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First-Line Supervisors of Non-Retail Sales Workers

SOC 41-1012.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis framework covers supervisory and leadership competencies for First-Line Supervisors of Non-Retail Sales Workers operating in B2B, wholesale, and commercial sales environments, from entry-level oversight through executive-level strategy and organizational leadership.

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. Sales staff performance data — collect and organize under supervisor guidance to support goal-tracking in a B2B or wholesale sales environment.
  2. Customer complaints regarding products or personnel — document and escalate to senior supervisors following established resolution protocols.
  3. Daily work schedules — assist in preparing and distributing to sales team members under direction from a district or regional manager.
  4. Employee records pertaining to purchases, sales, and requisitions — maintain accurately using spreadsheet software in a structured office setting.
  5. New sales staff onboarding materials — help coordinate and deliver under the direction of an experienced supervisor during training cycles.
  6. CRM software entries — input and update customer interaction data under guidance to support team-wide pipeline visibility.
  7. Cash receipts and basic inventory counts — assist in reconciling discrepancies under close oversight in a sales operations environment.
  8. Staff meetings and team briefings — participate in and take notes, supporting senior supervisors in communicating priorities to sales personnel.
  9. Company sales procedures and policies — read, interpret, and apply to routine daily tasks within a supervised non-retail sales setting.
  10. Active listening techniques — apply during customer-facing interactions and team check-ins to identify issues and relay accurate information to supervisors.
Developing
Mid-level / Established
  1. Sales staff performance metrics — monitor against established targets on a recurring basis and flag underperformance for corrective action in a mid-sized sales operation.
  2. Difficult or complex customer complaints — resolve independently by applying product knowledge and service protocols, escalating only when organizational policy requires.
  3. Employee work assignments — plan and distribute across a sales team based on skill sets, availability, and shifting daily priorities in a non-retail environment.
  4. Personnel evaluations — conduct structured performance reviews using established criteria and provide constructive feedback to individual sales representatives.
  5. Sales and requisition records — maintain and reconcile with accuracy using ERP or accounting software to support financial reporting cycles.
  6. New hire orientation and skills training — design and deliver for entry-level sales staff, adapting instruction to individual learning needs.
  7. Sales territory coverage and scheduling gaps — identify and resolve proactively by coordinating across team members in a regional sales setting.
  8. Customer relationship management software — use routinely to track account activity, monitor pipeline health, and inform team coaching conversations.
  9. Cross-functional communication — coordinate with warehouse, finance, or marketing teams to resolve order fulfillment or pricing issues affecting sales outcomes.
  10. Sales team conflict or interpersonal issues — address using active listening and social perceptiveness to restore collaboration and maintain morale.
Proficient
Senior / Expert IC
  1. Full sales team performance — oversee autonomously across all accounts and territories, applying deductive reasoning to identify root causes of performance gaps and implement targeted interventions.
  2. Customer escalations involving service failures or personnel disputes — resolve with full authority, negotiating outcomes that protect customer relationships and company reputation.
  3. Staffing models and shift structures — design and optimize for a non-retail sales workforce to balance coverage, cost, and productivity across varied selling cycles.
  4. Hiring, development, and separation decisions — execute independently, applying personnel and HR knowledge to ensure legal compliance and strategic fit within the sales organization.
  5. Sales growth strategies — contribute substantively to executive planning sessions, using market data, financial analysis software, and persuasion to advocate for territory expansion or new channels.
  6. Complex problem-solving across operations — diagnose multifactor issues in inventory, cash reconciliation, or quota attainment and lead cross-departmental corrective actions.
  7. Training curricula and learning strategies — develop for the full range of sales competencies, incorporating adult-learning principles to accelerate staff capability development.
  8. Sales performance reports and financial summaries — author with precision using ERP and spreadsheet software, providing written analysis consumed by senior leadership.
  9. CRM and enterprise integration tools — leverage across the team to enforce data discipline, forecast accuracy, and accountability at the individual-account level.
  10. Market and competitive intelligence — synthesize continuously through active learning and critical thinking to adjust team tactics and recommend strategic pivots to management.
Advanced
Lead / Principal / Executive
  1. Organizational sales strategy — set direction and lead implementation across multiple teams or regions, aligning goals with executive priorities and long-term market positioning.
  2. Supervisory talent pipeline — identify, mentor, and develop high-potential sales supervisors, creating succession plans that sustain organizational performance across leadership transitions.
  3. Enterprise-wide sales procedures and workforce policies — design and institutionalize, ensuring consistency, legal compliance, and alignment with company growth objectives across all non-retail sales units.
  4. Senior company officials and cross-functional executives — engage through structured confer sessions to co-develop market expansion initiatives, channel strategies, and revenue acceleration programs.
  5. Organizational performance culture — establish and model, embedding achievement orientation, accountability, and customer-service excellence as defining norms across the full sales workforce.
  6. Complex, high-stakes negotiations with key accounts or strategic partners — lead with authority, applying advanced persuasion and judgment to close agreements that materially impact revenue targets.
  7. Financial and operational reporting frameworks — architect at the leadership level, directing the use of ERP, financial analysis software, and data query tools to enable fact-based executive decision-making.
  8. Workforce planning and large-scale hiring initiatives — direct in response to organizational growth, acquisition, or market shifts, applying personnel and HR knowledge to scale teams efficiently.
  9. Technology adoption and process improvement — champion across the sales organization, evaluating and integrating CRM, ERP, and process-mapping tools to drive measurable efficiency gains.
  10. Organizational learning and continuous improvement culture — lead through the design of enterprise training systems, modeling active learning and learning-strategy innovation that elevates capability across all levels of the sales workforce.

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-generated performance summaries — reviews AI-produced sales staff reports to get a baseline picture of goal attainment, while still manually confirming figures against source records Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  2. Record-keeping assistance — uses AI tools to draft purchase, sales, and requisition logs from raw input data, checking each entry before filing Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Developing
  1. Sales-goal monitoring dashboard — directs an AI assistant to aggregate individual rep metrics into a unified performance view, then interprets the output to prioritize coaching conversations 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. Customer complaint triage — delegates initial categorization of customer complaints to an AI tool, then applies active listening and social perceptiveness when personally resolving escalated cases 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. Staff communication drafting — hands off routine announcements, policy reminders, and meeting agendas to an AI writing assistant, then edits the output to match team tone and supervisory intent Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Proficient
  1. Performance-gap analysis — instructs an AI system to cross-reference sales targets with actuals and flag underperformers, then designs targeted support plans based on the AI's findings while retaining all personnel decisions 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. Coaching-content generation — commissions AI-drafted talking points and scenario-based training materials for difficult or complicated sales duties, then delivers and adapts the content in live coaching sessions 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. Inventory reconciliation acceleration — uses AI tools to match cash receipts and inventory counts against system records, freeing supervisory time for direct employee guidance rather than manual tallying Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  4. Workload coordination — runs AI-assisted scheduling and task-assignment models to balance team workload across territories or accounts, verifying that human factors like skill fit and morale are accounted for before publishing assignments 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..
Advanced
  1. AI-augmented workforce strategy — integrates AI forecasting of pipeline trends and headcount needs into quarterly personnel planning, synthesizing model outputs with frontline observation to set staffing and quota decisions 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. Autonomous AI agent oversight — deploys AI agents to handle routine monitoring and reporting workflows at near-full autonomy (reflecting a mean autonomy index of 3.24), while maintaining supervisory authority over performance consequences and personnel actions Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  3. Cross-functional AI orchestration — coordinates AI tools across sales, inventory, and customer-service functions to surface systemic bottlenecks, then directs corrective actions that no single automated system is authorised to execute independently WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  4. AI governance for sales teams — establishes team-level norms for acceptable AI use in customer interactions and record-keeping, evaluating tool outputs for accuracy and bias before integrating results into formal performance reviews 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: 1039
Augment share: 95%
Time saved: 79.6%
AI autonomy: 3.24
SAFI positioning
Top skill: Management of Personnel Resources
Score: 59.2 / 100
precision: category_estimate
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.

1Communication12 statements
Emerging
  1. Sales team briefing — delivers basic shift updates and task assignments to sales staff using clear verbal instructions 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 complaint intake — listens to customer grievances about products or personnel and restates concerns to confirm 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.
  3. Upward reporting — relays basic sales performance data to company officials using standard reporting formats O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Performance feedback delivery — communicates individual sales targets and progress gaps to staff members during one-on-one check-ins 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-functional communication — conveys sales floor needs, staffing issues, and inventory concerns to adjacent departments with appropriate 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.
  3. Customer resolution dialogue — addresses escalated customer complaints by articulating service recovery steps and setting clear expectations O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Sales strategy communication — translates company directives on market expansion and promotional initiatives into actionable instructions for the sales 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.
  2. Written records management — maintains accurate purchase, sales, and requisition documentation that communicates transactional history to internal stakeholders O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Staff coaching conversation — conducts structured performance discussions that identify behavioral gaps and co-create improvement plans with sales 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.
Exceeding
  1. Executive-level presentation — presents sales trend analyses, staffing recommendations, and market expansion proposals to company leadership with persuasive clarity 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 team communication protocols and feedback loops that ensure consistent information flow across shifts and territories 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. Conflict mediation — navigates complex interpersonal disputes between customers and personnel by facilitating structured dialogue that restores productive relationships 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.
2Leadership11 statements
Emerging
  1. Task delegation — assigns specific sales duties and coverage responsibilities to team members based on daily scheduling needs 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 direction — guides sales staff through routine procedures by modeling expected behaviors and explaining role 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. Performance monitoring — tracks individual and team sales metrics against targets and intervenes with corrective guidance when shortfalls are detected 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. Hiring participation — contributes to candidate screening and selection processes by evaluating applicants against defined sales role criteria O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Schedule management — prepares work schedules that balance coverage needs, employee availability, and peak sales periods to sustain team productivity O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Team development leadership — designs and delivers training programs that build sales competencies and accelerate new hire productivity 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 accountability — conducts formal employee evaluations, documents outcomes, and administers recognition or corrective action with consistency and fairness O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Sales initiative leadership — leads team implementation of new sales procedures, promotional campaigns, and market-expansion strategies directed by company officials 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. Supervisory vision — shapes team culture and long-term performance standards by establishing a leadership philosophy grounded in accountability, development, and sales excellence 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 mentors high-potential sales employees for advancement into supervisory roles Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Organizational influence — partners with company officials to redesign sales management methods and personnel structures that scale results across multiple teams O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
3Metacognition9 statements
Emerging
  1. Supervisory self-assessment — recognizes personal knowledge gaps in personnel management or sales processes and seeks guidance from senior managers Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Decision reflection — pauses to review the outcomes of daily supervisory decisions such as scheduling or task assignments to identify immediate improvement opportunities Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Learning strategy selection — identifies the most effective methods for acquiring new knowledge in sales analytics, HR compliance, or inventory management and applies them independently Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Bias recognition — identifies personal assumptions about individual sales staff performance and adjusts evaluations to reflect objective 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.
Applying
  1. Supervisory pattern analysis — monitors recurring outcomes across personnel decisions, customer complaint resolutions, and sales results to detect and correct systematic errors in judgment 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 management awareness — evaluates the effectiveness of current supervisory approaches against team performance trends and adjusts leadership strategies accordingly Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Feedback integration — systematically incorporates input from company officials, staff, and customers into revised management practices 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. Cognitive modeling for teams — teaches sales staff metacognitive practices such as self-monitoring of sales behaviors and reflective review of customer interactions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Strategic self-regulation — maintains disciplined awareness of how personal stress, bias, and workload affect supervisory quality and implements countermeasures during high-pressure periods Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
4Critical Thinking10 statements
Emerging
  1. Sales data interpretation — reads basic sales reports and identifies whether individual staff members are on track to meet assigned 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. Problem identification — recognizes when customer complaints, inventory discrepancies, or staff performance issues require supervisory intervention 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 — investigates the underlying causes of recurring customer complaints or underperforming sales territories before implementing corrective actions 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. Options evaluation — assesses multiple scheduling or staffing approaches against business constraints before selecting the most operationally sound solution 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. Evidence-based personnel decisions — applies objective performance evidence from sales metrics, observation, and customer feedback to support hiring, promotion, and corrective-action 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.
  2. Market opportunity assessment — evaluates data on customer trends, competitor activity, and territory performance to inform recommendations for market expansion or promotional investment 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. Assumption testing — challenges team members' sales strategy assumptions by requesting supporting data and facilitating structured reasoning before execution Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Strategic judgment under uncertainty — makes high-stakes staffing and sales direction decisions in ambiguous market conditions by synthesizing incomplete data with operational experience 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. Systems-level problem solving — identifies interdependencies between sales performance, inventory management, personnel practices, and customer satisfaction to propose holistic operational improvements 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. Critical reasoning culture — establishes team norms that reward evidence-based decision making and discourage reactive or assumption-driven sales behaviors Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
5Collaboration10 statements
Emerging
  1. Peer cooperation — works alongside other supervisors and department leads to coordinate shared resources such as staff coverage and promotional materials Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Team participation — contributes to group problem-solving discussions about sales challenges by sharing observations from the sales floor 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 coordination — collaborates with inventory, logistics, and finance teams to align sales operations with supply availability and 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. Staff co-problem-solving — engages sales team members in identifying solutions to difficult customer situations or process inefficiencies rather than directing unilaterally 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. Interdepartmental initiative execution — coordinates with marketing, HR, and operations to implement company-wide sales campaigns and staffing initiatives with minimal friction 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 within teams — mediates disagreements between sales staff members by facilitating resolution processes that preserve team cohesion and maintain productivity 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. Shared goal alignment — builds consensus among diverse sales team members around common performance targets and equitable workload distribution Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Collaborative strategy development — partners with company officials and peer supervisors to co-design sales procedures, territory assignments, and incentive structures that reflect collective expertise 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. High-performance team architecture — constructs team compositions, role definitions, and collaborative norms that maximize collective sales output across diverse personnel Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. External collaboration leadership — builds productive collaborative relationships with key customers, vendors, and channel partners that extend the team's market reach 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.
6Character10 statements
Emerging
  1. Ethical conduct in recordkeeping — maintains accurate and unaltered records of purchases, sales, and requisitions without misrepresentation 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. Consistent professional conduct — models punctuality, respectful communication, and adherence to company policies in all interactions with staff and customers Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Accountability in performance management — accepts responsibility for team shortfalls in sales goals rather than deflecting blame to individual staff members 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. Fair treatment in supervision — applies performance standards, disciplinary procedures, and recognition practices consistently across all sales team members regardless of personal relationships 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. Integrity in personnel decisions — bases hiring, promotion, and termination decisions on documented performance evidence and established criteria rather than favoritism or bias 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. Transparent communication with leadership — reports sales performance, staffing challenges, and operational problems to company officials accurately even when outcomes are unfavorable 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. Ethical customer resolution — resolves customer complaints in ways that honor both organizational policy and the customer's legitimate interests without misrepresenting product or service capabilities 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. Character-based team culture — establishes a team environment where honesty, accountability, and professional conduct are expected standards reinforced through supervisory modeling and consequence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Ethical leadership under pressure — maintains principled decision making when organizational pressures to inflate metrics, cut corners, or overlook policy violations arise Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Professional accountability advocacy — advocates for fair HR practices and ethical sales standards within the organization, even when doing so challenges prevailing norms 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.
7Creativity9 statements
Emerging
  1. Scheduling innovation — experiments with modified shift configurations or coverage arrangements to address recurring staffing gaps in the sales operation 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 engagement ideas — suggests novel promotional approaches or service touches based on direct observation of customer interactions on the sales floor 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. Sales incentive design — proposes creative team motivation strategies such as recognition programs or challenge structures that drive goal attainment without increasing cost 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 persistent sales performance problems from alternative angles when standard interventions have not produced results Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Market expansion ideation — generates original approaches for entering new customer segments or territories by synthesizing knowledge of customer needs, competitive gaps, and team capabilities 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. Training content creation — develops engaging, role-specific training scenarios and coaching tools that improve skill transfer for sales staff more effectively than generic materials 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. Process improvement invention — redesigns sales floor workflows, reporting procedures, or customer handling protocols to eliminate friction and increase throughput Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Innovation leadership — creates a team environment where sales staff are encouraged to pilot new customer engagement methods and rapid-cycle test unconventional approaches Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Strategic creative contribution — brings original sales strategy concepts to company leadership discussions that result in new product positioning, market initiatives, or organizational structures 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 Mindset10 statements
Emerging
  1. Feedback receptivity — receives performance feedback from district managers or senior supervisors without defensiveness and identifies one actionable change in response Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Skill gap acknowledgment — openly identifies areas of supervisory development such as financial reporting or HR compliance and pursues available learning resources Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Setback recovery — responds to missed sales targets or team performance failures by analyzing contributing factors and adjusting management strategies for the next cycle 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. Continuous learning pursuit — seeks out training opportunities in sales management, customer service leadership, or personnel development to expand supervisory capability Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Effort-based performance coaching — coaches sales staff to attribute performance outcomes to effort, strategy, and preparation rather than fixed talent or external conditions 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. Challenge seeking — volunteers to lead high-stakes sales initiatives, difficult personnel situations, or new territory assignments as opportunities for professional growth Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Iterative improvement practice — reviews outcomes of management decisions on a regular cycle and applies incremental refinements to supervisory methods based on results 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. Growth culture cultivation — builds team norms where sales staff openly share failures, request coaching, and view skill development as a core job expectation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Organizational learning advocacy — presents evidence from team experimentation and performance cycles to company officials as input for systemic improvement of sales management practices 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. Mentorship through modeling — demonstrates personal growth mindset behaviors visibly to the team, creating a supervisory example that normalizes learning effort and resilience Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
9Mindfulness9 statements
Emerging
  1. Attentive listening on the floor — gives full attention during staff briefings and customer interactions without distraction from competing operational demands 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. Stress signal recognition — identifies personal signs of emotional reactivity during high-pressure sales periods and applies basic self-regulation practices before responding Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Intentional observation — conducts deliberate floor monitoring sessions to detect staff performance trends and customer experience issues rather than relying on incidental awareness 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. Emotionally regulated response — manages personal frustration during contentious customer complaints or staff performance confrontations to maintain productive dialogue 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. Present-focused decision making — suspends multitasking during critical personnel conversations, scheduling decisions, and escalated customer situations to ensure full situational comprehension 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 emotional climate awareness — reads the emotional state of the sales team during high-stress periods such as peak seasons or quota deadlines and adjusts management approach accordingly Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Intentional communication pacing — selects the appropriate timing and setting for difficult conversations with staff members to maximize receptivity and minimize defensive reactions 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. Mindful leadership modeling — demonstrates consistent emotional regulation, intentional presence, and deliberate communication in all supervisory interactions, setting a team standard Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Systemic attention management — designs operational rhythms, meeting cadences, and interruption protocols that allow the sales team to maintain focused, productive work states Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
10Fortitude10 statements
Emerging
  1. Persistence through quota pressure — maintains consistent supervisory effort and positive team orientation during periods when sales targets are not being met 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. Discomfort tolerance — initiates difficult conversations with underperforming sales staff members despite interpersonal discomfort or anticipated pushback 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. Sustained performance under adversity — maintains quality of scheduling, monitoring, and coaching activities during staffing shortages, high customer complaint volumes, or market downturns 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. Courageous feedback delivery — provides candid, specific, and timely performance feedback to sales staff even when the message is unwelcome or relationships are strained 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. Resilient leadership during organizational change — guides the sales team through restructuring, new sales system implementations, or policy changes by maintaining operational stability and team confidence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Sustained accountability enforcement — follows through consistently on performance improvement plans and disciplinary processes over extended timeframes without erosion of standards 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. Crisis management persistence — sustains effective supervisory decision making and team direction during acute operational crises such as inventory failures, staffing emergencies, or major customer escalations 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 courage — advocates for team needs, ethical practices, and evidence-based sales strategies to company leadership even when positions are unpopular or politically risky Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Resilience culture building — shapes team norms that normalize persistence through setbacks, model recovery from failure, and sustain motivation across long and difficult sales cycles Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Long-horizon endurance — maintains strategic focus and supervisory quality over sustained periods of organizational difficulty, demonstrating the durability that anchors team performance 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.
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Related titles
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RAPIDS apprenticeships
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O*NET skills
Management of Personnel ResourcesActive ListeningSpeakingMonitoringSocial PerceptivenessCoordinationTime ManagementJudgment and Decision MakingPersuasionComplex Problem SolvingNegotiationReading ComprehensionWritingCritical ThinkingActive LearningLearning StrategiesInstructingSystems AnalysisSystems EvaluationService OrientationMathematics
Knowledge domains
Customer and Personal ServiceAdministration and ManagementEnglish LanguagePersonnel and Human ResourcesEconomics and AccountingSales and MarketingMathematicsEducation and Training
Abilities
Speech RecognitionOral ExpressionOral ComprehensionSpeech ClarityDeductive ReasoningInductive ReasoningWritten ComprehensionNear VisionInformation OrderingWritten Expression
Work styles
Leadership OrientationDependabilitySocial OrientationAchievement OrientationCooperationAttention to Detail
Technology
Accounting softwareVideo conferencing softwareCustomer relationship management CRM softwareFinancial analysis softwareEnterprise application integration softwareProcess mapping and design softwareGraphics or photo imaging softwareData base user interface and query softwareEnterprise resource planning ERP softwareSpreadsheet software
Tasks · seed anchors for statements
  1. Monitor sales staff performance to ensure that goals are met.
  2. Provide staff with assistance in performing difficult or complicated duties.
  3. Direct and supervise employees engaged in sales, inventory-taking, reconciling cash receipts, or performing specific services.
  4. Listen to and resolve customer complaints regarding services, products, or personnel.
  5. Keep records pertaining to purchases, sales, and requisitions.
  6. Hire, train, and evaluate personnel.
  7. Confer with company officials to develop methods and procedures to increase sales, expand markets, and promote business.
  8. Plan and prepare work schedules, and assign employees to specific duties.
CIP education codes
52.180452.189952.1909

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.