Modelli di rappresentazione del lavoro

1. Modelli di rappresentazione e classificazione delle professioni Aldo Scarnera, I Ricercatore, Istat Master People Strategy

2. “…una professione è un complesso di attività lavorative concrete, unitarie rispetto all’individuo che le svolge, che richiama, a vari livelli, statuti, conoscenze, competenze, identità e sistemi di relazione propri”* Pagina 2 *Istat, Classificazione delle professioni, 2001, Metodi e Norme n. 12, Roma, 2002, pag. 16

3. Tre modelli di rappresentazione Pagina 3

4. Il Dictionary of Occupational Titles (DOT)

5. D.O.T. Categorie per numero di divisioni e di gruppi professionali I terna di digit Categories Divisions Groups 0/1 - Professional, Technical, and Managerial Occupations 16 105 2 - Clerical and Sales Occupations 9 60 3 - Service Occupations 9 62 4 - Agricultural, Fishery, Forestry, and Related Occupations 6 30 5 - Processing Occupations 10 70 6 - Machine Trades Occupations 9 75 7 - Benchwork Occupations 10 72 8 - Structural Work Occupations 7 46 9 - Miscellaneous Occupations 7 43 Totale 83 563

6. D.O.T. Worker functions (D.P.T.). II terna di digit DATA (4th Digit) PEOPLE (5th Digit) THINGS (6th Digit) 0 Synthesizing 0 Mentoring 0 Setting Up 1 Coordinating 1 Negotiating 1 Precision Working 2 Analyzing 2 Instructing 2 Operating-Controlling 3 Compiling 3 Supervising 3 Driving-Operating 4 Computing 4 Diverting 4 Manipulating 5 Copying 5 Persuading 5 Tending 6 Comparing 6 Speaking/Signalling 6 Feeding-Offbearing 7 Serving 7 Handling 8 Taking Instructions-Helping

7. D.O.T. Guide for Occupational Exploration (GOE). Occupational interests per numero di gruppi e di sottogruppi Occupational Interest Areas Groups Subgroups 01 Artistic: Interest in creative expression of feelings or ideas 8 22 02 Scientific: Interest in discovering, collecting, and analyzing information about the natural word and in applying scientific research findings in medicine, life sciences, an natural sciences 4 12 03 Plants and Animals: Interest in activities involving plants and animals, usually in an outdoor setting 4 15 04 Protective: Interest in the use of authority to protect people and property 2 6 05 Mechanical: Interest in applying mechanical principles to practical situations, using machines, handtools, or tecniques 12 93 06 Industrial: Interest in repetitive, concrete, organized activities in a factory setting 4 79 07 Business Detail: Interest in organized clear defined activities requiring accuracy an attention to detail, primarily in an office setting 7 28 08 Selling: Interest in bringing others to a point of view through personal persuasion, using sales and promotion techniques 3 13 09 Accomodation: Interest in catering to the wishes of others, usually on one-to-one basis 5 19 10 Humanitarian: Interest in helping others with their mental, spiritual, social, physical, or vocational needs 3 8 11 Leading-Influencing: Interest in leading and influencing others through activities involving high-level verbal or numerical abilities 12 48 12 Physical Performing: Interest in physical activities performed before an audience 2 4 Totale 66 347

8. DOT. Physical Demands - Strength Rating (Strength) Code Type Description S Sedentary Work Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. L Light Work Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly (Constantly: activity or condition exists 2/3 or more of the time) to move objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing the constant pushing and/or pulling of materials even though the weight of those materials is negligible. NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial setting, can be and is physically demanding of a worker even though the amount of force exerted is negligible. M Medium Work Exerting 20 to 50 pounds of force occasionally, and/or 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force constantly to move objects. Physical Demand requirements are in excess of those for Light Work. H Heavy Work Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly to move objects. Physical Demand requirements are in excess of those for Medium Work. V Very Heavy Work Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly to move objects. Physical Demand requirements are in excess of those for Heavy Work.

9. D.O.T. Specific Vocational Preparation (SVP) 1 Short demonstration only 2 Anything beyond short demonstration up to and including 1 month 3 Over 1 month up to and including 3 months 4 Over 3 months up to and including 6 months 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

10. Il Répertoire Opérationnel des Métiers et des Emplois (ROME). Fiche metier/emploi.

11. ROME Categorie professionali per numero di domini e di emplois/métiers Catégories professionnelles Domaines professionnelles Emplois/Métiers tertiaires 11 Personnel des services aux personnes et à la collectivité 3 18 12 Personnel des services administratifs et commerciaux 2 26 13 Personnel de l'industrie hôtelière 3 21 14 Personnel de la distribution et de la vente 3 27 21 Professionnels des arts et du spectacle 2 24 22 Professionnels de la formation initiale et de la formation continue 2 14 23 Professionnels de l'intervention sociale, du dévelopement local et de l'emploi 2 10 24 Professionnels de la santé (professions paramédicales) 3 19 31 Professionnels de la santé (professions médicales) 2 8 32 Cadres administratifs et professionelles de l'information et de la communication 3 31 33 Cadres commerciaux 3 27 techniques et industrielles 41 Personnel de l'agriculture et de la pêche 2 18 42 Personnel du bâtiment, des travaux publics et de l'extraction 2 17 43 Personnel du transport et de la logistique 4 24 44 Personnel de la mécanique, électricité et de l'électronique 3 32 45 Personnel des industries de process 4 20 46 Personnel autres industries (matériaux souples, industries graphiques, ameublement et bois) 3 29 47 Personnel de type artisanal 4 33 51 Maîtrise industrielle 2 8 52 Techniciens industriels 3 29 53 Cadres techniques de l'industrie 3 10 61 Agents de maîtrise, techniciens et cadres techniques hors industrie 3 21 Totale 61 466

12. ROME Les aires de la mobilité professionnelle.

13. ROME Sette criteri di costruzione delle competenze cognitive 1) Démarche Intellectuelles (DI) 2) Relation au Temp … Court/moyen terme (de 0 à 6 mois) Moyen/long term (de plus de 6 mois à deux ans …et a l’Espace (RTE) Soit de l’unité de travail Soit de l’environnement 3) Réactivité a l’Urgence ou à une Situation Dangereuse 4) Interaction Relationnele Niveau: Nature: Rare à côté Fréquente en face de 5) Délégation 6) Savoirs Références 7) Champs d’Application

14. ROME Tre “Démarche Intellectuelles” (DI) DI de type “Application” Application-Production production-habilité production-force production-force et habilité production normale Application-Procédure Application-Diagnostic Application-Régulation DI de type “Transposition” Transposition-Conception Transposition-Analyse Transposition-Régulation Transposition-Formalisation DI de type “Conception”

15. ROME Ventotto “Savoirs Références”… Savoirs références 1) Art 2) Bois, 3) Bureautique 4) Chimie 5) Dessin 6) Dessin plan 7) Droit 8) Electricité 9) Fiscalité 10) Gestion/Finance/Comptabilité 11) Hygiène alimentaire 12) Hygiène médicale 13) Hygiène surface 14) Informatique 15) Langues 16) Logistique 17) Matériaux souples 18) Mathématiques 19) Organisation 20) Pédagogie, 21) Psycologie 22) Sciences animales 23) Science de la nature 24) Sciences et Techniques 25) Sciences médicales 26) Sciences sociales, 27) Sécuritè 28) Vente/Marketing … per quattro niveaux 1.Expertise (Je fais évoluer, j’enseigne) 2.Compréhension et maîtrise (Je comprends, je maîtrise) 3.Mise en pratique d’un ‘savoir faire’ (Je pratique, je sais faire) 4.Sensibilisation (Je connais, j’en ai entendu parler) 1.Expertise (Je fais évoluer, j’enseigne) 2.Compréhension et maîtrise (Je comprends, je maîtrise) 3.Mise en pratique d’un ‘savoir faire’ (Je pratique, je sais faire) 4.Sensibilisation (Je connais, j’en ai entendu parler)

16. Rome Diciannove “Champs d’Application” 1) Administratif 2) Agriculture 3) Art et Métiers d’Art 4) B.T.P. (Bâtiment et Travaux Publics) 5) Commerce 6) Communication 7) Education 8) Hôtellerie/Restauration 9) Industrie/Chimie/Agro-alimentaire/ Energie 10) Industrie/Electricité/Electronique/ Maintenance 11) Industrie/Matériaux souples et associés 12) Industrie/Mécanique/Métallurgie 13) Industries (autres) 14) Informatique 15) Loisirs et Spectacles 16) Médical 17) Sciences 18) Services 19) Transport

17. L’Occupational Information Network (O*Net® )

18. Cognitive Abilities Psychomotor Abilities Sensory Abilities Verbal Abilities Fine Manipulative Abilities Visual Abilities Oral Comprehension Arm-Hand Steadiness Near Vision Written Comprehension Manual Dexterity Far Vision Oral Expression Finger Dexterity Visual Color Discrimination Written Expression Control Movement Abilities Night Vision Idea Generation and Reasoning Abilities Control Precision Peripheral Vision Fluency of Ideas Multilimb Coordination Depth Perception Originality Response Orientation Glare Sensitivity Problem Sensitivity Rate Control Auditory and Speech Abilities Deductive Reasoning Reaction Time and Speed Abilities Hearing Sensitivity Inductive Reasoning Reaction Time Auditory Attention Information Ordering Wrist-Finger Speed Sound Localization Category Flexibility Speed of Limb Movement Speech Recognition Quantitative Abilities Physical Abilities Speech Clarity Mathematical Reasoning Physical Strength Abilities Number Facility Static Strength Memory Explosive Strength Memorization Dynamic Strength Perceptual Abilities Trunk Strength Speed of Closure Endurance Flexibility of Closure Stamina Perceptual Speed Flexibility, Balance and Coordination Spatial Abilities Extent Flexibility Spatial Orientation Dynamic Flexibility Visualization Gross Body Coordination Attentiveness Gross Body Equilibrium Selective Attention Time Sharing O*Net® Tassonomia delle Abilities

19. O*Net® Ambienti professionali Realistic Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others. Investigative Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally. Artistic Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules. Social Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others. Enterprising Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business. Conventional Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.

20. Compatibilità e incompatibilità fra tipi di personalità e relativi ambienti professionali

21. O*Net® Tassonomia dei Work values Achievement Relationships Ability Utilization Co-workers Achievement Social Service Working Conditions Moral Values Activity Support Independence Company Policies and Practices Variety Supervision, Human Relations Compensation Supervision, Technical Security Independence Working Conditions Creativity Recognition Responsibility Advancement Autonomy Recognition Authority Social Status

22. Achievement Orientation Adjustment Achievement /Effort Self-control Persistence Stress Tolerance Initiative Adaptability/Flexibility Social Influence Conscientiousness Leadership Orientation Dependability Interpersonal Orientation Attention to Detail Cooperative Integrity Caring Independence Social Pratical Intelligence Innovate Analytical O*Net® Tassonomia dei Work styles

23. O*Net® Tassonomia delle Skills Basic Skills Cross-Functional Skills (segue) Content Technical Skills Reading Comprehension Operations Analysis Active Listening Technology Design Writing Equipment Selection Speaking Installation Mathematics Programming Science Operation Monitoring Process Operation and Control Critical Thinking Equipment Maintenance Active Learning Troubleshooting Learning Strategies Repairing Monitoring Quality Control Analysis Cross-Functional Skills Systems Skills Social Skills Judgment and Decision Making Social Perceptiveness Systems Analysis Coordination Systems Evaluation Persuasion Resource Management Skills Negotiation Time Management Instructing Management of Financial Resources Service Orientation Management of Material Resources Complex Problem Solving Skills Management of Personnel Resources Complex Problem Solving

24. O*Net® Tassonomia delle Knowledges Business and Management Health Services Administration and Management Medicine and Dentistry Clerical Therapy and Counseling Economics and Accounting Education and Training Sales and Marketing Education and Training Customer and Personal Service Arts and Humanities Personnel and Human Resources English Language Manufacturing and Production Foreign Language Production and Processing Fine Arts Food Production History and Archeology Engineering and Technology Philosophy and Theology Computers and Electronics Law and Public Safety Engineering and Technology Public Safety and Security Design Law and Government Building and Construction Communications Mechanical Telecommunications Mathematics and Science Communications and Media Mathematics Transportation Physics Chemistry Biology Psychology Sociology and Anthropology Geography

25. O*Net® Tassonomia delle Generalized Work Activities Information Input Work Output (segue) Looking for/Receiving Job-Related Information Performing Complex/Technical Activities Getting Information Interacting With Computers Monitor Processes, Materials, or Surroundings Drafting, Layingout, and Specifying Technical Devices, Identify/Evaluating Job-Relevant Information Parts, and Equipment Identifying Objects, Actions, and Events Repairing and Maintaining Mechanical Equipment Inspecting Equipment, Structures, or Material Repairing and Maintaining Electronic Equipment Estimating the Quantifiable Characteristics of Documenting/Recording Information Products, Events, or Information Interacting With Others Mental Processes Communicating/Interacting Information/Data Processing Interpreting the Meaning of Information for Others Judging the Qualities of Things, Services, Communicating with Supervisors, Peers, or Subordinates or People Communicating with Persons Outside Organization Processing Information Establishing and Maintaining Interpersonal Relationships Evaluating Information to Determine Assisting and Caring for Others Compliance with Standards Selling or Influencing Others Analyzing Data or Information Resolving Conflicts and Negotiating with Others Reasoning/Decision Making Performing for or Working Directly with the Public Making Decisions and Solving Problems Coordinating/Developing/Managing/Advising Thinking Creatively Coordinating the Work and Activities of Others Updating and Using Relevant Knowledge Developing and Building Teams Developing Objectives and Strategies Training and Teaching Others Scheduling Work and Activities Guiding, Directing, and Motivating Subordinates Organizing, Planning, and Prioritizing Work Coaching and Developing Others Work Output Provide Consultation and Advice to Others Performing Physical and Manual Work Activities Administering Performing General Physical Activities Performing Administrative Activities Handling and Moving Objects Staffing Organizational Units Controlling Machines and Processes Monitoring and Controlling Resources Operating Vehicles, Mechanized Devices, or Equipment

26. O*Net® Tassonomia dell’Organizational Context Structural Characteristics Human Resources Systems and Practices (segue) Organizational Structure Reward System Decision Making System Basis of Compensation Decentralization and Employee Empowerment Benefits Individual versus Team Structure Social Processes Job Characteristics Goals Skill Variety Individual Goal Characteristics Task Significance Goal Feedback Task Identity Roles Autonomy Role Conflict Feedback Role Negotiability Job Stability and Rotation Role Overload Human Resources Systems and Practices Culture Recruitment and Selection Organizational Values Recruitment Operations Supervisor Role Selection Assessment Methods Used Training and Development Training Methods Training Topics/Content Extent/Support of Training Activities

27. O*Net® Tassonomia del Work Context Interpersonal Relationships Physical Work Conditions (segue) Communication Job Hazards Communication Methods Frequency of Exposure to Job Hazards Public Speaking Exposed to Radiation Telephone Exposed to Disease/Infections Electronic Mail Exposed to High Places Letters and Memos Exposed to Hazardous Conditions Face-to-Face Discussions Exposed to Hazardous Equipment Contact With Others Exposed to Minor Burns, Cuts, Bites or Stings Role Relationships Job Demands Job Interactions Time Spent in Body Positions Work With Work Group or Team Sitting Deal With External Customers Standing Coordinate or Lead Others Climbing Ladders, Scaffolds, Poles Responsibility for Others Walking and Running Responsible for Others' Health and Safety Kneeling, Crouching, Stooping or Crawling Responsibility for Outcomes and Results Keeping or Regaining Conflictual Contact Using Hands to Handle, Control, orFeel Objects, Tools, orControls Frequency of Conflict Situations Bending or Twisting the Body Deal With Unpleasant/Angry People Making Repetitive Motions Deal With Physically Aggressive People Frequency of Wearing Work Attire Physical Work Conditions Wear Common Protective or Safety Equipment Work Setting Wear Specialized Protective or Safety Equipment Frequency Required to Work: Structural Job Characteristics Indoors, Environmentally Controlled Criticality of Position Indoors, Not Environmentally Controlled Consequence of Error Outdoors, Exposed to Weather Impact of Decisions Outdoors, Under Cover Impact of Decisions on Co-workers or Company Results In an Open Vehicle or Equipment Frequency of Decision Making In an Enclosed Vehicle or Equipment Freedom to Make Decisions Physical Proximity Routine versus Challenging Work Environmental Conditions Degree of Automation Frequency in Environmental Conditions Importance of Being Exact or Accurate Unconfortable Sounds/Noise Levels Importance of Repeating Same Tasks Very Hot or Cold Temperatures Structured versus Unstructured Work Extremely Bright or Inadequate Lighting Competition Exposed to Contaminates Level of Competition Cramped Work Space, Awkward Positions Pace and Scheduling Exposed to Whole Body Vibration Time Pressure Pace Determined by Speed of Equipment Work Schedules Duration of Typical Work Week

28. lassificare le professioni: le classificazioni pubblicate dall’Istituto Prompt del navigatore delle Classificazioni delle Professioni(1951-2001) allegato alla CP ‘91

29. La Classificazione delle Professioni (CP ’01). Il criterio dello skill level Grandi gruppi di professioni per livello di competenza Grandi Gruppi Livello I - Legislatori, dirigenti e imprenditori - II - Professioni intellettuali, scientifiche e di elevata specializzazione 4 III - Professioni tecniche 3 IV - Impiegati 2 V - Professioni qualificate nelle attività commerciali e nei servizi 2 VI - Artigiani, operai specializzati e agricoltori 2 VII - Conduttori di impianti e operai semiqualificati addetti a macchinari fissi e mobili 2 VIII - Professioni non qualificate 1 IX - Forze Armate -

30. Grandi Gruppi per numero di gruppi, classi, categorie e unità professionali Grandi Gruppi Gruppi Classi Categorie I – Legislatori, dirigenti e imprenditori 3 8 48 II – Professioni intellettuali, scientifiche e di elevata specializzazione 6 17 69 III – Professioni tecniche 4 17 92 IV – Impiegati 2 6 37 V – Professioni qualificate nelle attività commerciali e nei servizi 5 11 47 VI – Artigiani, operai specializzati e agricoltori 6 24 108 VII – Conduttori di impianti e operai semiqualificati addetti a macchinari fissi e mobili 4 22 89 VIII – Professioni non qualificate 6 15 28 IX – Forze Armate 1 1 1 Totale 37 121 519 La Classificazione delle Professioni (CP ’01). Il criterio dello skill specialization

31. a International Standard Classification of Occupation (ISCO ‘88). criteri 4

32. Gli esiti del dibattito Isfol sul sistema informativo sui fabbisogni professionali: il problema della rappresentazione del lavoro nella forma di professione Gli aspetti cruciali del problema: Disporre di un linguaggio condiviso, strutturato, scalabile e in grado di contenere ed integrare la molteplicità di fonti già esistenti; Definire su base empirica modalità di rappresentazione in grado di rilevare e contabilizzare i contenuti più significativi di una generica professione in un tempo dato e in un mercato del lavoro dato Progettare l’informazione sulle professioni in modo da poter cogliere nel tempo continuità e variazioni di quei contenuti assumendo che queste dipendono dai cambiamenti indotti dallo sviluppo tecnologico, economico, produttivo e dallo stesso mercato del lavoro Disporre di un set articolato di dati in grado di misurare il capitale umano circolante (espresso in termini di professioni) e costituire possibili riferimenti empirici per l’individuazione dei fabbisogni formativi e professionali

33. L’indagine campionaria sulle Unità Professionali

34. La Nomenclatura delle Unità Professionali (NUP) Deriva dalla Classificazione delle Professioni (ed. 2001), ne aumenta il dettaglio definendo un ulteriore digit (quinto) che raccoglie professioni particolarmente omogenee rispetto ai criteri via via individuati dai livelli (digit) superiori della Classificazione Si tratta di aggregazioni fortemente strutturate dalla logica classificatoria, in grado di raccordare le informazioni statistiche sulle professioni rilevate da indagini campionarie condotte in ambito Sistan o, anche, generate da processi amministrativi (Inail) E’ progettata in modo da potersi adattare sia alle variazioni della Classificazione da cui deriva sia a variazioni derivate da cambiamenti del mercato del lavoro Dichiara e descrive i criteri su cui si fondano tutti i livelli della Classificazione La costruzione delle unità statistiche di indagine

35. NUP validata. Grandi Gruppi per numero di gruppi, classi, categorie e unità professionali Parte comune alla Classificazione delle Professioni ‘01 Parte NUP Grandi Gruppi Gruppi Classi Categorie Unità Professionali I – Legislatori, dirigenti e imprenditori 3 8 48 56 II – Professioni intellettuali, scientifiche e di elevata specializzazione 6 17 69 157 III – Professioni tecniche 4 17 92 161 IV – Impiegati 2 6 37 43 V – Professioni qualificate nelle attività commerciali e nei servizi 5 11 47 61 VI – Artigiani, operai specializzati e agricoltori 6 24 108 182 VII – Conduttori di impianti e operai semiqualificati addetti a macchinari fissi e mobili 4 22 89 116 VIII – Professioni non qualificate 6 15 28 28 IX – Forze Armate 1 1 1 1 Totale 37 121 519 805 La Nomenclatura delle Unità Professionali (NUP)

36. Il disegno dell’indagine Due indagini a cascata: La prima individua i lavoratori che svolgono una delle professioni comprese nella UP indagata ipotizzando che queste ultime siano rinvenibili in imprese di determinati settori di attività economica, quando non si tratti di professioni regolamentate. E’ condotta con sistema CATI da un Contact Center che raggiunge le imprese selezionate casualmente dagli archivi disponibili, verifica l’esistenza di una delle professioni di interesse, seleziona in caso positivo i lavoratori che la svolgono, cerca di ottenere il consenso a svolgere l’intervista in orario di lavoro; La seconda somministra un questionario CATI attraverso una rete di intervistatori dislocati sul territorio che ricevono telematicamente i dati sulle interviste da effettuare, e trasmettono informazioni sull’andamento dei contatti con l’intervistato e, infine, il record dell’intervista effettuata.

37. La misurazione B.1 Impresa e gestione di impresa Conoscenza dei principi e dei metodi che regolano l’impresa e la sua gestione relativi alla pianificazione strategica, all’allocazione delle risorse umane, finanziarie e materiali, alle tecniche di comando, ai metodi di produzione e al coordinamento delle persone e delle risorse A.Quanto è importante quest’area di conoscenza nello svolgimento della sua attuale professione? •Non importante 1|_|  passare all’area di conoscenza successiva •Appena importante 2|_| •Importante 3|_| •Molto importante 4|_| •Di assoluta importanza 5|_| A.A quale livello, fra quelli indicati, sono necessarie queste conoscenze per lo svolgimento della sua attuale professione? 1 2 3 4 5 6 7 Firmare un mandato di pagamento Controllare l’andamento di un progetto per assicurare la sua realizzazione nei tempi previsti Gestire un’azienda con un fatturato da 10 milioni di euro

38. Il questionario Modello di rappresentazione, tipo di misurazione, sezioni del questionario dedicate e numero di item Tipo di Misurazione Sezione del questionario Item misurati Worker Characteristics Abilites Doppia scala Importanza/Livello D 52 Occupational Interests Ordinamento F 6 Occupational Values Scala singola, accordo E 21 Work Styles Scala singola, Importanza F 17 Worker Requirements Skills Doppia scala Importanza/Livello C 35 Knowledge Doppia scala Importanza/Livello B 33 Education Livello e tipo di Istruzione richiesto A 2 Experience Requirements Experience-Licencing Presenza/Durata A 4 Training Presenza/Durata A 6 Apprenticeship Presenza/Durata A 2 Occupational Requirements A Generalized Work Activities Doppia scala Importanza/Livello G 41 Work Context Varie scale singole H 57 Occupation-Specific Information Tasks Domanda aperta ripresa in chiusura A-I

39. La descrizione delle Unità Professionali

40. Gli sviluppi: Nup e indagine La reiterazione dell’indagine: Ridisegnare la NUP in relazione alle innovazioni introdotte dalla Isco 08 Completare l’indagine con le Unità Professionali non indagate; Eventuale ridisegno dell’indagine nella prospettiva di aggiornamenti continui

41. Il sistema informativo sulle professioni

42. La forma del sistema Isfol Ente C Ente BEnteA Istat

43. I contenuti del sistema L’offerta di istruzione L’offerta di formazione L’incidentalità La sicurezza del lavoro Le professioni regolamentate Le comunicazioni obbligatorie e l’incontro fra domanda e offerta di lavoro (borsa lavoro) La sicurezza sociale I fabbisogni professionali Lo stock di occupati I contenuti della professione (e il sistema di informazione sui fabbisogni)

44. Per saperne di più: http://www.istat.it/strumenti/definizioni/professioni/ http://fabbisogni.isfol.it/ http://www.annaliistruzione.it/riviste/quaderni/pdf/QAI_103_104/00_ALL08.pdf http://www.occupationalinfo.org/ http://www.anpe.fr/espacecandidat/romeligne/RliIndex.do http://www.onetcenter.org/ http://online.onetcenter.org/ http://www.ilo.org/public/english/bureau/stat/isco/isco88/intro.htm

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