Accessing ORS Reports from Job Browser Pro -- Marker for Example

  Vocational witnesses identify marker, DOT 209.587-034, as a go to light occupation with simple routine or repetitive duties involving occasional contact. With reasoning level 2, marker fits the simple work mantra in many jurisdictions. VW find refuge in this occupation; Job Browser Pro estimates 165,000 jobs. 

One of the features of JBP is the hyperlink button to the ORS data. JBP reports the first final and second final wave estimates. For marker, the hyperlink button to "Show ORS Data" is greyed out. With 2,8 million jobs in the occupational group and 165,000 jobs in the DOT code, certainly the Bureau of Labor Statistics has gotten to this occupational group. It has. 

The 2018 revisions of the Standard Occupational Classification moved SOC 43-5081, stock clerks and order fillers, to SOC 53-7065, stockers and order fillers. The O*NET divided stock clerks and order fillers into detailed categories:

1.     SOC 43-5081.01, Stock Clerks, Sales Floor
2.     SOC 43-5081.02, Marking Clerks
3.     SOC 43-5081.03, Stock Clerks - Stockroom, Warehouses, or Storage Yard
4.     SOC 43-5081.04, Order Fillers, Wholesale and Retail Sales

The 2018 ORS dataset provided provides data for the first, third, and fourth, but not for marking clerks. The 2018 SOC moved the category to 53-7065. The O*NET did not maintain the four detailed classifications. Subsequent editions of the ORS also dropped the four O*NET detailed data and adopted the singular SOC classification for the numerous jobs and occupations.

The ORS did not cover marking clerks, including marker, in the 2018 data set. The ORS covers the entire range in the 2023 data set. Occu Collect provides all the reports in the front page or in archives. The question is how to extract the data from JBP and SkillTRAN.

Clicking on the hyperlink button takes the user to https://online.skilltran.com/cbp/orsResults.php?dot=XXXXXXXXX. If you try to go there directly, it won't work. That URL works from JBP but not natively. The nine Xs are the DOT code. Open JPB to any occupation that has ORS data. I use lens inserter. When you get to the DOT estimate for that other occupation, click on the ORS hyperlink. When JBP opens your browser to that page, change the URL with the DOT code for your occupation to the DOT code for marker, no hyphen, no spaces, "209387034." You now have the 2023 ORS data for stockers and order fillers.

What does the ORS tell us about stockers and order fillers? The jobs require SSA defined medium exertion and require more than six hours of standing and walking, 

Some may notice the the "SSA definition of medium exertion." BLS defines light exertion as lifting, carrying, pushing, and pulling up to 25 pounds occasionally. The DOT used 20 pounds as do the SSA regulations. No matter what the ruling, ALJ, VW, or court may say, there is not soft much less a hard limit on the amount of standing and walking required of any range of work except sedentary, 2.7 hours. 

Use of other resources in Occu Collect as well as hyperlinked in JBP on the detailed job specialty page, the O*NET OnLine in particular, confirm the pedestrian observation that unskilled work requires working on conjunction with or proximity to others. Stockers and order fillers of occasional or no contact with others in 4% of jobs and do not have at least a fairly important job function of working with a group or team in 4% of jobs. 

If the question asks for light work (SSA definition), standing/walking six hours combined in a workday, simple and routine/repetitive tasks, involving no more than occasional contact/interaction with other, the occupation of marker does not fit based on exertion, standing/walking, and contact with others. JBP does not integrate the data from the ORS or the O*NET into its job number estimates. Those estimates arrive from an occupation-industry intersection divided by the DOT codes at that intersection. 

Some limitations in the tools we use have a workaround. This is one of them. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Accessing ORS Reports from Job Browser Pro -- Marker for Example, California Social Security Attorney (February 24, 2024, corrected March 8, 2024)

https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

 

Another Missed Opportunity -- Superficial and Brief Contact with Coworkers in Shawver v. Kijakazi

We are back in Shawver v. Kijakazi looking at the limitations to superficial and brief contact with coworkers. We return to the district court decision in Misti Jo. S. v. Comm'r of Soc. Sec. for the residual functional capacity and occupations. In relevant part:

lift 20 pounds occasionally and 10 pounds frequently; stand/walk for up to 4 hours a day with ordinary breaks [...] The claimant is limited to simple, routine and repetitive tasks with occasional detailed work, only ordinary production requirement, and superficial and brief contact with coworkers and general public.

Resulting in: 

Routing Clerk, a Mail Routing Clerk, and a Marking Clerk.

We discussed the limitation to standing/walking for four hours yesterday. That exercise eroded routing clerk and mail clerk while eliminating marker. Vocational cross is a no quarter expedition, we seek to eliminate all jobs. The more common version of this genre of limitation is occasional contact or interaction with others. Superficial and brief is a separate classification having more to do with the quality of interaction, teamwork. 

Superficial and brief contact with others is not a vocationally relevant phrase. A person can have constant superficial and brief contact, nothing is in depth. Because it is conceivable and not classified by the data, the vocational witness gets carte blanche to pontificate. 

Routing clerk (222.687-022) is a shipping, receiving, and inventory clerks (SOC 43-5071) (shipping clerks) occupation. Shipping clerks have no or occasional contact with others in 0% of jobs according to the O*NET. A mere 1% do not coordinate or lead others. Dealing with external customers is "not important at all" in 4% of jobs. Never resolving conflict occurs in 16% of jobs. Working with a group or team is not important in 1% of jobs. 

Mail clerk (209.687-026) is a mail clerks and mail machine operators, except postal service (SOC 43-9051) (mail clerks) occupation. Mail clerks have no or occasional contact with others in 8% of jobs according to the O*NET. Coordinating or leading others is not important in 15% of jobs. Dealing with external customers is "not important at all" in 10% of jobs. Never resolving conflict occurs in 29% of jobs. Working with a group or team is not important in 0% of jobs. 

Marker (209.587-034) is a stockers and order fillers (SOC 53-7065) (stockers) occupation. Stockers have no or occasional contact with others in 4% of jobs according to the O*NET. Coordinating or leading others is not important in 6% of jobs. Dealing with external customers is "not important at all" in 6% of jobs. Never resolving conflict occurs in 29% of jobs. Working with a group or team is not important in 4% of jobs. 

In order to make this type and quality of evidence probative, we have to ask. 

    1. Is "contact with others (face-to-face, by telephone, or otherwise) in order to perform it" superficial and brief?

    2. Is "coordinate or lead others in accomplishing work activities in this job" superficial and brief?

    3. Is fairly important ability to "work with external customers or the public" superficial and brief?

    4. Is the encounter of "conflict situations" on the job superficial and brief?

    5. Is the ability to "work with others in a group or team" as fairly important superficial and brief?

It becomes a matter of extracting concessions from the witness. The follow up question is whether an occupation that required those five workplace requirements or expectations (BFOQ), would you agree that the work required more than superficial and brief contact with coworkers and the public?

When we allow a vocational witness to wax on about the existence of work without exploring the range of available data, we allow the witness and ALJ to take from our clients the benefits that were promised in the Social Security Act. We become a party to a breach of the social contract. 

Forge onward. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Another Missed Opportunity -- Superficial and Brief Contact with Coworkers in Shawver v. Kijakazi, California Social Security Attorney (October 18, 2023)

https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

Missed Opportunities -- Standing and Walking in Shawver v. Kijakazi

In Shawver v. Kijakazi, the claimant litigated the tried-and-true physician opinion evidence, the claimant testimony, the meeting or equaling of the listings, and the non-issue of whether the ALJ propounded a complete hypothetical question based on errors at step three, the assessment of residual functional capacity. 

But step five is always in play when the claimant establishes the inability to perform past relevant work. Misti Jo. S. v. Comm'r of Soc. Sec. gives us the rest of the story. The RFC:

lift 20 pounds occasionally and 10 pounds frequently; stand/walk for up to 4 hours a day with ordinary breaks; occasionally balance, stoop, kneel, crouch, or crawl; occasionally climb ladders, ropes, or scaffolds; avoid exposure to hazardous machinery or equipment; and work in an environment with no more than ordinary office level lighting or noise. The claimant is limited to simple, routine and repetitive tasks with occasional detailed work, only ordinary production requirement, and superficial and brief contact with coworkers and general public.

And the step five occupations:

Routing Clerk, a Mail Routing Clerk, and a Marking Clerk.

Standing/walking four hours in an eight-hour day does not represent a wide range of light work. Social Security Ruling 83-10 describes light work as requiring standing/walking six hours in an eight-hour day and sitting intermittently during the remaining time. There exists an apparent conflict between the agency's understanding of light work and the identification of light work that requires not more than four hours of standing/walking. 

Routing clerk (DOT 209.687-026) is a shipping, receiving, and inventory clerks (SOC 43-5071) (shipping clerks) occupation. Labor places 65 alternate titles including 20 DOT codes in this group. The Occupational Requirements Survey describes shipping clerks. Shipping clerks stand (including walk) half the day at the 25th percentile and 80% of the day at the 50th percentile (median). Shipping clerks engage in sedentary exertion in 7.5% of jobs and light exertion in 21.5% of jobs. Shipping clerks engage in unskilled work (SVP 2) in 46.3% of jobs. 

Mail clerk (DOT 222.687-022) is a mail clerks and mail machine operators, except postal service (SOC 43-9051) (mail clerks) occupation. Labor places 60 alternate titles including 14 DOT codes in this group. The Occupational Requirements Survey describes mail clerks. Mail clerks stand (including walk) half the day at the 50th percentile and 75% of the day at the 75th percentile. Mail clerks lift/carry 20 pounds maximum in at the 25th percentile and 25 pounds at the 50th percentile. Mail clerks engage in unskilled work (SVP 2) in 67.4% of jobs. 

Marker (DOT 209.587-034) is a stockers and order fillers (SOC 53-7065) (stockers) occupation. Labor places 209 alternate titles including 38 DOT codes in this group. The Occupational Requirements Survey describes stockers. Stockers stand (including walk) 80% of the day at the 10th percentile. Stockers lift/carry 25 pounds maximum in at the 10th percentile. Stockers engage in unskilled work (SVP 1 or 2) in 84.3% of jobs. 

To arrive at a reliable estimate of the number of light and unskilled work with standing/walking limited to four hours per day, a witness would have to assume the incidence of work that meets those criteria. The ORS and O*NET OnLine provides governmental data published according to OMB standards. The vocational witness has local (anecdotal) experience without a well-accepted methodology for extrapolating that experience to the national economy. 

In the case of these three occupations, markers are clearly eliminated. The intersection of unskilled and standing/walking four hours or less without crossing into sedentary work requires several assumptions. The expert must either assume that the exertional demands cut across the skill requirements OR must either have data or make assumptions about the requirements of skill and exertion correlation. Labor does not publish that data. 

Contact/interaction with coworkers and supervisors is cued up next. Teasing, none of the jobs make the cut. 

___________________________

Suggested Citation:

Lawrence Rohlfing, Missed Opportunities -- Standing and Walking in Shawver v. Kijakazi, California Social Security Attorney (October 17, 2023) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

Vocational Expert Handbook Video Presentation -- Light Work ID'd -- OMG, Are You Kidding Me?

The March 2023 version of the Social Security Vocational Expert Handbook is out. Vocational Expert Handbook (SSA Mar. 2023). A video, not found on the SSA channel on YouTube.com, explains the Handbook. The mock hearing in the middle of it all provides an example of good testimony that shocks the conscience.  

ALJ: Assume a hypothetical individual with the claimant's age, education, and past work experience is able to perform light work as defined in the regulations, except they can occasionally climb ramps and stairs, balance, stoop, kneel, crouch, and crawl; and can never climb ladders, ropes, or scaffolds; must avoid unprotected heights, moving mechanical parts, and operating a motor vehicle; can perform simple routine tasks; can make simple work-related decisions; and can occasionally interact with supervisors and coworkers, and never interact with the public. Could the hypothetical individual perform any work, and, if so, could you provide me with a few examples?

VE: Yes, jobs such as cleaner, housekeeping (DOT code 323.687-014). That is light, SVP 2, with 200,000 jobs nationally. Routing clerk (DOT code 222.687-022). That is light, SVP 2, with 40,000 jobs nationally. And marker (DOT code 209.587-034). That is light, SVP 2, with 200,000 jobs nationally.

Under SSR 83-10, the agency and the vocational experts are directed to assume that a limitation to light work includes a limitation to standing/walking six hours in an eight-hour workday. The vocational witness has stated that a housekeeping cleaner has a maximum stand/walk requirement of six hours. That is palpably false based on the DOT narrative, O*NET OnLine, and Occupational Requirements Survey. The vocational witness has claimed that the inherently clerical functions of a routing clerk have occasional or less contact with others. The witness lays claim that warehouse work has occasional or less contact with others, 

Housekeeping cleaner has the Lead Statement (after the number, title, industry, and alternate titles): "Cleans rooms and halls in commercial establishments, such as hotels, restaurants, clubs, beauty parlors, and dormitories" The Task Element Statements (how the Lead Statement gets accomplished) states: "Sorts, counts, folds, marks, or carries linens. Makes beds. Replenishes supplies, such as drinking glasses and writing supplies. Checks wraps and renders personal assistance to patrons. Moves furniture, hangs drapes, and rolls carpets. Performs other duties as described under CLEANER (any industry) I Master Title." Find two hours of sitting in the expected or essential work duties, every day without fail. 

The O*NET describes housekeeping cleaner under the broad heading of maids and housekeeping cleaners as having occasional or no contact with others in 18% of jobs. Maids have no important contact with the public is 8% of jobs. Maids do not work with a group or team as at least a fairly important job function in 4% of jobs. Maids never sit in 72% of jobs, less than half the time in 25% of jobs, and about half the time in 3% of jobs. 

The ORS describes maids as interacting with the general public in 76.3% of jobs. Maids require basic people skills in 97.1% of jobs. Maids stand (including walk) 87.5% of the day at the 10th percentile, 95% of the day at the 25% percentile, and 100% of the day at the median, 75th, and 90th percentiles. Maids engage in light exertion in 69.3% of jobs. 

 Routing clerk has the Lead Statement "Sorts bundles, boxes, or lots of articles for delivery." The Task Element Statements states: "Reads delivery or route numbers marked on articles or delivery slips, or determines locations of addresses indicated on delivery slips, using charts. Places or stacks articles in bins designated according to route, driver, or type. ay be designated according to workstation as Conveyor Belt Package Sorter (retail trade)." Sounds an awful lot like mail clerk, an R3 occupation. The DOT classifies routing clerk as R2. Routing clerk does have significant data functions of comparing: judging the readily observable functional, structural, or compositional characteristics (whether similar to or divergent from obvious standards) of data, people, or things.

The O*NET describes routing clerk under the broad heading of shipping, receiving, and inventory clerk as having occasional or no contact with others in 0% of jobs. Shipping clerks have no important contact with the public is 4% of jobs. Shipping clerks do not work with a group or team as at least a fairly important job function in 1% of jobs. 

The ORS describes Shipping clerks as interacting with the general public in 63.6% of jobs. Shipping clerks require basic people skills in 69.2% of jobs and more than basic people skills in 30.8% of jobs. Shipping clerks stand (including walk) 25% of the day at the 10th percentile, 50% of the day at the 25% percentile, 80% of the day at the median, 95% of the day at the 75th percentile, and 100% of the day at the 90th percentiles. Shipping clerks engage in light exertion in 21.5% of jobs and unskilled work in 46.3% of jobs. 

Marker has the Lead Statement "Marks and attaches price tickets to articles of merchandise to record price and identifying information." The Task Element Statements states: "Marks selling price by hand on boxes containing merchandise, or on price tickets. Ties, glues, sews, or staples price ticket to each article. Presses lever or plunger of mechanism that pins, pastes, ties, or staples ticket to article. ay record number and types of articles marked and pack them in boxes." The DOT classifies marker as R2. Marker does have significant data functions of copying: Transcribing, entering, or posting data.

The O*NET describes markers under the broad heading of stockers and order fillers as having occasional or no contact with others in 4% of jobs. Stockers have no important contact with the public is 6% of jobs. Stockers do not work with a group or team as at least a fairly important job function in 4% of jobs. 

The ORS describes stockers as interacting with the public in 73.6% of jobs. Stockers require basic people skills in 95% of jobs and more than basic people skills in 5% of jobs. Stocker stand (including walk) 80% of the day at the 10th percentile, 90% of the day at the 25% percentile, 95% of the day at the median, and 100% of the day at the 75th and 90th percentiles. Stockers lift up to 25 pounds at the 10th percentile, 50 pounds at the 25th percentile and median, 60 pounds at hte 75th percentile, and 75 pounds at the 90th percentile. 

The witness goes on to describe the 30 years' experience, but no experience related to these three occupations. The sample of cross-examination does not ask about other sources of job information or where the vocational witness obtained the idea that these occupations do not require prolonged standing/walking, interaction with the public, or more than occasional interaction with others. 

The agency needs to stop giving examples to strive to become that are facially unsupported. The fact that many vocational experts would give this kind of testimony does not make it reliable. It makes it ubiquitously wrong. 

Talk me off the cliff.  

___________________________

Suggested Citation:

Lawrence Rohlfing, Vocational Expert Handbook Video Presentation -- Light Work ID'd -- OMG, Are You Kidding Me?, California Social Security Attorney (August 28, 2023) https://californiasocialsecurityattorney.blogspot.com

The author has been AV-rated since 2000 and listed in Super Lawyers since 2008.

Training Videos on YouTube

 OccuCollect.com has training videos.   Both are an hour.  The first focuses on marker and cashier II.  The second addresses egg processor, hand almond blancher, and stuffer.  

The written materials covering both presentations are at the download section of OccuCollect.com.  HERE.  

The OccuCollect presentation is HERE.  This presentation addresses OccuCollect data for marker and stuffer.  

The Indiana bar presentation is HERE.  This presentation addresses OccuCollect data and Job Browser Pro data for egg processor, hand almond blancher, and stuffer.  

If you would like to see an occupation addressed in this manner, comment below.  If we get to three occupations of interest, we will put up another video.  

Marker -- Revisited and Dismantled

We addressed the occupation of markers last year through the lens of the Occupational Requirements Survey.  We examine the occupation today from the perspective of education.  To recap the DOT:

DOT Narrative: 209.587-034 MARKER (retail trade; wholesale tr.) alternate titles: marking clerk; merchandise marker; price marker; ticket maker Marks and attaches price tickets to articles of merchandise to record price and identifying information: Marks selling price by hand on boxes containing merchandise, or on price tickets. Ties, glues, sews, or staples price ticket to each article. Presses lever or plunger of mechanism that pins, pastes, ties, or staples ticket to article. ay record number and types of articles marked and pack them in boxes. May compare printed price tickets with entries on purchase order to verify accuracy and notify supervisor of discrepancies. ay print information on tickets, using ticket-printing machine [TICKETER (any industry); TICKET PRINTER AND TAGGER (garment)]. GOE: 05.09.03 STRENGTH: L GED: R2 M1 L1 SVP: 2 DLU: 77

The codes for reasoning and and data are important to this occupation. 

REASONING DEVELOPMENT: 2
Apply commonsense understanding to carry out detailed but uninvolved written or oral instructions. Deal with problems involving a few concrete variables in or from standardized situations.

Definitions of Worker Functions
Data: 5 - Significant
Copying: Transcribing, entering, or posting data.

 The aptitudes from the electronic files of the SCO provide insight into the educationally related innate abilities:

General Learning Ability: 4, Lower Degree of Aptitude Ability - Lowest Third Excluding Bottom 10%
GENERAL LEARNING ABILITY: The ability to "catch on" or understand instructions and underlying principles; the ability to reason and make judgments. Closely related to doing well in school.

Verbal Aptitude: 4, Lower Degree of Aptitude Ability - Lowest Third Excluding Bottom 10%
VERBAL APTITUDE: The ability to understand the meaning of words and to use them effectively. Ability to comprehend language, to understand relationships between words, and to understand the meanings of whole sentences and paragraphs.

Numerical Aptitude: 4, Lower Degree of Aptitude Ability - Lowest Third Excluding Bottom 10%
NUMERICAL APTITUDE: The ability to perform arithmetic operations quickly and accurately.
Interpretive Information for Analysts: Consider activities. such as making change from currency of one denomination to another. keeping time or production records. using math or geometry to layout geometric patterns. making accurate numerical measurements. and making or checking numerical entries. Consider the complexity of numerical operations as well as speed required and volume of arithmetic activity.

Spatial Aptitude: 4, Lower Degree of Aptitude Ability - Lowest Third Excluding Bottom 10%
SPATIAL APTITUDE: The ability to think visually of geometric forms and to comprehend the two-dimensional representation of three-dimensional objects. The ability to recognize the relationships resulting from the movement of objects in space.
Interpretive Information for Analysts: Frequently described as the ability to "visualize" objects of two- or three-dimensions or to think visually of geometric forms. Work examples are such activities as laying out. positioning, and aligning objects; observing movements of objects. such as vehicles in traffic or machines in operation. and comprehending how the movements affect their spatial position concurrently; achieving balanced design; and understanding and anticipating the effects of physical stresses in structural situations.

Form Perception: 4, Lower Degree of Aptitude Ability - Lowest Third Excluding Bottom 10%
FORM PERCEPTION: The ability to perceive pertinent detail in objects or in pictorial or graphic material. Ability to make visual comparisons and discriminations and see slight differences in shapes and shadings of figures and widths and lengths of lines.
Interpretive Information for Analysts: Consider such activities as inspecting surfaces for consistency in coloring, Scratches, flaws, grain, texture, and the like; observing lint, dust, etc., on surfaces; determining if patterns are correct or match; and recognizing small parts.
NOTE: Spatial deals with visualization of the shape of objects as well as comprehension of forms in space. Form perception, on the other hand. pertains to the perception of surface details.

Clerical Perception: 3, Medium Degree of Aptitude Ability - Middle Third
CLERICAL PERCEPTION: The ability 10 perceive pertinent detail in verbal or tabular material. Ability to observe differences in copy, 10 proofread words and numbers, and to avoid perceptual errors in arithmetic computation. A measure of speed of perception is required in many industrial jobs even when the job does not have verbal or numerical content.
Interpretive Information for Analysts: In trade and craft jobs consider the work orders, specifications, dials, gauges, and measuring devices which must be read. Consider whether perceptual errors in reading words and numbers or in rapidly comparing similar forms or shapes would result in defective work.

The person performing the work of a marker needs average clerical perception for the significant worker functions of transcribing, entering, or posting data in the performance of detailed but uninvolved tasks with a few concrete variables from standardized situations. 

Markers belong to stock clerks and order fillers (SOC 43-5081) and more specifically to the O*NET detailed group of marking clerks (O*NET 43-5081.02).  The OOH does not address the detailed groups carved out by the O*NET, it addresses the SOC group: 

 43-5081 Stock clerks and order fillers

Typical Education Needed	High school diploma or equivalent
Work Experience in a Related Occupation	None
Typical On-The-Job Training Needed to Attain Competency	Short-term on-the-job training
2016 Employment	2,008,600

BLS reports:

Education Levels of Incumbents

43-5081 Stock clerks and order fillers

Typical Education Needed	High school diploma or equivalent
Less than a High School Education	13.4
High School Education or Equivalent	42.7
Some College, No Degree	25.6
Associates Degree	7.5
Bachelor's Degree	9.1
Masters's Degree	1.4
Doctoral or Professional Degree	0.3

The O*NET OnLine describes worker functions and requirements:

Interpersonal Relationships	%	Response
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?	60	Constant contact with others
	38	Contact with others most of the time
	0	Contact with others about half the time
	1	Occasional contact with others
	0	No contact with others
Interpersonal Relationships	%	Response
Coordinate or Lead Others — How important is it to coordinate or lead others in accomplishing work activities in this job?	29	Extremely important
	23	Very important
	21	Important
	19	Fairly important
	9	Not important at all
Interpersonal Relationships	%	Response
Deal With External Customers — How important is it to work with external customers or the public in this job?	39	Extremely important
	23	Very important
	11	Important
	20	Fairly important
	8	Not important at all
Interpersonal Relationships	%	Response
Deal With Physically Aggressive People — How frequently does this job require the worker to deal with physical aggression of violent individuals?	0	Every day
	0	Once a week or more but not every day
	3	Once a month or more but not every week
	30	Once a year or more but not every month
	68	Never
Interpersonal Relationships	%	Response
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?	1	Every day
	56	Once a week or more but not every day
	15	Once a month or more but not every week
	27	Once a year or more but not every month
	1	Never
Interpersonal Relationships	%	Response
Electronic Mail — How often do you use electronic mail in this job?	7	Every day
	29	Once a week or more but not every day
	0	Once a month or more but not every week
	0	Once a year or more but not every month
	64	Never
Interpersonal Relationships	%	Response
Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job?	90	Every day
	8	Once a week or more but not every day
	0	Once a month or more but not every week
	1	Once a year or more but not every month
	1	Never
Interpersonal Relationships	%	Response
Frequency of Conflict Situations — How often are there conflict situations the employee has to face in this job?	29	Every day
	9	Once a week or more but not every day
	34	Once a month or more but not every week
	27	Once a year or more but not every month
	1	Never
Interpersonal Relationships	%	Response
Letters and Memos — How often does the job require written letters and memos?	25	Every day
	41	Once a week or more but not every day
	2	Once a month or more but not every week
	0	Once a year or more but not every month
	33	Never
Interpersonal Relationships	%	Response
Public Speaking — How often do you have to perform public speaking in this job?	18	Every day
	0	Once a week or more but not every day
	19	Once a month or more but not every week
	16	Once a year or more but not every month
	48	Never
Interpersonal Relationships	%	Response
Responsibility for Outcomes and Results — How responsible is the worker for work outcomes and results of other workers?	12	Very high responsibility
	20	High responsibility
	4	Moderate responsibility
	54	Limited responsibility
	10	No responsibility
Interpersonal Relationships	%	Response
Responsible for Others' Health and Safety — How much responsibility is there for the health and safety of others in this job?	15	Very high responsibility
	11	High responsibility
	25	Moderate responsibility
	21	Limited responsibility
	27	No responsibility
Interpersonal Relationships	%	Response
Telephone — How often do you have telephone conversations in this job?	51	Every day
	5	Once a week or more but not every day
	0	Once a month or more but not every week
	0	Once a year or more but not every month
	44	Never
Interpersonal Relationships	%	Response
Work With Work Group or Team — How important is it to work with others in a group or team in this job?	27	Extremely important
	63	Very important
	8	Important
	0	Fairly important
	1	Not important at all

Structural Job Characteristics	%	Response
Consequence of Error — How serious would the result usually be if the worker made a mistake that was not readily correctable?	0	Extremely serious
	10	Very serious
	28	Serious
	18	Fairly serious
	45	Not serious at all
Structural Job Characteristics	%	Response
Degree of Automation — How automated is the job?	0	Completely automated
	0	Highly automated
	33	Moderately automated
	1	Slightly automated
	65	Not at all automated
Structural Job Characteristics	%	Response
Duration of Typical Work Week — Number of hours typically worked in one week.	19	More than 40 hours
	46	40 hours
	35	Less than 40 hours
Structural Job Characteristics	%	Response
Freedom to Make Decisions — How much decision-making freedom, without supervision, does the job offer?	47	A lot of freedom
	31	Some freedom
	21	Limited freedom
	0	Very little freedom
	1	No freedom
Structural Job Characteristics	%	Response
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?	20	Every day
	21	Once a week or more but not every day
	36	Once a month or more but not every week
	0	Once a year or more but not every month
	23	Never
Environmental	%	Response
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?	16	Very important results
	38	Important results
	1	Moderate results
	45	Minor results
	0	No results
Environmental	%	Response
Importance of Being Exact or Accurate — How important is being very exact or highly accurate in performing this job?	38	Very important results
	21	Important results
	41	Moderate results
	0	Minor results
	0	No results

The incidence of work as a marker with a limited education and language skills is at least highly suspect.  Markers need the ability to engage in reasoning level 2; have the significant worker functions of copying, transcribing, and posting data; possess a high school education or more in 86% of jobs; work with a group or team in 99% of jobs; engage in public speaking in 52% of jobs; deal with external customers in 92% of jobs; coordinate with other workers in 91% of jobs; and have more than occasional contact with others in 99% of jobs.  Of jobs in the group of marking clears, 65% of jobs are full-time  35% are part-time.