First-Line Supervisors of Personal Service Workers
Tasks Include:
- Assign work schedules, following work requirements, to ensure quality and timely delivery of service.
- Inspect work areas or operating equipment to ensure conformance to established standards in areas such as cleanliness or maintenance.
- Train workers in proper operational procedures and functions and explain company policies.
- Observe and evaluate workers' appearance and performance to ensure quality service and compliance with specifications.
- Meet with managers or other supervisors to stay informed of changes affecting operations.
- Inform workers about interests or special needs of specific groups.
- Resolve customer complaints regarding worker performance or services rendered.
- Requisition necessary supplies, equipment, or services.
- Take disciplinary action to address performance problems.
- Recruit and hire staff members.
- Participate in continuing education to stay abreast of industry trends and developments.
- Apply customer feedback to service improvement efforts.
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: No Data
National: +13.0%
Education
Bachelor's Degree
Job Zone:
Three: Medium Preparation Needed
Income Range:
Moderately High ($36,000 - $49,999)
Median Earnings:
National
$43,680.00
State
$44,650.00
Regional
First-Line Supervisors of Personal Service Workers
Description
Career Cluster: | Human Services |
Supervise and coordinate activities of personal service workers.
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Education
Required Level of Education
- Bachelor's Degree = 34.49%
- Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production) = 21.94%
- Less than a High School Diploma = 17.32%
- Associate's Degree (or other 2-year degree) = 16.66%
- High School Diploma - or the equivalent (for example, GED) = 9.59%
Related Work Experience
- Over 2 years, up to and including 4 years = 44.95%
- None = 24.78%
- Over 1 year, up to and including 2 years = 10.31%
- Over 6 months, up to and including 1 year = 8.63%
- Over 1 month, up to and including 3 months = 4.63%
- Over 6 years, up to and including 8 years = 3.67%
- Up to and including 1 month = 1.27%
- Over 4 years, up to and including 6 years = 1.20%
- Over 3 months, up to and including 6 months = 0.58%
On-Site or In-Plant Training
- Up to and including 1 month = 30.50%
- Over 1 month, up to and including 3 months = 23.41%
- Over 6 months, up to and including 1 year = 14.88%
- Over 1 year, up to and including 2 years = 13.27%
- None = 7.39%
- Over 3 months, up to and including 6 months = 6.88%
- Over 4 years, up to and including 10 years = 3.67%
On-the-Job Training
- Over 1 month, up to and including 3 months = 30.91%
- Anything beyond short demonstration, up to and including 1 month = 23.57%
- Over 3 months, up to and including 6 months = 14.75%
- Over 1 year, up to and including 2 years = 13.27%
- Over 6 months, up to and including 1 year = 7.01%
- None or short demonstration = 6.82%
- Over 4 years, up to and including 10 years = 3.67%
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Tasks
Core Tasks Include:
- Assign work schedules, following work requirements, to ensure quality and timely delivery of service.
- Inspect work areas or operating equipment to ensure conformance to established standards in areas such as cleanliness or maintenance.
- Train workers in proper operational procedures and functions and explain company policies.
- Observe and evaluate workers' appearance and performance to ensure quality service and compliance with specifications.
- Meet with managers or other supervisors to stay informed of changes affecting operations.
- Inform workers about interests or special needs of specific groups.
- Resolve customer complaints regarding worker performance or services rendered.
- Requisition necessary supplies, equipment, or services.
- Take disciplinary action to address performance problems.
- Recruit and hire staff members.
- Participate in continuing education to stay abreast of industry trends and developments.
- Apply customer feedback to service improvement efforts.
Supplemental Tasks Include:
- Direct marketing, advertising, or other customer recruitment efforts.
Tasks Include:
- Arrange worker breaks to ensure services are adequately staffed throughout each shift.
- Direct or coordinate the activities of workers, such as hotel staff or hair stylists.
- Inform management about problems, such as employee disputes.
- Investigate employee complaints and resolve problems following management rules and regulations.
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Knowledge
% | Subject | Description |
---|---|---|
91.50 | Customer and Personal Service | Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
71.00 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
70.75 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
63.25 | Education and Training | Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
61.75 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
55.00 | Psychology | Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. |
53.25 | Administrative | Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Skills
% | Subject | Description |
---|---|---|
72.00 | 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. |
72.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
68.75 | Management of Personnel Resources | Motivating, developing, and directing people as they work, identifying the best people for the job. |
68.75 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
68.75 | Speaking | Talking to others to convey information effectively. |
65.50 | Coordination | Adjusting actions in relation to others' actions. |
65.50 | Time Management | Managing one's own time and the time of others. |
62.50 | Persuasion | Persuading others to change their minds or behavior. |
62.50 | Service Orientation | Actively looking for ways to help people. |
62.50 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
59.50 | Instructing | Teaching others how to do something. |
59.50 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
59.50 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
56.25 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
53.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
53.00 | Negotiation | Bringing others together and trying to reconcile differences. |
50.00 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
50.00 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
50.00 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
50.00 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Abilities
% | Subject | Description |
---|---|---|
75.00 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
75.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
72.00 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
72.00 | 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. |
68.75 | Speech Clarity | The ability to speak clearly so others can understand you. |
65.50 | Speech Recognition | The ability to identify and understand the speech of another person. |
62.50 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
59.50 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
59.50 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
59.50 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
56.25 | 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). |
56.25 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
53.00 | Fluency of Ideas | The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
50.00 | Originality | The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem. |
50.00 | Time Sharing | The ability to shift back and forth between two or more activities or sources of information (such as speech, sounds, touch, or other sources). |
50.00 | Far Vision | The ability to see details at a distance. |
50.00 | Selective Attention | The ability to concentrate on a task over a period of time without being distracted. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Work Activities
% | Subject | Description |
---|---|---|
89.00 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
86.75 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
86.75 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
83.00 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
78.25 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
77.25 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
74.50 | 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. |
70.50 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
67.00 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
66.50 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
65.00 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
64.75 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
64.75 | Performing for or Working Directly with the Public | Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. |
64.00 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
64.00 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
63.50 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
61.75 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
61.50 | Assisting and Caring for Others | Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients. |
61.00 | Monitoring and Controlling Resources | Monitoring and controlling resources and overseeing the spending of money. |
60.25 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
57.50 | Selling or Influencing Others | Convincing others to buy merchandise/goods or to otherwise change their minds or actions. |
57.25 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
57.00 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
57.00 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
56.75 | Staffing Organizational Units | Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
56.25 | Monitoring Processes, Materials, or Surroundings | Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
56.00 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
55.75 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
53.75 | Inspecting Equipment, Structures, or Materials | Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Work Styles
% | Subject | Description |
---|---|---|
93.75 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
92.50 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
92.25 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
90.75 | Integrity | Job requires being honest and ethical. |
89.50 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
88.50 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
86.00 | 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. |
84.00 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
83.75 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
81.50 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
81.25 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
80.25 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
78.75 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
77.00 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
75.25 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
69.00 | Persistence | Job requires persistence in the face of obstacles. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Work Values
% | Subject | Description |
---|---|---|
77.83 | 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. |
72.17 | 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. |
72.17 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
55.50 | 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. |
52.83 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Work Context
% | Subject | Description |
---|---|---|
99.40 | 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? |
96.40 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
94.40 | Telephone | How often do you have telephone conversations in this job? |
93.40 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
93.20 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
89.40 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
88.60 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
87.80 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
86.20 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
86.00 | 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? |
85.80 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
83.00 | 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? |
83.00 | 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? |
81.60 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
77.20 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
75.60 | Electronic Mail | How often do you use electronic mail in this job? |
74.20 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
71.80 | Spend Time Standing | How much does this job require standing? |
71.60 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
68.00 | Letters and Memos | How often does the job require written letters and memos? |
66.80 | 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? |
62.80 | 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? |
61.00 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
59.60 | Spend Time Walking and Running | How much does this job require walking and running? |
59.00 | Public Speaking | How often do you have to perform public speaking in this job? |
58.00 | 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? |
56.40 | Spend Time Bending or Twisting the Body | How much does this job require bending or twisting your body? |
53.80 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
50.40 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Job Zone Three: Medium Preparation Needed
- Overall Experience
- Previous work-related skill, knowledge, or experience is required for these occupations. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job.
- Job Training
- Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training with experienced workers. A recognized apprenticeship program may be associated with these occupations.
- Examples
- These occupations usually involve using communication and organizational skills to coordinate, supervise, manage, or train others to accomplish goals. Examples include hydroelectric production managers, desktop publishers, electricians, agricultural technicians, barbers, court reporters and simultaneous captioners, and medical assistants.
- Education
- Most occupations in this zone require training in vocational schools, related on-the-job experience, or an associate's degree.
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $29,070.00 | $43,680.00 | $55,680.00 |
Virginia | $29,820.00 | $44,650.00 | $56,160.00 |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
First-Line Supervisors of Personal Service Workers
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 156,500 | 176,800 | +13.0% |
Virginia | No Data | No Data | No Data |
Region | Current* | Projected | % Change |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
First-Line Supervisors of Personal Service Workers
Related Occupations
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The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
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Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
First-Line Supervisors of Personal Service Workers
Military Training
There are no related military occupations for this occupation.
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet28)
First-Line Supervisors of Personal Service Workers
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
First-Line Supervisors of Personal Service Workers
Related Schools
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- J. F. Drake State Community and Technical College
- Mesa Community College
- Mott Community College
- National American University-Ellsworth AFB Extension
- National American University-Rapid City
- Northeast Alabama Community College
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- Oakland Community College
- Ohio State Beauty Academy
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- Raphael's School of Beauty Culture Inc-Alliance
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The data sources for the information displayed here include: O*NET™. (Using onet28)