The National Occupational Classification (NOC) is the nationally accepted reference
on occupations in Canada. It organizes over 30,000 job titles into 520 occupational
group descriptions. It is used daily by thousands of people to compile, analyze
and communicate information about occupations, and to understand the jobs found
throughout Canada's labour market.
The NOC provides a standardized framework for organizing the world of work in a
coherent system. It is used to collect and organize occupational statistics and
to provide labour market information. The structure and content of the NOC is also
implemented in a number of major services and products throughout the private and
The NOC is updated in partnership with Statistics Canada according to 5-year Census
cycles. It is based on extensive occupational research and consultations conducted
across the country, reflecting the evolution of the Canadian labour market.
We hope that your session on the NOC 2006 Web site is informative and helpful.
Methods of Revision for the National Occupational Classification (NOC)
The NOC is a standard that classifies and describes the occupations in the Canadian
economy. It is a foundation for labour market statistics and career information.
The NOC must be revised periodically to reflect developments in technology, organizations
and language of work in order to remain accurate and useful. Revisions have been
made in five year cycles coinciding with Census intervals.
Prior to the 2006 update, consultations were held with Sector Councils, industry
representatives and federal, provincial and territorial personnel to identify areas
where changes could be required.
In some cases these consultations suggested that changes were desired at a structural
level. However, by agreement with Statistics Canada, structural changes
are considered over a ten-year time frame to allow users of statistics to compare
data from different time periods. These comparisons are important for identifying
trends and would be hampered by changes to the classification structure. Therefore,
updating for NOC 2006 was mainly restricted to changes such as adding new occupational
titles to existing groups, validating and modifying content in unit group descriptions,
and correcting and enhancing title indexes and concordances between English and
Analysts were assigned to occupational areas according to the skill types of the
classification. Within an area of specialization, analysts reviewed user inquiries
from the NOC inbox, correspondence from sectors and employers, and problems reported
by statistical or program coding operations. They identified possible gaps, changes
or new or emerging occupations. Analysts also reviewed available literature, sector
studies, occupational standards, career information, industry web sites and job
advertisements. Write-in information from Job Bank job orders was analyzed to identify
changing tasks and certification requirements.
Other primary occupational research methods were available as needed to clarify
issues of content for the occupational unit groups and titles. These methods were
used in the original development of the NOC and included interviews with employers,
observation-interviews with workers, subject matter expert group interviews, or
surveys of employers or workers. Studies could be contracted or conducted in-house.
For reasons of economy for the 2006 revision, contracted research was conducted
in certain occupational areas and interviews were generally used only where needed
to clarify issues identified by stakeholders, users and literature reviews.
Analysts prepared draft revisions, which were then reviewed with their supporting
evidence by occupational classification experts within HRSDC. Proposals were then
sent to Statistics Canada for review and consideration of their impact, operational
feasibility and codability. Finally the revisions were discussed and accepted, modified
or rejected by a committee of classification experts from the two departments.
Future revisions of the NOC are expected to revisit the issue of structural changes,
as well as the ongoing need to accurately represent the evolving characteristics
of the world of work.
Structural changes involve modifying the conceptual
boundaries of occupational groups, moving occupations to different groups or changing
the hierarchical classification structure.
Preface - Introduction
The NOC is revised according to census cycles. Following the significant revision
with structural changes for the 2001 edition, the NOC was subjected to a minor update
in 2006. For a better understanding of the extent of the changes made to the NOC
2006 edition, please refer to the the Preface in HTML format or
view Preface (PDF Version, 54 kb) to learn more.
The NOC organizes the world of work in a standardized and structured format. It
provides descriptive information about occupations in the Canadian labour market.
To learn more about the organizational structure of the NOC 2006 and its classification
principles and criteria, please refer to the Introduction in HTML format or view the Introduction
(PDF Version, 106 kb) to learn more.
NOC-S to NOC Crosswalk
The NOC-S to NOC concordance is a two-part coding system Statistics Canada has implemented
in its publication to link the statistical aggregation to the NOC coding structure.
This expended coding system allows users to relate data produced by Statistics Canada
to the minor and unit groups of the NOC.
Please refer to the NOC-S to NOC concordance in HTML format
or view the NOC-S to NOC concordance (PDF Version, 85 kb) to learn more.
The expanded eight-digit code reflects the NOC-S alphanumerical code followed by
a decimal point and the 4-digit NOC code.
Job Descriptions: An Employers' Handbook
This easy-to-use reference is designed to help small and medium-sized organizations
with their human resources management activities.
Based on National Occupational Classification (NOC 2006) content, this handbook can help
users develop job descriptions to hire employees, evaluate employee performance
and identify training needs.
Please refer to the Employers' Handbook in HTML printer friendly format
or view the Employers' Handbook (PDF Version, 611 kb)
to learn more.
To access the Portable Document Format (PDF) version you must have a PDF reader installed. If you do not already have such a reader, there are numerous PDF readers available for free download or for purchase on the Internet: