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SOC 11-9111
Medical and health services managers (O*NET 11-9111.00) plan, direct, and coordinate medical and health services in hospitals, clinics, or public health agencies, handling operations and budgets, personnel and quality, compliance, and external collaboration.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((75+25+75)/3+0.5)=58; fermatmind-ai-impact-v1; 2026-10-18.
Medical and health services managers turn service goals into executable operational results: setting goals and indicators, preparing budgets and staffing plans, supervising clinical and technical personnel's activities, ensuring compliance with admission, safety, and health regulations, maintaining communication among boards, medical staff, and communities, and evaluating and improving services using data. Work mainly involves indoor management in controlled environments, with frequent email and telephone communication. Key judgments: whether service goals and indicators are clear; whether budgets and staffing plans are feasible; whether regulatory entry, safety, and health regulations are met; whether operational data definitions are correct; and which signatures, commitments, and major changes require governance or authorization-chain confirmation.
The following judgments concern medical and health services managers' daily work planning, directing, and coordinating medical institutions' services, personnel, and resources; they do not predict hiring, practice qualifications, or ultimate responsibility.
This page covers O*NET 11-9111.00, Medical and Health Services Managers: planning, directing, or coordinating medical and health services in hospitals, clinics, managed care organizations, public health agencies, or similar organizations. Common reported titles include Cancer Center Director, Clinical Director, Health Information Management Director, Health Information Manager, Healthcare System Director, Medical Records Director, Medical Records Manager, Mental Health Program Manager, Nurse Manager, and Nursing Director. This page excludes adjacent occupations such as Administrative Services Managers, Social and Community Service Managers, and Management Analysts. US BLS states that some management roles require state licenses; all states require nursing home administrators to be licensed, and some positions involve nursing or social work licenses. General professional certifications cannot replace specific job licenses. Mainland China management roles do not automatically confer physician practice authority: Articles 13 and 14 of the Physicians Law require registration and practice within the registered location, category, and scope. Verify management education, appointment, and authority separately against actual organizational roles; physician qualifications are not conditions for every manager.
Career direction comparison
Compare core objects, delivery responsibilities, qualification requirements, and working patterns; do not interchange roles based on titles.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Administrative Services Managers | Administrative services managers plan, direct, or coordinate services such as records, information, mail, and office support. General administrative titles alone cannot cover medical services or separate facilities manager responsibilities. | Records, information, mail, and office support; this occupation focuses on healthcare service operations. | Compare industry objects and compliance. |
| Preschool and Childcare Administrators | Difference from preschool and childcare administrators: they focus on preschool institutions; this occupation focuses on medical and health service institutions, with different service recipients and regulation. |
AI impact on this career
Editorial trial hypothesis: use tools to organize this page's fictional capacity/budget comparison and unresolved items, with humans recalculating 1040 / 1000 and 90% and checking C's pending review and L9. Software recruitment mentions do not establish generative AI adoption, performance, or replacement. Do not upload real patient data or use this problem's outputs to arrange real services, clinical care, or authorization. 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+25+75)/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 public wage data aggregate industries or broad personnel categories. Health and social work industry averages cannot replace this occupation's wages; no proxy figures are used before an exact mapping is established.
Category boundary: zh-CN is only the page language, not proof of an exact equivalent occupation in mainland China. Do not extrapolate starting pay, medians, or personal income across jurisdictions using industry averages or US wages.
Data for this occupation not obtained
Data for this occupation not obtained
Data for this occupation not obtained
U.S. salary reference
BLS 2025 wage data: median annual wage USD 123,860 (approximately USD 59.55 per hour); 10th percentile USD 73,390 (USD 35.29 per hour), 25th percentile USD 94,700 (USD 45.53 per hour), 75th percentile USD 166,100 (USD 79.85 per hour), and 90th percentile USD 224,340 (USD 107.86 per hour). These figures concern this occupation. Percentiles are statistical positions and do not describe individual take-home income. Wage distribution positions: these figures describe a US statistical distribution. Percentiles do not represent seniority or experience levels and cannot be interpreted as entry-level pay or guaranteed income. Current O*NET industry shares for this occupation were checked: 74% health care and social assistance, 26% other industries including government. BLS2025 provides five medians for this occupation within detailed industries. Shares are not wages; national percentiles cannot be substituted. US occupation 11-9111: 640,400 employed in 2025, projected 795,500 in 2035, growth of 24% over 2025—2035, and net increase of 155,100. The 62,300 average annual openings include growth and replacement, not current vacancies or individual hiring rates. How to interpret these figures: explain employment levels, growth rates, net changes, and annual openings separately; they cannot be combined into an individual employment guarantee. Organizational and regional differences are substantial; do not extrapolate across regions.
| Percentile | Annual Reference | Hourly Wage Reference | Explanation |
|---|
Fit Signals
Direct answer: if you can make explainable operational and compliance decisions under multiple constraints and accept responsibility for outcomes, further exploration is worthwhile. Otherwise, compare adjacent directions first.
Positive Signals： Positive signals: willingness to develop proposals, monitor indicators, and drive improvement under resource, personnel, and compliance constraints.
Reasons for Caution： Reasons for caution: if you dislike cross-department coordination, institutional constraints, or responsibility for operational results, consider adjacent directions or specialist roles first.
Trial Actions： Complete the A+B/A+C capacity-budget comparison, preserving the 40 gap, C's pending review, and unresolved L9. Observe whether you can explain options under constraints. Paper work does not prove management qualifications.
Risks and Boundaries
Handle risks in terms of triggers, consequences, controls, and escalation boundaries; editorial synthesis does not replace compliance or service standards.
O*NET supports tasks/context. Risk consequences, checks, and escalation are editorial analysis, not accident rates or complete compliance law. Separate state licensure for specific US roles from Chinese physician authority; tasks or recruitment skills do not establish actual compliance.
Typical scenario：Inappropriate resource or budget allocation affecting services.
Roles most affected：Operations and budget roles
Possible consequence：May affect service access and financial sustainability.
Entry Paths
US Job Zone 4: most related roles require a four-year bachelor's degree, with exceptions, and typically considerable work-related experience and training. O*NET's education question asks what new entrants need: 46% answer bachelor's, 21% master's, and 11% associate degree. These are not all-worker degree distributions, Chinese qualification requirements, or hiring probabilities. US BLS states that some management roles require state licenses; all states require nursing home administrators to be licensed, and some positions involve nursing or social work licenses. General professional certifications cannot replace specific job licenses. Mainland China management roles do not automatically confer physician practice authority: Articles 13 and 14 of the Physicians Law require registration and practice within the registered location, category, and scope. Verify management education, appointment, and authority separately against actual organizational roles; physician qualifications are not conditions for every manager. Editorial portfolio: submit the original problem, A+B/A+C capacity-cost table, overrun of 40, 90% completion rate, pending C and L9 items, and a corrected version. Work supports career exploration, not a substitute for actual management experience, job qualifications, or organizational appointment. Interviews and trials: demonstrate how you develop operational and budget proposals, check compliance, and evaluate and improve services using data. Seven-day paper exploration, 30—60 minutes daily: Day 1, check duties and jurisdictions. Day 2, separate capacity, cost, approval, and facility conditions. Day 3, hide answers and calculate A+B/A+C. Day 4, write a handover for the 40 gap and pending C/L9. Day 5, compare with the reference and retain corrections. Day 6, have a peer challenge your explanation using only the problem statement. Day 7, compile inputs, two work versions, and feedback, then write evidence for continuing, stopping, or changing direction. Do not use real institution or patient data or arrange real services. Peers cannot confer authority. Current O*NET lists 83 certifications and 3627 national training programs covering multiple specialties, all for candidate discovery only. Graduate counts are not available places or employment rates, and not all entries are required or applicable to all managers. Check program/issuer conditions and real roles first, then applicable state licensure or Chinese organizational appointment. The original failed training-page reading is not a current gap.
Market Signals
Employment levels, growth rates, net changes, and annual openings must be explained separately and cannot be combined into an individual employment guarantee.
US nationwide · Display scope: Medical and Health Services Managers (O*NET 11-9111.00)
US occupation 11-9111: 640,400 employed in 2025, projected 795,500 in 2035, growth of 24% over 2025—2035, and net increase of 155,100. The 62,300 average annual openings include growth and replacement, not current vacancies or individual hiring rates.
Employment Level and Change
Employment level, change, and openings must be explained separately.
Does not establish：National statistical projections for this occupation, not an individual employment guarantee.
US O*NET respondents: 100% use email daily, 96% work in controlled indoor environments daily, 93% communicate by telephone daily, 86% consider teamwork extremely important, and 82% have constant contact with others. 50% report typical weeks exceeding 40 hours; 39% report time pressure at least weekly but not daily. Percentages correspond to individual response options, not Chinese working-hour systems or overtime probabilities at fixed budget milestones. Check specific shifts with employers and contracts.
Administrative services managers focus on general administration; social and community service managers on social services; management analysts on processes and analysis. Medical and health services managers focus on healthcare service operations, personnel, and quality.
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.
Positive signals: preserve inputs, identify that 1040 exceeds budget by 40 and C is pending review, and explain capacity, cost, authorization, and facility conditions separately.
Paper work observes checking and communication behavior only, not real organizational management competence, clinical qualifications, or startup authorization.
60-minute paper operations problem (editorially fictional, with no real institution or patient data): a new service targets 80 for AM and 60 for PM, with base capacities of 70 / 50, fixed cost 600, and budget 1000 fictional units. AM option A adds 10 capacity at cost 240 and is approved. PM option B adds 10 at cost 200 and is approved; candidate C adds 10 at cost 160, with procurement pending review. B and C are mutually exclusive and cannot both be counted. Facility check L9 awaits confirmation. Exercise rules require costs within 1000, procurement approval, and completed L9 confirmation before stating that the new service proposal meets startup conditions. A historical record shows 140 planned and 126 completed. Compare A+B and A+C capacities, costs, and approval states, calculate historical completion rate, and write unresolved items and conditional branches. Do not change targets or costs or add approvals. These are game rules, not real healthcare startup standards. Reference solution: total base capacity is 120, leaving 20 to reach target 140. A+B achieves AM80/PM60, with total cost 600+240+200=1040, exceeding budget by 40. A+C also achieves 80 / 60 at cost 1000, exactly the limit, but C procurement remains pending review and cannot count as approved. L9 remains unconfirmed for both options, so neither currently meets the exercise's startup conditions. If an authorized person approves a budget increase of 40, recheck A+B; if C procurement is approved, recheck A+C. Both branches still require completed L9 confirmation; peers cannot approve it. Historical 126 / 140=90% is a completion rate, not a safety or quality pass rate. Preserve original inputs, both options, the 40 gap, C and L9 states, and confirmation recipients in the handover. Spend 10 minutes reading, 20 minutes calculating, 20 minutes writing the list, and 10 minutes hiding answers, recalculating, and retaining corrections.
Verify first: service goals and indicators, budgets and financial systems, staffing and schedules, regulatory entry and safety/health compliance checklists, data definitions, and signatures, commitments, and major changes requiring authorized confirmation.
Work cycle: check goals, budgets, and applicable rules, arrange personnel and resources, coordinate departments, monitor services and quality, and report improvements. Record unresolved new proposals and refer them for authorized confirmation. Do not generalize every anomaly into stopping existing patient services; service continuity and anomaly handling depend on organizational procedures and responsibility judgments.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Work Cycle | Planning, preparation, execution, and evaluation | |
| Step One | Check goals and compliance requirements | |
| Step Two | Prepare budgets and staffing plans | |
| Step Three | Coordinate medical and administrative departments | |
| Step Four | Monitor services and resource use |
Inputs: service-unit goals and indicators, budgets and fees, medical and technical personnel's activities, regulatory entry and safety/health compliance requirements, operational and quality data, and board, medical, and community relationships.
Verifiable outputs: operations and budget proposals, staffing schedules and performance records, compliance check and remediation records, service and quality indicator reports, and cross-department collaboration and governance records.
Complete workflow: check goals and compliance requirements → prepare budgets and staffing plans → coordinate medical and administrative departments → monitor services and resource use → assess quality and drive improvement → report and handle risks, completing the loop.
US Job Zone 4: most related roles require a four-year bachelor's degree, with exceptions, and typically considerable work-related experience and training. O*NET's education question asks what new entrants need: 46% answer bachelor's, 21% master's, and 11% associate degree. These are not all-worker degree distributions, Chinese qualification requirements, or hiring probabilities. US BLS states that some management roles require state licenses; all states require nursing home administrators to be licensed, and some positions involve nursing or social work licenses. General professional certifications cannot replace specific job licenses. Mainland China management roles do not automatically confer physician practice authority: Articles 13 and 14 of the Physicians Law require registration and practice within the registered location, category, and scope. Verify management education, appointment, and authority separately against actual organizational roles; physician qualifications are not conditions for every manager.
Medical and Health Services Managers' Objects of Work and AI Boundaries Editorial trial hypothesis: use tools to organize this page's fictional capacity/budget comparison and unresolved items, with humans recalculating 1040 / 1000 and 90% and checking C's pending review and L9. Software recruitment mentions do not establish generative AI adoption, performance, or replacement. Do not upload real patient data or use this problem's outputs to arrange real services, clinical care, or authorization.
| Focus on preschool institutions; this occupation focuses on medical and health service institutions. |
| Compare service recipients and regulation. |
| Clinical Research Coordinators | Clinical research coordinators plan, direct, or coordinate research projects, ensuring research protocols and goals, and may analyze and evaluate clinical data. This is not equivalent to medical service-unit budgeting and personnel management. | Clinical research projects, protocols, and data assessment; this occupation focuses on service operations, personnel, and budgets. | Compare research and management outputs. |
|---|
| Social and Community Service Managers | Difference from social and community service managers: they focus on social service programs; this occupation focuses on medical and health services' operations, personnel, and quality. Compare outputs and regulation. | Focus on social service programs; this occupation focuses on healthcare service operations and quality. | Compare service and regulatory scopes. |
|---|
Adjacent occupations require separate evidence of tools, qualifications, and responsibilities.
Next, test the direction through observable deliverables.
Editorial trial hypothesis: use tools to organize this page's fictional capacity/budget comparison and unresolved items, with humans recalculating 1040 / 1000 and 90% and checking C's pending review and L9. Software recruitment mentions do not establish generative AI adoption, performance, or replacement. Do not upload real patient data or use this problem's outputs to arrange real services, clinical care, or authorization.
No generative-tool performance, organizational adoption rates, or employment outcomes were obtained for this occupation. Software mentions or demonstrations do not prove adoption; check data, permissions, versions, and compliance requirements.
Task exposure does not equal adoption rates, unemployment probability, or replacement dates.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Operations Planning and Budgets | Prepare budgets and allocate resources | Editorial hypothesis: organize fictional capacity and budget tables. | Check service goals, budgets, and compliance requirements. |
| Personnel and Quality Management | Recruit, schedule, and evaluate performance | Editorial hypothesis: draft fictional scheduling records | Recalculate both options and refer budgets, procurement, and L9 to authorized personnel for confirmation, without automatic approval. |
| Compliance and Safety | Ensure compliance with admission, safety, and health regulations | Editorial hypothesis: organize fictional unresolved items without judging real compliance | Authorized personnel confirm remediation and release. |
| Data and Reports | Analyze operational data and prepare reports | Editorial hypothesis: summarize fictional completion rates with human checks of definitions | The responsible person checks definitions and signs. |
O*NET task descriptions support occupational scope; US 2025 software recruitment mentions support demand signals; fictional paper trials support only unvalidated editorial hypotheses. None equals evidence of organizational adoption or job replacement.
Differences across directions: AI-related changes and remaining responsibilities differ across operational budgets, personnel and quality, compliance and safety, and data reporting.
AI primarily changesEditorial hypothesis: fictional budget table organization
Human responsibility remainsResource and service decisions
AI primarily changesEditorial hypothesis: fictional unresolved-item organization
Human responsibility remainsRemediation and release judgments
Responsibility process: from checking inputs and limiting tasks to human review, documentation, and escalation.
Confirm service goals, budgets, and compliance requirements.
Assist only within validated data and procedures.
Authorized personnel review resource, personnel, and compliance judgments.
Record anomalies and risks immediately and escalate through the prescribed process.
May affect service access and financial sustainability.
Control: Review allocation against goals, budgets, and data.
May violate admission, safety, and health regulations.
Control: Check and remediate using regulatory checklists.
May affect service quality and team stability.
Control: Evaluate and record under institutional policies.
Use only the original fictional capacity/budget problem for paper comparison and handover; do not arrange real healthcare services.
Retain operations, quality, and compliance records.
Define resource, compliance, and escalation boundaries first.
Recruitment software demand cannot establish generative AI adoption, layoffs, or replacement timelines.
Source: O*NET 11-9111.00 Hot TechnologiesOriginal source ↗
Task descriptions support managers' duties; fictional trials do not validate automatic decisions. Budget, procurement, and facility states still require individual confirmation.
Source: 11-9111.00 - Medical and Health Services ManagersOriginal source ↗
Obtain separate evidence for task descriptions, recruitment skill mentions, actual organizational adoption, and employment outcomes. They cannot substitute for one another.
Source: 11-9111.00 - Medical and Health Services ManagersOriginal source ↗
In the trial, check original values, B/C mutual exclusivity, the budget gap of 40, and pending C and L9 items. Real organizational tool uses separately require checks of data, permissions, performance, and applicable rules.
No national occupational wage was obtained for this occupation. This item is not starting pay, take-home income, or a personal quote.
| Role Scope | Reference Value | Explanation |
|---|---|---|
| Chinese Management Roles | Organizational operations and resource management | This page has not established a uniform national manager qualification table. Check actual job education and appointment requirements. |
| Chinese Clinical Duties | When physician practice activities are involved | Separately check physician registration and scope of practice; manager titles and degrees do not confer clinical authority. |
| US Preparation Level | O*NET11-9111.00 | US Job Zone 4: most related roles require a four-year bachelor's degree, with exceptions, and typically considerable work-related experience and training. O*NET's education question asks what new entrants need: 46% answer bachelor's, 21% master's, and 11% associate degree. These are not all-worker degree distributions, Chinese qualification requirements, or hiring probabilities. |
| Certification and Training | Candidate Directory Discovery | Current 83 certifications and 3627 national training programs support candidate discovery, not universal job requirements, available places, hiring rates, or licensure. Check specific roles, programs, and appointments separately. |
Editorial exploration setting, not Chinese employer shares or demand rates.
Editorial exploration setting; check specific organizational duties and appointments separately.
Do not extrapolate US 74 / 26 shares to Chinese industry distribution.
Insufficient evidence: mainland China national occupational wages for medical and health services managers were not obtained within this round's public scope. This page explicitly marks the gap and does not fill it with industry proxies or US figures.
| Lower Percentile | USD 73,390 per year | Approximately USD 35.29 per hour | The 10th-percentile statistical position. |
|---|---|---|---|
| Median | USD 123,860 per year | Approximately USD 59.55 per hour | The median in 2025 wage data. |
| Upper Percentile | USD 224,340 per year | Approximately USD 107.86 per hour | The 90th-percentile statistical position. |
Wages · 10th Percentile：USD 73,390 per year；O*NET 11-9111.00 National Wages (BLS 2025 Wage Data)
Wages · 25th Percentile：USD 94,700 per year；O*NET 11-9111.00 National Wages (BLS 2025 Wage Data)
Wages · Median：USD 123,860 per year；O*NET 11-9111.00 National Wages (BLS 2025 Wage Data)
Wages · 75th Percentile：USD 166,100 per year；O*NET 11-9111.00 National Wages (BLS 2025 Wage Data)
Wages · 90th Percentile：USD 224,340 per year；O*NET 11-9111.00 National Wages (BLS 2025 Wage Data)
No. Percentiles are statistical positions.
It covers Medical and Health Services Managers (11-9111.00).
2025 wages; 2025—2035 projections.
They cannot be directly combined.
| Industry | 2025 Median Annual Wages for This Occupation Within Detailed Industries | How to interpret |
|---|---|---|
| Government (Excluding State/Local Education and Hospitals) | USD 136,130 per year | BLS2025 median for this occupation within a detailed industry; not individual take-home income, starting pay, or an all-worker industry average. |
| Hospitals (State, Local, and Private) | USD 133,580 per year | BLS2025 median for this occupation within a detailed industry; not individual take-home income, starting pay, or an all-worker industry average. |
| Outpatient Care Centers | USD 116,060 per year | BLS2025 median for this occupation within a detailed industry; not individual take-home income, starting pay, or an all-worker industry average. |
| Offices of Physicians | USD 105,770 per year | BLS2025 median for this occupation within a detailed industry; not individual take-home income, starting pay, or an all-worker industry average. |
| Nursing and Residential Care Facilities | USD 100,520 per year | BLS2025 median for this occupation within a detailed industry; not individual take-home income, starting pay, or an all-worker industry average. |
US Job Zone 4: most related roles require a four-year bachelor's degree, with exceptions, and typically considerable work-related experience and training. O*NET's education question asks what new entrants need: 46% answer bachelor's, 21% master's, and 11% associate degree. These are not all-worker degree distributions, Chinese qualification requirements, or hiring probabilities.
Requires considerable work-related experience and management ability.
Organizational and regional differences are substantial; do not extrapolate across regions.
BLS OOH Current Pay/Outlook (2025 Wages； 2025—2035 Projections) |https://www.bls.gov/ooh/management/medical-and-health-services-managers.htm
BLS OOH Current Pay/Outlook (2025 Wages； 2025—2035 Projections) |https://www.bls.gov/ooh/management/medical-and-health-services-managers.htm
BLS OOH Current Pay/Outlook (2025 Wages； 2025—2035 Projections) |https://www.bls.gov/ooh/management/medical-and-health-services-managers.htm
O*NET occupational interest baseline
ECS describes activity preferences only and cannot determine qualifications.First observe interest, stress, and collaboration experiences in real tasks.
Activity preferences only help design trials; they cannot establish qualifications or performance.
What Observable Behaviors Correspond to the ECS Interest Code?
RIASEC (ECS): the interest code describes preferences for leadership and decisions (Enterprising), procedural data handling (Conventional), and helping others (Social). Use it only to generate hypotheses, not infer hiring or competence.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Go to the career interest trial and design observationsWhich Tasks Demonstrate Attention to Systems and Data?
The Big Five supports reflection only: are you willing to retain the 1040 overrun, C's pending review, and unresolved L9, and hand over on time? A conscientiousness label is not management qualification, a norm, or a hiring standard.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Go to the career interest trial and design observationsCan Personality Labels Determine Fit for Management Roles?
Labels such as MBTI cannot determine competence. First check actual tasks, standards, and responsibility boundaries, then decide whether to continue.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Go to the career interest trial and design observationsWould You Hide the 40 Gap or Pending Review Under Pressure to Submit?
Retain the 1040 cost and C's pending review. Behavioral reflection does not validate relationships between Enneagram types and occupational performance.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Go to the career interest trial and design observationsCan You Independently Calculate 1040, 1000, and 126 / 140?
Recalculate and retain a corrected version. One arithmetic problem is not an IQ norm or management qualification test.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Go to the career interest trial and design observationsHow Do You Communicate When a Peer Questions Your Proposal?
Show original inputs and conditional branches, retain disagreements, and specify who can approve. One conversation cannot determine an EQ score.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Go to the career interest trial and design observationsFits better when: Can develop goals, indicators, and operations proposals.
Watch for: Resource and compliance constraints must be checked.
Fits better when: Can prepare budgets and monitor spending and fees.
Watch for: Review must follow financial policies.
Fits better when: Can schedule, recruit, and evaluate performance.
Watch for: Implementation must follow policies and regulations.
Fits better when: Can ensure admission, safety, and health compliance.
Watch for: Remediation requires authorized confirmation.
Fits better when: Can analyze data and drive service improvement.
Watch for: Conclusions must be reviewable.
Fits better when: Can collaborate with boards, medical staff, and communities.
Watch for: Commitments must remain within authorization.
Check through the work-sample experience on this page.
Check with a fictional budget scenario.
Check with a fictional compliance inspection.
Record first and escalate through the prescribed process.
Check against format and traceability requirements.
Confirm under organizational authorization rules.
Confirmed through governance and authorization chains.
Complete capacity, budget, and status comparisons and a corrected version. Peers only challenge explanations; they cannot approve new services.
How to reduce risk：Review allocation against goals, budgets, and data.
Evidence：O*NET 11-9111.00 Summary (Occupational Identity and Description) · O*NET 11-9111.00 Detailed Profile (Tasks, Skills, and Context)
Typical scenario：Omitted compliance or safety checks.
Roles most affected：Compliance and safety roles
Possible consequence：May violate admission, safety, and health regulations.
How to reduce risk：Check and remediate using regulatory checklists.
Evidence：O*NET 11-9111.00 Summary (Occupational Identity and Description) · O*NET 11-9111.00 Detailed Profile (Tasks, Skills, and Context)
Typical scenario：Inappropriate staffing or performance management.
Roles most affected：Personnel management roles
Possible consequence：May affect service quality and team stability.
How to reduce risk：Evaluate and record under institutional policies.
Evidence：O*NET 11-9111.00 Summary (Occupational Identity and Description) · O*NET 11-9111.00 Detailed Profile (Tasks, Skills, and Context)
Typical scenario：Incorrect operational data definitions causing misjudgments.
Roles most affected：Data and reporting roles
Possible consequence：May distort resource and service decisions.
How to reduce risk：Check data sources and definitions and review.
Evidence：O*NET 11-9111.00 Summary (Occupational Identity and Description) · O*NET 11-9111.00 Detailed Profile (Tasks, Skills, and Context)
Typical scenario：Unresolved resource, compliance, personnel, or data questions, or requests for unauthorized commitments/signatures.
Roles most affected：Operations, personnel, finance, and external collaboration roles
Possible consequence：May change compliance and legal responsibilities.
How to reduce risk：Record and pause the relevant new decision, then confirm through the authorization chain. Existing patient service continuity and anomaly handling depend on organizational procedures; do not generalize this into stopping services.
Evidence：O*NET 11-9111.00 Summary (Occupational Identity and Description) · O*NET 11-9111.00 Detailed Profile (Tasks, Skills, and Context)
Typical scenario：Conflating this occupation with administrative services managers, social and community service managers, or management analysts.
Roles most affected：Management and operations roles
Possible consequence：May misalign authorization and responsibilities.
How to reduce risk：Distinguish adjacent roles using the scope of O*NET 11-9111.00.
Evidence：O*NET 11-9111.00 Summary (Occupational Identity and Description) · O*NET 11-9111.00 Detailed Profile (Tasks, Skills, and Context)
Typical scope：Use fictional A+B/A+C to compare capacity, budgets, and pending items.
Readiness evidence：Original inputs, the 40 gap, 90% completion rate, C and L9 states, and a corrected version.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Capability ladder: before entering medical and health services management, verify the official occupational scope, actual employer requirements, education or training, local practice and supervision rules, and supervised tasks. Do not infer these directly from adjacent occupations. Advancement rests on reviewable operations and quality records, not a guaranteed number of years.
Typical scope：Independently manage unit operations and indicator monitoring.
Readiness evidence：Provide operations and indicator records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Transition path: before changing direction, list transferable skills in operations planning, budgets and finance, personnel management, compliance, and collaboration, alongside healthcare compliance and quality knowledge to acquire. Check each against adjacent roles' qualifications and responsibilities.
Typical scope：Take responsibility for budget preparation, spending monitoring, and fees.
Readiness evidence：Provide budget and financial records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Expand into financial planning.
Typical scope：Mentor and review operations proposals within authorized scope.
Readiness evidence：Provide mentoring and review records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Expand authorization according to organization and rules.
Typical scope：Learn recruitment, scheduling, and performance evaluation processes.
Readiness evidence：Retain personnel management practice records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Expand into independent personnel management.
Typical scope：Independently complete recruitment, scheduling, and performance evaluation.
Readiness evidence：Provide personnel and performance records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Expand into team building.
Typical scope：Take responsibility for quality indicators and improvement projects.
Readiness evidence：Provide quality and improvement records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Typical scope：Learn regulatory entry, safety, and health compliance requirements.
Readiness evidence：Retain compliance inspection practice records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Expand into independent compliance checks.
Typical scope：Independently complete compliance checks and remediation tracking.
Readiness evidence：Provide inspection and remediation records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Expand into system review preparation.
Typical scope：Collaborate with boards, medical staff, and communities.
Readiness evidence：Provide collaboration and reporting records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Confirm service goals, budgets, and compliance requirements.
Complete operations, personnel, and budget management and coordinate stakeholders.
Produce reviewable operations, quality, and compliance records.
Expand governance and policy duties within authorized scope.
US nationwide · Display scope: 11-9111.00
62,300 openings per year (2025—2035)
Openings (Annual Average)
Annual average over the ten years 2025—2035, including growth and replacement; not current vacancies or net growth.
Does not establish：Cannot be treated as an individual's hiring probability.
US nationwide · Display scope: 11-9111.00
USD 123,860 per year
Median Annual Wage
Median from BLS 2025 wage data, not starting pay or take-home income.
Does not establish：Percentiles are statistical positions.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Exploring administrative services management: organizational coordination of records, information, and office support may be adjacent experience, but healthcare service operations and general administrative support differ in objects and responsibilities.
Build next：Transitioning to administrative services management requires evidence of the target organization's records, information, mail, and office support processes. Healthcare management experience does not automatically cover general administrative duties.
View career profileTransfers：Organizational and personnel management may be adjacent experience; child activity management requires separate evidence.
Build next：Develop preschool/childcare academic and nonacademic activity management, child-specific requirements, and organizational rules.
View career profileTransfers：Documentation and coordination may be adjacent experience; clinical operations do not automatically equal research project experience.
Build next：Develop clinical research protocols, protocol adherence, research data assessment, and corresponding project authority.
View career profileTransfers：Projects, budgets, and community communication may be adjacent experience; social service recipient experience requires separate evidence.
Build next：Develop social program budgets, participant requirements, welfare, and community service rules.
View career profileTransfers：Data analysis and process improvement abilities.
Build next：Develop organizational research and evaluation, system and procedure design, work measurement, and recommendation reports.
View career profileTransfers：Organizational operations and resource allocation experience.
Build next：Add evidence of multidepartment or multisite operations, resource and policy coordination, and management through subordinate supervisors.
View career profileLook at observable behavior: can you make explainable decisions under budget and compliance constraints, manage and evaluate teams, drive improvement using data, and record and escalate compliance anomalies? The ECS interest code describes activity preferences only and cannot determine competence or qualifications.
Editorial trial hypothesis: use tools to organize this page's fictional capacity/budget comparison and unresolved items, with humans recalculating 1040 / 1000 and 90% and checking C's pending review and L9. Software recruitment mentions do not establish generative AI adoption, performance, or replacement. Do not upload real patient data or use this problem's outputs to arrange real services, clinical care, or authorization.
Resource, personnel, budget, and external commitments follow organizational job authorization; management titles do not confer clinical authority. US BLS states that some management roles require state licenses; all states require nursing home administrators to be licensed, and some positions involve nursing or social work licenses. General professional certifications cannot replace specific job licenses. Mainland China management roles do not automatically confer physician practice authority: Articles 13 and 14 of the Physicians Law require registration and practice within the registered location, category, and scope. Verify management education, appointment, and authority separately against actual organizational roles; physician qualifications are not conditions for every manager.
This round's bounded search of National Bureau of Statistics public data did not obtain a mainland China national occupational wage distribution precisely corresponding to O*NET 11-9111.00. This page marks the gap and does not fill it with industry averages or US figures.
BLS 2025 wage data: median USD 123,860 per year (USD 59.55 per hour); 10th percentile USD 73,390, 25th percentile USD 94,700, 75th percentile USD 166,100, and 90th percentile USD 224,340 per year. These concern occupation 11-9111.00; percentiles do not describe individual take-home income.
US Job Zone 4: most related roles require a four-year bachelor's degree, with exceptions, and typically considerable work-related experience and training. O*NET's education question asks what new entrants need: 46% answer bachelor's, 21% master's, and 11% associate degree. These are not all-worker degree distributions, Chinese qualification requirements, or hiring probabilities. US BLS states that some management roles require state licenses; all states require nursing home administrators to be licensed, and some positions involve nursing or social work licenses. General professional certifications cannot replace specific job licenses. Mainland China management roles do not automatically confer physician practice authority: Articles 13 and 14 of the Physicians Law require registration and practice within the registered location, category, and scope. Verify management education, appointment, and authority separately against actual organizational roles; physician qualifications are not conditions for every manager.
The main risks are inappropriate resource allocation, omitted compliance or safety checks, inappropriate personnel and performance management, incorrect data definitions, and unauthorized commitments. Responses include reviews against goals and data, regulatory checks and remediation, policy-based evaluation and documentation, data-definition checks, and authorization-chain confirmation.
US occupation 11-9111.00: approximately 616,200 employed in 2024, projected approximately 759,100 in 2034, much-faster-than-average growth over 2024—2034 (approximately 23%), and approximately 62,100 average annual openings including replacement demand. These are not an individual's hiring probability.
First complete the A+B/A+C paper problem, identify the 40 overrun, C's pending review, and unresolved L9, and retain calculations and corrections. Exploration results do not prove real job competence or qualifications.
Evidence for China, the US, and specific institutions is presented separately: wage, employment, qualification, medical, and AI conclusions must not be combined across scopes. This page's US statistics concern occupation 11-9111.00. Medical and health services management involves admission, safety and health compliance, and financial responsibility. This page provides occupational decision-making and research exercise information; it does not replace local law, compliance standards, practice requirements, or other professional advice. Any statement of insufficient evidence means only that a bounded search did not establish safely matching data; proxies or memory are not used to fabricate figures.
FermatMind research workflow
O*NET2026 profile; accessed 2026-10-03
O*NET 11-9111.00 Detailed Profile (Tasks, Skills, and Context)
Limitations：An editorial scale is not evidence of adoption rates, layoffs, regulations, or licenses and credentials.
Limitations：Industry averages are not occupational medians; no precise entry for this occupation was obtained.
Limitations：Directory entries are not state licenses, employer authorization or proof of universal requirement.
Limitations：US occupational scope; no mapping to mainland China is presumed.
Limitations：Posting mentions do not prove proficiency, adoption or automation rate.
Limitations：Task and context samples vary by organization and role.
Limitations：Includes replacement demand; not an individual's hiring probability.
Limitations：Percentiles do not describe individual take-home income.
Limitations：US work context does not replace Chinese law or employer requirements.
Limitations：Use only for the stated O*NET occupation, US market and page subject. It does not establish a China mapping, China pay, or legal authorization.
Limitations：A tool's appearance does not establish adoption rates, unemployment probability, or replacement dates.
Limitations：Industry distribution signals employer settings, not demand forecasts.
Limitations：Stable ID retains historical naming; the actual URL is a training page. No current course content was obtained, so it is not certification/licensure evidence.
Limitations：O*NET OnLine presents BLS OEWS wage data; preserve the displayed period, worker population, geography and unit. A direct BLS access failure does not invalidate this opened O*NET page.
Limitations：Use only for the stated O*NET occupation, US market and page subject. It does not establish a China mapping, China pay, or legal authorization.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
Limitations：Supports only the stated jurisdiction or occupational duties, without implying other jurisdictions' qualifications or wages.
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.
Current 18 tasks/ECS, context values 100 / 96 / 93 / 86 / 82 / 50 / 39, education 46 / 21 / 11, and 2025 national five-level annual/hourly wages all match and were retained. Industry shares 74 / 26 were checked. This round read Pay/Outlook in the existing BLS OOH document, obtaining five detailed-industry occupational median wages and 640400 to 795500, 24%, 155100, annual average 62300; no duplicate source registration. The 83 certifications and 3627 national training entries support discovery only; the prior failed-reading gap is resolved, while older registry records remain under shared protection. The effective text of China's Physicians Law Articles 13 / 14 supports physician authority only, not conditions for all managers. Other specific budget/safety laws were not established by directories.
| Step Five | Assess quality and improvement |
|---|
| Step Six | Reporting and risk handling |
|---|
Next moves：Expand into quality systems.
Typical scope：Improve personnel and quality processes within authorized scope.
Readiness evidence：Provide comparative records before and after improvement.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Expand authorization according to organization and rules.
Next moves：Expand into interorganizational coordination.
Typical scope：Support policy and governance responsibilities within authorized scope.
Readiness evidence：Provide policy and governance records.
Credential boundary：Editorial illustration of responsibility progression. Verify actual appointments, licenses, and authorization by role; promotion is not guaranteed.
Next moves：Obtain authorization according to organization and rules.
