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SOC 15-1242
Database administrators correspond in the U.S. to O*NET-SOC 15-1242.00 (Database Administrators). They administer, test and implement computer databases using database management system knowledge: Modify existing databases and database management systems or direct programmers and analysts to make changes; plan, coordinate and implement security measures against accidental or unauthorized damage, modification or disclosure of information in computer files; plan and install database management system upgrades to improve performance; specify users and access levels for each database segment; test changes to database applications or systems; test programs or databases, correct errors and make necessary modifications; train users and answer questions; support junior staff or clients; approve, schedule, plan and supervise installation and testing of new products; set standards and guidance for software use and acquisition and protection of vulnerable information; write logical/physical database descriptions and specify identifiers or direct others to do so; develop data models describing data elements and uses under procedures; select and enter code to monitor database performance and create production databases; identify, assess and recommend hardware/software achieving required performance; consult database management system manual procedures to modify databases; identify and assess database industry trends and advise senior management; review programmer analysts' workflow charts to understand computer tasks; and revise corporate data dictionary definitions. Preparation level is Job Zone Four (considerable preparation, SVP 7.0 to below 8.0). Official education surveys show 89% require a bachelor's for new hires, 4% a post-baccalaureate certificate and 3% an associate's or other two-year degree. O*NET tasks, work context, preparation level and wages concern this detailed occupation itself. Its 2025 national wage page publishes annual and hourly percentiles, neither parent proxies nor figures for related database architects or data warehousing specialists. Similar Chinese roles are mostly database management, database operations or data platform jobs. Duties, employment and compensation scopes do not correspond one to one with this U.S. detailed occupation and cannot be interchanged.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((75+75+50)/3+0.5)=67; fermatmind-ai-impact-v1; 2026-10-18.
Work is mainly office-based or remote, with long periods facing terminals, monitoring dashboards and documents, and concentrated time pressure during incidents and change windows. Employers in professional and technical services, finance and insurance, educational services, government, information and other industries differ substantially in data sensitivity, availability requirements and change approval procedures.The core output is a sustainable, recoverable database service: data models and logical/physical database descriptions, change and deployment records, backup and recovery validation results, user and permission lists, performance and capacity monitoring metrics, and incident handling and impact explanations—not merely a database that is installed and runs.
Similar names for adjacent roles do not mean identical responsibilities. First compare whether the object is database management and changes, database structure design and architecture decisions, data warehouse modeling and loading, business systems analysis and design, security policies and incident response, or server and network operations and maintenance, and whether the role bears responsibility for data authorization, deployment approval or security incidents.
Database administrators, occupation 15-1242.00, administer, test and implement databases, coordinate changes and resolve performance/capacity/scalability problems, and may implement security measures. Of 18 tasks, 15 are core and 3 supplemental. Industry trends, workflow charts and data dictionary revisions are supplemental, not tasks everyone performs in full. Core tasks include approving, scheduling and supervising installation and testing; verify actual appointments and permissions separately. Duties may overlap with architects 15-1243.00 and warehousing specialists 15-1243.01. Check adjacent systems/network/security directions by duties; titles do not imply mutual exclusion. U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds.
Career direction comparison
The table below compares database administrators with five adjacent directions across occupational direction, core work and outputs, key differences, and the choices each suits better. Codes use O*NET-SOC. Sharing codes or data tools does not mean responsibilities, assessment criteria or qualifications are interchangeable.
| Career direction | Core work and outputs | Key differences | Which choices it suits better |
|---|---|---|---|
| Database Architects (adjacent occupation, 15-1243.00) | Design database structures and data architecture standards, deciding how data is organized, distributed and integrated. | The difference is a focus on architecture design and standard setting across systems and long-term evolution. This occupation focuses on existing database changes, performance, capacity and access control, with responsibility for availability and recoverability. | Better suited to people willing to design data architecture and standards over the long term. |
AI's impact on occupations
Editorial tool candidates: SQL/script drafts, log classification and preliminary metric explanations. Validate outputs in the applicable environment; efficiency, adoption and income causation have not been measured. OOH's statement that cloud services may limit DBA demand explains a projection; it cannot be rewritten as GenAI layoffs already occurring or managed automatic tuning for everyone. Among U.S. respondents, 90% report indoor controlled environments daily, 24% sitting for more than half the time, 92% email daily, and 71% contact with others most of the time. 16% report face-to-face discussions weekly or more but not daily, 70% making decisions weekly or more but not daily, and 22% time pressure weekly or more but not daily. 56% report substantial decision freedom, which does not automatically grant data/deployment permissions. Rounded figures are 68% with a typical 40-hour week, 16% over 40, and 15% under 40. These are not Chinese working hours or remote-work shares. AI Impact Score 67% is an editorial estimate. Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((75+75+50)/3+0.5)=67; fermatmind-ai-impact-v1; 2026-10-18.The three tasks, ratings and sources are listed in the FermatMind method source record on this page.
FermatMind AI Impact Score estimation method v1
FermatMind / 费马测试 · 2026-10-18
Mainland China wage reference
U.S. occupation code O*NET-SOC 15-1242.00. This round obtained no clear Chinese classification mapping or separate occupational wages, without asserting that corresponding statistics do not exist.
Compare Chinese roles by actual database duties; no one-to-one U.S.–China classification or actual recruitment conditions verified
Insufficient evidence: This round obtained no Chinese DBA occupational wage distribution or actual current recruitment offers. NBS2025 information technology industry annual average pre-tax wages of CNY 248752 for non-private units/128166 for private units are only background for legal-entity units with 5 or more employees actually classified in that industry. They exclude individually operated businesses/freelancers, and non-private does not mean only state-owned enterprises.
Insufficient evidence: This round obtained no Chinese DBA occupational wage distribution or actual recruitment offers. Matching employer industry background is listed separately.: This round obtained no Chinese occupational classification mapping, occupational wages or uniform compensation evidence clearly corresponding to O*NET-SOC 15-1242.00. This does not establish that China lacks corresponding classifications or statistics. Check actual responsibilities and pay conditions at the target employer; do not treat industry means as this occupation's wages.
U.S. wage reference
2025 U.S. occupation OEWS annual wages at percentiles 10/25/50/75/90 are USD 60230/79610/104620/135460/163320; hourly figures are 28.96/38.28/50.30/65.13/78.52. Annual figures are published directly. Straight-time pre-tax pay includes some incentive bonuses/allowances and excludes overtime and shift differentials, among other items, and excludes the self-employed. Percentiles are not seniority, starting wages or personal after-tax income; they do not establish causal industry factors or Chinese wages.
| Wage position | Wage reference (annual) | Income scope boundaries | How to understand this position |
|---|---|---|---|
| Lower wage position (percentile 10) | USD 60230/year; USD 28.96/hour (2025 percentile 10, not a starting wage) | Lower statistical position in the distribution; includes some incentive bonuses/allowances and excludes overtime and shift differentials, among other items | 2025 U.S. occupation OEWS annual wages at percentiles 10/25/50/75/90 are USD 60230/79610/104620/135460/163320; hourly figures are 28.96/38.28/50.30/65.13/78.52. Annual figures are published directly. Straight-time pre-tax pay includes some incentive bonuses/allowances and excludes overtime and shift differentials, among other items, and excludes the self-employed. Percentiles are not seniority, starting wages or personal after-tax income; they do not establish causal industry factors or Chinese wages. |
Career fit guide
Fit is not a personality judgment, but a comparison of the real demands of daily work—putting availability and data correctness ahead of personal preferences, accepting substantial time on backup/recovery validation, permission reviews and change reviews instead of new feature development, investigating faults and alerts step by step under procedures and reporting impacts honestly, accepting repetitive inspections and recovery drills under procedures, and documenting the basis and results of every change clearly so others can take over—Compare each item with what you can sustain.
Worth further experience： Editorial self-observation: Are you willing to check changes against facts, keep learning and record work? Impact scores for 20 styles include attention to detail 100, conscientiousness 88, cautiousness 82 and integrity 77. These are not percentages, personality-based success rates or a list of only four styles.
Check real conditions first： First check actual working arrangements: On-call and change windows, incident response deadlines, backup/recovery drill and permission review frequency, strictness of change review and approval, and data sensitivity and compliance constraints.
Try a small experience first： First use public or fictional data to write a database change and rollback plan, list backup and recovery validation checks with assessment criteria, and explain an incident's impact and response sequence in nontechnical language; or review a real incident, then assess your preferences.
Work pressure, risks and occupational boundaries
Risks center on three categories: Technical risks such as uncontrolled change impacts, unrecoverable backups, overly broad permissions and flawed capacity judgments; compliance risks from unauthorized access to restricted data, copying production data to test/external environments and ignoring industry regulation; and risks of business misjudging impacts because incident/change communication is inadequate. Additional risks include questioning and responsibility pressure during incidents, and changes in responsibilities as automation alters the division of work.
Occupational tasks/environments are not incident rates. Change/recovery/communication scenarios are editorial suggestions. OOH backup/recovery descriptions do not prove recovery for specific products. Separate applicable PIPL law from NIST voluntary governance. This round provides no real occupational incident or drill statistics.
Typical scenario：Editorial change suggestion: Check objects, dependencies, tests and recoverability paths, execute under authorized procedures and record results. Escalate unclear scope. The occupation's title cannot establish that every change needs a new manual approval.
Entry, certificates and career development
Editorial pathway example: Language/testing/support foundations → database operations and changes → performance/capacity and architecture when needed for the role. There is no uniform seniority requirement for advancement. U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds.
Career outlook and transitions to related occupations
Demand layers: This occupation's aggregate projection, actual organizational staffing and current recruitment. OOH's statement that cloud services may limit DBA demand explains a projection, not GenAI causation already observed. Current Chinese samples are missing; recruitment technology mentions do not establish net new jobs.A job posting shows demand only for one employer or role at one point in time. The three cannot replace one another.
United States · Database Administrators (O*NET national employment trends using BLS data, 2025–2035 projection period, detailed occupation 15-1242.00)
Decline of 0.1%/about 100 people; little or no change (2025–2035, OOH0% rounded)
Overall employment change
BLS occupation 15-1242: Approximately 75000 in 2025 → approximately 74900 in 2035, a net decline of about 100/−0.1%, with 3300 average annual openings including replacements and 1.8% self-employed. O*NET says little or no change; OOH0% is rounded. OOH's combined database administrators and architects figures of about 144500/+4%/7300 annual openings concern a different population, not this occupation itself or personal hiring probability, and do not establish AI causation.
Administer, test and implement computer databases using database management system knowledge: Modify existing databases and database management systems or direct programmers and analysts to make changes; plan, coordinate and implement security measures to protect information in computer files; plan and install database management system upgrades to improve performance; specify users and access levels for each database segment; test changes to database applications or systems; test programs or databases, correct errors and make necessary modifications; train users and answer questions; provide technical support to junior staff or clients; approve, schedule, plan and supervise installation and testing of new products; develop standards and guidance for software use and acquisition and protection of vulnerable information; write logical and physical database descriptions and specify identifiers; develop data models; select and enter code to monitor database performance and create production databases; identify, assess and recommend hardware/software technologies that achieve required performance; consult procedures in database management system manuals; identify and assess industry trends; review workflow charts prepared by programmer analysts; and revise data definitions in corporate data dictionaries.
Choose a real task from this page for a small practice project or a conversation with someone in the field. Use the planning guides to set a date, an output and feedback questions before deciding whether to continue.
Worth trying first: You are willing to put availability and data correctness ahead of personal preferences, accept spending substantial time on backup validation, permission checks and change reviews instead of new feature development, investigate faults and alerts step by step under procedures and report the impact honestly, accept repetitive inspections and recovery drills under procedures, and document every change, its basis and results clearly so others can take over.Availability targets, data sensitivity and authorized scope, change and rollback plans, and capacity budgets can be treated as inputs that must be checked. However, you must not export or copy restricted data without authorization, bypass change review to modify production databases directly, or claim a backup is effective without validating recoverability.
Consider carefully: If you only want to build new databases and select technologies, are unwilling to spend time on backup and recovery drills and permission checks, struggle with repeated questions about progress and impact during incidents, or are unwilling to invest time in change records, on-call handovers and documentation, actual work will differ from your expectations.Assess fit through incident response reviews in real environments, supervised on-call work, colleague reviews and business stakeholder feedback. An interest type or single test cannot replace these.
Low-risk check: Use public or fictional data to write a database change and rollback plan, list backup and recovery validation checks with assessment criteria, and explain an incident's impact and response sequence in nontechnical language. Assess work preferences only. The exercise involves no real production database or personal information, and does not establish successful job training, data authorization or a hiring commitment.All paper exercises on this page use fictional materials. In real work, handling restricted and personal information, production database changes, backup and recovery drills, and authorization for outsourcing or cloud services must follow the organization's information management rules, data security and personal information protection rules, and industry compliance requirements. Work in finance, healthcare and other fields must also comply with local rules and internal approval procedures.
Editors link responsibilities as requirements/database changes → testing and operational support → performance, capacity and permission maintenance. Of 18 tasks, 15 are core and 3 supplemental; this is not a nationally standardized workflow. Core tasks include approving, scheduling and supervising installation and testing, so it is inaccurate to say all DBAs lack approval authority. Backup and recovery are described in OOH. Check validation, rollback and collaboration suggestions against actual systems and appointments.
Data models, database structure descriptions and change records
Performance and capacity monitoring records, optimization and test results
Database administrators work with databases and database management systems, database structures and data dictionaries, performance and capacity metrics, backup and recovery targets, and users and access permissions. Their output is a sustainable, recoverable database service: structure descriptions and change records, backup and recovery validation results, user and permission lists, monitoring metrics and incident handling explanations. Decisions rest on availability targets and data sensitivity, change and approval procedures, security and authorization requirements, and organizational information management rules, not the job title. This table compares database administrators with adjacent database architects, data warehousing specialists, computer systems analysts, network and computer systems administrators, information security analysts, and computer systems engineers/architects across seven dimensions: core purpose, main objects and basis, core process, main outputs, responsible parties, collaboration and supervision, and limits of conclusions. All work with data and systems, but their objects differ: existing database management and changes, structure design and architecture decisions, warehouse modeling and loading, business systems analysis and design, server/network operations and maintenance, security policies and incident response, or systems architecture design. Adjacency does not transfer whether the role centers on existing database availability, recoverability and access control. Compare actual outputs and business process stages item by item.
Modify existing databases and database management systems, or direct programmers and analysts to make changes; write logical and physical database descriptions and specify identifiers, develop data models under procedures, and revise data definitions in the corporate data dictionary.
Select and enter code to monitor database performance and create production databases; identify, investigate and resolve database performance, capacity and scalability issues; identify, assess and recommend hardware or software technologies that achieve the required performance.
Plan, coordinate and implement security measures to prevent accidental or unauthorized damage, modification or disclosure of information in computer files; specify users and access levels for each database segment; develop standards and guidance for software use and acquisition and for protecting vulnerable information.
Test changes to database applications or systems; test programs or databases, correct errors and make necessary modifications; plan and install database management system software upgrades to improve performance; approve, schedule, plan and supervise installation and testing of new products.
Train users and answer questions, provide technical support to junior staff or clients, and review workflow charts prepared by programmer analysts to understand tasks the computer will perform.
Consult procedures in database management system manuals to modify databases, identify and assess database industry trends, provide information and recommendations to senior management, and record the basis and results of changes and optimization.
Six recurring professional judgments: Are the change's impact and rollback plan clear? Is the backup genuinely recoverable and validated? Do users and access permissions meet minimum-necessary and authorized-scope requirements? Are performance and capacity assessed against actual growth trends rather than experience alone? Have data sensitivity and compliance requirements been checked? Are anomalies, permission violations or unclear impacts met with a pause, recheck and escalation?
Judgment one: Are the change's impact and rollback clear?
Judgment two: Can the backup really be restored?
Judgment three: Are permissions limited to the minimum necessary?
| Data Warehousing Specialists (adjacent occupation, 15-1243.01) | Design and implement enterprise data warehousing activities, configure warehouses and support users. | The difference is a focus on warehouse modeling, loading and user support for analytical scenarios. This occupation has broader objects, including operating and changing production databases for business systems. | Better suited to people willing to model and load data warehouses. |
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| Computer Systems Analysts (adjacent occupation, 15-1211.00) | Analyze business requirements, design computer systems and coordinate implementation. | The difference is a focus on business process analysis, requirements definition and systems design. This occupation focuses on database operations, changes and permissions and does not bear overall systems design responsibility. | Better suited to people willing to analyze requirements and design systems. |
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| Network and Computer Systems Administrators (adjacent occupation, 15-1244.00) | Maintain servers, networks and operating systems to keep infrastructure running. | The difference is that their objects are the server, network and operating system layers. This occupation focuses on the database service's structure, performance, capacity and access control. The two often collaborate in the same team but have different objects of responsibility. | Better suited to people willing to operate and maintain servers and networks. |
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| Information Security Analysts (adjacent occupation, 15-1212.00) | Develop and implement security policies, and monitor and handle security incidents. | The difference is a focus on overall security policies, risk assessment and incident response. This occupation implements security measures and access controls within the database scope. Incident classification and handling still require division of responsibilities with the security function. | Better suited to people willing to work on security policies and incident response. |
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| Computer Systems Engineers/Architects (adjacent occupation, 15-1299.08) | Design and integrate computer systems and architectures, coordinating interfaces between components. | The difference is a focus on system-level architecture and integration plans across multiple components. This occupation centers on database service operations and changes and does not bear responsibility for systems architecture decisions. | Better suited to people willing to design systems architecture and integration. |
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Conclusion: These directions all involve data and information systems, but their objects differ substantially: existing database management and changes, structure and architecture design, warehouse modeling and loading, business analysis and systems design, server/network operations, security policies and incident response, or systems architecture and integration. They also differ in whether database availability, recoverability and access control are central. Choose based on the target job's actual outputs, objects of responsibility and business process stage, not its name alone.
Next step: Use the fictional exercise on this page or a real incident review to check whether the target direction concerns database operations and changes, data architecture and standards, warehouse modeling and loading, system requirements and design, server/network operations, security policies and response, or systems architecture and integration, then decide.
Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
The extent to which an existing technology can perform or assist a task. It does not show whether employers adopt it or whether headcount or wages change.
Organizational adoption requires checking the target employer's tools, systems, data boundaries and operating policies. This review has not verified adoption rates or a timing relationship in which adoption generally lags technological capability.
Actual changes in headcount and income, jointly determined by business demand, the structure of data and automation investment, compliance requirements and organizational division of labor. This page has no verifiable occupation-specific causal data and does not interpret task exposure as a probability of job loss.
| Work direction | Task | Current changes | Human control points |
|---|---|---|---|
| Structural changes | Modify existing databases and database management systems | Tools can draft change statements. | People are responsible for assessing impact and planning rollback. |
| Performance monitoring | Select and enter code to monitor database performance | Monitoring platforms can automatically collect data and flag anomalies. | People are responsible for judging bottleneck causes and response priorities. |
| Change testing | Test changes to database applications or systems | Automated testing can execute regression cases. | People are responsible for judging whether test coverage is sufficient. |
| Permission controls | Specify users and access levels for each database segment | Tools can display permission lists centrally. | People are responsible for minimum-necessary permission grants and reviews. |
| Security implementation | Plan, coordinate and implement security measures | Editorial candidate awaiting validation: Policy templates can be used to check configuration drafts. Validate versions, environments, permissions and security. Configuration efficiency has not been measured this round, and no acceleration is promised. | People are responsible for risk assessment and compliance boundary judgments. |
| Problem diagnosis | Identify, investigate and resolve database performance problems | Tools can aggregate metrics and suggest points to investigate. | People are responsible for confirming root causes and validating fixes. |
| User support | Train users and answer questions | Knowledge bases and assistants can provide initial responses. | People are responsible for explaining limitations and judging whether authority is exceeded. |
Below are the sources used on this page, the objects they actually regulate or measure, and limits of use.
The following divides tasks into three categories: parts more readily changed by tools, parts where people retain judgment and responsibility, and parts requiring checks on both sides.
AI mainly changesGenerative assistants can draft some queries, inspection scripts and configuration templates.
Still people's responsibilityPeople are responsible for confirming that statements and scripts are safe for production databases and that changes can be rolled back.
AI mainly changesAutomated tools can initially classify and deduplicate logs and alerts and flag trends.
Still people's responsibilityPeople are responsible for judging whether there is a real fault and determining its impact.
AI mainly changesMonitoring tools can automatically provide initial interpretations of slow queries, indexes and capacity trends.
Still people's responsibilityPeople remain responsible for deciding whether to optimize, expand capacity or change structures.
Responsibility cannot transfer along with the system when tools are introduced. Below are human control steps applicable to this occupation.
Check data sensitivity, access authorization and change scope, and whether generated outputs or automated scripts act on production objects. Unclear scope and authorization can let tools directly touch data or configurations that should not be changed.
Retain human review for structural changes, index and parameter adjustments, backup and recovery strategies, and permission changes. Tool defaults or automatic execution must not replace review.
Retain change objects, review comments, execution times, rollback plans and results under organizational rules, with confirmation by responsible personnel. Record automated scripts and parameters as well for traceability.
When performance/capacity is abnormal, backups cannot be validated, permissions exceed boundaries or tool outputs differ from expectations, pause high-risk actions, recheck and report under organizational rules.
Generative assistants, automated operations and managed services must be used by trained personnel operating within permissions. Restricted and personal information must not be accessed, exported or transmitted outside authorization, and unvalidated generated outputs must not replace change review or recovery validation.
Statements, scripts or parameters from generative assistants may appear correct but rely on a mistaken understanding of table structures, omit transaction boundaries or be unsuitable for the current version and data volume.
Control method:Treat generated outputs as drafts awaiting validation. Validate them first in tests or on copies and review them. Production execution must follow change procedures with rollback prepared, and key operations recorded.
A successful backup job does not guarantee recoverability. An incomplete backup chain or conflicting retention policies may affect recovery. Without drills, recovery capability is unvalidated, not necessarily impossible. Specific incident rates and recovery outcomes have not been verified.
Control method:Editorial check suggestion: Conduct recovery drills regularly against recovery targets and record results, checking backup integrity and recovery duration. Report unverifiable backups as risk events.
Accounts left unrevoked for long periods, shared privileged credentials or overly broad access levels expand the impact of mistakes and data leaks.
Control method:Editorial check suggestion: Specify users and access levels for each database segment and grant only minimum-necessary permissions. Review and revoke permissions regularly; record privileged operations separately and restrict their scope of use.
Changing structures or parameters directly when impacts are unclear may affect multiple business processes and downstream systems, with no usable rollback plan.
Control method:Editorial check suggestion: Document the object, dependencies, impact and rollback plan before changes and obtain review. Execute within the change window and monitor key metrics. On anomalies, roll back under the plan and report.
If actual growth or peaks exceed available capacity without adjustment, performance or space shortages may occur. Relying only on the current load does not mean shortages are inevitable. Specific incident rates and impact magnitudes have not been verified.
Control method:Editorial check suggestion: Select and enter code to monitor performance and capacity, identify growth trends and bottlenecks, include expansion and optimization in plans, and explain costs and impacts to stakeholders.
Build foundations in database structures, backup and recovery, and permission controls first, then learn automated operations and generative assistants. Develop a habit of recording the basis for changes and validating before production deployment.
Treat tool outputs as drafts awaiting validation. Retain independent judgment on change impact, rollback plans and recovery validation, and do not apply platform defaults directly to production.
Clarify tool use and human review points, change review and record requirements, responsibility for backup/recovery drills, and permission review cycles. Incorporate data governance into procedures.
Train database principles and engineering practice alongside backup/recovery, permission management, and awareness of review, responsibility and compliance in human–machine collaboration.
Of this occupation's 18 tasks, 15 are core and 3 supplemental. Core tasks include database modification/upgrades/testing, access levels, security, modeling and support, and approving, scheduling and supervising installation and testing. Industry trend advice, workflow charts and data dictionary revisions are the 3 supplemental tasks. This does not require everyone to perform every task or mean all tasks have the same rating.
Source:O*NET detailed profile: 15-1242.00 Database AdministratorsOriginal material ↗
2025 U.S. deduplicated job-posting text, 112 items: SQL62/Python42/AWS29/Azure25/Snowflake16/Spark13/PowerBI12/Java12/PostgreSQL11/Kafka10/SQLServer9/Tableau9%. These are not usage, proficiency or GenAI adoption rates. Under1/Notavailable must not be recorded as 0.
Source:O*NET Hot Technologies: 2025 database administrator job-posting textOriginal material ↗
No. O*NET work context percentages describe tasks and environmental conditions, such as sitting and standing duration, decision freedom, impact of decisions, time pressure and collaboration frequency. They do not include changes in technology adoption, headcount or personal income.
Source:O*NET detailed profile: 15-1242.00 Database AdministratorsOriginal material ↗
Editorial tool candidates: SQL/script drafts, log classification and preliminary metric explanations. Validate outputs in the applicable environment; efficiency, adoption and income causation have not been measured. OOH's statement that cloud services may limit DBA demand explains a projection; it cannot be rewritten as GenAI layoffs already occurring or managed automatic tuning for everyone. Among U.S. respondents, 90% report indoor controlled environments daily, 24% sitting for more than half the time, 92% email daily, and 71% contact with others most of the time. 16% report face-to-face discussions weekly or more but not daily, 70% making decisions weekly or more but not daily, and 22% time pressure weekly or more but not daily. 56% report substantial decision freedom, which does not automatically grant data/deployment permissions. Rounded figures are 68% with a typical 40-hour week, 16% over 40, and 15% under 40. These are not Chinese working hours or remote-work shares.
Source:O*NET detailed profile: 15-1242.00 Database AdministratorsOriginal material ↗
BLS occupation 15-1242: Approximately 75000 in 2025 → approximately 74900 in 2035, a net decline of about 100/−0.1%, with 3300 average annual openings including replacements and 1.8% self-employed. O*NET says little or no change; OOH0% is rounded. OOH's combined database administrators and architects figures of about 144500/+4%/7300 annual openings concern a different population, not this occupation itself or personal hiring probability, and do not establish AI causation. Causation between tool adoption and occupational changes has not been verified this round. Editors suggest checking database languages, testing, permissions and incident explanations job by job, with no promise that tools or certificates protect jobs.
Source:BLS table 1.2: 2025–2035 database administrator projectionsOriginal material ↗
BLS occupation 15-1242: Approximately 75000 in 2025 → approximately 74900 in 2035, a net decline of about 100/−0.1%, with 3300 average annual openings including replacements and 1.8% self-employed. O*NET says little or no change; OOH0% is rounded. OOH's combined database administrators and architects figures of about 144500/+4%/7300 annual openings concern a different population, not this occupation itself or personal hiring probability, and do not establish AI causation. Causation between tool adoption and occupational changes has not been verified this round. Editors suggest checking database languages, testing, permissions and incident explanations job by job, with no promise that tools or certificates protect jobs.
Source:ILO: Generative AI and Jobs—Refined Global Index (abstract)Original material ↗
NIST offers voluntary AI risk governance recommendations as a reference for clarifying responsibilities, records, assessment and human oversight. Check actual tool, data and production-operation permissions against the organization's authorized rules; NIST cannot establish uniform manual approval. If identifiable personal information is involved, also check applicable PIPL duties including processing grounds, minimum necessity, appropriate operating permissions and entrusted-processing scope. Apply duties according to the actual processing entity and responsibilities, rather than automatically assigning all duties to every DBA.
Source:NIST AI RMF Core: GOVERN 3.2 and othersOriginal material ↗
Next step: Check the three categories of task changes above against specific operating scenarios: which stages are already handled by generative assistants, automated operations and managed services, which still require human judgment and responsibility, and who is responsible for change review, recovery validation and permission grants.
Insufficient evidence: This round obtained no verifiable recruitment or offer statistics for mainland China database management or operations roles. Offers from individual platforms or employers cannot represent the national level.
Actual materials read this round: NBS2025 industry wages and PIPL; occupational wages/current recruitment remain gaps
| Educational and professional background | Job direction | Explanations and check suggestions |
|---|---|---|
| Associate's or bachelor's degree + computing or information management training | Editorial preparation/development check examples, not automatic education-to-appointment mappings | Editorial preparation observation examples: Actual performance in database languages, testing, recovery and permission explanations. Education does not automatically assign a job. Actual Chinese recruitment conditions or uniform certificate requirements have not been verified. |
| Bachelor's degree (computing, software or information management related) | Editorial preparation/development check examples, not automatic education-to-appointment mappings | Editorial preparation observation examples: Actual performance in database languages, testing, recovery and permission explanations. Education does not automatically assign a job. Actual Chinese recruitment conditions or uniform certificate requirements have not been verified. |
| Bachelor's or higher + database design and optimization experience | Editorial preparation/development check examples, not automatic education-to-appointment mappings | Editorial preparation observation examples: Actual performance in database languages, testing, recovery and permission explanations. Education does not automatically assign a job. Actual Chinese recruitment conditions or uniform certificate requirements have not been verified. |
| Experience of complete projects + data governance and collaboration capability | Editorial preparation/development check examples, not automatic education-to-appointment mappings | Editorial preparation observation examples: Actual performance in database languages, testing, recovery and permission explanations. Education does not automatically assign a job. Actual Chinese recruitment conditions or uniform certificate requirements have not been verified. |
Note: Not obtaining a separate occupational figure does not mean authorities never published one. This page records only the scope and results actually consulted and displays industry mean proxies with explicit labeling, without filling gaps with U.S. data.
Check pay against the actual employer's industry, region, responsibilities and contract. This round provides no uniform DBA starting wage/bonus or outsourcing share. Do not convert U.S. percentiles into renminbi.
U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. Check actual Chinese recruitment conditions; no uniform threshold or proof of a one-to-one classification mapping was obtained.
Editorial schedule checks: On-call duties, change windows, backup/drill cycles, settlement/audit dates and incident response. This round provides no occupational shares or busy-season evidence; no uniform assertion applies to all jobs.
Check actual contractual responsibilities, data boundaries and organizational policies. This round provides no Chinese occupational wage/recruitment sample or causal evidence of tool adoption. For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes.
| Median wage position | USD 104620/year; USD 50.30/hour (2025 median) | Not personal take-home income | The median is the midpoint of the distribution: Half of workers in the stated scope fall below it and half above it. It is not an average starting wage or a level reached immediately upon entry. |
|---|
| Higher wage position (percentile 90) | USD 163320/year; USD 78.52/hour (2025 percentile 90, not a seniority threshold) | Upper statistical position in the distribution, not a level reached immediately upon entry | 2025 U.S. occupation OEWS annual wages at percentiles 10/25/50/75/90 are USD 60230/79610/104620/135460/163320; hourly figures are 28.96/38.28/50.30/65.13/78.52. Annual figures are published directly. Straight-time pre-tax pay includes some incentive bonuses/allowances and excludes overtime and shift differentials, among other items, and excludes the self-employed. Percentiles are not seniority, starting wages or personal after-tax income; they do not establish causal industry factors or Chinese wages. |
|---|
Wages · Annual wage percentile 10：USD 60230/year; USD 28.96/hour (2025 percentile 10, not a starting wage)；Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
Wages · Annual wage percentile 25：USD 79,610/year (percentile 25, 2025 wage data; hourly wage USD 38.28)；Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
Wages · Median annual wage：USD 104620/year; USD 50.30/hour (2025 median)；Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
Wages · Annual wage percentile 75：USD 135,460/year (percentile 75, 2025 wage data; hourly wage USD 65.13)；Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
Wages · Annual wage percentile 90：USD 163320/year; USD 78.52/hour (2025 percentile 90, not a seniority threshold)；Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
2025 U.S. occupation OEWS annual wages at percentiles 10/25/50/75/90 are USD 60230/79610/104620/135460/163320; hourly figures are 28.96/38.28/50.30/65.13/78.52. Annual figures are published directly. Straight-time pre-tax pay includes some incentive bonuses/allowances and excludes overtime and shift differentials, among other items, and excludes the self-employed. Percentiles are not seniority, starting wages or personal after-tax income; they do not establish causal industry factors or Chinese wages.
2025 occupation broad industries: professional, scientific and technical 23%, finance and insurance 12%, education 11%. The remaining 54% is an editorial remainder, not an official other category. Separately reported self-employment of 1.8% cannot be mixed in and added. OOH's detailed computer systems design 14% is at a different level from broad industries. Industry employment shares are not industry wages.
Percentiles are positions in a statistical distribution, not skill levels, experience stages or personal quotes. Industry, region, employer size and actual duties can inform separate offer checks, but sources consulted this round do not identify those factors' contributions to national differences between percentiles 10 and 90. No causal factor explanation follows.
Projections describe changes in total occupational employment, not personal job-finding probability. This scope projects a 0.1% decline during 2025–2035 (O*NET: little or no change; OOH0% is rounded). Average annual openings also include substantial replacement needs. They cannot directly measure personal opportunities or mean there is no hiring in the occupation.
| Industry | Industry employment share/statistical status | How to interpret |
|---|---|---|
| Professional, scientific and technical services | Professional, scientific and technical | 23% (2025 employment share) | 2025 occupation broad industry figures: 23/12/11%. 54 is an editorial remainder, not an official other-industry category; self-employment is separately 1.8%. These do not indicate industry wages, causation or corresponding Chinese figures. |
| Finance and insurance | Finance and insurance | 12% (2025 employment share) | 2025 occupation broad industry figures: 23/12/11%. 54 is an editorial remainder, not an official other-industry category; self-employment is separately 1.8%. These do not indicate industry wages, causation or corresponding Chinese figures. |
| Educational services | Educational services | 11% (2025 employment share) | 2025 occupation broad industry figures: 23/12/11%. 54 is an editorial remainder, not an official other-industry category; self-employment is separately 1.8%. These do not indicate industry wages, causation or corresponding Chinese figures. |
| Industry distribution scope | Remaining 54% is an editorial remainder, not an official other category/self-employment share | 2025 occupation broad industry figures: 23/12/11%. 54 is an editorial remainder, not an official other-industry category; self-employment is separately 1.8%. These do not indicate industry wages, causation or corresponding Chinese figures. |
Editorial pay checks: Actual contracts, region, duties, working hours and bonus/shift arrangements. This round has not verified factor contributions or national DBA outsourcing/on-call shares. OEWS does not represent personal total income.
Editorial pay checks: Actual contracts, region, duties, working hours and bonus/shift arrangements. This round has not verified factor contributions or national DBA outsourcing/on-call shares. OEWS does not represent personal total income.
Editorial pay checks: Actual contracts, region, duties, working hours and bonus/shift arrangements. This round has not verified factor contributions or national DBA outsourcing/on-call shares. OEWS does not represent personal total income.
Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
Check 2025 occupation OEWS wages and 2025–2035 occupation employment separately by metric. Percentiles are not starting wages/causal factor evidence. Projections include replacements and employment covers the self-employed； OEWS excludes the self-employed.
Are my interests close to database administration?
O*NET publishes CI as the interest code for Database Administrators (15-1242.00): Conventional refers to organizing information and data under procedures and rules and handling structured tasks in office environments; Investigative refers to researching and analyzing problems and using technical methods to find causes and improvements. Treat the code as a clue to activity types, not a personality label.
Do not use it this way:The interest code describes only activity types, does not predict job performance and does not constitute hiring criteria.
Understand my vocational interestsDo my personality traits help with database administration?
Editorial self-observation: Experiences of recording, keeping commitments and learning. O*NET work styles are not Big Five research; cautiousness is not a separate Big Five dimension. This round provides no evidence of the most direct relationship, matching thresholds or success rates.
Do not use it this way:Trait descriptions do not diagnose personality or predict competence for a specific job.
Understand my Big Five traitsCan MBTI show whether database operations or data architecture suits me?
MBTI-type tools describe preferences, not job assignment. The main difference between database operations and data architecture is the form of work—mainly procedure-based operations and response versus mainly structure design and standard setting—not preference type. Check against actual experience.
Do not use it this way:Type results must not be used as grounds for hiring, assignment or promotion.
Understand my personality preferencesCan the Enneagram help me understand why I want to work in database administration?
Enneagram-type tools describe motivation clues: Wanting to keep systems stable and reliable, solve difficult technical problems, or enter an industry and build domain understanding leads to different choices. Treat it as a questioning tool, not a job conclusion.
Do not use it this way:Do not treat motivation descriptions as career-choice conclusions or employment grounds.
Understand my motivation cluesWhat cognitive and operational abilities does this occupation require?
U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds.
Do not use it this way:Cognitive test results are not hiring criteria and do not replace actual training or project performance.
Understand my cognitive performanceAre strong communication and emotion management skills required?
Among U.S. respondents, 90% report indoor controlled environments daily, 24% sitting for more than half the time, 92% email daily, and 71% contact with others most of the time. 16% report face-to-face discussions weekly or more but not daily, 70% making decisions weekly or more but not daily, and 22% time pressure weekly or more but not daily. 56% report substantial decision freedom, which does not automatically grant data/deployment permissions. Rounded figures are 68% with a typical 40-hour week, 16% over 40, and 15% under 40. These are not Chinese working hours or remote-work shares. Editorial observation covers communication, records and working-hour experiences. Percentages cannot establish that everyone works shifts, works alone or has particular emotional abilities.
Do not use it this way:Do not judge hiring or assignment by communication style, or treat emotional descriptions as health conclusions.
Understand my communication cluesBetter fit:Main work involves executing and reviewing changes, monitoring performance and capacity, validating backup/recovery and maintaining permissions. Suits people willing to invest consistently in details and records under procedures.
Caution:Editorial checks: Actual schedules, change procedures and incident collaboration. This round has not verified that all DBAs are subject to uniform on-call windows.
Better fit:Main work involves database structure and data dictionary design, standard setting, capacity planning and governance collaboration. Suits people willing to invest over the long term in structure design and cross-team coordination.
Caution:Constrained by architecture decisions and cross-department coordination; requires holding to evidence and records when standards conflict.
Better fit:Editorial observation: Are you willing to work with database and warehouse models/standards and build skills in long-term modeling, integration and performance design? Preferences do not guarantee fit.
Caution:Database Architects 15-1243.00 focus on database and warehouse models/standards. Tasks may overlap; names cannot establish mutual exclusion or guarantee a job transition.
View related occupation:Database Architects 15-1243.00 (adjacent occupation)Better fit:Editorial observation: Are you willing to work with warehouse modeling, configuration and user support and build skills in analytical warehousing and loading quality? Preferences do not guarantee fit.
Caution:Data Warehousing Specialists 15-1243.01 focus on warehouse modeling, configuration and user support. Tasks may overlap; names cannot establish mutual exclusion or guarantee a job transition.
View related occupation:Data Warehousing Specialists 15-1243.01 (adjacent occupation)Better fit:Editorial observation: Are you willing to work with networks, operating systems and physical/virtual servers and build skills in resource monitoring, logs/backups and system access? Preferences do not guarantee fit.
Caution:Network and Computer Systems Administrators 15-1244 focus on networks, operating systems and physical/virtual servers. Tasks may overlap; names cannot establish mutual exclusion or guarantee a job transition.
View related occupation:Network and Computer Systems Administrators 15-1244 (adjacent occupation)Better fit:Editorial observation: Are you willing to analyze complex application and systems management problems and build skills in workflows, system capabilities and integration plans? Preferences do not guarantee fit.
Caution:Computer Systems Analysts 15-1211 focus on analyzing complex application and systems management problems. Tasks may overlap; names cannot establish mutual exclusion or guarantee a job transition.
View related occupation:Computer Systems Analysts 15-1211 (adjacent occupation)Database modification/testing, permissions and support are core tasks; OOH separately describes backup and recovery. This round has not verified inspection/review time shares. Editors suggest observing your experience of repeated checks, not treating preferences as conditions for success.
Editorial observation suggestion: Change reviews or incident reviews may discuss impact, rollback and improvements. Practice distinguishing verified problems from judgments awaiting verification and record needed improvements. No evidence was obtained that this way of interpreting feedback predicts sustained personal improvement, and rejection frequency has not been verified.
56% reporting substantial decision freedom and 16% very important decision impacts describe respondent context, not efficiency or incident causation. Editors suggest checking impacts against facts and explaining them honestly, without claiming this is proven to control impacts better than rushing.
Operations and changes place more emphasis on procedures, details and response; architecture design on structural thinking and long-term tradeoffs. Understand the target direction before deciding.
Among U.S. respondents, 90% report indoor controlled environments daily, 24% sitting for more than half the time, 92% email daily, and 71% contact with others most of the time. 16% report face-to-face discussions weekly or more but not daily, 70% making decisions weekly or more but not daily, and 22% time pressure weekly or more but not daily. 56% report substantial decision freedom, which does not automatically grant data/deployment permissions. Rounded figures are 68% with a typical 40-hour week, 16% over 40, and 15% under 40. These are not Chinese working hours or remote-work shares. Editorial observation covers communication, records and working-hour experiences. Percentages cannot establish that everyone works shifts, works alone or has particular emotional abilities.
In the U.S., 90% report indoor controlled environments daily, 24% sitting for more than half the time, and 26% standing for less than half the time. These do not establish screen duration or night/weekend on-call duties for everyone. Check the target job's schedule and workstation requirements separately.
Among U.S. respondents, 90% report indoor controlled environments daily, 24% sitting for more than half the time, 92% email daily, and 71% contact with others most of the time. 16% report face-to-face discussions weekly or more but not daily, 70% making decisions weekly or more but not daily, and 22% time pressure weekly or more but not daily. 56% report substantial decision freedom, which does not automatically grant data/deployment permissions. Rounded figures are 68% with a typical 40-hour week, 16% over 40, and 15% under 40. These are not Chinese working hours or remote-work shares. Editorial observation covers communication, records and working-hour experiences. Percentages cannot establish that everyone works shifts, works alone or has particular emotional abilities.
Editors suggest using real feedback to check performance in records, tests and problem explanations. This round has not verified comparative validity showing this method predicts fit better than assessment scores.
Assessment preferences do not replace actual ability, hiring or qualifications. Editors suggest observations using applicable tests/incident reviews and feedback, without claiming validated occupational predictive validity.
Use this page's fictional exercise or a real incident review to check actual conditions, and compare observations item by item with the target direction's objects of responsibility, change requirements and authorization boundaries.
Possible consequences：If a change actually affects business dependencies or disrupts data consistency, interruptions or inconsistencies may occur. These consequences do not follow every uncontrolled change. Incident rates and magnitudes have not been verified.
Reduce risks：Editorial change suggestion: Check objects, dependencies, tests and recoverability paths, execute under authorized procedures and record results. Escalate unclear scope. The occupation's title cannot establish that every change needs a new manual approval.
Basis：BLS Occupational Outlook: Database administrators and architects separately · O*NET detailed profile: 15-1242.00 Database Administrators
Typical scenario：Editorial recovery suggestion: Check backups, dependencies and recovery validation against actual systems and recovery targets. Backup success/automated services do not guarantee all data is recoverable. This round conducted no recovery experiment.
Main roles：Roles with backup and recovery responsibilities
Possible consequences：Unrecoverability makes data loss irreversible.
Reduce risks：Editorial recovery suggestion: Check backups, dependencies and recovery validation against actual systems and recovery targets. Backup success/automated services do not guarantee all data is recoverable. This round conducted no recovery experiment.
Basis：BLS Occupational Outlook: Database administrators and architects separately
Typical scenario：Editorial permission suggestion: Manage minimum-necessary access according to lawful purposes and appropriate permissions under 51, checking credentials and actual authorization. An account does not authorize arbitrary data exports.
Main roles：Roles managing accounts and access levels
Possible consequences：Uncontrolled permissions magnify the impact of faults and leaks.
Reduce risks：Editorial permission suggestion: Manage minimum-necessary access according to lawful purposes and appropriate permissions under 51, checking credentials and actual authorization. An account does not authorize arbitrary data exports.
Basis：Personal Information Protection Law: Database permissions and entrusted processing · O*NET detailed profile: 15-1242.00 Database Administrators
Typical scenario：For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. 57 requires remedies and corresponding notifications when leakage/tampering/loss occurs or may occur, with exceptions to individual notification. DBAs assist according to incident responsibilities and must not independently assume all notification duties or delete evidence.
Main roles：Roles handling personal information and restricted data
Possible consequences：Unauthorized processing or leaks may create compliance and trust risks. Check specific impacts against the incident, information scope and response. Actual losses or occurrence rates have not been verified this round.
Reduce risks：For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. 57 requires remedies and corresponding notifications when leakage/tampering/loss occurs or may occur, with exceptions to individual notification. DBAs assist according to incident responsibilities and must not independently assume all notification duties or delete evidence.
Basis：Personal Information Protection Law: Database permissions and entrusted processing
Typical scenario：Editorial tool suggestion: Do not submit personal information/credentials to external tools whose permitted use has not been checked. Test generated SQL/scripts in actual environments and check authorized procedures. NIST voluntary governance does not replace law.
Main roles：Roles using generative assistants, automated operations and managed services
Possible consequences：Unvalidated automated outputs bring risks directly into production environments.
Reduce risks：Editorial tool suggestion: Do not submit personal information/credentials to external tools whose permitted use has not been checked. Test generated SQL/scripts in actual environments and check authorized procedures. NIST voluntary governance does not replace law.
Basis：NIST AI RMF Core: GOVERN 3.2 and others · Personal Information Protection Law: Database permissions and entrusted processing
Typical scenario：Editorial risk example: Unclear explanations of incident impacts, evidence and uncertainty may hinder collaboration. Among U.S. respondents, 90% report indoor controlled environments daily, 24% sitting for more than half the time, 92% email daily, and 71% contact with others most of the time. 16% report face-to-face discussions weekly or more but not daily, 70% making decisions weekly or more but not daily, and 22% time pressure weekly or more but not daily. 56% report substantial decision freedom, which does not automatically grant data/deployment permissions. Rounded figures are 68% with a typical 40-hour week, 16% over 40, and 15% under 40. These are not Chinese working hours or remote-work shares.
Main roles：Roles explaining incident and change impacts to business stakeholders
Possible consequences：Unclear incident information or impact explanations may hinder collaboration or decisions and affect stakeholder judgments. Actual decision errors, trust losses and occurrence rates have not been verified. Inadequate communication does not inevitably cause these outcomes.
Reduce risks：Editors suggest sharing verified facts, impact/recovery status and next steps according to incident responsibilities. Occupational communication incident rates or uniform reporting relationships have not been verified; no successful drill this round can be claimed.
Basis：O*NET detailed profile: 15-1242.00 Database Administrators
Check qualifications and credentials separately: Education and professional training, database and operations capability, data access/use authorization, production change permissions, industry regulation and training certificates are different states and cannot replace one another.
| Entry-level roles | Main work early in employment | Editorial observation evidence (uniform employer standards not verified) | How to demonstrate readiness without experience | Differences from other directions |
|---|---|---|---|---|
| Operations support role | Under supervision, perform inspections, backups, account and ticket handling, recording operations under standards. | Awareness of procedures, standard-compliant operations, and habits of asking for guidance and keeping records. | A fictional inspection and backup validation checklist. | Check main objects and emphasis against actual duties. Modeling, change, security and operational tasks may overlap with DBA work. Titles cannot establish that a role never performs a task. |
| Database administration role | Independently review, execute and validate changes, and handle backup validation and permission reviews. |
U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds.
The O*NET summary page shows Job Zone Four as the preparation level. U.S. information cannot be directly equated with mainland China hiring and training requirements for these roles.
U.S. respondent context is not Chinese working hours/shifts or a uniform health threshold. Check actual workstations and schedules for the job.
This page obtained no uniform public mainland China conditions. Check the target employer's requirements for the current year. This page does not constitute health or hiring advice.
Editorial observation suggestion: Explain change/test and recovery evidence, access purposes and permissions, incident impacts and unverified matters. These are not verbatim O*NET certification standards or completed drills.
Among U.S. respondents, 90% report indoor controlled environments daily, 24% sitting for more than half the time, 92% email daily, and 71% contact with others most of the time. 16% report face-to-face discussions weekly or more but not daily, 70% making decisions weekly or more but not daily, and 22% time pressure weekly or more but not daily. 56% report substantial decision freedom, which does not automatically grant data/deployment permissions. Rounded figures are 68% with a typical 40-hour week, 16% over 40, and 15% under 40. These are not Chinese working hours or remote-work shares.
Deliverable: An entirely fictional database change plan covering the change object, impact, dependencies, execution steps, validation methods, rollback plan and review concerns.
State the basis for each judgment (database structure descriptions, change standards or business impacts), with no contradictory explanations.
Deliverable: A fictional backup and recovery validation checklist covering recovery targets, validation steps, assessment criteria and identified problems.
Distinguish supplied information from your assumptions, explain why assessment criteria hold, and use no real organizational data.
Deliverable: A fictional account and access-level list covering minimum-necessary grounds, review cycles and items to revoke.
Deliverable: A one-page explanation of how you respond when change impact is unclear, backups cannot be validated or permissions exceed boundaries, which step takes longest and what to add next. Include no real organizational data or nonpublic business information.
| Stage | Possible assessment areas | Observation evidence | Limits of use |
|---|---|---|---|
| Technical and principles questions | Whether you can explain database structures, transactions and index principles, and basic assumptions behind changes and backup/recovery. | Answer records and live reasoning process. | One employer's assessment method does not represent a uniform process. |
| Incident and compliance judgments | Whether you can explain the sequence of checking, pausing and reporting when performance is abnormal, backups cannot be validated, permission requests exceed boundaries or data may be sensitive. | Answer records and basis for judgments. | Assessment scope follows organizational rules and current regulations; this page makes no inference. |
| Practical work and validation | Compliance with procedures, rollback capability and record quality when completing change plans, backup validation or performance investigations within defined tasks. |
| Qualification/preparation item | Who it mainly suits | Practical role in job seeking | Is it a general entry requirement? | Application/processing conditions | Investment considerations | Important limitations |
|---|---|---|---|---|---|---|
| Education and professional training | People preparing to enter database work | Meets basic conditions for most jobs | Editorial preparation check example, not a uniform Chinese threshold; employers may require product certification | U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. |
Fictional scenario: A database administrator faces four problems in one on-call cycle. First, business stakeholders request a database structure change before that day's peak, but the impact description says only 'affects some reports.' Second, backup jobs show success for three consecutive days, but the team has never conducted a recovery drill. Third, a former employee's privileged account remains in use and is shared by two current colleagues. Fourth, some data contains customers' personal information, and business stakeholders request exporting production data to an external analysis tool.
Supplied materials: Change request and business impact explanation; backup strategy and retention rules; account and permission management rules; data classification and export approval procedures.
Missing materials: The basis for deciding whether the change can be executed that day, whether backups without recovery drills can be considered usable, how to handle a shared privileged account, and whether personal information can be exported to an external tool. If these conditions are needed in the exercise, state your assumptions and whom or what needs confirmation.
Write a one-page response and reporting plan covering change impact assessment and execution-window decisions, backup recoverability validation requirements and alternatives, shared privileged account handling and permission review paths, and export and record handling when personal information is involved.
State which information comes from the scenario and which remains assumed, and whether the basis is change standards, backup strategies and recovery targets, permission management rules, or data classification and export approval procedures.
Find a public introductory resource on database backups or permission management. Mark three key requirements and corresponding practices, and record what you want to confirm.
Use a public or fictional scenario to specify the change object, impact, execution steps and rollback plan.
Write recovery targets, validation steps and assessment criteria, marking the step you think is most easily skipped.
Use a fictional account list to judge which permissions should be revoked or downgraded under minimum necessity, and explain the basis.
Write a page in nontechnical language explaining incident impacts and response sequence, including known facts, pending confirmations and update cadence.
Have a peer review your judgments using only your plan, and record their questions.
Typical duties：Under supervision, perform inspections, backups, account and ticket handling, recording operations under standards.
Advancement evidence：Able to perform operations under standards, follow change and record requirements and seek guidance promptly on uncertainties.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Become familiar with database structures, on-call procedures and change standards.
Typical duties：Independently review, execute and validate changes, and handle backup validation and permission reviews.
Advancement evidence：Changes can be rolled back, backups can be validated, and permissions meet minimum-necessary requirements.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Learn performance optimization, capacity planning and high-availability solutions.
Typical duties：Handle performance and capacity optimization, upgrades and expansion, incident root cause analysis and response plan improvements.
Advancement evidence：Able to balance stability, costs and business availability.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Learn architecture design and data governance.
Typical duties：Design database structures and data architecture standards, deciding how data is organized, distributed and integrated.
Advancement evidence：Able to balance structural soundness, long-term evolution and implementation costs.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Check this direction's duties and appointment requirements.
Typical duties：Assist in maintaining data pipelines and platform components, handling data quality and permissions under standards.
Advancement evidence：Able to maintain platforms under standards and record changes.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Become familiar with data pipelines and platform tools.
Typical duties：Independently build and maintain data platform components, quality monitoring and permission systems.
Advancement evidence：Stable platforms, traceable data and controlled access.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Learn platform architecture and governance standards.
Design and maintain warehouse models and integration/loading workflows to support analytical scenarios.
Typical duties：Assist with account/permission reviews, log checks and security baseline checks.
Advancement evidence：Able to review and record under standards and report anomalies.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Become familiar with permission models and audit logs.
Typical duties：Independently implement access controls, analyze audit logs and carry out hardening and remediation.
Advancement evidence：Effective controls, traceable logs and verifiable remediation.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Learn security policies and incident response procedures.
Under supervision and review, handle inspections, backups, accounts and tickets, perform operations under standards and follow change and record requirements. The aim is to become familiar with database structures, on-call procedures and change standards.
Independently complete a cycle from change review and execution to validation and rollback reporting, validate backups against recovery targets, grant minimum-necessary permissions, and seek guidance promptly when impacts are unclear.
Monitor performance and capacity, diagnose and optimize bottlenecks, develop and execute upgrade and expansion plans, judge risks and costs, and explain impacts and limitations to business stakeholders.
Lead database structure and data dictionary standards, data governance or platform development, coordinating development, systems, security and compliance teams. This stage typically requires substantial project experience and management/collaboration capability. Appointment conditions follow organizational rules.
Cannot establish：This occupation shows little or no change and still has replacement openings. Projections are not immediate hiring or personal hiring probabilities. Combined administrators and architects +4% and this occupation's −0.1% concern different populations.
United States · Database Administrators (O*NET 15-1242.00 scope)
Certification and training search entry point
Certification and training information
O*NET provides certification and training search entry points for this detailed occupation to check certificate and training information. This describes information access, not demand signals. Certification is not a license, employer appointment, data access or production change authorization, and training programs themselves are not hiring.
Cannot establish：Certification/training entry points do not predict job numbers or wage levels and are not hiring or data/change authorization.
Editorial compilation for this page · Database administrators
Job-posting check scope (editorial compilation)
How to check recruitment information
Editorial explanation of job-information checks: A job posting shows demand only for one employer or role at one point in time.
Cannot establish：Job postings do not represent national demand, median wages or uniform entry requirements.
These are adjacent capability relationships, not automatic promotions or freedom from additional learning.
Transferable：Editorial capability comparison: Database technology, permissions and records can connect to database and warehouse models/standards.
Skills to build：Editorial skills to check and build: Long-term modeling, integration and performance design. Uniform standards across all employers have not been verified.
View occupation detailsTransferable：Editorial capability comparison: Database technology, permissions and records can connect to warehouse modeling, configuration and user support.
Skills to build：Editorial skills to check and build: Analytical warehousing and loading quality. Uniform standards across all employers have not been verified.
View occupation detailsTransferable：Editorial capability comparison: Database technology, permissions and records can connect to networks, operating systems and physical/virtual servers.
Skills to build：Editorial skills to check and build: Resource monitoring, logs/backups and system access. Uniform standards across all employers have not been verified.
View occupation detailsTransferable：Editorial capability comparison: Database technology, permissions and records can connect to analysis of complex application and systems management problems.
Skills to build：Editorial skills to check and build: Workflows, system capabilities and integration plans. Uniform standards across all employers have not been verified.
View occupation detailsTransferable：Editorial capability comparison: Database technology, permissions and records can connect to network information security and vulnerability risks.
Skills to build：Editorial skills to check and build: Protection strategies and possible incident response. Uniform standards across all employers have not been verified.
View occupation detailsTransferable：Editorial capability comparison: Database technology, permissions and records can connect to engineering solutions for complex application/system/network problems.
Skills to build：Editorial skills to check and build: Systems management and integration. Uniform standards across all employers have not been verified.
View occupation detailsTransferable：Editorial capability comparison: Database technology, permissions and records can connect to security policy technologies and control implementation.
Skills to build：Editorial skills to check and build: Protection development, monitoring/response and forensics. Uniform standards across all employers have not been verified.
View occupation detailsTransferable：Editorial capability comparison: Database technology, permissions and records can connect to electronic records and document management systems.
Skills to build：Editorial skills to check and build: Capture, storage, retrieval, sharing and disposal workflows. Uniform standards across all employers have not been verified.
View occupation detailsThis occupation centers on keeping existing databases available, recoverable and subject to controlled access, supporting business data use through changes and optimization. Database architects center on database structure and data architecture standards; data warehousing specialists on warehouse modeling and loading; computer systems analysts on business requirements analysis and systems design; network and computer systems administrators on server/network operations; information security analysts on security policies and incident response; computer systems engineers/architects on system-level architecture and integration. Similar names do not make responsibilities, assessment criteria or qualifications interchangeable.
Generative assistants and automated operations can handle some statement drafting, log/alert classification, inspection script drafts, configuration template organization and preliminary performance metric interpretation. Managed services also reduce some manual operations. These can reduce repetitive inspections and initial checks. However, fast generation does not mean safe changes, recoverable backups or correct permissions. People still bear responsibility for change impact judgments, rollback plans, recovery validation, access authorization and incidents. Tool capability is not business or change authorization. O*NET shows 56% report 'a lot of freedom' in decision-making, 16% 'very important results' from decisions affecting colleagues or company outcomes, and 22% time pressure once a week or more. Technology exposure is not organizational adoption or job disappearance and cannot be interpreted as job-loss probability.
Verifiable changes are at the task level: Tools can partially handle statement/script drafting, log/alert classification and initial performance/capacity checks. This page provides no occupation-specific adoption or replacement data.
Capabilities in change impact assessment and rollback design, backup/recovery validation, minimum-necessary permissions and review, performance/capacity judgment, anomaly reporting, and handling data and production changes under compliance requirements.
U.S. 2025 wage data show a median annual wage of USD 104,620 (median hourly wage USD 50.30), with annual wage percentiles of USD 60,230/79,610/104,620/135,460/163,320. These are for O*NET-SOC 15-1242.00 itself at the detailed occupational level. Percentiles are statistical positions, not personal quotes or take-home income. No mainland China occupational figures were obtained; this page retains the gap and displays only explicitly labeled industry mean proxies.
The U.S. preparation level is Job Zone Four (SVP 7.0 to below 8.0). Official education surveys show 89% require a bachelor's degree for new hires, 4% a post-baccalaureate certificate and 3% an associate's or other two-year degree. Common entry foundations are undergraduate study in computing, software, information management or related disciplines, often with practical experience in systems or technical support roles. Mainland China roles mostly require related academic backgrounds and practical ability; check the target employer's rules.
O*NET provides certification/training search entry points for this detailed occupation, but certification is not a license, employer appointment, data access or production change authorization. In mainland China, these roles mostly enter through recruitment and training under employer requirements, with possible separate authorization for restricted data and production database access. Check specific conditions against the target employer and current rules.
First use public or fictional data to write a database change and rollback plan, list backup and recovery validation checks with assessment criteria, and explain an incident's impact and response sequence in nontechnical language. Then check the target direction's objects of responsibility, change requirements and authorization boundaries.
O*NET national employment trends (using BLS data for 2024–2034, detailed occupation 15-1242.00) show about 78,000 employed in 2024, about 77,500 projected in 2034, a projected decline of 1% (label 'Decline'), and about 3,800 average annual openings including growth and replacements. BLS OOH separately reports combined database administrators and architects (2025–2035 growth of 4%, about 7,300 annual openings). The two scopes concern different populations and periods and are cited separately. Work centers on operations, changes and permission controls. Check local industry structure and compliance requirements, prioritizing actual responsibilities, data permissions and change approval procedures.
FermatMind career content editorial team (source checks and exercise design)
Updated: 2026-10-09 (retrieval dates for individual sources appear in the source register)
Read this round: O*NET occupation details/2025 wages/recruitment keywords and nine adjacent definitions; BLS table 1.2/OOH/OEWS methods; NBS information technology industry and PIPL. ILO/NIST are limited broad-scope references; unverified scopes appear in the register.
Limits of use：Supports only database structure and data architecture design tasks for database architects (adjacent occupation). This occupation centers on existing database changes, performance/capacity and access control; do not incorporate architecture decision responsibilities into it.
Limits of use：The actual URL concerns Computer Systems Engineers/Architects 15-1299.08, whose definition was read. The old source name is retained, but cannot substitute for the actual occupation. Check the body against the actual code.
Limits of use：The actual URL concerns Computer Systems Analysts 15-1211, whose definition was read. The old source name is retained, but cannot substitute for the actual occupation. Check the body against the actual code.
Limits of use：BLS occupation 15-1242: Approximately 75000 in 2025 → approximately 74900 in 2035, a net decline of about 100/−0.1%, with 3300 average annual openings including replacements and 1.8% self-employed. O*NET says little or no change; OOH0% is rounded. OOH's combined database administrators and architects figures of about 144500/+4%/7300 annual openings concern a different population, not this occupation itself or personal hiring probability, and do not establish AI causation.
Limits of use：Old homepage retained; actual PIPL provisions are separately listed. Not a full legal review.
Limits of use：Supports only document lifecycle, classification and retention tasks for document management specialists (adjacent occupation). This occupation centers on database objects and access control; do not incorporate document and records management responsibilities into it.
Limits of use：The actual URL concerns Information Security Analysts 15-1212, whose definition was read. The old source name is retained, but cannot substitute for the actual occupation. Check the body against the actual code.
Limits of use：Supports only security engineering implementation and hardening tasks for information security engineers (adjacent occupation). This occupation centers on database security configuration and permission management; do not incorporate security engineering system responsibilities into it.
Limits of use：Supports only website operations and content release management tasks for web administrators (adjacent occupation). This occupation centers on database services; do not incorporate website operations and release management responsibilities into it.
Limits of use：U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. 2025 broad industry figures are 23/12/11, with 54 an editorial remainder.
Limits of use：The actual URL concerns Network and Computer Systems Administrators 15-1244, whose definition was read. The old source name is retained, but cannot substitute for the actual occupation. Check the body against the actual code.
Limits of use：The interest questionnaire describes experience preferences only. It does not replace ability, training, authorization or hiring judgments, or predict job performance.
Limits of use：Public wage materials read this round provide industry and personnel-category statistics. No Chinese occupational wages or classification mapping clearly corresponding to 15-1242.00 were obtained. This does not establish that China lacks corresponding classifications or statistics. Industry or personnel-category means cannot replace this occupation's wages or national occupational income.
Limits of use：Voluntary AI governance is not mandatory law/database rules or an adoption rate.
Limits of use：Provides occupation-code wage statistics entry points and coverage explanations. This page's percentiles are published on the O*NET national wage page (15-1242.00) for this detailed occupation itself. Percentiles are statistical positions, not starting wages or personal take-home income, and cannot be converted across markets into personal quotes.
Limits of use：Supports tasks, work activities, work context percentages, preparation levels, interest codes and work styles for this occupation (15-1242.00). It concerns this occupation itself and contains no technology adoption, job replacement or income-change data.
Limits of use：2025 U.S. deduplicated job-posting text, 112 items: SQL62/Python42/AWS29/Azure25/Snowflake16/Spark13/PowerBI12/Java12/PostgreSQL11/Kafka10/SQLServer9/Tableau9%. These are not usage, proficiency or GenAI adoption rates. Under1/Notavailable must not be recorded as 0.
Limits of use：Old homepage retained; actual NBS information technology industry background separately listed, not a substitute for occupational wages.
Limits of use：Includes some incentive bonuses/allowances; blanket exclusion is inaccurate. Current methods are separately listed.
Limits of use：Publishes this occupation's annual wage percentiles of USD 60,230/79,610/104,620/135,460/163,320 (hourly percentiles USD 28.96/38.28/50.30/65.13/78.52) for this detailed occupation itself. Percentiles are statistical positions, not skill levels. State or regional breakdowns must be queried on that page by region and period.
Limits of use：Provides certification/training search entry points for this detailed occupation to check certificate and training information. Certification is not a license, employer appointment, data access or production change authorization, and does not replace mainland China recruitment, training or data authorization requirements.
Limits of use：The abstract read this round provides no verified matching score. This does not assert that the full study lacks detailed occupational scores.
Limits of use：Supports tasks, work activities and work context percentages for this occupation (15-1242.00). The page concerns this occupation itself and contains no technology adoption or job replacement data.
Limits of use：Supports only warehouse modeling, loading and user support tasks for data warehousing specialists (adjacent occupation). This occupation has broader objects, including production database operations and changes for business systems; do not incorporate warehouse modeling responsibilities into it.
Limits of use：Of 18 tasks, 15 are core and 3 supplemental (industry trends, workflow charts and data dictionary revisions), not tasks everyone performs in full. Approving, scheduling and supervising installation and testing are core, but verify appointed permissions. Impact scores for 20 styles include attention to detail 100/conscientiousness 88/cautiousness 82/integrity 77; 6 interest scores are C94/I64/E32/R31/S22/A3. These are not percentages. Education figures 89 bachelor's/4 post-baccalaureate certificate/3 associate's are views of education required for new hires, not workforce composition. 2025 broad industry figures are 23/12/11, with 54 an editorial remainder.
Limits of use：Annual wages at percentiles 10/25/50/75/90 are USD 60230/79610/104620/135460/163320; hourly figures are 28.96/38.28/50.30/65.13/78.52. Annual figures are published directly, not annualized by this page. National employees, not the self-employed/Chinese wages/personal after-tax income. Percentiles are not seniority or causal factor evidence.
Limits of use：112 items; SQL62/Python42/AWS29/Azure25/Snowflake16/Spark13/PowerBI12/Java12/PostgreSQL11/Kafka10/SQLServer9/Tableau9%. Recruitment mentions are not usage/proficiency/GenAI adoption rates. Under1 is not 0, Notavailable is not 0, and InDemand is a label.
Limits of use：Occupation 15-1242: 75.0 → 74.9 thousand, a net decline of 0.1 thousand/−0.1%, 3.3 thousand average annual openings and 1.8% self-employed. Rounded OOH0% and O*NET little or no change are not different projections. These are not OOH's combined database administrators and architects 144.5 thousand/+4%/7.3 thousand. Typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. Architects' less than 5 years of related experience cannot be transferred to this occupation.
Limits of use：Duties may overlap; most work full time. Typical bachelor's; some employers prefer a master's and may require product certification. DBA detailed industries—systems design 14/finance 12/education 11/information 8/management of companies 7—differ from O*NET broad industries. Cloud services limiting demand explains a projection, not observed AI causation or an adoption rate.
Limits of use：Nonfarm full-time/part-time employees; excludes the self-employed and others. Wages are straight-time pre-tax pay, including base pay/cost-of-living/guaranteed/hazard pay/incentive commissions and production bonuses/tips. Excludes overtime premiums, shift differentials, nonproduction bonuses and others. It is inaccurate to say performance pay or allowances are always excluded. These figures do not represent personal taxes/actual compensation.
Limits of use：NIST voluntary risk governance recommendations, not mandatory PIPL law, database operating rules or occupational qualifications. They do not establish this occupation's AI adoption, efficiency gains or causation.
Limits of use：ILO broad-scope task exposure reference. The abstract read this round provides no verified matching score for 15-1242, without asserting that the full study lacks scores. Exposure is not actual adoption or layoff probability.
Limits of use：4 excludes anonymized information, but under 73 de-identification differs from irreversible anonymization; 13 provides multiple processing grounds, not always consent; 6 minimum necessity; 21 entrusted scope and supervision; 51 appropriate permissions, security measures/regular training; 57 remedies and notifications for possible or actual leakage, tampering or loss, with exceptions to individual notification, not independent notification determinations by every DBA; 59 entrusted-party security and assistance. Industry, sensitive-information and cross-border supporting requirements have not all been verified.
Limits of use：Information transmission, software and IT services annual average pre-tax wages: CNY 248752 non-private/128166 private. Legal entities with 5 or more employees; excludes individually operated businesses/freelancers. Non-private does not mean only state-owned enterprises. Background applies only to employers actually in that industry, not all DBA wages or an automatic mapping of the U.S. information industry to China.
Separate official occupational statistics, industry background, law and editorial suggestions. Preserve gaps in Chinese occupational wages/current recruitment. Industry means do not establish personal income, nor do occupational titles establish permissions. Check U.S. occupation 2025 wages and 2025–2035 employment separately. −0.1% aligns with rounded OOH0 and O*NET little or no change. Combined administrators and architects +4% is a different scope. Chinese occupational wages/current recruitment remain gaps; information technology industry background applies only to matching employers. Of 18 tasks, 15 are core and 3 supplemental. Education requirement opinions, 20 work-style Impact scores and six interest scores are not employee proportions/personality thresholds. Editorial risks/tools are not measured adoption/incidents. Separate law, actual organizational permissions and voluntary guidance. Exercises and development examples do not prove hiring, qualifications or data permissions. Check real job conditions and authorized operating policies; accounts do not replace lawful purposes.
Personality preferences (EN) · Big Five traits (EN) · Understand my personality preferences · Understand my Big Five traits
| Dimension | Main direction | Comparison direction |
|---|---|---|
| Core purpose | Keep existing databases available, recoverable and subject to controlled access, and support business data use through changes and optimization. | Core purposes of adjacent roles: Database architects design database structures and data architecture; data warehousing specialists design and implement enterprise warehousing and loading; computer systems analysts analyze business needs and design systems; network and computer systems administrators maintain server, network and system operations; information security analysts develop and implement security policies and incident response; computer systems engineers/architects design and integrate systems and architectures. |
| Main objects and basis | Databases and database management systems, structures and data dictionaries, performance and capacity metrics, backup and recovery targets, users and access permissions. The basis is availability targets, change and approval procedures, security and authorization requirements, and organizational information management rules. | Objects and basis of adjacent roles: Data models and architecture standards (database architects); dimension and fact tables and loading workflows (data warehousing specialists); business processes and system requirements (computer systems analysts); servers, networks and operating systems (network and computer systems administrators); security policies and log evidence (information security analysts); system components and integration interfaces (computer systems engineers/architects). |
| Core process | Check requirements and sensitivity → Design or change database structures → Review rollback plans → Execute during the change window → Monitor performance and capacity → Validate backup and recovery and maintain permissions. | Processes of adjacent roles: Design data architecture and set standards (database architects); model and build loading and quality workflows (data warehousing specialists); organize requirements and design systems (computer systems analysts); deploy and maintain servers and networks (network and computer systems administrators); assess risks and handle security incidents (information security analysts); design and integrate systems and interfaces (computer systems engineers/architects). |
| Main outputs | Database structure descriptions and change records, backup and recovery validation results, user and permission lists, performance and capacity monitoring records, and incident handling and impact explanations. | Outputs of adjacent roles: Data architecture and database design standards (database architects); warehouse models and loading workflows (data warehousing specialists); system requirements and design documents (computer systems analysts); server and network operational records (network and computer systems administrators); security policies and incident reports (information security analysts); systems architecture and integration plans (computer systems engineers/architects). |
| Responsible parties | Responsibility for database availability, changes and permission maintenance follows actual appointments. O*NET lists approving, scheduling and supervising installation and testing as core tasks; this does not mean everyone has all permissions. Check the basis for data processing and implementation permissions separately. Procedures may include automated operations that are actually authorized. | Responsible parties in adjacent roles: Database architects are responsible for data architecture and standards; data warehousing specialists for warehouse models and loading quality; computer systems analysts for requirements and systems design; network and computer systems administrators for server/network operations; information security analysts for security policies and incident handling; computer systems engineers/architects for systems architecture and integration. |
| Collaboration and supervision | Collaborate within permissions with application development, systems and networks, information security, business and compliance teams, and report to the IT lead or technical supervisor. When change impact is unclear, backups cannot be validated, permission requests exceed boundaries, performance/capacity is abnormal, or data sensitivity is unclear, pause high-risk actions, recheck facts, preserve records and report under organizational rules. | Collaboration in adjacent roles: Database architects work with application and data teams; data warehousing specialists with business and data governance teams; computer systems analysts with business and development teams; network and computer systems administrators with operations and security teams; information security analysts with compliance and business teams; computer systems engineers/architects with engineering and integration teams. |
| Limits of conclusions | Editorial responsibility comparison: Database management, architecture design, warehousing, systems analysis, network operations, security and systems integration have different emphases, and tasks may overlap. Names cannot establish that a role never performs other tasks or that assessment criteria are uniform. | Preparation levels and practice requirements for adjacent roles do not apply to this occupation. Check each against official occupational information and the actual job's requirements. |
Judgment four: Has capacity been assessed against trends?
Judgment five: Have sensitivity and compliance been checked?
Judgment six: Have anomalies and boundary violations been handled?
| A fictional change and rollback plan and backup/recovery validation record. |
| Check main objects and emphasis against actual duties. Modeling, change, security and operational tasks may overlap with DBA work. Titles cannot establish that a role never performs a task. |
| Data platform engineering role | Independently build and maintain data platform components, quality monitoring and permission systems. | Engineering implementation capability, data traceability and access control. | A fictional platform component design and quality monitoring record. | Check main objects and emphasis against actual duties. Modeling, change, security and operational tasks may overlap with DBA work. Titles cannot establish that a role never performs a task. |
|---|
| Security operations role | Independently implement access controls, analyze audit logs and carry out hardening and remediation. | Control effectiveness, log traceability and verifiable remediation. | A fictional permission review and log analysis record. | Check main objects and emphasis against actual duties. Modeling, change, security and operational tasks may overlap with DBA work. Titles cannot establish that a role never performs a task. |
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| Database architect (adjacent direction) | Design database structures and data architecture standards, deciding how data is organized, distributed and integrated. | Data architecture design, standard setting and cross-system tradeoffs. | A fictional data architecture and standards explanation. | Check main objects and emphasis against actual duties. Modeling, change, security and operational tasks may overlap with DBA work. Titles cannot establish that a role never performs a task. |
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2025 U.S. deduplicated job-posting text, 112 items: SQL62/Python42/AWS29/Azure25/Snowflake16/Spark13/PowerBI12/Java12/PostgreSQL11/Kafka10/SQLServer9/Tableau9%. These are not usage, proficiency or GenAI adoption rates. Under1/Notavailable must not be recorded as 0.
Recruitment mentions do not show proficiency or actual uses. Employers may require product certification, which still does not replace lawful processing grounds/permissions.
| Task submissions or job-trial records and process reviews. |
| Task forms and standards are set by the employer; this page makes no inference. |
| Job-trial or probation observations | Compliance with procedures and initiative in handling change windows, incident response and collaborative communication in real environments. | Supervisor evaluations or probation records and process reviews. | Assessment and employment conditions are set by the employer. This page makes no hiring commitment or grant of data/change authorization. |
|---|
| Insufficient evidence: No uniform costs/training duration; check actual programs |
| Education does not establish operational capability, change authorization or hiring outcomes. |
| Database and operations capability | People working in operations, changes and optimization | Affects passing technical assessments and independently taking on on-call duties | Editorial preparation check example, not a uniform Chinese threshold; employers may require product certification | U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. | Insufficient evidence: No uniform costs/training duration; check actual programs | Tool proficiency does not mean backup/recovery or permission controls are correct. |
|---|
| Data access and use authorization | People handling personal information and restricted data | Affects the data scope that can be processed and compliance boundaries | Editorial preparation check example, not a uniform Chinese threshold; employers may require product certification | U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. | Insufficient evidence: No uniform costs/training duration; check actual programs | Authorization has a scope and duration and is not a general qualification or legal advice. |
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| Production change permissions | People needing to modify production databases | Affects whether changes and releases can be executed independently | Editorial preparation check example, not a uniform Chinese threshold; employers may require product certification | U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. | Insufficient evidence: No uniform costs/training duration; check actual programs | Change permissions do not establish that a plan is correct or approval is granted. |
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| Industry regulatory knowledge | People working in finance, healthcare and other fields | Affects plan feasibility and compliance pass rates | Editorial preparation check example, not a uniform Chinese threshold; employers may require product certification | U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. | Insufficient evidence: No uniform costs/training duration; check actual programs | Domain knowledge is not regulator authorization or a practice qualification. |
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| Training certificates | People wishing to demonstrate database and operations capability | Can serve as reference evidence of capability | Editorial preparation check example, not a uniform Chinese threshold; employers may require product certification | U.S. occupation JobZone4/SVP7 to below 8; 89% bachelor's, 4% post-baccalaureate certificate and 3% associate's are respondents' views of education required for new hires, not workforce composition or law. BLS typical bachelor's/no related experience/no on-the-job training categories do not mean no preparation is needed. OOH says some employers prefer a master's and may require certification for the product used. Do not apply these to China or IQ hiring thresholds. For identifiable personal information, check PIPL13 for lawful processing grounds (not always consent), 6 for minimum necessity, and 51 for appropriate operating permissions and regular training. For entrusted processing under 21/59, check scope, security and assistance. De-identification or masking does not automatically mean irreversible anonymization. Test data/accounts do not replace lawful purposes. | Insufficient evidence: No uniform costs/training duration; check actual programs | Training certificates are not data authorization, change permissions or hiring commitments. |
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The plan should include: Changes (the impact description is insufficient for a decision; first complete the list of affected reports and applications and prepare rollback, shifting the change window to a controllable-impact period if necessary, without bypassing review to save time); backups (backups without recovery drills are not considered verifiably usable; arrange recovery validation without affecting production and record results, raising and reporting the risk level until validation is complete); permissions (suspend or revoke long-unrevoked privileged accounts, replace shared accounts with individual accounts and minimum-necessary permissions, record the basis and notify stakeholders); personal information (process within authorized scope without exporting to external tools; where analysis is genuinely needed, request masking or use of a controlled environment under data classification and export approval procedures); handover (document the status, actions taken and pending confirmations for all four matters).
The reference deliverable lists required elements only. Wording need not match the example; explaining the basis for judgments is sufficient.
This exercise checks awareness of change impact assessment, backup recoverability, minimum-necessary permissions and data compliance only. It does not evaluate whether responses in real environments comply, or constitute compliance, security or legal advice.
Do not use real organizational data or nonpublic business materials. Actual restricted/personal information processing, production database changes and industry regulatory requirements must follow organizational information management rules, data security and personal information protection rules, and industry compliance requirements, with corresponding authorization under current rules when needed.
Return to this page's judgment checklist and write three reasons you want to continue and two conditions requiring caution.
Advancement evidence：Able to balance model maintainability, loading quality and query performance.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Learn data warehouse modeling and data governance methods.
Typical duties：Responsible for data standards, permissions and compliance governance, coordinating implementation among stakeholders.
Advancement evidence：Able to balance governance requirements, business needs and execution costs.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Check this direction's duties and appointment requirements.
Typical duties：Implement detection and hardening plans and build security protection systems.
Advancement evidence：Able to balance protection effectiveness, availability and operating costs.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Check this direction's duties and appointment requirements.
Typical duties：Maintain servers, networks and operating systems to keep infrastructure running.
Advancement evidence：Able to balance stability, change security and response timeliness.
Qualification boundaries：Editorial checks: Actual job education/experience and product certification requirements, tasks and appointed permissions. This round provides no uniform Chinese conditions or real current job-posting sample, and no promise of automatic advancement with seniority.
Next step：Check this direction's related requirements.
Limits of use：Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
