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SOC 43-4199
Information and Record Clerks, All Other corresponds to the US O*NET/SOC 43-4199.00 Information and Record Clerks, All Other All Other residual occupational group. Official note: the All Other title represents a group of occupations with substantial differences in characteristics that cannot be assigned to a specific O*NET-SOC occupation, and O*NET does not provide data for such titles; the official scope is all information and record clerks not listed separately. This page focuses on the occupational group's official basis and a general information and record work process: taking data and record files as the object, receiving the task and constraints, checking data and record files, carrying out recording and analysis, checking results, handling anomalies and handing over records within delivery and compliance boundaries. The US wages on this page are taken from the BLS OEWS 2025 data presented by O*NET (median annual wage 49,500 USD, median hourly wage 23.80 USD), and employment and outlook are taken from the BLS employment projections 2024—2034 (about 153,300 in 2024, growth almost no change, annual average about 17,800 openings), all on that occupational group's basis; precise Chinese occupational wages were not obtained and are registered as a visible gap.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((75+75+50)/3+0.5)=67; fermatmind-ai-impact-v1; 2026-10-18.
Taking on judgment | True fit comes from whether you can do three things at once in the same job: do the records and data solidly (receive the task and constraints, check data and record files, carry out recording and analysis, check results, producing reviewable records and reports); keep standards and compliance under control (data accuracy, personal information and information disclosure boundaries, delivery and compliance requirements, executed per institutional and regulatory requirements); and bear a definable position responsibility (be responsible for your own records and conclusions, and request or hand over information disclosure or high-risk decisions beyond authority). It is suggested to test this with one verifiable experience (completing a completely fictional information recording and analysis task package and debriefing record), rather than relying only on the conclusions of an interest questionnaire.
Caution signals | This page corresponds to the O*NET 43-4199.00 Information and Record Clerks, All Other residual occupational group: O*NET explicitly states that the All Other title represents a group of occupations with substantial differences in characteristics that cannot be assigned to a specific O*NET-SOC occupation, and O*NET does not provide task, skill, work activity or Job Zone data for such titles. Therefore this page focuses on the occupational group's official basis (including US wages and employment) and a general information and record work process description, and does not fabricate a specific task list. The work involves the accuracy of data and records and delivery and compliance boundaries: one record error, one inconsistent data basis, one unauthorized disclosure of information can all cause delivery or compliance risk. The US wages and employment are on this occupational group's basis (median annual wage 49,500 USD; 2024 employment about 153,300, 2024—2034 growth almost no change, annual average openings about 17,800). If it is hard for you to bear repetitive record checking and accuracy pressure, treat these as real costs that need serious weighing.
Information and Record Clerks, All Other corresponds to US O*NET/SOC 43-4199.00 Information and Record Clerks, All Other. Official note: the All Other title represents a group of occupations with substantial differences in characteristics that cannot be assigned to a specific O*NET-SOC occupation, and O*NET does not provide data for such titles. The official scope is: all information and record clerks not listed separately. Therefore this page does not fabricate a specific task list and instead focuses on the occupational group's official basis and a general information and record work process: taking data and record files as the object, receiving the task and constraints, checking data and record files, carrying out recording and analysis, checking results, handling anomalies and handing over records within delivery and compliance boundaries. The US wages and employment on this page take the precise basis of that occupational group as presented by O*NET; precise Chinese occupational wages were not obtained and are registered as a visible gap; the China-side information and personal information protection systems are marked separately.
Career direction comparison
Compare core output, responsibility boundaries and work mode; do not interchange by name.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Interviewers, except eligibility and loan | Interviewer (except eligibility and loan) direction | The core output is collecting information through interviews and completing acceptance or referral; it revolves around applicant and eligibility information. This occupational group centers on the recording, checking and analysis of data and record files; the collection method, authorization and responsibility boundaries differ and cannot be interchanged by job title alone. | Collects information through interviews and completes acceptance or referral, with a different collection method and authority. | People willing to collect information through interviews and handle acceptance. |
| Library assistants, clerical | Library assistant (clerical) direction | The core output is clerical and information handling around collections and reader affairs. This occupational group focuses on general data and record handling; the work objects and industry context differ, and sharing tools does not mean sharing responsibility, so the evidence must be made up separately. |
AI impact on this career
No measured AI adoption rate, productivity or net job impact was obtained for this residual occupational group; record organization, drafting and field anomaly alerts are editorial trial candidates and must be tested with this institution's tasks. The occupational group is internally diverse, and no uniform substitution probability is given. AI Impact Score 67% is an editorial estimate. Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((75+75+50)/3+0.5)=67; fermatmind-ai-impact-v1; 2026-10-18.The three tasks, ratings and sources are listed in the FermatMind method source record on this page.
FermatMind AI Impact Score estimation method v1
FermatMind / 费马测试 · 2026-10-18
Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
Chinese mainland salary reference
Occupational scope | The China-side conclusions on this page are limited to the mainland China market and the current statistical basis; public statistics are published by industry category and do not distinguish occupations, and this page does not present occupational-level values.
Insufficient evidence: public Chinese occupational statistics have not established a national occupational wage distribution for information and record clerks, all other, that precisely corresponds to US O*NET/SOC 43-4199.00; the National Bureau of Statistics publishes average wages by industry category and does not distinguish occupations, and this page does not use industry averages, recruitment quotes or US data to fill in.
No safe value available yet
U.S. salary reference
2025 national pre-tax employer wages, 10/25/50/75/90 annual percentiles 33,870/40,910/49,500/59,970/71,420 USD, median hourly wage 23.80 USD. Precise SOC43-4199 information and record clerks, all other: 2025 employment 143,100, 2035 projected 144,300, growth 1%, 2025—2035 annual average openings 15,000 (including growth and replacement, not net additions or actual hiring).
| Percentile | Annual reference | Monthly equivalent | Explanation |
|---|---|---|---|
| Low percentile | 33,870 USD/year (10th percentile) | An annual threshold, not converted into an individual's actual monthly take-home pay |
Fit signals
Direct answer | The fit signals include stably carrying out recording, analysis and evidence interpretation around data and record files and handing over accurately under delivery and compliance pressure, not personality labels. Interest and personality tools can only help design exercises and cannot judge hiring qualifications, authorization or performance.
Positive signals： Positive signals | Able to complete recording and analysis per standards, check data and record files, check results and handle anomalies; able to keep the process and conclusions as reviewable records and hand over accurately within delivery and compliance boundaries.
Caution conditions： Caution conditions | Risk signals include skipping checks to be fast, continuing despite an inconsistent data basis, disclosing information beyond authority, or being unwilling to escalate anomalies per authority; if it is hard to bear repetitive record checking and accuracy pressure, treat these as real costs that need serious weighing.
Trial action： Trial action | Use a completely fictional information recording task package for one drill: organize data and record files, carry out recording and analysis and produce results, review points and escalation records; test with an observable deliverable rather than relying only on an interest questionnaire.
Risks and boundaries
Risks must be handled by trigger, consequence, control and escalation boundary.
The risk scenarios are editorial analysis; Chinese personal information law supports processing boundaries such as purpose and necessity, and NIST supports AI governance. The O*NET definition and industry wages do not support technical control or legal authorization.
Typical scenario：Missing fields or inconsistent sources may cause wrong summaries.
Roles most affected：Information and record clerks, all other
Possible consequence：May cause wrong summaries.
Entry path
Positions in this group are heterogeneous, and no uniform education, training period or license threshold was obtained; first check the target institution's tasks and education requirements, and separately confirm position training, hiring and data authority. The education description on the OOH combined page cannot be taken as a uniform threshold for this residual group.
Market signals
Precise SOC43-4199 information and record clerks, all other: 2025 employment 143,100, 2035 projected 144,300, growth 1%, 2025—2035 annual average openings 15,000 (including growth and replacement, not net additions or actual hiring). Chinese precise occupational statistics were not obtained; a combined major group projection cannot substitute for this group.
US national · SOC43-4199 residual group
143,100 to 144,300; 1%
Employment scale and growth
Openings include growth and replacement; wages are national statistics, neither is a personal guarantee.
Does not establish：Cannot serve as a personal employment guarantee.
This occupational group includes widely differing positions, and the work environment and pace vary with institution, industry and position, mostly desk-based recording and checking, with delivery deadlines and compliance requirements affecting work pressure. O*NET 43-4199.00 is an All Other residual occupational group and provides no task or work activity data, so this page does not fabricate a specific task list.
Choose a real task from this page for a small practice project or a conversation with someone in the field. Use the planning guides to set a date, an output and feedback questions before deciding whether to continue.
Fit signals | O*NET 43-4199.00 is an All Other residual occupational group, officially described as various information and record clerks not listed separately. The general work process is: receive the task and constraints → check data and record files → carry out recording and analysis → check results → handle anomalies → hand over records. If you are willing to stably carry out recording, analysis and evidence checking around data and record files, and to hand over and escalate accurately under delivery and compliance pressure, these daily demands are closer to your way of working; interest and personality tools are used only to design exercises and cannot judge hiring qualifications or performance.
This is a work sample check, not a personality diagnosis or a hiring conclusion.
To judge whether you suit other information and record clerks, first use public or simulated material for one verifiable drill: set up a completely fictional information recording scenario (for example organizing a batch of forms and records and producing a summary), and write out the step-by-step process from receiving the task and constraints, checking data and record files, carrying out recording and analysis, checking results, handling anomalies, to handing over records, marking each step's check points and possible problems (missing data or inconsistent basis, records not matching the source files, unauthorized disclosure of personal information or sensitive data, inconsistent cross-department bases, overdue delivery). When done, check: whether data accuracy, compliance and information boundaries, and the authorization and escalation path are treated as non-omittable items; whether disclosure or high-risk decisions beyond personal authority are written as requests or handovers; and whether the process is kept as a reviewable record. All material must be fictional and must not use real personal information.
What this work checks first: the objects (data, record files and related information), the inputs (tasks and constraints, data basis, information disclosure and delivery authority, version-controlled material), and the deliverables (reviewable records and summaries, data checking results, anomaly and handover records). Any item not verified should be treated as pending verification and cannot be replaced by publicity or proxy bases. Because this page is an All Other occupational group, the specific tasks are subject to the institution and position concerned.
The work loop is judged in four steps: input check (confirm the task, data basis and authority) → task limitation (record and analyze only within the known scope) → execution and recording (complete recording and checking per standards and leave a trail) → review and escalation (stop immediately on anomalies and out-of-authority matters and report). The loop holds only if the data source, basis and authority are verifiable, not if only the final deliverable is examined.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Loop | Input, action, delivery and debrief | |
| Step one | Check inputs | |
| Step two | Limit the task | |
| Step three | Execute and record | |
| Step four | Human review |
Input objects | Information and record clerks, all other take data and record files as the object and carry out recording, checking and analysis within delivery and compliance boundaries; the specific tasks depend on the institution and position concerned, and O*NET provides no task list for this All Other title.
Checkable outputs | Reviewable records and summaries, data checking results, and anomaly and handover records; results must be traceable to the source files and basis.
Complete work process | Receive the task and constraints → check data and record files → carry out recording and analysis → check results → handle anomalies → hand over records.
Qualification, authorization and final responsibility are still verified by the specific jurisdiction, institution or employer.
Information and record clerk, all other work objects and the AI boundary AI can assist with record organization and information summarization but cannot replace authorization judgments and final responsibility.
| Clerical and information handling around collections and reader affairs. |
| People willing to do clerical handling of collections and reader affairs. |
| Loan interviewers and clerks | Loan interviewer and clerk direction | The core output is document checking and process handling around loan applications. This occupational group focuses on general records and analysis; financial compliance and authorization boundaries are involved, responsibility differs, and the two cannot be applied to each other. | Document checking and process handling around loan applications, with different financial compliance requirements. | People willing to do financial document checking and process handling. |
|---|
| New accounts clerks | New accounts clerk direction | The core output is information collection and checking around account opening. This occupational group focuses on general data and record handling; customer identity and compliance requirements are involved, the authorization and responsibility boundaries differ, and the output and responsibility must be checked separately. | Information collection and checking around account opening, with different customer identity and compliance requirements. | People willing to do account opening and information checking. |
|---|
Adjacent occupations require separately making up the tools, qualifications and responsibility evidence.
Next, verify the direction with an observable deliverable.
First distinguish assistable tasks from final responsibility.
A technical demonstration does not equal organizational adoption.
A decommissioning time cannot be derived from task exposure.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Records and information organization | Organize records | Editorial trial candidates: information categorization, drafting or field anomaly alerts; the occupational effect was not verified. | Check the original records and failure modes. |
| Execution and coordination | Execute core tasks | Editorial trial candidates: information categorization, drafting or field anomaly alerts; the occupational effect was not verified. | Human control points: must trace back to the original data and record files and review key judgments, and bear responsibility for data accuracy, information disclosure, and delivery and compliance conclusions. |
| Safety and authorization | Key judgments | Editorial trial candidates: information categorization, drafting or field anomaly alerts; the occupational effect was not verified. | Check the institution's actual access, change and disclosure authority, and hand exceptions to the responsible person; a clerk is not a military command occupation. |
| Debrief and improvement | Form debrief records | Editorial trial candidates: information categorization, drafting or field anomaly alerts; the occupational effect was not verified. | The responsible person confirms the conclusions. |
O*NET provides the residual group definition and BLS wages and employment but no task, skill or Job Zone survey; the NIST AI RMF provides a voluntary risk governance framework and does not establish legal authorization or occupational effects; the US Department of Labor Hiring entry point is not a specific rule prohibiting model-determined delivery.
Editorial comparison: text drafting and record proofreading can be assessed for assistance, and no measured acceleration magnitude, adoption order or cross-occupation comparison was obtained. Information disclosure, changes and exception handling are checked against actual authority.
AI primarily changesInformation organization
Human responsibility remainsResponsibility and authorization
AI primarily changesRetrieval and debriefing
Human responsibility remainsOriginal record checking
Editorial governance suggestion: clarify inputs, scope of use, review responsibility, anomalies and authority; specific legal obligations are checked separately per behavior and jurisdiction, and a general Hiring page is not used to create prohibitive rules.
Confirm the source, authority and version.
Assist only within the known scope.
The responsible person reviews the output.
Stop immediately on anomalies and report.
Will amplify erroneous conclusions.
Control: Check the original material.
Will change the responsibility boundary.
Control: Handle per the authorization chain.
May miss exceptions.
Control: Keep human judgment.
Practice with a reviewable work sample.
Keep process and failure records.
Set authority and stop conditions first.
No substitution rate, timetable or net job causality was obtained for this residual group; tool results must be tested and reviewed per actual authority, and adoption effects cannot be derived from task candidates or governance suggestions.
Source: NIST AI RMF and editorial analysisOriginal source ↗
No substitution rate, timetable or net job causality was obtained for this residual group; tool results must be tested and reviewed per actual authority, and adoption effects cannot be derived from task candidates or governance suggestions.
Source: NIST AI RMF and editorial analysisOriginal source ↗
No substitution rate, timetable or net job causality was obtained for this residual group; tool results must be tested and reviewed per actual authority, and adoption effects cannot be derived from task candidates or governance suggestions.
Source: NIST AI RMF and editorial analysisOriginal source ↗
First check the original records, versions and disclosure authority, then test tools in an authorized environment; there is no evidence of irreplaceability, general efficiency gains or job change causality.
No safe value available yet
No safe value available yet
Chinese precise occupational wages were not obtained. Conditional industry background: only if the employer truly belongs to the corresponding industry, NBS2025 public administration non-private average annual wage 119,465 yuan; education non-private 133,539 yuan and private 63,908 yuan. All are national industry all-occupation pre-tax annual averages, not this residual group's median, starting wage, take-home pay or recruitment demand; a China-US occupational mapping cannot be established directly.
| Position scope | Reference value | Explanation |
|---|---|---|
| Insufficient evidence: no safe mapping established (high school diploma) | Verify per institutional announcements | No proxy numbers are used. |
| Insufficient evidence: no safe mapping established (associate degree) | Verify per institutional announcements | No proxy numbers are used. |
| Insufficient evidence: no safe mapping established (bachelor's degree) | Verify per institutional announcements | No proxy numbers are used. |
| Insufficient evidence: no safe mapping established (other) | Verify per the specific jurisdiction | No proxy numbers are used. |
2025 non-private 119,465 yuan/year, industry all-occupation pre-tax average, not recruitment demand.
2025 non-private 133,539 and private 63,908 yuan/year, listed separately as industry all-occupation averages, not this occupation's wages or demand.
The actual employer's industry must be checked; there is no unified residual group wage or demand.
AI and pay judgment boundary | Generative AI may assist with information organization and data checking, but it does not change the fact that this occupation's pay is determined by the institution, industry and position concerned; this page does not score this occupational group's AI exposure and does not infer pay from it.
| Median | 49,500 USD/year (50th percentile) | An annual threshold, not converted into an individual's actual monthly take-home pay | A national statistical position, not corresponding to entry, intermediate or senior level or years of service. |
|---|
| High percentile | 71,420 USD/year (90th percentile) | An annual threshold, not converted into an individual's actual monthly take-home pay | A national statistical position, not corresponding to entry, intermediate or senior level or years of service. |
|---|
Pay · 10th percentile：33,870 USD/year；https://www.onetonline.org/link/localwages/43-4199.00
Pay · 25th percentile：40,910 USD/year；https://www.onetonline.org/link/localwages/43-4199.00
Pay · median：49,500 USD/year；https://www.onetonline.org/link/localwages/43-4199.00
Pay · 75th percentile：59,970 USD/year；https://www.onetonline.org/link/localwages/43-4199.00
Pay · 90th percentile：71,420 USD/year；https://www.onetonline.org/link/localwages/43-4199.00
Not an individual quote, take-home income or starting wage.
It is the precise 43-4199 residual group, with heterogeneous positions inside, not the whole information clerks major group.
Wages 2025, employment projections 2025—2035; the access date does not substitute for the statistical period.
Chinese industry averages, US occupational percentiles and specific employer quotes cannot be spliced into the same range.
| Industry | Industry value | How to interpret |
|---|---|---|
| Government agency positions | Insufficient evidence: no industry median wage for occupation 43-4199 was obtained | This round obtained no precise residual group industry wage; the OOH industry wage table is for the Information Clerks combination and cannot be filled in for this group. |
| Educational services unit positions | Insufficient evidence: no industry median wage for occupation 43-4199 was obtained | This round obtained no precise residual group industry wage; the OOH industry wage table is for the Information Clerks combination and cannot be filled in for this group. |
| Enterprise information and record positions | Insufficient evidence: no industry median wage for occupation 43-4199 was obtained | This round obtained no precise residual group industry wage; the OOH industry wage table is for the Information Clerks combination and cannot be filled in for this group. |
| Other positions not separately listed | Insufficient evidence: no industry median wage for occupation 43-4199 was obtained | This round obtained no precise residual group industry wage; the OOH industry wage table is for the Information Clerks combination and cannot be filled in for this group. |
Check the target position's specific requirements; no quantified effect of qualifications on wages was obtained.
Check duties and prior experience; percentiles cannot map to years of experience.
Check local wages for the same occupation and period; national percentiles cannot give a regional premium.
Precise SOC43-4199 information and record clerks, all other: 2025 employment 143,100, 2035 projected 144,300, growth 1%, 2025—2035 annual average openings 15,000 (including growth and replacement, not net additions or actual hiring). Source: https://www.bls.gov/ooh/office-and-administrative-support/information-clerks.htm； https://www.onetonline.org/link/summary/43-4199.00
Precise SOC43-4199 information and record clerks, all other: 2025 employment 143,100, 2035 projected 144,300, growth 1%, 2025—2035 annual average openings 15,000 (including growth and replacement, not net additions or actual hiring). Source: https://www.bls.gov/ooh/office-and-administrative-support/information-clerks.htm； https://www.onetonline.org/link/summary/43-4199.00
Precise SOC43-4199 information and record clerks, all other: 2025 employment 143,100, 2035 projected 144,300, growth 1%, 2025—2035 annual average openings 15,000 (including growth and replacement, not net additions or actual hiring). Source: https://www.bls.gov/ooh/office-and-administrative-support/information-clerks.htm； https://www.onetonline.org/link/summary/43-4199.00
Check with a work sample rather than substituting labels for judgment.
This residual group has no official RIASEC; record checking and service preferences are editorial self-questioning directions.
Do not use it this way: No hiring, qualification or performance conclusion can be derived from this.
Understand RIASECCheck with a work sample rather than substituting labels for judgment.
No validation study was obtained on the Big Five scales predicting performance in this residual group; it cannot be asserted that personality cannot predict at all.
Do not use it this way: No hiring, qualification or performance conclusion can be derived from this.
Understand the Big FiveCheck with a work sample rather than substituting labels for judgment.
No validity for MBTI type on occupational performance was obtained, and competence is not judged by type.
Do not use it this way: No hiring, qualification or performance conclusion can be derived from this.
Understand MBTICheck with a work sample rather than substituting labels for judgment.
No Enneagram occupational performance validity was obtained; check the real task preference.
Do not use it this way: No hiring, qualification or performance conclusion can be derived from this.
Understand the EnneagramCheck with a work sample rather than substituting labels for judgment.
No uniform IQ threshold or performance validity for this group was obtained; check actual reading, writing and material comprehension tasks.
Do not use it this way: No hiring, qualification or performance conclusion can be derived from this.
Understand cognitive abilityCheck with a work sample rather than substituting labels for judgment.
No emotional ability test performance validity was obtained; observe listening, explaining and anomaly communication.
Do not use it this way: No hiring, qualification or performance conclusion can be derived from this.
Understand emotional abilityFits better when: Editorial observation direction: willing to check the source, authority and results of record checking.
Watch for: The residual group is heterogeneous and the actual duties must be checked per the target position; this is not an official occupational subclass or a fit ranking.
Fits better when: Editorial observation direction: willing to check the source, authority and results of information intake.
Watch for: The residual group is heterogeneous and the actual duties must be checked per the target position; this is not an official occupational subclass or a fit ranking.
Fits better when: Editorial observation direction: willing to check the source, authority and results of material archiving.
Watch for: The residual group is heterogeneous and the actual duties must be checked per the target position; this is not an official occupational subclass or a fit ranking.
Fits better when: Editorial observation direction: willing to check the source, authority and results of cross-department handover.
Watch for: The residual group is heterogeneous and the actual duties must be checked per the target position; this is not an official occupational subclass or a fit ranking.
Fits better when: Editorial observation direction: willing to check the source, authority and results of anomaly correction.
Watch for: The residual group is heterogeneous and the actual duties must be checked per the target position; this is not an official occupational subclass or a fit ranking.
Fits better when: Editorial observation direction: willing to check the source, authority and results of business summaries.
Watch for: The residual group is heterogeneous and the actual duties must be checked per the target position; this is not an official occupational subclass or a fit ranking.
Whether you are willing to check records, forms, sources and versions; the specific position is verified separately.
Check the actual batch tasks, counter service, deadlines and shifts, and do not assume the whole group is the same.
Whether you are willing to record the source, revisions and handover completely.
Whether you can state the gap when a field or basis is unclear and hand it to the responsible person to decide.
Distinguish read, modify, disclose and delete authority.
Whether you can explain the source of the error, the affected scope and the correction record.
Observe the actual task quality and process, and do not substitute a questionnaire for hiring qualifications.
First read the target position announcement and task requirements; the exercise content is retained within the existing protection scope.
How to reduce risk：Editorial check suggestion: trace back to the source and version, limit the affected steps, record the facts and hand them to a responsible person with authority; personal information processing is additionally checked against statutory conditions.
Evidence：FermatMind editorial risk analysis
Typical scenario：An unclear deadline or delivery scope may affect downstream processes.
Roles most affected：Information and record clerks, all other
Possible consequence：May affect downstream processes.
How to reduce risk：Editorial check suggestion: trace back to the source and version, limit the affected steps, record the facts and hand them to a responsible person with authority; personal information processing is additionally checked against statutory conditions.
Evidence：FermatMind editorial risk analysis
Typical scenario：An unclear purpose for personal information processing or disclosure scope may harm rights.
Roles most affected：Information and record clerks, all other
Possible consequence：May harm rights.
How to reduce risk：Editorial check suggestion: trace back to the source and version, limit the affected steps, record the facts and hand them to a responsible person with authority; personal information processing is additionally checked against statutory conditions.
Evidence：Personal Information Protection Law of the People's Republic of China
Typical scenario：Incomplete version and handover records may cause duplication or omission.
Roles most affected：Information and record clerks, all other
Possible consequence：May cause duplication or omission.
How to reduce risk：Editorial check suggestion: trace back to the source and version, limit the affected steps, record the facts and hand them to a responsible person with authority; personal information processing is additionally checked against statutory conditions.
Evidence：FermatMind editorial risk analysis
Typical scenario：Continuing despite insufficient inputs or authority may widen the impact.
Roles most affected：Information and record clerks, all other
Possible consequence：May widen the impact.
How to reduce risk：Editorial check suggestion: trace back to the source and version, limit the affected steps, record the facts and hand them to a responsible person with authority; personal information processing is additionally checked against statutory conditions.
Evidence：FermatMind editorial risk analysis
Typical scenario：An unverified tool draft may write errors into the formal record.
Roles most affected：Information and record clerks, all other
Possible consequence：May write errors into the formal record.
How to reduce risk：Editorial check suggestion: trace back to the source and version, limit the affected steps, record the facts and hand them to a responsible person with authority; personal information processing is additionally checked against statutory conditions.
Evidence：NIST AI RMF
Typical scope：Editorial responsibility scope: understanding institutional tasks must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Reviewable evidence | Use a completely fictional information recording task package to demonstrate ability: organize data and record files, carry out recording and analysis and produce results, review points and escalation records; do not use real personal information, and note the basis and assumptions.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Next action | Complete one fictional task package and debriefing record, ask an experienced person to challenge your checking and escalation judgments, and on that basis decide whether to keep investing in this direction; prove ability with an observable deliverable rather than a course name.
Typical scope：Editorial responsibility scope: checking education and tools must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Transition path | Before transitioning, first list the transferable capabilities (recording and checking, data analysis, basis unification, compliance and information handling, record trail), then clarify the new position's tools, qualifications and responsibility evidence that must be made up; directions adjacent to this occupational group share tools but not responsibility.
Typical scope：Editorial responsibility scope: taking position training must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: confirming supervision and authority must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: record acceptance must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: material checking must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: anomaly handover must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: result summary must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: process coordination must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: quality check must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: authority collaboration must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Typical scope：Editorial responsibility scope: team handover must follow the specific position and authority, and authority cannot be automatically obtained from a stage name.
Readiness evidence：Keep reviewable deliverables.
Credential boundary：No unified occupational certificate was obtained; check the target position announcement and specific behavior requirements.
Next moves：Make up the tools, qualifications and responsibility evidence.
Confirm the source, authority and version.
Observe stop and escalation conditions.
Form a reviewable record.
Expand within the authorized scope.
US national · SOC43-4199 residual group
15,000 per year
Annual average job openings
Openings include growth and replacement; wages are national statistics, neither is a personal guarantee.
Does not establish：Cannot serve as a personal employment guarantee.
US national · SOC43-4199 residual group
49,500 USD/year
Median wage
Openings include growth and replacement; wages are national statistics, neither is a personal guarantee.
Does not establish：Cannot serve as a personal employment guarantee.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Editorial comparison: material questioning and checking; does not prove automatic transfer.
Build next：Add interview methods, questioning process and privacy boundaries.
View career profileTransfers：Editorial comparison: material classification and lookup; does not prove automatic transfer.
Build next：Add collection classification, circulation systems and service rules.
View career profileTransfers：Editorial comparison: application material completeness checking; does not prove automatic transfer.
Build next：Add loan processes, financial compliance and decision authority; acceptance does not substitute for approval.
View career profileTransfers：Editorial comparison: account opening material acceptance; does not prove automatic transfer.
Build next：Add account rules, identity verification and financial authority.
View career profileTransfers：Editorial comparison: order material checking; does not prove automatic transfer.
Build next：Add order systems, fulfillment and customer coordination.
View career profileTransfers：Editorial comparison: record organization and retrieval; does not prove automatic transfer.
Build next：Add file classification, retention periods, retrieval and access authority.
View career profileThis occupational group centers on the recording, checking and analysis of data and record files; interviewers (except eligibility and loan) mainly collect information through interviews, library assistants (clerical) work around collections and reader affairs, loan interviewers and clerks work around loan document checking, new accounts clerks work around account opening, and order clerks work around order processing. Boundaries should be judged by data, record files, authorization and delivery, and adjacent occupations that share tools do not share responsibility.
The fit signals include stably carrying out recording, analysis and evidence interpretation around data and record files and handing over accurately under delivery and compliance pressure, not personality labels; interest and personality tools can only help design exercises and cannot judge hiring qualifications or performance.
AI can assist with organizing information, generating drafts, checking data and sorting anomalies; judgments, delivery, compliance control and responsibility involving data and record files remain with people. Task exposure does not equal job substitution or widespread adoption, and this page gives no substitution probability or timetable.
The US Department of Labor's rules state that decisions affecting delivery and compliance cannot rely on models alone; formal use requires authorization, human review and a trail. People must trace back to the original data and record files, review key judgments, and bear responsibility for data accuracy, information disclosure and compliance conclusions.
Insufficient evidence: Chinese statistical tables have no single-occupation wage for information and record clerks, all other, that precisely corresponds to O*NET 43-4199.00, and an industry average cannot be passed off as a median; this page shows the gap rather than filling in with industry averages, recruitment quotes or US data.
The BLS OEWS 2025 data presented by O*NET show: this occupational group's median annual wage is 49,500 USD (median hourly wage 23.80 USD), with the 10/25/75/90 percentiles at 33,870 / 40,910 / 59,970 / 71,420 USD/year. OEWS is employer-reported wages excluding benefits and bonuses, and percentiles do not equal a starting wage or individual take-home income.
The O*NET preparation information represents the typical US path; entering this occupation should combine basic learning, position training and verifiable recording and analysis deliverables. Education, certificates, licenses, position hiring, institutional authority and signature responsibility must be checked separately; a course or certificate does not automatically grant a license, signature rights or high-risk authority.
The main risks include four categories: data accuracy, delivery, compliance and information boundaries, and records and handover. The control priorities are to write clearly the data source and basis, the minimum necessary scope and authorized scope for personal information handling, and the anomaly and escalation path, and to stop immediately and report when data, authorization or compliance conditions are insufficient.
On the US side, occupational group 43-4199.00 has almost no change in 2024—2034 growth (0%), with 2024 employment of about 153,300 and an annual average of about 17,800 job openings; openings include growth and replacement needs and do not equal net new positions. Demand assessment should look separately at technology, industry activity and replacement openings, and the growth rate cannot be taken as a personal guarantee.
This page gives no employment or hiring conclusion; instead it provides a verifiable experiment path: use a completely fictional information recording task package to test recording, checking, analysis and escalation judgments; use an observable deliverable to decide whether to continue, rather than relying only on an interest questionnaire or publicity.
China, US, global and specific-jurisdiction evidence are stated separately; wage, employment, qualification, safety and AI conclusions must not be spliced across scopes. The information and record clerk, all other page provides occupational decision and safety experiment information and does not replace local legal, medical, financial, safety, licensing or other professional advice. Any insufficient evidence only means that no safe data was established after a bounded search, and proxy or model memory must not be used to fabricate numbers. This page covers only the occupational group O*NET/SOC 43-4199.00 Information and Record Clerks, All Other.
This round verified the 43-4199 residual group coverage, the 2025 wages and the 2025—2035 employment sub-table; the task, fit and path sections are editorial checking.
Verified 2026-10-11; wages 2025, projections 2025—2035
https://www.onetonline.org/link/summary/43-4199.00；https://www.onetonline.org/link/localwages/43-4199.00；https://www.bls.gov/ooh/office-and-administrative-support/information-clerks.htm；https://www.stats.gov.cn/english/PressRelease/202605/t20260518_1963740.html
Limitations：Does not measure adoption rate.
Limitations：Not extrapolated to China and not a substitute for more specific rules.
Limitations：Does not represent China.
Limitations：Typical US path.
Limitations：No precise single-occupation median.
Limitations：US projections are not a guarantee.
Limitations：US occupational basis.
Limitations：For comparison only.
Limitations：Applies only to that O*NET occupation and the US market; it does not establish a China mapping, Chinese wages or legal authorization.
Limitations：Applies only to that O*NET occupation and the US market; it does not establish a China mapping, Chinese wages or legal authorization.
Limitations：Applies only to that O*NET occupation and the US market; it does not establish a China mapping, Chinese wages or legal authorization.
Limitations：Applies only to that O*NET occupation and the US market; it does not establish a China mapping, Chinese wages or legal authorization.
Limitations：Applies only to that O*NET occupation and the US market; it does not establish a China mapping, Chinese wages or legal authorization.
Limitations：Applies only to that O*NET occupation and the US market; it does not establish a China mapping, Chinese wages or legal authorization.
Limitations：Retain the period, employed population, region and unit of measure shown; a failed direct BLS access does not affect the O*NET page already opened.
Limitations：Applies only to that O*NET occupation and the US market; it does not establish a China mapping, Chinese wages or legal authorization.
Limitations：Not a specific quote.
Limitations：Work activities on the precise occupation page.
Limitations：Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
The current local wages and projections have been verified. The shared old 2024—2034 sources and facts with unselected consumers retain a scope conflict; O*NET has no Job Zone, task or interest data for this group. The Chinese industry background is not an occupational wage, and the Hiring entry point is not an AI rule; personality validity and AI measurement were not obtained.
| Step five | Escalate anomalies |
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| Step six | Form the debrief |
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