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SOC 11-9121
Natural sciences managers (O*NET 11-9121.00) plan, direct, or coordinate activities and research and development work in fields such as life sciences, physical sciences, mathematics, and statistics: setting objectives and budgets, organizing research projects, and managing personnel and compliance requirements. This page uses only official sources to explain the occupation scope, tasks, preparation requirements, Chinese and United States statistical scopes, and authorization boundaries.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((50+75+25)/3+0.5)=50; fermatmind-ai-impact-v1; 2026-10-18.
Using public materials, write the objectives, milestones, budget items, role assignments, and risk contingency plan for a virtual research project; the exercise does not constitute budget approval, personnel decisions, or compliance authorization.
Paper exercises and public materials practice do not constitute performance authorization, budget approval authority, or employment management authority; when personnel, financial, and safety compliance judgments are involved, authorized personnel must act per employer systems and local regulations.
Positive signals: willing to make priority trade-offs amid uncertain research results, responsible for others' work results, and able to explain decision bases with data and records; caution signals: avoiding conflict and performance conversations, unable to carry budget and compliance responsibility, or willing to do only personal research and not to coordinate others.
Natural sciences managers (O*NET 11-9121.00) plan, direct, or coordinate activities and research and development work in fields such as life sciences, physical sciences, mathematics, and statistics: setting objectives and budgets, organizing research projects, managing personnel and compliance requirements, and being responsible for team results and external commitments.
Natural sciences managers (O*NET 11-9121.00) plan, direct, or coordinate activities and research and development work in fields such as life sciences, physical sciences, mathematics, and statistics: setting objectives and budgets, organizing research projects, managing personnel and compliance requirements, and being responsible for the team's research results and external commitments.
Career direction comparison
The table below compares this occupation with adjacent directions by main object, core output, and authorization boundary, to help judge which real tasks to look at rather than choosing by title similarity.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Natural sciences researchers | Design and execute research topics, producing experimental conclusions and papers | It takes the overall arrangement of research direction, people, and budget as its core object and delivers executable projects and compliance records; research scientists deliver the experimental design and conclusions of specific topics as their core output. | If you would rather make direction trade-offs, develop people, and coordinate resources, compare this occupation; if you would rather invest long term in a single topic and experimental data analysis, compare research scientists. |
| Project and operations managers |
AI impact on this career
Task exposure is not equal to adoption: materials retrieval, progress organizing, data aggregation, and report drafting can be assisted, but direction trade-offs, resource allocation, personnel evaluation, and compliance judgments still rest with responsible managers. AI Impact Score 50% 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((50+75+25)/3+0.5)=50; 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
In 2025, the average annual wage of employed persons in scientific research and technical services in urban non-private units in mainland China was 182,064 yuan per year (2025 scientific research and technical services, non-private unit average).
In 2025, the average annual wage of employed persons in scientific research and technical services in urban private units in mainland China was 83,560 yuan per year (2025 scientific research and technical services, private unit average); non-private and private are two different statistical scopes, cannot be mixed, and exclude self-employed individuals and freelancers.
Insufficient evidence: no exact wage for this occupation was obtained this round, and no substitute is provided
182,064 yuan per year (2025)
United States wages and employment
United States BLS scope relayed by O*NET: a 2025 median annual wage of 167,220 USD and median hourly wage of 80.39 USD, with percentile values of 79,710—316,850 USD per year published under the same scope；The wage shown on the United States O*NET page is 167,220 USD per year, a median, not starting pay or a personal quote.
| Wage level | Annual wage reference | Hourly wage equivalent | Explanation |
|---|---|---|---|
| Median annual wage (P50) | $167,220 per year | $80.39 per hour | The median annual wage only describes the center of the distribution and is not starting pay or a personal quote; this value uses the 11-9121.00 exact occupation scope；This wage statistic cannot be interpreted as starting pay, a personal quote, or an income promise; percentiles are only statistical positions and do not represent experience or job level. |
| 25th to 75th percentile | $119,430—$221,540 per year |
Career fit guide
The strong match evidence for this occupation is reviewable management records (project plans and budget execution, review decision bases, team development and performance records), not self-labels; the IEC interest code only describes activity preferences and cannot determine management capability or appointment qualifications.
Fit signals： You are willing to be responsible for the team's direction and others' results, can make trade-offs when information is incomplete and explain the basis, are willing to handle performance conversations, conflicts, and compliance issues, and habitually support management decisions with records and data.
Signals that call for caution： If you avoid conflict and performance conversations, are unwilling to carry budget and compliance responsibility, find it hard to keep judgment through long meetings and briefings, or are willing to do only personal research and not to coordinate others, this occupation will be very draining.
Low-cost trial： Using public materials, write the objectives, milestones, budget items, role assignments, risk contingency plan, and external communication statements for a virtual research project, and then ask someone with management experience to give feedback against project review standards.
Work pressure, risks, and occupational boundaries
The main pressure in this occupation comes from responsibility for others' work results and the team's direction, funding and schedule constraints, and compliance and safety requirements; exposure differs considerably across types of institution.
The evidence comes from the O*NET occupation profile, task list, and work context survey; the percentages apply to United States respondents, and institutional systems and regulatory requirements must be verified separately by locality.；The risk scenarios and control measures are task-related editorial suggestions; the O*NET percentages do not prove specific Chinese law, institutional approval levels, or violation causality.
Typical scenario：Direction trade-offs affect many people and years of investment; O*NET shows that 32% consider the consequences of error extremely serious, 47% consider their decisions to produce very important results, and 56% carry very high responsibility for the work results of others
Roles most affected：Managers and team leads responsible for project direction, personnel management, and funding responsibility
Entering the field, qualifications, and career development
BLS states that many natural sciences managers first build experience in science-related positions; the four stages on this page are an editorial synthesis, expanding personnel, budget, and project responsibility step by step per institutional authorization, and are not a unified promotion ladder. Whether training or certification is required must be verified with the target position.
Career prospects and transitions to related occupations
United States Natural Sciences Managers (SOC 11-9121) overall employment is projected to grow 8% from 2025 to 2035, with about 9,200 openings per year; this is the SOC occupation scope, including its sub-activities, and is not an individual's probability of being hired, nor is it AI attribution.
United States national scope (O*NET 11-9121.00 exact occupation) · O*NET/BLS 11-9121.00 exact occupation scope
Growth of 8% (2025—2035, about 9,200 openings per year)
United States employment change
Employment of 112,200 in 2025 and a projected 121,500 in 2035, with about 9,200 openings per year including growth and replacement demand; employment stock, net change, and average annual openings must be interpreted separately, and the overall projection cannot be attributed to AI.
Employment and wages use the exact occupation scope and exclude self-employment; region, institution type, and funding sources change actual opportunities.
According to O*NET 11-9121.00, this occupation plans, directs, or coordinates activities and research and development work in fields such as life sciences, physical sciences, mathematics, and statistics, including setting objectives and budgets, organizing research projects, managing personnel and compliance requirements, and being responsible for team results and external commitments.
O*NET lists 16 tasks, including setting research directions and stage objectives, compiling and executing budgets, organizing and coordinating research projects, recruiting, training, and evaluating personnel, establishing and enforcing data and safety compliance requirements, reviewing research results, and representing the team with funders or regulators.
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.
The core deliverable of natural sciences managers is turning a research direction into executable projects: setting objectives and budgets, organizing people and equipment resources, advancing research progress, and ensuring data and compliance requirements, rather than doing only administrative work.
Complete one small exercise using public materials: write the objectives, milestones, budget items, role assignments, and risk contingency plan for a virtual research project, and then ask someone with management experience to give feedback against project review standards.
Work context (O*NET work context survey, United States respondent percentages): 100% use email daily, 88% work indoors in a controlled environment every day, 84% hold face-to-face discussions daily, and 42% use the telephone daily; 56% work more than 40 hours per week and 90% have a regular work schedule; 52% say they can decide tasks and priorities themselves with a great deal of freedom; 71% consider precision or high accuracy extremely important; 32% consider the consequences of error extremely serious; 40% carry very high responsibility for the health and safety of others and 56% carry very high responsibility for the work results of others.
O*NET classifies this occupation as Job Zone 5 (SVP 8.0 and above), with most positions requiring graduate education and many requiring 5 years or more of related experience; the interest code is IEC (Investigative, Enterprising, Conventional), indicating that the work involves research judgment, organizational coordination, and standardized management.
Capability evidence for management positions comes from reviewable records: project plans and budget execution, review and decision bases, team development and performance records, and the handling of compliance and safety incidents.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Step 1 | Research direction, stage objectives, and priorities | Set direction |
| Step 2 | People, funding, and equipment allocation | Allocate resources |
| Step 3 | Project schedule and delivery milestone management | Advance |
| Step 4 | Data quality, results, and stage reviews | Review |
| Step 5 | Funding, safety, and data compliance verification | Compliance |
| Step 6 | Communication with funders, partners, and the team | Communicate |
| Step 7 | Review of team performance and resource use | Review the cycle |
Set research directions, stage objectives, and annual plans and allocate resources.
Compile and execute project budgets, and monitor funding and equipment use.
Organize and coordinate research projects, and schedule progress and delivery milestones.
Recruit, train, guide, and evaluate the performance of researchers and technicians.
Establish and enforce data, experimental record, and safety compliance requirements.
Review research results and reports, and decide whether to advance or adjust the direction.
Represent the team in communication with funders, partner institutions, or regulators.
Promote cross-department collaboration and results translation, and handle conflicts and resource competition.
Direction trade-offs, budget execution, and team results are the manager's responsibility; personnel hiring and major funding approval are the responsibility of the institution's authorized departments; compliance judgments are confirmed by compliance and legal departments; tools are only assistance and do not change where responsibility lies.
Self
Self
Superiors and the institution
Human resources and finance
Compliance and legal
| Manage project schedule, budget, and delivery |
| Centered on project delivery and operational efficiency, usually without research direction judgments |
| Compare this direction if you prefer schedule and delivery management |
| Biologists | Study the structure and function of organisms and conduct experiments | Focused on specific biology topics, without team and budget management duties | Compare this direction if you prefer long-term investment in a single discipline |
|---|
| Chemists | Study the composition and reactions of substances and develop analytical methods | Centered on chemical experiments and analysis, with less management and compliance responsibility | Compare this direction if you prefer laboratory research and analysis |
|---|
| Medical scientists | Conduct disease-related research and advance clinical translation | Centered on disease mechanisms and clinical research, more strictly constrained by medical regulation and ethics | Compare this direction if you prefer disease and translational research |
|---|
| Computer and information systems managers | Manage information systems and data teams | Centered on information systems and data platforms, without natural science research directions | Compare this direction if you prefer technical team and system management |
|---|
The biggest difference between natural sciences managers and adjacent occupations is the scope of responsibility: this occupation is responsible for direction, people, budgets, and compliance, research scientists are responsible for topic conclusions, and project managers are responsible for schedule and delivery.
When moving to an adjacent occupation, first compare transferable capabilities (project organization, review, communication, and compliance awareness), and then fill in the knowledge and qualification requirements specific to the target direction; comparison does not mean mutual recognition of qualifications or automatic transfer.
Can assist literature and policy retrieval, project progress organizing, data aggregation and charts, and drafting reports and briefing materials; direction judgments, resource allocation, and personnel decisions still depend on the manager.
Insufficient evidence: no generative AI adoption rate or automation effect for this occupation was obtained. The 2025 United States Hot Technologies list 19 posted software skills, and mention percentages are not AI adoption or actual proficiency.
The BLS projection relayed by O*NET uses the exact scope for this occupation: 112,200 in 2025 and 121,500 in 2035, growth of 8% (Much faster than average), and about 9,200 openings per year; this cannot be read as job gains or losses caused by AI.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Direction and objective setting | Set research directions, stage objectives, and annual plans | Literature and policy retrieval and scenario analysis can be assisted | Direction trade-offs and priorities are the manager's responsibility |
| Budget and resources | Compile and execute project budgets, and monitor funding and equipment use | Budget tables and resource estimation can be assisted | Funding approval and resource allocation are the responsibility of authorized personnel |
| Project organization | Organize and coordinate research projects, and schedule progress and delivery milestones | Progress tracking and risk lists can be assisted | Scope adjustments and delivery commitments are confirmed by managers |
| Personnel management | Recruit, train, guide, and evaluate researcher performance | Drafting job descriptions and training materials can be assisted | Hiring, evaluation, and promotion decisions are the responsibility of authorized personnel |
| Data and compliance | Establish and enforce data, experimental record, and safety compliance requirements | Rule retrieval and organizing compliance checklists can be assisted | Compliance judgments and handling violations are the responsibility of compliance and managers |
| Review and decision making | Review research results and reports, and decide whether to advance or adjust the direction | Material summaries and comparative analysis can be assisted | Adopting conclusions and deciding direction are the responsibility of reviewers and managers |
| External communication | Represent the team with funders, partner institutions, or regulators | Organizing briefing documents and communication points can be assisted | External commitments and disclosure statements are confirmed by the institution's authorized representative |
The following covers tasks, posted software, and overall employment background; tool assistance content is conditional editorial analysis, and no AI adoption rate, actual effect, or employment causality data for this occupation was obtained.
Different directions within this occupation are affected differently; the table below compares real directions within the occupation.
AI primarily changesLiterature retrieval and scenario analysis can be assisted
Human responsibility remainsDirection trade-offs, priorities, and resource allocation
AI primarily changesProgress tracking and budget estimation can be assisted
Human responsibility remainsFunding approval, scope adjustment, and external commitments
AI primarily changesDrafting materials and organizing compliance checklists can be assisted
Human responsibility remainsPersonnel decisions, compliance judgments, and handling violations
Once AI enters research and project management flows, the chain of responsibility must not break: verify inputs, usage conditions, output review, record keeping, and anomaly reporting in sequence.
Confirm project objectives, budget boundaries, data sources, and applicable institutional clauses.
Handle undisclosed research data, participant information, and partner materials only through authorized channels.
Managers review whether tool-produced data and conclusions are consistent with the project file.
Keep decision bases, review comments, budget adjustments, and manual modification records.
When research integrity, funding compliance, or safety incidents are involved, pause and report to the authorized department.
Direction trade-offs affect many people and years of investment, and wrong decisions are costly
Control: Review in stages, keep alternatives, and record the decision basis
Funding use and research integrity problems affect project eligibility and institutional reputation
Control: Approve and keep records per institutional rules, and periodically verify budget execution and compliance checklists
Leakage of participant information, undisclosed data, or partner materials creates legal and trust risks
Control: Manage by data classification, restrict the use of external services, and keep access records
Performance evaluation, resource competition, and team disagreements affect output and staff turnover
Control: Record the facts per institutional rules, communicate promptly, and draw on human resources and compliance support
Commitments to funders or the public that cannot be met affect institutional credibility
Control: External statements are confirmed by authorized representatives, and important commitments require written approval
Use tools for materials retrieval, progress organizing, and drafting reports; personnel evaluation, funding approval, and compliance judgments must be done by people with the responsibility.
Do not submit undisclosed research data, participant information, or partner materials to unauthorized services; conclusions must be checked back against original records and project files.
Responsibility does not change because of tools: data security, research integrity, funding compliance, and personnel management responsibility remain with managers and institutions.
Read employment evidence separately: the O*NET wages and employment use the exact 11-9121.00 occupation scope, and the page has not published generative AI adoption rates or job change data for this occupation, so they cannot be pieced together into a replacement conclusion.
The available evidence does not support a replacement conclusion: direction trade-offs, resource allocation, personnel evaluation, and compliance judgments still need to be borne by responsible people; O*NET has not published generative AI adoption rates or job change data for this occupation.
Source: O*NET OnLineOriginal source ↗
Editorial analysis: where data authorization and manual review allow, literature and policy retrieval, progress organizing, budget estimation, and report drafting can be tried; this is not a conclusion that this occupation widely adopts them or has seen effects.
Source: O*NET OnLineOriginal source ↗
Research direction trade-offs and priorities, funding approval, hiring and performance decisions, compliance judgments, and external commitments.
Source: O*NET OnLineOriginal source ↗
O*NET lists 19 software skills, mainly data analysis and project management tools; this only indicates employers' technology preferences and does not prove the level of automation or an individual's proficiency.
Source: O*NET OnLine（Hot Technologies）Original source ↗
Treat it as task-level analysis, read the AI main changes and still handled by people rows line by line, and do not read it as job replacement or a layoff forecast.
Source: O*NET OnLineOriginal source ↗
Editorial suggestion: first verify institutional data rules, tool terms, and specific jurisdictional requirements, then limit the scope of research and participant data and keep review records; the Hot page itself does not support legal or institutional permission conditions.
Source: O*NET OnLineOriginal source ↗
Editorial suggestion: observe progress, budget deviations, review results, staff development, and compliance incidents against project standards; do not treat these observation items as an already validated unified performance scale or as causal conclusions superior to speed.
Source: O*NET OnLineOriginal source ↗
When moving to an adjacent occupation, first compare transferable capabilities (project organization, review, and communication), and then fill in the knowledge and qualification requirements specific to the target direction.
83,560 yuan per year (2025)
Public responsibility and skill information can be used for career exploration, but individual income in mainland China cannot be derived from it.
| Education level | Position direction | Notes |
|---|---|---|
| Bachelor's degree | Research assistant and project coordination positions | Verify per institution and position requirements; education does not replace management authorization. |
| Master's degree | Topic lead and group management positions | An editorial scenario comparison that must be verified against actual Chinese positions; the United States Job Zone cannot prove a Chinese master's threshold. |
| Doctorate | Direction lead and institutional research management positions | Whether the target institution requires a doctorate must be verified in the specific recruitment posting; no Chinese sample proving a general requirement was obtained. |
| Experience stage | Multi-project coordination and compliance management positions | Demonstrate capability with reviewable project and team records. |
If an income judgment is needed, verify it against the specific city, institution type, and contract conditions.
Verify the establishment or employment form, topic funding, and result ownership agreements.
Verify project assessment, data confidentiality, and results translation arrangements.
Verify qualifications, client data boundaries, and reporting responsibility.
Actual pay for this occupation also depends on the city, the type of institution (universities, research institutes, state-owned enterprises, or foreign research and development centers), team size, funding sources, and the performance structure, and should be verified against public job postings and contracts.
| $57.42—$106.51 per hour |
| The middle 50% of wages fall in this range, which only describes the distribution and does not represent experience or job level；When comparing United States positions, also verify the state, industry (professional and technical services, government), institution size, funding cycles, and benefits structure. |
| 10th to 90th percentile | $79,710—$316,850 per year | $38.32—$152.33 per hour | The two end percentiles describe the range of the wage distribution; the low percentile is not starting pay and cannot be used to estimate individual take-home pay；The O*NET page does not mark a parent occupation or combined scope, so this page presents it under the exact occupation scope and does not mix it with adjacent management occupations. |
|---|
Wage 10th percentile：$79,710 per year ($38.32 per hour)；2025 BLS OEWS national 10th percentile；a low percentile is not starting pay
Wage 25th percentile：$119,430 per year ($57.42 per hour)；2025 BLS OEWS national 25th percentile
Median wage：$167,220 per year ($80.39 per hour)；2025 BLS OEWS national median；not starting pay or a personal quote
Wage 75th percentile：$221,540 per year ($106.51 per hour)；2025 BLS OEWS national 75th percentile
Wage 90th percentile：$316,850 per year ($152.33 per hour)；2025 BLS OEWS national 90th percentile
The median wage is the center of the distribution, not starting pay or an income promise; this value uses the 11-9121.00 exact occupation scope；A job offer should be verified against employer recruitment information and local rules; official statistics only describe the employed population they cover.
Percentiles are for understanding the range of the wage distribution and do not represent experience or job level; this value uses the exact occupation scope；United States figures cannot be directly converted into or extrapolated as individual income in mainland China.
It is the 2025 United States employment stock for this occupation, not the current number of job openings.
Employment change projections and average annual openings are market signals, not an individual's probability of being hired.
| Industry | Position data (11-9121.00 exact occupation scope) | Notes |
|---|---|---|
| Professional, scientific, and technical services | Verify the specific position | The O*NET detail page's Top industries (2025) lists professional scientific and technical services at 46%; industry shares do not explain wage differences. |
| Government | Verify the specific position | The O*NET detail page's Top industries (2025) lists government at 18%; it covers different institutions and cannot be treated as an industry wage. |
| Other industries (including manufacturing and educational services) | Verify the specific position | The other industries share is not directly listed in the original table this round, and two rounded values are not used to infer a precise share; verify the specific employer conditions. |
| Region and employment form | Verify the specific position | OEWS uses an employed-worker scope and excludes self-employment and equity components. |
Verify whether the role covers multiple directions, team size, and budget authority.
Verify the pay and performance structure of universities, research institutions, government, or corporate research and development centers.
Verify the professional degree, research or related occupational experience, and management records; the typical BLS education is a bachelor's degree with related experience of 5 years or more, and master's or doctorate requirements vary by employer.
Annual average scope, including growth and net replacement demand；not equal to an individual's probability of being hired
What capabilities and work styles are needed to work as a natural sciences manager?
Strong match evidence is reviewable management records (project plans and budget execution, review decision bases, team development and performance records), not a self-description such as I want to be a leader.
Do not use it this way: The interest code cannot determine management capability, compliance judgments, or hiring outcomes.
Start the assessment and view your resultsWhat capabilities and work styles are needed to work as a natural sciences manager?
Personality dimensions can be used to reflect on management preferences, but they cannot replace verification of real project responsibility, reporting relationships, and funding responsibility.
Do not use it this way: Personality labels cannot determine management capability, compliance judgments, or hiring outcomes.
Start the assessment and view your resultsWhat capabilities and work styles are needed to work as a natural sciences manager?
Typology can be used for self-reflection, but it cannot predict decision stability, conflict handling, or team management performance.
Do not use it this way: Personality labels cannot determine management capability, compliance judgments, or hiring outcomes.
Start the assessment and view your resultsWhat capabilities and work styles are needed to work as a natural sciences manager?
Motivation types can help you understand your work preferences, but they need to be compared with real team-leading experience and supervisor feedback.
Do not use it this way: Personality labels cannot determine management capability, compliance judgments, or hiring outcomes.
Start the assessment and view your resultsWhat capabilities and work styles are needed to work as a natural sciences manager?
Reasoning tests only reflect performance under specific conditions and do not cover core occupational capabilities such as direction judgment, resource allocation, and personnel management.
Do not use it this way: Personality labels cannot determine management capability, compliance judgments, or hiring outcomes.
Start the assessment and view your resultsWhat capabilities and work styles are needed to work as a natural sciences manager?
Editorial suggestion: observe collaboration through team project records, conflict handling processes, and supervisor feedback; these samples cannot prove predictive effects superior to emotional intelligence scales.
Do not use it this way: Personality labels cannot determine management capability, compliance judgments, or hiring outcomes.
Start the assessment and view your resultsFits better when: Prefers long-term investment in specific experimental topics
Watch for: Needs to add chemical analysis methods, experimental design, and research publication training
Explore related career: ChemistsFits better when: Prefers schedule and delivery management
Watch for: Needs to add project management methods and budget control tools
Explore related career: Project management specialistFits better when: Prefers technical team and system management
Watch for: Needs to add information system architecture and data platform management
Explore related career: Computer and information systems managersFits better when: Prefers operations management in a regulated industry
Watch for: Needs to add medical regulation, quality, and safety compliance systems
Explore related career: Medical and health services managersFits better when: Prefers cross-functional coordination
Watch for: Needs to add finance, human resources, and strategic management knowledge
Explore related career: General and operations managersFits better when: Prefers modeling and statistical analysis
Watch for: Needs to add advanced mathematics and modeling research training
Explore related career: MathematiciansDirection judgment and priority trade-offs, resource and budget management, staff development and performance conversations, review and compliance awareness, and cross-department coordination.
No; the interest code only describes activity preferences, and fit should be judged from real project and team-leading experience, supervisor feedback, and job requirements.
BLS states that a bachelor's degree in science or a related field is usually required, with some employers requiring or preferring a master's or doctorate; the Job Zone 5 graduate description is a general occupation group requirement and cannot be rewritten as the threshold for most positions in this occupation.
Editorial suggestion: observe behavior that clearly explains direction, handles disagreements, and records decision bases under pressure; no comparative research on this occupation supports ranking fit by extroversion or introversion labels.
The typical BLS education is a bachelor's degree, together with related occupational experience of 5 years or more; actual major, management experience, training, and appointment requirements follow the target employer, and directory certifications do not prove they are commonly advantageous or required.
No; assessments are for self-exploration only and do not constitute evidence of hiring, appointment, or management authorization.
The O*NET directory currently lists 7 field-specific certifications, such as natural resources, chemical hygiene, and environmental management certifications; this is only a directory association, and whether they are required or give a hiring advantage must be verified with the target employer and does not represent a uniform national threshold.
Responsibility for others' results, funding and schedule pressure, compliance requirements, and the management environment differences brought by the type of institution (universities, research institutes, corporate research and development).
Keep project plans and budget execution records, review and decision bases, team development and performance records, and compliance incident handling records.
Complete one virtual project planning and budget exercise using public materials, write the objectives, milestones, resource assignments, and risk contingency plan, and then ask someone with management experience for feedback.
Possible consequence：May affect research project output and team stability, funding compliance, and institutional reputation
How to reduce risk：Review in stages, keep alternatives, and record the decision basis; major direction changes require confirmation by superiors or a committee
Evidence：O*NET occupation profile (11-9121.00) · O*NET work context (11-9121.00)
Typical scenario：Budget execution deviations not handled in time, or research records and data storage not meeting institutional requirements
Roles most affected：Managers responsible for budget execution and project files
Possible consequence：May affect project eligibility, funding disbursement, and institutional reputation
How to reduce risk：Approve and keep records per institutional rules, and periodically verify budget execution and the completeness of research records
Evidence：O*NET occupation profile (11-9121.00) · O*NET task list (11-9121.00)
Typical scenario：Entering participant information, undisclosed data, or partner materials into unauthorized services or disclosing them externally
Roles most affected：Teams that handle undisclosed research data, participant information, and partner materials
Possible consequence：May cause legal risks, damaged partner trust, and results leakage
How to reduce risk：Manage by data classification, restrict the use of external services, and keep access and authorization records
Evidence：O*NET occupation profile (11-9121.00) · O*NET task list (11-9121.00)
Typical scenario：Making hiring, promotion, funding adjustment, or external commitment decisions without approval or authorization
Roles most affected：Managers acting beyond authority on personnel, funding, or compliance matters
Possible consequence：May trigger labor disputes, compliance problems, and accountability
How to reduce risk：Verify the authorization scope and institutional processes, and submit major matters to superiors or relevant departments for approval
Evidence：O*NET occupation profile (11-9121.00) · O*NET task list (11-9121.00)
Typical scenario：Absent performance conversations, resource competition, or disagreements left unhandled for a long time, leading to team instability
Roles most affected：Managers responsible for performance evaluation and resource allocation
Possible consequence：May cause key staff turnover, reduced collaboration efficiency, and project delays
How to reduce risk：Record the facts per institutional rules, communicate promptly, draw on human resources and compliance support, and set predictable evaluation standards
Evidence：O*NET occupation profile (11-9121.00) · O*NET task list (11-9121.00)
Typical scenario：Making unapproved commitments to funders, partner institutions, or the public, or inconsistent disclosure statements
Roles most affected：Leads who represent the team or institution externally
Possible consequence：May affect institutional credibility, funding relationships, and compliance records
How to reduce risk：External statements are confirmed by authorized representatives, and important commitments require written approval and records
Evidence：O*NET occupation profile (11-9121.00) · O*NET task list (11-9121.00)
| career.column.stage | career.column.task | career.column.boundary | career.column.evidence | career.column.next |
|---|---|---|---|---|
| Mentored management | Take on sub-project and team tasks under guidance | Work within authorization and budget limits | Sub-project records and supervisor feedback | Independently lead one direction or team |
| Direction lead | Independently compile budgets, organize reviews, and manage people | Act per institutional systems and authorization | Budget execution and performance records | Coordinate multiple projects or departments |
| Multi-project coordination | Allocate resources, coordinate across teams, and work with external partners | Bear main responsibility for compliance and results | Project portfolio and compliance records | Set institutional-level research strategy |
| Institutional research management | Set research direction and resource strategy and build systems | Responsible for the institution's long-term direction | Strategy documents and audit records | Take on institutional-level leadership duties |
| Governance and external representation | Represent the institution with funders and regulators and govern risks | Authorized per regulations and governance structure | Governance records and external commitment documents | Move into higher-level governance roles |
| career.column.scenario | career.column.action | career.column.review | career.column.evidence |
|---|---|---|---|
| Schedule delays | Assess the cause and adjust resources or scope | Confirm the adjustment with superiors or funders | Adjustment records and approvals |
| Budget overrun | Freeze non-critical spending and reprioritize | Reviewed by finance and superiors | Budget adjustment forms and approval records |
| Compliance concerns |
| career.column.state | career.column.proof | career.column.authority | career.column.condition | career.column.gap | career.column.owner | career.column.next |
|---|---|---|---|---|---|---|
| A degree in a related field (verified by position) | Build a professional and research methods foundation | Does not automatically equal management appointment qualifications | Verify per position and specialty direction | The typical United States BLS education is a bachelor's degree; some employers require or prefer a master's or doctorate, which is not a uniform Chinese threshold | Institutions and employers |
Typical scope：Take on sub-project objectives and progress under a senior manager's guidance
Readiness evidence：Sub-project records and supervisor feedback
Credential boundary：Verify the target employer's science-related degree and experience; a master's or doctorate is not a uniform threshold
Next moves：Extend to independently leading a direction
Typical scope：Independently set direction objectives, compile budgets, and organize reviews
Readiness evidence：Budget execution and review records
Credential boundary：Verify against institutional systems
Next moves：Extend to multi-project coordination
Typical scope：Coordinate multiple projects, allocate resources, and manage external partnerships
Readiness evidence：Project portfolio and compliance records
Credential boundary：Institutional appointment
Next moves：Extend to institutional research strategy
Typical scope：Set institutional research direction and resource strategy and build systems
Readiness evidence：Strategy documents and audit records
Credential boundary：Appointed by the governance structure
Next moves：Take on higher governance duties per rules
Typical scope：Coordinate laboratory equipment, consumables, and scheduling
Readiness evidence：Scheduling and consumable records
Credential boundary：Education in a related field or on-the-job training
Next moves：Extend to overall laboratory operations
Typical scope：Manage laboratory budget, safety, and staffing arrangements
Readiness evidence：Operations reports and safety inspection records
Credential boundary：Safety and compliance training
Next moves：Extend to coordinating multiple platforms
Typical scope：Coordinate multiple platforms and shared resources and set service standards
Readiness evidence：Service standards and audit records
Credential boundary：Institutional appointment
Next moves：Extend to institutional resource strategy
Typical scope：Assist in organizing rule checklists and inspection records
Readiness evidence：Inspection records and corrective action tracking
Credential boundary：Related training
Next moves：Extend to independently conducting compliance reviews
Typical scope：Organize research integrity, data, and safety inspections and handle corrective actions
Readiness evidence：Review reports and corrective records
Credential boundary：Compliance or safety training certification
Next moves：Extend to system and certification management
Typical scope：Build and maintain quality and compliance systems and support external audits
Readiness evidence：System documents and audit conclusions
Credential boundary：Institutional appointment and related certification
Next moves：Extend to institutional risk management
Take on sub-project or team tasks under a senior manager, and learn budget preparation, schedule management, and basic personnel processes.
Independently lead a research direction or team, and be able to compile and execute budgets, organize reviews, and handle common personnel and compliance issues.
Coordinate multiple projects or departments, be responsible for resource allocation, cross-team collaboration, and external partnerships, and bear main responsibility for compliance and results.
Set institutional research direction and resource strategy, build management systems, and represent the institution externally with long-term responsibility.
United States national (exact occupation scope) · O*NET 11-9121.00 National Wages（2025 BLS OEWS）
Median 167,220 USD per year; percentiles 79,710—316,850 USD
Occupational wage distribution (United States)
The O*NET page does not mark a parent occupation or combined scope, and the wages are for this occupation itself; percentiles are for understanding the distribution range.
Does not establish：Official statistics are not starting pay or a personal quote, and exclude self-employment income.
Mainland China (industry category scope) · Average wages of urban unit employees in 2025 from the National Bureau of Statistics of China, scientific research and technical services industry category
Non-private 182,064 yuan per year and private 83,560 yuan per year (2025)
China industry category wage average (proxy value)
The National Bureau of Statistics of China publishes average wages by industry category; that category covers many research and technical positions and does not list this occupation separately.
Does not establish：The industry category average does not list this occupation separately and excludes self-employed individuals and freelancers, so it cannot replace the exact occupational wage.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Project organization, schedule, and budget management experience
Build next：Add project management methods and budget control; whether tools or project certifications are required is verified with the target employer and is not treated as a uniform threshold.
View career profileTransfers：Team management and project coordination experience
Build next：Needs to add information system architecture and data platform management
View career profileTransfers：Compliance and operations management experience in a regulated industry
Build next：Needs to add medical regulation, quality, and safety systems
View career profileTransfers：Resource coordination and performance management experience
Build next：Needs to add finance, human resources, and strategic management knowledge
View career profileTransfers：Research background in chemistry and data analysis capability
Build next：Needs to add experimental method development and research publication training
View career profileTransfers：Modeling and statistical analysis capability
Build next：Needs to add advanced mathematics and research modeling training
View career profileTransfers：Research design and data analysis experience
Build next：Needs to add theoretical physics training and research publication requirements
View career profileTransfers：Data processing and research project management experience
Build next：Needs to add computer science methods and algorithm research training
View career profileO*NET classifies this occupation as Job Zone 5 (SVP 8.0 and above): most positions require graduate education, some require a doctorate, and extensive skills, knowledge, and experience are needed, with many requiring more than 5 years of related experience; actual requirements follow the target position and employer.
IEC stands for Investigative, Enterprising, and Conventional: corresponding to research judgment, organizational coordination, and standardized management. The interest code only indicates activity preferences and does not predict management capability, hiring, or appointment qualifications.
O*NET's national certification page for this occupation lists 7 certifications, such as Certified Natural Resources Professional, Chemical Hygiene Officer, Registered Environmental Manager, Registered Environmental Professional, and Qualified Environmental Professional. These certifications are granted by professional bodies and are mostly additional qualifications in specific fields; they do not replace employer appointment requirements or management authorization, and whether they are required must be verified with the target employer.
The O*NET page does not mark a parent occupation scope, and the wages and employment are for this occupation itself: a 2025 median annual wage of 167,220 USD and median hourly wage of 80.39 USD, with a percentile range of 79,710—316,850 USD per year; employment of 104,300 in 2024, projected growth of 4% from 2024 to 2034 (Average), and about 8,500 openings per year.
There is no national occupational median under exactly the same scope as this occupation. The National Bureau of Statistics of China publishes data by industry category: in 2025 the average annual wage in scientific research and technical services was 182,064 yuan for urban non-private units and 83,560 yuan for urban private units. This is an industry category average that excludes self-employed individuals; it can only serve as a proxy and cannot be treated as an individual wage for this occupation.
O*NET's employer technology signals list 19 software skills, mainly data analysis and management tools such as Excel, Office, PowerPoint, Project, Outlook, R, SAP, SQL, SPSS, and MATLAB. This only indicates employers' technology preferences and does not prove that positions have been automated or an individual's proficiency.
Chinese and United States data are presented in separate columns and cannot be rewritten into each other. AI reasoning is not evidence of real adoption. Paper exercises do not constitute budget approval, personnel decisions, or compliance authorization.
Consulted 2026-10-11 this round; wages 2025, projections 2025—2035; the original consultation periods of shared legacy sources are retained.
The currently selected modules use 2025 wages and the 2025—2035 overall employment projection; newly added BLS OOH verification of typical education and experience; China industry averages for 2025. The FAQ, quick answers, and their shared historical metadata remain in their original version, and no whole-page synchronization is claimed.
Limitations：United States occupation data; institutional systems and local authorization must be verified separately.
Limitations：United States occupation data; does not constitute a Chinese position mapping or legal authorization.
Limitations：A job posting mention does not equal proficiency, adoption rate, or level of automation.
Limitations：Industry shares only describe the distribution of positions and do not explain wage differences.
Limitations：Certifications are granted by professional bodies and are mostly additional qualifications in specific fields; they do not replace appointment requirements or management authorization.
Limitations：This is the exact 11-9121.00 occupation scope; the projection is not a hiring promise.
Limitations：This is the exact 11-9121.00 occupation scope, and percentiles are not starting pay or job level.
Limitations：An industry category average, not listed separately for this occupation, and excluding self-employed individuals and freelancers.
Limitations：Applies only to the stated O*NET occupation and the United States market, and does not establish a Chinese mapping or legal authorization.
Limitations：Applies only to the stated O*NET occupation and the United States market, and does not establish a Chinese mapping or legal authorization.
Limitations：Applies only to the stated O*NET occupation and the United States market, and does not establish a Chinese mapping or legal authorization.
Limitations：Applies only to the stated O*NET occupation and the United States market, and does not establish a Chinese mapping or legal authorization.
Limitations：Applies only to the stated O*NET occupation and the United States market, and does not establish a Chinese mapping or legal authorization.
Limitations：Applies only to the stated O*NET occupation and the United States market, and does not establish a Chinese mapping or legal authorization.
Limitations：Applies only to the stated O*NET occupation and the United States market, and does not establish a Chinese mapping or legal authorization.
Limitations：United States SOC11-9121 occupation statistics, including sub-activities; not a Chinese appointment permit or personal guarantee; the projection is not AI attribution.
Limitations：Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
The evidence only supports scope-limited judgments about natural sciences managers within the stated market, occupation scope, and period, and does not constitute a guarantee of personal income, hiring, or appointment.
MBTI personality test (English page) · Big Five personality model test (English page) · MBTI Chinese assessment · Big Five personality test (Chinese page)
Competent authority
| Confirmed by compliance or legal |
| Compliance opinions and handling records |
| Personnel performance problems | Record the facts and communicate per institutional rules | Confirmed jointly by human resources and superiors | Performance records and communication minutes |
|---|
| Research direction experience | Proves ability to take on topics independently | Assessed by the employer | Verify per position level | Research capability is not equivalent to management capability | Employer and superiors | Demonstrate with project and results records |
|---|
| Management training | Build a foundation in budget and personnel management | Not automatically valid across organizations | Verify against institutional systems | Training scope and authorization differ | Employer and training provider | Verify the training content and applicability |
|---|
| Compliance and safety training | Proves the conditions for executing institutional rules | Determined by the employer or institution | Verify by funding and safety category | Training for different categories is not interchangeable | Compliance and safety lead | Verify the category and validity period |
|---|
| Team management experience | Proves ability to carry personnel and result responsibility | Assessed by the employer | Verify by span of management | Experience is not equivalent to personnel authorization | Employer and human resources | Demonstrate with performance and project records |
|---|
| Occupational certification (optional) | Proves professional capability in a specific field | Granted by certifying bodies | Verify per the certification scope | Certification does not replace appointment and authorization | Certifying bodies | Verify the certification scope and maintenance requirements |
|---|
Typical scope：Set equipment and platform investment and sharing policies
Readiness evidence：Investment and policy documents
Credential boundary：Appointed by the governance structure
Next moves：Extend governance duties per rules
Typical scope：Coordinate institutional-level compliance, safety, and risk governance
Readiness evidence：Risk reports and governance records
Credential boundary：Appointed by the governance structure
Next moves：Extend the governance scope per rules
