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SOC 21-1092
Within the United States court or correctional system, probation officers and correctional treatment specialists check judicial conditions, interview supervisees, record compliance and rehabilitation needs, and coordinate education, employment, or treatment resources. Whether to recommend violation handling must be based on verifiable facts and institutional procedure; the statutory bodies and authorities for community corrections in China are confirmed separately under local law.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((50+25+25)/3+0.5)=33; fermatmind-ai-impact-v1; 2026-10-18.
If you are willing to balance supervision, education and assistance, and accurate records within judicial procedure and to escalate when risk or conflicting data appears, you can learn more about this position.
Submit a one-page de-identified case card: list the judicial conditions, R1–R6, the R2/R4/R6 pending items, and the 114 unobserved records, and do not make a violation judgment yourself.
Paper-and-pencil exercise: using fictional de-identified case records, list the conditions, six contact records, the conflicts that need checking, and the assistance referrals, without touching real files.
Probation officers and correctional treatment specialists help offenders in custody, on probation, or on parole to rehabilitate and propose individualized plans, services, and condition enforcement recommendations; institutions and jurisdictions determine authority.
Check the court or release conditions, open a case file, interview regularly, and record compliance progress; identify education, employment, or treatment needs and report anomalies under procedure when necessary.
If the conditions, term, or authorization are unclear, confirm with the case supervisor first and do not fill it in from personal impression.
Career direction comparison
All five directions may write case records, but judicial conditions, handling recommendations, treatment diagnosis, and public safety responsibility cannot be conflated.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Correctional officers | Patrol, control, and record institutional incidents. | Focuses on custodial facility safety and order and is not responsible for a full community supervision plan. | You are willing to enforce safety rules and handle emergencies. |
| Child and family social workers | Assess family needs and connect social services. | Focuses on child and family welfare, not judicial condition supervision. |
AI impact on this career
The following auxiliary applications are editorial ideas, and no measured adoption rate or effect for this occupation was verified. AI can help summarize judicial documents, progress records, and service resource organization; it cannot automatically decide whether a violation occurred, change conditions, or make judicial handling decisions. There is no verifiable separately listed AI substitution rate for this occupation. AI Impact Score 33% 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+25+25)/3+0.5)=33; 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
Chinese mainland salary reference
United States SOC 21-1092 is a United States occupational classification, and Chinese wage statistics do not list this occupation separately under that code.
Articles 8 to 11 of the Community Corrections Law distinguish the judicial administrative department, the specific implementing body, dedicated state staff, and participating social workers. Based on institutional supervision and education assistance duties, reference may be made to the 2025 national pre-tax annual average of 119,465 yuan for all non-private personnel in the public administration, social security, and social organizations industry; the statistical classification S includes state bodies. This is a broad industry background, not the community corrections occupational median, starting salary, civil service pay grade, or enforcement credentials, and the conditions for socially participating personnel are checked separately.
Insufficient evidence: no officially separately listed value was obtained for this page
Check the pay grade, shift, field work, benefits, and social insurance against the institutional announcement.
United States salary reference
The 2025 annual wage median for United States probation officers and correctional treatment specialists is 66,270 USD; in the BLS 2025–2035 projection the same occupation shows an employment change of 3.0%, with about 7,900 openings per year. Wage percentiles and job openings cannot be taken as a personal offer or new positions.
| Wage statistical position | Annual wage reference | Conversion boundary | How to understand this position |
|---|---|---|---|
| Lowest 10% | 46,840 USD/year | Official annual wage, not personal monthly income | The 10th percentile is 46,840 USD/year: about 10% of paid employees earn less than this. It is not an entry-level wage, and Chinese positions or personal after-tax income cannot be estimated from it. |
| Median (50%) | 66,270 USD/year | Official annual wage, not take-home pay |
Career fit guide
A more useful judgment is whether you can patiently check judicial conditions, hear the case subject's explanation, record facts and assistance needs, and handle safety and rights boundaries according to procedure; personality assessments are for exploration only.
You may be better suited to： Can list conditions, terms, and the assistance plan from fictional judicial documents.
These situations require caution： Making violation judgments from impression or ignoring the subject's explanation should first be addressed as a verification habit issue.
Do an entry exercise： Use de-identified case cards to practice the six records and three types of pending item, then check the real appointment qualifications.
Work pressure, risks, and career boundaries
First check the judicial conditions and the applicable jurisdiction, then check the case facts, interviews, and assistance needs. On safety threats, conflicting records, or suspected violations, escalate under institutional procedure and do not let a tool decide independently.
O*NET and BLS define the United States occupational tasks and work risks; the Chinese Community Corrections Law defines local supervision and management, education and assistance, and the statutory bodies. The scenarios do not provide an accident rate.
Typical scenario：A fictional file has two documents with different terms, so the staff member checks the original and the effective version before recommending.
Roles most affected：Supervisees, probation officers, courts, and institutions
Possible consequence：A wrong term or restriction may affect rights and public safety.
Entry, qualifications, and career development
When starting out, first check the target jurisdiction and institutional recruitment conditions and practice judicial conditions, interview summaries, progress records, and service referrals; real supervision and handling require statutory position authorization.
Career outlook and moving to related occupations
BLS21-1092 United States overall employment projection: 93.7 thousand in 2025 to 96.5 thousand in 2035, growth of 3%, with about 7.9 thousand openings per year; not AI-attributed, and not a Chinese establishment or personal probability of job loss projection.
United States national · SOC 21-1092 probation officers and correctional treatment specialists
3.0%
Employment change rate
The BLS detailed occupation row projects increased United States employment; does not represent institutional establishment or individual outcomes.
Does not establish：Base and projection periods are rounded; not regional recruitment.
They check judicial or release conditions, open case files, interview regularly and record progress, coordinate education, employment, and treatment services, and report anomalies under institutional procedure. Actual measures follow local law and position authority.
They cannot be directly equated. O*NET 21-1092 is a United States occupational classification; the Chinese Community Corrections Law sets the supervision and management and education and assistance duties of institutions, judicial offices, and other bodies. Credentials and law enforcement authority are checked under local law.
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.
If you are willing to balance supervision, education and assistance, and accurate records within judicial procedure and to escalate when risk or conflicting data appears, you can learn more about this position.
Use 120 fictional contact records to practice judicial conditions, six-record sampling, and three types of pending item; a sample of 3/6 describes the sample only and does not extrapolate to the other 114 records.
Keep supervisee statements, original documents, contact records, and professional assessments separate; keep conflicting items pending.
Probation supervision and correctional treatment focus on the supervisee's conditions, progress, and support; prison administration, policing, social work, and psychological counseling each have different duties and credentials.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Core purpose | Supervise and support reintegration within statutory authority. | Correctional institution administration focuses on facility order and safety. |
| Main subjects and basis | Judicial documents, case files, interview records, and referral information. | Institutional safety rules and personnel management. |
| Core process | Check conditions, interview, coordinate services, write reports, and escalate according to law. | Facility patrols, personnel safety, and emergency response. |
| Main outputs | Verifiable case progress and supervision/assistance recommendations. | Safety incident records and institutional order. |
| Accountable party | Named case responsible persons and the judicial/correctional institution. | Correctional institution administrators and safety personnel. |
| Authority and approval | Electronic monitoring or on-site visits require legal and institutional approval. | Belonging to the same correctional system does not mean supervision, treatment, and law enforcement authority are the same. |
| Conclusion boundaries | Records and interpersonal skills are shared, but judicial handling authority is not mutually recognized. | Duties vary with juvenile, community supervision, or institutional treatment positions. |
do not add restrictions yourself.
list statements and verified facts separately.
respect privacy and procedural rights.
verify anomalies before escalating.
a referral must not be equated with a treatment diagnosis.
judicial handling is decided by the statutory body.
Check judicial conditions, the service population, interview frequency, privacy requirements, the risk escalation contact, the record system, and the report issuing person.
Check the institution the position belongs to, the jurisdiction, and the appointment qualifications.
Check the available case materials and your access role.
Check the interview and progress report templates.
Check on-site visits, the safety plan, and emergency contacts.
Check the pay grade, shift, field work, benefits, and social insurance.
| You like case support and collaboration with families and communities. |
| Mental health counselors | Provide mental health counseling and treatment plans. | Provides mental health assessment or counseling and may require a specialized license. | You are willing to undergo clinical training and supervision. |
|---|
| Rehabilitation counselors | Assess rehabilitation needs and coordinate training and employment. | Focuses on employment and independent living ability and does not give judicial penalty recommendations. | You like vocational support and long-term rehabilitation plans. |
|---|
| Social and human service assistants | Assist with benefit applications, employment, and community resources. | Emphasizes resource linkage and administrative assistance and usually does not give judicial handling recommendations. | You are willing to organize service referrals and follow-up records. |
|---|
| Probation officers and correctional treatment specialists | Check conditions, interview, refer, and write progress reports. | This occupation supervises and organizes assistance under authorized judicial conditions, and handling recommendations must follow statutory procedure. | You are willing to balance record accuracy, respect for rights, and public safety. |
|---|
First distinguish judicial supervision, institutional safety, social work, mental health counseling, and rehabilitation employment support; the service populations are similar but statutory duties and powers differ.
Adjacent occupational experience transfers interviewing and case management skills; judicial authority, clinical credentials, and data permissions must be re-checked.
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.
Try summaries with authorized case materials and human review; this does not mean automatic scoring or handling is allowed.
Requires employer-level integration, training, cost, and failure records; this page has no measured adoption rate.
Also requires institutional caseload, staffing, hours, and position change data and cannot be inferred directly from task exposure.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Judicial condition check | Judicial condition summary | Editorial pilot idea, needs validation: extract candidate deadlines, contacts, and referrals from permitted materials. | Manually check the judicial documents, the case background, and the report audience. |
| Interview collaboration | Interview and referral scheduling | Editorial pilot idea, needs validation: arrange candidate sequences and flag conflicts. | Check the document version, service availability, and consent status. |
| Progress review | Record suspicion screening | Editorial pilot idea, needs validation: flag missing dates, contradictory statements, or referrals still to be verified. | Manually check the exact wording, context, and counter-evidence from interviews. |
| Report collaboration | Progress report preparation | Editorial pilot idea, needs validation: organize contact summaries, referral feedback, and historical case records. | The named report responsible person checks the facts, the person's explanation, and the reporting procedure. |
| Case report versions | Case progress consolidation | Editorial pilot idea, needs validation: consolidate contacts, referrals, and pending items. | Review the correspondence between citations and the judicial conditions and original records. |
| Service user handover | Service referral communication | Editorial pilot idea, needs validation: draft confirmation questions and a delivery checklist. | The responsible person checks the service user's file and the confidentiality boundary. |
| Supervision and assistance quality improvement | Case quality review | Editorial pilot idea, needs validation: categorize recurring suspicions and generate review drafts. | Institutional supervision checks supervision and assistance plan adjustments according to law. |
The studies below answer different questions and cannot be conflated into this occupation's adoption rate or layoff projection.
When judging task change, first check the judicial documents, institutional authorization, case privacy, and personnel safety.
AI primarily changesEditorial idea: condition summaries and interview summary drafts.
Human responsibility remainsManually check the original judicial conditions, dates, and applicable persons.
AI primarily changesEditorial idea: service resource directories and referral record drafts.
Human responsibility remainsRisk assessment, interviews, assistance, and violation reporting require named personnel and statutory procedure.
AI primarily changesEditorial idea: prompts for absence, deadline, or referral anomalies.
Human responsibility remainsCheck again against the original records, the person's explanation, and procedural requirements.
Tool output retains the document sources, version, human verification, report purpose, and named responsible person.
Check case material access roles, purposes, retention, and sharing permissions.
Check dates, conditions, and citations against court documents and original contact records.
Visits, electronic monitoring, or escalation measures follow law, institutional procedure, and approval authority.
Pause inference and escalate on safety threats, conflicting records, or acute crisis.
Record documents, contacts, tool suggestions, human judgments, referrals, and the reporting person.
Missing the person's explanation or misreading a deadline may lead to a wrong recommendation.
Control: Manually check the original materials and record what the model missed or fabricated.
An expired document or the wrong subject may lead to improper supervision.
Control: Lock the report version and check the judicial conditions and facts item by item before signing.
Judicial documents, interview and service referral records may contain sensitive case data.
Control: Check permission first, minimize input, and control access.
Wrong suggestions may harm the supervisee's rights or miss real risk.
Control: Tools are prohibited from automatically determining a violation or sending unauthorized case data.
Repeated verification and correction may offset the speedup in text organization.
Control: During the pilot, record total hours, missed checks, and rework at the same time.
Practice reading fictional judicial conditions and check the term, contact records, and referrals against the original text; a tool summary cannot replace the documents.
Try interview summaries and progress drafts while keeping the facts still to be verified and the named reviewer.
Compare tool-flagged condition conflicts with manual results and record false positives, misses, and citation errors.
Check data permissions, version, and access first, then pilot in a narrow, low-risk record-keeping step.
There is no verifiable AI substitution rate for this occupation; judicial recommendations, case rights, and safety still remain the responsibility of people.
Source: ILO task exposure and O*NET occupational tasks.Original source ↗
No uniform coding threshold was verified; check education, experience, software duties, and authorization requirements against the target recruitment notice.
Source: O*NET is for task comparison; specific recruitment and authority follow the target institution, and the suggestions are proposed by the editors.Original source ↗
Judicial document summaries, resource directories, and progress record drafts may get assistance.
Source: Cross-occupation research shows only task potential.Original source ↗
BLS projects United States 21-1092 overall employment to grow 3% from 2025 to 2035; this is not AI-attributed and cannot be taken as an AI adoption rate, substitution rate, or personal probability of job loss.
Source: BLS 21-1092 standalone occupation projection.Original source ↗
No. Tools must not independently determine a violation, change supervision conditions, or decide a penalty.
Source: The NIST framework cannot confer safety authority.Original source ↗
There is no evidence giving a disappearance year or substitution timetable.
Source: The paper does not predict actual adoption timing.Original source ↗
First practice conditions, terms, interviews, and pending items with fictional documents; real systems require authorization.
Source: O*NET is for task comparison; specific recruitment and authority follow the target institution, and the suggestions are proposed by the editors.Original source ↗
First record your own institution's real tasks and tool effects, then observe employment change; cross-occupation research is not equal to a probation officer layoff rate.
Macro background only; does not derive community corrections position wages.
Insufficient evidence: the national occupational-level monthly or annual wage distribution for probation officers and correctional treatment specialists in the Chinese mainland; check by target institution, region, establishment, pay grade, and recruitment announcement.
| Education background | Common position directions | Notes and checking suggestions |
|---|---|---|
| Related bachelor's degree | Community corrections or judicial administration positions | United States BLS lists the typical entry-level education for 21-1092 as a bachelor's degree; specific Chinese institutional recruitment and appointment qualifications are checked separately. |
| On-the-job training | Interviewing and case management | Learn document checking, interview records, risk escalation, and assistance referral; a course does not grant law enforcement authority. |
| Social work or psychology background | Education and assistance collaboration | Helps understand supportive services, but psychological diagnosis and judicial measures must be handled by the corresponding positions. |
| Institutional appointment | Case supervision and report review | Demonstrate ability through the record quality and procedural compliance of authorized cases; promotion follows institutional rules. |
The public administration industry figure of 119,465 yuan is the 2025 national pre-tax annual average for all personnel in non-private units; the items below are position pricing check suggestions. Manufacturing does not fit, and Chinese position pay cannot be inferred by converting the United States 66,270 USD/year at an exchange rate. BLS 21-1092 United States precise occupation data｜https://www.bls.gov/emp/tables/occupational-projections-and-characteristics.htm
The Chinese statutory body is responsible for supervision and management and education assistance; specific recruitment, establishment, and pay grades are checked by region.
The credentials and authority for in-institution services, supervision, and treatment collaboration differ.
May undertake lawfully commissioned education and assistance services and does not automatically hold law enforcement authority.
AI can help draft records, but there is no AI wage premium data for this occupation.
| The median is 66,270 USD/year, the midpoint of the United States wage distribution for this occupation; it is not equal to a typical entry price or any specific city offer. |
| Highest 10% | 107,790 USD/year | Official annual wage, not take-home pay | The 90th percentile is 107,790 USD/year: about 10% of paid employees earn more than this. It does not represent supervisory pay or a guaranteed promotion outcome. |
|---|
Wage · 10th percentile：46,840 USD/year；May 2025 United States 21-1092 wage 10th percentile, not an entry-level wage；O*NET 21-1092.00 United States wage percentile table
Wage · 25th percentile：54,250 USD/year；May 2025 wage 25th percentile； a percentile does not equal years of experience；O*NET 21-1092.00 United States wage percentile table
Wage · median：66,270 USD/year；May 2025 United States precise occupation annual wage median, not a personal offer；O*NET 21-1092.00 United States wage percentile table
Wage · 75th percentile：84,780 USD/year；May 2025 wage 75th percentile, does not represent a supervisory rank；O*NET 21-1092.00 United States wage percentile table
Wage · 90th percentile：107,790 USD/year；May 2025 wage 90th percentile, does not represent guaranteed promotion income；O*NET 21-1092.00 United States wage percentile table
No. 66,270 USD is the midpoint of the 2025 United States wage distribution for this occupation, and the entry offer depends on region, schedule, employer, and experience.
31.86 USD/hour is the official median hourly wage and cannot be multiplied directly by fixed hours to estimate personal annual income; overtime, hours, and taxes differ.
The wages come from the BLS 2025 occupational wage data, and O*NET displays national 21-1092 percentiles; the employment projection comes from BLS 2025–2035 Table 1.2.
Region, institution, pay grade, shift, field work, and seniority may affect the offer; this page does not estimate personal wages.
| Industry | Verification status of the occupational-level industry median | How to understand this value |
|---|---|---|
| Local government (excluding education and hospitals) | 70,260 USD/year | BLS OOH, May 2025: median annual wage for paid employees in this occupation and industry. This figure excludes the self-employed and is not an individual pay offer. |
| State government (excluding education and hospitals) | 66,270 USD/year | BLS OOH, May 2025: median annual wage for paid employees in this occupation and industry. This figure excludes the self-employed and is not an individual pay offer. |
| Health care and social assistance | 45,830 USD/year | BLS OOH, May 2025: median annual wage for paid employees in this occupation and industry. This figure excludes the self-employed and is not an individual pay offer. |
| Other public sector | No comparable median listed separately | If the main work is policing or social work, first check whether it still belongs to 21-1092. |
Offers for the same occupation differ by region, institution, pay grade, field work, and shift; check against the target announcement.
Duties such as interviewing, field supervision, and report issuance may affect the pay grade, and this page does not infer a fixed premium.
Wage percentiles are a statistical distribution of United States paid employees and do not include any individual's overtime, benefits, or after-tax take-home amount.
The 2025 base-year employment count in the BLS 2025–2035 projection, in persons；BLS 2025–2035 occupational projections Table 1.2
BLS projects 93.7 thousand in 2025 and 96.5 thousand in 2035, a net increase of 2.8 thousand, growth of 3.0%, and 7.9 thousand annual average openings；BLS 2025–2035 occupational projections Table 1.2
BLS 2025–2035 annual average job openings, including replacement openings, not new positions.；BLS 2025–2035 occupational projections Table 1.2
O*NET occupational interest baseline
SCEInterview and assistance work, standardized records, and judicial communication.
The top three O*NET occupational interests are Social S, Conventional C, and Enterprising E; for task preference exploration only.
Which Holland interest type is closer to probation officers and correctional treatment specialists?
The top three O*NET interest types are SCE (Social, Conventional, Enterprising), corresponding to assistance, standardized records, and judicial communication; this is not ability.
Do not use it this way: Do not use interest scores in place of trial work and safety training.
Test my Holland career interestsWhich Big Five traits are more relevant to this job?
Traits such as conscientiousness can prompt self-review, but no hiring threshold for this occupation was verified.
Do not use it this way: Big Five scores cannot be used to infer whether someone can record cases accurately or perform duties according to law.
View my Big Five personality traitsCan MBTI be used to judge whether I am suited to be a probation officer or correctional treatment specialist?
MBTI describes preferences only; there is no type threshold for this occupation.
Do not use it this way: Any type should check the legality of the institutional assignment, the sources, and report responsibility.
Learn about my MBTI preferencesCan the Enneagram show whether I am suited to this occupation?
The Enneagram can serve as self-questioning about stress responses.
Do not use it this way: Personality type cannot be used to infer verification quality or legal compliance performance.
Explore my Enneagram patternIf I am not good at math, can I become a probation officer or correctional treatment specialist?
Basic quantity, date, and source checks can be practiced with a fictional institutional assignment.
Do not use it this way: IQ scores are not a uniform entry standard for probation officers and correctional treatment specialists.
Learn about my intelligence and reasoning performanceDoes being a probation officer or correctional treatment specialist require high emotional intelligence?
Shift handover and anomaly escalation require clearly stating facts and items still to be confirmed.
Do not use it this way: There is no uniform “EQ” score threshold.
Learn about my emotional intelligence abilitiesFits better when: You are willing to enforce on-site rules and escalate incidents.
Watch for: Facility safety duties differ from community case supervision.
Explore related career: Correctional officersFits better when: You are willing to support child and family services.
Watch for: The welfare system differs from judicial conditions.
Explore related career: Child and family social workersFits better when: You like long-term counseling and psychological support.
Watch for: Requires clinical training, licensing, and supervision.
Explore related career: Mental health counselorsFits better when: You like individualized employment and independent living support.
Watch for: Requires adding vocational rehabilitation knowledge.
Explore related career: Rehabilitation counselorsFits better when: You are willing to link welfare and employment resources.
Watch for: Usually does not give judicial handling recommendations.
Explore related career: Social and human service assistantsFits better when: You are willing to provide substance use support and referral.
Watch for: Requires specialized treatment training and credentials.
Explore related career: Substance abuse and behavioral disorder counselorsLook at observable behavior: checking sources, dates, and counter-evidence within the institutional assignment scope, holding the personal information boundary, and pausing promptly when risk appears.
Yes. Introversion is not an obstacle; the key is whether you can hand over and escalate suspicions promptly.
Yes. Extroversion helps with interviews, but sources and counter-evidence must still be checked independently.
There is no best-suited MBTI type; use fictional conditions and case records to observe real behavior.
The top three O*NET interest types are SCE, meaning Social, Conventional, and Enterprising; for task preference exploration only, not a hiring threshold.
Personality scores alone cannot predict this; work records, training, and on-site performance are needed.
You can practice recalculating timelines, numbering, and sources; keep conflicts pending and note the basis.
There is no high-EQ threshold; you need to be able to hand over clearly using facts, cases, and suspicions.
No. The Enneagram is only suitable for self-questioning, not as occupational screening criteria.
Do a fictional judicial condition card, a six-record review, and a risk escalation explanation, and compare omissions.
How to reduce risk：Check against the formal documents, version, and named reviewer, and pause judgment first on conflicts.
Evidence：O*NET probation officers and correctional treatment specialists 21-1092.00 · Community Corrections Law of the People's Republic of China
Typical scenario：If interview records are sent to an unrelated unit by mistake, escalate immediately under the institutional incident procedure.
Roles most affected：Case subjects, family members, and the team
Possible consequence：A leak of sensitive case data may harm the subject and affect the procedure.
How to reduce risk：Access under least privilege, collaborate with de-identified data, and store under the retention period.
Evidence：Community Corrections Law of the People's Republic of China · FermatMind editorial suggestions
Typical scenario：During a fictional visit a heated dispute breaks out, and the staff member leaves per the plan and reports.
Roles most affected：Field staff, case subjects, and collaborators
Possible consequence：Conflict or an unsafe environment may cause injury.
How to reduce risk：Conduct visits under the safety plan and withdraw and seek help when a threat appears.
Evidence：BLS probation officer and correctional treatment specialist occupational outlook · O*NET probation officers and correctional treatment specialists 21-1092.00
Typical scenario：The subject asks for employment help but the referral is not confirmed, so it should be listed as a to-do and tracked.
Roles most affected：Case subjects, treatment and employment service providers
Possible consequence：Ignoring housing, employment, or treatment needs will hinder the rehabilitation plan.
How to reduce risk：Record the needs and check service eligibility, consent, and referral feedback.
Evidence：O*NET probation officers and correctional treatment specialists 21-1092.00 · FermatMind editorial suggestions
Typical scenario：One of the six records is missing a date, so absence cannot be directly established.
Roles most affected：Case subjects, reviewers, and judicial institutions
Possible consequence：Drawing a violation conclusion from fragmentary records or a model score may be unfounded.
How to reduce risk：Check the facts, the person's explanation, and counter-evidence; statutory handling goes to the authorized body.
Evidence：O*NET probation officers and correctional treatment specialists 21-1092.00 · FermatMind editorial suggestions
Typical scenario：BLS projects United States 21-1092 employment to grow 3.0% over 2025–2035; specific institutional resources are checked separately.
Roles most affected：Job seekers, institutions, and mentors
Possible consequence：United States position projections cannot explain Chinese establishment or personal promotion.
How to reduce risk：Check local recruitment, caseload, field support, and training arrangements.
Evidence：BLS 2025–2035 employment projections table · BLS 2025–2035 employment projections table
| Entry positions | What you mainly do early in the job | Entry checks and preparation suggestions | How to prove yourself without experience | How it differs from other directions |
|---|---|---|---|---|
| Case record assistant | Check judicial documents and the contact ledger and list pending items. | Can mark terms, sources, and versions. | Fictional condition cards and de-identified summaries. | Accessing real files requires authorization. |
| Probation supervisor | Interview, check conditions, and report progress within your authority. | Can distinguish facts, the subject's statements, and recommendations. | Fictional contact and referral records. | Judicial measures follow statutory procedure. |
| Correctional treatment assistant | Assess needs and coordinate rehabilitation services. | Can connect education, employment, and treatment resources. | A fictional assistance plan. | Clinical diagnosis requires separate credentials. |
| Community social worker | Help subjects obtain community support. | Can record goals, referrals, and follow-up. | A resource linkage and feedback checklist. | Does not directly exercise judicial handling authority. |
| Report reviewer | Review conditions, facts, privacy, and reporting authority. | Can find document conflicts and misreporting. | A source-to-recommendation mapping table. | Issuance responsibility is allocated by the institution. |
BLS lists the United States typical entry-level education for 21-1092 as a bachelor's degree, and related work experience is usually not required.
Chinese institutional recruitment, establishment, and qualifications are checked separately.
Access to real case materials, interviews, visits, and judicial recommendations require legal and institutional authorization.
Check training, the named reviewer, and the risk escalation process.
O*NET 21-1092.00 includes maintaining files, interviewing, checking conditions, referring, and reporting.
Compare the recruitment announcement item by item against the tasks; do not infer law enforcement authority from the title.
Use fictional conditions and R1–R6 to show sources, dates, assistance, and pending items.
Others can check the three types of suspicion, but no real personal data is included.
A fictional institution has 120 contact records; use only R numbers and abstract conditions and do not write real names, addresses, or electronic monitoring data.
A1: a fictional judicial condition summary is given, and you practice only whether the record is complete; any suspected violation must go to those with statutory authority.
A2: take six records, R1–R6, from the 120 records; the sample is set by the editors and does not represent a real institutional sampling standard.
A3: the R1, R3, and R5 information is complete; R2 is missing the contact date, R4 has unconfirmed service referral feedback, and R6 has a duplicated contact summary. The other 114 records were not observed.
A4: the practitioner only registers the three types of pending item and asks the supervisor to check the original records, the subject's explanation, and the service provider's feedback.
A5: three of the six need further checking, a sample of 3/6=50%; this does not equal the error rate for all 120 records, and it certainly cannot be used to find a violation of judicial conditions.
List the different problems in R2, R4, and R6, and note the document version, the subject to be verified, and the named reviewer; do not make a penalty or release decision yourself.
Others can find the six samples, the three types of pending item, and the 114 unobserved records from A1–A5 and see that record gaps were not written as violations.
State the fictional conditions, the 120-record total, and the six samples R1–R6.
The judicial conditions and sample scope can be reviewed.
Register R2 missing date, R4 unconfirmed referral, and R6 duplicated summary separately.
Pending items, sources, and the review subject correspond.
Note that the other 114 records were not observed and do not infer a violation or a risk score. A sample of 3/6 cannot be extrapolated to the total.
List the original documents, the subject's explanation, and the supervisor review path. The paper-and-pencil exercise grants no judicial handling authority.
| Stage | What may be assessed | Observed evidence | Usage boundary |
|---|---|---|---|
| Checking documents in the interview | Whether you can identify conditions and terms | Point out that only record completeness is checked and no violation judgment is made. | A fictional exercise does not prove judicial authority. |
| Recalculating in the interview | Whether you can calculate 120-6 and 3/6 | 114 records were not observed; the sample pending proportion is 50%. | The total proportion cannot be extrapolated. |
| File management on the job | Whether you can record sources and versions | R2/R4/R6 list the originals and explanations separately. | Access to real files is limited by authorization. |
| Report review | Whether you can distinguish a record gap from a violation | The report keeps the pending status and the named responsible person. | Final handling follows statutory procedure. |
Day one: read A1 and write the judicial conditions, term, and institutional authority.
Day two: list the 120-record total and the R1–R6 samples and calculate the 114 unobserved records.
Day three: per A3, record the three different types of pending item.
Day four: calculate the sample 3/6=50% and write that the total cannot be extrapolated and no violation can be established.
Day five: per A4/A5, write the supervisor review and service feedback request.
Day six: after sealing the first draft, look at the reference approach and correct the suspicion classification, calculation, or over-reach suggestions.
Day seven: hand in the four cards for conditions, sample, escalation, and method, and record the most effortful step.
| Qualification／status | Mainly suited to whom | Practical role in job seeking | Whether it is a general entry threshold | Authority and procedural conditions | Investment level | Important limitations |
|---|---|---|---|---|---|---|
| United States typical education | For those considering United States 21-1092 positions | BLS lists typical entry-level education as a bachelor's degree | Not equal to a unified Chinese threshold | Check the institutional recruitment announcement | Depends on the individual education path | Education does not grant handling authority |
| Institutional pre-service training | For those entering real case positions | Learn documents, interviews, and record systems | Depends on the employer position | Check the mentor, assessment, and retraining | On-the-job training | Training does not automatically cover all measures |
| Chinese community corrections duties and powers | For those taking on related work in China | Supervision and management and education and assistance are carried out according to law | Distinguished by institution and statutory body | Check the Community Corrections Law and local rules | Legal and position training | Collaborating personnel do not enforce the law themselves |
| Field safety training | For those conducting visits or interviews | Can identify threats under the plan and escalate | Follows the institutional risk assessment | Check the contacts and emergency procedures | Scenario training | The exercise does not replace on-site ability |
| Treatment service credentials | For those involved in psychological or substance use services | Can distinguish referral from clinical treatment | Follows professional qualification requirements | Check the service provider's qualifications | Specialized training | A judicial position does not automatically make one a therapist |
| Report and file review | For those who will issue or deliver progress reports | Can separate facts, statements, and recommendations | Named review depends on the institution | Check the recipient and retention period | Case review | A tool draft cannot be issued independently |
Typical scope：Practice checking judicial conditions, terms, and report audience.
Readiness evidence：Fictional condition card and timeline.
Credential boundary：No real system access or law enforcement authority.
Next moves：Learn the community corrections jurisdiction.
Typical scope：Record interviews, contacts, and referrals.
Readiness evidence：Original records and pending items are traceable.
Credential boundary：Measures and issuance require named review.
Next moves：Practice safety and privacy procedures.
Typical scope：Follow up on conditions and the assistance plan within institutional authority.
Readiness evidence：Can explain facts, statements, and recommendations.
Credential boundary：Violation handling is decided by the statutory body.
Next moves：Add complex case assessment.
Typical scope：Review authority, risk escalation, and progress reports.
Readiness evidence：Corrections and referral outcomes are recorded.
Credential boundary：Coaching does not expand law enforcement authority.
Next moves：Check institutional management positions.
Typical scope：List education, employment, psychological, and substance use resources.
Readiness evidence：A fictional referral checklist and eligibility check.
Credential boundary：Cannot make a clinical diagnosis.
Next moves：Learn cross-institution collaboration.
Typical scope：Record needs and service uptake.
Readiness evidence：Interview summaries correspond to referral feedback.
Credential boundary：Information sharing requires a legal basis.
Next moves：Learn individualized planning.
Typical scope：Coordinate authorized rehabilitation plans and services.
Readiness evidence：Plan goals, follow-up, and unmet items can be reviewed.
Credential boundary：Clinical treatment is the responsibility of qualified personnel.
Next moves：Add specialized service knowledge.
Typical scope：Use fictional files to build a condition, contact, and deadline table.
Readiness evidence：Document versions and summaries correspond item by item.
Credential boundary：Do not touch real sensitive files.
Next moves：Learn the case system.
Typical scope：Review interviews, referrals, and anomaly records.
Readiness evidence：The report labels sources and pending items.
Credential boundary：Issuance requires review by the responsible person.
Next moves：Add judicial procedure knowledge.
Typical scope：Review conditions, facts, and the person's explanation.
Readiness evidence：Correction and escalation records are complete.
Credential boundary：Do not decide handling on a single score.
Next moves：Take part in cross-department review.
Can list judicial conditions, terms, records, and pending items.
Within your authority, record interviews and assistance referrals and hand them to the mentor for review.
Check conditions under procedure, follow up on services, and write progress reports.
Review risk, rights, record quality, and cross-institution collaboration.
United States national · SOC 21-1092 probation officers and correctional treatment specialists
About 7,900 per year
Annual average occupational openings
Annual average openings include replacement of those leaving and are not equal to new positions.
Does not establish：Cannot be used to guarantee personal hiring or explain the reason for the change.
Chinese mainland · No separate listing for probation officers and correctional treatment specialists
Insufficient evidence: no occupational-level employment projection was obtained for the corresponding Chinese positions
Occupational outlook
Insufficient evidence: a comparable national occupational-level wage for positions corresponding to community corrections in the Chinese mainland. The 2025 pre-tax annual average of 119,465 yuan for all non-private personnel in the public administration, social security, and social organizations industry is only institutional background and provides no headcount or employment projection for this occupation.
Does not establish：Not the number of probation officers and correctional treatment specialists or a future employment projection.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Institutional rules and incident records.
Build next：Requires adding facility safety and management training; case treatment is not its main duty.
View career profileTransfers：Interviews, referrals, and case records.
Build next：Requires adding family welfare and social work service systems.
View career profileTransfers：Listening, recording, and service referral.
Build next：Requires adding clinical training, licensing, and supervision.
View career profileTransfers：Needs assessment and individualized planning.
Build next：Requires adding vocational rehabilitation and employment service methods.
View career profileTransfers：Service linkage and follow-up records.
Build next：Requires adding welfare and community resource processes.
View career profileTransfers：Supportive interviews and referral.
Build next：Requires adding specialized treatment training and credentials.
View career profileTransfers：Risk escalation and system records.
Build next：Requires adding safety management and personnel supervision.
View career profileTransfers：Community communication and resource linkage.
Build next：Requires adding public health and health resource knowledge.
View career profileUse fictional judicial documents to practice conditions, terms, interview records, and referrals and observe whether you can respect the subject's explanation, verify accurately, and escalate under procedure. Interest assessments are only for framing questions.
Cross-occupation task exposure research cannot give the substitution rate for this occupation. AI may help with document summaries and progress drafts, but violation findings, case rights, safety, and judicial recommendations must be reviewed by personnel with the relevant authority.
Insufficient evidence: the national occupational wage distribution for probation officers and correctional treatment specialists in the Chinese mainland. The 2025 pre-tax annual average of 119,465 yuan for all non-private personnel in the public administration, social security, and social organizations industry serves only as institutional background and is not the occupational median, starting salary, or civil service pay grade. Actual compensation is checked by institution, region, establishment, pay grade, shift benefits, and recruitment announcement; the conditions for participating social workers are checked separately.
No. O*NET shows a 2025 annual wage median of 66,270 USD for United States 21-1092, with 46,840 USD at the 10th percentile and 107,790 USD at the 90th percentile; percentiles do not correspond to experience levels.
BLS lists the United States typical entry-level education for 21-1092 as a bachelor's degree with no related work experience required and moderate on-the-job training; Chinese institutional recruitment and appointment qualifications are checked separately and United States rules cannot be applied directly.
No. Judicial documents, original contact records, and the person's explanation should be checked, and the decision handed to the statutory body under institutional procedure. Tool prompts can only serve as leads still to be reviewed.
Misreading conditions, leaking sensitive cases, visit conflict, missing assistance needs, and wrong attribution. Handle matters by document version, privacy permissions, the safety plan, and named escalation procedures.
BLS projects United States 21-1092 overall employment to grow 3% over 2025–2035, with about 7,900 openings per year; this is not AI-attributed and cannot be used to infer a personal probability of job loss. You can compare correctional officer, social work, rehabilitation, and mental health positions, and each one's credentials and authority are checked separately.
FermatMind career content team (editorial compilation, not a review by probation officer and correctional treatment specialist practitioners)
Verification date for the material on this page: 2026-09-26; judicial conditions, appointment qualifications, data access, and case measures are checked against local law and the institutional position.
United States occupational tasks are taken from O*NET 21-1092.00, and wages and the 2025–2035 employment from the same occupation's O*NET/BLS rows; Chinese community corrections cites the Community Corrections Law, and there is no comparable national occupational-level wage.
Limitations：United States occupational task material; the jurisdiction, institution, and case measures are checked separately.
Limitations：United States separately listed occupation row; annual average openings include replacement demand and are not equal to net new positions.
Limitations：United States separately listed occupation row; annual average openings include replacement demand and are not equal to net new positions.
Limitations：All-personnel or industry averages cannot be extrapolated to community corrections position pay grades.
Limitations：All-personnel or industry averages cannot be extrapolated to community corrections position pay grades.
Limitations：The Chinese community corrections system; cannot be mapped directly to United States 21-1092 positions or wages.
Limitations：A voluntary AI risk framework and does not constitute a basis for judicial handling.
Limitations：United States work environment and recruitment notes; Chinese credentials and duties are checked separately.
Limitations：The Chinese community corrections system; cannot be mapped directly to United States 21-1092 positions or wages.
Limitations：United States occupational task material; the jurisdiction, institution, and case measures are checked separately.
Limitations：The Chinese community corrections system; cannot be mapped directly to United States 21-1092 positions or wages.
Limitations：Task exposure is not equal to employer adoption or this occupation's substitution rate.
Limitations：Used for exercises and judgment frameworks, not official statistics, statutory requirements, or employer position conditions.
Limitations：A voluntary AI risk framework and does not constitute a basis for judicial handling.
Limitations：Cross-occupation task potential estimate; does not predict probation officer and correctional treatment specialist employment or an adoption date.
Limitations：Subjective employer expectations; cannot be extrapolated to a measurement for probation officers and correctional treatment specialists.
Limitations：The Chinese community corrections system; cannot be mapped directly to United States 21-1092 positions or wages.
Limitations：An adjacent correctional occupation, for task comparison only.
Limitations：All-personnel or industry averages cannot be extrapolated to community corrections position pay grades.
Limitations：All-personnel or industry averages cannot be extrapolated to community corrections position pay grades.
Limitations：All-personnel or industry averages cannot be extrapolated to community corrections position pay grades.
Limitations：All-personnel or industry averages cannot be extrapolated to community corrections position pay grades.
Limitations：Task exposure is not equal to employer adoption or this occupation's substitution rate.
Limitations：Take the United States row; wage percentiles are not guaranteed values for entry-level or senior positions.
Limitations：An adjacent social work occupation, for task comparison only.
Limitations：The all-personnel average for non-private units in public administration, social security, and social organizations, not the community corrections occupational wage or civil service pay grade; the private table does not list this industry and no substitute is filled in.
Limitations：Supports only the assignment of state bodies to the broad industry S; does not designate a correctional position subclass, grant enforcement credentials, or derive occupational wages.
Limitations：Articles 8 to 11 provide the distinction between Chinese institutional duties and personnel and are not the basis for directly equating or paying United States 21-1092 positions.
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 Chinese text on this page is used to explain the United States official occupational scope and does not establish mutual recognition of qualifications between countries; all fictional exercise materials are editorial designs and do not represent employer standards or legal requirements. Personal results, orders, and payment information do not go onto public pages.
MBTI (English) · Big Five (English) · MBTI (Chinese) · Big Five (Chinese)
Check judicial conditions, contact, referrals, and retention periods.
Typical scope：Coordinate case referrals and outcome reviews.
Readiness evidence：Service accessibility and risk escalation are traceable.
Credential boundary：Resource allocation follows institutional rules.
Next moves：Check management and program positions.
Typical scope：Establish document, privacy, and report review processes.
Readiness evidence：Sampling records can show corrections.
Credential boundary：Authority is allocated by law and the institution.
Next moves：Check judicial administration.
