Human Factors Engineers and Ergonomists
Design objects, facilities, and environments to optimize human well-being and overall system performance, applying theory, principles, and data regarding the relationship between humans and respective technology. Investigate and analyze characteristics of human behavior and performance as it relates to the use of technology.
Tasks Include:
- Write, review, or comment on documents, such as proposals, test plans, or procedures.
- Train users in task techniques or ergonomic principles.
- Review health, safety, accident, or worker compensation records to evaluate safety program effectiveness or to identify jobs with high incidence of injury.
- Provide human factors technical expertise on topics, such as advanced user-interface technology development or the role of human users in automated or autonomous sub-systems in advanced vehicle systems.
- Investigate theoretical or conceptual issues, such as the human design considerations of lunar landers or habitats.
- Estimate time or resource requirements for ergonomic or human factors research or development projects.
- Conduct interviews or surveys of users or customers to collect information on topics, such as requirements, needs, fatigue, ergonomics, or interfaces.
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The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet291)
Projections Quick View:
Virginia: +15.1%
National: +12.2%
Education
Master's Degree
Job Zone:
Five: Extensive Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$99,380.00
State
$98,600.00
Regional
Human Factors Engineers and Ergonomists
Description
| Career Cluster: | Science, Technology, Engineering & Mathematics
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Design objects, facilities, and environments to optimize human well-being and overall system performance, applying theory, principles, and data regarding the relationship between humans and respective technology. Investigate and analyze characteristics of human behavior and performance as it relates to the use of technology.
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Education
Required Level of Education
- Master's Degree = 50%
- Bachelor's Degree = 40%
- Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. = 10%
Related Work Experience
- None = 25%
- Over 1 year, up to and including 2 years = 20%
- Over 2 years, up to and including 4 years = 20%
- Over 4 years, up to and including 6 years = 15%
- Over 6 months, up to and including 1 year = 10%
- Up to and including 1 month = 5%
- Over 1 month, up to and including 3 months = 5%
On-Site or In-Plant Training
- None = 25%
- Up to and including 1 month = 20%
- Over 6 months, up to and including 1 year = 20%
- Over 1 year, up to and including 2 years = 15%
- Over 1 month, up to and including 3 months = 10%
- Over 3 months, up to and including 6 months = 10%
On-the-Job Training
- Over 6 months, up to and including 1 year = 30%
- Over 3 months, up to and including 6 months = 25%
- Over 1 year, up to and including 2 years = 25%
- Anything beyond short demonstration, up to and including 1 month = 10%
- Over 1 month, up to and including 3 months = 10%
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Tasks
Core Tasks Include:
- Write, review, or comment on documents, such as proposals, test plans, or procedures.
- Train users in task techniques or ergonomic principles.
- Review health, safety, accident, or worker compensation records to evaluate safety program effectiveness or to identify jobs with high incidence of injury.
- Provide human factors technical expertise on topics, such as advanced user-interface technology development or the role of human users in automated or autonomous sub-systems in advanced vehicle systems.
- Investigate theoretical or conceptual issues, such as the human design considerations of lunar landers or habitats.
- Estimate time or resource requirements for ergonomic or human factors research or development projects.
- Conduct interviews or surveys of users or customers to collect information on topics, such as requirements, needs, fatigue, ergonomics, or interfaces.
- Recommend workplace changes to improve health and safety, using knowledge of potentially harmful factors, such as heavy loads or repetitive motions.
- Provide technical support to clients through activities, such as rearranging workplace fixtures to reduce physical hazards or discomfort or modifying task sequences to reduce cycle time.
- Prepare reports or presentations summarizing results or conclusions of human factors engineering or ergonomics activities, such as testing, investigation, or validation.
- Perform statistical analyses, such as social network pattern analysis, network modeling, discrete event simulation, agent-based modeling, statistical natural language processing, computational sociology, mathematical optimization, or systems dynamics.
- Perform functional, task, or anthropometric analysis, using tools, such as checklists, surveys, videotaping, or force measurement.
- Operate testing equipment, such as heat stress meters, octave band analyzers, motion analysis equipment, inclinometers, light meters, thermoanemometers, sling psychrometers, or colorimetric detection tubes.
- Integrate human factors requirements into operational hardware.
- Establish system operating or training requirements to ensure optimized human-machine interfaces.
- Inspect work sites to identify physical hazards.
- Develop or implement human performance research, investigation, or analysis protocols.
- Develop or implement research methodologies or statistical analysis plans to test and evaluate developmental prototypes used in new products or processes, such as cockpit designs, user workstations, or computerized human models.
- Design cognitive aids, such as procedural storyboards or decision support systems.
- Conduct research to evaluate potential solutions related to changes in equipment design, procedures, manpower, personnel, or training.
- Assess the user-interface or usability characteristics of products.
- Collect data through direct observation of work activities or witnessing the conduct of tests.
- Apply modeling or quantitative analysis to forecast events, such as human decisions or behaviors, the structure or processes of organizations, or the attitudes or actions of human groups.
- Analyze complex systems to determine potential for further development, production, interoperability, compatibility, or usefulness in a particular area, such as aviation.
- Advocate for end users in collaboration with other professionals, including engineers, designers, managers, or customers.
- Design or evaluate human work systems, using human factors engineering and ergonomic principles to optimize usability, cost, quality, safety, or performance.
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Special Requirements
Most jobs require a bachelor's degree in occupational health, safety, or a related field; some require advanced degrees. All specialists are trained in the applicable laws or inspection procedures through some combination of classroom and on-the-job training.
Education and training:
Most employers require occupational health and safety specialists to have a bachelor's degree in occupational health, safety, or a related field, such as engineering, biology, or chemistry. For some positions, a master's degree in industrial hygiene, health physics, or a related subject is required. High school students interested in enrolling in a college program should complete courses in English, mathematics, chemistry, biology, and physics. College courses may include radiation science, hazardous material management and control, risk communications, principles of ergonomics, and respiratory protection. Course work will vary depending on the degree pursued. For example, course requirements for students seeking a degree in industrial hygiene will differ from course requirements for health physics degree seekers.
In order to become credentialed, most accrediting bodies require that specialists have attended either a regional or nationally accredited educational institution. Work experience is important in this occupation; it is typically beneficial for prospective students to select an education program that offers opportunities to complete internships.
All occupational health and safety specialists are trained in the applicable laws or inspection procedures through some combination of classroom and on-the-job training.
Certification and other qualifications:
Credentialing is voluntary, although many employers encourage it. Credentialing is available through several organizations depending on the specialists’ field of work. Organizations credentialing health and safety professionals include the American Board of Health Physics; the American Board of Industrial Hygiene; and the Board of Certified Safety Professionals.
Requirements for credentials vary. Most require specific education and experience in order to be eligible to sit for the certification exam. Once certified, specialists are usually required to complete periodic continuing education for recertification. For information on credentials offered and requirements contact the credentialing organization.
People interested in this occupation should be responsible and enjoy detailed work. Occupational health and safety specialists also should be able to communicate well. Work experience as an occupational health and safety professional may also be a prerequisite for many positions.
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CERTIFICATION REQUIREMENTS
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American Board of Health Physics
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Candidates for certification must meet the following requirements:
Applicants shall have satisfied and documented all requirements for degrees claimed by the time application is made for either part of the written examination.
Candidates for Early admission to Part I who have not received their degree at the time of application, but who are scheduled to be granted their qualifying degree by June 30, may sit for the exam by providing an official transcript showing current degree progress by the application deadline. However, an official transcript demonstrating that the qualifying degree was granted no later than June 30 of the year of the exam must be received by the Secretariat no later than October 1. Should confirmatory transcripts not be received, the candidate's examination score will be voided and the candidate's exam fees will not be refunded.
At the discretion of the Board, advanced degrees in health physics or a closely related area of study may be substituted for a maximum of two years of the required experience. A master's degree may be substituted for one year, while a doctoral degree may be substituted for two years of the required experience. Technician-level experience will in no case be acceptable as meeting the experience requirements.
Only military service in the commissioned officer and warrant officer grades will be accepted towards profesisonal health physics experience.
An applicant may claim professional experience for an advanced degree and work experience for the same period. A maximum of one year of experience can be claimed for each calendar year.
It is incumbent upon the applicant to demonstrate that he/she has met the criteria for professional experience stated above. Professional experience is generally considered to be acquired after earning a qualifying degree. However, the Board recognizes there may be cases where individuals are working at a professional level prior to completing the requirements for a qualifying degree.
Anyone who meets the education and experience requirements and is practicing health physics in a competent and ethical manner is strongly urged to apply to the Board for admission to the written examination. Although satisfactory performance on the written examination is not the only requirement for certification, persons who are admitted to and who perform well on the examination usually receive certification by the Board.
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American Board of Industrial Hygiene
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APPLICATION REQUIREMENTS
To qualify for admission to the ABIH examinations, an applicant must comply with all regulations of the Board that are in effect at the time the application is filed. An applicant must:
· Meet academic requirements/IH coursework.
· Meet a professional industrial hygiene experience requirement supported by references.
· Be in the current practice of industrial hygiene.
· All applicants are evaluated without regard to age, sex, race, religion, national origin, disability or marital status.
· All applicants must agree to adhere to the ABIH Code of Ethics and be governed by the ABIH Ethics Case Procedures.
· Application deadlines are February 1 and August 1.
· When initial review of an application/reapplication indicates that pertinent information is not clear, supplemental information may be requested from the applicant. In that case, review of the application/reapplication will not proceed until the requested information is received. When additional information is provided, one additional review will be provided during that review period.
ACADEMIC REQUIREMENTS
· Graduation from a regionally accredited college or university, or other college acceptable to the Board, with a Bachelors Degree in biology, chemistry, chemical engineering, mechanical engineering or sanitary engineering, physics or an ABET accredited program in industrial hygiene or safety is required.
· The Board will consider, and may accept, any other Bachelors Degree from an acceptable college or university so long as the degree is based upon appropriate coursework and represents at least 60 semester hours of creditable subjects, with at least 15 of those hours at the upper level (junior, senior or graduate level).
· An applicant who is found to have an unacceptable bachelor’s degree may remedy that degree with additional academic science coursework from an acceptable college or university, or by completion of an acceptable cognate graduate degree.
Official transcripts for each degree are required. An official transcript is one sent directly to ABIH by the college or university or, as an alternative, the applicant may submit official transcripts if they are in a sealed envelope with the registrar’s stamp across the seal.
For more information, please read the Candidate Handbook.
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Board of Certified Safety Professionals
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The general CSP requirements include education, professional safety experience, and demonstrating knowledge or professional safety practice.
· The current educational requirement, based on the U.S. educational system, is holding a bachelor’s degree (4 years) or higher in any field or an associate degree (2 years) in safety and health. In the application process, BCSP uses a point system for academic credit that gives maximum credit to safety degrees.
· Candidates must present a minimum of three years of acceptable professional safety experience. Additional experience may be required, depending on the degree field.
· There are two examinations leading to the CSP: Safety Fundamentals and Comprehensive Practice. The former emphasizes recall and recognition of core safety subjects. The latter emphasizes practice applications. BCSP waives the Safety Fundamentals examination in certain cases.
The Certification Process
· BCSP understands the importance of time. Candidates who are ready to sit for an examination can register at any time and take their examinations on any business day - there is no waiting for a periodic testing day. After registering with BCSP, candidates can make an appointment for an examination at one of the many testing centers located within or outside the U.S.
· Complete and submit application materials. BCSP reviews application materials determining eligibility for both the Safety Fundamentals and Comprehensive Practice examinations. If eligible, BCSP informs candidates of the length of the eligibility period and the expiration date. Unless waived, candidates must first pass the Safety Fundamentals examination and meet education/experience standards before becoming eligible for the Comprehensive Practice Exam.
· Register to take the examination. Anytime during the eligibility period, candidates may register and pay for their applicable examination (Safety Fundamentals or Comprehensive Practice). BCSP notifies candidates how long they have to schedule and sit for their examination.
· Make an appointment to take the examination at a test center and sit for the examination at the scheduled time. BCSP's examination provider has hundreds of test centers located around the world which are open every business day (some also have weekend and holiday hours). Examinations are delivered via computer at the test center. As soon as candidates submit their exam, unofficial results are available. BCSP sends official results within three weeks after examination dates. Candidates who fail the exam may purchase a new examination if they remain within their eligibility period.
· Pay an annual renewal fee. After completing all of the requirements, BCSP will award candidates who pass the Safety Fundamentals exam the temporary Associate Safety Professional (ASP) designation. The interim ASP designation is awarded on an annual basis and those holding this designation must pay an annual fee in order to retain the use. An annual fee also applies to those who pass the Comprehensive Practice exam and earn the CSP credential.
· Meet Continuance of Certification requirements. CSPs must remain up-to-date with changes in professional practice by compiling 25 Continuance of Certification points every 5 years.
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Required Fees:
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REQUIRED FEES
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American Board of Health Physics
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· Application fee: $50.00
· Examination fee: $150.00 (part one) & $200.00 (part two)
· Certification fee: $100.00
· Annual Renewal fee: $75.00
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American Board of Industrial Hygiene
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· Application fee: $150.00
· Reapplication fee: $75.00
· Examination fee: $350.00
· Annual Renewal fee: $115.00
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Board of Certified Safety Professionals
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· Application Fee: $160.00
· Safety Fundamentals Examination Fees: $350.00
· Comprehensive Practice Examination Fees: $350.00
· Annual Renewal Fees CSP: $130.00
· Annual Renewal Fees CSP (Retired): $25.00
· Late Annual Renewal Payment Fee: $25.00
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The data sources for the information displayed here include: Virginia Career VIEW Research. (Using onet291)
Human Factors Engineers and Ergonomists
Knowledge
| % | Subject | Description |
|---|---|---|
| 79.00 | 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. |
| 75.00 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
| 71.25 | Design | Knowledge of design techniques, tools, and principles involved in production of precision technical plans, blueprints, drawings, and models. |
| 70.00 | Engineering and Technology | Knowledge of the practical application of engineering science and technology. This includes applying principles, techniques, procedures, and equipment to the design and production of various goods and services. |
| 66.25 | 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. |
| 63.75 | Mathematics | Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
| 61.25 | 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. |
| 51.25 | Sociology and Anthropology | Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures, and their history and origins. |
| 50.00 | 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. |
| 50.00 | Production and Processing | Knowledge of raw materials, production processes, quality control, costs, and other techniques for maximizing the effective manufacture and distribution of goods. |
| 50.00 | Computers and Electronics | Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Skills
| % | Subject | Description |
|---|---|---|
| 75.00 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
| 75.00 | 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. |
| 75.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
| 75.00 | Speaking | Talking to others to convey information effectively. |
| 75.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
| 75.00 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
| 68.75 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
| 65.50 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| 65.50 | 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. |
| 62.50 | Mathematics | Using mathematics to solve problems. |
| 62.50 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
| 59.50 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
| 56.25 | Science | Using scientific rules and methods to solve problems. |
| 56.25 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
| 56.25 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
| 56.25 | Operations Analysis | Analyzing needs and product requirements to create a design. |
| 53.00 | Technology Design | Generating or adapting equipment and technology to serve user needs. |
| 53.00 | Instructing | Teaching others how to do something. |
| 53.00 | Time Management | Managing one's own time and the time of others. |
| 50.00 | Coordination | Adjusting actions in relation to others' actions. |
| 50.00 | Service Orientation | Actively looking for ways to help people. |
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
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 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
| 75.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
| 75.00 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
| 75.00 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
| 75.00 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
| 72.00 | 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). |
| 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. |
| 72.00 | 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). |
| 68.75 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
| 65.50 | 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. |
| 65.50 | Speech Clarity | The ability to speak clearly so others can understand you. |
| 62.50 | Mathematical Reasoning | The ability to choose the right mathematical methods or formulas to solve a problem. |
| 62.50 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
| 59.50 | Speech Recognition | The ability to identify and understand the speech of another person. |
| 56.25 | Number Facility | The ability to add, subtract, multiply, or divide quickly and correctly. |
| 56.25 | Visualization | The ability to imagine how something will look after it is moved around or when its parts are moved or rearranged. |
| 53.00 | Far Vision | The ability to see details at a distance. |
| 50.00 | Speed of Closure | The ability to quickly make sense of, combine, and organize information into meaningful patterns. |
| 50.00 | Flexibility of Closure | The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material. |
| 50.00 | Perceptual Speed | The ability to quickly and accurately compare similarities and differences among sets of letters, numbers, objects, pictures, or patterns. The things to be compared may be presented at the same time or one after the other. This ability also includes comparing a presented object with a remembered object. |
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Work Activities
| % | Subject | Description |
|---|---|---|
| 88.75 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
| 86.75 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
| 86.25 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| 85.00 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| 80.25 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
| 80.25 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| 77.50 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
| 76.25 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
| 73.75 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| 73.75 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
| 73.75 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
| 72.50 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
| 72.25 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
| 71.25 | 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. |
| 71.25 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
| 69.75 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| 67.50 | Monitoring Processes, Materials, or Surroundings | Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
| 67.50 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| 66.25 | Estimating the Quantifiable Characteristics of Products, Events, or Information | Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity. |
| 63.75 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
| 63.25 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
| 60.00 | Inspecting Equipment, Structures, or Materials | Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects. |
| 56.50 | 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. |
| 55.00 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
| 55.00 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
| 53.75 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
| 52.50 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
| 51.25 | Selling or Influencing Others | Convincing others to buy merchandise/goods or to otherwise change their minds or actions. |
| 51.25 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
| 50.00 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Work Styles
| % | Subject | Description |
|---|---|---|
| 92.50 | Integrity | Job requires being honest and ethical. |
| 87.50 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
| 83.75 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
| 83.75 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
| 83.75 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
| 81.25 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
| 78.75 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| 77.50 | Persistence | Job requires persistence in the face of obstacles. |
| 76.25 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
| 76.25 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
| 75.00 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
| 72.50 | 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. |
| 71.25 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
| 70.00 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
| 66.25 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
| 60.00 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Work Values
| % | Subject | Description |
|---|---|---|
| 88.83 | 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. |
| 83.33 | 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. |
| 77.83 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
| 66.67 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
| 55.50 | 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. |
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Work Context
| % | Subject | Description |
|---|---|---|
| 99.00 | Electronic Mail | How often do you use electronic mail in this job? |
| 93.60 | Telephone | How often do you have telephone conversations in this job? |
| 92.00 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
| 91.60 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
| 91.00 | 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? |
| 90.00 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
| 82.20 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
| 79.00 | 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? |
| 76.00 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
| 74.80 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
| 71.60 | Letters and Memos | How often does the job require written letters and memos? |
| 71.00 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
| 71.00 | Spend Time Sitting | How much does this job require sitting? |
| 70.60 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
| 69.40 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
| 68.00 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
| 68.00 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
| 65.20 | 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? |
| 62.20 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
| 57.80 | 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? |
| 56.00 | Public Speaking | How often do you have to perform public speaking in this job? |
| 56.00 | Indoors, Not Environmentally Controlled | How often does this job require working indoors in non-controlled environmental conditions (e.g., warehouse without heat)? |
| 54.80 | Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets | How much does this job require wearing common protective or safety equipment such as safety shoes, glasses, gloves, hard hats or life jackets? |
| 54.00 | 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? |
| 52.60 | Spend Time Standing | How much does this job require standing? |
| 51.60 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
| 50.60 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Job Zone Five: Extensive Preparation Needed
- Overall Experience
- Extensive skill, knowledge, and experience are needed for these occupations. Many require more than five years of experience. For example, surgeons must complete four years of college and an additional five to seven years of specialized medical training to be able to do their job.
- Job Training
- Employees may need some on-the-job training, but most of these occupations assume that the person will already have the required skills, knowledge, work-related experience, and/or training.
- Examples
- These occupations often involve coordinating, training, supervising, or managing the activities of others to accomplish goals. Very advanced communication and organizational skills are required. Examples include pharmacists, lawyers, astronomers, biologists, clergy, physician assistants, and veterinarians.
- Education
- Most of these occupations require graduate school. For example, they may require a master's degree, and some require a Ph.D., M.D., or J.D. (law degree).
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Earnings Benefits*
| Region | Entry Level | Median | Experienced |
|---|---|---|---|
| United States | $65,320.00 | $99,380.00 | $124,000.00 |
| Virginia | $64,060.00 | $98,600.00 | $126,690.00 |
| Region | Entry Level | Median | Experienced |
| Alexandria/Arlington | $77,740.00 | $104,540.00 | $141,220.00 |
| Bay Consortium | $76,130.00 | $110,680.00 | $128,510.00 |
| Capital Region Workforce Partnership | $71,330.00 | $97,990.00 | $119,800.00 |
| Central VA/Region2000 | $74,330.00 | $106,640.00 | $122,600.00 |
| Crater Area | $74,910.00 | $100,900.00 | $119,860.00 |
| Greater Peninsula | No Data | No Data | No Data |
| Hampton Roads | $69,640.00 | $101,400.00 | $143,700.00 |
| New River/Mt. Rogers | $63,530.00 | $80,930.00 | $101,660.00 |
| Northern Virginia | $80,720.00 | $111,740.00 | $144,370.00 |
| Piedmont Workforce | $74,770.00 | $101,080.00 | $123,210.00 |
| Shenandoah Valley | $61,960.00 | $84,040.00 | $106,830.00 |
| South Central | $63,490.00 | $77,360.00 | $98,150.00 |
| Southwestern Virginia | $59,350.00 | $81,730.00 | $101,470.00 |
| West Piedmont | $63,740.00 | $84,030.00 | $107,820.00 |
| Western Virginia | $68,250.00 | $90,990.00 | $110,460.00 |
* 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 onet291)
Human Factors Engineers and Ergonomists
Employment Projections
USA: 2023-2033
Virginia: 2022-2032
Regions: 2020-2030
| Current | Projected | % Change | |
|---|---|---|---|
| United States | 336,600 | 377,500 | +12.2% |
| Virginia | 5,233 | 6,021 | +15.1% |
| Region | Current* | Projected | % Change |
| Alexandria/Arlington | 215 | 242 | +12.6% |
| Bay Consortium | 97 | 108 | +11.3% |
| Capital Region Workforce Partnership | 876 | 1,020 | +16.4% |
| Central VA/Region2000 | 461 | 514 | +11.5% |
| Crater Area | 137 | 156 | +13.9% |
| Greater Peninsula | 643 | 798 | +24.1% |
| Hampton Roads | 510 | 559 | +9.6% |
| New River/Mt. Rogers | 496 | 583 | +17.5% |
| Northern Virginia | 1,211 | 1,385 | +14.4% |
| Piedmont Workforce | 277 | 302 | +9.0% |
| Shenandoah Valley | 419 | 508 | +21.2% |
| South Central | No Data | No Data | No Data |
| Southwestern Virginia | No Data | No Data | No Data |
| West Piedmont | 119 | 154 | +29.4% |
| Western Virginia | 325 | 352 | +8.3% |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet291)
Human Factors Engineers and Ergonomists
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Health and Safety Engineers, Except Mining Safety Engineers and Inspectors
- Industrial Engineers
- Validation Engineers
- Bioengineers and Biomedical Engineers
- Data Scientists
- Computer and Information Research Scientists
- Health Informatics Specialists
- Robotics Engineers
- Mechatronics Engineers
- Manufacturing Engineers
- Software Developers
- Industrial Engineering Technologists and Technicians
- Clinical Data Managers
- Mechanical Engineering Technologists and Technicians
- Software Quality Assurance Analysts and Testers
- Occupational Health and Safety Technicians
- Computer Hardware Engineers
- Calibration Technologists and Technicians
- Electrical and Electronic Engineering Technologists and Technicians
- Management Analysts
Careers in Engineering and Technology Pathway:
- Aerospace Engineers
- Architectural and Engineering Managers
- Automotive Engineers
- Bioengineers and Biomedical Engineers
- Biofuels/Biodiesel Technology and Product Development Managers
- Chemical Engineers
- Computer Hardware Engineers
- Electrical Engineers
- Electronics Engineers, Except Computer
- Energy Engineers, Except Wind and Solar
- Engineers, All Other
- Fire-Prevention and Protection Engineers
- Fuel Cell Engineers
- Health and Safety Engineers, Except Mining Safety Engineers and Inspectors
- Human Factors Engineers and Ergonomists
- Industrial Engineers
- Manufacturing Engineers
- Marine Engineers and Naval Architects
- Materials Engineers
- Mechanical Engineers
- Mechatronics Engineers
- Microsystems Engineers
- Mining and Geological Engineers, Including Mining Safety Engineers
- Nanosystems Engineers
- Nuclear Engineers
- Petroleum Engineers
- Photonics Engineers
- Radio Frequency Identification Device Specialists
- Robotics Engineers
- Solar Energy Systems Engineers
- Validation Engineers
- Wind Energy Engineers
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
View Videos
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CareerOneStop Science, Technology, Engineering & Mathematics Videos
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 onet291)
Human Factors Engineers and Ergonomists
Military Training
The following military job classifications are available for this occupation:
- Administrators, General
- Aviation Maintenance and Allied
- Construction and Utilities
- Engineering and Maintenance Officers, Other
- Mathematicians and Statisticians
- Ordnance
- Procurement and Production
- Ship Construction and Maintenance
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet291)
Human Factors Engineers and Ergonomists
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 onet291)
Human Factors Engineers and Ergonomists
Titles
- Engineering Psychologist
- Human Factors Engineer
- Human Factors Ergonomist
- Human Factors Specialist
- Interface Designer
- Usability Engineer
- Usability Specialist
- User Interface Designer
The data sources for the information displayed here include: O*NET™. (Using onet291)
Human Factors Engineers and Ergonomists
Related Schools
- Blue Ridge Community College
- ECPI University
- George Mason University
- Liberty University
- Old Dominion University
- University of Management and Technology
- University of Virginia-Main Campus
- Virginia Polytechnic Institute and State University
- Virginia State University
The data sources for the information displayed here include: O*NET™. (Using onet291)