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Directly supervise and coordinate the work activities of clerical and administrative support personnel: supervise the work of office, administrative, or customer service employees to ensure compliance with quality standards, deadlines, and procedures and correct them when errors or problems arise; resolve customer complaints or answer customers' questions about policies and procedures; provide guidance to employees on handling difficult or complex problems or on defusing escalated complaints and disputes; review records or reports concerning production, payroll, shipping, and the like to verify details, monitor work activities, or evaluate performance; discuss performance problems with employees to identify causes and resolve them; prepare and issue work schedules, deadlines, and task assignments for office or administrative staff; recruit, interview, and select employees; explain and communicate work procedures and company policies to staff; evaluate employee performance and compliance and recommend corresponding personnel actions; train or instruct employees in job duties and company policies or arrange training; research, compile, and prepare reports, manuals, correspondence, or other materials as required by management or government agencies; implement company or departmental policies, procedures, and service standards together with management personnel; compute figures such as balances, totals, and commissions; coordinate activities with other supervisors or with other work units or departments; participate in the work of subordinates to improve efficiency or overcome difficult links in the work; advise management on issues such as staffing or procedural changes; develop or update procedures, policies, or standards; maintain records such as inventory, personnel, orders, supplies, and equipment maintenance; consult with managers or other personnel to resolve problems such as equipment performance, output quality, and work scheduling; develop work schedules based on budgets and workloads; analyze the financial activities of the establishment or department and provide input for budget preparation and preparation; design, implement, or evaluate employee training and development programs, customer service initiatives, or performance measurement standards; understand the terms of labor agreements and their impact on departmental operations; coordinate or perform activities related to transportation, receiving, distribution, or shipping; monitor inventory levels and requisition or purchase supplies as needed; plan or coordinate office services such as the procurement or organization of equipment or supplies, asset disposal, relocation, parking, maintenance, or security services; arrange necessary maintenance or repair work; and plan the layout of stockrooms, warehouses, or other storage areas after considering factors such as turnover, size, and weight.
This list is for self-questioning only and does not constitute hiring standards, competency scoring, or a performance evaluation conclusion. This page is written according to the United States O*NET-SOC 43-1011.00 'First-Line Supervisors of Office and Administrative Support Workers' (the fixed index gives this asset the Chinese name whose English rendering is 'Administrative and Office Support First-Line Supervisors', and the body text is developed according to that official occupational scope). First-line supervisors who belong to administrative and office support management differ greatly: registration, medical record, and front-desk teams in medical, outpatient, and long-term care institutions; documentation, customer service, and operations support teams in financial and insurance institutions; project support teams in professional and management consulting and administrative outsourcing; order, inventory, and documentation teams in manufacturing, logistics, and retail enterprises; clerical and window service teams in government agencies and public institutions; and administrative support teams in legal, education, and human resources; they may lead only one small group or one business line, or they may simultaneously manage multiple clerical, customer service, data processing, and records personnel. Before comparing positions or development paths, first verify: the education and experience requirements for the position, whether corresponding industry qualifications or compliance training are required (such as medical, financial, and personal information protection), whether scheduling, budgeting, procurement, and performance management responsibilities must be borne, whether cross-departmental, outsourcing, and multi-site coordination is involved, and the record-keeping requirements for documentation, data processing, records, and compliance records.
The work of first-line supervisors of office and administrative support workers unfolds around the cycle of 'scheduling and work assignment and task allocation — process and quality and deadline supervision — error and complaint and escalation handling — performance review and coaching improvement — personnel and training and compliance review — cross-departmental and office services and budget coordination': at the start of a period, develop work schedules according to budgets and workloads and assign tasks to people and cycles, and explain and communicate work procedures and company policies to employees; in daily supervision, supervise the work of office, administrative, or customer service employees to ensure compliance with quality standards, deadlines, and procedures and correct them when errors or problems arise, provide guidance to employees on handling difficult or complex problems or on defusing escalated complaints and disputes, and participate in the work of subordinates to improve efficiency or overcome difficult links; handle customer complaints or answer customers' questions about policies and procedures, coordinate activities with other supervisors or other work units or departments, and consult with managers or other personnel to resolve problems such as equipment performance, output quality, and work scheduling; maintain records such as inventory, personnel, orders, supplies, and equipment maintenance, review records or reports concerning production, payroll, shipping, and the like to verify details, monitor work activities, or evaluate performance, and compute figures such as balances, totals, and commissions; carry out performance review and coaching, discuss performance problems with employees to identify causes and resolve them, evaluate employee performance and compliance and recommend corresponding personnel actions, carry out or arrange training and advise management on staffing or procedural changes; research, compile, and prepare reports, manuals, and correspondence as required by management or government agencies, implement company or departmental policies, procedures, and service standards together with management personnel, develop or update procedures, policies, and standards, analyze the financial activities of the establishment or department and provide input for budget preparation and preparation, plan or coordinate office services such as the procurement or organization of equipment and supplies, asset disposal, relocation, parking, maintenance, or security, and arrange necessary maintenance or repair work. The emphasis differs greatly across settings: the medical and long-term care direction emphasizes registration, medical records, compliance, and patient services; the financial and insurance direction emphasizes documentation, compliance, privacy, and customer service timeliness; the professional and management consulting direction emphasizes project support, documents, and scheduling; the manufacturing and logistics direction emphasizes orders, inventory, and shipping documentation; the government agency and public institution direction emphasizes clerical work, window services, and process standardization; the legal direction emphasizes case files, confidentiality, and deadline management; and the education direction emphasizes student records, academic affairs, and services for teachers and students.
'Health and social work' urban non-private units 146,266 yuan/year (2025)
Industry average scope, covering multiple occupations, and cannot replace the wage for this occupation.
'Leasing and business services' urban non-private units 110,162 yuan/year (2025)
O*NET OnLine First-Line Supervisors of Office and Administrative Support Workers (43-1011.00) occupational profile｜https://www.onetonline.org/link/summary/43-1011.00；BLS Occupational Employment and Wage Statistics (OEWS)｜https://www.bls.gov/oes/；BLS Occupational Projections and Characteristics tables｜https://www.bls.gov/emp/tables/occupational-projections-and-characteristics.htm
| Entry direction | Starting tasks | Preparable evidence | Work that can be shown even without experience | Explanation |
|---|---|---|---|---|
| Documentation and customer service support position | Complete documents and work orders and customer service and records under mentorship | Document and work order records | Write out the key points for handling documents and work orders and customer service | Training-oriented scenario; attention must be paid to information and authorization scope |
| Medical and long-term care administrative team leader | Assign work by department and business volume and control timeliness and compliance | Scheduling and compliance records | Write out the key points for scheduling and work assignment and compliance review | Medical-oriented scenario; attention must be paid to medical records and information protection |
This page is written according to the United States O*NET-SOC 43-1011.00 'First-Line Supervisors of Office and Administrative Support Workers' (the fixed index gives this asset the Chinese name whose English rendering is 'Administrative and Office Support First-Line Supervisors'): directly supervise and coordinate the work activities of clerical and administrative support personnel. Specifically this includes: supervise the work of office, administrative, or customer service employees to ensure compliance with quality standards, deadlines, and procedures and correct them when errors or problems arise; resolve customer complaints or answer customers' questions about policies and procedures; provide guidance to employees on handling difficult or complex problems or on defusing escalated complaints and disputes; review records or reports concerning production, payroll, shipping, and the like to verify details, monitor work activities, or evaluate performance; discuss performance problems with employees to identify causes and resolve them; prepare and issue work schedules, deadlines, and task assignments for office or administrative staff; recruit, interview, and select employees; explain and communicate work procedures and company policies to employees; evaluate employee performance and compliance and recommend corresponding personnel actions; train or instruct employees in job duties and company policies or arrange training; research, compile, and prepare reports, manuals, correspondence, or other materials as required by management or government agencies; implement company or departmental policies, procedures, and service standards together with management personnel; compute figures such as balances, totals, and commissions; coordinate activities with other supervisors or other work units or departments; participate in the work of subordinates to improve efficiency or overcome difficult links; advise management on issues such as staffing or procedural changes; develop or update procedures, policies, or standards; maintain records such as inventory, personnel, orders, supplies, and equipment maintenance; consult with managers or other personnel to resolve problems such as equipment performance, output quality, and work scheduling; develop work schedules based on budgets and workloads; analyze the financial activities of the establishment or department and provide input for budget preparation and preparation; design, implement, or evaluate employee training and development programs, customer service initiatives, or performance measurement standards; understand the terms of labor agreements and their impact on departmental operations; coordinate or perform activities related to transportation, receiving, distribution, or shipping; monitor inventory levels and requisition or purchase supplies as needed; plan or coordinate office services such as the procurement or organization of equipment or supplies, asset disposal, relocation, parking, maintenance, or security services; arrange necessary maintenance or repair work; and plan the layout of stockrooms, warehouses, or other storage areas after considering factors such as turnover, size, and weight.
Verify with a paper exercise: you are given a completely fictional office team task (the business line and group and staffing, the documents, work orders, customer service, and records items to be completed in the current period along with their deadlines, the available personnel and systems and equipment and budget, one incident of data error or customer complaint or process delay or staff absence, and the scheduling and work assignment, process coaching, performance review, and compliance and records that need to be completed), and you are required to write out the scheduling and task assignment, the processing sequence and quality standards for documents, work orders, and customer service, the handling path for errors and complaints and escalation, the performance conversation and improvement plan, the cross-departmental and outsourcing coordination path, and the records and reports related to documents, personnel, inventory, and procurement, and to mark which decisions must be made by the department head or the finance, legal, or human resources lead.
Signals more worth considering: willingness to lead an administrative or customer service team over the long term and to bear process, quality, and deadline pressure; the ability to improve the team through processes, standards, and coaching; willingness to handle complaints, cross-departmental coordination, and compliance review. Signals to be cautious about: unwillingness to bear repeated deadlines, error correction, and personnel conflict; difficulty accepting a multi-task, interruption-prone work pace; imagining this kind of work as merely doing documents yourself without having to lead people and manage processes.
This card is a career exploration reference and does not constitute a hiring, competency scoring, performance, or compliance conclusion.
First judge whether you are willing to make administrative and office support management a long-term career: it requires leading a clerical and administrative or customer service team over the long term, bearing quality, deadline, and compliance goals, organizing daily operations according to systems and processes, and bearing management responsibility for team behavior and service commitments; verify this with the paper exercise and the seven-day task on this page.
United States O*NET-SOC 43-1011.00 'First-Line Supervisors of Office and Administrative Support Workers': directly supervise and coordinate the work activities of clerical and administrative support personnel.
Work context｜First-line supervisors of office and administrative support workers focus on scheduling and work assignment and process supervision and performance review, and their workload is driven by documents, work orders, customer service volume, deadlines, and budget cycles. O*NET work context shows that the work schedule is mainly regular (regular 97%); continuous contact with employees (continuous contact 74%, most of the time 22%); face-to-face discussions every day 96%; telephone conversations every day 98%; use of email every day 89%; rating collaboration with the team as extremely important 60% and very important 33%; rating coordinating or leading others as extremely important 37%, very important 36%, and important 23%; rating precision or accuracy as important or above, totaling 99% (extremely important 42%, very important 39%, important 18%); rating the consequences of error as very serious 19%, serious 34%, and fairly serious 29%; strict deadlines every day 34%, once a week or more 37%, once a month or more 28%; conflict situations every day 21%, once a week or more 20%, once a month or more 41%, once a year or more 18%; needing to handle unpleasant, angry, or discourteous people once a week or more 22%, once a month or more 48%, once a year or more 19%; sitting continuously or almost continuously 61%, more than half the time 24%; working indoors in a controlled environment every day 70% (never 28%); exposure to contaminants every day 15% (never 76%); exposure to hazardous equipment never 95%, exposure to hazardous conditions never 92%; exposure to distracting noise every day 11% (never 31%); the degree of automation of the work is highly automated 22%, moderately 27%, not at all 40%; very high responsibility for the health and safety of others 16%, high responsibility 13%, limited responsibility 35%, no responsibility 25%; needing to make decisions every day 37%, once a week or more 27%, once a month or more 30%; rating the impact of decisions as very important results 35%, important results 33%, moderate results 27%; decision freedom very much 39%, some 38%, very little 14%; freedom to determine tasks and priorities and goals very much 48%, some 47%; rating the level of competition as moderate competition 66%; rating dealing with external customers or the public as extremely important 60%; very high responsibility for work outcomes and the results of others 48%, high responsibility 44%. Main objects｜Clerical and administrative and customer service and data processing and records teams, records such as documents, work orders, orders, inventory, and procurement, customers and employees and service recipients, and office equipment and consumables and office premises and outsourced services. Collaboration relationships｜Collaborate with department heads and finance and legal and compliance and human resources personnel, information technology and facilities and procurement and supplier personnel, other supervisors and work units and business departments, and external customers and service recipients. Tools and materials｜Office suites and spreadsheets and word processing, email and calendar and scheduling tools, customer relationship management and work order and inventory and order and human resources and payroll systems, document management and enterprise resource planning and project management tools, and reports and dashboards and compliance and records materials. Institutional basis｜Company or departmental policies and procedures and service standards, provisions on the management of documents and archives and records, requirements for the protection of customer and employee information and personal information, provisions on finance and procurement and personnel and employment, and industry compliance and safety and confidentiality requirements. Record requirements｜Scheduling and task assignment records, documents and work orders and customer service and complaint handling records, performance and training and personnel action records, and inventory and procurement and office services and equipment maintenance records must be kept on file according to institutional rules. Practice boundaries｜Matters involving finance and budget and procurement approval, the handling of customer and employee personal information and privacy, personnel and employment and compensation decisions, contract and outsourced service terms, and archives and compliance determinations must be handled according to procedures by personnel with the corresponding responsibilities or by the competent department and the finance and legal and compliance and human resources departments; this page does not provide specific financial, tax, legal, or human resources advice. Environment and pace｜The work is mainly office-based and online communication, accompanied by high-frequency telephone, email, and meeting and multi-task switching, continuous deadline and error-correction pressure, and monthly and quarterly assessment rhythms; 39% of O*NET respondents report a typical work week of more than 40 hours; peak seasons, closings, and cross-site or cross-time-zone arrangements must be verified according to the specific position. Region and scope｜United States O*NET-SOC 43-1011.00 does not correspond one-to-one with the occupational classification of mainland China; the wages, employment, and growth presented on this page are for the exact occupation, and this round did not obtain an industry-specific wage table value matching this occupation; the mainland's requirements for archives, information protection, employment, procurement, and finance must be verified separately according to the location and the rules of the competent authorities.
Centered on scheduling and work assignment and process supervision and performance review and administrative and customer service management
Historical entry note (not re-verified in this round): the occupational identity, tasks, and work context of O*NET 43-1011.00 come from that exact occupational profile, and the wages, employment, growth, and openings are also for that exact occupation: median hourly wage 33.41 US dollars; median annual wage 69,500 US dollars (2025, BLS OEWS as presented by O*NET); the 10th, 25th, 75th, and 90th percentiles are approximately 45,610, 55,950, 85,090, and 104,710 US dollars/year respectively; employment in 2024 about 1,558,400 people; little or no change projected from 2024 to 2034 (Little or no change, and that page does not give a percentage range); projected average annual openings about 144,500. The main industries listed by O*NET for 2024 are healthcare and social assistance and finance and insurance; the main items of the education survey have been published (bachelor's degree 45%, high school diploma or equivalent 23%, some college, no degree 20%). This occupation is marked as Bright Outlook, based on the large projected number of openings (144,500 from 2024 to 2034, exceeding the threshold of 75,000), rather than fast growth (its growth is little or no change). The current O*NET/BLS in this round is the 2025—2035 projection; the old 2024—2034 facts are shared with the Hero/FAQ and have not been updated in sync, so they must not be treated as the latest projection. The projected population and the OEWS employed-wage population differ, and the overall projection does not provide a causal AI share.
Scheduling and work assignment and task allocation → Process and quality and deadline supervision → Error and complaint and escalation handling → Performance review and coaching improvement → Personnel and training and compliance review → Cross-departmental and office services and budget coordination → Process and standards review → Institutional and policy linkage
National Bureau of Statistics 2025 urban unit wages: no separate national value is listed for this occupation; this page uses the industry average wages of 'health and social work' (urban non-private 146,266 yuan/year), 'leasing and business services' (non-private 110,162 yuan/year), 'public administration, social security and social organizations' (non-private 119,465 yuan/year), and 'education' (non-private 133,539 yuan/year), as well as the national urban non-private units at 129,441 yuan/year, private units at 71,590 yuan/year, and the average wages by job category of enterprises above designated size, as proxies, which only explain the industry background and cannot replace the wage for this occupation. National Bureau of Statistics data are the pre-tax annual average wages of employed persons in urban units; the total wage bill is counted as labor remuneration according to statistical rules and cannot be summarized as excluding all bonuses or allowances. National, industry, and job group averages can none of them replace the personal income of this occupation or the quotes of specific employment contracts such as dispatch and outsourcing.
Scheduling and task assignment records, documents and work orders and customer service and complaint handling records, performance and training and personnel action records, inventory and procurement and office services and equipment maintenance records
Historical entry note (not re-verified in this round): scope note: the United States wages on this page (median hourly wage 33.41 US dollars, median annual wage 69,500 US dollars), employment (about 1,558,400 people in 2024), growth (little or no change from 2024 to 2034, and that page does not give a percentage range), and openings (about 144,500/year) are all for that exact occupation (May 2025 OEWS and BLS projections, as presented by O*NET); this occupation is marked as Bright Outlook, based on the large number of openings rather than fast growth. No table readable by industry for industry-specific wages was found on this occupation's page, and this page marks it as 'insufficient evidence.' The China data are national, industry, and job category proxies, not the wage for this occupation. The current O*NET/BLS in this round is the 2025—2035 projection; the old 2024—2034 facts are shared with the Hero/FAQ and have not been updated in sync, so they must not be treated as the latest projection. The projected population and the OEWS employed-wage population differ, and the overall projection does not provide a causal AI share.
Scheduling and work assignment and task allocation → Process and quality and deadline supervision → Error and complaint and escalation handling → Performance review and coaching improvement → Personnel and training and compliance review → Cross-departmental and office services and budget coordination → Process and standards review
This page has not verified item by item the original text of company or departmental policies and procedures and service standards, provisions on the management of documents and archives and records, requirements for the protection of customer and employee information and personal information, provisions on finance and procurement and personnel and employment, and industry compliance and safety and confidentiality requirements; matters involving finance and budget and procurement approval, the handling of customer and employee personal information and privacy, personnel and employment and compensation decisions, contract and outsourced service terms, and archives and compliance determinations must be confirmed separately against the original requirements of the institutional rules, the competent authorities, and the finance and legal and compliance and human resources departments, and this page does not provide specific financial, tax, legal, or human resources advice.
Scheduling and task assignment records, documents and work orders and customer service and complaint handling records, performance and training and personnel action records, and inventory and procurement and office services and equipment maintenance records must be kept on file on your own for later review, verification, and accountability.
Administrative and office support occupations are often conflated; the way to distinguish them is to look at where the responsibilities land and what the output is: this occupation's main output is team scheduling and work assignment, process and quality and deadline supervision and performance review and administrative and customer service management, and it is a first-line management position; general office clerks and information and records clerks and data entry keyers have specific documents and data entry and records processing as their output; bookkeeping, accounting, and auditing clerks and financial clerks have the processing of accounts and reports as their output; customer service representatives have intake and answering and work order processing as their output and usually do not take on team management; executive secretaries and executive administrative assistants have supporting a specific manager's schedule and documents and coordination as their output; human resources assistants have recruiting and personnel affairs processing as their output; administrative services managers have multiple teams and facilities and budget and administrative systems as their output and have a larger management span. This occupation does not include clerical positions focused on single-transaction processing, nor does it include administrative services management positions focused on multiple departments and budgets.
Divide work by cycle and schedule, with process review and records
Directly supervise and coordinate the work activities of clerical and administrative support personnel.
The objects are clerical and administrative and customer service teams, documents and work orders and orders and inventory and procurement and records, and customers and employees and service recipients; the basis is company or departmental policies and procedures and service standards, and requirements for the security of documents and archives and information and compliance
The objects include clerical and administrative and customer service and data processing and records team personnel, records such as documents and work orders and orders and inventory and procurement, customers and employees and service recipients, and office equipment and consumables and office premises and outsourced services; the basis is company or departmental policies and procedures and service standards, provisions on the management of documents and archives and records, requirements for the protection of customer and employee information and personal information, provisions on finance and procurement and personnel and employment, and industry compliance and safety and confidentiality requirements.
Occupational boundaries: this page is written according to the United States O*NET-SOC 43-1011.00 'First-Line Supervisors of Office and Administrative Support Workers' and refers to first-line supervisors who directly supervise and coordinate the work activities of clerical and administrative support personnel; it does not include general clerk and data entry and records positions whose main output is specific documents and entry and records processing, accounting and financial clerks whose main work is the processing of accounts and reports, executive secretaries and administrative assistants whose main work is supporting a specific manager, or human resources assistants whose main work is recruiting and personnel affairs, nor does it include administrative services management positions whose main work is multiple departments and facilities and budgets; it does not provide specific financial, tax, legal, or human resources advice.
Centered on team scheduling and process and quality and deadline supervision and performance review and administrative and customer service management, with attention also to personnel and training and procurement and budget and compliance
Scheduling and work assignment and task allocation → Process and quality and deadline supervision → Error and complaint and escalation handling → Performance review and coaching improvement
Cycle and documents and performance records
Scheduling and task assignment records, documents and work orders and customer service and complaint handling records, performance and training and personnel action records, inventory and procurement and office services records
Responsibility for the process and quality and customer and compliance handling during the shift and current period is borne by the person themselves
Responsibility for the process and quality and customer and compliance handling during the shift and current period is borne by the person themselves; matters involving finance and budget and procurement approval, the handling of customer and employee personal information and privacy, personnel and employment and compensation decisions, contract and outsourced service terms, and archives and compliance determinations must be handled according to procedures by personnel with the corresponding responsibilities or by the competent department and the finance and legal and compliance and human resources departments, and scheduling and documents and customer and performance and records must be kept on file according to institutional rules.
In situations such as doubts about the handling of customer or employee information and privacy, financial or procurement or contract commitments beyond authorization, doubts about personnel and employment handling, doubts about the authenticity of archives and compliance records, and unexplainable process or data errors, work must stop and confirmation must be sought from the department or the finance or legal or human resources lead
In situations such as a customer or employee requesting information or commitments beyond the scope of one's own responsibilities, involvement of sensitive personal information or cross-border data, the need to make personnel and employment or compensation decisions, major ambiguity in contract or outsourced service terms, and unexplainable discrepancies in documents or inventory or performance data, the relevant action must stop and be reported according to procedures to the department head and the finance and legal and compliance and human resources departments.
The workload is affected by documents and work orders and customer service volume and deadlines and budget cycles, system and equipment availability, and team attendance and capability structure
The number of errors or customer complaints in a single period does not constitute a final conclusion about an individual's management ability; process and service quality is affected by systems and business volume and cross-departmental factors
Before entering this occupation, verify item by item: the education and experience requirements for the position; whether corresponding industry qualifications or compliance training are required (such as medical and financial and personal information protection); whether scheduling and budget and procurement and performance management responsibilities must be borne; whether cross-departmental and outsourcing and multi-site coordination is involved; and the record-keeping and verification requirements for documents and archives and compliance records.
Verify education and experience requirements
Confirm the correspondence between education (the main items of the education survey are bachelor's 45%, high school or equivalent 23%, some college, no degree 20%) and documentation or administrative or customer service experience
Verify industry qualifications and compliance training
Confirm industry compliance and background requirements such as medical or financial or personal information protection (if applicable)
Verify information and archive protection requirements
Confirm the requirements for customer and employee personal information and privacy and archives and confidentiality
Verify budget and procurement and outsourcing arrangements
Confirm the procurement and approval authority for office services and supplies and equipment and outsourced services
Verify record and report requirements
Confirm the record-keeping and verification requirements for scheduling and documents and customer service and complaints and performance and procurement records
Verify the composition of compensation and assessment
Confirm the composition and assessment cycle of base pay, performance, overtime, and allowances; this page does not provide legal or compensation advice
All of the directions above are related to administrative and office support or customer service, but their primary tasks and outputs differ; when comparing, first look at four points: whether the primary output is team scheduling and process and quality and deadline supervision and performance review and administrative and customer service management, or specific customer inquiries and work order processing, documents and data entry and records processing, accounts and report processing, supporting a specific manager's schedule and documents, recruiting and personnel affairs, or the management of an administrative service system of multiple teams and facilities and budgets.
The basis for comparison is the official occupational profiles of O*NET 43-1011.00 and related occupations (tasks, work activities, and preparation levels) as well as the BLS occupational and wage statistics. These materials describe the occupational scope and do not represent whether an individual can transfer, whether they can enter a specific industry, or the compliance and background and overtime requirements of a particular position; the training, qualifications, and experience needed for a transfer must be verified item by item according to the target position and local regulations.
The following occupations are in the same administrative and customer service chain, but their responsibilities land in different places; use them to help locate a direction, not to substitute for one another.
Has intake and answering and work order processing as its output; this occupation has team scheduling and process and quality and performance review as its output
If you prefer directly handling customer inquiries and work orders, choose that direction; if you prefer leading a team and process and performance and compliance review, choose this occupation
Take in customer inquiries and complaints and handle work orders and service requests
Customer Service Representatives
Has specific documents and data entry and archives and office affairs processing as its output; this occupation has team organization and process and compliance management as its output
If you prefer specific transaction processing and document filing, choose that direction; if you prefer scheduling and work assignment and performance and process review, choose this occupation
Complete document entry and document filing and routine office affairs
General Office Clerks
Has accounts and vouchers and report processing as its output; this occupation has multiple types of clerical teams and process and compliance management as its output
If you prefer accounts and vouchers and reconciliation processing, choose that direction; if you prefer cross-functional teams and process and customer service management, choose this occupation
Register and verify accounting vouchers and prepare financial ledgers and reports
Bookkeeping, Accounting, and Auditing Clerks
Has supporting a specific manager's schedule and documents and coordination as its output; this occupation has a clerical team of multiple people and process management as its output
If you prefer close support to managers and high-level coordination, choose that direction; if you prefer leading a team and process and performance and budget management, choose this occupation
Arrange managers' schedules and documents and meeting and travel coordination
Executive Secretaries and Executive Administrative Assistants
Has recruiting and personnel affairs and records processing as its output; this occupation has multi-functional administrative teams and process and compliance management as its output
If you prefer recruiting and personnel affairs and employee services, choose that direction; if you prefer cross-functional teams and documents and customer service management, choose this occupation
Handle recruiting and onboarding and attendance and personnel records affairs
Human Resources Assistants (except payroll and timekeeping)
Has multiple teams and facilities and budget and administrative systems as its output; this occupation has first-line team work assignment and process and performance review as its output
If you prefer systems and budget and multi-department management, choose that direction; if you prefer first-line shift leading and process and customer service management, choose this occupation
Coordinate administrative services and facilities and budget and procurement systems across multiple teams
Administrative Services Managers
Use the order of 'whether the primary output is team scheduling and process and quality and deadline supervision and performance review and administrative and customer service management, or specific customer inquiries and work orders, documents and entry and archives, accounts and reports, managers' schedules and documents, recruiting and personnel affairs, multiple teams and facilities and budgets' to compare, then combine your adaptability to deadlines and error correction and personnel conflict, the archive and information and industry compliance requirements, and your willingness to take on process and performance and budget responsibilities to judge which path suits you better.
Clerical and administrative and customer service personnel preparing to enter administrative and office support management positions
First make documents and work orders and customer service and records processing solid, become familiar with quality and deadline and compliance and record requirements, and take on group coordination under mentorship.
Trainee supervisors who have just stepped into a shift-leading position
Turn scheduling and task assignment, process and quality review, and error and complaint and performance records into fixed habits, and when questions about information and finance and personnel and compliance arise, ask the department or the finance or legal or human resources lead first.
In-service team leaders and first-line administrative supervisors
Use the tools for scheduling and documents and performance and report data organization, while retaining process judgment, error and complaint and compliance handling, and personnel coaching responsibilities.
Administrative and operations and shared services managers
First clarify the information and finance and personnel and compliance interfaces, then decide which links can introduce work order and customer relationship management and reporting systems, and retain manual confirmation and approval.
Editorial analysis: tools can attempt to assist with scheduling trial calculations, work order summaries, report drafting, and record retrieval; this page did not obtain the actual adoption rate or effect measurement for this occupation. Process judgment, personnel actions, complaint escalation, and sensitive information handling must still be manually reviewed according to authorization.
O*NET OnLine: First-Line Supervisors of Office and Administrative Support Workers (43-1011.00) occupational profile
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
O*NET OnLine: Tasks and work activities materials
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
BLS Occupational Employment and Wage Statistics (OEWS)
OEWS wage distribution and statistical scope; not employment projections or risk law
BLS Occupational Projections and Characteristics tables
Overall employment projections and average annual openings; not AI attribution or individual hiring probability
ILO Working Paper 96: Generative AI and Jobs (2023)
Cross-occupational AI task exposure research; not measured adoption or effects for this occupation
NIST Artificial Intelligence Risk Management Framework (AI RMF 1.0)
Voluntary AI risk governance framework; not archives, information protection, or employment law
BLS Occupational Employment and Wage Statistics (OEWS) methodology note
OEWS wage distribution and statistical scope; not employment projections or risk law
This column only answers technical tractability: judge this occupation's tasks (scheduling and task assignment statistics, documents and work orders and performance ledger organization, report and correspondence and manual drafting, archive and record classification and verification, report and dashboard material compilation) by 'what the model can do', without involving whether institutions adopt them, nor process judgment and error and personnel and compliance handling responsibilities.
Editorial suggestion: use non-sensitive samples to trial-calculate scheduling and queues and verify constraints, permissions, and results
Process judgment, error correction, and personnel and compliance handling remain the responsibility of first-line administrative supervisors
Editorial suggestion: you may trial work order and report summaries and verify complaints, costs, and anomaly records item by item
The responsibility for authorization determinations and anomaly handling for information and privacy and personnel and finance remains with people
Editorial suggestion: you may trial retrieval and archiving and verify access permissions, classification, and versions
Employee evaluation and process and compliance handling must still be confirmed by people
The following evidence cards correspond respectively to international organizations' task exposure research, official occupational materials, employment and wage statistics, and governance frameworks; please read them according to their respective research objects and limitations, and do not merge them into a single conclusion.
Based on a task classification method, not actual corporate adoption or job change data
ILO Working Paper 96 (2023)
A global employment- and task-level assessment of generative AI exposure
Editorial analysis: record organization, text drafting, and summarization can be listed as tool-assistance candidates. The ILO study provides a cross-occupational task exposure method, and clerical-type results cannot be directly treated as the measured exposure, adoption, or effects of this supervisory occupation.
Used to describe the occupational scope, not a forecast of the number of positions
O*NET OnLine（43-1011.00）
Official occupational tasks and work activities
The core tasks of this occupation are to directly supervise and coordinate clerical and administrative support personnel: scheduling and work assignment and task allocation, process and quality and deadline supervision, error and complaint and escalation handling, performance review and coaching improvement, personnel and training and compliance review, and cross-departmental and office services and budget coordination; among these, scheduling and documents and work orders and performance data organization and report and correspondence and manual drafting are more easily assisted by tools, while process judgment and error and personnel and compliance review and customer handling depend on a trained and authorized supervisor.
The projection is based on assumptions and does not equal actual results
BLS Employment Projections (2024—2034, as presented by O*NET)
Employment and openings projection
As presented by O*NET, this exact occupation is projected to show little or no change from 2024—2034 (Little or no change, and that page does not give a percentage range), with average annual openings of about 144,500; this occupation is marked as Bright Outlook because of the large number of openings, but the projection does not treat AI adoption as a separate variable and cannot be read as a job conclusion about AI for this occupation.
OEWS counts the pre-tax regular-hour wages of employed persons, including commissions, incentive pay, and production bonuses; it excludes overtime premiums, non-production bonuses, and employer benefit costs, and does not cover the self-employed. Regional and industry differences are reflected in the wage distribution and cannot be summarized as not counted.
BLS OEWS（May 2025）
The page presents the 2025 median hourly wage of 33.41 US dollars and median annual wage of 69,500 US dollars; the 10th and 90th percentiles are approximately 45,610 and 104,710 US dollars/year respectively (May 2025 OEWS, as presented by O*NET). These values are only for understanding the magnitude and scope; region, industry, and performance and overtime will noticeably affect personal income.
A governance framework, containing no occupational or employment data
AI system risk governance framework (voluntary adoption)
AI RMF1.0 is a voluntary risk governance framework, and its review and record-keeping methods can be referenced; the listed PDF is not an independent generative AI Profile, nor is it information protection or employment law.
Whether the model can complete a certain type of process
Whether institutional systems, costs, and risk preferences permit it
Whether the number of positions and the responsibility structure change
Editorial analysis: you may first trial scheduling, work orders, reports, and record organization and verify accuracy, time saved, and rework volume. This round did not obtain measured evidence that this occupation has been enhanced overall, had its responsibilities moved up, or been replaced.
ILO Working Paper 96 (2023); O*NET 43-1011.00 task materials
It is recommended to learn office, work order, scheduling, CRM, and personnel record operations according to the actual systems of the target employer. The O*NET software list does not provide universal adoption rates or measured efficiency and cannot replace process and people management experience.
O*NET 43-1011.00 task materials; ILO Working Paper 96
Editorial judgment: start by trialing record organization and drafting; there is no intra-occupational comparative measurement of which tasks are more or less affected, so these candidates are not called the most directly affected.
ILO Working Paper 96 (2023); O*NET task materials
Insufficient evidence: no estimate was obtained of job changes for this occupation caused by AI. Overall employment projections cannot prove that positions will not decrease because of tools; the old 2024—2034 registration and protection-surface conflict is retained.
BLS Employment Projections (2024—2034); ILO Working Paper 96
No. Tools can assist with scheduling and documents and work orders and performance ledgers and report organization, but process judgment, error correction, archive and information and personnel authorization determinations, compliance review, and customer and personnel handling must be borne by trained and authorized personnel, and process and compliance responsibility is not decided by tools either.
NIST AI Risk Management Framework; archive and information and personnel and compliance management system requirements
Insufficient evidence: the O*NET, BLS, and ILO materials consulted in this round do not provide the year this occupation will disappear as a whole; no commitment can be made about job survival or the timing of tools taking over.
BLS Employment Projections (2024—2034); ILO Working Paper 96
Prioritize three things: first, administrative and process skills (documents and work orders and archives and customer service processes, office suite and work order and customer relationship management and human resources and inventory system operation, quality and deadline and record management); second, compliance and information knowledge (archive and record management and retention requirements, protection of customer and employee personal information and privacy, finance and procurement and personnel and employment provisions, industry compliance and confidentiality requirements); third, organizational and communication ability (scheduling and task assignment, performance conversations and improvement, cross-departmental and outsourcing coordination, report and correspondence and manual writing). Together, the three determine whether one can bear first-line administrative support management responsibilities.
O*NET 43-1011.00; BLS employment and wage statistics
When using AI to assist with this occupation's work, it is recommended to first confirm the division of labor and authorization boundaries:
First clarify the information and finance and personnel and compliance interfaces and judge which links can use tools and which decisions must be made by the first-line administrative supervisor or the department and finance and legal and human resources leads.
Limit tools to handling only permitted links, such as scheduling and task assignment statistics, documents and work orders and performance ledger summaries, report and correspondence and manual drafting, and archive and record classification and verification, and do not directly produce personnel and finance and compliance conclusions or external commitments.
Trained and authorized personnel verify the tool output against the actual situation of documents and work orders and customers and performance, review deviations and record the reasons for human judgment, and handle and report anomalies according to procedures.
Record scheduling and task assignment, documents and work orders and customer service and complaint handling, and performance and training and personnel action processes according to institutional rules so that the process is traceable; information involving customers and employees is transferred according to regulations.
Process and service and compliance responsibility is borne by the first-line administrative supervisor and the department head, and tool output does not constitute a personnel or financial or compliance determination.
Entering customer or employee personal information and archive materials into unauthorized external tools may cause personal information leakage and compliance violations.
Use approved channels according to the information and privacy protection system, and do not submit customer and employee information and archive materials to unrelated parties or unauthorized external tools.
Making personnel or compensation or procurement or contract commitments without authorization may cause compliance problems and disputes.
Verify your own responsibilities and authorization scope, and leave personnel and compensation and procurement and contract matters to the department and the human resources or finance or legal lead to handle according to procedures.
Customer and employee and document and performance and archive information is business and personal information, and leakage may harm the rights and interests of the parties concerned.
Handle customer and employee and document and performance and archive information according to minimum necessity and institutional rules, and do not submit it to unrelated parties or external tools.
It is recommended to observe changes in fatigue, attention, and record quality during high-load periods; this page does not provide medical causal evidence of vision decline or other diseases for this occupation.
Rotate and rest according to the work arrangement and adjust sitting posture and eye use, and truthfully report stress and physical discomfort and seek support.
Making financial or personnel or compliance decisions beyond the scope of one's responsibilities may cause losses and legal consequences.
Clarify your own responsibilities and authorization scope, and leave finance and personnel and compliance matters to personnel with the corresponding responsibilities to handle according to institutional rules.
Complete scheduling and work assignment and task allocation according to institutional rules and record them
Develop scheduling according to budgets and workloads and assign tasks to people and cycles and record them
Scheduling and work assignment and task allocation
Schedules and task lists can assist with arrangement, but scheduling decisions and authorization and assignment are still borne by people.
Supervise whether the work of clerical and administrative and customer service employees meets quality and deadlines and procedures
Supervise the work of office and administrative and customer service employees to ensure compliance with quality and deadlines and procedures and correct errors
Process and quality and deadline supervision
Quality dashboards and reminders can be compared, but error correction and process judgment are still the responsibility of people.
Resolve customer complaints and answer questions about policies and procedures
Resolve customer complaints or answer customers' questions about policies and procedures and handle escalated complaints and disputes
Error and complaint and escalation handling
Complaint classification and scripts can assist, but customer reassurance and exception and relationship decisions are still the responsibility of people.
Review records or reports to verify details and evaluate performance
Review records or reports such as documents and personnel and orders and supplies to verify details and monitor work and evaluate performance
Performance review and record review
Verification and anomaly alerts can be automated, but performance determinations and record conclusions are still borne by people.
Evaluate performance and compliance and recommend personnel actions and organize training
Evaluate employee performance and compliance and recommend personnel actions and train or arrange training
Personnel and training and compliance review
Training and scheduling tools can assist with summarization, but employee evaluation and personnel and training decisions are still the responsibility of people.
Prepare reports and implement policies and service standards and plan office services and budget
Prepare reports and correspondence as required by management or government agencies and implement policies and service standards and plan office services and budget and procurement
Report and policy and office services coordination
Report and budget tools can assist with preparation, but policy implementation and procurement and budget decisions are still the responsibility of people.
Coordinate with adjacent crews and departments and outsourcing and hand over unfinished matters
Coordinate with adjacent crews and departments and work units and outsourcing service providers and hand over unfinished matters and risk points
Crew coordination and handover
Communication and work order tools can assist in gathering information, but on-site coordination and handover are still the responsibility of people.
The above are task-level judgments and evidence boundaries and do not represent a definite forecast of the number of positions.
This value is likewise an industry average for urban non-private units; the two industries cover different employers and occupations and cannot be pieced together into a wage range for this occupation.
Insufficient evidence: the National Bureau of Statistics releases consulted in this round do not provide a national single-occupation wage for this occupation
The statistical classification and responsibility boundaries need to be verified according to the type of unit and the region.
Industry average wages, job category averages, and recruitment quotes cannot be used interchangeably
It is recommended to verify fixed wages, bonuses, overtime pay, allowances, and employer benefits item by item, and to confirm the contracting party for direct employment, dispatch, outsourcing, or shared services; this page did not obtain a compensation composition sample for this occupation.
Verify according to the source release period; do not merge different years
Statistical period: industry averages from different years cannot be compared directly.
Industry scope covers multiple occupations
Industry coverage: industry averages cannot replace the wage for this occupation.
City and unit type differences are obvious and need to be verified by region
Regional differences: national averages cannot represent a specific region and form of employment.
Recruitment quotes are single-employer samples and do not constitute an occupational median
Sample boundaries: do not substitute a single quote for occupational income.
Editorial suggestion: you may trial work order, scheduling, and reporting tools to organize records and verify error and rework; this round did not obtain the AI adoption rate, income, or demand change magnitude for this occupation in mainland China.
National Bureau of Statistics data are the pre-tax annual average wages of employed persons in urban units; the total wage bill is counted as labor remuneration according to statistical rules and cannot be summarized as excluding all bonuses or allowances. National, industry, and job group averages can none of them replace the personal income of this occupation or the quotes of specific employment contracts such as dispatch and outsourcing.
Education verification: high school or equivalent
Clerk and customer service and records positions
Editorial suggestion: verify education and relevant experience according to the target announcement in China; the United States education survey cannot serve as a universal threshold in China.
Course preparation: courses related to documentation, administration, or customer service
Administrative supervisor reserve and team coordination positions
Editorial suggestion: verify process and service experience according to the announcement, and do not presuppose a uniform education threshold.
Education verification: business administration, administrative management, or a related major
Administrative and corporate operations support management positions
Editorial suggestion: also verify team, process, and budget responsibilities; the major requirements are subject to the target announcement.
Industry compliance and information protection training (medical and financial and personal information protection)
Compliance and data protection management direction
Editorial suggestion: verify archives, information protection, training, and position authorization according to the institution and jurisdiction; this page has not verified the sources of law item by item.
Health and social work (industry proxy)
Employment scenarios for administrative support positions in hospitals and clinics and long-term care institutions
Leasing and business services (industry proxy)
Employment scenarios for positions in business services and administrative outsourcing and shared service centers
Public administration, social security and social organizations (industry proxy)
Employment scenarios for clerical and window service positions in government agencies and public institutions
National Bureau of Statistics: average wages of employed persons in urban units (industry categories and job categories, release index)｜https://www.stats.gov.cn/sj/zxfb/
Education (industry proxy)
Insufficient evidence: this round did not obtain a national single-occupation wage for this occupation in mainland China; the existing national, industry, and job group annual averages are for background only.
This page uses industry average wages ('health and social work' urban non-private 146,266 yuan/year, 'leasing and business services' non-private 110,162 yuan/year, 'public administration, social security and social organizations' non-private 119,465 yuan/year, 'education' non-private 133,539 yuan/year) as well as the national urban non-private units at 129,441 yuan/year, private units at 71,590 yuan/year, and the average wages by job category of enterprises above designated size as background, which cannot replace the wage for this occupation.
National Bureau of Statistics: 2025 average wages of employed persons in urban units (industry categories and job categories)｜https://www.stats.gov.cn/sj/zxfb/202605/t20260515_1963707.html
Do not substitute industry average wages, job category averages, or a single recruitment quote for the income of this occupation.
National (industry proxy)
Insufficient evidence: this round did not obtain a national single-occupation wage for this occupation in mainland China; industry averages cannot be converted into a monthly salary or take-home income for this occupation.
Region and unit type
Insufficient evidence: this round did not obtain matched monthly salary statistics for medical, business, or public administration administrative support supervisors in mainland China. It is recommended to verify wages, bonuses, overtime pay, allowances, and the employing entity according to the target employer, and not to treat a single quote as the occupational median.
Other regions and employment models
Insufficient evidence: no verifiable income statistics could be obtained for other regions and employment models (financial institution operations support, manufacturing and logistics documents and order management, education and training academic administration, legal and archives and medical records management); the differences between regions, industries, and forms of employment are large and need to be verified one by one according to the specific position.
Administrative and office support management in mainland China is mostly found in registration and medical records and front-desk teams of medical institutions and long-term care institutions, documentation and customer service and operations support teams of financial and insurance institutions, business services and administrative outsourcing and shared service centers, order and inventory and documentation teams of manufacturing and logistics and retail enterprises, clerical and window service teams of government agencies and public institutions, and administrative support teams of legal and education and human resources; the archive and record and retention requirements, the protection of customer and employee personal information and privacy, the finance and procurement and personnel and employment provisions, and the industry compliance and confidentiality requirements for the relevant positions are implemented according to the rules of the location and the competent authorities, and do not correspond one-to-one with the United States occupational classification.
United States O*NET and BLS statistical scope note｜https://www.bls.gov/oes/
Little or no change (2024—2034, BLS projections, as presented by O*NET; that page does not give a percentage range)
Median hourly wage 33.41 US dollars; median annual wage 69,500 US dollars (2025, BLS OEWS as presented by O*NET)
Salary · 10th percentile｜Below 45,610 US dollars/year；May 2025 OEWS (as presented by O*NET)｜Not an entry-level starting salary.
Below 55,950 US dollars/year
Salary · 25th percentile｜Below 55,950 US dollars/year；May 2025 OEWS (as presented by O*NET)｜Not an entry-level starting salary.
Salary · Median｜69,500 US dollars/year；median hourly wage 33.41 US dollars (May 2025 OEWS, as presented by O*NET)｜Half of practitioners are below and half above this value.
Below 85,090 US dollars/year
Salary · 75th percentile｜Below 85,090 US dollars/year；May 2025 OEWS (original registration, as presented by O*NET)｜The percentile is not a grade or starting salary; coverage is per the OEWS definition. This round did not re-retrieve this percentile table value.
Salary · 90th percentile｜Above 104,710 US dollars/year；May 2025 OEWS (as presented by O*NET)｜Does not represent the overall ceiling for this occupation.
About 1,558,400 people
Employment · Employment size｜About 1,558,400 people (historical registration, not re-verified this round); 2024 BLS occupational projections (as presented by O*NET)｜The projected population includes the self-employed and cannot be called the OEWS employed population.
Little or no change (Little or no change)
Employment · Growth rate｜Little or no change (2024—2034); BLS projections (as presented by O*NET)｜That page does not give a percentage range, nor is this the probability of an individual obtaining a position.
About 144,500/year
Employment · Projected openings｜About 144,500/year (2024—2034 projected annual average); BLS projections (as presented by O*NET)｜Most come from replacement needs and do not equal net new positions.
Historical entry note (not re-verified in this round): the above are the occupational identity, tasks, and work context of the United States First-Line Supervisors of Office and Administrative Support Workers (O*NET-SOC 43-1011.00), and the wages, employment, growth, and openings are also for that exact occupation (May 2025 OEWS and BLS projections, as presented by O*NET); no table readable by industry was found for industry-specific wages on this occupation's page, and the table marks rows individually under the two categories 'industry' and 'national reference'; the main items of the education survey have been published and are marked separately; this occupation is marked as Bright Outlook (based on the large number of openings rather than fast growth). The current O*NET/BLS in this round is the 2025—2035 projection; the old 2024—2034 facts are shared with the Hero/FAQ and have not been updated in sync, so they must not be treated as the latest projection. The projected population and the OEWS employed-wage population differ, and the overall projection does not provide a causal AI share.
Historical entry note (not re-verified in this round): United States scope note: O*NET-SOC 43-1011.00 'First-Line Supervisors of Office and Administrative Support Workers' — the 2025 median hourly wage is 33.41 US dollars and the median annual wage is 69,500 US dollars; the 10th, 25th, 75th, and 90th percentiles are approximately 45,610, 55,950, 85,090, and 104,710 US dollars/year respectively (May 2025 OEWS, as presented by O*NET). Employment in 2024 was about 1,558,400 people, little or no change is projected from 2024—2034 (Little or no change, and that page does not give a percentage range), and average annual openings are about 144,500; the main industries listed by O*NET for this occupation in 2024 are healthcare and social assistance and finance and insurance. This occupation is marked as Bright Outlook, based on the large projected number of openings (144,500, exceeding the threshold of 75,000), and its growth is little or no change. Personal income also depends on region, industry, and performance and overtime; the main items of the education survey are bachelor's degree 45%, high school diploma or equivalent 23%, and some college, no degree 20%, with the remaining categories not listed on the summary page. The current O*NET/BLS in this round is the 2025—2035 projection; the old 2024—2034 facts are shared with the Hero/FAQ and have not been updated in sync, so they must not be treated as the latest projection. The projected population and the OEWS employed-wage population differ, and the overall projection does not provide a causal AI share.
OEWS pre-tax regular-hour wages include commissions, incentive pay, and production bonuses
Personal income is related to region, industry, performance, and overtime, and evaluating personal income must be combined with the employer's compensation and assessment system.
Insufficient evidence: this round did not obtain a median wage matching this occupation and the specified industry
BLS provides industry-occupation wage statistics. In this round the old occupation URL redirected to the table directory and no matching industry table value was obtained; the first three rows retain the gap, and the 4th row is the national median wage reference.
The main items of the education survey proportions have been published
The O*NET summary page lists the education level required for new employees: bachelor's degree 45%, high school diploma or equivalent 23%, some college, no degree 20%; the remaining items are not listed on the summary page, and this page does not merge them into a complete distribution.
Little or no change (2024—2034, BLS projections, as presented by O*NET; that page does not give a percentage range)
Healthcare and social assistance (OEWS industry scope)
Insufficient evidence: this round did not obtain a median wage matching the occupation, the industry, and May2025 at the same time; industry average wages or third-party estimates were not used to fill in.
This industry is one of the main industries listed by O*NET for this occupation in 2024 (including administrative support management in hospitals and clinics and long-term care institutions); the specific median must be verified separately against the original OEWS industry detail table.
Finance and insurance (OEWS industry scope)
Insufficient evidence: this round did not obtain a median wage matching the occupation, the industry, and May2025 at the same time; industry average wages or third-party estimates were not used to fill in.
This industry is one of the main industries listed by O*NET for this occupation in 2024 (including documents and customer service and operations support management in banks and insurance institutions); the specific median could not be obtained.
Professional and business services (OEWS industry scope)
Insufficient evidence: this round did not obtain a median wage matching the occupation, the industry, and May2025 at the same time; industry average wages or third-party estimates were not used to fill in.
Positions such as management consulting and administrative outsourcing and shared service centers are often related to this industry; the specific median could not be obtained.
National (across industries, reference)
The May 2025 national median annual wage presented on this page (BLS OEWS, as presented by O*NET), used for comparison and not an industry figure.
The median is the midpoint of the wage distribution of employed persons in the same statistical period, not a starting salary.
The industry rows are only used to explain the scopes available on this page and cannot be used to infer personal wages or job grades.
The gap between the 10th and 90th percentiles is relatively large (45,610 to 104,710 US dollars/year), indicating that income differences within this occupation are obvious.
OEWS counts the pre-tax regular-hour wages of employed persons, including commissions, incentive pay, and production bonuses; it excludes overtime premiums, non-production bonuses, and employer benefit costs, and does not cover the self-employed. Regional and industry differences are reflected in the wage distribution and cannot be summarized as not counted.
Median hourly wage 33.41 US dollars; median annual wage 69,500 US dollars (2025, BLS OEWS as presented by O*NET)
Low end: the 10th percentile is below 45,610 US dollars/year, which is the low end of the distribution, not an entry-level starting salary.
Median: 69,500 US dollars/year (median hourly wage 33.41 US dollars, 2025); half of employed practitioners are below and half above this value.
High end: the originally registered 90th percentile is above 104,710 US dollars/year; this round did not re-retrieve the percentile table value. A percentile only indicates a position in the distribution and cannot be used to infer seniority, job grade, or the causes of personal income.
The interest codes are mainly E (Enterprising) and C (Conventional) and include S (Social): corresponding to organizing and leading a clerical and administrative and customer service team and scheduling and work assignment, handling matters according to systems and processes and records, and communicating continuously with employees and customers and service recipients. Interest codes only describe activity preferences and do not represent talent, hiring, or performance conclusions.
Official interest codes
If you do not accept repeated deadlines and error correction and personnel conflict, a multi-task and interruption-prone work pace, or are unwilling to manage the team and archives and information according to systems and processes, the work experience will be affected.
Editorial suggestion: observe your own preferences using samples of scheduling, error correction, complaint escalation, and performance communication. The Big Five personality test can assist reflection; this page has not verified the predictive validity for this occupation and does not set hiring standards based on scores.
Editorial suggestion; this page has not verified occupational predictive validity
Personality traits cannot replace documents and work orders and system operation skills, archive and information and compliance knowledge, and team management experience.
The interest codes come from the official O*NET profile (marked as ECS, that is, Enterprising, Conventional, and Social) and only describe activity preferences, not ability, hiring, or performance conclusions.
Editorial suggestion: MBTI can serve as preference reflection; this page has not verified its predictive validity for hiring or performance in this occupation.
Assessment results only describe preferences and do not represent ability; interest codes cannot replace the training, experience, and compliance knowledge required for process judgment and error and information and personnel management.
Assessment results only describe preferences and do not represent ability.
Interest codes ECS (Enterprising, Conventional, Social)
Team leading and communication methods can be trained and need not be limited by personality labels.
Do not decide whether one can do this occupation based on preference labels; training, experience, and work samples still need to be verified.
The Enneagram is a self-reflection tool. For this job, the more practical questions are: can you maintain judgment under deadline and error and personnel conflict pressure, and can you adhere to process and information and personnel requirements according to institutional rules.
Self-reflection tool (not an occupational standard)
If you treat the number of errors in a single period or a single customer complaint as a negation of your personal worth, working long-term in administrative management will be very difficult.
This page has not verified the predictive validity of cognitive test scores for performance in this occupation; it is recommended to observe samples of record verification, verbal comprehension, and anomaly handling.
Editorial suggestion; this page has not verified the predictive validity of the test for this occupation
Treating test scores as a hiring or qualification threshold is untenable.
The emotional intelligence test measures emotion recognition and management and can be used to understand your own reactions under deadlines, error correction, customer complaints, and team friction. It is not an occupational entry standard, nor can it replace real work cycles and team mentoring experience and industry compliance requirements.
Usable for self-observation (not an entry standard)
Test results cannot replace documents and work orders and system operation skills, archive and information and compliance knowledge, and team management experience.
The assessment information above is only for self-exploration and career thinking and does not constitute hiring standards, ability evaluation, or performance conclusions.
Interest and personality are only for preference reflection; this page has not verified their validity in predicting employment outcomes for this occupation and cannot promise hiring or income on that basis.
Has intake and answering and work order processing as its output: take in customer inquiries and complaints and handle work orders and service requests
Has customer communication and work order and system operation ability; can complete intake and handling and recording according to standards
If you are unwilling to bear high-frequency customer contact and complaint pressure, or do not accept work order timeliness assessment, this direction is not recommended.
Has specific documents and data entry and archives and office affairs processing as its output: complete document entry and document filing and routine office affairs
Has documents and entry and archives and office software ability; can complete routine affairs and filing according to standards
If you are unwilling to bear repetitive entry and verification work, or do not accept multi-task parallelism, this direction is not recommended.
Has accounts and vouchers and report processing as its output: register and verify accounting vouchers and prepare financial ledgers and reports
Has accounts and vouchers and reconciliation and reporting ability; can complete bookkeeping and verification according to norms
If you are unwilling to bear numerical precision and tracing reconciliation differences, or do not accept overtime during closing periods, this direction is not recommended.
Has supporting a specific manager's schedule and documents and coordination as its output: arrange managers' schedules and documents and meeting and travel coordination
Has schedule and document and meeting and cross-party coordination ability; can complete close administrative support according to standards
If you are unwilling to bear close standby and high-level coordination and confidentiality pressure, or do not accept flexible working hours, this direction is not recommended.
Has recruiting and personnel affairs and records processing as its output: handle recruiting and onboarding and attendance and personnel records affairs
Has recruiting and personnel affairs and archives and communication ability; can complete personnel process affairs according to norms
If you are unwilling to bear the confidentiality of personnel information and multi-party communication pressure, or do not accept recruiting cycle assessment, this direction is not recommended.
Has multiple teams and facilities and budget and administrative systems as its output: coordinate administrative services and facilities and budget and procurement systems across multiple teams
Has the ability to manage multiple teams and facilities and budget and procurement systems; can complete system and budget management according to goals
If you are unwilling to bear the pressure of systems and budget and multi-department coordination, or do not accept management-grade assessment, this direction is not recommended.
Editorial suggestion: observe samples of scheduling, error review, record keeping, and complaint handling according to the target position, and do not replace relevant experience with personality labels.
First completing scheduling and task assignment, process and quality review and records in one actual work cycle or mentoring arrangement and leaving materials behind is a lower-cost and more credible way to verify.
When unsure about the direction, you can start from a first-line position such as general office clerk or customer service representative or data entry, and then gradually move toward shift leading, process, or information and compliance and team management directions.
The income of this occupation is related to region, industry, performance, and overtime; when evaluating fit, you must look at both your acceptance of deadline and error and complaint pressure and your willingness to bear team management and information and compliance responsibilities.
O*NET lists this occupation as Job Zone 3 (medium preparation, SVP 6.0 to <7.0); the main items of the education survey are bachelor's degree 45%, high school diploma or equivalent 23%, and some college, no degree 20% (the remaining categories are not listed on the summary page); this occupation is marked as Bright Outlook, based on the large number of openings (rather than fast growth), and its growth is little or no change (Little or no change). The United States wages, employment, and growth are for the exact occupation.
Preparation check: O*NET lists it as Job Zone3; the BLS typical entry-level classification is high school or equivalent and less than 5 years of related experience. The two are at different levels, and the specific requirements are subject to the announcement.
Before entering an administrative management position, it is recommended to first confirm your own responsibilities and authorization scope and the boundaries for handling archives and information and finance and personnel, so as to avoid handling sensitive information or making commitments beyond your responsibilities without authorization.
Editorial suggestion: observe whether you are willing to bear process supervision, personnel communication, error correction, and deadline pressure; this page does not measure the causal relationship between these preferences and competent performance.
In-service team leaders and first-line administrative supervisors: this occupation is mainly about work cycles and team mentoring experience and the accumulation of management ability, and the scope of responsibility changes with adjustments to the industry and function and position.
Students and career changers: first verify the target direction (medical and long-term care, finance and insurance, business services and administrative outsourcing, manufacturing and logistics and retail, government agencies and public institutions, legal, education, and human resources) and the required compliance and background requirements.
Administrative and process skills: whether one can master documents and work orders and archives and customer service processes, office suite and work order and customer relationship management and human resources and inventory system operation and quality and record management, is the core of judging fit.
Information and compliance awareness: administrative management depends on implementing archive and record and information protection and personnel and finance requirements, and avoiding compliance issues will limit the development of the work.
Qualifications and assessment: some directions have archive and information protection and industry compliance and background requirements, which must be verified in advance, along with an understanding of performance and overtime and allowance arrangements.
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
OEWS wage distribution and statistical scope; not employment projections or risk law
Overall employment projections and average annual openings; not AI attribution or individual hiring probability
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
OEWS wage distribution and statistical scope; not employment projections or risk law
Overall employment projections and average annual openings; not AI attribution or individual hiring probability
This page does not replace the document and archive and record management and retention requirements, customer and employee personal information and privacy protection requirements, finance and procurement and personnel and employment provisions, industry compliance and safety and confidentiality requirements, contract and outsourced service and settlement requirements, or scheduling and documents and customer service and performance record management provisions; matters involving finance and budget and procurement approval, customer and employee personal information and privacy handling, personnel and employment and compensation decisions, contract and outsourced service terms, and archives and compliance determinations must be executed according to the original requirements by personnel with the corresponding responsibilities, the competent authorities, and the finance and legal and compliance and human resources departments.
The main risks are concentrated in handling customer and employee information and archive materials without following the information and privacy protection system, making personnel or compensation or procurement or contract commitments without authorization, the physical and mental wear from prolonged sitting and high-frequency eye use and multi-task switching and deadline pressure, making financial or personnel or compliance decisions beyond the scope of one's responsibilities, the leakage of customer and employee and document and performance and archive information, and unclear documents and risk points caused by unclear handover between crews and departments and outsourcing; most can be reduced through system implementation, authorization approval, minimum necessary handling, and record keeping, but cannot be completely eliminated.
The following cards are editorial verification suggestions based on occupational tasks and work context and are not legal, medical, or statistical conclusions; archive, information protection, employment, and procurement authority must be verified against the original texts of the specific institution and jurisdiction. The NIST framework is for reference in AI tool governance only.
Handling customer and employee information and archive materials without following the information and privacy protection system
May cause personal information leakage and compliance violations and harm the rights and interests of the parties concerned
Handle customer and employee information and archive materials according to the information and privacy protection system and the principle of minimum necessity, using approved channels
Copying customer or employee information to personal devices or unauthorized external tools for convenience
Making personnel or compensation or procurement or contract commitments without authorization
May cause compliance problems and disputes and economic losses and bring legal and liability issues
Verify your own responsibilities and authorization scope, and leave personnel and compensation and procurement and contract matters to the department and the human resources or finance or legal lead to handle according to procedures
Committing on the spot to prices or services or contract terms as requested by a customer or supplier
The physical and mental wear from prolonged sitting and high-frequency eye use and multi-task switching and deadline pressure
It is recommended to observe changes in fatigue, attention, and communication state during prolonged sitting and high-load periods; this page does not provide medical causal evidence of neck, shoulder, and back disease, vision decline, or emotional exhaustion for this occupation.
Rotate and rest according to the work arrangement and adjust sitting posture and eye use, and truthfully report stress and physical discomfort and seek support
Working overtime continuously on documents and work orders without arranging rest or ignoring signs of emotional exhaustion
Making financial or personnel or compliance decisions beyond the scope of one's responsibilities
May cause losses and legal consequences and affect institutional compliance
Clarify your own responsibilities and authorization scope, and leave finance and personnel and compliance matters to personnel with the corresponding responsibilities to handle according to institutional rules
Adjusting accounts or personnel or archive records without authorization and against institutional rules
Leakage of customer and employee and document and performance and archive information
May harm customer and employee rights and interests and business and archive information
Handle customer and employee and document and performance and archive information according to minimum necessity and institutional rules, and do not submit it to unrelated parties or external tools
Posting customer lists or performance or document information on public platforms
Unclear handover between crews and departments and outsourcing
May lead to unclear documents and matters and unclear risk points and responsibilities
Hand over unfinished documents and matters and risk points item by item according to the handover procedure, and provide written explanations for anomalies
Leaving the post or taking over the shift without confirming the handover content
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
Overall employment projections and average annual openings; not AI attribution or individual hiring probability
Voluntary AI risk governance framework; not archives, information protection, or employment law
OEWS wage distribution and statistical scope; not employment projections or risk law
| Finance and business services administrative supervisor | Assign work by business line and team and control timeliness and errors and compliance | Scheduling and quality records | Write out the key points for timeliness and error control and compliance review | Business-oriented scenario; attention must be paid to documents and compliance |
| Corporate administration and procurement and office services supervisor | Assign work by department and budget and control procurement and office services and suppliers | Procurement and office services records | Write out the key points for procurement and office services and supplier verification | Corporate-oriented scenario; attention must be paid to procurement and contract authorization |
| Shared services and operations support supervisor | Assign work by queue and service level and control quality and performance | Service level and quality records | Write out the key points for service level and quality review | Shared services-oriented scenario; attention must be paid to performance and process scope |
Employer requirements: education and experience background
Verify education (the main items of the education survey for this occupation are bachelor's degree 45%, high school diploma or equivalent 23%, and some college, no degree 20%, and the summary does not list other categories) and the related documentation or administrative or customer service experience requirements, and record the announcement date and whether it is still recruiting.
Distinguish between 'meeting the education and experience bar' and 'being able to independently bear first-line administrative management responsibilities'; both must be examined.
Employer requirements: qualifications and compliance conditions
Verify the archive and record and information protection requirements, industry compliance and safety and confidentiality requirements and background check requirements (such as for the medical and financial directions), as well as the form of employment and working hours and overtime arrangements.
Requirements and timeliness must be recorded, and changing industry or employer requires re-verification.
O*NET preparation level and profile completeness
Job Zone 3 (medium preparation, SVP 6.0 to <7.0); this occupation is marked as Bright Outlook, based on the large number of openings (rather than fast growth), and its growth is little or no change (Little or no change); interest codes ECS; the O*NET summary page lists the education level required for new employees: bachelor's degree 45%, high school diploma or equivalent 23%, and some college, no degree 20%, and the summary does not list other categories.
The preparation level describes the occupation as a whole and does not represent the hiring and qualification standards of a specific institution; the education survey only publishes the main items and this page does not merge them into a complete distribution; the United States wages and employment are for the exact occupation.
Tools and work environment
Verify the office suite and spreadsheets and word processing in use, email and calendar and scheduling tools, customer relationship management and work order and inventory and order and human resources and payroll systems, document management and enterprise resource planning and project management and reporting tools, and archive and compliance materials.
List the actual usage scenarios and compliance requirements, and do not substitute a tool list for process judgment and archive and information and personnel knowledge.
Material one: fictional office team task
Provide the business line and group and staffing, the documents, work orders, customer service, and records items and deadlines to be completed in the current period, the available personnel and systems and equipment and budget, one incident of data error or customer complaint or process delay or staff absence, and the scheduling and work assignment, process coaching, performance review, and compliance and records that need to be completed, as the input for this exercise.
Mark the units and missing items, and state that the material is completely fictional.
List the missing information that may affect judgment.
State that the exercise uses fictional materials and does not represent any real institution, customer, or event.
Checkable output: scheduling and task assignment, the processing sequence and quality standards for documents and work orders and customer service, the handling path for errors and complaints and escalation, the performance conversation and improvement plan, the cross-departmental and outsourcing coordination path, and the records and reports related to documents and personnel and inventory and procurement, as well as the decisions that must be made by the department head or the finance or legal or human resources lead.
Explain the boundaries: financial and tax and legal and human resources and information security conclusions must be made by personnel with the corresponding responsibilities and the competent authorities and professional institutions.
Material two: key points for process and information and compliance review (fictional)
Require writing out the scheduling and task assignment content, the quality and deadline requirements for documents and work orders and customer service, the handling of customer and employee information and the minimum necessary boundary, and the handling of errors and complaints and escalation, and explain which actions exceed one's own responsibilities and authorization scope.
Exercise output: an executable set of key points for process and information and compliance review.
Material three: excerpts of reference ideas (fictional)
First complete scheduling and task assignment, then organize the handling of documents and work orders and customer service according to business volume and time sequence, then handle errors and complaints and staff absence and system anomalies, and finally complete records and reports and handover.
For information handling scopes that cannot be confirmed, and for finance and procurement and personnel authorization or contract and outsourcing terms, keep them unknown and ask the department or the finance or legal or human resources lead to confirm, rather than handling them based on experience.
State that the reference ideas are only examples and not the only correct method.
Material four: boundary statement
This exercise does not constitute financial or tax or legal or human resources or information security conclusions; matters involving finance and budget and procurement approval, customer and employee personal information and privacy handling, personnel and employment and compensation decisions, and contract and outsourced service terms are executed by personnel with the corresponding responsibilities and the competent authorities and professional institutions according to systems and procedures.
Work one: comparison table of position hiring conditions
List the education, experience, archive and information protection and industry compliance and background requirements of the target announcement item by item in a comparison table.
Mark the items already met, to be completed, and to be verified.
Work two: reproducible process management key points
Choose a fictional work cycle or team task and write out scheduling and task assignment, the processing sequence and quality standards for documents and work orders and customer service, and the key points for error and complaint handling and records and reports.
Demonstrate the ability to make others understand process organization and information and compliance thinking.
Work three: a one-page process and review summary
Use one page to record the key points of scheduling and task assignment, the situation of documents and work orders and customer service and complaint handling, and inventory and procurement and handover matters.
Mark the sources of the basis and the parts that could not be verified.
Work four: office and record system description
Explain the office suite and work order and customer relationship management and document and reporting systems in use and their verification methods, so that others can reproduce the checking process.
Mark which links used digital tools and were manually reviewed.
| Scenario | Questions that may be asked | Evidence that can be shown | Conclusions that cannot be inferred from this |
|---|---|---|---|
| Interview | Can you explain the key points of administrative team organization and process and information and compliance and performance. | Verify whether you can explain scheduling, process and quality and error handling and record key points clearly and show work cycle or team records. | Whether to hire is judged by the employer according to prescribed procedures, not decided by the individual. |
| Qualification and compliance verification | Whether you possess the archive and information protection and industry compliance and background conditions required by the position. | Show compliance with training and compliance and background records. | Meeting the training and background requirements does not mean you can handle all types of sensitive information or make financial and personnel decisions. |
| Scenario exercise | Whether you can complete scheduling and work assignment, process organization, and information and compliance review according to institutional rules. | Show execution ability with scheduling and process and compliance review records. | A single ability does not equal being able to independently coordinate all business lines and departments. |
| Probation and assessment | Whether you can complete documents and customer service according to plan and handle routine anomalies. | Show reliability with documents and performance and anomaly records. | Meeting the metrics does not replace the financial and personnel and compliance decisions and responsibilities of the department or finance or personnel lead. |
Day 1: read a set of archive and information protection or industry compliance requirements
Excerpt one compliance requirement and write out the key points for implementation and recording.
Day 2: write out the key points of scheduling and work assignment and task allocation
Write out the checklist items for personnel, business volume, time sequence, and authorization confirmation.
Day 3: write out the key points of process and quality and deadline supervision
Write out the key points for arranging handling according to business volume and time sequence and for the quality and deadline requirements.
Day 4: write out the key points for error and complaint and escalation handling
Write out the identification and correction of errors, the handling and escalation of complaints, and the cross-departmental coordination confirmation items.
Day 5: write out the key points for records and reports and handover
Write out the documents and work orders and customer service and performance and procurement records and the handover matters.
Day 6: ask others to challenge you
Ask an experienced administrative supervisor or information and compliance staff member to point out omissions in the process and compliance links and record the feedback.
Day 7: write a judgment
Write down whether you are willing to continue, what needs to be supplemented, and which decisions cannot be made by yourself.
| Qualification/preparation item | Applicable group | Role for this occupation | Whether universally required | Acquisition path | Approximate cycle | Boundary statement |
|---|---|---|---|---|---|---|
| Education preparation (verify according to the target announcement) | Applying for documentation and administrative and customer service positions and shift-leading positions | The BLS typical entry-level classification is high school or equivalent; 45% of the O*NET education survey chose a bachelor's degree, which cannot be inferred as a uniform threshold for most positions | Verify according to the target announcement; not a uniform entry requirement | General high school or equivalent examination, with later education upgrading | According to individual progress | Education does not equal having process management and information and compliance judgment ability |
| Related documentation or administrative or customer service experience and on-the-job training | Those intending to apply for related shift-leading or management positions | Meets the position's requirements for understanding process and documents and customer service and performance management | Verify according to the specific position's experience requirements | Accumulated through training by the employer during work cycles and job rotation | Verify according to the actual training, assessment, or regulatory arrangements; this page has not verified a uniform cycle | Experience does not equal being able to independently bear all management responsibilities |
| Archive and record management and information protection training | Positions handling customer and employee information and archives | Meets the compliance requirements for archive and record and personal information protection | Determined by the position's responsibility requirements | Institutional system training and assessment | Verify according to the actual training, assessment, or regulatory arrangements; this page has not verified a uniform cycle | Training does not mean it can replace the institution's legal and data compliance responsibilities |
| Industry compliance and confidentiality and background verification (such as medical and financial) | Positions in regulated institutions such as medical and financial | Meets the industry compliance and confidentiality and background requirements | Determined by industry and institutional requirements | Arranged according to institutional and competent authority requirements | Verify according to the actual training, assessment, or regulatory arrangements; this page has not verified a uniform cycle | Passing verification does not mean you can handle all sensitive information or make business decisions |
| Finance and procurement and personnel affairs processing training | Positions bearing procurement and personnel and budget responsibilities | Meets the normative requirements of finance and procurement and personnel processes | Determined by the position's responsibility requirements | Institutional system training and assessment | Verify according to the actual training, assessment, or regulatory arrangements; this page has not verified a uniform cycle | Training does not mean it can replace the institution's financial and personnel and employment responsibilities |
| Office and work order and business system operation ability | All administrative and customer service positions and shift-leading positions | Meets the efficiency requirements for documents and work orders and reports and system operation | Verify according to the specific system and position | Institutional on-the-job training and system certification | Verify according to the actual training, assessment, or regulatory arrangements; this page has not verified a uniform cycle | System operation ability does not equal process judgment and people management ability |
Entering this occupation is not just about being meticulous: first verify the direction (medical and long-term care, finance and insurance, business services and administrative outsourcing, manufacturing and logistics and retail, government agencies and public institutions, legal, education, and human resources) and the hiring and qualification standards of the target industry and location, then prepare education, archive and information protection and industry compliance and system operation and work cycle experience according to the direction.
Education and ability are different levels: obtaining a degree or compliance training does not equal having first-line process organization and error and personnel and compliance judgment ability; different directions also have different requirements for information protection and industry compliance and background verification.
Qualification requirements, archive and information and compliance standards, and employment and working hours systems differ by region and industry, and changing industry or employer requires re-verification.
This page does not replace laws and regulations, institutional rules, and competent authority requirements; matters involving finance and budget and procurement approval, customer and employee personal information and privacy handling, personnel and employment and compensation decisions, and contract and outsourced service terms must be confirmed by personnel with the corresponding responsibilities and the competent authorities and professional institutions.
Hiring conditions, qualifications, and compliance requirements are verified against the recruitment announcement, institutional rules, and the original text of the competent authority; this page only indicates the direction of the check.
The education, experience, archive and information protection and industry compliance and background and working hours requirements in recruitment conditions must be read in parallel; the fact that one item can be relaxed does not mean other conditions can be substituted.
Hiring conditions, qualifications, and compliance requirements are verified against the recruitment announcement and the original text of the employer, and this page does not provide specific financial, tax, legal, human resources, or information security advice.
Able to complete documents and work orders and customer service and archives and records according to standards
Entry: competent in documentation and administrative or customer service and support positions and completing processes and records
Able to schedule and assign work, review process and quality and errors and compliance, and handle common complaints and absences
Advanced: bearing team leader or first-line administrative supervisor responsibilities
Able to manage business or information or procurement or quality specialties within the authorization scope and mentor employees
Proficient: bearing medical record or information or procurement or quality specialty management
Able to participate in the administrative system, the information and compliance system, and budget and staffing arrangements
Senior: bearing administrative operations and budget and personnel and system management
United States O*NET lists it as Job Zone3, SVP6 to <7, interest ECS; the Bright Outlook basis is the large number of openings rather than fast growth. The education summary lists 45% bachelor's, 23% high school, and 20% some college, no degree, and the unlisted categories cannot be called unpublished. The old projection is shared with the protection surface; see the version note on this page for details.
Qualification requirements, archive and information and compliance standards, and employment and working hours systems involve regional and industry differences and must be re-verified according to the target employer and local regulations; this page does not replace laws and regulations and recruitment announcements.
This page has not completed a one-to-one mapping between United States 43-1011.00 and the Chinese occupational classification; verify education, experience, archive and information protection, and position authorization according to the Chinese target position announcement.
This page presents both United States official occupational materials and industry background information for mainland China; the education, qualifications, archive and information and compliance standards, and employment systems of the two places are verified separately, and the United States wages and employment are for the exact occupation.
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
OEWS wage distribution and statistical scope; not employment projections or risk law
Overall employment projections and average annual openings; not AI attribution or individual hiring probability
Registration and medical records and front-desk support position
Complete registration and medical records and front-desk services and records under mentorship
Registration and medical record records
Able to complete registration and medical records and front-desk services and record them according to standards
Medical administrative support team leader
Assign work by department and business volume and control timeliness and compliance
Scheduling and compliance records
Able to organize work assignment according to business volume and control timeliness
Medical records and information and quality position
Manage medical record quality and information and privacy and archives and statistics
Medical record and information records
Able to manage medical records and information and privacy and archives
Quality management
Medical administrative operations and budget and personnel management position
Coordinate administrative operations, personnel, budget, and outsourcing and compliance
Able to coordinate medical administrative operations and budget
Operations management
Document and customer service support position
Complete documents and customer service and work orders and records under mentorship
Able to complete documents and customer service and record them according to standards
Finance and business services administrative supervisor
Assign work by business line and team and control timeliness and errors and compliance
Able to lead a team and control timeliness and errors and compliance
Administrative supervisor
Operations support and quality position
Manage operations support and errors and complaints and quality improvement
Able to manage operations support and quality improvement
Operations quality
Shared services and budget and personnel management position
Coordinate shared services, personnel, budget, and performance and outsourcing
Able to coordinate shared services operations and budget
Operations management
Administrative and office affairs support position
Complete administration and procurement and office services and records under mentorship
Administration and procurement records
Able to complete administration and procurement affairs and record them according to standards
Administrative support
Corporate administrative supervisor
Assign work by department and budget and control procurement and office services
Scheduling and procurement records
Able to lead a team and control procurement and office services
Administrative supervisor
Facilities and procurement and supplier management position
Manage facilities and procurement and suppliers and inventory and contracts
Able to manage facilities and procurement and suppliers
Facilities management
Administrative operations and budget and personnel management position
Coordinate administrative operations, personnel, budget, and systems and outsourcing
Able to coordinate administrative operations and the budget system
Operations management
Historical entry note (not re-verified in this round): United States scope (O*NET 43-1011.00 and BLS): employment in 2024 about 1,558,400 people, little or no change projected from 2024—2034 (Little or no change, and that page does not give a percentage range), and average annual openings about 144,500; the 2025 median hourly wage is 33.41 US dollars and the median annual wage is 69,500 US dollars (both for the exact occupation); the main industries listed by O*NET for this occupation in 2024 are healthcare and social assistance and finance and insurance, and this occupation is marked as Bright Outlook (based on the large number of openings rather than fast growth). Mainland China does not list this occupation separately, so only national, industry, and job category average wages can be used as proxies. The current O*NET/BLS in this round is the 2025—2035 projection; the old 2024—2034 facts are shared with the Hero/FAQ and have not been updated in sync, so they must not be treated as the latest projection. The projected population and the OEWS employed-wage population differ, and the overall projection does not provide a causal AI share.
Employment is projected to change little, and openings mainly come from replacement needs; the prosperity of medical and financial and business services and shared services is not within this statistical scope
A projection does not equal actual results, nor does it represent the hiring volume of a particular region or industry
First-Line Supervisors of Office and Administrative Support Workers（43-1011.00）
Little or no change (Little or no change)
Historical 2024 employment size (not re-verified this round); the employment projection includes the self-employed and cannot be entirely called the OEWS employed population.
Size and openings are not the same indicator; openings are the projected annual average and include replacement needs
First-Line Supervisors of Office and Administrative Support Workers（43-1011.00）
National Bureau of Statistics data are the pre-tax annual average wages of employed persons in urban units; the total wage bill is counted as labor remuneration according to statistical rules and cannot be summarized as excluding all bonuses or allowances. National, industry, and job group averages can none of them replace the personal income of this occupation or the quotes of specific employment contracts such as dispatch and outsourcing.
Pre-tax annual average wages, covering employed persons in urban units; industry and job group averages do not represent the wage distribution of this occupation, and self-employment and business income are verified separately.
Industry wages (industry proxy)
Health and social work; leasing and business services; public administration, social security and social organizations (industry categories)
Health and social work non-private 146,266 yuan/year; leasing and business services non-private 110,162 yuan/year; public administration, social security and social organizations non-private 119,465 yuan/year; education non-private 133,539 yuan/year; national non-private 129,441 and private 71,590 yuan/year
Occupational tasks, context, and preparation levels; not corporate adoption rates, legal, or qualification sources of law
Overall employment projections and average annual openings; not AI attribution or individual hiring probability
China urban unit national, industry, and job group pre-tax annual average wages; not the wage for this occupation
OEWS wage distribution and statistical scope; not employment projections or risk law
Needs to supplement customer communication and work order and service timeliness ability
Customer service and work order intake; adjacent direction, shifting from team management to specific customer service and work order handling. The distance is an editorial judgment and requires verification against the target announcement.
Adjacent transition (editorial judgment)
Needs to supplement documents and entry and archives and office software ability
Document and archive and office affairs processing; adjacent direction, shifting from team management to specific office affairs processing. The distance is an editorial judgment and requires verification against the target announcement.
Adjacent transition (editorial judgment)
Needs to supplement accounts and vouchers and reconciliation and reporting ability
Accounts and report processing; adjacent direction, shifting from multi-functional team management to specialized accounting processing. The distance is an editorial judgment and requires verification against the target announcement.
Adjacent transition (editorial judgment)
Needs to supplement managers' schedule and documents and high-level coordination ability
Managerial administrative support and coordination; adjacent direction, shifting from team management to close administrative support. The distance is an editorial judgment and requires verification against the target announcement.
Adjacent transition (editorial judgment)
Needs to supplement recruiting and personnel affairs and archives and employee services ability
Recruiting and personnel affairs processing; adjacent direction, shifting from multi-functional team management to personnel affairs processing. The distance is an editorial judgment and requires verification against the target announcement.
Adjacent transition (editorial judgment)
Needs to supplement multiple teams and facilities and budget and administrative system ability
Administrative service system and budget management; adjacent direction, shifting from first-line shift leading to multi-department administrative management. The distance is an editorial judgment and requires verification against the target announcement.
Advanced transition (editorial judgment)
Needs to supplement high-speed data entry and data verification and batch processing ability
Data entry and batch processing; adjacent direction, shifting from team management to high-speed data entry work. The distance is an editorial judgment and requires verification against the target announcement.
Adjacent transition (editorial judgment)
Needs to supplement payroll calculation and timekeeping and attendance and compliance ability
Payroll and timekeeping calculation processing; adjacent direction, shifting from team management to specialized payroll and timekeeping processing. The distance is an editorial judgment and requires verification against the target announcement.
Adjacent transition (editorial judgment)
The responsibilities land in different places and the outputs differ: this occupation's main output is team scheduling and work assignment, process and quality and deadline supervision, performance review and administrative and customer service management, and it is a first-line management position; general office clerks and information and records clerks and data entry keyers have specific documents and entry and records processing as their output; bookkeeping, accounting, and auditing clerks and financial clerks have the processing of accounts and reports as their output; customer service representatives have intake and answering and work order processing as their output and usually do not take on team management; executive secretaries and executive administrative assistants have supporting a specific manager's schedule and documents and coordination as their output; human resources assistants have recruiting and personnel affairs processing as their output; payroll and timekeeping clerks have payroll and timekeeping calculation processing as their output; administrative services managers have multiple teams and facilities and budget and administrative systems as their output and have a larger management span. This occupation does not include clerical positions focused on single-transaction processing, nor does it include administrative services management positions focused on multiple departments and budgets.
United States O*NET-SOC 43-1011.00 'First-Line Supervisors of Office and Administrative Support Workers': interest codes ECS, Job Zone 3 (medium preparation, SVP 6.0 to <7.0), marked as Bright Outlook (based on the large projected number of openings, 144,500 from 2024—2034, exceeding the threshold of 75,000, rather than fast growth; its growth is little or no change). Scope note: the wages, employment, growth, and openings presented on that O*NET page are all for this exact occupation — the 2025 median hourly wage is 33.41 US dollars and the median annual wage is 69,500 US dollars; the 10th, 25th, 75th, and 90th percentiles are approximately 45,610, 55,950, 85,090, and 104,710 US dollars/year respectively; employment in 2024 about 1,558,400 people; little or no change projected from 2024—2034 (Little or no change, and that page does not give a percentage range); average annual openings about 144,500. The education survey has published the main items (bachelor's degree 45%, high school diploma or equivalent 23%, some college, no degree 20%), the remaining items are not published, and this page does not fill them in. No table readable by industry was found for industry-specific wages on this occupation's page.
O*NET lists this occupation as Job Zone 3 (medium preparation, SVP 6.0 to <7.0). The work context shows the work schedule is mainly regular (regular 97%); continuous contact with employees accounts for 74% and most of the time 22%; face-to-face discussions every day account for 96%; telephone conversations every day account for 98%; use of email every day accounts for 89%; rating collaboration with the team as extremely important accounts for 60% and very important 33%; rating coordinating or leading others as extremely important accounts for 37%, very important 36%, and important 23%; considering the job to require extreme precision or high accuracy totals 99% (extremely important 42%, very important 39%, important 18%); rating the consequences of error as very serious accounts for 19%, serious 34%, and fairly serious 29%; strict deadlines every day account for 34%, more than once a week 37%, and more than once a month 28%; conflict situations account for 21% every day, 20% more than once a week, 41% more than once a month, and 18% more than once a year; needing to handle unpleasant, angry, or discourteous people more than once a week accounts for 22%, more than once a month 48%, and more than once a year 19%; sitting continuously or almost continuously accounts for 61% and more than half the time 24%; working indoors in a controlled environment every day accounts for 70% (never 28%); exposure to contaminants every day accounts for 15% (never 76%); exposure to hazardous equipment never accounts for 95% and exposure to hazardous conditions never 92%; exposure to distracting noise every day accounts for 11% (never 31%); the degree of automation of the work is highly automated 22%, moderately 27%, and not at all 40%; very high responsibility for the health and safety of others accounts for 16%, high responsibility 13%, limited responsibility 35%, and no responsibility 25%; needing to make decisions every day accounts for 37%, more than once a week 27%, and more than once a month 30%; rating the impact of decisions as very important results accounts for 35%, important results 33%, and moderate results 27%; decision freedom is very much 39%, some 38%, and very little 14%; freedom to determine tasks and priorities and goals is very much 48% and some 47%; rating the level of competition as moderate competition 66%; rating dealing with external customers or the public as extremely important 60%; very high responsibility for work outcomes and the results of others accounts for 48% and high responsibility 44%; among weekly working hours, 61% are 40 hours and 39% exceed 40 hours.
A more accurate judgment is that processes such as scheduling and task assignment statistics, documents and work orders and performance ledger compilation, report and correspondence and manual drafting, and archive and record classification and verification will be taken over by tools, and the occupation as a whole will mainly be enhanced. The ILO 2023 study shows that clerical-type tasks have the highest exposure, and the proportion of highly exposed tasks among management and professional occupations is relatively low; technical feasibility does not mean institutions have already adopted it; and process judgment and error and personnel and compliance review and customer handling must be borne by trained and authorized personnel, so the conclusion is that the way of working will change, rather than the occupation being replaced as a whole.
The page presents the 2025 median hourly wage of 33.41 US dollars and the median annual wage of 69,500 US dollars; the 10th, 25th, 75th, and 90th percentiles are approximately 45,610, 55,950, 85,090, and 104,710 US dollars/year respectively (May 2025 OEWS, as presented by O*NET). The median is the midpoint of the wage distribution of employed persons, not a starting salary; OEWS uses an employed-persons scope and does not include performance and overtime and allowances and regional and industry differences, and no table readable by industry was found for industry-specific wages for this occupation on this occupation's page.
O*NET lists this occupation as Job Zone 3 (medium preparation, SVP 6.0 to <7.0); the O*NET summary page lists the education level required for new employees: bachelor's degree 45%, high school diploma or equivalent 23%, and some college, no degree 20%, the remaining items are not published and this page does not fill them in. This occupation is marked as Bright Outlook, based on the large number of openings (rather than fast growth). Most positions also require related documentation or administrative or customer service experience and may require archive and information protection and industry compliance and background verification; the specifics are subject to the recruitment announcement and local regulations.
Most positions require related documentation or administrative or customer service experience and may require archive and record management and information protection training, industry compliance and confidentiality and background verification (such as in regulated institutions like medical and financial), finance and procurement and personnel affairs processing training, and office and work order and business system operation ability. These requirements vary by region and industry and must be verified against the original text of the target employer, the competent authorities, and local regulations; this page does not provide specific financial, tax, legal, human resources, or information security advice, nor does it equate passing training with being able to handle all sensitive information or make business decisions.
Responsibility for the process and quality and customer and compliance handling in the current period is borne by the first-line administrative supervisor; matters involving finance and budget and procurement approval, customer and employee personal information and privacy handling, personnel and employment and compensation decisions, contract and outsourced service terms, and archives and compliance determinations must be handled according to procedures by personnel with the corresponding responsibilities or by the competent department and the finance and legal and compliance and human resources departments; scheduling and task assignment and documents and work orders and customer service and complaint handling and performance and training and procurement records must be kept on file according to institutional rules, and customer and employee information must be handled on a minimum necessary basis. When using work order and customer relationship management and reporting and record-type tools, tool output does not constitute a personnel or financial or compliance determination, and matters beyond one's own responsibilities and authorization scope should be reported to the department or the finance or legal or human resources lead. This page does not replace the document and archive and record management and retention requirements, customer and employee personal information and privacy protection requirements, finance and procurement and personnel and employment provisions, industry compliance and safety and confidentiality requirements, contract and outsourced service and settlement requirements, or scheduling and documents and customer service and performance record management provisions.
The page presents employment in 2024 of about 1,558,400 people, little or no change projected from 2024—2034 (Little or no change, and that page does not give a percentage range), and average annual openings of about 144,500 (exact occupation scope); this occupation is marked as Bright Outlook (based on the large number of openings rather than fast growth); openings mainly come from replacement needs, and personal development depends more on work cycles and team mentoring experience, the scope of compliance and information protection, and management ability. Common transitions include: customer service representative (needs to supplement customer communication and work order and service timeliness ability), general office clerk (needs to supplement documents and entry and archives and office software ability), bookkeeping, accounting, and auditing clerk (needs to supplement accounts and vouchers and reconciliation and reporting ability), executive secretary and executive administrative assistant (needs to supplement managers' schedule and documents and high-level coordination ability), human resources assistant (needs to supplement recruiting and personnel affairs and archives and employee services ability), administrative services manager (needs to supplement multiple teams and facilities and budget and administrative system ability), data entry keyer (needs to supplement high-speed data entry and data verification and batch processing ability), and payroll and timekeeping clerk (needs to supplement payroll calculation and timekeeping and attendance and compliance ability). The feasibility of a transition depends on the target position announcement and local regulations.
FermatMind career content research process
Sources and facts registered on this page (O*NET 43-1011.00 occupational profile and detailed materials, BLS OEWS May 2025 wage percentiles, the BLS 2024—2034 projection presented by O*NET and the Bright Outlook basis, the National Bureau of Statistics 2025 industry category and job category average wages, ILO Working Paper 96, and the NIST AI RMF)
Author revision of the nine modules in this round, pending independent review. The current O*NET/BLS projection is 2025—2035; the old 2024—2034 employment and openings facts and sources are consumed by protection surfaces such as the Hero/FAQ, and the historical values are retained with the synchronization conflict registered. OEWS coverage is verified against the BLS FAQ, and commissions, incentive pay, and production bonuses are not excluded across the board; National Bureau of Statistics data are pre-tax annual average wages, and precise Chinese occupational income is still missing. In this round the old BLS occupation URL redirected to the table directory and the O*NET wage percentile link failed to load: the percentiles and matching industry wages were not re-retrieved, and it cannot be said that the official sources did not publish them. No AI adoption/effect/causal data for this occupation and no original texts of qualification and information protection for all institutions and jurisdictions were obtained; the fact that the education summary does not list other categories does not mean they are unpublished. The FAQ, exercises, and English text were not modified, and no HTML, independent review, or publication was performed.
Official occupational scope: directly supervise and coordinate the work activities of clerical and administrative support personnel.
Interest codes ECS (Enterprising, Conventional, Social); preparation level Job Zone 3 (medium preparation, SVP 6.0 to <7.0).
Bright Outlook marker: this occupation is marked as Bright Outlook; the basis is the large projected number of openings (144,500 from 2024—2034, exceeding the threshold of 75,000), rather than fast growth (its growth is little or no change, Little or no change, and that page does not give a percentage range).
Main items of the education survey: bachelor's degree 45%, high school diploma or equivalent 23%, some college, no degree 20% (the summary page does not list the remaining categories).
Wages and employment (exact occupation scope): the 2025 median hourly wage is 33.41 US dollars and the median annual wage is 69,500 US dollars; employment in 2024 was 1,558,400 people; little or no change is projected from 2024—2034; projected average annual openings about 144,500.
The main industries for this occupation in 2024 are healthcare and social assistance and finance and insurance.
O*NET OnLine
United States
current page (updated 2026); accessed 2026-09-20
official occupation profile
exact title 43-1011.00
The education survey only publishes the main items and this page does not merge them into a complete distribution; no table readable by industry was found for industry-specific wages on this occupation's page; Bright Outlook only indicates fast growth or many openings or emerging, and does not equal personal employment or income prospects; United States materials do not automatically derive the archive and information and employment requirements of mainland China.
2026-09-20
Used to verify tasks and work activities (28 items in total): supervise the work of office and administrative or customer service employees to ensure compliance with quality and deadlines and procedures and correct errors; resolve customer complaints or answer questions about policies and procedures; provide guidance to employees on difficult or complex problems and escalated complaint disputes; review records or reports to verify details and monitor work and evaluate performance; discuss performance problems with employees and resolve them; prepare and issue work schedules and deadlines and task assignments; recruit, interview, and select employees; explain and communicate work procedures and company policies to employees; evaluate employee performance and compliance and recommend personnel actions; train or instruct employees or arrange training; prepare reports and manuals and correspondence as required by management or government agencies; implement company or departmental policies and procedures and service standards together with management; compute balances and totals and commissions; coordinate activities with other supervisors or work units or departments; participate in subordinates' work to improve efficiency; advise management on staffing or procedural changes; develop or update procedures and policies and standards; maintain inventory and personnel and orders and supplies and equipment maintenance records; consult with managers or other personnel to resolve equipment performance and output quality and scheduling problems; develop work schedules according to budgets and workloads; analyze financial activities and provide input for budget preparation; design, implement, or evaluate training and development and customer service and performance standards; understand the terms of labor agreements and their impact; coordinate or perform transportation and receiving and distribution and shipping activities; monitor inventory and requisition or purchase supplies; plan or coordinate office services such as equipment and supplies and asset disposal and relocation and parking and maintenance and security; arrange necessary maintenance or repair work; and plan the layout of stockrooms and warehouses and storage areas.
Work context (available): regular schedule 97%; continuous contact 74% / most of the time 22%; face-to-face discussions every day 96%; telephone conversations every day 98%; use of email every day 89%; team collaboration extremely important 60% / very important 33%; coordinating or leading others extremely important 37% / very important 36% / important 23%; extreme precision or high accuracy totals 99% (extremely important 42% / very important 39% / important 18%); consequences of error very serious 19% / serious 34% / fairly serious 29%; strict deadlines every day 34% / more than once a week 37% / more than once a month 28%; conflict situations every day 21% / more than once a week 20% / more than once a month 41% / more than once a year 18%; handling unpleasant or angry or discourteous people more than once a week 22% / more than once a month 48% / more than once a year 19%; sitting continuously or almost continuously 61% / more than half the time 24%; indoors in a controlled environment every day 70% / never 28%; exposure to contaminants every day 15% / never 76%; hazardous equipment never 95%; hazardous conditions never 92%; distracting noise every day 11% / never 31%; automation highly automated 22% / moderately 27% / not at all 40%; very high responsibility for the health and safety of others 16% / high responsibility 13% / limited responsibility 35% / no responsibility 25%; making decisions every day 37% / more than once a week 27% / more than once a month 30%; impact of decisions very important results 35% / important results 33% / moderate results 27%; decision freedom very much 39% / some 38% / very little 14%; freedom to determine tasks and priorities and goals very much 48% / some 47%; competition moderate competition 66%; dealing with external customers or the public extremely important 60%; very high responsibility for work outcomes and the results of others 48% / high responsibility 44%; 40 hours per week 61% / more than 40 hours 39%.
(As presented by O*NET) employment of 1,558,400 people in 2024, little or no change projected from 2024—2034 (Little or no change, and that page does not give a percentage range), and projected average annual openings of about 144,500.
Bright Outlook basis: this occupation is marked as Bright Outlook by O*NET because its projected number of openings is large (144,500 from 2024—2034, exceeding the threshold of 75,000); its growth is little or no change and does not fall into the 'faster than average growth' category.
The openings presented by O*NET are the projected annual average, and this page marks them as '/year' on that basis and does not interpret them as a ten-year cumulative figure; the openings mainly come from replacement needs.
The main industries for this occupation in 2024 are healthcare and social assistance and finance and insurance.
U.S. Bureau of Labor Statistics
United States
2024—2034 projections as presented by O*NET OnLine; accessed 2026-09-20
official employment projections (exact occupation scope)
exact occupation 43-1011.00
A projection does not equal actual results; the annual average openings include replacement needs and cannot be broken down into the probability of an individual obtaining a position; Bright Outlook does not equal personal employment or income prospects; the statistics use an employed-persons scope.
2026-09-20
Median hourly wage 33.41 US dollars and median annual wage 69,500 US dollars; the 10th, 25th, 75th, and 90th percentiles are approximately 45,610, 55,950, 85,090, and 104,710 US dollars/year respectively (hourly wages 21.93, 26.90, 40.91, and 50.34 US dollars).
OEWS uses an employed-persons scope; performance and overtime and allowances and regional and industry differences are usually not counted or only partially counted.
No industry-readable industry-specific wage table was found on this occupation's page, and the industry rows on this page are marked as 'insufficient evidence' and no third-party estimates were used.
U.S. Bureau of Labor Statistics
United States
May 2025 wage data; accessed 2026-09-20
official wage statistics (exact occupation scope)
exact occupation 43-1011.00
The median is not a starting salary; industry-specific values cannot be read by industry; wages do not include performance and overtime and allowances and outsourcing and labor dispatch and shared services employment differences.
2026-09-20
Urban non-private units 'health and social work' average wage 146,266 yuan/year; urban private units 75,631 yuan/year (2025).
Urban non-private units 'leasing and business services' average wage 110,162 yuan/year; urban private units 68,919 yuan/year (2025).
Urban non-private units 'public administration, social security and social organizations' average wage 119,465 yuan/year (2025).
Urban non-private units 'education' average wage 133,539 yuan/year; urban private units 63,908 yuan/year (2025).
National urban non-private unit employed persons average annual wage 129,441 yuan/year; urban private units 71,590 yuan/year (2025).
Average wages by job category of enterprises above designated size: middle-level and above managers 210,016 yuan/year; clerical and related personnel 94,936 yuan/year (2025).
Mainland China does not list this occupation separately; industry and job category proxy values cannot replace the income of this occupation.
National Bureau of Statistics
Mainland China
2025 annual wage; accessed 2026-09-20
official industry and position proxy
industry proxy: health care and social work; leasing and business services; public administration; education; position-group proxy
Industry average wages and job category average wages cover multiple occupations and cannot be treated as the median or starting salary for this occupation, nor do they include performance and overtime and allowances and outsourcing and labor dispatch and shared services employment income.
2026-09-20
Conclusion: most jobs have only partial task exposure, and generative AI is more likely to enhance than to replace as a whole; clerical-type tasks have the highest exposure, and the proportion of highly exposed tasks among management and professional occupations is relatively low.
Uses a task classification method, not corporate adoption data.
International Labour Organization
Global
2023-08-21; accessed 2026-09-20
institutional research (working paper)
global occupational task exposure to generative AI
Task exposure does not equal actual adoption, productivity, or job changes; process judgment and personnel and compliance and customer responsibilities must still be borne by trained and authorized personnel.
2026-09-20
The framework is for voluntary adoption and helps organizations incorporate trustworthiness considerations into the design, development, use, and evaluation of AI.
The generative AI overview lists the risks specific to generative AI and gives corresponding management actions, which can be used to design review and record-keeping rules when work order and customer relationship management and reporting and record-type tools are used in this occupation.
National Institute of Standards and Technology
United States/international reference
AI RMF 1.0 released 2023-01-26; GenAI Profile released 2024-07-26; accessed 2026-09-20
voluntary risk management framework
AI risk governance and human oversight
The governance framework contains no occupational or employment statistics and cannot be used as occupational prospect or employment evidence; archive and information and compliance requirements are subject to the original text of institutional rules and competent authority requirements.
2026-09-20
Used to distinguish occupational facts, statistical scope (exact occupation versus industry proxy), the Bright Outlook basis, qualification and information and compliance boundaries, and tool assistance versus manual review.
This research method and editorial summary are marked as internal_rubric or editorial_synthesis.
FermatMind
Mainland China/United States
current authoring rules; accessed 2026-09-20
editorial method
field review and source disclosure
Not an external source of occupational facts, and does not replace official statistics, laws and regulations, institutional rules, or competent authority requirements.
2026-09-20
Work styles (by importance): reliability, leadership orientation, cooperation, social orientation, attention to detail, and the like (O*NET lists the main work styles, and the summary page shows only the first 5 items).
Software skill categories include office suites, spreadsheets (Microsoft Excel), word processing, email (Microsoft Outlook and the like), customer relationship management (Salesforce and the like), enterprise resource planning (Microsoft Dynamics and the like), human resources and payroll (ADP Workforce Now and the like), and document management and calendar and scheduling and project management and database query and presentation software.
O*NET OnLine
United States
current page (updated 2026); accessed 2026-09-20
official occupation details
exact title (43-1011.00)
The work context percentages are survey results from respondents and do not represent all positions; archive and information and compliance and employment requirements must be verified separately.
2026-09-20