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SOC 13-1111 · O*NET 13-1111.00
This page covers O*NET 13-1111.00 management analysts: conducting organizational studies and evaluations, designing systems and procedures, carrying out work simplification and measurement studies, and writing operations and procedure manuals to help management operate more efficiently and effectively, including program analysts and management consultants.
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+25)/3+0.5)=58; fermatmind-ai-impact-v1; 2026-10-18.
The core work of management analysts is to help management operate more efficiently through organizational studies and evaluations: collect and organize information about problems or procedures, plan work and procedure studies covering organizational change, communication, information flows, and cost analysis, interview personnel and observe on site, analyze data and develop solutions or alternative methods, document findings and recommend implementation, write manuals and train staff, review the formats, distribution, and uses of forms and reports, design records management procedures, and design area layouts and recommend purchases.
The following assessments concern management analysts' consulting and analysis work. They do not predict hiring, qualifications, authorization, or contract outcomes.
Sample output and reflection: check whether you first defined the problem and scope, explained data sources and definitions, offered comparable alternatives and grounds for tradeoffs, and specified implementation and risks. Then ask whether you can remain objective amid competing stakeholder needs and deadlines, and whether you are willing to take responsibility for the evidence and consequences of recommendations.
This page covers O*NET 13-1111.00 management analysts: conducting organizational studies and evaluations, designing systems and procedures, carrying out work simplification and measurement studies, and writing operations and procedure manuals to help management operate more efficiently and effectively, including program analysts and management consultants. Work includes collecting and organizing problem information, planning work studies, interviews and on-site observation, data analysis and solutions, findings and recommendations, manuals and training, form and report reviews, and designing records management procedures and storage layouts. Work mainly takes place in offices and at client sites. This page excludes adjacent roles such as financial and investment analysts, market research analysts, project management specialists, accountants, and auditors.
Career direction comparison
The comparison below uses actual work objects, core deliverables, and responsibility boundaries for management analysts and adjacent roles. Job titles do not make qualifications interchangeable.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Financial and Investment Analysts | Financial and investment analysts focus on investment opportunities and financial performance assessment. Management analysts focus on organizational, process, and operational improvements; analysis objects and decision uses differ. | Focus on investment opportunities and financial performance assessment. | Compare this direction if you prefer investment and financial analysis. |
| Market Research Analyst | Market research analysts focus on markets, consumers, and marketing effectiveness. Management analysts focus on organizational processes and operational efficiency, using similar research methods in different problem domains. |
AI impact on this career
Editorial task hypothesis: distinguish traditional statistics, process mining, and knowledge retrieval from generative AI. The latter may draft consulting documents using fictional materials. Existing BCG/GPT-4 experiments support trials on specific tasks, not outcomes for all models or client projects. Original data, problem premises, causality, and solution tradeoffs require verification. Do not upload client confidential information without approval. AI Impact Score 58% 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+25)/3+0.5)=58; 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
Scope note: National Bureau of Statistics figures for 2025 average annual wages in leasing and business services are 110,162 yuan per year for urban nonprivate units and 68,919 yuan per year for urban private units. The national urban nonprivate total is 129,441 yuan per year. All are industry figures, not this occupation's median or starting pay.
Category boundary: enterprise remuneration survey information from the Ministry of Human Resources and Social Security is published by occupation / position and may support related business and management consulting pay lookups. This page did not obtain an entry precisely matching O*NET 13-1111.00 and does not use it as a national occupational median. Refer to releases by the responsible authority.
Only average annual wages are published
U.S. salary reference
US national annual pay for 13-1111.00 in 2025 at P10/25/50/75/90 was 60,640/77,950/101,860/133,370/171,640 dollars, with hourly pay of 29.15/37.48/48.97/64.12/82.52 dollars, each taken from the original table. Percentiles are not seniority, starting pay, or take-home income. Employment retains the historical 2024–2034 version; the current source has changed periods, so this is not the latest full page.
| Percentile | Annual reference | Hourly equivalent | Explanation |
|---|---|---|---|
| 10th percentile | $60,640 per year | $29.15 per hour | 2025 US national percentile for occupation 13-1111.00; not individual seniority or a pay quote. |
| Median (50%) |
Fit signals
To assess fit, first consider whether you can break ambiguous problems into researchable frameworks, interview patiently and analyze data objectively, make and communicate tradeoffs amid competing stakeholder needs and deadlines, take responsibility for recommendations and consequences, and keep learning industries and methods. Tools such as RIASEC can only suggest hypotheses and cannot replace real task experience.
Positive signals： Positive signals: structured problem decomposition, objective analysis and validation, communication that moves stakeholders forward, responsibility for conclusions, and continuous learning.
Reasons for caution： Reasons for caution: difficulty defining problems amid ambiguity and competing stakeholder needs, a tendency to tailor conclusions to demands rather than evidence, reluctance to communicate and drive progress, or inability to handle deadline pressure.
Trial activity： Trial activity: use entirely fictional process interview records and data to practice problem definition, analysis frameworks, alternatives, and implementation recommendations. Ask another person to review the records.
Risks and boundaries
Address risks through triggers, consequences, controls, and escalation boundaries.
Based on tasks and work context for O*NET 13-1111.00, plus specific requirements for data definitions, evidence strength, stakeholders, and professional boundaries. Check specific rules against employer requirements and applicable regulations; do not extrapolate across scopes.
Typical scenario：Drawing conclusions with insufficient evidence.
Roles most affected：Research and analysis roles
Possible consequence：May cause incorrect decisions and losses.
How to reduce risk：Separate facts from hypotheses and state evidence strength.
Evidence：O*NET 13-1111.00 Tasks
Entry paths
O*NET's surveyed education requirements for this occupation are 57% bachelor's degrees, 24% master's degrees, and 10% some college without a degree, not legal requirements for all jobs. Job Zone4 is general group preparation information. BLS describes a bachelor's degree as typical, with some employers preferring an MBA and also considering related experience. Do not turn group training periods into uniform thresholds.
Market signals
Historical version: employment of 1,075,100 in 2024, growth of 7% or higher during 2024–2034, and about 98,100 annual openings. Openings are an annual average, not a ten-year total. The current source has changed to 2025–2035, while this work session's protected Hero / FAQ shared statistics remain unsynchronized. This is not the latest full-page version or an individual hiring probability.
US national scope · Display scope: Management Analysts (13-1111.00)
The page lists Professional, Scientific, and Technical Services and Government as the main industries in 2024. Employment and openings are statistical projections and must be explained separately from individual opportunities.
Employment size and change
Employment size, change, and openings must be explained separately.
Does not establish：The historical 2024–2034 version is retained; the current source has changed periods, while the Hero / FAQ remain unsynchronized. This is not the latest full-page version or an individual guarantee.
This page covers O*NET 13-1111.00 management analysts: conducting organizational studies and evaluations, designing systems and procedures, carrying out work simplification and measurement studies, and writing operations and procedure manuals to help management operate more efficiently and effectively. Work includes collecting and organizing problem information, planning work studies, interviews and on-site observation, analyzing data and proposing solutions, documenting findings and recommendations, writing manuals and training, reviewing forms and reports, and designing records management procedures. Work mainly takes place in offices and at client sites. The role differs from financial and investment analysts, market research analysts, project management specialists, accountants, and auditors.
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.
This is an entirely fictional process analysis scenario check, not a personality diagnosis, hiring conclusion, or qualification assessment.
Entirely fictional task package: provide fictional department process interview records and data, including 1 current process, 1 set of key metrics, and 1 bottleneck to resolve. Within 60 minutes, write a research plan, interview and observation points, a data analysis framework, two alternative solutions, and implementation recommendations and risks. Do not use real company, client, or employee data.
Check first: problems and objectives, study scope and authorization, data sources and definitions, stakeholders and decision chains, implementation resources and constraints, and the strength and boundaries of evidence supporting conclusions.
Work cycle: start with problem and scope definition, continue through material collection, interviews and observation, data analysis, alternatives and recommendations, manuals and training, and finish with implementation follow-up and review. Do not conclude before data definitions and authorization boundaries are confirmed or recommend rollout before implementation risks are assessed.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Work cycle | From problem definition to implementation follow-up | |
| Step one | Define problems and study scope | |
| Step two | Collect materials, interview, and observe | |
| Step three | Analyze data and test hypotheses | |
| Step four | Develop alternatives and tradeoffs | |
| Step five | Produce recommendations and implementation plans | |
| Step six | Write manuals, train, and review results |
Inputs: problems and processes under study, interview and observation materials, operational and financial data, forms and reports, organizational and job information, external benchmarks and research, client requirements, and project scope statements.
Inspectable outputs: research plans and problem definitions, interview and observation records, data analyses and conclusions, alternative solutions and implementation recommendations, operations and procedure manuals, training materials, form and report improvement plans, records management procedures and layout recommendations, and project delivery reports.
Complete workflow: define the problem and study scope → collect materials, interview, and observe → analyze data and test hypotheses → develop alternatives and tradeoffs → produce recommendations and implementation plans → write manuals and train → follow implementation and review results.
In the US, this occupation falls within Job Zone 4. Most jobs require a four-year bachelor's degree and some require a master's degree, usually with several years of related experience. Consulting certification does not equal accounting, legal, or other professional practice qualifications; this page does not assess individual eligibility.
Work objects and AI boundaries for management analysts Editorial task hypothesis: distinguish traditional statistics, process mining, and knowledge retrieval from generative AI. The latter may draft consulting documents using fictional materials. Existing BCG/GPT-4 experiments support trials on specific tasks, not outcomes for all models or client projects. Original data, problem premises, causality, and solution tradeoffs require verification. Do not upload client confidential information without approval.
| Focuses on markets, consumers, and marketing effectiveness. |
| Compare this direction if you prefer market and marketing research. |
| Project Management Specialist | Project management specialists deliver projects within scope, schedules, and budgets. Management analysts provide research and recommendations and often assist projects but have different responsibilities. | Delivers projects within scope, schedules, and budgets. | Compare this direction if you prefer project delivery management. |
|---|
| Accountants and Auditors | Accountants and auditors handle accounting and auditing and take responsibility for reports. Management analysts use financial data to support process improvements without assuming accounting or auditing responsibility. | Handle accounting and auditing and take responsibility for reports. | Compare this direction if you prefer accounting and auditing. |
|---|
First use a reviewable explanation of research deliverables to verify problem definitions, data definitions, and recommendation boundaries, then assess directions. Do not assign a single ranking by income or personality.
Next, turn the comparison into a small analysis exercise that can be stopped.
Describe only the specific steps tools may assist; a demonstration does not establish organizational adoption.
Check data sources, system reliability, and review responsibilities. This page has no occupation-specific adoption rate.
Without occupational job outcome research, do not infer layoff timing, staffing changes, or hiring probabilities.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Research and analysis | Collect and analyze data and test hypotheses | Editorial trial suggestion: a small sample draft using fictional materials only. Ordinary dedicated software differs from generative AI; widespread organizational adoption in this occupation has not been established. | Check problem definitions and data definitions. |
| Solutions and documents | Develop solutions and write manuals | May assist drafting | Follow problem definitions, data definitions, and professional boundaries, retaining human judgment and records. |
| Interviews and communication | Interview and move stakeholders forward | Does not make automated decisions | Analysts make judgments and communicate. |
| Implementation and review | Follow implementation and review results | May assist summaries | Confirmed by the project lead. |
Occupational sources describe actual tasks and objects handled: problems and processes, interviews and data, forms and reports, manuals and recommendations. Tool capabilities, organizational adoption, and job outcomes are recorded separately; pay or employment data do not substitute for AI evidence.
The 2026 management consulting experiment by Dell’Acqua and colleagues, involving BCG, 758 participants, and GPT-4, found that performance may improve on tasks within the model's capabilities, while correctness may worsen on complex tasks outside them. It supports task-level trials and review, not Chinese adoption rates, effects for all models, or layoffs.
AI primarily changesMay draft consulting documents; validate statistics / process mining separately from generative AI.
Human responsibility remainsProblem definition and conclusion judgments
AI primarily changesDrafting is an editorial trial candidate. Complex conclusions may be misled, so evidence, tradeoffs, and responsibility still require verification.
Human responsibility remainsTradeoffs and responsibility
Human control points include defining problems and scope, judging data definitions and evidence strength, making solution tradeoffs amid competing stakeholder needs, taking responsibility for recommendations and consequences, and respecting authorization and professional boundaries.
Confirm problems, data definitions, and authorization scope.
Analyze only within professional and ethical boundaries.
Review hypotheses, evidence, and conclusion strength.
Report scope violations and conflicts of interest promptly.
May cause incorrect decisions and losses.
Control: Separate facts from hypotheses and state evidence strength.
May produce misleading conclusions.
Control: Check sources, definitions, and timeliness.
May violate professional and compliance requirements.
Control: Disclose conflicts and hand over work beyond scope.
Practice problem structuring and basic analysis.
Keep reviewable research evidence. Check authorization and confidentiality scope for client data first; do not use external AI without authorization. Use fictional materials for exercises.
Set data definitions and authorization boundaries first.
Task exposure, adoption, and job outcomes measure different things and cannot establish a job elimination date.
Source: O*NET 13-1111.00 TasksOriginal source ↗
Current discussion covers only potential assistance with data processing, document drafting, and retrieval summaries. People still handle problem definition, interview judgments, and solution tradeoffs.
Source: O*NET 13-1111.00 TasksOriginal source ↗
Without an occupation-level adoption rate source, this page does not provide such figures.
Source: O*NET 13-1111.00 Management Analysts (Summary)Original source ↗
Start with an offline exercise using entirely fictional process interview records and data. Record research plans, analysis frameworks, and alternative solution boundaries, without relying on unverified automated analysis to replace human judgment.
Only average annual wages are published
Insufficient evidence: no precise match obtained
A precise Chinese wage for this occupation was not obtained. The figures below provide broad industry background for relevant business service employers and national background, not consulting project fees, medians, or take-home income.
| Job scope | Reference value | Explanation |
|---|---|---|
| Not separately reported | Appointment depends on employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education level within this occupation. |
| Not separately reported | Appointment depends on employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education level within this occupation. |
| Not separately reported | Appointment depends on employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education level within this occupation. |
| Not separately reported | Appointment depends on employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education level within this occupation. |
110,162 yuan per year
68,919 yuan per year
129,441 yuan per year
Insufficient evidence: a national occupational wage median, reference period, and matching scope for management analysts in mainland China were not obtained. This page displays only explicitly labeled industry proxies and does not fill the gap with proxy figures or US figures.
| $101,860 per year |
| $48.97 per hour |
| 2025 US national median annual pay for occupation 13-1111.00. |
| 90th percentile | $171,640 per year | $82.52 per hour | 2025 US national percentile for occupation 13-1111.00; not individual seniority or a pay quote. |
|---|
Pay · Median：$101,860 per year (2025)；O*NET 13-1111.00 National Wages (BLS OEWS display)
Pay · Hourly median：$48.97 per hour (2025)；O*NET 13-1111.00 National Wages (BLS OEWS display)
Pay · 10th percentile：$60,640 per year (2025)；O*NET 13-1111.00 National Wages (BLS OEWS display)
Pay · 90th percentile：$171,640 per year (2025)；O*NET 13-1111.00 National Wages (BLS OEWS display)
Pay · Statistical scope：Management Analysts（13-1111.00）；O*NET 13-1111.00 National Wages (BLS OEWS display)
Five 2025 national percentiles for this occupation, with annual and hourly values taken separately from the original table. They do not represent individual seniority, starting pay, take-home income, or project fees.
2024 employment, not recruitment vacancies.
Projected growth much faster than average, at 7% or higher, during 2024–2034 is an occupational statistic, not an individual hiring outcome.
May 2025 industry-specific median pay for the same occupation, with government excluding state / local education and hospitals. Not industry employment shares or national wage seniority grades.
| Industry | Median annual pay, dollars per year | How to interpret |
|---|---|---|
| Professional, scientific, and technical services | $107,330 per year | May 2025 BLS OOH industry-specific median for occupation 13-1111; not industry employment shares or individual project fees. |
| Government, excluding state and local education and hospitals | $97,300 per year | May 2025 BLS OOH industry-specific median for occupation 13-1111; not industry employment shares or individual project fees. |
| Management of companies and enterprises | $101,030 per year | May 2025 BLS OOH industry-specific median for occupation 13-1111; not industry employment shares or individual project fees. |
| Finance and insurance | $100,300 per year | May 2025 BLS OOH industry-specific median for occupation 13-1111; not industry employment shares or individual project fees. |
O*NET's surveyed education requirements for this occupation are 57% bachelor's degrees, 24% master's degrees, and 10% some college without a degree, not legal requirements for all jobs. Job Zone4 is general group preparation information. BLS describes a bachelor's degree as typical, with some employers preferring an MBA and also considering related experience. Do not turn group training periods into uniform thresholds. Consulting certification does not confer other professional practice qualifications.
Editorial suggestion: show experience through research, industry, and project delivery records. No research on the hiring weights of structured analysis, data, and communication relative to certificate titles was obtained.
Strongly influenced by professional service and government distribution; do not extrapolate across regions.
Check using work samples rather than replacing judgment with labels.
The RIASEC interest code is CIE, Conventional–Investigative–Enterprising: a preference for organizing information under procedures, research and analysis, and driving improvements. These labels describe activity preferences only and cannot determine competence or qualifications.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career interest trialCheck using work samples rather than replacing judgment with labels.
General personality scales such as the Big Five do not provide job evidence for this occupation and may be used only for self-reflection. Continue checking against real research and analysis, interview communication, and recommendation implementation experience.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career interest trialCheck using work samples rather than replacing judgment with labels.
Type tools such as MBTI and the Enneagram cannot determine competence or qualifications and may be used only for self-reflection.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career interest trialCheck using work samples rather than replacing judgment with labels.
Continue checking against real tasks, boundaries, and reviewable deliverables.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career interest trialCheck using work samples rather than replacing judgment with labels.
Continue checking against real tasks, boundaries, and reviewable deliverables.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career interest trialCheck using work samples rather than replacing judgment with labels.
Continue checking against real tasks, boundaries, and reviewable deliverables.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career interest trialFits better when: Can break ambiguous problems into researchable frameworks.
Watch for: Must check objectives and scope.
Fits better when: Can interview and collect evidence through on-site observation.
Watch for: Must check samples and definitions.
Fits better when: Can analyze data and test hypotheses.
Watch for: Must state evidence strength.
Fits better when: Can develop comparable alternatives.
Watch for: Must assess implementation and risks.
Fits better when: Can write manuals and train.
Watch for: Must check intended users.
Fits better when: Can communicate across stakeholders and drive implementation.
Watch for: Must address conflicts of interest.
Use this page's work sample to check problem decomposition skills.
Check hypotheses and evidence against method requirements.
Assess communication and tradeoff skills.
Check sources first and state uncertainty.
Assess responsibility and ethical awareness.
Assess project pacing and prioritization skills.
Use research and conclusion records to enable review by others.
Complete an exercise using entirely fictional process interview records.
Typical scenario：Failure to check data sources and definitions.
Roles most affected：Research and analysis roles
Possible consequence：May produce misleading conclusions.
How to reduce risk：Check sources, definitions, and timeliness and review findings.
Evidence：O*NET 13-1111.00 Tasks
Typical scenario：Ignoring stakeholders and implementation resistance.
Roles most affected：Solution and implementation roles
Possible consequence：May prevent implementation.
How to reduce risk：Assess stakeholders and risks and develop implementation plans.
Evidence：O*NET 13-1111.00 Work Context
Typical scenario：Issuing conclusions beyond professional or authorization boundaries.
Roles most affected：Research and recommendation roles
Possible consequence：May violate professional and compliance requirements.
How to reduce risk：Check professional and client authorization. Refer judgments requiring professional qualifications to qualified personnel. Consultants and decision-makers remain responsible for ordinary management advice under their respective duties; referral does not remove responsibility.
Evidence：O*NET 13-1111.00 Management Analysts (Summary)
Typical scenario：Uncontrolled deadlines or scope.
Roles most affected：Project management roles
Possible consequence：May affect delivery quality and reputation.
How to reduce risk：Clarify scope and priorities and manage expectations.
Evidence：O*NET 13-1111.00 Work Context
Typical scenario：When interests are linked to clients or suppliers.
Roles most affected：Consulting and recommendation roles
Possible consequence：May undermine independence and credibility.
How to reduce risk：Disclose conflicts and recuse from relevant decisions.
Evidence：O*NET 13-1111.00 Management Analysts (Summary)
Typical scope：Entry stage: practice problem structuring, material collection and interviews, basic data analysis, and document writing under supervision. Learn industry and compliance requirements and retain process records.
Readiness evidence：Evidence to show: provide a reviewable explanation of research deliverables, including problem definition, data definitions, analytical conclusions, and alternatives, to demonstrate structured analysis and truthful documentation.
Credential boundary：Verify education and practice requirements.
Next moves：Next step: check the target employer's industry and method requirements, data and compliance constraints, decision chains, and authorization scope. Validate analysis, communication, and progress-driving skills through supervised real projects.
Typical scope：Independently complete research and recommendations and undergo review.
Readiness evidence：Keep research and conclusion evidence.
Credential boundary：Verify employer requirements.
Next moves：Moving toward greater responsibility: with experience, workers may handle end-to-end projects and client relationships, mentor new workers and develop methods, or move into industry specialization, management consulting partnership, and internal strategic management.
Typical scope：Handle end-to-end projects and mentoring.
Readiness evidence：Keep project and mentoring records.
Credential boundary：Verify employer requirements.
Next moves：Add evidence of project management and mentoring capability.
Typical scope：Handle client relationships and methodology systems.
Readiness evidence：Keep client and method records.
Credential boundary：Verify employer requirements.
Next moves：Add evidence of business and methodology system capability.
Typical scope：Participate in data processing and analysis under supervision.
Readiness evidence：Keep analysis records.
Credential boundary：Verify employer requirements.
Next moves：Build data tool and statistical foundations.
Typical scope：Independently analyze and visualize data.
Readiness evidence：Keep analysis and model records.
Credential boundary：Verify employer requirements.
Next moves：Build modeling and business knowledge.
Typical scope：Handle complex analysis and solutions.
Readiness evidence：Keep complex analysis and solution records.
Credential boundary：Verify employer requirements.
Next moves：Build methodology system and collaboration knowledge.
Typical scope：Manage teams and methodological standards.
Readiness evidence：Keep team and standards records.
Credential boundary：Verify employer requirements.
Next moves：Add evidence of management responsibility.
Typical scope：Participate in strategy and operations projects under supervision.
Readiness evidence：Keep project documentation and records.
Credential boundary：Verify employer requirements.
Next moves：Build business and process knowledge.
Typical scope：Independently handle specific improvements.
Readiness evidence：Keep specialist work and improvement records.
Credential boundary：Verify employer requirements.
Next moves：Build industry and project management knowledge.
Typical scope：Handle systems and cross-department implementation.
Readiness evidence：Keep system and implementation records.
Credential boundary：Verify employer requirements.
Next moves：Build governance and implementation capability.
Typical scope：Handle organizational strategy and teams.
Readiness evidence：Keep strategy and team records.
Credential boundary：Verify employer requirements.
Next moves：Add evidence of strategy and governance capability.
Confirm problems, data definitions, and authorization scope.
Analyze data according to methods and develop alternatives.
Produce reviewable research and recommendation records.
Expand project and client duties within authorization.
US national scope · Display scope: Management Analysts (13-1111.00)
About 98,100 per year, historical 2024–2034 version
Average annual openings, historical version
Annual openings over the projection period, including growth and replacement, not a ten-year total, real-time recruitment vacancies, or individual hiring probabilities.
Does not establish：Cannot serve as an individual hiring probability.
US national scope · Display scope: Management Analysts (13-1111.00)
$101,860 per year
Median annual pay
BLS 2025 OEWS national median; does not represent starting pay or take-home income.
Does not establish：The 2025 wage table for this occupation provides five percentiles, excluding individual take-home income or project fees.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Transferable capabilities: problem structuring and hypothesis-driven analysis, interviews and research, data processing and visualization, report and manual writing, stakeholder communication, and project management.
Build next：Moving into financial and investment analysis requires financial statements, valuation, securities investment analysis methods, and compliance authorization for the target business. Organizational process improvement experience does not establish investment research competence or securities business qualifications.
View career profileTransfers：Foundations in research and data analysis.
Build next：Add market and marketing knowledge.
View career profileTransfers：Project and collaboration foundations.
Build next：Add schedule, cost, and risk management knowledge.
View career profileTransfers：Financial and data foundations.
Build next：Add accounting, auditing, and professional practice qualifications.
View career profileTransfers：Business requirements, processes, and cross-team collaboration do not establish technical architecture capability.
Build next：Add information systems technology, architecture / delivery governance, budgeting, and technical team management experience. Consulting project experience does not automatically establish IT manager competence.
View career profileTransfers：Foundations in system and process analysis.
Build next：Add system design and technical knowledge.
View career profileFinancial and investment analysts focus on investments and financial performance; market research analysts study markets and marketing; project management specialists deliver projects; accountants and auditors handle accounting and auditing. Management analysts focus on organizational, process, and operational improvements and advise management. Compare problem domains, deliverables, and statutory responsibilities to distinguish them.
Observable signals include structured problem decomposition, objective analysis and validation, communication that moves stakeholders forward, responsibility for conclusions, and continuous learning. The O*NET interest code CIE describes activity preferences only and cannot determine competence or qualifications.
Data analysis, process mining, document generation, and knowledge retrieval tools may assist data analysis, bottleneck identification, and document drafting. People remain responsible for problem definition, interview judgments, solution tradeoffs, stakeholder communication, and responsibility judgments. This page presents tool uses only as task hypotheses and does not imply widespread organizational adoption.
Human responsibilities include defining problems and scope, judging data definitions and evidence strength, making solution tradeoffs amid competing stakeholder needs, taking responsibility for recommendations and consequences, and respecting authorization and professional boundaries.
The National Bureau of Statistics publishes average annual wages for urban unit employees by industry category and does not separately list this occupation, so a safely matched national occupational wage median cannot be established. The page displays only explicitly labeled industry proxies: 2025 leasing and business service wages of 110,162 yuan per year for urban nonprivate units and 68,919 yuan per year for urban private units, and a national urban nonprivate total of 129,441 yuan per year. None equals this occupation's median or starting pay. The Ministry of Human Resources and Social Security enterprise remuneration survey information serves as a lookup entry point.
The O*NET page reports 2025 BLS OEWS median annual pay of $101,860, about $48.97 per hour, for occupation 13-1111.00. That page does not display pay percentiles. These are US national statistics and do not include individual take-home income or starting pay.
In the US, this occupation falls within Job Zone 4. Most jobs require a four-year bachelor's degree and some require a master's degree, usually with several years of related work or vocational training. Consulting certification does not equal accounting, legal, or other professional practice qualifications. In mainland China, there is no unified occupational qualification precisely matching this O*NET occupation; check employer and industry requirements.
Main risks include insufficient evidence for conclusions, biased data definitions and sources, stakeholder and implementation resistance, authorization and professional boundaries, and deadlines and project scope. Controls include specifying data sources and definitions, separating facts from hypotheses, assessing implementation risks, and referring work beyond professional competence to licensed personnel. Check specific rules against employer requirements and applicable regulations.
O*NET cites BLS data showing about 1,075,100 workers in this occupation in 2024, projected growth much faster than average, at 7% or higher, during 2024–2034, and about 98,100 openings during that period. These are occupational statistics, not individual hiring probabilities.
If you can structure ambiguous problems, analyze objectively, and move stakeholders forward, it is worth a low-cost exercise using entirely fictional process interview records. Moving into internal strategy, product operations, or management requires corresponding industry experience and evidence of responsibility.
Evidence for China, the US, and specific organizations is presented separately: conclusions on pay, employment, qualifications / credentials, safety, and AI must not be spliced across scopes. This management analyst page provides occupational assessment and analysis exercise information and does not replace local law, professional standards, or other professional advice. Any statement of insufficient evidence means only that bounded searches did not establish safely matched data; proxies or memory are not used to fabricate figures.
FermatMind research workflow
2025 BLS OEWS pay data; accessed 2026-09-25
O*NET 13-1111.00 National Wages (BLS OEWS display)
Limitations：Applies only to 13-1111.00 and the US market; no mapping to China is established.
Limitations：The task sample does not imply that every job performs all tasks; no mapping to China is established.
Limitations：US work context does not replace Chinese law or employer procedures.
Limitations：This page does not display pay percentiles; the median is not starting pay or individual take-home income.
Limitations：Projections do not guarantee hiring; much faster than average does not mean individual opportunities necessarily increase.
Limitations：Industry distribution signals employer settings, not projected growth or demand.
Limitations：The education distribution does not establish a mandatory requirement for every employer; no mapping to China is established.
Limitations：Certification and training do not establish scope of practice or employer hiring; check the applicable jurisdiction.
Limitations：Task exposure does not establish implemented automation, adoption rates, or layoffs; individual outcomes are not inferred.
Limitations：Industry averages are not occupational medians and exclude individual businesses and freelancers; no national wage distribution matching the precise occupation has been established.
Limitations：Covers urban enterprises, excluding government agencies and public institutions; this page did not obtain an entry precisely matching this occupation and does not use it as a national median.
Limitations：The editorial scale is not evidence of adoption rates, layoffs, regulations, or credentials.
Limitations：US sources for a specific occupation / sample; do not establish Chinese qualifications or pay, industry-wide adoption rates, or individual outcomes.
Limitations：US sources for a specific occupation / sample; do not establish Chinese qualifications or pay, industry-wide adoption rates, or individual outcomes.
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.
Check source scope, limitations, and statistical periods separately against original evidence. Source usage notes: O*NET 13-1111.00 Management Analysts (Summary) provides occupational identity, official description, interest code, Job Zone, skills, and knowledge for 13-1111.00. Pay and employment data on that page cover this occupation. O*NET 13-1111.00 Tasks provides tasks including collecting and organizing information, planning work studies, interviews and on-site observation, data analysis and solutions, documenting findings and recommendations, manuals and training, form and report reviews, and designing records management procedures. The task sample does not imply that every job performs all tasks. O*NET 13-1111.00 Work Context describes offices and client sites, communication and deadline pressure, and teamwork. US work context does not replace Chinese law or employer procedures. O*NET 13-1111.00 National Wages (BLS OEWS display) provides 2025 BLS OEWS median pay for this occupation. This page does not display pay percentiles. O*NET 13-1111.00 National Employment Trends provides 2024 employment and projections for growth and openings during 2024–2034. Projections do not guarantee hiring. Industries: 13-1111.00 lists Professional, Scientific, and Technical Services and Government as the main industries in 2024. Industry distribution signals employer settings, not projected growth or demand. O*NET 13-1111.00 Education and Job Preparation: Job Zone 4, most jobs require a four-year bachelor's degree and some require a master's degree, usually with several years of related work or vocational training. The education distribution does not establish a mandatory requirement for every employer. National Certifications: 13-1111.00 is the US national certification lookup provided by O*NET. Certification and training do not establish professional practice qualifications or employer hiring requirements. Generative AI and Jobs (ILO Working Paper 140, 2025) assesses occupational exposure to generative AI at the task level. The exposure index does not equal adoption rates, job outcomes, or hiring probabilities. Average Annual Wages of Employees in Urban Units in 2025 provides average annual wages by industry category for urban nonprivate and private units, including leasing and business services. Industry averages are not occupational medians and exclude individual businesses and freelancers. Enterprise Remuneration Survey Information (2024) from the Ministry of Human Resources and Social Security is a pay lookup organized by occupation / position. It covers urban enterprises, excluding government agencies and public institutions; this page did not obtain an entry precisely matching this occupation. The FermatMind Task Impact Scale for Management Analysts organizes tasks that tools may assist and human control points for task-level AI and fit discussion. The editorial scale is not evidence of adoption rates, layoffs, regulations, or credentials.
