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General and Operations Managers

SOC 11-1021.00Job Zone 4 · Considerable Preparation

Plan, direct, or coordinate the operations of public or private sector organizations, overseeing multiple departments or locations. Duties and responsibilities include formulating policies, managing daily operations, and planning the use of materials and human resources, but are too diverse and general in nature to be classified in any one functional area of management or administration, such as personnel, purchasing, or administrative services. Usually manage through subordinate supervisors.

Context coveredMulti-location retail, hospitality, healthcare, manufacturing, and professional-services operations; assistant manager through general manager through area / regional manager.

Sources:O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.SkillsCrosswalkSkillsCrosswalk — O*NET enrichment + adjacency index. Opens in new tab.
Emerging
Entry / Apprentice
  1. Daily operations rhythm (open / close / shift change) — execute reliably under a senior manager's review.
  2. Staff schedules within labor budget — produce for an assigned department on a routine week.
  3. Customer service and front-line escalations — handle within department authority.
  4. Inventory counts and routine receiving — perform per the operations manual.
  5. Routine compliance checks (food safety, OSHA, ADA, opening checklists) — complete accurately and on time.
  6. Daily sales and labor reports — produce, review, and discuss in standup with the GM.
  7. Standard work procedures — apply consistently and coach hourly staff on adherence.
  8. Hourly-staff coaching on routine performance issues — deliver verbal feedback per company policy.
  9. Cash-handling and deposit procedures — perform per company controls.
  10. Department safety routines and emergency procedures — execute and drill the team on quarterly cycles.
Developing
Mid-level / Established
  1. A single department or operating function (front of house, kitchen, sales floor, warehouse) — manage with P&L visibility.
  2. Hiring, scheduling, and progressive discipline — execute on a team of 10-25 hourly staff.
  3. Department-level budget and cost-control — manage to targets across a month.
  4. Mid-tier performance and HR issues — handle with HR partnership.
  5. Cross-department coordination (kitchen-FOH, sales-stock, intake-treatment) — manage during a shift.
  6. Operational metrics (labor %, food cost, ticket time, NPS) — interpret and translate into team coaching.
  7. Customer-experience recovery on serious complaints — handle to satisfaction without manager involvement.
  8. Vendor and inbound-receiving relationships — manage for an assigned area.
  9. Compliance audits (health, safety, payroll) — prepare for and represent the department in.
  10. Newer supervisors on assigned shifts — mentor on standard-work and people fundamentals.
Proficient
Senior / Expert IC
  1. Entire location or multi-department operation — own P&L, customer experience, and people across the operation.
  2. Multi-week labor and inventory planning — execute against forecasted demand.
  3. Major customer-experience and quality incidents — own and resolve with executive visibility.
  4. Talent pipeline (assistant manager to manager to senior manager) — develop the location's bench.
  5. Cross-location best-practices — adopt and adapt from peer locations or area office.
  6. Vendor negotiations and significant purchasing decisions — execute within authority.
  7. Compliance and audit findings — represent the location in resolution discussions.
  8. Senior supervisors and assistant managers — mentor on judgment, finance, and people.
  9. Capital projects (remodels, equipment refresh) — plan and execute with the area office.
  10. Performance and recognition culture — set and sustain across the operation.
Advanced
Lead / Principal / Executive
  1. Multiple locations or a region — direct as area or regional manager with full operational P&L.
  2. Manager hiring, calibration, and succession — shape across the region over multi-year horizons.
  3. Operating-plan development — produce and execute against multi-quarter targets.
  4. Capital allocation and remodel decisions — frame and own across the portfolio.
  5. Cross-functional initiatives (technology rollouts, brand refreshes, M&A integration) — lead with corporate partners.
  6. Senior crisis-response (PR-relevant customer incidents, regulatory inquiries) — lead through with composure.
  7. External relationships (landlords, municipalities, franchisees, community) — represent the brand credibly.
  8. Strategic-planning input from the operations perspective — contribute substantively to multi-year plans.
  9. Culture, values, and standards across the region — set and sustain through rituals and example.
  10. Multi-unit hiring partnerships (universities, second-chance, vocational schools) — own the region's pipeline.

AI-at-Work Competency Framework

Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.
Subscriber feature

Authoritative source data identified for 998 occupations

How a worker at each mastery level uses, directs, and evaluates AI tools in this occupation. Each statement cites its evidence inline; click a citation chip to verify the source.

Emerging
  1. Performance data review — uses an AI assistant to summarize financial statements and activity reports, flagging potential problem areas for the manager to interpret and act on Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  2. Meeting preparation — prompts an AI tool to draft agendas or compile briefing notes from raw operational data, then reviews and corrects the output before distribution Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Developing
  1. Operational reporting — directs an AI assistant to aggregate sales, productivity, and budget figures into draft reports, while personally validating conclusions against business context before sharing with stakeholders Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  2. Staff scheduling support — delegates initial draft scheduling tasks to an AI tool based on shift requirements and known constraints, then adjusts assignments to reflect interpersonal and operational nuances the tool cannot assess Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  3. Budget scenario analysis — assigns an AI assistant to model cost-reduction or investment scenarios from provided financial data, then applies critical judgment to select and refine the options that align with organizational strategy Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
Proficient
  1. Cross-department coordination — orchestrates AI-generated status summaries across multiple business units, synthesizing outputs into coherent operational decisions while retaining full accountability for direction and priorities Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  2. Cost-reduction identification — instructs an AI assistant to scan expenditure reports and flag anomalies or inefficiencies, then leads structured reviews with department heads to convert findings into actionable reduction plans Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  3. Policy and procedure drafting — uses AI tools to produce first drafts of operational procedures or administrative directives, applying active listening insights from staff feedback to revise and finalize documentation WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  4. Time-savings governance — institutionalizes AI-assisted workflows for routine reporting and data synthesis, capturing the measurable time savings to redirect managerial bandwidth toward strategic and people-focused decisions Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Advanced
  1. AI workflow design — architects team-level protocols specifying which operational tasks are delegated fully to AI tools versus which require human judgment, calibrated to the organization's risk tolerance and the measured autonomy limits of current AI systems Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  2. Strategic performance monitoring — integrates AI-generated trend analyses and predictive signals into the executive decision cycle, exercising critical thinking to challenge model assumptions and ensure outputs align with long-term organizational goals Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  3. Human-technology boundary setting — defines and enforces clear handoff criteria distinguishing AI-autonomous task execution from manager-led deliberation, preserving accountability for high-stakes production, pricing, and distribution decisions Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
Evidence pack
AEI usage
Task observations: 41
Augment share: 78.2%
Time saved: 51.6%
AI autonomy: 0.24
SAFI positioning
Top skill: Reading Comprehension
Score: 45.5 / 100
Quadrant: Q2_ai_augmented
precision: exact
WEF cluster
Human-Technology Interaction
human_technology_interaction
Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.

Pathsmith Durable Skills Framework

Sources:Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Subscriber feature

Ten durable-skill domains mapped to four proficiency/role levels for each occupation. Each statement is aligned to the Pathsmith taxonomy, derived from trusted grounding data and mapped to occupation-specific O*NET tasks and skills.

1Communication11 statements
Emerging
  1. Staff directive communication — conveys task assignments and schedule changes to team members using clear, direct language in departmental meetings Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Performance data communication — summarizes financial statements or activity reports in written memos for supervisor review with basic accuracy Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Cross-departmental communication — coordinates operational updates across department managers through structured briefings and written correspondence to align production or sales activities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Policy communication — translates newly established departmental policies into accessible language for staff members during team meetings Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Active listening in personnel matters — captures employee concerns and performance feedback during one-on-one evaluations by paraphrasing and confirming understanding Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Executive reporting — presents financial performance data, productivity metrics, and goal-achievement summaries to board members and organization officials through polished verbal and written reports Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Customer-facing communication — addresses service or product concerns from clients with professional, solution-oriented responses that reinforce organizational credibility Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Interdepartmental coordination communication — facilitates cross-functional planning discussions for sales promotions or operational initiatives, ensuring each department manager receives consistent, actionable information Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Organizational narrative leadership — crafts and delivers enterprise-wide communication strategies that align staff, stakeholders, and board members around operational goals and cultural values Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Communication system design — establishes reporting cadences, escalation protocols, and documentation standards that govern information flow across all operational departments Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Mentored communication development — coaches emerging managers on delivering performance evaluations, conducting staff meetings, and presenting data-driven recommendations to senior leadership Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
2Leadership10 statements
Emerging
  1. Task delegation initiation — assigns specific duties to staff members from prepared work schedules, following established operational procedures Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Role modeling accountability — demonstrates punctuality, follow-through on commitments, and professional conduct that sets a visible behavioral standard for the team Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Personnel development leadership — conducts staff selection, onboarding, and initial training activities that build departmental capacity aligned with operational goals Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Goal-setting facilitation — participates in establishing departmental objectives with organization officials and translates those objectives into individual staff responsibilities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Operational leadership — directs and coordinates daily activities across production, pricing, sales, or distribution functions, holding department leads accountable to measurable outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Change leadership — implements revised departmental policies or procedural improvements by building staff buy-in, communicating rationale, and monitoring adoption across the team Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Performance leadership — conducts staff evaluations, identifies high-potential employees, and creates development plans that increase organizational capability Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Enterprise leadership — sets strategic direction for multi-department operations, aligning budget allocation, personnel resources, and production priorities with long-term organizational objectives Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Leadership pipeline development — identifies and cultivates next-generation managers through structured mentorship, stretch assignments, and progressive responsibility within the organization Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Crisis leadership — guides operational teams through unexpected disruptions, supply chain failures, or financial downturns by maintaining decisiveness and stabilizing team confidence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
3Metacognition8 statements
Emerging
  1. Decision reflection — identifies moments where personal assumptions about staff performance or operational priorities influenced a management decision and notes the impact Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Learning gap recognition — acknowledges areas of limited knowledge in financial reporting or personnel law and seeks clarification before making consequential decisions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Management style self-assessment — evaluates own delegation patterns, communication tendencies, and conflict-response habits to identify behavioral adjustments that improve team outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Strategy monitoring — tracks whether chosen operational approaches are producing expected results and adjusts plans before performance gaps become significant Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Cognitive bias audit — examines own reasoning process when reviewing performance data or evaluating staff to detect confirmation bias or attribution errors that could distort operational decisions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Reflective after-action review — leads structured post-project reviews that assess not only operational outcomes but also the quality of the managerial thinking and planning that produced them Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Metacognitive modeling — explicitly articulates decision-making frameworks and reasoning processes when coaching managers, making the thinking process visible and transferable Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Organizational learning architecture — designs systems for capturing and institutionalizing lessons learned from operational successes and failures across departments Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
4Critical Thinking9 statements
Emerging
  1. Performance data interpretation — reads financial statements and activity reports to distinguish between expected variance and performance anomalies requiring managerial attention Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Root cause identification — identifies surface-level operational inefficiencies in production or service delivery and traces them to a probable contributing factor Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Cost-reduction analysis — evaluates expenditure patterns across budget categories to identify areas where operational efficiency can be improved without compromising output quality Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Policy evaluation — assesses proposed departmental procedures against current operational constraints, staff capacity, and organizational goals before recommending implementation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Multi-variable operational reasoning — analyzes intersecting factors across sales trends, production capacity, personnel data, and budget performance to form integrated management decisions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Investment prioritization — evaluates competing financial activities or capital expenditures using quantitative data and organizational strategy to maximize operational returns Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Evidence-based personnel decisions — applies performance evaluation data, behavioral observations, and documented outcomes to support objective hiring, promotion, or termination determinations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Strategic scenario analysis — constructs and stress-tests multiple operational scenarios using financial projections, market data, and resource constraints to guide executive-level planning decisions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Systemic problem diagnosis — identifies second-order consequences of operational decisions across departments, anticipating downstream effects on staffing, budget, and customer service outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
5Collaboration9 statements
Emerging
  1. Team participation — contributes constructively to departmental planning meetings by sharing relevant operational information and supporting shared task completion Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Cross-functional coordination basics — coordinates with one or two adjacent department managers to align scheduling or resource sharing on routine operational tasks Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Interdepartmental project collaboration — works alongside managers from sales, production, and administrative functions to plan and execute coordinated initiatives such as promotions or process changes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Conflict navigation — manages differing priorities between departments by facilitating direct dialogue and brokering solutions that preserve operational continuity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Multi-department operational integration — coordinates activities across production, distribution, sales, and administrative units to ensure synchronized delivery of products or services against organizational targets Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Collaborative budget planning — partners with finance and department heads to develop budget proposals that reflect shared operational priorities and realistic resource constraints Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Stakeholder alignment — collaborates with board members and organization officials to establish policies and goals that reflect input from both leadership and operational staff Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Collaborative culture design — establishes formal and informal mechanisms that foster cross-departmental cooperation, shared accountability, and knowledge exchange across the organization Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. External partnership collaboration — builds and maintains collaborative relationships with vendors, customers, and regulatory bodies that expand organizational capability and operational resilience Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
6Character9 statements
Emerging
  1. Ethical task execution — carries out assigned personnel or administrative duties in accordance with organizational policies and legal requirements without requiring close supervision Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Transparent reporting — presents performance data or operational updates accurately without omitting unfavorable findings Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Accountable decision ownership — acknowledges managerial decisions that produced suboptimal outcomes and takes corrective action without deflecting responsibility to staff Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Fair personnel practice — applies consistent evaluation criteria and scheduling standards across all staff members regardless of personal relationships or implicit preferences Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Ethical policy enforcement — implements and upholds departmental policies equitably, addressing violations of professional standards or conduct expectations with appropriate and documented responses Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Fiduciary responsibility — manages financial and budget activities with integrity, ensuring expenditures are justified, documented, and aligned with authorized organizational objectives Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Confidentiality stewardship — maintains appropriate discretion with sensitive personnel, financial, and customer information in compliance with organizational and legal standards Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Organizational ethics leadership — models and institutionalizes ethical standards through policy development, visible personal conduct, and accountability structures that govern managerial behavior enterprise-wide Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Courageous integrity — raises concerns about operationally harmful or ethically questionable directives from senior leadership, presenting evidence-based alternatives while managing organizational relationships professionally Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
7Creativity9 statements
Emerging
  1. Process improvement suggestion — proposes incremental adjustments to scheduling, task assignment, or workflow sequencing based on observed operational inefficiencies Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Problem reframing — approaches a recurring operational challenge from a different functional perspective to uncover alternative solutions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Promotional concept development — contributes original ideas for sales promotions or customer engagement initiatives that differentiate the organization's offerings within budget constraints Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Resource optimization innovation — devises creative staffing or production arrangements that maintain output levels while reducing operational costs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Operational model redesign — restructures workflows, reporting relationships, or service delivery processes to improve efficiency and responsiveness through novel organizational configurations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Adaptive strategy creation — develops creative responses to market disruptions, supply constraints, or personnel gaps that maintain organizational momentum without relying solely on precedent Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Program innovation — designs new administrative programs or service delivery approaches in collaboration with department heads that measurably improve customer outcomes or operational performance Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Transformative initiative leadership — conceives and champions large-scale operational or cultural innovations that reposition the organization's competitive capability or internal effectiveness Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Creative problem-solving culture — establishes environments where managers and staff are encouraged to experiment with new approaches, with structured mechanisms to evaluate and scale successful innovations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
8Growth Mindset9 statements
Emerging
  1. Feedback receptivity — receives performance feedback from supervisors or board members without defensiveness and identifies one actionable change in managerial practice Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Challenge acceptance — volunteers for unfamiliar operational assignments such as managing an new department or leading a cost-reduction initiative as a learning opportunity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Skill gap pursuit — seeks formal or informal development in areas such as financial analysis, HR law, or production management where current knowledge limits managerial effectiveness Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Setback reinterpretation — analyzes missed operational targets or failed initiatives to extract specific lessons that inform revised management strategies Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Continuous improvement orientation — regularly reviews personal management practices against operational outcomes and incorporates new approaches drawn from industry developments, peer feedback, and performance data Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Stretch goal adoption — sets and pursues ambitious departmental targets that require developing new competencies in financial management, personnel leadership, or process coordination Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Learning transfer — applies insights from completed operational projects, training programs, or external benchmarking to improve future departmental planning and execution Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Growth culture leadership — establishes organizational norms where managers and staff are rewarded for learning from failure, pursuing development, and continuously raising performance standards Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Adaptive leadership evolution — proactively updates leadership philosophy and management practices in response to workforce changes, technological shifts, and evolving organizational strategy Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
9Mindfulness9 statements
Emerging
  1. Attentive listening in briefings — maintains focused, undistracted attention during staff reports and departmental meetings to accurately capture operational information before responding Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Emotional awareness in personnel interactions — notices own emotional reactions during difficult performance conversations and pauses before responding to maintain professionalism Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Stress-aware decision-making — recognizes when time pressure or resource constraints are narrowing decision quality and applies deliberate pauses or structured frameworks to restore analytical rigor Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Intentional prioritization — consciously evaluates competing operational demands at the start of each workday to allocate attention toward highest-impact managerial activities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Regulated leadership presence — maintains composure and deliberate communication during operational crises, financial shortfalls, or personnel conflicts, preventing anxiety from distorting team-facing behavior Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Contextual social awareness — reads interpersonal and organizational dynamics during cross-departmental meetings to calibrate communication approach and anticipate resistance or misalignment Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Meeting facilitation mindfulness — structures and conducts departmental meetings with intentional agendas, active monitoring of group energy, and deliberate closure on decisions to prevent drift Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Mindful organizational stewardship — models present-moment intentionality in strategic planning sessions, ensuring decisions reflect careful deliberation rather than reactive urgency Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Mindfulness culture embedding — introduces reflective practices such as structured pauses, after-action reviews, and feedback rituals into operational rhythms that enhance collective decision quality across the management team Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
10Fortitude9 statements
Emerging
  1. Persistence through operational setbacks — continues executing departmental responsibilities during periods of staff shortage, budget cuts, or production disruptions without abandoning assigned objectives Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Uncertainty tolerance — maintains functional performance when organizational direction is ambiguous or leadership priorities shift, avoiding paralysis while awaiting clarification Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Sustained performance under pressure — maintains quality of financial oversight, personnel management, and operational coordination during high-demand periods such as fiscal year-end reviews or peak production cycles Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Difficult decision courage — makes and communicates unpopular but operationally necessary decisions such as staff reductions or budget reallocations without prolonged avoidance Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Organizational resilience leadership — guides departments through sustained operational adversity including market downturns, regulatory changes, or significant personnel transitions while preserving team morale and performance standards Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Accountability under pressure — accepts responsibility for departmental shortfalls in front of board members or senior officials without minimizing failures or externalizing blame Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Long-horizon persistence — pursues multi-year operational improvement initiatives through repeated planning cycles, resource constraints, and incremental setbacks until measurable results are achieved Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Enterprise resilience architecture — builds organizational structures, cross-training programs, and contingency plans that distribute fortitude across the management team, reducing single-point dependency on individual leaders Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Courageous institutional advocacy — challenges structurally embedded operational inefficiencies or misaligned organizational policies at the executive level, sustaining advocacy through prolonged resistance in service of long-term organizational health Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Sources:Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Show O*NET source anchors64 anchors · skillscrosswalk.com

O*NET enrichment · skillscrosswalk.com

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Source anchors that ground each statement

Related titles
Area Manager · Boards and Commissions Director · Business Coordinator · Business Manager · Center Manager · Chief Administrative Officer (CAO) · Corporate Manager · Department Manager · Department Store General Manager (Dept Store GM) · Department Store Manager (Dept Store Manager) · District Commercial Superintendent · District Manager
RAPIDS apprenticeships
—
O*NET skills
Reading ComprehensionActive ListeningSpeakingMonitoringCritical ThinkingCoordinationSocial PerceptivenessManagement of Personnel ResourcesJudgment and Decision MakingComplex Problem SolvingPersuasionActive LearningTime ManagementNegotiationWritingService OrientationSystems EvaluationManagement of Material ResourcesSystems AnalysisManagement of Financial ResourcesLearning StrategiesInstructing
Knowledge domains
Administration and ManagementCustomer and Personal ServiceEnglish LanguageProduction and ProcessingMathematicsPersonnel and Human ResourcesAdministrativeEconomics and Accounting
Abilities
Oral ComprehensionWritten ComprehensionOral ExpressionWritten ExpressionProblem SensitivityDeductive ReasoningSpeech ClaritySpeech RecognitionInductive ReasoningInformation Ordering
Work styles
Leadership OrientationDependabilityIntegrityAchievement OrientationSelf-ConfidenceInitiative
Technology
Customer relationship management CRM softwareDocument management softwareGraphics or photo imaging softwareHuman resources softwareData base user interface and query softwareData base management system softwareVideo creation and editing softwarePresentation softwareOperating system softwareProject management software
Tasks · seed anchors for statements
  1. Review financial statements, sales or activity reports, or other performance data to measure productivity or goal achievement or to identify areas needing cost reduction or program improvement.
  2. Direct and coordinate activities of businesses or departments concerned with the production, pricing, sales, or distribution of products.
  3. Direct administrative activities directly related to making products or providing services.
  4. Prepare staff work schedules and assign specific duties.
  5. Direct or coordinate financial or budget activities to fund operations, maximize investments, or increase efficiency.
  6. Plan or direct activities, such as sales promotions, that require coordination with other department managers.
  7. Perform personnel functions, such as selection, training, or evaluation.
  8. Establish or implement departmental policies, goals, objectives, or procedures in conjunction with board members, organization officials, or staff members.
CIP education codes
01.820231.030131.039944.040152.010152.020152.020652.021252.021552.070152.070452.080152.081052.110152.1301

Sources: O*NET v30.2 (CC BY 4.0), SkillsCrosswalk.com, LER.me, Anthropic Economic Index, SAFI (Jadhav & Danve, 2026), WEF Skills Taxonomy 2021, Pathsmith Durable Skills Framework. © 2026 EBSCOed.