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Management Analysts

SOC 13-1111.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis framework covers management analysts working in consulting, corporate, and government settings who study organizational problems, develop data-driven recommendations, and guide implementation of procedural and structural improvements.

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. Organizational data and documents — gather and sort under supervisor guidance to support a management analysis engagement.
  2. Interview notes and observational records — compile during on-site unit visits following a structured data-collection protocol.
  3. Work forms and standard reports — review for completeness and flag formatting inconsistencies to a senior analyst.
  4. Business intelligence software and query tools — execute predefined queries to retrieve data sets for analyst review.
  5. Stakeholder concerns — listen actively and summarize in writing for handoff to the lead consultant on a client project.
  6. Word processing and desktop publishing software — draft sections of analytical reports according to firm templates.
  7. Existing procedures and policy documents — read and paraphrase key requirements to support a process-mapping task.
  8. Preliminary problem statements — help structure under direction as part of an organizational study scoping session.
  9. Data entry errors and report discrepancies — identify and escalate using established quality-check checklists.
  10. New system procedures and user manuals — assist in preparing draft training materials aligned to organizational policy.
Developing
Mid-level / Established
  1. Gathered data on operational problems — analyze patterns and propose alternative procedures with moderate oversight on mid-size client engagements.
  2. Structured interviews with departmental personnel — conduct independently to ascertain unit functions, work methods, and staffing during an operational review.
  3. Study plan for a defined work problem — develop covering scope, data sources, and timeline for an organizational efficiency project.
  4. Findings reports and improvement recommendations — draft and refine for management review following an analysis of communications or information-flow issues.
  5. Forms, reports, and distribution processes — confer with managers and end users to identify redundancies and recommend format improvements.
  6. Business intelligence and database query software — run moderately complex analyses to evaluate cost, inventory, or production data for client deliverables.
  7. Newly implemented procedures — support rollout by coordinating with affected personnel to ensure understanding and smooth adoption.
  8. Training sessions for updated forms or equipment — facilitate for small staff groups in accordance with organizational training policy.
  9. Competing priorities across multiple study workstreams — manage personal workload and deadlines using time-management tools on concurrent projects.
  10. Analytical conclusions — communicate clearly in oral briefings to functional managers and project stakeholders in a consulting environment.
Proficient
Senior / Expert IC
  1. Complex organizational problems spanning multiple functions — diagnose autonomously and develop data-driven solutions or restructuring alternatives for senior client leadership.
  2. Full-scope management studies — plan end-to-end, defining research questions, observation strategies, and analytical methods for engagements involving organizational change or cost analysis.
  3. Integrated data from interviews, observation, and system reports — synthesize to produce authoritative findings documents with actionable implementation recommendations.
  4. Non-routine information-flow or integrated production challenges — evaluate using systems analysis to identify root causes and propose scalable procedural redesigns.
  5. Personnel at all organizational levels — interview and observe with expert social perceptiveness to surface unstated constraints affecting unit performance.
  6. Comprehensive training programs and user manuals — design and deliver to equip workers with skills for new systems or reorganized workflows.
  7. Stakeholder resistance to recommended changes — address through persuasive written and verbal communication grounded in evidence from the study findings.
  8. Human resources, ERP, and web-platform tools — leverage to model workforce impacts and evaluate technology solutions as part of a systems evaluation.
  9. Client reporting formats and management dashboards — redesign in collaboration with leadership to improve decision-relevant information distribution.
  10. Newly implemented systems — monitor post-deployment performance and confer with concerned personnel to validate that operational outcomes meet projected targets.
Advanced
Lead / Principal / Executive
  1. Organizational strategy and analytical methodology — define and champion across a practice or enterprise to elevate the quality of management analysis at scale.
  2. Firm-wide or agency-wide study frameworks — architect to standardize how work problems, communications gaps, and cost-control challenges are scoped and evaluated.
  3. Senior client executives and C-suite stakeholders — advise on systemic organizational change initiatives, translating complex analytical findings into strategic decisions.
  4. Cross-functional analyst teams — lead and mentor, modeling critical thinking and judgment standards that develop junior and mid-level practitioners.
  5. Emerging business intelligence and data analysis technologies — evaluate and sponsor adoption to keep the organization's analytical capabilities at the leading edge.
  6. Portfolio of concurrent client or enterprise engagements — oversee resource allocation, quality assurance, and delivery risk across all active management analysis projects.
  7. Organizational change communications plans — authorize and guide to ensure newly implemented systems and procedures gain acceptance at every personnel level.
  8. Governance policies for documentation, reporting, and data stewardship — establish to ensure analytical products meet regulatory, legal, and ethical standards.
  9. Industry and academic knowledge on management science, economics, and human behavior — integrate into practice standards to drive innovation in analytical approaches.
  10. Organizational performance measurement systems — design and institutionalize, enabling continuous monitoring of operational efficiency and sustained improvement over time.

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. AI-assisted information gathering — uses an LLM to consolidate raw notes, survey responses, and policy documents into organized summaries, then reviews the output for accuracy before incorporating it into study materials 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. Routine data lookup delegation — hands off well-scoped research queries to an AI assistant to retrieve background statistics and precedent cases, freeing analyst time for interpretation Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Developing
  1. Structured problem framing — directs an AI tool to draft initial problem statements and scope outlines for organizational studies, then refines the framing through active listening sessions with client personnel 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. Draft recommendation generation — prompts an AI assistant to produce first-draft findings documents from organized data sets, then applies critical thinking to revise conclusions and validate logic before client delivery 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..
  3. Data pattern identification — instructs an AI tool to surface anomalies and trends across collected operational data, then cross-checks outputs against domain knowledge to filter spurious findings 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. End-to-end report orchestration — directs an AI assistant through multi-section deliverable production, assigning discrete analytical subtasks sequentially while retaining authorship of strategic recommendations and implementation logic 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. Alternative-solution stress testing — feeds competing procedural options into an LLM to generate comparative pros-and-cons analyses, then applies judgment and decision-making criteria to select the recommended course of action Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  3. Stakeholder communication drafting — uses an AI tool to produce presentation scripts and executive summaries from technical findings, then edits for audience-appropriate tone and organizational context before delivery Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  4. Workflow redesign modeling — prompts an AI assistant to map current-state process flows from documentation and interview transcripts, then validates the output against observed operations and redesigns target-state flows 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..
Advanced
  1. Autonomous agent supervision — deploys AI agents to execute extended research-and-synthesis workstreams across large document corpora, monitoring outputs at defined checkpoints and intervening when reasoning diverges from client context 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. AI output quality governance — establishes prompt standards, output review protocols, and escalation criteria for AI-assisted analytical work across an engagement team, ensuring consistency and defensibility of all AI-generated findings 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..
  3. Critical thinking boundary management — identifies the subset of judgment-intensive tasks — stakeholder negotiation, ambiguous organizational diagnosis, ethical trade-off resolution — that remain outside current AI automation feasibility and structures engagements to protect that human-led work 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..
Evidence pack
AEI usage
Task observations: 1568
Augment share: 95%
Time saved: 82.9%
AI autonomy: 3.08
SAFI positioning
Top skill: Critical Thinking
Score: 57.9 / 100
precision: category_estimate
WEF cluster
Data Science and Analysis
data_science_and_analysis
Sources: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.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). 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.

1Communication10 statements
Emerging
  1. Stakeholder interview preparation — drafts structured question sets to gather basic information on work problems or procedures from unit personnel 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. Report documentation — transcribes meeting notes and observation findings into organized written summaries for review by senior analysts 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. Personnel interview execution — conducts on-site interviews with unit staff to ascertain functions, methods, and equipment used, adapting questions based on respondent answers 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. Findings presentation — communicates study results and preliminary recommendations to supervisors using structured verbal and written formats 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. Cross-functional correspondence — drafts memos and status updates to keep management and user groups informed on analysis progress Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Recommendation documentation — prepares clear, evidence-based reports outlining findings and implementation plans for new systems, procedures, or organizational 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. Management briefing — delivers concise verbal presentations of complex analytical findings to senior leadership, translating technical detail into actionable guidance 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. Training material development — writes user manuals and procedural guides enabling workers to adopt new forms, reports, or processes according to organizational policy O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Executive-level communication strategy — crafts and delivers multi-audience communication plans that align stakeholder messaging across organizational levels during large-scale change initiatives 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. Organizational narrative authorship — authors comprehensive change management documentation that integrates data, process logic, and human impact into persuasive implementation cases 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.
2Leadership8 statements
Emerging
  1. Project task ownership — takes responsibility for discrete data-gathering tasks within a larger study, meeting assigned deadlines without requiring close supervision Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Peer guidance — shares observation and interview techniques with junior team members during collaborative field studies Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Study planning initiative — proposes scope and methodology for work-problem studies, including organizational change or cost analysis components, without waiting for explicit direction 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. Implementation coordination — leads post-study follow-up sessions with affected personnel to ensure newly implemented systems function as intended 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. Analyst team direction — assigns research tasks, sets milestones, and reviews deliverables across a multi-person analysis team working on integrated organizational studies 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 champion role — advocates for recommended procedural changes with resistant stakeholders, maintaining momentum and resolving objections during implementation phases 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. Practice area leadership — establishes standards, methodologies, and quality benchmarks for a management analysis function across an enterprise or consulting practice Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Organizational transformation leadership — guides executive sponsors and cross-functional teams through enterprise-wide restructuring, sustaining alignment and accountability across all phases 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.
3Metacognition8 statements
Emerging
  1. Analytical self-assessment — identifies personal knowledge gaps before beginning a study on an unfamiliar domain such as inventory control or integrated production methods Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Learning strategy selection — chooses between interviewing, observation, or document review based on reflection on which method best suits the information needed 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. Bias recognition — monitors own assumptions during data interpretation to avoid anchoring conclusions on pre-existing organizational narratives Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Methodology evaluation — reflects on the effectiveness of a completed study's data-gathering approach and adjusts techniques for subsequent engagements 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 load management — structures complex multi-variable analyses into sequential thinking phases to maintain clarity and avoid analytical errors under project pressure Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Feedback integration — systematically incorporates client and peer critique of prior recommendations into refined analytical frameworks for future studies Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Analytical model calibration — evaluates the theoretical assumptions underlying chosen analytical frameworks and deliberately selects or constructs models that match the problem context Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Mentored self-reflection practice — coaches junior analysts to develop metacognitive habits, including pre-study planning, mid-study monitoring, and post-study debrief routines Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
4Critical Thinking9 statements
Emerging
  1. Data organization — gathers and categorizes information on organizational problems or procedures, distinguishing relevant data from extraneous detail 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. Assumption identification — flags unstated assumptions in existing procedures during initial review of forms, reports, and workflow documentation 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. Root cause analysis — traces operational inefficiencies to underlying process, personnel, or systems causes through structured evidence review and personnel interviews 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. Alternative solution generation — develops multiple procedural alternatives when a single recommended change carries implementation risk, evaluating each against defined criteria 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. Systems evaluation — assesses how proposed organizational changes interact with existing information flows, production methods, and cost structures to identify unintended consequences 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. Evidence-based judgment — weighs quantitative data, qualitative interview findings, and on-site observations to form defensible recommendations on organizational change 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. Competing hypothesis testing — constructs and systematically eliminates rival explanations for observed organizational performance problems before committing to a recommendation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Second-order impact analysis — anticipates downstream effects of recommended systemic changes on adjacent departments, client relationships, and long-term 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.
  2. Critical thinking framework development — designs replicable analytical models for organizational diagnosis that other analysts can apply consistently across diverse client contexts Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
5Collaboration8 statements
Emerging
  1. Cross-unit cooperation — works alongside department personnel during on-site observation without disrupting workflows, building trust needed for honest information sharing 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. Team data sharing — contributes organized field notes and gathered data to shared analyst workspaces, enabling colleagues to build on collected information Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Stakeholder co-design — involves management and end users in reviewing report formats and distribution plans, incorporating their input to improve recommendation relevance 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. Interdisciplinary coordination — collaborates with IT, HR, and operations personnel to align systems analysis findings with technical and human-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.
Applying
  1. Implementation team integration — works jointly with client personnel during new system rollout, conferring regularly to resolve adoption issues and sustain procedural compliance 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 — mediates disagreements between functional units with competing priorities during organizational change studies, preserving working relationships and project momentum Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Enterprise collaboration architecture — designs stakeholder engagement models that structure participation across hierarchical levels and business units throughout multi-phase transformation projects 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. Cross-organizational partnership leadership — builds and sustains collaborative relationships with external clients, vendors, and regulatory bodies throughout complex, long-duration engagements Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
6Character8 statements
Emerging
  1. Data integrity practice — records interview responses and observation findings accurately without selectively omitting information that contradicts expected conclusions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Confidentiality adherence — handles sensitive organizational and personnel information gathered during studies in accordance with client confidentiality expectations 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. Objective reporting — documents study findings that challenge management's preferred narrative, presenting evidence without distortion or omission to protect recommendation integrity 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. Accountability ownership — acknowledges errors in data analysis or procedural recommendations and initiates corrective action before client impact occurs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Ethical recommendation practice — declines to recommend organizational changes that would produce measurable harm to workers or clients even when client pressure favors expedient solutions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Professional boundary maintenance — navigates conflicting stakeholder interests during organizational studies without allowing advocacy for any single group to compromise analytical neutrality 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 ethics stewardship — establishes ethical standards for analytical practice within a consulting team, modeling and enforcing conduct that protects both client and affected employee interests Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Trust-based advisor role — builds long-term client relationships grounded in consistent transparency, intellectual honesty, and delivery on commitments across multiple engagements 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.
7Creativity8 statements
Emerging
  1. Process improvement ideation — generates initial list of alternative workflow approaches during study planning, including options beyond those explicitly requested by the client 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. Data visualization exploration — experiments with different formats for presenting analytical findings to make complex organizational data more accessible to non-technical audiences Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Cross-industry solution transfer — applies organizational solutions observed in one industry context to an analogous problem in a different sector, adapting for local constraints Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Novel study design — constructs data-gathering methodologies that combine interview, observation, and document analysis in sequences tailored to the unique structure of the target organization 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. Innovative process redesign — engineers organizational procedures that eliminate structural inefficiencies while introducing new workflow logic not previously considered by the client 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. Creative problem framing — redefines client-presented problems to reveal root causes obscured by conventional organizational assumptions, opening solution spaces beyond initial scope 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. Analytical innovation leadership — introduces new frameworks, tools, or methodologies to the analyst practice that expand the team's capacity to solve previously intractable organizational problems Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Organizational redesign invention — architects fundamentally new operating models for client organizations, synthesizing structural, technological, and human-capital elements into integrated solutions 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.
8Growth Mindset8 statements
Emerging
  1. Domain learning initiative — proactively studies unfamiliar functional areas such as inventory control or cost analysis before beginning a study in that domain 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. Criticism acceptance — receives supervisor feedback on draft recommendations without defensiveness, using critique to revise analytical approach Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Skill gap pursuit — identifies deficiencies in quantitative or systems-analysis skills between engagements and undertakes targeted learning to close those gaps before the next project Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Setback reframing — treats a rejected or substantially revised recommendation as diagnostic data about client context, using it to sharpen subsequent problem framing Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Stretch assignment acceptance — volunteers for organizational studies in unfamiliar industries or problem types, treating capability stretch as essential to professional development Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Iterative improvement commitment — revises analytical models and recommendation frameworks across multiple client engagements based on accumulated outcome data rather than defaulting to familiar approaches 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. Learning culture modeling — demonstrates visible intellectual curiosity and public acknowledgment of learning from failure, establishing a growth-oriented norm within the analyst team Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Continuous methodology evolution — systematically integrates emerging research on organizational behavior, systems thinking, and decision science into evolving personal practice 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.
9Mindfulness8 statements
Emerging
  1. Observation attention — maintains sustained, distraction-free focus during on-site workflow observation to capture accurate and complete data on personnel and methods 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. Active listening practice — gives full auditory and visual attention during personnel interviews, resisting the urge to formulate responses while the interviewee is still speaking 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. Emotional regulation in interviews — manages frustration or impatience when interview subjects are evasive or uncooperative, maintaining neutral tone to preserve data quality Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Intentional meeting presence — enters client meetings with explicit attention to listening before advising, avoiding premature solution advocacy during early-stage discovery conversations 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. Stress-aware decision-making — recognizes when deadline pressure is degrading analytical rigor and deliberately pauses to restore structured thinking before finalizing recommendations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Stakeholder cue attentiveness — detects subtle emotional and organizational signals during client interactions that indicate unstated concerns, resistance, or misalignment with proposed 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.
Exceeding
  1. High-stakes composure — maintains deliberate, clear-headed judgment during contentious executive presentations or politically charged organizational change negotiations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Team mindfulness facilitation — introduces structured reflection practices into project team routines to sustain collective attention quality and reduce reactive decision-making under pressure Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
10Fortitude8 statements
Emerging
  1. Ambiguity tolerance — continues data gathering and analysis when the scope of an organizational problem is undefined, resisting the urge to prematurely narrow the study 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. Rejection persistence — resubmits revised study proposals after initial client rejection, incorporating feedback without abandoning the analytical approach Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Stakeholder resistance navigation — sustains analytical objectivity and professional engagement when organizational personnel resist the study process or withhold 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.
  2. Extended study endurance — maintains rigor and output quality throughout long-duration organizational studies involving repeated data collection cycles across multiple sites 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. Unpopular recommendation delivery — presents findings that contradict leadership preferences or require significant organizational disruption, standing behind evidence-based conclusions under pressure 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. Implementation setback recovery — sustains client and team confidence after a recommended process change encounters operational failure, diagnosing the issue and driving corrective action 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. Crisis-context analysis — delivers coherent organizational diagnoses and actionable recommendations under conditions of institutional disruption, resource constraint, or executive conflict Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Sustained change advocacy — persists across multi-year client relationships to see difficult organizational transformations through to measurable outcome, maintaining commitment when enthusiasm among stakeholders wanes 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.
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.
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Source anchors that ground each statement

Related titles
Administrative Analyst · Administrative Support Coordinator · Business Analyst · Business Consultant · Business Development Analyst · Business Management Analyst · Business Management Consultant · Business Operations Analyst · Business Process Analyst · Business Process Consultant · Business Systems Analyst · Clerical Methods Analyst
RAPIDS apprenticeships
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O*NET skills
Critical ThinkingActive ListeningReading ComprehensionComplex Problem SolvingJudgment and Decision MakingSpeakingWritingSystems EvaluationCoordinationMonitoringSocial PerceptivenessSystems AnalysisPersuasionTime ManagementInstructingService OrientationActive LearningNegotiationManagement of Personnel ResourcesMathematicsLearning StrategiesOperations Analysis
Knowledge domains
English LanguageAdministration and ManagementCustomer and Personal ServiceMathematicsEducation and TrainingComputers and ElectronicsEconomics and AccountingLaw and GovernmentPersonnel and Human ResourcesSales and MarketingPsychologyCommunications and MediaSociology and Anthropology
Abilities
Problem SensitivityOral ComprehensionWritten ComprehensionOral ExpressionDeductive ReasoningWritten ExpressionInductive ReasoningSpeech RecognitionSpeech ClarityFluency of Ideas
Work styles
Attention to DetailIntegrityAchievement OrientationInnovationIntellectual CuriosityDependability
Technology
Word processing softwareDocument management softwareDevelopment environment softwareWeb page creation and editing softwareDesktop publishing softwareHuman resources softwareObject or component oriented development softwareData base user interface and query softwareWeb platform development softwareBusiness intelligence and data analysis software
Tasks · seed anchors for statements
  1. Gather and organize information on problems or procedures.
  2. Confer with personnel concerned to ensure successful functioning of newly implemented systems or procedures.
  3. Analyze data gathered and develop solutions or alternative methods of proceeding.
  4. Document findings of study and prepare recommendations for implementation of new systems, procedures, or organizational changes.
  5. Plan study of work problems and procedures, such as organizational change, communications, information flow, integrated production methods, inventory control, or cost analysis.
  6. Interview personnel and conduct on-site observation to ascertain unit functions, work performed, and methods, equipment, and personnel used.
  7. Prepare manuals and train workers in use of new forms, reports, procedures or equipment, according to organizational policy.
  8. Review forms and reports and confer with management and users about format, distribution, and purpose, identifying problems and improvements.
CIP education codes
13.060113.060313.060413.060813.069927.060130.710130.710230.710330.710430.719942.280452.010152.020152.021352.060152.1301

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.