maintenance New section

Information 

Reference Guide

PPD Maintenance New Section

Collection 

Strategies (1)

PPD Maintenance Expanded information on 

approach to data collection. 

Review the entire chapter

Fundamentals (2) PPD Maintenance 2_01Added the definition for 

“work as generally performed,” 

and instructions on when to use 

professional judgment when 

documenting 

PPD Maintenance 2_02 Added examples to the 

reasons ORS variations may occur 

and rewrote for clarity. Updated 

the coding instructions in the 

Examples of Narrowly defined 

Jobs chart 

SO-70 #13, 

Dividing time 

between stoop, 

crouch, and kneel

2_03 Updated instructions for the 

Fallback Methods. Instructions for 

Range of Hours reflect SO-70 

instructions 

PPD Maintenance 2_05 Added definitions for PPE 

and mitigation. Changes are 

extensive. Read the entire section

PPD Maintenance 2_06 This section is reorganized. 

Read entire section

ORS Collection Manual Second Edition Page | viii
PPD Maintenance 2_07 This is a new section with 

instructions on coding SOCs in 

ORS -- Understanding SOCs in 

ORS. Read entire section

TM 311 2_08 This is a new section. Read 

entire section

Occupational 

Information (3)

PPD Maintenance 3_01 Adjusted examples and 

provided some instructions from 

NCS Volume 1 

PPD Maintenance 3_03 Broadened the instructions 

on collecting travel to include 

other forms of transportation that 

is not part of a normal commute.

Task Lists (4) PPD Maintenance 4_01 Revised the definition of a 

task

PPD Maintenance 4_02 Added instructions that relate 

task lists to cognitive elements, 

and other examples that are not 

cognitive 

TM 311 4_03 Added instructions for task 

list documentation

PPD Maintenance 4_05 Moved 4_04 Collecting 

Driving to 4_05 

S0-70 #7, Driving 4_05 Added clarification to the 

definition of driving 

PPD Maintenance 4_05 Modified the description of 

physical demands involved in 

driving 

Specific Vocational 

Preparation/SVP (5)

This chapter experienced significant changes. Review the 

entire chapter

Cognitive Elements

(6)

This chapter experienced significant changes. Review the 

entire chapter

Physical Demands 

(7)

ORS.S0-70#5 7_02 Added instruction on coding 

sitting/standing and updated 

examples

PPD Maintenance 7_04 Added clarification on 

coding Pushing/Pulling 

PPD Maintenance 7_04 Added clarification to the 

duration of pushing/pulling to the 

librarian example. Corrected the 

ORS Collection Manual Second Edition Page | ix
Instructions for collecting a textile 

worker 

PA #156 

Overhead 

Reaching

7_05 Added additional 

information on thresholds and 

clarified definitions for overhead 

reaching

PA #156 

Overhead 

Reaching 

7_05 Removed the office worker 

example

ORS SO-70#10 7_06 Updated the definition of 

keyboarding and revised the 

examples

ORS SO-70#10 7_07 Revised the definitions of 

Manipulation to clarify the 

distinction between keyboarding 

SO-70 #13, 

Dividing time 

between stoop, 

crouch, and kneel

7_08 Updated instructions on 

coding when workers can choose 

their body positions 

PA #149 

Stooping

7_08 Updated definition of 

Stooping. Added an example 

PPD Maintenance 7_09 added a clarification in the 

definition of a structure 

PPD Maintenance 7_11 Added examples of remote 

communications devices 

PPD Maintenance 7_11 Added instructions to 

document other sounds 

Environmental 

Conditions (8)

PPD Maintenance 8_01 Added information on PPE 

and instructions on documentation

PPD Maintenance 8_02 Modified examples: 

archeologist in a tent and 

pharmaceutical sales rep

ORS.SO-70 #6 

Tobacco Smoke

8_07 Added the example of a 

casino worker exposed to second 

hand smoke 

Glossary – several 

terms have been 

added or revised 

PPD Maintenance Terms added or revised:

Adaptability

Certification

ORS Collection Manual Second Edition Page | x 
Change in Work Location

Change in Work Task 

Controlling Workflow 

Credit-hour 

Decision-making

Driving 

Educational Certificate

Foot/Leg Controls 

License

Pace

Pace of Work

Passenger Vehicle

Personal Protective Equipment 

(PPE)

Professional Degree

Sitting

Sitting vs. Standing/Walking at 

Will

Stooping 

Task

Task List

Touchscreen Keyboard 

Work as Generally Performed

Work-Related Personal 

Interactions 

Work Review 

Work Location

Work Schedule 

Work Task 

ORS Collection Manual Second Edition Page | xi 
Chapter 1: Collection Strategies

1_01 Overview ............................................................................................................................. 2

1_02 Collect job descriptions and other descriptive documents ahead of time ........................... 2

1_03 Identify a collection approach ............................................................................................. 3

1_04 Identify potential data elements ahead of time .................................................................... 3

1_05 Prioritize collection for accuracy and efficiency ................................................................. 3

1_06 Take advantage of opportunities to observe workers on jobs ............................................. 4

ORS Collection Manual Second Edition Page | 1 
1_01 Overview 

The goal of ORS, like NCS, is to collect as much quality data as possible in an efficient 

manner. Strategies for success rely on positive respondent feedback, knowledgeable field 

economists, and expedited collection procedures. Good response rates are the foundation 

of reliable statistical data. Field economists collect high quality data by obtaining 

cooperation from a large portion of sampled establishments and ensuring the respondents 

at these establishments provide complete and accurate data.

ORS presents a unique collection opportunity because most people are familiar with the 

Social Security Administration (SSA) programs. While it does not guarantee cooperation, 

this familiarity may help field economists get quality information for both ORS and NCS. 

The following tactics, explained further in this chapter, can help make a field economist 

successful:

● Collect job descriptions and other descriptive documents ahead of time. 

● Identify a collection approach. 

● Identify potential data elements ahead of time.

● Prioritize collection for accuracy and efficiency.

● Take advantage of opportunities to observe workers on jobs. 

1_02 Collect job descriptions and other descriptive documents ahead of time 

Use descriptive documents to improve data quality and shorten appointment times. 

Use job descriptions to: 

● Validate information provided by the respondent. 

● Identify overlooked information. 

● Fill gaps in respondent-provided information. 

● Launch discussions on occupational task lists, ORS data elements, and leveling. 

● Provide information on job codes, work schedules, supervisory information, and 

educational requirements. 

Job descriptions may not be useful as a primary information source because they are not 

always current or accurate. Job descriptions, or any other company documentation, are 

aids to collection and do not substitute for an interview.

Other establishment documents (such as Workers Compensation forms, 

OSHA/workplace safety forms, and organizational charts) can provide valuable 

collection information. All establishment documents are valuable tools in expediting 

collection, provided field economists confirm their accuracy with respondents. 

ORS Collection Manual Second Edition Page | 2 
1_03 Identify a collection approach 

Each field economist should determine the best collection approach based on personal 

preference, establishment size, industry, and respondent personality. Options include 

collecting:

● One quote at a time. 

● Multiple quotes concurrently. 

● A portion of the interview for one quote and a portion for multiple quotes 

concurrently. 

● Data from additional respondents such as supervisors, and occupational safety 

managers. 

1_04 Identify potential data elements ahead of time 

The presence of ORS data elements may be evident from the occupational information 

obtained from job descriptions and respondent discussion. 

Invest in research ahead of time to identify: 

● Standard Occupational Classification (SOC) coding decisions 

● Task list information

● Leveling information 

● Educational, training, certification, licensure, and experience requirements for 

Specific Vocational Preparation (SVP)

● Mental and cognitive information

● Incidence of physical demand elements (e.g., writing is present, so fine 

manipulation must be present) 

● Incidence of environmental condition elements (e.g., tasks performed entirely in 

an office so working outdoors is not present) 

Clarify any conflicting information that arises between respondent information collected 

early in the interview or through job descriptions and answers provided later on. Confirm 

with the respondent that the researched information applies to the matched occupations. 

Resolve discrepancies with the respondent. 

1_05 Prioritize collection for accuracy and efficiency 

Efforts must be made to collect all data for occupations. Sometimes that is not possible 

due to respondent constraints. Use professional judgment to decide between collecting all 

data for one quote versus some data for many quotes. Without knowing the specific 

industry and occupations selected by PSO, it is not possible to provide a single answer 

ORS Collection Manual Second Edition Page | 3 
which is “better.” The answer could also vary during the collection cycle as new data are 

collected.

Apply the following collection priorities: 

These three elements inform the conversation and coding for all of the other elements. 

Collect these elements first:

● Task Lists

● SVP

● Cognitive 

Collect these physical demand elements next:

● Sitting vs. Standing/Walking and Sit/Stand at Will

● Lifting/Carrying

● Pushing/Pulling: hand/arm, foot/leg, and feet only 

Collect the remaining elements to the greatest extent possible. At a minimum, attempt to 

collect the presence or absence of each item.

Conversational interviewing techniques can increase efficiency. Use information 

provided throughout the interview to support coding decisions. For example, if the task 

list for an occupation includes use of a computer, near visual acuity is present. 

1_06 Take advantage of opportunities to observe workers on jobs 

● Notice workers and what they are doing while walking to and from the 

respondent’s office. 

● Accept offers for a company tour. 

● Ask about seeing the work if the respondent is unsure of answers. 

● Document how your observations affect coding selections. 

ORS Collection Manual Second Edition Page | 4 
Chapter 2: Fundamentals

2_01 Understanding Work as Generally Performed .................................................................... 6

How to apply the concept ‘work as generally performed’:

2_02 Understanding Job Definition .............................................................................................. 8

2_03 Understanding Duration ...................................................................................................... 9

How to choose the correct method for collecting ‘Duration’

How to code duration for tasks that occur less than daily

How to proceed when respondent answers are incomplete

References for coding duration

Duration Formula

2_04 Understanding Accommodation ........................................................................................ 12

2_05 Understanding Mitigation .................................................................................................. 13

2_06 Understanding Thresholds ................................................................................................. 14

2_07 Understanding SOCs in ORS ............................................................................................ 15

How to code an O*NET SOC that does not follow SOC rules

2_08 Understanding Documentation Requirements ................................................................... 16

ORS Collection Manual Second Edition Page | 5 
2_01 Understanding Work as Generally Performed 

ORS collection captures work as the workers in the surveyed occupations generally 

perform it. Work as generally performed refers to the way in which most workers 

normally complete the duties, tasks, and responsibilities as assigned. Collection should 

include occupational information representative of the typical duties performed. Work as 

generally performed may be different from one establishment to another. 

How to apply the concept ‘work as generally performed’: 

Obtain clarification on tasks during the establishment interview. 

● Confirm the tasks an occupation performs in a typical day.

● Determine how workers perform these tasks. 

● Identify the tools and equipment workers need to perform these tasks. 

● Determine if all workers in the occupation are expected and required to perform 

these tasks.

Categorize important tasks performed daily, occasionally, or infrequently. This optional 

step helps determine appropriate duration coding later. 

Exclude:

● Activities that are specific to a worker and are not an expectation or function of 

the occupation. 

● Activities that occur by chance or are voluntary. 

Document: 

● When data is contradictory and upheld by the respondent. Use professional 

judgment when information upheld by the respondent seems incorrect. 

● When data is inconsistent with the expected occupational duties and supported by 

additional probing.

ORS Collection Manual Second Edition Page | 6 
Examples of Types of Tasks 

Example 

Include work as generally performed Exclude 

Daily task Occasional task Infrequent task

Accountant at 

a small 

leasing office 

Handles 

company 

bookkeeping, 

payroll and tax 

reporting.

Replaces toner 

on her personal 

printer. 

Along with other 

staff, shows units, 

gives keys to new 

tenants, and 

performs unit 

upkeep as needed.

Changes the 

network printer 

toner while the 

IT Tech is at 

lunch. 

Receptionist 

at a chamber 

of commerce

Performs 

reception duties. 

Orders and 

picks up snacks 

for staff 

meetings as 

directed.

Attends and preps 

facilities for town 

festival once a 

year.

Voluntarily 

brings in donuts. 

Staff rotate 

bringing treats.

Human 

Resource 

Specialist

Writes 

documents and 

corresponds by 

email.

Lifts boxes of 

recruiting 

materials for 

job fair.

Conducts 

orientation for new 

employees twice 

annually.

Lifts the water 

bottle onto the 

office cooler. 

Evidence 

Clerk

Files evidence. Packages and 

mails items of 

property or 

evidence, when 

necessary. 

Drives a vehicle to 

pick up bulk 

property or 

evidence items.

Voluntarily 

waters plants in 

common areas. 

Delivery 

Truck 

Unloader 

Loads and 

unloads 

packages.

Cleans the 

truck twice a 

month. 

Drives the truck to 

a maintenance 

garage. 

Cleans personal 

materials out of 

the glove 

compartment.

Outside 

Salesperson

Uses a laptop 

computer to 

document sales 

calls and send 

bids.

Attends 

networking 

meetings.

Mentors a new 

employee.

Follows LAN 

instructions on 

replacing a 

broken laptop 

keyboard. 

ORS Collection Manual Second Edition Page | 7 
2_02 Understanding Job Definition 

Occupations can vary based on characteristics other than Union/Non-Union, 

Time/Incentive, or Full-time/Part-time. This can happen within a SOC-6 or SOC-8 

grouping. 

When ORS elements vary within a job title, identify the reasons and how the employees 

are assigned to the work. 

Reasons ORS variations may occur include:

● Work preferences. For example, workers can choose phone or email for 

communications. 

● Different tasks assigned on a regular basis. For example, workers rotate 

through three specific roles that share the same title

● The same tasks are performed at known different frequencies. For example, 

workers with the same title have different shifts that create variation in frequency.

Collect and code the full range of ORS element variation within the company job title 

when the differences are due to individual employee preference, routine task differences, 

or the employees are assigned by the company to rotate through all situations. When 

employees within an establishment job title are assigned to a specific situation and do not 

rotate regularly, identify the narrowest job and follow the hit for ORS collection. 

Examples: Narrowly defined jobs

Scenario Action Reason

A company has day and night shift 

janitors that do not rotate. During PSO,

‘janitor’ was hit twice, one for each

shift. NCS leveling is the same, but the 

frequency of physical demands for 

lifting and push/pull differ. 

Collect and code these 

janitors separately. 

The frequency of 

the element is 

different by the shift 

and workers do not

rotate between 

shifts.

A company has crews of ‘landscapers’ 

that include generic crew workers and 

crew leaders. All perform the same 

work, but crew leaders have higher 

responsibility. During PSO, three 

‘landscapers’ were hit – two of which 

were generic crew and one was a crew 

leader.

Collect the generic crew as 

one narrowly defined job 

and crew leader as a 

separate narrowly defined 

job. 

Some work tasks 

and responsibilities 

are different. 

Nursing assistants rotate through 

shifts. Day shift has more interaction 

with patients and families.

Code the full range 

experienced.

Workers are 

expected to rotate

between the various 

shifts.

ORS Collection Manual Second Edition Page | 8 
2_03 Understanding Duration 

Collect the presence for all ORS physical demands and environmental conditions 

elements. In addition, for many ORS elements, collect duration.

Duration is the total time a worker experiences a physical demand or exposure to an 

environmental condition. Collection of duration is extremely important and coding 

“PDU” (present, but duration unknown) should occur only after trying fallback 

approaches.

Calculate duration using an interval of time (e.g. daily, weekly, quarterly) and work 

schedule. 

If the respondent indicates that an element is not experienced, and duration is zero, code 

“NP” (not present). 

Note: Lifting/Carrying is an exception to duration coding. See section 7_03.

How to choose the correct method for collecting ‘Duration’ 

There are two preferred methods and two fallback methods. Preferred methods result in

detailed statistics. 

Preferred Methods: 

1. Hours spent performing an activity – Use this method when the respondent can 

provide the actual hours spent on an activity. 

Example: 

A registered nurse stoops 3 hours per 12-hour shift. Code ‘3 hours of stooping’ in 

CIERA.

2. Percent of time spent performing an activity - Use this method when the 

respondent can provide: 

● A percentage of time spent on an activity, or 

● The number of hours spent on an activity during a larger time-period. 

This method may be helpful when a worker has an unusual or variable work 

schedule.

Example: 

A sheet metal worker crawls for four hours per month while installing HVAC 

systems in various styles of industrial, residential and commercial buildings. The 

work schedule is 8/40/52. 

4 hrs. per month / 173.33 hours worked per month = 2.31% 

Fallback Methods: 

1. Range of hours, or range of percentage of time, spent performing an activity – 

Use this method when the respondent is unable to provide specific hours or 

percentages. The percent of the total day covered by the range may not exceed 50% 

(e.g. 4 to 6 hours of an 8-hour day is 25% of the day and acceptable).

ORS Collection Manual Second Edition Page | 9 
2. SSA Duration Scale – Use this method when there is no other means of obtaining the 

data. Have the respondent identify the appropriate classification for the activity 

duration. 

● Seldom: up to 2% of the day 

● Occasional: 2% up to 1/3 of a day 

● Frequent: 1/3 up to 2/3 of a day 

● Constant: 2/3 or more of a day 

Note: This method is preferred to coding duration unknown.

How to code duration for tasks that occur less than daily 

If a physical demand or environmental condition occurs annually, seasonally, monthly, or 

weekly, calculate the hours or percent of time spent performing an activity and code 

duration. 

Example: 

Once per week the clerk drives to the post office to buy stamps. It takes 10 

minutes each way to drive there. The clerk works 8/40/52. 

Foot/leg control coding = 10 minutes x 2 (there and back) = 20 minutes/5 days = 

4 minutes per day/60 minutes per hour = .07 hours. 

Do not collect one-time physical demands or unusual environmental conditions that are 

not part of work as generally performed. 

How to proceed when respondent answers are incomplete 

Use the task list as a reference to probe unknown answers with the respondent. 

If a respondent is unable to provide the duration of an element, but is able to verify the 

element is present, code “PDU” (present, but duration unknown). 

Only use “PDU” after trying all other methods to establish a duration. 

If a respondent is unable to confirm that an element is present, code UNK (unknown). 

Note: The “UNK” option is available for all questions in CIERA.

ORS Collection Manual Second Edition Page | 10 
References for coding duration 

CIERA does not accept time entered in minutes. Use the chart for conversions. 

Minutes to Hours 

Conversion Chart

Minutes Hours

5 .08

10 .17

15 .25

20 .33

25 .42

30 .50

35 .58

40 .67

45 .75

50 .83

55 .92

Duration Formula

To calculate duration, use the duration formula: 

Percent of Time = [(# of repetitions per time period x time to perform each 

repetition/time period] 

Example:

A receptionist answers about 100 phone calls per day. He reaches two seconds 

each time to retrieve and replace the phone. The receptionist works an 8/40/52 

schedule.

Calculation (Time Spent Answering Phones): 

Number of Repetitions = 100 calls/day x (1 retrieval per call + 1 replacement per 

call) = 200 repetitions 

Duration = 200 repetitions x 2 seconds per repetition 

= (400 seconds) / (3600 seconds per hour) 

= .1111 hours 

= .1111 hours/8 hours per day 

= 1.39% of 8-hour day 

ORS Collection Manual Second Edition Page | 11 
2_04 Understanding Accommodation 

Accommodations are modifications that an employer makes to meet the needs of an 

individual worker with a disability or other work constraints. Not all employers can offer 

the same accommodations. 

ORS collects data elements based on required job duties as generally performed by all 

workers in the occupation. Collect how work is performed without accommodation. 

Examples Accommodation Reason

Allowing a worker to avoid an 

important task for the job 

Yes Employer 

modification for 

one worker 

Allowing selective standing for a 

job performed sitting 

Yes Employer 

modification for 

one worker

Providing selective access to 

elevators

Yes Employer 

modification for 

one worker 

Providing selective seating for a 

job performed standing 

Yes Employer 

modification for 

one worker 

Reassigning an important task for 

the job 

Yes Employer 

modification for 

one worker 

Allowing all workers the option 

to stand for a job generally 

performed sitting

No Offered to all 

workers

Allowing workers to use building 

stairs or elevators

No Offered to all 

workers

Stool offered to all workers No Offered to all 

workers

Tools such as eyeglasses, 

contacts, hearing aids

No Employer does 

not provide or 

restrict their use 

ORS Collection Manual Second Edition Page | 12 
2_05 Understanding Mitigation 

Mitigation occurs when the employer installs devices or requires the use of personal 

protective equipment (PPE) that fully or partially eliminate potentially hazardous 

conditions or exposures. 

Personal protective equipment (PPE) is gear used or worn to minimize exposure to 

serious workplace injuries and illnesses. Examples of PPE include gloves, boots, helmets, 

goggles earplugs, respirators, and protective clothing such as lab coats. 

Collect and code the presence of PPE for all elements. Document the type of PPE and 

how it mitigates.

The presence of PPE for the following environmental conditions requires special coding 

in CIERA: 

● Hazardous Contaminants 

● Proximity to Moving Mechanical Parts

● High, Exposed Places 

● Noise Intensity Level

Refer to 8_01 for specific instructions on how to collect Environmental Conditions. 

If an employer installs devices or requires protective equipment, collect the duration of 

exposure as it is actually experienced. 

If, according to the respondent, protective equipment or devices eliminate exposure, 

document the use of PPE and code the occupation as fully mitigated. 

Examples Action

A ramp agent loads and unloads plane 

cargo on a tarmac with exposure to loud 

noise. The company requires the worker to 

wear noise-cancelling headsets.

Collect ‘Noise Intensity Level’ as 

quiet or moderate, depending on 

the level of mitigation provided by 

PPE. 

Workers wear fully enclosed protective 

suits while identifying and disposing of 

asbestos in buildings. 

Collect time (or duration) exposed 

to Hazardous Contaminants as 

“Fully Mitigated” and “Yes” for 

PPE. 

ORS Collection Manual Second Edition Page | 13 
2_06 Understanding Thresholds 

Many ORS data elements must meet a threshold before duration can be collected and 

coded. A threshold is a magnitude or intensity that must be met or exceeded for a certain 

condition to occur. 

Thresholds exist for the following elements: 

Physical Demands

● Pushing and Pulling

● Reaching

Environmental Conditions

● Extreme Cold

● Extreme Heat

● Wetness

● Humidity

● Hazardous Contaminants 

● Proximity to Moving Mechanical Parts

● Heavy Vibration

● High, Exposed Places 

Refer to the section on each element for a description of the relevant threshold. 

If a data element meets or exceeds the threshold, collect and code the duration. If the data 

element does not meet the associated threshold, code as not present.

ORS Collection Manual Second Edition Page | 14 
2_07 Understanding SOCs in ORS 

ORS needs occupational data coded at the most detailed level available. Use the eightdigit Standard Occupational Classification (SOC) from the Occupational Information 

Network (O*NET). Refer to section 4_04 for specific instructions on how to use O*NET 

in SOC determination.

If an 8-digit SOC code exists for an occupation in the O*NET, you must code that 

occupation at the 8-digit SOC level in CIERA. For NCS/ORS overlap schedules, update 

any 6-digit SOC’s to the 8-digit SOC level. Document any situation where an 8-digit 

SOC was available and not used.

Example: A small shipyard has a combination Marine Engineer SOC 17-2121.01 

and Marine Architect SOC 17-2121.02 occupation. The occupation performs both 

functions equally and the occupational work levels (4-Factors) are the same. 

Instead of choosing one of the two eight-digit codes, match the occupation to the 

6-digit (combination) SOC 17-2121.00. Document your reason for not coding at 

the 8-digit SOC level. 

How to code an O*NET SOC that does not follow SOC rules 

During collection, it is possible to encounter situations where there may be conflicts 

between IDC coding (and edits) and CIERA coding. This can include O*NET codes or 

crosswalks that appear to conflict with the SOC coded in IDC. 

There are four identified situations where the O*NET SOC does not follow SOC rules. 

Beyond these four, if a discrepancy is found between the O*NET SOC and the traditional 

SOC, please send a question to ORS.SO-70. Do not use this group for routine SOC 

selection questions. 

Occupations that do not follow the SOC rules

O*NET SOC ORS – Code As

19-1020.01 Biologists 19-1029.91 Biologists

29-2011.03 Histotechnologists and 

Histologic Technicians 

29-2011.93 Histotechnologists

29-2012.93 Histologic Technicians 

33-9099.02 Retail Loss Prevention 

Specialists

33-9032.92 Retail Loss Prevention 

Specialists – pending final approval 

51-8099.04 Hydroelectric Plant 

Technician

51-8013.94 Hydroelectric Plant 

Technician – pending final approval 

ORS Collection Manual Second Edition Page | 15 
2_08 Understanding Documentation Requirements

Follow the standard NCS documentation requirements as outlined in NCS Procedures 

Manual – Appendix M, including thorough documentation of changes to ownership, 

NAICS, SOC, work-schedule, worker characteristics, and all unusual situations. 

As a general practice document: 

● Anything not evident from the task list. 

● When data is contradictory and upheld by the respondent. Use professional 

judgment when information upheld by the respondent seems incorrect. 

● When data is inconsistent with the expected occupational duties and supported by 

additional probing.

ORS Collection Manual Second Edition Page | 16 
Chapter 3: Occupational Information

3_01 How to collect combination jobs ....................................................................................... 18

3_02 Collecting non-levelable NCS jobs ................................................................................... 19

3_03 How to collect traveling occupations ................................................................................ 20

3_04 How to collect occupational characteristics ...................................................................... 21

ORS Collection Manual Second Edition Page | 17 
3_01 How to collect combination jobs 

Some workers perform jobs that span more than one occupation. These combination 

jobs are difficult to classify in one SOC code. 

When classifying a combination job, follow NCS procedures for SOC selection (Volume 

1, 4_06). 

● Select the SOC that matches the highest skill level in the occupation.

● When there is no perceptible difference in skill levels, classify the SOC based on 

the duties performed most often . 

Document the correct secondary SOC code and associated duties. 

Collect and code ORS elements based on how the worker generally performs the entire 

job. 

Examples Combination 

Job

Action Reason

Receptionist/Secretary 

handles phones, 

reception, 

correspondence, and 

scheduling. 

Yes Select secretary SOC.

Document the receptionist 

SOC and collect all duties.

The Secretary is the job 

with the higher skill level. 

Teacher/janitor 

teaches shop during 

the school year; 

cleans the school 

during the summer. 

No Split the jobs at PSO. The two jobs are unrelated 

and could be held by two 

different people.

ORS Collection Manual Second Edition Page | 18 
3_02 Collecting non-levelable NCS jobs 

In NCS collection, eighteen jobs cannot be leveled. Those jobs are not excluded from 

ORS collection. 

When collecting non-levelable jobs, code the ORS data elements based on how a worker 

generally performs the job. 

Coding non-levelable jobs for SVP requires special instructions. See 5_06 for details. 

Non-levelable NCS Jobs

SOC

Code

Occupational Title

11-1031 Legislators

23-1021 Administrative Law Judges, Adjudicators, and Hearing Officers

23-1022 Arbitrators, Mediators, and Conciliators

23-1023 Judges, Magistrate Judges, and Magistrates

27-1013 Fine Artists, including Painters, Sculptors, and Illustrators

27-2011 Actors

27-2012 Producers and Directors

27-2021 Athletes and Sports Competitors

27-2022 Coaches and Scouts

27-2023 Umpires, Referees, and Other Sports Officials

27-2031 Dancers

27-2032 Choreographers

27-2041 Music Directors and Composers

27-2042 Musicians and Singers

27-2099 Entertainers and Performers, Sports and Related Worker, All 

Others

27-3011 Radio and Television Announcers

27-3012 Public Address Systems and Other Announcers

41-9012 Models

ORS Collection Manual Second Edition Page | 19 
3_03 How to collect traveling occupations 

When occupations require work-related travel, collect the presence and duration of all 

activities involved in work as generally performed. 

Include:

● Driving required for work that is not a regular commute

● Walking through an airport 

● Lifting/carrying or pushing/pulling work-related displays, sales materials, or 

equipment 

● Sitting on a plane or other form of transportation that is not part of a normal 

commute

● Outdoor exposure while working 

Exclude:

● Commuting to a job

● Lifting or pushing/pulling personal luggage 

Examples Include Durations for: Exclude 

Durations for: 

A computer 

consultant travels 

by car and plane to 

client sites, carrying 

a laptop in a 

shoulder bag and 

wheeled personal 

luggage. 

Sitting while flying

Walking between airport and 

car, client sites and car, and 

around airport 

Driving elements - sitting, gross 

manipulation, far visual acuity, 

foot/leg controls 

Lifting/carrying laptop

Outdoor exposure between 

client sites, car and airport

Pushing/pulling 

personal 

luggage is 

excluded 

because the 

worker can 

choose what to 

bring. 

A pharmaceutical 

sales rep drives to 

doctors’ offices 

carrying sample 

cases.

Driving elements -- sitting, 

gross manipulation, far visual 

acuity, foot/leg controls

Walking to and from the car 

while working 

Lifting/carrying sample cases

Outdoor exposure between car 

and doctors’ offices 

Traveling to 

and returning 

from a work

office or 

residence as 

part of a 

commute. 

ORS Collection Manual Second Edition Page | 20 
3_04 How to collect occupational characteristics 

The definitions for Full-time/Part-time, Union/Non-Union, and Time/Incentive are the 

same as NCS. Refer to NCS Volume 1, section 4_01

ORS Collection Manual Second Edition Page | 21 
Chapter 4: Task Lists 

4_01 Overview ........................................................................................................................... 23

4_02 How to use questions to identify important tasks .............................................................. 23

4_03 Documenting tasks ............................................................................................................ 25

How to document tasks

4_04 How to compare task lists to the O*NET .......................................................................... 27

4_05 Collecting ‘Driving’ .......................................................................................................... 28

ORS Collection Manual Second Edition Page | 22 
4_01 Overview 

Collecting tasks lists aids in understanding the relationship of ORS elements to an 

occupation. A task is a distinct activity assigned to or performed by workers in an 

occupation that results in a meaningful outcome. A task list itemizes the typical tasks 

performed within an occupation. 

Task lists are similar to job duties used in NCS leveling and the information used to 

select SOCs for occupations. For guidance on how to collect task lists, draw on prior 

experience with NCS. 

Steps for creating a task list:

Identify important tasks. 

If the selected quote is a combination job, include all tasks assigned.

Document typical tasks. 

4_02 How to use questions to identify important tasks 

Ask the following questions: 

Why does the job exist? 

This question identifies the function of the job or the reason that the job is present within 

the organization. The answer to this question may provide information on cognitive and 

physical elements, among others. 

For example, “delivers lessons to students,” suggests that the worker communicates 

verbally to regular contacts. 

What tasks do the workers in this occupation perform? 

This question determines the action of the occupation. 

How are these tasks performed?

This question clarifies the manner in which a worker executes a task. The answer to this 

question may be more significant at some locations than others. For example: 

● “Moves materials by manually pushing carts,” provides additional information 

related to the physical demands required by the job. 

● “Responds to customer inquiries by phone at a help-desk,” provides information 

on whether or not the worker can intervene and control the flow of work. 

With what do workers in an occupation work?

The types of data, tools, and/or equipment may have implications for a worker’s tasks. 

For example: Linus and Lucy are both research assistants, but Linus conducts survey 

research using computers and analytical software. Lucy works in a biology lab using 

robotic liquid handling systems and bio analyzers. Without the additional detail on the 

type of equipment used, the two jobs may seem similar. 

ORS Collection Manual Second Edition Page | 23 
With whom do workers in an occupation work? 

Learning about the people with whom workers interact helps inform cognitive data 

elements. 

For example, if a worker needs to check in with a supervisor frequently before starting 

new tasks, the occupation may have lower levels of decision-making and higher levels of 

work review. 

When do workers perform tasks?

This question helps identify the frequency at which workers perform tasks and clarifies 

the description of a worker’s day. 

From where are the materials/information coming?

This question addresses the source of materials or information used in work. It may 

provide insights into some of the environmental conditions present or physical tasks 

performed by the occupation. Is the worker gathering the materials needed to complete 

the job or is someone delivering them? 

For example, a butcher needs to enter a freezer to obtain meat products.

To where are the materials/information going? 

This question addresses the destination of the materials or information used in work, and 

provides insight into some of the environmental conditions present or physical tasks 

performed by the occupation. 

Is the worker delivering the product to the next location? Is the location of the work the 

product’s final destination? Does the product go to another location by another means? 

For example, a forklift driver moves wood planks from the manufacturing floor to the 

lumber yard for storage prior to customer delivery. 

ORS Collection Manual Second Edition Page | 24 
4_03 Documenting tasks 

Document typical tasks for every usable quote. Required task list documentation 

includes: 

● The tasks performed as a function of the job. 

● How the tasks are performed.

● The types of data, tools, and/or equipment used. 

● With whom the workers interact. 

● When or how regularly the tasks are performed.

● Where materials/information come from and go to

Include the following items in task list documentation when any associated ORS element 

coding is present: 

● Examples of items lifted/carried.

● Examples of items pushed/pulled. 

● Examples that illustrate coding choices for cognitive elements.

● Duration of driving and the type of vehicle. 

● Exposure to environmental conditions and how the exposure meets the definition 

of the environmental condition. 

Copying/pasting entire job descriptions, the O*NET task list, the O*NET definition, or 

the SOC Manual definition is not acceptable documentation by itself. 

How to document tasks 

Field economists are not required to follow a certain format when documenting tasks, but 

using a simple approach similar to the one used by O*NET makes comparisons more 

straightforward:

● Start with a verb to state the action.

● State the object of the action (if any) and, when relevant, the frequency. 

● State the purpose of the action (if relevant). 

● Keep bulleted items brief and uniformly formatted.

● Enter task lists in the Task List text box on the SVP screen in CIERA. 

ORS Collection Manual Second Edition Page | 25 
Example: Using the approach above as a guide, a field economist discusses with a 

respondent the tasks of a janitor in an elementary school. 

Respondent says: 

“The janitor cleans all of the classrooms and public spaces such as hallways, rest

rooms, and some outside areas. He reports to the Maintenance Supervisor. One of 

the biggest jobs is emptying the waste receptacles throughout the building. This 

includes emptying all of the classroom trash cans as well as the large cans in the 

hallways and cafeteria daily. 

Additionally, he has to empty recycle containers throughout the building as 

needed. The janitor routinely uses a commercial vacuum to clean floors in 

classrooms and public areas, and waxes floors using a buffer as needed. 

Since the building is full of children, there are many spills requiring spot cleaning. 

He also uses a small snow blower and/or a shovel to clear the entryway into the 

building, so the children may safely enter and exit the building. The janitor 

maintains and makes minor repairs to the boiler system as needed. 

The duties of this occupation are typically performed after the children have left 

school for the day, as it would be difficult to do many of the tasks with children 

present.” 

Sample Task List Documentation: 

● Empties all building waste receptacles daily, including large cans in the 

cafeteria and hallways. 

● Empties all building recycle bins as needed. 

● Vacuums all building spaces routinely using a commercial vacuum. 

● Maintains and makes minor repairs to boilers. 

● Waxes building floors using a buffer. 

● Spot cleans as needed. 

● Clears snow from building entry using snow blower and/or shovel. 

Note: In this example, the janitor interacts with the supervisor, but has few interactions 

otherwise. In other jobs, where working with others is an important part of duties, 

indicate these interactions in the task list.

ORS Collection Manual Second Edition Page | 26 
4_04 How to compare task lists to the O*NET 

Compare the collected ORS task lists to the task list for the selected occupation in

O*NET. This will help provide verification that the best 8-digit SOC has been selected. 

After the appointment, do the following: 

Identify the eight-digit SOC for the occupation and locate the O*NET task 

list. 

Compare the list provided by the respondent to the first ten items on the 

O*NET list. 

Identify any unexpected tasks not appearing in the O*NET list. 

NOTE: The task lists collected can be used as part of SOC verification. If the task list 

provided by the respondent is significantly different from the O*Net list, review the SOC 

coding. 

O*NET tasks are very detailed and will likely be more detailed than the ORS task list. 

Use professional judgment to determine whether a specific O*NET task reasonably falls 

within a broader task obtained during collection. For ORS, it is not necessary to capture 

tasks at the same level of detail as O*NET.

ORS Collection Manual Second Edition Page | 27 
4_05 Collecting ‘Driving’ 

Driving, a type of task, is the operation of 

a motorized passenger vehicle or other 

conveyance. A passenger vehicle is an 

automobile, van, or bus. 

Collect the presence of driving and the 

type of vehicle (passenger or other). 

If the vehicle type is “other,” document 

the type of vehicle. Other vehicles may 

include equipment (e.g. forklifts), trains, 

or aircraft.

Code driving as “Yes, passenger” when the occupation operates both passenger and other 

types of vehicles. Include a description of all types of vehicles driven in the task list 

documentation. 

Exclude riding non-motorized conveyances, such as riding an animal or bicycle. 

Driving involves the following physical demand elements: 

● Far Visual Acuity. Far Visual Acuity is assumed when Driving is present. 

● Gross Manipulation. Time spent driving will be the base duration for Gross 

Manipulation. 

Driving may also include the following physical demand elements (workers often need 

these to drive, but do not assume their presence): 

● Foot/leg controls. 

● Near Visual Acuity and Peripheral Vision. 

● Pushing/Pulling foot/leg, if the minimum threshold is met. Secure verification 

from the respondent and document. 

● Reaching. 

Do not assume the presence or duration of any physical demand based upon vehicle type. 

Many modern large trucks, buses, and equipment may require little physical exertion or 

no more than is needed for driving a passenger car. 

ORS Collection Manual Second Edition Page | 28 
Chapter 5: Specific Vocational

Preparation (SVP)

5_01 Overview ........................................................................................................................... 30

5_02 Collecting ‘Minimum Education’ ...................................................................................... 31

How to collect ‘Minimum Education’

5_03 Collecting ‘Pre-employment Training’ ............................................................................. 35

Collecting duration for ‘Pre-employment Training’

5_04 Collecting ‘Experience’ ..................................................................................................... 37

5_05 Collecting ‘Post-employment Training’ ............................................................................ 38

Collecting post-employment training for non-standard work schedules

5_06 Avoiding errors that can result in over- or understatement ............................................... 40

When to use “Unknown” and “Not required”

Coding a non-levelable job

Collecting concurrent SVP time

5_07 Computing SVP Level ....................................................................................................... 42

Understanding SVP levels and job skill levels

Calculating SVP – an example

ORS Collection Manual Second Edition Page | 29 
5_01 Overview 

Specific Vocational Preparation (SVP) is the amount of preparation time required by a 

typical worker to learn the techniques, acquire the information, and develop the aptitude 

needed for average performance in a specific occupation. 

SVP measures the vocational preparation time needed for an occupation, not the type of 

knowledge required. 

ORS collects the following four elements:

● Minimum Education

● Pre-Employment Training 

● Experience

● Post-Employment Training

If a company provides a range of time or several combinations of education, training, or 

experience, collect the option that involves the least amount of time. For example, if a 

respondent says a new employee must have at least five years of experience or a 

Bachelor’s degree, collect the Bachelor’s degree.

Note: All four elements are needed to calculate SVP. If a respondent cannot provide 

information on one of the SVP elements, probe further before coding “Unknown.” 

ORS Collection Manual Second Edition Page | 30 
5_02 Collecting ‘Minimum Education’

‘Minimum Education’ measures the lowest 

level of formal coursework required of an 

occupation. 

If an establishment requires a diploma or degree, 

regardless of academic discipline, collect:

● Type of degree requirement

● Vocational time to complete coursework 

relevant to the occupation 

When coding minimum education, use the list of degrees and associated vocational time 

in the Education SVP Chart. 

Education SVP Chart

Degree Vocational Time Reason

4 years of High 

School 

None All time is general education

4 years Vocational

High School 

2 of 4 years 2 years are general education

2 years Associate’s 

Degree

1 of 2 years 1 year is general education

2 years Vocational

Associate’s 

2 years All time is vocational

4 year Bachelor’s 2 of 4 years 2 years are general education

5-Year 

Bachelor’s/Master’s

3 of 5 years 2 years are general education 

Master’s All post-grad. years (usually 1-

2 years)

All time is vocational

Professional All post-grad. years (usually 2-

4 years)

All time is vocational

Doctorate 4 years All time is vocational

Modified from The Revised Handbook for Analyzing Jobs, U.S. Department of Labor, 

Employment, and Training Administration, 1991, Chapter 8. 

ORS Collection Manual Second Edition Page | 31 
How to collect ‘Minimum Education’ 

1. If no formal education is required, collect the requirements for reading and writing. 

The ability to read and write includes any language used in the establishment. 

Always verify reading and writing requirements and do not infer the ability to read or 

write based on other requirements. For example, even when a state requires a driver’s 

license, it may not require a written drivers’ license test.

2. Collect the presence of a degree and the vocational time to complete coursework 

relevant to the occupation. Exclude the portion of time for general education. 

3. If a Master’s, Professional, and/or Doctorate degree are present, a Bachelor’s degree 

must also be coded.

A Professional Degree is a credential that recognizes completion of academic 

requirements that emphasize skills and practical analysis over theory. Most, but not 

all, professional degrees are in professions that require licensing through recognized 

accrediting agencies in order to practice in the field.

Examples of professional degrees include Doctor of Dental Science (D.D.S.), Doctor 

of Jurisprudence (J.D), Master of Divinity (M. Div.) and Doctor of Medicine (M.D.). 

4. Do not place certifications, educational certificates, or licenses in the ‘Other’ 

category. Code these under ‘Pre-employment Training.’ 

ORS Collection Manual Second Edition Page | 32 
ORS Collection Manual Second Edition Page | 33 
Examples of ‘Minimum 

Education’

Action Reason

An accountant at a 

manufacturing facility is 

required to have a 4-year 

Bachelor’s degree in 

Accounting.

Code “Degree 

required.” Select 

“Bachelor’s.” 

This counts as 2 

yrs. of minimum 

education. Exclude 

2 years of general 

education 

A research biologist is 

required to have a PhD in 

the biological sciences. The 

respondent says that after a 

Bachelor’s degree, a PhD 

typically requires 3 years of 

coursework and between 1 

to 5 years to complete a 

dissertation. Average time 

to complete a dissertation is 

3 years. 

Code “Degree 

required.” Select 

“Bachelor’s as 

well as 

“Doctorate.” 

2 years Bachelor’s; 

3 years Doctorate, 

plus 1 year for 

dissertation - count 

only the minimum 

time required. 

ORS Collection Manual Second Edition Page | 34 
5_03 Collecting ‘Pre-employment Training’

‘Pre-employment Training’ is the amount of 

time needed to complete training required as a 

condition for hiring. This type of training often

can result in a credential such as certification or 

a license. 

Capture the presence of pre-employment 

training along with any required classroom time 

and associated credentials. 

Credentials are classified based on the purpose 

and issuing body, not their title. There are four 

categories applicable for ‘Pre-employment 

Training’: 

Certification is a time-limited credential awarded by a certification body after 

an examination process. The exam can be either written, oral, or performancebased.

A license is a time-limited credential awarded by a government agency that 

constitutes legal authority to do a specific job. Licenses are based on some 

combination of degree, certification, assessment, or work experience. 

An educational certificate is a credential awarded by a training provider or 

educational institution based on completion of all requirements for a program 

of study, including coursework and tests or other performance evaluations. 

Educational certificates are typically awarded for life (like a degree).

Other is for training that does not result in a certification, license, or 

educational certificate. 

When collecting ‘Pre-employment Training’ include:

● Apprenticeships 

● Vocational training 

● Non-credit courses 

● Credit courses that do not result in a degree 

 Exclude: 

● Certifications that are not a job requirement

● Certificates of attendance or participation for training that is not vocationally 

relevant

Collecting duration for ‘Pre-employment Training’

Collect only the time needed to earn the initial credential, not any ongoing education or 

development time to maintain the credential. 

ORS Collection Manual Second Edition Page | 35 
Do not include independent preparation time, time spent on optional exam prep classes, 

or time spent taking an exam when estimating duration of pre-employment training. 

If the same pre-employment training occurs in different configurations (i.e., hours, days, 

months, years), capture the pre-employment training time in hours.

There are situations where a credential is required, but there is no training duration. This 

occurs when: 

Time is already reflected in minimum education or prior experience. 

No training time is required. There is an application and/or test only. 

Examples of ‘Pre-Employment 

Training’ 

Action 

A truck driver must have a commercial 

driver’s license that does not require 

classroom training. 

Code yes for license. Code no 

training time is required; 

application or test only. 

A journey-level welders must complete

3-months of classroom training, a 4-year 

apprenticeship, and pass a test to receive 

a state-issued journeyman certificate 

before working. 

Code yes for license, because it is 

state-issued. Code 51 months 

duration. (Assume an 8/40/52 work 

schedule).

A dental assistant must have CPR 

certification (25 hrs. Red Cross training), 

a certificate from an accredited specialty 

school, and a state-issued x-ray license. 

Coursework takes 7 months and includes 

prep for the state licensing exam.

Code yes for certification, license 

and educational certificate. Code 25 

hrs. duration for certification; 7 

months for the educational 

certificate and no training time for 

the licensing exam.

A bartender takes classes and gets a 

certificate from bartending school. The 

employer and the state do not require the 

certificate.

Code no, not required. Certification

is not required. 

ORS Collection Manual Second Edition Page | 36 
5_04 Collecting ‘Experience’ 

‘Experience’ measures the amount of prior 

relevant work activity. 

Include:

● Skills acquired or used in a similar job 

● Progressively responsible levels of 

work

● Broad, yet related, vocational 

capabilities

Exclude: 

● Non-vocational experience requirements, such as attendance history or a general 

requirement of previous employment. 

If the respondent provides a range, document the range and code the least amount of time 

required. 

If a company requires either education or experience, collect the option that involves the 

least time and code under the appropriate component. 

Do not code minimum education and minimum experience unless the company requires 

that combination. 

Examples of ‘Experience’ Action Reason

An office requires that secretaries 

have at least one year of prior 

clerical experience.

Collect 

one year

Skills acquired at a 

similar job prior to 

being hired. 

A police captain must have oneyear of experience as a sergeant 

and one year of experience as a 

patrol officer.

Collect 

two 

years

Skills acquired through 

progressively 

responsible levels of 

work. 

A fast food worker must have a 

history of good work attendance. 

Do not 

collect

Non-vocational 

experience. 

A cashier must have one year of 

general work experience to 

demonstrate reliability.

Do not 

collect

Non-vocational 

experience. 

ORS Collection Manual Second Edition Page | 37 
5_05 Collecting ‘Post-employment Training’ 

‘Post-employment Training’ measures the 

amount of training time occurring after an 

employee has been hired. 

Include:

● Time an employee takes to learn 

basic job tasks while being actively 

taught by a supervisor or more 

experienced employee

● On-the-job training with verbal and written instruction, demonstration and 

observation, hands-on practice, or imitation 

● Vocationally relevant classes or training needed to do the job, including in-plant 

or internal company training

● Time spent shadowing 

Exclude:

● Continuing education 

● Time spent learning tasks that are beyond the basic requirements of the job

● Orientation on topics such as company policies, work place rules, or company 

benefits

● Time during the probationary period that does not overlap active training 

● Coaching for job development

Collecting post-employment training for non-standard work schedules

If a work schedule is not 8/40/52 and post-employment training time is less than 1 

month: 

● Clarify whether training time follows the work schedule or has a unique schedule. 

For example, a part-time worker may work full-time on training days.

● Collect and code the total number of hours of training. 

Coding post-employment training based on work schedule

Training 

Full Time

Standard

(8/40/52) 

Full Time

Non-standard 

(12/36/52) 

Part Time 

(4/20/52) 

1 week 1 week 36 hours 20 hours

1 day 1 day 12 hours 4 hours

2 weeks 2 weeks 72 hours 40 hours

ORS Collection Manual Second Edition Page | 38 
Examples of ‘Post-Employment 

Training’ 

Action Reason

A meat cutter working an eight-hour 

shift five days per week is required to 

take a one-week food safety course 

during the first month of 

employment.

Code as 

1 week 

This is a standard 

FT work schedule 

A newly hired custodian working an 

8/40/52 schedule shadows a lead 

worker for one day to learn how to 

operate a buffing/waxing machine 

and use chemicals.

Code as 

1 day 

This is a standard FT 

work schedule. 

New restaurant servers working 36 

hours per week receive OJT from 

experienced servers on a 3-hour lunch 

shift.

Code as 

3 hours 

This is a nonstandard work 

schedule, collect 

training time in 

hours 

New teachers are assigned an 

experienced teacher as a mentor that 

provides guidance throughout the 

new teacher’s first year.

Do not 

collect 

Coaching for job 

development 

New and experienced firefighters are 

required to do 3 hours of training per 

shift on an ongoing basis. 

Do not 

collect

Continuing 

education

ORS Collection Manual Second Edition Page | 39 
5_06 Avoiding errors that can result in over- or understatement 

When to use “Unknown” and “Not required” 

An SVP component that cannot be determined is different from an SVP component that 

is not required. Coding “not required” for an SVP component when presence or duration 

is unavailable may understate the actual SVP.

If an SVP component is present, but cannot be determined or is unavailable, code it 

“unknown” in CIERA. 

ONLY use “not required” in CIERA when an SVP element is not present. 

Example: Respondent does not know if there is a minimal educational 

requirement, but can confirm a requirement for one-year prior experience.

Code: ‘Minimum Education’ is “Unknown” and ‘Experience’ is 1 year.

Coding a non-levelable job 

If a job is non-levelable and it is not possible to collect an SVP component accurately, 

code the SVP element as “unknown.” 

Coding “0” or “not required” will give the job an artificially low SVP level.

Example: Lead Actor in a Theatre Company 

Preparation Required Code As:

None specified, but respondent states that they 

would not cast someone with no prior acting 

experience as the lead actor.

Experience “Unknown”

Four yr. drama degree. Five yrs. prior acting 

experience and 2 yrs. experience as an actor with 

the company. 

Bachelor’s degree: 2 years; 

Experience: 7 years

ORS Collection Manual Second Edition Page | 40 
Collecting concurrent SVP time 

Count overlapping time elements (‘Experience’, ‘Pre-’ and ‘Post-Employment Training’ 

time) once to avoid overstating the SVP requirements of the occupation. 

Code overlapping time between ‘Pre-employment Training’ and ‘Experience’ as 

‘Experience.’ Code only the presence of the certification or license requirement.

Examples of 

Concurrent SVP Time

Code Reason

A police detective must 

have a minimum of two 

years experience as a 

police officer, along 

with required 

coursework and an 

exam. Required 

coursework is

completed while a 

police officer. 

Code ‘2 years’ for 

‘Experience’. Code 

‘Yes’ for ‘Preemployment 

Training/Other.’ 

Concurrent 

experience and preemployment 

training time. Preemployment 

training time is 

reflected in 

‘Experience.’ 

A worker needs a 

minimum of five years 

prior experience in 

project management and 

PMP certification.

Certification requires at 

least 3 years prior 

experience, 35 hours of 

training, and an exam. 

Code ‘5 years’ for 

‘Experience’. Code 

‘Yes’ for ‘Preemployment 

Training/Certification.’ 

Concurrent 

experience and 

certification. The 

time for 

certification is 

already reflected in 

‘Experience.’ 

A BLS field economist 

(FE) spends 6 months 

completing on-the-job 

training and completes 

one week of National 

Office collection 

training. 

Code ‘6 months’ for 

on the job training. 

Concurrent postemployment 

training. There is 

no separation of 

post-employment 

training types. 

ORS Collection Manual Second Edition Page | 41 
 5_07 Computing SVP Level 

Field economists do not need to calculate the overall SVP level of an occupation. CIERA 

assigns the overall SVP level by summing the time entered for each of the four individual 

SVP elements. 

Note: If any of the four SVP elements is coded as “Unknown,” the system cannot 

compute an overall SVP level.

Understanding SVP levels and job skill levels 

It is essential to have a conceptual understanding of how each element sums to derive an 

overall SVP. Lower- skilled jobs have shorter preparation times than higher-skilled jobs. 

As a result, a small increase in preparation time can significantly change the SVP level 

for unskilled and semi-skilled occupations, while having little impact on the SVP levels 

for skilled occupations. 

SVP Calculations and Levels 

Skill Level SVP 

Level

Preparation-Time

Unskilled 1 Short Demonstration Only (4 hours or less)

2 Anything beyond short demonstration up to 

and including 1 month 

Semiskilled

3 Over 1 month up to and including 3 months

4 Over 3 months up to and including 6 months

Skilled 5 Over 6 months up to and including 1 year

6 Over 1 year up to and including 2 years

7 Over 2 years up to and including 4 years

8 Over 4 years up to and including 10 years

9 Over 10 years

Calculating SVP – an example

The example below illustrates what is included and excluded from SVP as well as how 

overall SVP level is calculated. 

Job Title: Bookkeeper 

Job Description Requirements: At least 6 months experience in bookkeeping or 

an Associate’s degree

Additional Information Provided by Respondent:

● Works a standard work schedule 

● Needs a high school diploma or GED 

ORS Collection Manual Second Edition Page | 42 
● Works with an assistant who demonstrates what to do for about 3 weeks. 

● 90 day probationary period 

● Verified accuracy of job description

SVP Calculations and Level 

When either experience or education will meet requirements, count the one that 

involves the least time. Do not include probationary periods. 

Minimum Education = High School only = 0 SVP 

Pre-Employment Training = None = 0 SVP 

Experience = 6 Months = 26 Weeks SVP 

Post-Employment Training = 3 Weeks OJT = 3 Weeks SVP 

SVP = Education + Pre-Employment Training + Experience +Post-Employment 

Training 

0 + 0 + 26 + 3 = 29 Weeks 

29 Weeks = 6.692 Months = SVP 5

NOTE: In the example above, the probationary period is not counted as postemployment training.

ORS Collection Manual Second Edition Page | 43 
Chapter 6: Cognitive Elements

6_01 Overview ........................................................................................................................... 45

6_02 Collecting ‘Decision-making’ ........................................................................................... 46

6_03 Collecting ‘Work Review’ ................................................................................................ 48

6_04 Collecting ‘Pace’ ............................................................................................................... 50

How to collect ‘Pace of Work’

How to collect the ‘Control of Workflow’

6_05 Collecting ‘Adaptability’ ................................................................................................... 53

6_06 Collecting ‘Work-Related Personal Interactions’ ............................................................. 56

How to collect frequency of contact

How to collect the purpose of interaction

ORS Collection Manual Second Edition Page | 44 
6_01 Overview 

Some key cognitive demands of an occupation are the need to use judgment, make 

decisions, and adapt to changes in the job. 

ORS collects the following cognitive demand elements:

● Decision-making

● Work Review 

● Pace

● Adaptability

● Work-related Personal Interactions

It is common for the demands of a specific cognitive element to range widely. For 

example, pace may vary dramatically during the day or over a period of days or months. 

Specific guidelines for handling ranges are reflected in each section. 

To determine which level to capture, apply the following rules: 

● Code the highest frequency (shortest interval) for Work Review, 

Adaptability/change in work tasks, Adaptability/change in location, and Workrelated Personal Interactions/Contacts.

● Code the highest level expected for Decision-making, Pace of work, and Workrelated Personal Interactions/purpose of personal interaction. The full intent of a 

level must be met for it to be coded. 

Include documentation and examples that illustrate why coding choices were made. 

ORS Collection Manual Second Edition Page | 45 
6_02 Collecting ‘Decision-making’ 

‘Decision-making’ measures the type and 

scope of decisions the occupation is 

expected to make. 

It is common for occupations to include a 

range of decision making. Collect the 

highest level of independent judgment a 

worker is expected to use to perform the 

tasks of the occupation. 

There are three levels of decision-making. The levels are not comprehensive, but instead 

represent key break points of applying independent judgment to make decisions. The 

three levels are:

Employee uses independent judgment to select from a limited number of 

predetermined actions. 

● The worker is trained to recognize the situations and to respond in 

a specific way based on the facts. 

● The facts needed to make the decision are apparent and there is a 

clear logical path to follow to identify the end action. 

Employee uses independent judgment to determine the most appropriate 

course of action in situations that do not have set responses.

● The worker is expected to identify the situation and determine the 

relevant facts from the information available. 

● The worker uses independent judgment to determine possible 

responses, evaluate options, and determine the best response. 

● The worker can use independent judgment to tailor the response to 

fit the specific situation.

Employee uses independent judgment to make decisions by choosing 

from a large number of possibilities in situations where a high degree of 

uncertainty or complexity may exist. 

● The worker considers the information available and recognizes that 

there are multiple relationships, reactions, or unknowns. 

● The worker must use independent judgment to make assumptions 

about relationships and reactions, consider how these could impact 

the result, and select a course of action. 

● Judgment at this level can be applied within administrative and 

technical areas. It is not limited to professional and managerial 

decisions. 

ORS Collection Manual Second Edition Page | 46 
Examples of ‘Decision-Making’ 

Level of Decision 

Making

Office Worker Restaurant Worker Construction 

Worker

1. Select from a 

limited 

number of 

predetermined 

actions 

The worker sorts 

incoming mail and 

dispatches to the 

correct employee’s 

mailbox. The worker 

collects outgoing mail 

and dispatches to a 

central location for 

pick up. 

The worker carries 

dirty dishes from 

dining room to the 

kitchen and wipes 

tabletops and chairs. 

The worker replaces 

silverware and soiled 

table linens and sets 

tables with clean 

silverware and 

glassware.

The worker loads 

construction material 

set out by his 

supervisor onto the 

truck for delivery to a 

construction site. The 

worker unloads unused 

materials from trucks 

returning from a 

construction site. 

The worker answers 

incoming telephone 

calls and greets 

customers. Determines 

who to call when 

customers come into 

the establishment 

based on customer 

request and a list of 

contacts. 

The worker takes 

orders, and may give 

recommendations. The 

worker requests 

identification from 

customers when legal 

age is questionable. 

The worker computes 

bills and accepts 

payments

The worker decides the 

appropriate tools to use 

for mixing concrete 

and installing a fence. 

2. Determine the 

most 

appropriate 

course of 

action in 

situations that 

do not have 

set responses

The worker answers 

incoming telephone 

calls and greets 

customers. Opens mail 

not addressed to 

specific individuals 

and determines 

whether to throw out 

or forward to other 

employees. Decides 

how and where to 

purchase office 

supplies.

The worker decides the 

number of servers to 

schedule based on 

historical patterns. 

Determines whether 

customer special 

requests can be 

addressed and how to 

resolve customer 

complaints about food 

or service.

The worker corrects 

locations for footings 

to accommodate issues 

not originally 

identified; and 

determines how much 

concrete to mix to 

install a fence, and 

how to adjust work 

planned for the day. 

3. Choose from a 

large number 

of possibilities 

in situations 

where a high 

degree of 

uncertainty or 

complexity 

may exist

The worker analyzes 

and creates office 

procedures, and 

organizes office 

operations. Also 

evaluates office 

production and 

coordinates the 

activities of other 

clerical workers to 

minimize waste.

The worker plans 

menus and related 

activities. The worker 

may hire or fire 

restaurant personnel. 

The worker ensures 

that the restaurant has 

the necessary supplies 

to continue rendering 

services, and makes 

purchases based on 

cost, demand, and 

availability.

The worker designs 

fences and drafts 

specifications 

according to customer 

requests, and ensures 

the design meets all 

applicable building 

codes. Makes decisions 

on proper materials 

based on cost and 

design considerations, 

intended use, and site 

specifications.

ORS Collection Manual Second Edition Page | 47 
6_03 Collecting ‘Work Review’

‘Work Review’ measures the 

frequency at which a machine, 

supervisor, or lead worker checks an 

individual’s work to ensure 

performance standards are being met. 

‘Work review’ can occur in person or 

remotely. 

Exclude automated recorders such as 

cameras that serve only as security 

measures. 

Collect the highest frequency of work review that a worker receives in an occupation 

under normal circumstances. Do not consider the highest level to be what the 

establishment would perform on a worker with known or suspected unsatisfactory 

performance. Use the following frequency categories:

● More than once per day 

● Once per day 

● At least once per week, but less than daily 

● Less than weekly

ORS Collection Manual Second Edition Page | 48 
Examples of ‘Work Review’ 

Supervision Description of Work Review

More than 

once per 

day

A data processor enters and validates policy information for a 

large insurance firm. Systems constantly monitor the number of 

errors and corrections made, speed of work and time away from 

the desk. Workers receive ongoing feedback on the quality and 

quantity of work. 

A machinist, producing parts, has his worked randomly checked 

and measured by quality control staff. Two parts per day get 

inspected.

A telemarketer makes outbound calls to generate and follow up 

on sales leads. Work is under constant random monitoring to 

ensure adherence to law and policy. Workers are told when 

performance does not meet expectations.

Once per 

day

A canvasser receives instruction and a new list of contacts at the 

beginning of the day. Results are evaluated at the end of each 

day and workers are provided feedback. 

A convenience store cashier counts the till at the end of every 

shift and must balance within $1 or an ‘infraction’ is recorded on 

her record.

A construction worker hangs drywall in residential construction. 

He receives a review daily from the site manager. Workers are 

told when performance does not meet expectations.

At least 

once per 

week, but 

less than 

once daily

A junior sales representative sells color imaging equipment and 

manages customer prospect profiles. The supervisor ensures 

objectives are met and provides performance feedback weekly.

A pharmaceutical sales rep’s regional manager comes to town 

once per month to ride along on calls. Staff are told when 

performance does not meet expectations. 

A waiter sells food and drink at a busy restaurant. The manager 

monitors wait staff sales amounts and customer service on a 

weekly basis. Staff are told does not meet expectations.

Less than 

weekly

A factory plant director has full plant responsibilities. Work is 

evaluated on efficiency and achievement of company objectives.

Performance reviews are conducted annually. 

A senior sales representative is responsible for generating new 

accounts and growing the revenue stream for the establishment. 

Performance is reviewed quarterly based on new customer rates

and overall dollar volume achieved. 

ORS Collection Manual Second Edition Page | 49 
6_04 Collecting ‘Pace’

‘Pace’ is the physical and cognitive 

speed needed to perform work tasks. 

‘Pace’ can be the actual rate required of 

workers to complete repetitious tasks, 

or the rate at which workers are 

expected to respond to a variety of incoming projects. 

There are two components to ‘Pace’:

● Pace of work measures the rate 

at which a worker must process new or incoming information, or to take physical 

action based on new information. 

● Controlling workflow means that a worker can prioritize work tasks or can 

adjust the amount of time it takes to complete them.

How to collect ‘Pace of Work’ 

Determine if the pace of work varies by asking if there are faster and slower periods of 

work. There is no time threshold applied to code “yes” for the variation: it may vary 

within a few hours or vary based on seasons of the year. 

Collect the fastest pace at which work is expected to be performed. There are three 

different rates of pace:

● Rapid with no periods of waiting 

● Steady with rare periods of waiting

● Unhurried with much time spent observing or waiting, rushed periods rarely or 

never occur 

If a worker in an occupation works at a steady pace at certain times of the year, but the 

rest of the year experiences long periods of waiting, code this as steady with rare periods 

of waiting.

If a worker spends most of his day working at a rapid pace with no waiting, but works at 

a slower pace at the beginning and end of the workday, code this as rapid. 

ORS Collection Manual Second Edition Page | 50 
Examples of ‘Pace of Work’ 

Pace of Work Description

Rapid with no 

periods of waiting 

A customer service representative answers incoming calls 

from an automated queue. Calls are constant.

Steady with rare 

periods of waiting 

A building security guard at a secure facility screens 

employees and visitors entering the facility; and walks 

standard patrols on a rotating basis with other guards. 

A high-school teacher teaches classes, prepares lesson 

plans, and sponsors a school organization. The teacher 

maintains a regular schedule of classes.

Much time is 

spent observing or 

waiting

A front-desk security guard for a condominium watches 

over property or people. Large portions of time are spent 

waiting and monitoring from a stationary location. 

A lab technician monitors experiments and tests, assists in 

running equipment and endures long pauses while testing 

proceeds. 

How to collect the ‘Control of Workflow’ 

Collect the presence of a worker’s ability to control the workflow. 

Controlling workflow means that a worker can prioritize work tasks or can adjust the 

amount of time it takes to complete them. There may be tight, broad, or no deadlines, but 

the worker has some control over the amount of work completed within any specific time 

period. Work tasks are the regular duties of an occupation. Exclude tasks that are 

voluntary or occur by chance.

A worker may be able to control workflow even when the worker is not able to leave a 

physical location. For example, a telemarketer at a call center may go offline to take a 

break, without leaving the workstation. 

When external factors determine workflow, the worker has limited or no control. This 

may happen when business processes, production line speeds or customer demands 

control workflow.

If the employee has some control over workflow for certain tasks but not over others, 

code this as “No”. 

For example, a store clerk restock shelves and works the cash register. When stocking 

shelves the clerk can adjust the amount of time that it takes to complete the task, but 

while working the register the flow of customers controls the workflow. Code this as 

“No.” 

ORS Collection Manual Second Edition Page | 51 
Examples of ‘Control of Workflow’ 

Description Collect As Reason

A firefighter responds to 

emergency calls

No External demand

A retail sales person responds to 

customer needs

No External demand

An elementary school teacher 

monitors kids on the playground 

at recess

No External demand

A website technician creates 

and uploads links to content 

within 4 hours of receiving 

assigned material

Yes There may be tight 

deadlines, but the worker 

has some control over the 

amount of work completed 

within a time period

A high-school teacher monitors 

a class and teaches lessons

Yes The worker has some 

control over the amount of 

work completed within any 

specific time period

A sales representative 

determines whether to schedule 

appointments or write up 

schedules, number of calls per 

day, etc. to meet goals

Yes The worker can adjust 

when and how quickly 

tasks are completed

A researcher determines the 

overall project timeline, tasks, 

and work accomplished on 

specific days

Yes Worker controls the 

schedule 

ORS Collection Manual Second Edition Page | 52 
6_05 Collecting ‘Adaptability’ 

‘Adaptability’ measures characteristics of 

an occupation that cause a worker to adjust 

to changes in work routines. 

Collect changes in three different areas: 

work tasks, work schedule, and work 

location. 

Work tasks are the regular duties of an 

occupation. A change in work task requires 

the worker to remember new instructions, procedures, or similar information. A change 

in work task includes: 

● New work assignments 

● Tasks that occur infrequently throughout the year 

● Irregular/variable tasks

Supervisors or lead workers directing an individual to switch between assigned tasks is 

not considered a change in work tasks. For example, do not consider a grocery assistant 

switching from bagging customer orders to collecting carts from the parking lot, at a 

manager’s request, as a change in work tasks. These are part of the expected core duties 

of that occupation. 

Use the following aids when collecting work tasks:

● Task list

● Scope of the job 

● Specific physical actions required to complete work

● How and with what (tools, equipment) tasks are completed

Collect the highest rate of change in Work Tasks. Use the following frequencies:

● At least once per day 

● At least once per week, but less than daily 

● At least once per month, but less than weekly 

● Less than monthly, including never 

ORS Collection Manual Second Edition Page | 53 
Work Schedule is the regular recurring work hours and days for the occupation set by 

the employer. To be considered a change in the work schedule, the change must be 

directed by the employer. When a change in work schedule is present, code ‘Yes’.

Include:

● Unscheduled overtime 

● Unexpected weekend hours 

● An unexpectedly shortened workday 

Exclude:

● Employee driven flexibility

● Work schedules that follow an established pattern 

Flexibility in the hours, or days, that an employee works is not a change by itself. For 

example, a server choosing her shift at a restaurant experiences a schedule change only 

when the employer reconfigures the work schedule in a way that changes regular 

recurring work hours or workdays. 

Rotating shifts or standard variable shifts, such as those experienced by nurses or police, 

are not counted as a change in work schedule. Although the days or hours vary over pay 

periods, they follow a repeating known pattern. 

Work Location is the physical site where a worker performs the typical duties of the 

occupation. A change in work location is a change to a new worksite or from a 

discontinued worksite. Changes in work location may accompany changes in work tasks 

or schedule. 

Include: 

● Location changes that are required by the job, but are not a part of a set route, 

such as when emergency workers respond to calls 

● Changing to a new work site, such as a construction crew changing sites

● Switching assigned client sites

● Location changes that are part of a route with no set stops, such as a parcel 

delivery driver 

Exclude:

● Moves to different buildings located in the same vicinity (such as a campus) 

● Location changes that are part of a route with set stops 

Collect the highest frequency of change in work location during a work year. It may vary 

within a few hours or vary based on the seasons of the year. Use the following categories: 

● Does not change unless it is permanent

● Changes up to four times a year

● Changes more than four times a year

ORS Collection Manual Second Edition Page | 54 
Examples of ‘Adaptability’ 

Job Description Work Tasks Work Schedule Work 

Location

An elementary school music 

teacher teaches classes at ABC 

elementary on M, W, F, and XYZ 

elementary on T, TH from 9 AM 

to 3 PM each day. 

Less than 

monthly, including 

never

No Does not 

change unless 

it is permanent

A cashier at a pizza parlor works 

the register. Once a month, if she 

fills in for other staff, she may be 

asked to make deliveries or to 

stay later than normal. 

At least once per 

month, but less 

than weekly 

Yes Changes more 

than four times 

per year

A crewmember on the 

landscaping staff for a Golf 

Course rotates between the 

lawnmower, string trimmer, and 

leaf blower around the course 

grounds throughout the day. 

Shifts vary seasonally.

Less than 

monthly, including 

never

Yes Less than 

monthly, 

including never 

A firefighter fights fires in highrise commercial buildings or 

private residences. Throughout 

the course of the year, the 

firefighter rotates through various 

roles on the truck and may assist 

with forest fires. They work fixed 

rotating schedules. 

At least once per 

month, but less 

than weekly 

No Changes more 

than four times 

a year

An administrative worker works 

in a temporary office support pool 

for various university 

departments. Can be assigned to 

different departments during the 

day. Responsibilities range from 

answering phones to maintaining 

databases, generating reports, 

processing budget requests or 

handling special projects. 

At least once per

day 

Yes Does not 

change unless 

it is permanent

ORS Collection Manual Second Edition Page | 55 
6_06 Collecting ‘Work-Related Personal 

Interactions’ 

‘Work-Related Personal Interactions’ is 

the requirement of the occupation to 

cooperate with others, handle conflict, and 

respond to social cues, requests, and 

criticism. 

Collect both the frequency and purpose of 

work-related verbal interactions.

There are two types of work-related personal interactions:

● Regular contacts

● Other contacts

Regular contacts are those people with whom a worker has an established working 

relationship. Regular contacts include: 

● Co-workers, supervisors, and managers with whom the worker regularly works 

● Clients, customers or students seen on a regular basis 

● All other contacts with whom the occupation regularly works 

Regular contacts may not include everyone in the worker’s organization or work location. 

People with whom the worker has no established working relationship, including the 

public, fall in the “Other” category.

Examples of Types of Contacts 

Types of Contacts Collect 

As 

An accountant works with a clerk assigned to his/her department. Regular

A store manager orders goods from a regular supplier. Regular

An elementary teacher works with students in his/her class. Regular

A sales clerk at a Walmart talks to customers while ringing up their 

orders. 

Other

A nurse and a doctor both work at the same hospital, but do not work 

together. 

Other

ORS Collection Manual Second Edition Page | 56 
How to collect frequency of contact 

Collect the highest frequency of work-related verbal contact that a worker has with 

regular contacts and other contacts.

If the frequency of contact changes during the work schedule, code the most frequent 

level experienced and document the circumstances. Use the following frequency 

categories: 

● Constantly, every few minutes

● More than once per hour, but not constantly 

● More than once per day, but not more than once per hour 

● No more than once per day, includes never 

Do not differentiate between individuals within a category. For example, a receptionist 

may interact with an unfamiliar client once per visit, but is greeting such individuals 

several times per hour. The correct frequency is more than once per hour. 

Exclude optional social contacts that are not required to perform the work. 

How to collect the purpose of interaction 

Collect the reason for work-related verbal interaction with regular contacts and other 

contacts. If there is variation, code the highest level of interaction expected for the 

occupation. Use the following categories:

● Exchanging straightforward, factual information 

● Coordinating work with others; solving recurring problems with cooperative 

parties

● Some gentle persuading or soft selling; discussing

● Influencing; hard selling; asserting control in situations 

● Resolving controversial or long-range issues; defending; negotiating

ORS Collection Manual Second Edition Page | 57 
Type of Interaction in a Fast Food 

Restaurant

Description

Exchanging straightforward, 

factual information 

A fast food worker notifies another worker 

that customer food orders are ready. 

Coordinating work with 

others; solving recurring 

problems with cooperative

parties

A shift manager coordinates the tasks and 

breaks of fast food crew members. 

Some gentle persuading or soft 

selling; discussing

A store manager resolves worker issues, 

and discusses strategies for meeting 

franchise sales goals with shift managers 

and crew members. 

Influencing, hard selling; 

asserting control in situations 

A regional manager increases sales by 

engaging store managers and staff in new 

sales strategies; leads meetings to explain 

policy changes; and implements changes. 

Resolving controversial or 

long-range issues; defending; 

negotiating 

A franchise owner negotiates with the 

corporate office for a better deal, and works 

with regional managers to resolve issues 

that have a long-term impact on franchise 

growth and sales. 

ORS Collection Manual Second Edition Page | 58 
Examples: How to Collect ‘Work-Related Personal Interactions’

Description Regular or 

Other

Frequency of 

Contact

Type of Contact

A tollbooth worker takes 

payments and makes change for 

more than 500 drivers passing 

through the toll lanes during an 

eight-hour shift. Each day the 

worker attends a ten-minute 

staff meeting where the 

supervisor reviews basic 

information and safety issues. 

Employees discuss safety issues 

and suggest procedures changes. 

Regular 

contacts 

(supervisor, 

co-workers)

No more than 

once per day; 

includes 

never

Coordinating 

work with others 

Other 

contacts 

(public) 

Constantly, 

every few 

minutes

Exchanging 

straightforward, 

factual 

information

A psychologist meets with 

clients seeking help with 

personal issues. Most clients 

schedule recurring 

appointments. However, once 

every few weeks, a client comes 

once and never returns. 

Regular 

contacts 

(recurring 

clients)

More than 

once per day, 

but not more 

than once per 

hour 

Some gentle 

persuading or 

soft selling 

Other 

contacts 

(one-time 

clients)

No more than 

once per day; 

includes 

never

Some gentle 

persuading or 

soft selling

ORS Collection Manual Second Edition Page | 59 
Chapter 7: Physical Demands

7_01 Overview ........................................................................................................................... 61

Concurrent Physical Demands

How to collect Physical Demands

7_02 Collecting ‘Sitting vs. Standing/Walking’ ........................................................................ 63

How to collect ‘Sitting’ vs. ‘Standing/Walking’

When to collect ‘Sitting vs. Standing/Walking at Will’

7_03 Collecting ‘Lifting/Carrying’ ............................................................................................ 66

How to collect Lifting/Carrying:

When to use ‘Negligible’ and ‘None’

7_04 Collecting ‘Pushing/Pulling’ ............................................................................................. 70

Understanding thresholds for ‘Pushing/Pulling’

How to collect ‘Pushing/Pulling’

7_05 Collecting ‘Reaching’ ........................................................................................................ 74

7_06 Collecting ‘Keyboarding’ .................................................................................................. 76

How to collect ‘Keyboarding’

7_07 Collecting ‘Manipulation’ ................................................................................................. 78

7_08 Collecting ‘Stooping’, ‘Crouching’, ‘Kneeling’, and ‘Crawling’ ..................................... 80

7_09 Collecting ‘Climbing’ ........................................................................................................ 82

How to collect ‘Climbing Ramps or Stairs’

How to collect ‘Climbing Ladders, Ropes, or Scaffolds’

Determining the type of ‘Climbing’ with Stools and Ladders

7_10 Collecting ‘Vision’ ............................................................................................................ 85

7_11 Collecting ‘Communicating Verbally’ and ‘Hearing Requirements’ ............................... 86

ORS Collection Manual Second Edition Page | 60 
7_01 Overview 

Physical Demands are the physical activities required of an occupation. We collect the 

following ten categories:

● Sitting vs. Standing/Walking 

● Lifting/Carrying

● Pushing/Pulling 

● Reaching

● Keyboarding 

● Manipulation 

● Stooping, Crouching, Kneeling, Crawling 

● Climbing

● Vision

● Communication

Concurrent Physical Demands 

There are many situations where an occupational task includes more than one physical 

demand. While it is important to look at the total amount of time coded for an occupation, 

it is not automatically “wrong” if the total of some elements adds up to more than the 

daily work hours. 

Examples:

● Writing involves both gross manipulation and fine manipulation. 

● Pushing a heavy cart while standing up includes, among other things, pushing 

with hands/arms, pushing with feet/legs, gross manipulation, and 

standing/walking.

● Making a phone call may include holding the receiver (gross manipulation) with 

one hand while dialing the phone with the other (fine manipulation), while 

speaking with another person (communicating verbally).

How to collect Physical Demands 

1. Collect presence of physical demand elements. 

2. Collect the duration for all elements except for Vision or Hearing. See section 2_03

for details on calculating duration. 

3. Certain elements have unique collection guidelines: 

● Lifting/Carrying has unique collection guidelines. See section 7_03. 

● Climbing Ramps/Stairs - Structure has unique collection guidelines. See 

section 7_09.

ORS Collection Manual Second Edition Page | 61 
4. Apply thresholds to Pushing/Pulling and Reaching Overhead. 

5. Do not collect the physical demands related to a worker’s commute. 

6. Collect the presence of ‘One or Both’ hand/arm (foot/leg) for the following physical 

demand data elements: 

● Pushing/Pulling – hand/arm, foot/leg, and feet only 

● Manipulation – Gross, Fine and Foot/Leg Controls 

● Reaching – At/Below Shoulder and Overhead 

Collect work as generally performed. Exclude accommodations. 

If ANY task requires BOTH hands/arms (feet/legs), code as BOTH. 

Code as ONE only if ALL of the work can be completed using one hand/arm 

(foot/leg).

7. To avoid overstatement, do not break the Physical Demands elements into narrower 

individual components. 

Example: 

Code an Administrative Assistant typing on a computer as Keyboarding only, and 

do not include this time in Gross and Fine Manipulation. 

ORS Collection Manual Second Edition Page | 62 
7_02 Collecting ‘Sitting vs. Standing/Walking’ 

There are three components to this element:

● Sitting

● Standing/Walking 

● Sitting vs. Standing/Walking at Will

A worker is always either ‘sitting’ or

‘standing/walking.’ Stooping can be done 

while either sitting or standing.

‘Sitting’ is present when one of three conditions exists: 

● A worker remains in a seated position. This includes active sitting. For instance, a 

bicyclist sits but pushes/pulls with his feet/legs. 

● A worker is inactive and seated or prone. For instance, a medical resident on call 

for a thirty-hour shift taking a strategic nap is sitting.

● The worker may choose between sitting and standing for a given task. For 

example, an office worker can choose a standing desk.

‘Standing/Walking’ is present whenever a worker is not sitting or prone. Include time

spent crawling, kneeling, or crouching. 

Examples - Choosing Between ‘Sitting’ and ‘Standing/Walking’

Sitting An OTR truck driver drives a tractor- trailer.

A police officer rides a bicycle to patrol traffic.

A landscaper mows a residential lawn with a seated 

mower.

Standing/Walking A pest control worker crawls in an attic to apply pesticides.

A landscaper stands on a zero-turn-mower to mow 

residential lawns.

How to collect ‘Sitting’ vs. ‘Standing/Walking’ 

Collect the actual daily hours that a worker spends sitting OR standing/walking. The total 

amount of time coded for sitting and standing/walking must add up to the daily work 

schedule. 

Example: 

A teller chooses to sit rather than stand for 3 hours per day while working at the 

drive-thru window. The rest of the day the teller is either standing at the counter, 

ORS Collection Manual Second Edition Page | 63 
stooping from a standing position to access the under-counter safe, or walking to 

escort customers to safety deposit boxes. The work schedule is 8/40/52. 

Collect: 

Sitting: 3 hours per day 

Standing/Walking: 5 hours per day 

Total: Sitting for 3 hrs. + Standing for 5 hrs. = 8 hour work day. 

If a workers spends a portion of the day sitting and the rest standing, but the respondent 

can only provide a range, use the mid-point to calculate the time adjustment between 

‘Sitting’ and ‘Standing/Walking.’ 

When to collect ‘Sitting vs. Standing/Walking at Will’ 

Collect the presence (yes/no) of ‘Sitting vs. Standing/Walking at Will.’ 

The ability to alternate between sitting and standing/walking at will is present when the 

following conditions exist: 

● A worker has the flexibility to choose between sitting and standing throughout the 

day. 

● There is no assigned time during the day to sit or stand/walk. 

● No external factors determine whether an employee must sit or stand/walk. 

When collecting for this element, include documentation for the activities described in 

the typical day. 

Exclude scheduled breaks and lunch breaks. 

Note: Driving does not necessarily negate the ability to sit/stand/walk at will. If the 

employee may stop as needed, the ability to alternate between sitting and 

standing/walking at will is present.

ORS Collection Manual Second Edition Page | 64 
Examples of ‘Sitting vs. 

Standing/Walking At Will’

Collect 

As

Reason

A pharmaceutical sales rep driving to clients 

can choose when to make trips and 

additional stops. 

At Will 

is ‘Yes’

Worker’s 

choice

An office clerk can choose when to file and 

typically stands while filing invoices. 

At Will 

is ‘Yes’

Worker’s 

choice

An event parking lot attendant must stand 

when cars are entering the parking lot to 

accept payment and direct cars. 

At Will 

is ‘No’

External 

factors

A security guard chooses to sit or stand, 

except when he walks to investigate 

suspicious situations. 

At Will 

is ‘No’

Worker does 

not choose 

An over-the-road truck driver must meet a 

delivery schedule. He stops only for fuel and 

weigh stations.

At Will 

is ‘No’

Worker does 

not choose 

ORS Collection Manual Second Edition Page | 65 
7_03 Collecting ‘Lifting/Carrying’ 

‘Lifting’ is raising or lowering an object from 

one level to another. This includes upward 

pulling. 

Example: 

An assembly line worker lifts cans, 

jars, or bottles from cardboard boxes 

and places them on a conveyor. 

‘Carrying’ is transporting an object, usually by holding it in the hands, arms, or on the 

shoulders. 

Example:

 A construction worker wears a tool belt to carry a hammer, flat bar, screwdriver 

and other hand tools. 

How to collect Lifting/Carrying: 

1. Collect the presence and duration of task-related lifting/carrying that is required for

work as generally performed. Use the duration levels to categorize the data. The 

duration levels are:

● Seldom: up to 2% of the day 

● Occasional: 2% up to 1/3 of a day 

● Frequent: 1/3 up to 2/3 of a day 

● Constant: 2/3 or more of a day 

2. Document when lifting/carrying an object does not require hands. For example, a 

worker wearing a tool belt experiences gross manipulation when lifting the belt and 

zero gross manipulation while carrying it. Collect all time spent wearing the tool belt 

toward the lifting/carrying element and document the gross manipulation. 

3. Ask the following questions when collecting data: 

What is the most weight ever lifted/carried by the occupation? 

It takes more strength to lift something for longer lengths of time, so the weight 

that a worker lifts ‘up to 2% of the day’ is often heavier than that lifted more 

frequently. 

How often is this weight lifted/carried?

Verify that the weight lifted and duration are an expectation of the occupation and 

are not by chance or voluntary. 

What is the most weight carried at every other duration level?

As the frequency of a task increases, workers often carry less weight. The 

maximum weight collected may decrease as duration increases. 

ORS Collection Manual Second Edition Page | 66 
4. Use the Weight and Duration Chart below to code the weight lifted/carried by 

duration. Always round weight up to a whole number. 

Weight and Duration Chart

Constantly

(2/3 or more)

Frequently

(1/3 up to 2/3) 

Occasionally

(2% up to 

1/3) 

Seldom

(Up to 

2%) 

None Negligible (up to 

1 lb.) 

Up to 10 lbs. Up to 10 

lbs. 

Negligible (up to 

1 lb.) 

Up to 10 lbs. 11-20 lbs. 11-20 

lbs. 

Up to 10 lbs. 11 to 25 lbs. 21 to 50 lbs. 21 to 50 

lbs. 

11-20 lbs. 26 to 50 lbs. 51 to 100 lbs. 51 to 100 

lbs. 

>20 lbs. >50 lbs. >100 lbs. >100 lbs.

The most weight lifted ever will be the same as the most weight lifted seldom. Using the 

duration chart, select the appropriate weight range in the Seldom column and code this in 

the ‘Up to 2%’ category in CIERA. 

Code the most weight collected Constantly in the ‘2/3 or more’ category in CIERA. This 

will be the same or less than the amount collected at the Frequently duration level. 

Code the most weight lifted Frequently in the ‘1/3 up to 2/3’ category in CIERA. This 

weight will be the same or less than the amount collected for Occasionally. 

Code the most weight lifted Occasionally in the ‘2% up to 1/3’ category in CIERA. This 

weight will be the same or less than the amount collected for Seldom.

Example 1: 

A worker seldom lifts 50 lbs. This is the most he ever lifts. He spends 4 hours of 

every eight-hour day lifting 20 lbs., but never lifts anything constantly. 

ORS Collection Manual Second Edition Page | 67 
Example 2: 

As part of a landscape crew, workers, performing detail trim and clean-up work, 

operate either weed trimmers or leaf blowers. Workers lift/carry the 12-pound

gas-powered lawn equipment the entire day. Three times per day, for 10 minutes, 

the workers must lift portable fuel tanks to refuel equipment. The portable fuel 

tanks hold 5 gallons of gas and weigh approximately 30 pounds. The workers do 

not need to lift or carry anything else. The work schedule is 8 hours/day, 40 

hours/week, 52 weeks/year. 

When to use ‘Negligible’ and ‘None’ 

Use the terms ‘negligible’ and ‘none’ when collecting weight for specific duration 

categories.

‘None’ means there is no weight lifted or carried. ‘None’ can only be used when coding 

weight lifted 2/3 of the time or more. 

‘Negligible’ means the weight is so small that measurement is not meaningful. For 

instance, the weight of a pen, or a few sheets of paper, is not meaningful. If an object 

weighs more than one pound, it is NOT ‘negligible’. 

Use ‘negligible’ only when coding weight lifted 1/3 of the time or more.

Example:

A sales representative, while visiting customers throughout a typical day, lifts 

pens and paper. Sometimes the representative needs to lift cabinet samples, 

weighing six pounds each, to show potential clients design and color choices. The 

cumulative time spent lifting the cabinet samples is less than 2 hours and 40 

minutes per day. 

The sales representative must also lift boxes of display materials while setting up 

a booth at the annual sales show. The boxes weigh 30 pounds each and the total 

time spent lifting these is 10 minutes. The representative does not lift any object 

for more than 5 hours and 20 minutes in a day. The work schedule is 8 hours/day, 

40 hours/week, 52 weeks/year. 

Duration Max Weight Collected

2/3 or more None

ORS Collection Manual Second Edition Page | 68 
1/3 up to 2/3 Negligible

2% up to 1/3 6 pounds

Up to 2% 30 pounds

ORS Collection Manual Second Edition Page | 69 
7_04 Collecting ‘Pushing/Pulling’

‘Pushing’ is exerting force upon an object so 

that the object moves away from the force. 

‘Pulling’ is exerting force upon an object so 

that the object moves toward the force.

Understanding thresholds for 

‘Pushing/Pulling’ 

‘Pushing/Pulling’ is a measure of strength, 

not dexterity. Force or exertion must meet a threshold for ‘Pushing/Pulling’ to be present. 

Pushing/Pulling is present when one of two conditions exist: 

● A worker uses ten pounds of force or more. 

● A worker uses any amount of force at a production rate 2/3 or more of time. 

A production rate includes a constant repetition of a negligible amount of force, 

requiring considerable strength at any weight. 

Any pushing or pulling done for less than 2/3 of the time requires greater force to meet 

the push/pull threshold. Do not include duration for push/pull that uses less than ten 

pounds of force unless total duration exceeds 2/3 of the day. 

Force is an interaction that changes the motion of an object. Factors affecting the amount 

of force needed are: 

● Weight of object(s) being pushed/pulled 

● Friction, specifically pushing/pulling on a smooth vs. coarse surface 

● Incline

Example: 

The amount of force required for a worker to push/pull a dolly with a weight on it 

across a flat surface or a 30-degree incline is (approximately):

Weight Flat Surface Incline 

25 lbs. 2 force pounds 11 force pounds

50 lbs. 6 force pounds 14 force pounds

100 lbs. 11 force pounds 18 force pounds

ORS Collection Manual Second Edition Page | 70 
Meeting the Threshold of ‘Pushing/Pulling’ 

Examples Meets the 

Threshold

Reason

Pulls down a garage door manually. Yes Meets the force 

threshold 

Pulls open large drawers containing 

cadavers in the county morgue.

Yes Meets the force 

threshold 

Pushes a patient in a wheelchair. Yes Meets the force 

threshold 

Pushes/pulls a chipper/shredder 

machine.

Yes Meets the force 

threshold 

Pushes/pulls a commercial floor waxing 

machine

Yes Meets the force 

threshold 

Pushes a treadle when using an 

industrial sewing machine 80% of the 

day.

Yes Meets the 

production rate 

threshold 

Pulls open an office desk drawer, 

occasionally. 

No Does not meet 

either threshold 

Pushes a brake pedal in a passenger 

vehicle, driven occasionally. 

No Does not meet 

either threshold 

Pushes an IV stand across a patient’s 

room, occasionally. 

No Does not meet 

either threshold 

Pushes open a typical household door, 

occasionally. 

No Does not meet 

either threshold 

ORS Collection Manual Second Edition Page | 71 
How to collect ‘Pushing/Pulling’ 

Collect the presence and duration of pushing and pulling together. 

● When pushing/pulling is present for less than 2/3 of the day and involves forcepounds equal to ten pounds or more, code pushing/pulling as present and code 

duration. 

● When pushing/pulling is present for less than 2/3 of the day and involves less than 

10 lbs. of force, code pushing/pulling as ‘Not Present.”

● When pushing/pulling involves varying amounts of force, some of which do not 

meet the threshold, probe to get information on the type and duration of 

pushing/pulling. If pushing/pulling is present for more than 2/3 of the day, code 

the total duration. If less than 2/3 of the day, code duration only for the higher 

force.

Separate pushing and pulling based on the part of the body used. Collect as:

● Hands/Arms, when the upper body is used. 

● Feet/Legs, when the lower body is used. 

● Feet Only, when the pushing is done primarily by the feet from a seated position

and upper leg muscles do not create the force.

Most pushing and pulling that occurs while walking uses arms and legs to apply force. 

Types of Pushing/Pulling using arms and legs include: 

● Wheelchairs 

● Commercial carpet cleaners

● Carts

● Walk-behind lawn mowers 

If a task that requires a worker to operate foot/leg controls meets the minimum threshold 

for pushing/pulling, collect as ‘Pushing/Pulling/feet/legs’ or ‘feet only’ AND 

‘Manipulation/Foot/Leg Controls’. 

Exclude pushing/pulling actions involved in climbing ropes, ladders or scaffolding, as the 

time spent pushing/pulling when performing this physical demand is included in it. 

ORS Collection Manual Second Edition Page | 72 
Examples of ‘Pushing/Pulling’ Collect One/Both Collect 

Duration 

A technician sits and pushes, 

with one hand, a 100 lbs.-

equipment cart. The total time 

pushing is 30 min. per day. 

One hand/arm only. No 

legs, because the worker 

sits.

30 

minutes

A librarian walks behind and 

pushes a very heavy two-shelf 

cart full of books for 3 hours per 

day. 

Hands/arms and 

feet/legs; both sides of 

the body for each. 

3 hours

A swim instructor swims 4 

hours out of an 8-hour day. 

Hands/ arms and 

feet/legs; both sides of 

the body for each. 

4 hours

A textile worker stands at a 

commercial loom 

pushing/pulling with two hands 

to weave fabric for 7 hours of 

an 8-hour day. 

Both hands/arms. 

A rare example of 

pushing/pulling from a 

non-seated position with 

hands/arms only. 

7 hours

A police officer patrols a very 

hilly city on a bicycle for 1 hour 

of an 8-hour day. 

Both feet/legs. 

A rare example of 

push/pull feet/legs; no 

hands/arms. 

1 hour

An excavating machine operator 

uses arms and legs to operate 

controls and pedals (clutch) for 

6 hours of an 8-hour shift.

Both arms and both legs 6 hours

ORS Collection Manual Second Edition Page | 73 
7_05 Collecting ‘Reaching’

‘Reaching’ is extending the hand(s) and arm(s) in any 

direction. 

‘Reaching’ requires the straightening and extension of the 

arm and elbow and the engagement of the shoulder. A 

worker can bend his arm at any time while reaching.

Collect the duration for the entire range of motion for 

‘Reaching’, not just the time at full extension. 

To avoid overstatement, do not collect reaching that is 

involved in ‘Crawling’ or ‘Climbing Ladders, Ropes, and 

Scaffolding.’ 

There are two types of ‘Reaching’: 

● Overhead Reaching 

● At/Below the Shoulder Reaching 

‘Overhead’ and ‘At/Below the Shoulder Reaching’ can be present in the same task. 

‘Overhead Reaching’ is extending the arm(s) with the hand higher than the head AND 

one of two conditions: 

Condition 1: 

● A person bends the elbows, and the angle at the shoulders is about 90 degrees or 

more. 

Condition 2: 

● A person keeps the elbow extended, and the angle at the shoulder is about 120 

degrees or more.

When collecting Overhead Reaching, capture time associated with “Standing” and 

“Climbing Ramps or Stairs,” as appropriate.

‘At/Below the Shoulder Reaching’ is present when there is ‘Reaching’, but it does not 

meet the threshold for ‘Overhead’. 

If a worker can stand as needed, use a stepladder, or use another strategy to avoid 

overhead reaching, collect the task as ‘At/Below the Shoulder Reaching.’

ORS Collection Manual Second Edition Page | 74 
Examples of ‘Reaching’: Collect As: Reason

Picking apples from the tops 

of mature trees.

Overhead Meets the threshold

Spotting children on uneven 

bars.

Overhead Meets the threshold

Hanging an IV bag on a 

stand. 

Overhead Meets the threshold

Opening and closing stage 

curtains with a rope and 

pulley. 

Overhead Meets the threshold

Pruning trees and shrubs. Both types of 

Reaching

Meets all criteria

Attaching drywall to studs. Both types of 

Reaching

Meets all criteria

Filing folders in uppermost 

overhead cabinets. Worker 

can stand or use a step stool. 

At/Below 

Shoulder

Present, below 

threshold for 

‘Overhead Reaching’ 

Reaching across a desk to 

answer the phone. 

At/Below 

Shoulder 

Present, below 

threshold for 

‘Overhead Reaching’

Checking a car’s oil. At/Below 

Shoulder 

Present, below 

threshold for 

‘Overhead Reaching’

Reaching in bins for 

sandwich ingredients. 

At/Below 

Shoulder 

Present, below 

threshold for 

‘Overhead Reaching’

Loading a commercial 

dishwasher. 

At/Below 

Shoulder 

Present, below 

threshold for 

‘Overhead Reaching’

Inserting screws into 

widgets.

At/Below 

Shoulder

Present, below 

threshold for 

‘Overhead Reaching’

Reaching for the control to 

open a bus door. 

At/Below 

Shoulder 

Present, below 

threshold for 

‘Overhead Reaching’

ORS Collection Manual Second Edition Page | 75 
7_06 Collecting ‘Keyboarding’

‘Keyboarding’ is a repetitive motion 

requiring the use of the whole hand to enter 

data by means of a keyboard device.

‘Keyboarding’ is a separate element that 

involves ‘Fine’ and ‘Gross Manipulation,’ 

and sometimes ‘Reaching.’

 Do not include keyboarding or the use of a 

mouse in the duration for ‘Gross’ or ‘Fine 

Manipulation’, or ‘Reaching’. 

How to collect ‘Keyboarding’ 

Collect the presence and duration of ‘Keyboarding’ by device: 

Traditional Keyboard – a panel of keys used as the primary input device on a 

computer or typographic machine. Include:

● Stenographer’s machines

● Typewriters

● Laptops 

● All aspects of using a desktop computer, including a mouse 

10-Key Pad – a numeric keypad where multiple fingers are used to enter data. 

Include:

● Adding machines 

● Calculators

Touchscreen Keyboard – a touch sensitive keyboard display on a computer or 

other electronic device that uses repetitive finger or thumb motion, and using the 

whole hand, for data entry. Include: 

● Tablet computers

● Touch screen mobile phones 

● Touch screen point of sale devices 

Other - Keyboarding devices that do not fit into one of the other categories. 

When collecting Other keyboarding devices, include documentation in the 

remarks section.

If the respondent cannot identify the type of device being used, code duration under 

Traditional Keyboard. 

If a worker uses multiple devices, capture the duration for each device. If the respondent 

cannot break out the duration from multiple devices, code duration under Traditional 

Keyboard. 

ORS Collection Manual Second Edition Page | 76 
If a worker must use a computer monitor or a screen on another electronic device, then 

code Near Visual Acuity “yes” as a default. 

Exclude activities that require hitting only a few keys and do not involve multiple fingers 

on the hand. For example, code as ‘Fine Manipulation’ key-entries on traditional phone; 

fax, copy and time-clock machines; and touch-screen devices where data is entered with 

fingers only. 

To distinguish ‘Keyboarding’ from ‘Fine Manipulation,’ determine how work is 

generally performed in an occupation. 

● Collect as ‘Keyboarding’ when a worker in an occupation uses one or both hands 

and repetitive finger motions while concentrating on inputting data. 

● Collect as Fine Manipulation when a worker is touching, picking or otherwise 

working primarily with fingers rather than the whole hand. 

Examples of ‘Keyboarding’ Code As

A customer service rep spends 5 hours per day 

entering information into an order system on a desktop 

computer. 

Traditional keyboard

An accounting clerk uses an adding machine to settle 

accounts.

10-Key Pad

A receptionist at a spa uses a typing motion on a 

touchscreen device to book services and send 

customized messages to clients. 

Touchscreen

A bartender puts an order into a touchscreen ordersystem using multiple fingers in a typing motionTouchscreen

A bartender puts an order into a touchscreen ordersystem using one finger to press icons one at a timeFine Manipulation; 

Reaching

A salesperson communicates with customers using a 

Blackberry. 

Other- document

A cashier at a grocery store uses a register with a 

hybrid keyboard that has 72 flat keys and a 10-key 

pad. 

Other – document

ORS Collection Manual Second Edition Page | 77 
7_07 Collecting ‘Manipulation’ 

There are three types of ‘Manipulation’:

● Gross Manipulation 

● Fine Manipulation 

● Foot/Leg Controls 

‘Gross Manipulation’ is seizing, holding, 

grasping, turning, or otherwise working 

with the hand(s). It is often present when 

lifting involves the hands. 

For ‘Gross Manipulation’, fingers are involved only to the extent that they are an 

extension of the hand to hold or operate a tool such as tin snips or scissors. 

Example: A worker uses fingers to turn a switch or shift automobile gears. 

Collect the presence and duration of gross manipulation. Code the use of one or both 

hands. 

When coding ‘One or Both’ hands for gross manipulation, always code ‘Both’ if any task 

requires the use of both hands. Confirm that all typically performed tasks are being 

considered and not just the most common tasks. 

Exclude: 

● Gross Manipulation involved in Keyboarding or the use of a mouse 

● Gross manipulation involved in ‘Climbing Ropes, Ladders, and Scaffolds’ 

● Lifting that involves a part of the body other than hands 

‘Fine Manipulation’ is touching, picking, pinching, or otherwise working primarily with 

fingers rather than with the whole hand or arm, as in ‘Gross Manipulation’.

Collect the presence and duration of ‘Fine Manipulation.’ Code the use of one or both 

hands. 

A worker can use both gross manipulation and fine manipulation while performing a task. 

Example:

A worker grasps a tape roll with one hand and pinches the tape lead with the 

other. 

Include data-entry on touchscreen devices that use a finger in a touching motion. 

Exclude: 

● Keyboarding or the use of a mouse. 

● Duration for touchscreen devices already counted under ‘Keyboarding’. 

ORS Collection Manual Second Edition Page | 78 
‘Foot/Leg Controls’ is the use of one or both feet or legs to move controls on machinery 

or equipment. Controls include, but are not limited to, pedals, buttons, levers, and cranks. 

If time operating foot/leg controls meets the threshold for pushing/pulling, collect it for 

Foot/Leg Controls and Pushing/Pulling. See section 7_04. 

Examples of ‘Manipulation’

Gross

Handling a conventional phone receiver.

Grasping combs and scissors in a salon.

Holding lumber and handling tools when building cabinetry.

Lifting and moving packages.

Driving a delivery van using a steering wheel.

Using a pipe wrench.

Fine

Pushing buttons on a copy machine. 

Counting coins and paper money.

Pinning and sewing garments.

Separating groups of documents with paper clips.

Inserting small parts on a production line.

Adjusting calibration equipment.

Sorting through bins of eyeglass screws.

Stringing small beads on a wire to make a bracelet.

Collecting tickets and handing-out receipts.

Gross and 

Fine

Writing.

Foot/Leg 

Stepping on a lever to lower and raise salon chairs.

Pressing a floor button to raise a dental chair.

Pressing a gas pedal to drive a passenger vehicle.

Pressing a knee lever to operate a sewing machine.

ORS Collection Manual Second Edition Page | 79 
7_08 Collecting ‘Stooping’, ‘Crouching’, ‘Kneeling’, and ‘Crawling’ 

There are four posture positions: 

● Stooping 

● Crouching 

● Kneeling

● Crawling

Workers may use these postures to lower themselves, position themselves over 

something, or get closer to the ground. A worker cannot stoop, crouch, kneel, or crawl at 

the same time.

The demands of a job may dictate, or the establishment may require, the use of a specific 

movement. In some cases, workers may choose the position they assume to perform 

tasks.

When workers choose their body position, collect the position typically used to perform 

the job. If it is difficult to determine the position typically used, and more than two 

positions are common, code this ‘present duration unknown’. If only two positions are 

typically used, split the duration between the two elements.

‘Stooping’ is bending the body forward and down, bending the spine at the waist and 

leaning down towards an object or the ground. Stooping can occur in a seated position, 

although it occurs most often while standing. 

Stooping Crouching

Kneeling Crawling

ORS Collection Manual Second Edition Page | 80 
Examples:

● A mechanic stoops over a car engine while making repairs.

● A janitor stoops while emptying trashcans. 

● A hairstylist stoops while washing hair.

● A pedicurist, seated while performing a pedicure, stoops from a seated position to 

retrieve supplies. 

‘Crouching’ is bending the body downward and forward by bending the legs and spine. 

Examples:

● A bricklayer crouches to spread mortar and position bricks on lower parts of 

walls.

● A clerk crouches when using the lower drawers of file cabinets. 

● An HVAC repairperson crouches to inspect a malfunctioning air conditioner. 

● A physical education teacher crouches to demonstrate the catcher position while 

playing softball.

‘Kneeling’ is bending the legs at the knees to come to rest on the knee or knees.

Examples:

● A carpet installer kneels while pressing carpet firmly in place over strips without 

tacks, using hand tools. 

● An electrician kneels to connect wiring to fixtures located in cramped places.

● A plumber kneels while installing piping for a radiant floor heating system.

● A pest control worker kneels while placing live traps under a deck.

‘Crawling’ is moving about on hands and knees or hands and feet. 

Examples:

● A concrete worker crawls while smoothing and finishing the surface of poured 

concrete sidewalks.

● An HVAC repairperson crawls through narrow spaces to reach all parts of a 

furnace.

● An insulation installer crawls through a home’s crawlspace. 

ORS Collection Manual Second Edition Page | 81 
7_09 Collecting ‘Climbing’ 

‘Climbing’ is the act of ascending or descending stairs, 

ramps, ladders, ropes or scaffolding and similar 

structures using feet, legs, hands, and/or arms. 

There are two types of climbing:

● Climbing Ramps or Stairs

● Climbing Ladders, Ropes, or Scaffolds 

If the type of climbing present does not directly 

correspond to either of the two data elements, select the 

element that most closely resembles the action 

performed by the worker and document accordingly. 

Note: Do not include the use of hands, arms, and legs 

associated with climbing in the durations for gross 

manipulation, pushing/pulling, and reaching. These physical demands are contained 

within both types of ‘Climbing’. 

How to collect ‘Climbing Ramps or Stairs’ 

‘Climbing Ramps or Stairs’ is present when a worker ascends or descends ramps or 

stairs primarily using feet and legs. A worker may use arms and hands for balance only, 

as in holding a stair railing.

When ‘Climbing Ramps or Stairs’ is present, determine if it is work related or structure

related, and code accordingly. Work related means that the job would require climbing 

regardless of the company’s building. 

Climbing is work related if: 

● A worker would need to climb ramps or stairs to perform occupational duties in a 

single-level workplace.

● A worker climbs ramps or stairs while making deliveries, home visits or visiting 

other businesses. 

● A worker uses a stepladder with wide treads and low rise, similar to stairs, to 

access materials on upper shelves.

When climbing is work related, collect duration. 

If work related climbing is present for an occupation that typically works in only one 

place, document how the climbing relates to work. 

Examples:

● A home health worker climbs stairs to enter a home or access different floors 

within the home of a patient. 

● An apartment property manager ascends steep driveways while maintaining rental 

properties. 

ORS Collection Manual Second Edition Page | 82 
● A machine operator climbs stairs to access the machine platform. 

● A worker climbs a ramp to load and unload material from a truck. 

Climbing is structure-related if a single-level workplace would eliminate the need to 

climb ramps or stairs. A structure is a building, and not equipment. 

If climbing is structure-related, collect presence. Do NOT collect duration. 

Examples:

● A teacher escorts children up and down stairs in a three-story building. 

● An office manager must use stairs to access files and supplies located on another 

floor.

How to collect ‘Climbing Ladders, Ropes, or Scaffolds’ 

‘Climbing Ladders, Ropes, or Scaffolds’ is present when a worker ascends or descends 

ladders, scaffolding, ropes, or poles, using feet/legs, and hands/arms.

A worker typically uses both upper body and lower body in some capacity when climbing 

ladders, ropes, or scaffolds. 

If workers must climb something that requires the use of both the upper and lower body 

to climb, include it in this element.

Examples:

● Ascending poles to install or repair power lines.

● Climbing scaffolding to plaster a ceiling.

● Climbing a short ladder using arms and legs to reach the cab of a (semi) truck.

● Using arms and legs to scale the rock wall at a gym.

Determining the type of ‘Climbing’ with Stools and Ladders 

There are many different types of stools and ladders. The movements involved in using 

each type as well as their visual appearance varies. 

ORS Collection Manual Second Edition Page | 83 
Categorize stools and ladders as follows: 

Type Description Collect As

Single Step 

Stool

A small stool with one-step often 

used to reach a higher-level cabinet 

in a kitchen or used to access the top 

shelf in a library. A worker does not 

need to use the upper body. 

Climbing 

ramps/stairs

Household 

Double Step 

Stool

A stool that folds out into two stairlike steps. Ascent is forward and up 

rather than vertical. A worker does 

not need to use the upper body. 

Climbing 

ramps/stairs

Step Ladder A ladder, typically between eight 

and twelve feet tall, with steps that 

fit most of the foot. Ascent is 

vertical rather than stair-like. A 

worker must use the upper and lower 

body. 

Climbing 

ladders, ropes, 

or scaffolds 

Traditional 

ladder

Ladders, including extension 

ladders, designed to reach the tops of 

structures, with rungs rather than 

steps. A worker must use both the 

upper and lower body. 

Climbing 

ladders, ropes, 

or scaffolds 

ORS Collection Manual Second Edition Page | 84 
7_10 Collecting ‘Vision’ 

There are three vision elements:

● Near Visual Acuity

● Far Visual Acuity

● Peripheral Vision

‘Near Visual Acuity’ is clarity of vision at 

approximately 20 inches or less, as when 

working with small objects or reading small 

print. Always collect near visual acuity when using a computer, regardless of distance. 

Examples:

● A watch repairperson must see small parts within the watch.

● A payroll clerk enters information in HR software. 

● A technician must read small numbers printed on electronic parts such as circuit 

board components. 

‘Far Visual Acuity’ is clarity of vision at 20 feet or more. This includes the ability to see 

a person or object at a distance and to recognize features. 

Examples:

● A park ranger observes a forest from a remote fire lookout station. 

● A delivery truck driver drives a truck in city traffic.

● A surveyor must see distances to locate property lines.

Code “Yes” for near visual acuity and far visual acuity when a worker is required to see 

with clarity at designated distances. 

Code “No” for near visual acuity and far visual acuity when a worker is required to have 

vision but not clarity. 

Always code ‘Far Visual Acuity’ for driving.

‘Peripheral Vision’ is what is seen above, below, to the left or right by the eye while 

staring straight ahead. Peripheral vision may be present with driving. If it is, confirm its 

presence with the respondent and document. 

Examples:

● A security guard watches all doors and TV monitors to look for unusual activities. 

● A warehouse worker must stay clear of forklifts.

● A heavy equipment operator must keep watch in all directions to ensure safety. 

ORS Collection Manual Second Edition Page | 85 
7_11 Collecting ‘Communicating Verbally’ and 

‘Hearing Requirements’ 

‘Communicating Verbally’ is using the 

spoken word to exchange information with 

clients, the public, or coworkers. 

Include:

● The ability to give detailed spoken 

instructions to other workers 

accurately, loudly or rapidly. 

● One directional speaking, such as lectures, broadcasts and other public speaking 

activities. 

When ‘Communicating Verbally’ is present, collect the amount of total conversation 

time, not just the time in which the worker is actually speaking. 

Examples:

● A TV news anchor reports news in a pleasant, well-controlled voice. 

● A human resources manager explains benefits to a new employee.

‘Hearing Requirements’ are the ability to hear, understand, and distinguish speech 

and/or other sounds, such as machinery alarms or medical codes/alarms. Collect the 

presence of ‘Hearing Requirements’ needed to complete work as generally performed. 

There are five types:

● One-on-one (in person).

● Group or conference (in person).

● Telephone (and similar remote communication devices such as radios and walkietalkies). Include the ability to hear a ringing telephone, or similar device, before it 

is answered.

● Passage of hearing test. This refers to an occupational requirement to pass a 

hearing test prior to employment in order to perform occupational duties. Exclude 

hearing tests that simply determine pre-employment hearing levels.

● Other sounds. Collect job-related safety alarms on machinery in ‘Other Sounds,’ 

and document. Exclude alarms that are not job-related, such as fire, tornado, 

weather, and other public safety alarms. 

ORS Collection Manual Second Edition Page | 86 
Examples of Hearing Requirements

One-onOne

A pollster talks with a respondent to collect data.

A sales representative hears a customer’s request.

A hospital nurse, discharging patients, listens to and answers 

questions while providing instructions. 

Group 

Conference

A secretary takes minutes during a board meeting.

A politician participates in a town hall style debate and 

responds to audience comments.

Telephone A dispatcher answers 911 calls and sends help to the given 

location. 

A bus driver uses a walkie-talkie to communicate with her 

operator regarding the route status. 

Hearing 

Test

A pilot must pass a hearing test prior to hire.

Other 

Sound

A veterinary tech identifies problems by listening to sounds 

from animals under care.

An RN must hear and respond to patient alarms.

A machine operator listens for alarms to stop the machine 

and clear jams. 

A day care center worker listens for a crying baby.

Do Not 

Collect

A teacher must be able to hear a tornado alarm to get 

children to safety.

Workers in a Florida company must be able to hear and 

respond to a hurricane warning. 

A factory worker takes a hearing test prior to start and then 

annually to measure work-related hearing loss. 

ORS Collection Manual Second Edition Page | 87 
Chapter 8: Environmental Conditions

8_01 Overview ........................................................................................................................... 89

Collect the following Environmental Conditions:

When to collect duration for Environmental Conditions:

How to collect Environmental Conditions

8_02 Collecting ‘Outdoors’ ........................................................................................................ 91

8_03 Collecting ‘Extreme Cold’ ................................................................................................ 92

8_04 Collecting ‘Extreme Heat’ ................................................................................................. 93

8_05 Collecting ‘Wetness’ ......................................................................................................... 94

8_06 Collecting ‘Humidity’ ....................................................................................................... 95

8_07 Collecting ‘Hazardous Contaminants’ .............................................................................. 96

8_08 Collecting ‘Proximity to Moving Mechanical Parts’ ........................................................ 98

8_09 Collecting ‘Heavy Vibration’ ............................................................................................ 99

8_10 Collecting ‘High, Exposed Places’ .................................................................................. 100

8_11 Collecting ‘Noise Intensity Level’ .................................................................................. 101

ORS Collection Manual Second Edition Page | 88 
8_01 Overview 

Collect the following Environmental Conditions: 

Environmental conditions are the surroundings in which a job is performed. We collect 

ten conditions: 

● Outdoors 

● Extreme cold

● Extreme heat

● Wetness

● Humidity

● Hazardous contaminants 

● Proximity to moving mechanical parts

● Heavy vibration

● High, exposed places 

● Noise intensity level

When to collect duration for Environmental Conditions: 

● A worker experiences the condition while performing typical occupational duties. 

● Conditions meet any of the specified thresholds. 

● Personal protective equipment (PPE) required by the employer only partially 

mitigates exposure. PPE is equipment used or worn to minimize exposure to 

serious workplace injuries and illnesses. 

How to collect Environmental Conditions

Collect the duration of exposure for all environmental conditions, except ‘Noise Intensity 

Level’. Measure exposure as the worker experiences it with protective equipment. 

Document the use and type of the use of personal protective equipment (PPE) for 

occupations that include exposure to Hazardous Contaminants, Moving Mechanical 

Parts, High Exposed Places, and Noise Intensity Level. 

A threshold is a magnitude or intensity that must be met or exceeded for a certain 

condition to occur. 

ORS Collection Manual Second Edition Page | 89 
Thresholds for Environmental Conditions

Environmental Condition Threshold

Outdoors None (must meet requirements in definition)

Extreme Cold (indoor and job 

related outdoor exposure 

only) 

40 degrees or below when exposed 2/3 or more 

of the time, or 

32 degrees or below when exposed up to 2/3 of 

the time

Extreme Heat (indoor and job 

related outdoor exposure 

only) 

Above 90 degrees in a dry environment, or 

Above 85 degrees in a humid environment 

Wetness (non-weather only) Any contact with water or liquids and/or 

working in a wet area 

Humidity (non-weather only) Must be oppressive atmosphere

Hazardous Contaminants 

Exposure that negatively affects the respiratory 

system, eyes, skin, or other living tissue via 

inhalation, ingestion, or contact 

Proximity to Moving 

Mechanical Parts Must present a risk of bodily injury 

Heavy Vibration Exposure to shaking or vibration that causes a 

strain on the body or extremities

High, Exposed Places 

Must be exposed and at risk of falling five feet 

or more from workers center of gravity.

Must be at risk of bodily injury from falling 

Noise Intensity Level None (must meet requirements in definition)

ORS Collection Manual Second Edition Page | 90 
8_02 Collecting ‘Outdoors’ 

‘Outdoors’ is present when two conditions 

exist: 

Condition 1

● A worker performs typical job duties 

outdoors, or 

● A worker moves between different 

work sites during the workday.

Condition 2

● A worker is unprotected and exposed to the elements. 

Note: A work site is considered protected when it has a roof and at least three sides. 

Examples Action Reason

A teacher watches children 

while outdoors for recess. 

Collect Meets 

conditions 

A groundskeeper mows 

lawns and trims shrubs. 

Collect Meets 

conditions 

A pharmaceutical sales rep 

walks to and from the car 

with each client visit.

Collect walking as

outdoors. Do not 

collect driving as 

outdoors. 

Walking to the 

car meets 

conditions 

An employee commutes to 

and from the workplace. 

Do not collect Not workrelated

A miner works in an 

underground mine. 

Do not collect Not outdoors

An archeologist inspects 

artifacts in a three-sided tent 

at the dig site.

Do not collect Not exposed

ORS Collection Manual Second Edition Page | 91 
8_03 Collecting ‘Extreme Cold’ 

‘Extreme Cold’ is present when two conditions exist: 

Condition 1

● Workers are exposed to 40 degrees F or colder 

temperatures for 2/3 or more of the workday, or 

● Workers are exposed to 32 degrees F or colder 

temperatures for less than 2/3 of the workday. 

Condition 2

● The worker’s exposure is related to job duties and 

not due to weather, or 

● Workers are indoors in locations that are not 

climate controlled.

Most jobs will not have outdoor exposure to cold, non-weather related temperatures. 

When it is present, collect for the element, and document. 

Examples Action Reason

A meat cutter works in a 40 degree 

cooler to carve beef carcasses for more 

than 3/4 of the day. 

Collect Meets 

conditions 

A forklift operator works in an 

unheated warehouse that is always 

below 40 degrees in the winter. 

Collect Meets 

conditions 

A freeze tunnel operator, wearing 

protective clothing, works for short 

periods in -34 degree F temperatures. 

Collect Meets 

conditions 

A building maintenance worker 

shovels snow from sidewalks in 10-

degree temperatures. 

Collect as 

‘Outdoors’ 

Weatherrelated

A mining machine operator drives a 

shuttle car to transport materials in an 

underground mine that is 58 degrees. 

Do not 

collect

Does not meet 

the threshold 

ORS Collection Manual Second Edition Page | 92 
8_04 Collecting ‘Extreme Heat’ 

‘Extreme Heat’ is present when two conditions 

exist:

Condition 1

● The atmosphere is dry with temperatures 

above 90 degrees F, or 

● The atmosphere is humid with 

temperatures above 85 degrees F. Humid 

means a high level of water vapor in the 

air.

Condition 2

● The worker’s exposure is related to job duties and not due to weather, or 

● Workers are indoors in a location that is not climate controlled. 

‘Extreme Heat’ includes localized sources of heat that change atmospheric temperatures 

to levels that exceed the threshold. 

Most jobs do not have outdoor exposure to hot, non-weather temperatures. When it is 

present, collect the duration of exposure and document. 

Examples Action Reason

An asphalt machine operator spreads 

hot asphalt on streets and roads. The 

machine produces intense heat. 

Collect and 

document 

Meets 

conditions 

A commercial laundry worker reaches 

into dryers. Dryers create humidity and 

raise temperatures above 85 degrees. 

Collect Meets 

conditions 

A warehouse worker moves freight and 

stock in a warehouse that is not climate 

controlled and is above 90 degrees. 

Collect Meets 

conditions 

A restaurant cook works close to a hot 

commercial stove and oven in a 

kitchen with no air conditioning. 

Collect Meets 

conditions 

An airline ramp agent loads and 

unloads baggage on a hot tarmac. 

Collect as 

‘Outdoors’ 

Weatherrelated

A salon worker is exposed to steam, 

hot wax, and hot towels while giving 

facials and waxings.

Do not 

collect

Does not meet 

the threshold 

ORS Collection Manual Second Edition Page | 93 
8_05 Collecting ‘Wetness’

‘Wetness’ is present when two conditions exist: 

Condition 1

● The worker has any contact with water or liquid, 

including working in a wet environment. 

Condition 2

● The worker’s exposure is related to job duties and 

not due to weather. 

Examples Action Reason

A dishwasher cleans pots, pans, and trays 

by hand. 

Collect Meets 

conditions 

A cannery worker reaches under jets of 

water when feeding food products into a 

washing machine that preps the items for 

cooking and canning. 

Collect Meets 

conditions 

A nurse washes hands between patients. Collect Meets 

conditions 

A waiter wipes down tables with a wet rag

and does not use a glove. 

Collect Meets 

conditions 

A dog walker works in rainy weather. Collect as 

‘Outdoors’ 

Weatherrelated 

A pharmaceutical sales rep walks from a 

physician’s office to the car in snow. 

Collect as 

‘Outdoors’ 

Weatherrelated

ORS Collection Manual Second Edition Page | 94 
8_06 Collecting ‘Humidity’

‘Humidity’ is present when three conditions 

exist:

Condition 1

● The worker’s exposure is related to 

job duties and not due to weather. 

Condition 2

● The worker experiences air 

containing a high amount of water or water vapor. 

Condition 3

● The atmosphere is oppressive. 

Examples Action Reason

A garment presser uses a pressing 

machine that discharges steam to iron 

damp clothing. 

Collect Meets 

conditions 

A gym attendant works in and around a 

sauna.

Collect Meets 

conditions 

A bicycle police officer patrols 

pedestrian areas during humid, summer 

months. 

Collect as 

‘Outdoors’ 

Weatherrelated. 

A server retrieves orders from a 

restaurant kitchen where food preparation 

and dishwashing activities generate 

humidity. The kitchen has a commercial 

ventilation system.

Do not 

collect

Mitigated, 

not 

oppressive

ORS Collection Manual Second Edition Page | 95 
8_07 Collecting ‘Hazardous Contaminants’

‘Hazardous Contaminants’ are present when the following 

condition is met:

Condition 1 

● Workers are exposed to substances that may have a 

negative impact upon respiration, eyes, skin, or 

other living tissue. 

● Exposure may be through inhalation, ingestion, or 

physical contact.

Exposure needs to be present, but does not have to be from

primary job functions. 

Employers may have protective procedures in place when these hazards exist. Collect the 

presence and type of personal protective equipment when the employer provides it. 

Household cleaners do not present the level of negative impact needed to be considered 

Hazardous. Do not include biohazards such as blood and other bodily fluids in this 

element.

Note: For a list of potential hazards, see List of Potential Hazards in Appendix 2. Note 

this list is not exhaustive and typically, respondents will not know or provide these 

chemical names as listed. Collect Material Safety Data Sheets from the employer, if 

available, and document the chemical(s) present.

Examples Action Reason

An automotive mechanic breathes fumes from 

grease, oil, gas, and engine exhaust while 

working. 

Collect Meets 

conditions 

A casino worker is exposed to second hand 

smoke from tobacco that contains benzene, 

arsenic, carbon monoxide, chromium metal, lead, 

and nicotine 

Collect Meets 

conditions 

A cosmetologist applies strong chemicals such as 

bleach, dye, and tint to color hair. 

Collect Meets 

conditions 

A farm worker, stacking hay and grain with a 

pitchfork, inhales large amounts of dust. 

Collect Meets 

conditions 

An equipment operator tends machines that clean 

semiconductor wafers using cleaning solutions 

made of sulfuric acid and hydrochloric acid. 

Operators are not required to wear protective 

clothing. 

Collect Meets 

conditions 

ORS Collection Manual Second Edition Page | 96 
A textile dye-machine operator works without 

protective clothing, tending equipment that 

mixes strong acids and anhydrous ammonia for 

use in bleaching and finishing carpets. 

Collect Meets 

conditions 

A glassworker at a historical museum uses oldfashioned methods to apply acids to etch glass. Collect Meets 

conditions 

A worker in a busy open-air tollbooth breathes 

auto exhaust all day. 

Collect Meets 

conditions 

An industrial metal finishing worker, wearing a 

respirator, pours pigments, paint paste, and 

thinner into cans and stirs with a paddle. 

Do not 

collect

duration 

Mitigated 

by PPE. 

Does not 

meet 

threshold 

A tank truck driver drives trucks to deliver 

industrial application gases to customers.

Do not 

collect

Does not 

meet the 

threshold 

A paint store clerk breathes fumes while mixing 

small amounts of latex, low-VOC paint in a 

retail store.

Do not 

collect

Does not 

meet the 

threshold 

A teacher inhales chalk dust while using the 

blackboard. 

Do not 

collect

Does not 

meet the 

threshold 

A hotel housekeeper cleans rooms using 

common household cleaning agents, such as 

window cleaner, tile cleaner, and furniture 

polish. 

Do not 

collect

Does not 

meet the 

threshold 

A lifeguard works in a chlorinated swimming 

pool. 

Do not 

collect

Does not 

meet the 

threshold 

ORS Collection Manual Second Edition Page | 97 
8_08 Collecting ‘Proximity to Moving 

Mechanical Parts’

‘Moving mechanical parts’ refers to moving 

materials, mechanical parts, settings, or any 

moving objects that could cause bodily injury. 

‘Proximity to Moving Mechanical Parts’ are 

present when one of the following conditions 

exists: 

Condition 1 

● Equipment operated by the worker presents a risk of bodily injury. 

Condition 2 

● Machinery, equipment or any moving object near the worker could cause bodily 

injury. 

Collect the presence and type of personal protective equipment when the employer 

provides it. 

The mere presence of equipment in a work area, such as forklifts, cars, or other moving 

objects, does not meet the threshold. In such cases, the operator of the equipment bears 

primary responsibility for safe operation and protecting others from the associated 

hazard. 

Risks associated with standard office equipment, such as shredders and copiers, also do 

not meet the threshold. 

Examples Action Reason

A deli worker operates a slicer to cut 

meats and cheeses. Even with required 

safety guards in place, injury is 

possible. 

Collect Meets conditions

A landscaper uses a chipper/shredder 

to mulch branches and tree debris. 

Collect Meets conditions

The off-bearer of production 

machinery works close to the machine 

and could be injured if he lost 

consciousness. 

Collect Meets conditions

An accountant us a crosscut shredder. 

Snagged clothing could cause injury. 

Do not 

collect

Does not meet the 

threshold 

A cafeteria cook operates industrial 

mixers, with impenetrable protective 

guards, to prepare food items for lunch. 

Do not 

collect

duration 

Mitigated

ORS Collection Manual Second Edition Page | 98 
8_09 Collecting ‘Heavy Vibration’

‘Heavy Vibration’ is present when two conditions exist: 

Condition 1

● Exposure to a shaking object or surface causes a 

strain on the body or extremities.

Condition 2

● Vibration is heavy. 

Office machines, hair clippers and other small hand tools 

do not meet the threshold. 

Examples Action Reason

A jackhammer operator runs a compressed 

air, rock-drilling machine that has 

continuous vibration. 

Collect Meets 

conditions 

A printing press operator uses a cylinder 

type press that has continuous vibration 

while running.

Collect Meets 

conditions 

A bulldozer operator experiences intense 

vibration when the blade hits the ground 

and the bulldozer moves forward. 

Collect Meets 

conditions 

A barber uses small clippers to trim hair 

along the neck.

Do not 

collect

Does not meet 

the threshold 

A residential maintenance worker 

performs routine repairs with a handheld 

drill.

Do not 

collect

Does not meet 

the threshold 

A teacher uses an electric pencil sharpener. Do not 

collect

Does not meet 

the threshold 

ORS Collection Manual Second Edition Page | 99 
8_10 Collecting ‘High, Exposed Places’

‘High, Exposed Places’ is present when two 

conditions exist: 

Condition 1

● The worker’s center of gravity is at 

least five feet off the ground, or 

● The worker is at ground level and at 

risk of falling several feet below 

ground level. 

 Condition 2 

● The worker is exposed and at risk of bodily injury from falling. 

● There are no walls or railings surrounding a worker to lessen the possibility of 

falling.

Collect the presence and type of personal protective equipment when the employer 

provides it. Safety harnesses or tethers do not remove the possibility of injury. 

Examples Action Reason

A painter works from ladders or scaffolding. Collect Meets 

conditions 

A lineperson repairs power lines, working 

from the bucket of a cherry picker or 

climbing the pole. 

Collect Meets 

conditions 

A tree trimmer cuts branches using canopies 

and truck-mounted lifts.

Collect Meets 

conditions 

Loading-dock workers are exposed and at 

risk of falling five feet or more.

Collect Meets 

conditions 

A retail sales clerk uses a step stool to reach 

items on upper shelves. 

Do not 

collect

Does not meet 

the height 

threshold 

A construction superintendent performs site 

inspections at high-rise construction 

projects. Not all walls or railings are 

complete but the superintendent never walks 

near the edges.

Do not 

collect

Not exposed.

A lifeguard, in a tower, is surrounded by a 

5-foot railing.

Do not 

collect

Not exposed. 

ORS Collection Manual Second Edition Page | 100 
8_11 Collecting ‘Noise Intensity Level’

‘Noise Intensity Level’ is the amount of 

noise that a worker experiences while 

working. All work environments have a 

noise level. Collect the incidence of any 

hearing protection. Consider the examples 

provided below for each level of intensity. 

Quiet

● Private office

● Mortuary 

● Golf course 

● Art museum 

Moderate

● Business office 

● Department store 

● Fast food restaurant 

● Grocery store

Loud 

● Can manufacturing department

● Large earth moving equipment 

● Heavy traffic

Very Loud 

● Rock concert 

● Jackhammer work

● Rocket engine testing area

Actual noise levels may not always match expectations (for example, a loud library). 

Collect actual levels that workers experience.

If noise levels vary within the work environment, collect the typical level. Do not 

automatically code the loudest level.

Collect the presence of personal protective equipment when the employer provides it. If a 

worker is required to use equipment that lessens all exposure, collect exposure as quiet. 

ORS Collection Manual Second Edition Page | 101 
Examples Action

An accountant works in a private office with minimal noise and 

few interruptions. 

Collect as 

quiet 

A librarian works in a library that is quiet when no activities are 

taking place, but moderate during children’s story hour, adult 

book club, and summer reading program. Activities occur more 

than half of each day. 

Collect as 

moderate

A stone quarry worker hears explosions and heavy machinery 

throughout the day. Even with required hearing protection, 

sounds are loud. 

Collect as 

loud 

A landscaper uses chainsaws, chipper/shredders, and wet saws to 

cut pavers. The landscaper is not required to wear hearing 

protection. 

Collect as 

very loud 

ORS Collection Manual Second Edition Page | 102 
Appendix 1 

List of Potential Hazards 

Air Contaminants 

Acetaldehyde 

Acetic acid

Acetic anhydride

Acetone

Acetonitrile

Acetylene

Acetylene dichloride; 

Acetylene tetrabromide

A-Chloroacetophenone 

Acridine, chrysene 

Acrolein

Acrylamide

Acrylonitrile 

Aldrin

Allyl alcohol

Allyl chloride

Allyl glycidyl ether

Allyl propyl disulfide

Alpha-Alumina 

Alpha-Methyl styrene

Alpha-Naphthylamine 

Aluminum Metal (as Al)

Ammonia 

Ammonium sulfamate 

Aniline and homologs 

Anisidine 

Anthracene, BaP 

Antimony and compounds 

ANTU (alpha) 

Arsenic, inorganic 

Arsenic, organic 

Arsine

Asbestos 

Azinphos-methyl

Barium sulfate

Barium, soluble 

Benomyl 

Benzene 

Benzidine 

Benzo(a)pyrene 

Benzoyl peroxide 

Benzyl chloride 

Beryllium and 

Beryllium compounds 

Beta-Chloroprene 

Beta-Naphthylamine 

Beta-Propriolactone 

Biphenyl; see Diphenyl

Bis(Chloromethyl) 

Bismuth telluride 

Boron oxide 

Boron trifluoride 

Bromine 

Bromoform 

Butadiene 

Butanethiol 

Butyl mercaptan

Butylamine

Butyl-m-cresol

Butyraldehyde (butanal) 

Cadmium (as Cd) 

Calcium Carbonate 

Calcium hydroxide 

Calcium oxide 

Calcium silicate

Calcium sulfate

Camphor, synthetic 

Carbaryl (Sevin)

Carbinol 

Carbinol 

Carbon black 

Carbon dioxide 

Carbon disulfide 

Carbon monoxide 

Carbon tetrachloride

Carbon tetrachloride

Cellosolve acetate

Cellulose

Ceramic fibers

Chlordane 

Chlorinated camphene

Chlorinated diphenyl 

Chlorine 

Chlorine dioxide 

Chlorine trifluoride

Chloroacetaldehyde 

Chlorobenzene 

Chlorobromomethane 

Chlorodiphenyl 

Chlorodiphenyl 

Chloroethane (DDT)

Chloroethylene 

Chloroform 

Chloromethyl methyl 

Chlorophenoxyacetic 

Chloropicrin 

Chloropropane (DBCP)

Chromates (as CrO(3))

Chromic acid 

Chromium (II) compounds 

Chromium (III) 

Chromium (VI) compounds 

Chromium metal 

Chrysene; see Coal tar 

Clopidol 

Coal dust 

Coal tar pitch 

Cobalt metal, dust 

Coke oven emissions 

Copper 

Cotton dust (e) 

Crag herbicide (Sesone)

Cresol, all isomers

Cristobalite 

Crotonaldehyde 

Crystalline silica 

Cumene 

Cyanides (as CN)

Cyclohexane 

Cyclohexanol 

Cyclohexanone 

Cyclohexene 

Cyclopentadiene 

ORS Collection Manual Second Edition Page | 103 
Decaborane

Demeton (Systox) 

Diacetone alcohol 

Diatomaceous earth 

Diazomethane 

Diborane 

Dibutyl phosphate 

Dibutyl phthalate

Dichlorodifluoromethane 

DichlorodiphenyltriDichloroethyl ether

Dichloromethane; see 

DichloromonofluoroDichlorotetrafluoroDichlorvos (DDVP)

Dicyclopentadienyl iron

Dieldrin

Diethyl ether 

Diethylamine

Difluorodibromomethane 

Diglycidyl ether (DGE)

Dihydroxybenzene 

Diisobutyl ketone

Diisobutyl ketone

Diisopropylamine 

Dimethoxymethane 

Dimethyl acetamide

Dimethyl sulfate

Dimethyl-1,2-dibromo-2 

Dimethylamine

Dimethylaminobenzene 

Dimethylaniline 

Dimethylbenzene 

Dimethylformamide

Dimethylphthalate

Dinitrate

Dinitrobenzene 

Dinitro-o-cresol

Dinitrotoluene 

Dioxane 

Diphenyl (Biphenyl) 

Diphenylmethane 

Dipropylene glycol 

Di-sec octyl phthalate 

Dust

Dusts and mists 

Emery

Endrin 

Epichlorohydrin 

EPN

Ethanethiol 

Ethanolamine 

Ether (IGE)

Ethyl acetate

Ethyl acrylate

Ethyl alcohol (Ethanol) 

Ethyl amyl ketone 

Ethyl benzene 

Ethyl bromide 

Ethyl butyl ketone 

Ethyl chloride 

Ethyl ether

Ethyl formate

Ethyl mercaptan

Ethyl mercaptan

Ethyl silicate

Ethylamine

Ethylene chlorohydrin

Ethylene chlorohydrin

Ethylene dibromide 

Ethylene dibromide 

Ethylene dichloride

Ethylene dichloride 

Ethylene glycol 

Ethylene glycol methyl 

Ethylene oxide 

Ethylenediamine

Ethyleneimine 

Ethylidene chloride 

Ferbam

Ferrovanadium dust 

Flour dust (inhalable)

Fluorides (as F) 

Fluorine 

Fluoromethane 

Fluorotrichloromethane 

Formaldehyde 

Formic acid

Fume (as Cu)

Fume (as V2O5)

Fume and insoluble 

Furfural

Furfuryl alcohol

Glycerin (mist)

Glycidol 

Glycol monoethyl ether 

Grain dust (oat, wheat) 

Graphite, natural 

Graphite, synthetic

Guthion 

Gypsum

Hafnium 

Heptachlor 

Heptane (n-Heptane) 

Heptanone 

Hexachloroethane

Hexachloronaphthalene 

Hexamethylene diisocyanate

Hexone (Methyl) 

Hydrazine 

Hydrogen bromide 

Hydrogen chloride 

Hydrogen cyanide 

Hydrogen fluoride 

Hydrogen peroxide 

Hydrogen selenide 

Hydrogen sulfide

Hydroquinone 

Iodine 

Iron oxide fume 

Isobutyl acetate

Isobutyl alcohol 

Isobutyl ketone 

Isocyanate (MDI)

Isomyl acetate

Isomyl alcohol 

Isophorone 

Isopropanol 

Isopropyl acetate 

Isopropyl alcohol 

Isopropyl ether 

Isopropyl glycidyl 

Isopropylamine

Kaolin

Ketene

Lead inorganic (as Pb)

Limestone 

Lindane 

Lithium hydride 

LPG (Liquified) 

Magnesite

Magnesium oxide fume 

Malathion

Maleic anhydride 

Malononitrile

Manganese compounds 

Manganese fume (as Mn)

Marble

Metalworking fluids aerosol

Mercaptan

Mercury (aryl) 

Mercury (organo) alkyl 

Mercury (vapor) (as Hg)

ORS Collection Manual Second Edition Page | 104 
Mesityl oxide

Metal

Methane

Methanethiol 

Methoxychlor

Methyl acetate

Methyl acetylene 

Methyl acetylene 

Methyl acrylate

Methyl alcohol

Methyl amyl alcohol 

Methyl bromide 

Methyl butyl ketone 

Methyl cellosolve 

Methyl cellosolve 

Methyl chloride

Methyl chloroform 

Methyl ether

Methyl ethyl ketone 

Methyl formate

Methyl hydrazine 

Methyl iodide

Methyl isoamyl ketone

Methyl isobutyl 

Methyl isobutyl ketone;

Methyl isocyanate

Methyl mercaptan

Methyl methacrylate

Methyl n-amyl ketone

Methyl nitramine 

Methyl propyl ketone 

Methylal 

Methylamine

Methylcyclohexane

Methylcyclohexanol

Methylene bisphenyl 

Methylene chloride

Mica (respirable) 

Mica; see Silicates

M-isomer

Mixture, vapor 

MOCA 4, 4’-Methylenebis#2-

chloroaniline# 

Molybdenum (as Mo)

Monomethyl aniline 

Monomethyl hydrazine 

Morpholine 

N-Amyl acetate

Naphtha (Coal tar) 

Naphthalene 

Naphthylthiourea 

N-Butyl alcohol 

N-Butyl glycidyl ether 

N-butyl ketone 

N-Butyl-acetate

N-Ethylmorpholine 

N-Hexane 

Nickel carbonyl (as Ni)

Nickel, metal 

Nickel, soluble 

Nicotine 

Nitramine

Nitric acid

Nitric oxide

Nitrobenzene 

Nitroethane

Nitrogen dioxide 

Nitrogen trifluoride

Nitroglycerin

Nitromethane 

Nitrotoluene 

Nitrotrichloromethane 

N-Nitrosodimethylamine

N-Propyl acetate

N-Propyl alcohol 

N-Propyl nitrate 

O-Chlorobenzylidene 

Octachloronaphthalene

Octane

O-Dichlorobenzene 

Oil mist, mineral

O-isomer

O-Methylcyclohexanone 

Osmium tetroxide 

O-Toluidine 

Oxalic acid

Oxide dust 

Oxides (as Sn)

Oxyacetic acid

Oxygen difluoride 

Ozone 

Paraquat, respirable 

p-Benzoquinone 

p-Dichlorobenzene 

Pentaborane 

Pentachloride 

Pentachloronaphthalene 

Pentachlorophenol

Pentaerythritol 

Pentane

Perchloroethylene 

Perchloromethyl 

Perchloryl fluoride

Petroleum distillates 

Petroleum gas

Phenanthrene 

Phenol 

Phenyl ether, vapor

Phenyl ether-biphenyl 

Phenyl glycidyl ether 

Phenylethylene 

Phenylhydrazine 

Sodium hydroxide 

Stoddard Solvent 

Styrene

Tetrafluoroethylene 

Tin, organic compounds 

Titanium dioxide 

Toluene

Toxaphene 

Tremolite 

Tributyl phosphate 

Trichloroethylene

Trichloromethane 

Trichloronaphthalene

Tridymite 

Triethylamine

Trifluorobromomethane 

Triorthocresyl 

Triphenyl phosphate 

Tripoli (as quartz)

Turpentine

Uranium (as U)

Vanadium 

Vegetable oil mist

Vinyl benzene 

Vinyl chloride 

Vinyl cyanide 

Vinyl toluene

Warfarin

Wood dust, all species except 

Western Red Cedar

Xylenes 

Xylidine

Yttrium

Zinc chloride fume 

Zinc oxide 

Zinc oxide fume

Zinc stearate

Zirconium compounds 

ORS Collection Manual Second Edition Page | 105 
Toxic Substances 

Benzene 

Beryllium and beryllium 

compounds 

Butyraldehyde (butanal) 

Cadmium fume

Cadmium dust 

Carbon disulfide 

Carbon tetrachloride

Chromic acid and chromates 

Ethylene dibromide 

Ethylene dichloride

Fluoride as dust

Formaldehyde 

Gasoline 

Hydrogen fluoride 

Hydrogen sulfide 

Mercury

Methyl chloride

Methylene Chloride 

MOCA 4,4'-Methylenebis#2-

chloroaniline# 

Organo (alkyl) mercury

Styrene

Sulfuric Acid

Tetrachloroethylene

Tetrahydrofuran 

Toluene

Trichloroethylene

Mineral Dusts 

Silica

Crystalline

Quartz

Cristobalite

Amorphous 

Silicates

Mica

Soapstone 

Talc

Tremolite

Asbestiform

Graphite 

Coal Dust 

Derived from https://www.osha.gov/SLTC/hazardoustoxicsubstances/index.html 

ORS Collection Manual Second Edition Page | 106 
Appendix 2 

Common Objects and Their Weights

Weight

(lbs.) Description

4-7 Laptop computer

9 Gallon of milk

10 2” x 4” x 8’ Douglas Fir lumber

12 1 gallon of interior house paint (Glidden Brilliance Interior Flat)

16 2” x 6” x 8’ Douglas Fir lumber

17 Household gas grill propane tank (empty)

21 2” x 8” x 8’ Douglas Fir lumber

23 Mid-size passenger car tire (Ford Fusion; Michelin Pilot HX 

MXM4 P225/50R17) 

24 40” LED television (Samsung 5000 Series TV with stand)

33 Household gas grill propane tank (full)

37 8” x 8” x 16” common cement block

39 Light truck tire (Ford F-150; Goodyear Wrangler SR-A 

P275/65R18) 

45 8’ x 4’ x 1⁄2” Sheet of plywood

51 8’ x 4’ x 1⁄2” Sheet of drywall

52 12” x 8” x 16” common cement block

52 Case of copy paper (standard thickness)

60 5 gallons of interior house paint (Glidden Brilliance Interior Flat)

60 Standard bag of concrete mix

60 1/6 keg of beer

62 Pre-mixed all-purpose joint compound (5 gallons)

68 8’ x 4’ x 3/4” Sheet of plywood

72 60” Plasma television (Samsung 6500 Series Smart TV with stand)

80 Large bag of concrete mix

ORS Collection Manual Second Edition Page | 107 
Glossary

Accommodation

A modification or adjustment to a job or change in the work environment that enables a 

person with a disability to compete equally or carry out the position’s work (e.g., tasks, 

duties, responsibilities) as generally performed.

Adaptability

Measures the characteristics of an occupation that cause a worker to adjust to changes in 

work routine. 

Associate’s Degree

An undergraduate academic degree (Associate of Arts or Associates of Science) awarded 

upon completion of a course of study usually lasting two years. Only one of the two years 

is vocational education and counted toward SVP as the other year is considered general 

education. This is in contrast with vocational associate’s degrees in which both years are 

vocational in nature and are included in SVP. 

At Will

Timing of performing an activity is dictated by the employee’s discretion. 

Carrying

Transporting an object, usually by holding it in the hands, arms or on the shoulders.

Certification

A credential awarded by a certification body based on an individual demonstrating 

through an examination process that he or she has acquired the designated knowledge, 

skills, and abilities to perform a specific job. The examination can be either written, oral, 

or performance based. Certification is a time-limited credential that is renewed through a 

recertification process.

Change in Work Location 

A change to a new worksite or from a discontinued work site. 

Change in Work Task 

The worker must remember new instructions, procedures, or similar information. This 

includes new work assignments, tasks that occur infrequently throughout the year, and 

irregular/variable tasks.

CIERA

The Compensation Information Entry and Review System is the data entry system for 

ORS. 

Climbing Ladders/Ropes/Scaffolding

Ascending or descending ladders, scaffolding, ropes, poles and the like using feet and 

legs and/or hands and arms. 

Climbing Ramps/Stairs

Ascending or descending ramps and/or stairs using feet and legs. Hands and arms may be 

used for balance (i.e., to hold a railing). 

ORS Collection Manual Second Edition Page | 108 
Combination Jobs 

Jobs that encompass two or more distinct set of duties. Requires the coding of a primary 

SOC and the documentation of a secondary SOC. 

Communicating Verbally

Expressing or exchanging ideas by means of the spoken word to impart oral information 

to clients or the public and to convey detailed spoken instructions to other workers 

accurately, loudly, or quickly. 

Constant 

2/3 or more of the time 

Controlling Workflow 

A worker can prioritize work tasks or can adjust the amount of time it takes to complete 

them.

Crawling

Moving about on hands and knees or hands and feet 

Crouching

Bending the body downward and forward by bending legs and spine. 

Credit-hour

One hour of classroom time each week for an entire semester (15 weeks).

Decision-making

A measure of the type and scope of decisions a worker in an occupation is expected to 

make. 

Dictionary of Occupational Titles (DOT) 

An occupational classification system developed by the U.S. Department of Labor’s 

Employment Training Administration (ETA) used by the Social Security Administration 

in their disability programs.

Driving

Driving is the operation of a motorized passenger vehicle or other conveyance. A 

passenger vehicle is an automobile, van, or bus. Other vehicles may include trains and 

airplanes.

Duration 

Measures the cumulative time spent performing a physical demand or exposure to an 

environmental condition. Both the interval (daily, weekly, quarterly) and work schedule 

contribute to duration. 

Duration Formula 

Percent of Time = [#repetitions per time period x time to perform each repetition per time 

period] 

Duration Scale 

A scale measuring the duration of an activity being performed used in the collection of 

Lifting/Carrying and as a fallback for all other data elements. Scale: Seldom (up to 2%), 

Occasionally (2% up to 1/3 of the time), Frequently (1/3 up to 2/3 of the time), and 

Constantly (2/3 or more).

ORS Collection Manual Second Edition Page | 109 
Educational Certificate

A credential awarded by a training provider or educational institution based on 

completion of all requirements for a program of study, including coursework and tests or 

other performance evaluations. Educational certificates are typically awarded for life 

(like a degree).

Exertion

The physical effort that a worker uses to complete a task. 

Experience

Measures the amount of prior relevant work activity. 

Extreme Cold

40 degrees or below when exposed constantly (greater than or equal to 2/3 of the day) 

and 32 degrees or below when exposed frequently or less (less than 2/3 of the day). 

Indoor and job-related exposure only. 

Extreme Heat

Above 85 degrees with humidity and above 90 degrees in a dry atmosphere. Indoor and 

job-related exposure only. 

Far Visual Acuity

Clarity of vision at 20 feet or more. Not just the ability to see a person but to be able to 

recognize their features.

Fine Manipulation

Picking, pinching, or otherwise working primarily with fingers rather than the whole 

hand or arm as in Gross Manipulation. 

Force

An interaction that changes the motion of an object. 

Foot/Leg Controls

The use of one or both feet or legs to move controls on machinery or equipment. Controls 

include, but are not limited to, pedals, buttons, levers, and cranks. 

Frequent

From 1/3 up to 2/3 of the time.

Gross Manipulation 

Seizing, holding, grasping, turning or otherwise working with hand(s). Fingers are 

involved only to the extent that they are an extension of the hand. 

Hazardous Contaminants 

Exposure that negatively affects the respiratory system, eyes, skin, or other living tissue 

via inhalation, ingestion or contact. 

Hearing Requirements

Hearing requirements are the ability to hear, understand, and distinguish speech in person 

or by telephone and/or other sounds (e.g., machinery alarms, medical codes/alarms). 

Heavy Vibration 

Exposure to a shaking object(s) or surface(s) that causes a strain on the body or 

extremities

ORS Collection Manual Second Edition Page | 110 
High, Exposed Places

Exposure to possible bodily injury from falling. 

High School Vocational Education 

Only count half of the time spent in high school vocational education towards SVP. A 

high school student spending six months at vo-tech would count for three months of SVP. 

Humidity

Exposure to air that contains a high amount of water or water vapor in which the 

atmosphere is oppressive. Include only non-weather, job related exposure.

Interaction

The ability to cooperate with others, handle conflict, and respond to social cues, requests, 

and criticism.

Job 

A group of workers in an establishment that have the same position. The term job refers 

to a single position in a single company, whereas occupation refers to a profession or 

trade. Example: “waiters at Smith’s Restaurant” is a job, whereas “waiters” is an 

occupation. 

Keyboarding 

Entering text or data into a computer or other machine by means of a keyboard, using a 

repetitive motion requiring the use of the whole hand. 

Kneeling

Bending legs at knees to come to rest on knee(s). 

License

A credential awarded by a government agency that constitutes legal authority to do a 

specific job. Licenses are based on some combination of degree or certificate attainment, 

certifications, assessments, or work experience; are time-limited; and must be renewed 

periodically.

Lifting

Raising or lowering an object from one level to another. This includes upward pulling. 

Minimum Education

Measures the minimum level of formal coursework required of an occupation, excluding 

general education

Mitigation 

When the employer installs devices, or requires the use of personal protective equipment 

that fully or partially eliminates potentially hazardous conditions or exposures. 

Near Visual Acuity

Clarity of vision at approximately 20 inches or less, including use of computers.

Negligible Weight

So small an amount that measurement is not meaningful (e.g., a pen, a few sheets of 

paper).

Noise Intensity Level

The amount of noise that a worker experiences while working. 

ORS Collection Manual Second Edition Page | 111 
Occasional 

From 2% up to 1/3 of the time. 

Occupation

A generalized job or family of jobs common to many industries and areas, such as an 

economist or carpenter.

Outdoors 

Exposure to weather-related atmospheric conditions such as heat, cold, rain, snow, or 

wind. 

Overhead Reaching

Extending the arms with the hand goes higher than the head and, either the person bends 

the elbows with the shoulders at an angle of 90 degrees or more, or the person keeps the 

elbow extended, and the angle at the shoulder is 120 degrees or more. 

Pace

The physical and cognitive speed needed to perform work tasks. 

Pace of Work 

The rate at which a worker must process new or incoming information or take physical 

action based on new information. 

Passenger Vehicle 

A motorized automobile, van, or bus. 

Peripheral Vision 

Observing an area that can be seen up and down or to the right or left while eyes are fixed 

on a given point. 

Personal Protective Equipment (PPE)

Equipment used or worn to minimize exposure to serious workplace injuries and 

illnesses.

Post-employment Training

Measures the amount of training time occurring after an employee has been hired.

Pre-employment Training

The amount of time needed to complete training required as a condition for hiring. 

Professional Degree

A credential that recognizes completion of academic requirements that emphasize skills 

and practical analysis over theory. Most, but not all, professional degrees are in 

professions that require licensing through recognized accrediting agencies in order to 

practice in the field.

Production Rate 

Constant repetition of pushing/pulling requiring considerable strength or exertion at any 

weight.

Proximity to Moving Mechanical Parts 

Operation of or proximity to materials, mechanical parts, settings, or any moving objects 

(most commonly moving machinery or equipment) that could cause bodily harm. 

ORS Collection Manual Second Edition Page | 112 
Pulling

Exerting force upon an object so that the object moves toward the force. 

Pushing

Exerting force upon an object so that the object moves away from the force. 

Reaching

Extending the hand(s) and arm(s) in any direction. 

Reaching At/Below Shoulder

Reaching that is present but does not meet the threshold for Overhead Reaching. 

Regular Contacts 

Those people with whom a worker has an established working relationship. 

Revised Handbook for Analyzing Jobs (RHAJ) 

A guiding document for writing occupational descriptions created by the U.S. 

Department of Labor’s ETA used in developing the 1991 revision of the Dictionary of 

Occupational Titles.

Seldom

Up to 2% of the time. 

Sitting vs. Standing/Walking at Will 

A worker has the flexibility to choose between sitting and standing throughout the day, 

there is no assigned time during the day to sit or stand, and no external factors determine 

whether an employee must sit or stand.

Skill Level

Work classification that divides occupations into unskilled, semi-skilled, or skilled work. 

Semi-skilled Work

Work that requires some skill but does not require complex duties. Generally SVP of 3 or 

4. 

Sitting

A worker is either active or inactive in a seated position or prone. Active sitting involves 

pushing or pulling with feet/legs. A worker that is not standing, must be sitting. 

Skilled Work

Work requiring high levels of judgment and adaptability; setting of realistic goals or 

independent planning; understanding, carrying out, and remembering of complex 

instructions; and often encompasses abstract ideas and problem solving. Generally SVP 

of 5 or greater.

Specific Vocational Preparation (SVP) 

The amount of preparation time required by a typical worker to learn the techniques, 

acquire the information, and develop the facility needed for average performance in a 

specific job/worker situation. (See Revised Handbook for Analyzing Jobs 8-1). 

Standing

Remaining on one’s feet in an upright position without moving about; a worker walks 

about; or a worker is not sitting or prone. 

ORS Collection Manual Second Edition Page | 113 
Stooping

Bending the body forward and down, bending the spine at the waist and leaning down 

towards an object or the ground. Stooping can occur in a seated position, although it 

occurs most often while standing. 

Strength

The capacity for exertion or endurance.

Task 

A distinct activity assigned to or performed by workers in an occupation that results in a 

meaningful outcome. 

Task List

A list of the typical tasks that are performed in an occupation. It is similar to job duties 

used in NCS leveling and the information used to select SOCs for occupations. 

Threshold

A magnitude or intensity that must be met or exceeded for a certain condition to occur. 

Touchscreen Keyboard 

A touch sensitive keyboard display on a computer or other electronic device that uses 

repetitive finger or thumb motion, using the whole hand, for data entry. 

Unskilled Work

Work that requires little or no judgment for simple duties that can be learned on the job in 

a short time period. Generally SVP of 1 or 2. 

Vocational Associate’s Degree

Count all two years for SVP as all time is usually vocational. This contrasts with a 

regular associate’s degree where usually only one of the two years of time is vocational 

education so only one year counts towards SVP. Completion of a two-year technical or 

vocational program often results in an Associates of Applied Science degree.

Walking 

Moving about on foot. 

Wetness

Any contact with water or other liquids and/or working in a wet area. 

Work as Generally Performed

Refers to the way in which most workers normally complete the duties, tasks, and 

responsibilities as assigned. Collection should include occupational information 

representative of the typical duties performed. 

Work-Related Personal Interactions

The requirement of the worker in an occupation to cooperate with others, handle conflict, 

and respond to social cues, requests, and criticisms. 

Work Review

Measures the frequency at which a machine, supervisor, or lead worker checks an 

individual’s work to ensure performance standards are being met. 

Work Location 

The physical site where a worker performs the typical duties of the occupation. 

ORS Collection Manual Second Edition Page | 114 
Work Schedule

The regular recurring work hours and days for the occupation set by the employer.

Work Task 

The regular duties of an occupation. 

ORS Collection Manual Second Edition Page | 115