Education:
62%
High School Diploma - or the equivalent (for example, GED)
15%
Bachelor's Degree
First-Line Supervisors of Helpers, Laborers, & Material Movers, Hand
Does this career fit your work personality?
Begin The Career Assessment TestGet Your FIT Score for this career.
?
FIT Score
?
?
?
?
Discover your work personality strengths.
This is a Premium Feature
Find your
- Best Fitting Careers
- Work Personality Strengths
- Work Style Preferences
- and more
Job Outlook:
None
Education:
None
Salary
Average:
Not Available
What they do:
Directly supervise and coordinate the activities of helpers, laborers, or material movers, hand.
On the job, you would:
- Maintain a safe working environment by monitoring safety procedures and equipment.
- Review work throughout the work process and at completion to ensure that it has been performed properly.
- Inform designated employees or departments of items loaded or problems encountered.
Personality
| A3 | Your Strengths | Importance |
Characteristics of this Career |
|---|---|---|---|
|
|
95% | Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations. | |
|
|
93% | Integrity - Job requires being honest and ethical. | |
|
|
92% | Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction. | |
|
|
91% | Attention to Detail - Job requires being careful about detail and thorough in completing work tasks. | |
|
|
87% | Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. | |
|
|
82% | Initiative - Job requires a willingness to take on responsibilities and challenges. | |
|
|
82% | Independence - Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. | |
|
|
81% | Achievement/Effort - Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. | |
|
|
81% | Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high-stress situations. | |
|
|
80% | Concern for Others - Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. | |
|
|
80% | Self-Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. | |
|
|
78% | Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace. | |
|
|
75% | Persistence - Job requires persistence in the face of obstacles. | |
|
|
75% | Innovation - Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. | |
|
|
72% | Analytical Thinking - Job requires analyzing information and using logic to address work-related issues and problems. | |
|
|
68% | Social Orientation - Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
| A3 | Your Strengths | Importance |
Strengths |
|---|---|---|---|
|
|
100% | Enterprising - Work involves managing, negotiating, marketing, or selling, typically in a business setting, or leading or advising people in political and legal situations. Enterprising occupations are often associated with business initiatives, sales, marketing/advertising, finance, management/administration, professional advising, public speaking, politics, or law. | |
|
|
61% | Realistic - Work involves designing, building, or repairing of equipment, materials, or structures, engaging in physical activity, or working outdoors. Realistic occupations are often associated with engineering, mechanics and electronics, construction, woodworking, transportation, machine operation, agriculture, animal services, physical or manual labor, athletics, or protective services. | |
|
|
56% | Conventional - Work involves following procedures and regulations to organize information or data, typically in a business setting. Conventional occupations are often associated with office work, accounting, mathematics/statistics, information technology, finance, or human resources. |
| A3 | Your Strengths | Importance |
Values of the Work Environment |
|---|---|---|---|
|
|
72% | Support - Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. | |
|
|
72% | Independence - Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. | |
|
|
67% | Relationships - Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. | |
|
|
56% | Achievement - Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
Aptitude
| A3 | Your Strengths | Importance |
Abilities | Cognitive, Physical, Personality |
|---|---|---|---|
|
|
75% | Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences. | |
|
|
75% | Oral Expression - The ability to communicate information and ideas in speaking so others will understand. | |
|
|
69% | Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense. | |
|
|
69% | Speech Clarity - The ability to speak clearly so others can understand you. | |
|
|
69% | Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. | |
|
|
69% | Speech Recognition - The ability to identify and understand the speech of another person. | |
|
|
63% | Written Comprehension - The ability to read and understand information and ideas presented in writing. | |
|
|
63% | Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). | |
|
|
60% | Information Ordering - The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). | |
|
|
60% | Near Vision - The ability to see details at close range (within a few feet of the observer). |
| A3 | Your Strengths | Importance |
Skills | Cognitive, Physical, Personality |
|---|---|---|---|
|
|
55% | Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. | |
|
|
54% | Coordination - Adjusting actions in relation to others' actions. | |
|
|
54% | Speaking - Talking to others to convey information effectively. | |
|
|
54% | Reading Comprehension - Understanding written sentences and paragraphs in work-related documents. | |
|
|
54% | Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. | |
|
|
52% | Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job. | |
|
|
52% | Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do. | |
|
|
52% | Time Management - Managing one's own time and the time of others. |
Job Details
Responsibilities
Monitor work environment to ensure safety or adherence to specifications.
Schedule operational activities.
Plan work operations.
Resolve personnel problems.
Monitor loading processes to ensure they are performed properly.
Explain regulations, policies, or procedures.
Direct material handling or moving activities.
Verify information or specifications.
Notify others of emergencies, problems, or hazards.
Plan production or operational procedures or sequences.
Evaluate performance of applicants, trainees, or employees.
Record operational or production data.
Meet with coworkers to communicate work orders or plans.
Support the professional development of others.
Inspect material-moving equipment to detect problems.
Resolve personnel problems.
Recommend personnel decisions or human resources activities.
Train transportation or material moving personnel.
Schedule operational activities.
Provide transportation information to passengers or customers.
Estimate technical or resource requirements for development or production projects.
Plan work operations.
Inspect facilities to ensure compliance with safety, quality, or service standards.
Recommend personnel decisions or human resources activities.
Acquire supplies or equipment.
| A3 | Your Strengths | Importance |
Attributes & Percentage of Time Spent |
|---|---|---|---|
|
|
99% | Face-to-Face Discussions - How often do you have to have face-to-face discussions with individuals or teams in this job? | |
|
|
99% | Telephone - How often do you have telephone conversations in this job? | |
|
|
98% | Contact With Others - How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? | |
|
|
97% | Work With Work Group or Team - How important is it to work with others in a group or team in this job? | |
|
|
95% | Electronic Mail - How often do you use electronic mail in this job? | |
|
|
94% | Responsibility for Outcomes and Results - How responsible is the worker for work outcomes and results of other workers? | |
|
|
93% | Time Pressure - How often does this job require the worker to meet strict deadlines? | |
|
|
93% | Responsible for Others' Health and Safety - How much responsibility is there for the health and safety of others in this job? | |
|
|
92% | Frequency of Decision Making - How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? | |
|
|
91% | Freedom to Make Decisions - How much decision making freedom, without supervision, does the job offer? | |
|
|
90% | Importance of Being Exact or Accurate - How important is being very exact or highly accurate in performing this job? | |
|
|
88% | Impact of Decisions on Co-workers or Company Results - What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? | |
|
|
88% | Structured versus Unstructured Work - To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? | |
|
|
82% | Importance of Repeating Same Tasks - How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? | |
|
|
82% | Exposed to Contaminants - How often does this job require working exposed to contaminants (such as pollutants, gases, dust or odors)? | |
|
|
80% | Coordinate or Lead Others - How important is it to coordinate or lead others in accomplishing work activities in this job? | |
|
|
78% | Indoors, Not Environmentally Controlled - How often does this job require working indoors in non-controlled environmental conditions (e.g., warehouse without heat)? | |
|
|
76% | Sounds, Noise Levels Are Distracting or Uncomfortable - How often does this job require working exposed to sounds and noise levels that are distracting or uncomfortable? | |
|
|
72% | Deal With Unpleasant or Angry People - How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? | |
|
|
71% | Very Hot or Cold Temperatures - How often does this job require working in very hot (above 90 F degrees) or very cold (below 32 F degrees) temperatures? | |
|
|
69% | Letters and Memos - How often does the job require written letters and memos? | |
|
|
67% | Deal With External Customers - How important is it to work with external customers or the public in this job? | |
|
|
66% | Frequency of Conflict Situations - How often are there conflict situations the employee has to face in this job? | |
|
|
65% | Physical Proximity - To what extent does this job require the worker to perform job tasks in close physical proximity to other people? | |
|
|
64% | Exposed to Hazardous Equipment - How often does this job require exposure to hazardous equipment? | |
|
|
61% | Indoors, Environmentally Controlled - How often does this job require working indoors in environmentally controlled conditions? | |
|
|
61% | Level of Competition - To what extent does this job require the worker to compete or to be aware of competitive pressures? | |
|
|
57% | Public Speaking - How often do you have to perform public speaking in this job? | |
|
|
55% | Spend Time Walking and Running - How much does this job require walking and running? | |
|
|
54% | Spend Time Standing - How much does this job require standing? | |
|
|
52% | Consequence of Error - How serious would the result usually be if the worker made a mistake that was not readily correctable? | |
|
|
86% | Duration of Typical Work Week - Number of hours typically worked in one week. |
| A3 | Your Strengths | Importance |
Tasks & Values |
|---|---|---|---|
|
|
89% | Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. | |
|
|
84% | Coordinating the Work and Activities of Others - Getting members of a group to work together to accomplish tasks. | |
|
|
83% | Training and Teaching Others - Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. | |
|
|
81% | Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources. | |
|
|
81% | Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work. | |
|
|
79% | Guiding, Directing, and Motivating Subordinates - Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. | |
|
|
78% | Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems. | |
|
|
75% | Coaching and Developing Others - Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. | |
|
|
75% | Scheduling Work and Activities - Scheduling events, programs, and activities, as well as the work of others. | |
|
|
72% | Operating Vehicles, Mechanized Devices, or Equipment - Running, maneuvering, navigating, or driving vehicles or mechanized equipment, such as forklifts, passenger vehicles, aircraft, or watercraft. | |
|
|
72% | Developing and Building Teams - Encouraging and building mutual trust, respect, and cooperation among team members. | |
|
|
71% | Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. | |
|
|
71% | Handling and Moving Objects - Using hands and arms in handling, installing, positioning, and moving materials, and manipulating things. | |
|
|
69% | Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time. | |
|
|
67% | Identifying Objects, Actions, and Events - Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. | |
|
|
66% | Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. | |
|
|
62% | Documenting/Recording Information - Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. | |
|
|
61% | Working with Computers - Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. | |
|
|
60% | Controlling Machines and Processes - Using either control mechanisms or direct physical activity to operate machines or processes (not including computers or vehicles). | |
|
|
59% | Monitoring Processes, Materials, or Surroundings - Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. | |
|
|
58% | Judging the Qualities of Objects, Services, or People - Assessing the value, importance, or quality of things or people. | |
|
|
57% | Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job. | |
|
|
57% | Performing General Physical Activities - Performing physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling materials. | |
|
|
56% | Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. | |
|
|
54% | Interpreting the Meaning of Information for Others - Translating or explaining what information means and how it can be used. | |
|
|
54% | Inspecting Equipment, Structures, or Materials - Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects. | |
|
|
53% | Analyzing Data or Information - Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. | |
|
|
52% | Thinking Creatively - Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |