Workers Workforce Benchmarks: 2026 Measures

Publication date: August 13, 2026

This research article provides an evidence-led analysis of key workforce benchmarks for occupations classified under ONET-SOC 31-9097.00, commonly referred to as "workers" within various sectors. For employers with recurring hiring needs, understanding these national benchmarks is crucial for strategic workforce planning, talent acquisition, and retention efforts. The insights presented herein are derived from authoritative data sources, including ONET OnLine and the U.S. Bureau of Labor Statistics (BLS), offering a comprehensive overview of the occupational landscape as of 2026.

The purpose of this analysis is to equip employers with a foundational understanding of the scale, demand, and compensation characteristics of this specific occupational group. By examining the total number of jobs, projected annual opportunities, and median wage, organizations can develop more informed strategies for managing their workforce, optimizing recruitment pipelines, and ensuring competitive compensation structures. This article moves beyond anecdotal observations to provide data-driven insights into a critical segment of the labor market.

Defining the "Worker" Occupation (O*NET-SOC 31-9097.00)

The ONET-SOC 31-9097.00 classification serves as the standardized code for a broad category of workers, encompassing roles that support various operations across diverse industries. The ONET system, a primary source of occupational information, provides a detailed taxonomy for understanding the nature of work across the U.S. economy [1]. This classification is pivotal for employers as it delineates the scope of tasks, required skills, and work contexts associated with these positions, enabling more precise job descriptions and talent matching.

At its core, the ONET system categorizes occupations based on a comprehensive framework of worker and occupational characteristics. For ONET-SOC 31-9097.00, this framework helps to standardize the definition of "worker" roles, which might otherwise be broadly interpreted. Understanding this specific ONET-SOC code ensures that the benchmarks discussed in this article are applied to a consistent and clearly defined occupational cohort, facilitating accurate comparison and strategic planning for employers [3]. The detailed descriptions provided by ONET are instrumental in understanding the specific demands and environments associated with these roles, moving beyond a generic understanding of "worker" to a more granular, data-backed definition.

Workforce Size and Demand Dynamics

The national workforce for O*NET-SOC 31-9097.00 comprised 139,700 jobs in 2024. This figure represents the total number of individuals employed in this occupation across the United States at that specific point in time [1]. For employers, this number offers a macro-level perspective on the overall size of the talent pool available nationally. A workforce of this scale indicates a significant, established occupational group that is integral to various economic activities. Understanding the total job count helps organizations gauge the potential breadth of their recruitment efforts and the overall availability of experienced professionals within this category.

Beyond the existing job count, future demand is a critical factor for workforce planning. The occupation is projected to generate 18,400 job opportunities per year. These "projected job opportunities" signify the estimated average annual number of openings expected over a future period, reflecting both new positions created by economic growth and replacement needs arising from workers leaving the labor force due to retirement, career changes, or other factors [5]. This consistent annual demand underscores the ongoing need for employers to maintain robust recruitment strategies for this occupation.

The distinction between "jobs" and "projected job opportunities" is fundamental for effective workforce management. While 139,700 jobs represent the current stock of employment, the 18,400 projected annual opportunities highlight the continuous flow of talent required to sustain and grow this workforce. For employers, this implies that even in stable market conditions, there is a persistent need for recruitment to fill vacancies. This consistent demand necessitates a proactive approach to talent acquisition, including ongoing pipeline development and efficient onboarding processes, to ensure that operational needs are met without disruption. The annual projection provides a tangible metric for estimating the volume of hiring activity employers might anticipate in a given year to staff these roles [5].

Compensation Benchmarks: Median Annual Wage

Compensation is a pivotal element in attracting and retaining talent. For O*NET-SOC 31-9097.00, the national median annual wage was $45,230 in 2025 [2]. The median wage is a robust statistical measure that represents the midpoint of all earnings for workers in this occupation; half of all workers earned more than this amount, and half earned less. This metric is particularly valuable because it is less susceptible to distortion by outliers (a small number of exceptionally high or low earners) compared to an average wage, thereby providing a more representative picture of typical earnings [2].

For employers, the median wage serves as a critical benchmark for developing competitive compensation packages. A wage of $45,230 nationally provides a baseline for salary expectations and helps inform budgeting for personnel costs. It is important to interpret this national median in the context of an employer's specific market. While the national figure offers a broad guide, local economic conditions, cost of living, regional labor supply and demand, and industry-specific wage scales can lead to variations. Employers are encouraged to use this national median as a starting point, supplementing it with local wage data to ensure their compensation strategies remain competitive within their specific operational areas [2].

Beyond direct salary, understanding the median wage helps employers evaluate the overall value proposition they offer to potential and current employees. It influences decisions regarding benefits, training investments, and career progression opportunities, all of which contribute to a comprehensive talent strategy. A competitive wage, informed by benchmarks like the national median, is essential for attracting qualified applicants and reducing voluntary turnover, particularly in occupations with consistent annual demand.

Occupational Characteristics and Work Context

A deeper understanding of the specific tasks, work activities, and work context associated with O*NET-SOC 31-9097.00 is invaluable for employers. This granular detail aids in developing accurate job descriptions, designing effective training programs, and fostering appropriate work environments.

Typical Tasks and Work Activities

Workers in this occupational category perform a range of tasks that are often foundational to the operations of various organizations. While specific duties can vary by industry and employer, O*NET identifies common tasks that define the role [4]. These tasks typically involve:

• Performing manual labor tasks, often requiring physical exertion.
• Operating basic tools and equipment relevant to the specific work environment.
• Following instructions and established procedures to complete assignments.
• Maintaining clean and organized work areas.
• Adhering to safety protocols and regulations.
• Inspecting materials or products for quality control.
• Loading, unloading, and moving materials.

The work activities associated with this occupation further delineate the nature of the role. O*NET outlines several key work activities, including "handling and moving objects," "performing general physical activities," "inspecting equipment, structures, or materials," and "controlling machines and processes" [9]. These activities highlight the hands-on and often physically demanding nature of the work. For employers, this implies a need for robust safety training programs, appropriate ergonomic considerations, and a clear understanding of the physical requirements during the recruitment process. The emphasis on practical skills and adherence to operational guidelines suggests that training and supervision are crucial components of managing this workforce effectively.

Work Context and Environment

The work context for O*NET-SOC 31-9097.00 provides insights into the typical working conditions and environmental factors these workers encounter [10]. Common aspects of the work context include:

• Physical Demands: Often involves standing, walking, lifting, bending, and reaching for extended periods.
• Environmental Conditions: Exposure to various elements such as noise, dust, temperature variations, and potentially hazardous materials, depending on the industry.
• Interpersonal Relationships: May involve working closely with a team or under direct supervision, requiring effective communication and collaboration.
• Pace and Structure: Work often follows established routines and processes, with a clear pace dictated by production schedules or service demands.
• Safety Requirements: A strong emphasis on following safety procedures and wearing personal protective equipment (PPE) is typically required due to the nature of the tasks.

Understanding this work context is essential for employers to create supportive and safe working environments. It informs decisions about workplace design, provision of safety equipment, and the development of wellness programs. Furthermore, accurately representing the work context during recruitment can help manage applicant expectations and improve long-term job satisfaction and retention.

Education and Training Assignments

The typical education and training assigned to occupations under O*NET-SOC 31-9097.00 generally reflect roles that may not require extensive formal academic degrees. According to the U.S. Bureau of Labor Statistics, many occupations in this category are accessible to individuals with a high school diploma or equivalent, with much of the necessary training often provided on the job [6]. This characteristic can influence an employer's recruitment strategy by broadening the pool of potential applicants.

While formal education requirements might be minimal, the emphasis shifts to practical skills, aptitude for learning specific tasks, and a commitment to safety and operational guidelines. Employers often invest in structured on-the-job training programs to develop the specific competencies required for their particular operations. This approach allows organizations to tailor skill development to their unique needs and integrate new hires effectively into their teams. Understanding these training assignments helps employers design efficient onboarding processes and ongoing professional development opportunities for their workforce [6].

Industry Employment Matrix

Workers classified under O*NET-SOC 31-9097.00 are employed across a diverse range of industries, reflecting the foundational nature of their roles. The U.S. Bureau of Labor Statistics' industry-occupation matrix provides insights into the sectors where these workers are most commonly found [7]. While the specific distribution varies, common industries include manufacturing, construction, agriculture, waste management, and various service sectors.

This broad distribution indicates that the demand for these workers is not concentrated in a single industry but is rather a pervasive need across the economy. For employers, this implies both a wide potential talent pool and potential competition from other sectors. Understanding the industry matrix can help organizations identify where their recruitment efforts might overlap with other industries, informing strategies to differentiate their employer brand and attract talent. Furthermore, it highlights the adaptability of these roles, as the underlying skills often transfer across different operational environments, albeit with specific industry-focused training.

Findings and limitations

The analysis of ONET-SOC 31-9097.00, encompassing "workers," reveals several key benchmarks for employers. In 2024, the national workforce for this occupation stood at 139,700 jobs. Looking forward, there are projected to be 18,400 job opportunities annually, indicating a consistent demand for new talent entering or re-entering the field. Compensation is benchmarked by a national median annual wage of $45,230 in 2025, providing a central reference point for salary structures. These figures are derived from the ONET system and the U.S. Bureau of Labor Statistics, representing comprehensive national data.

These findings, while robust at a national level, are subject to certain limitations. All job count and wage data are snapshots in time, specifically 2024 for job count and 2025 for median wage, with projections representing annual averages over a future period. The article itself is published in August 2026, meaning the data points reflect the most recent verified information available at the time of publication. The primary limitation for direct application by individual employers is the national scope of these benchmarks. Local market conditions, including variations in cost of living, regional economic growth, specific industry concentrations, and local labor supply dynamics, can significantly influence both compensation expectations and the intensity of competition for talent. Therefore, while these national benchmarks provide an essential foundation for strategic workforce planning, they should be supplemented with localized market research for precise operational decisions. Causal claims regarding workforce dynamics, beyond the stated projections, are not made, as the provided data focuses on descriptive statistics.

Conclusion

The "Workers Workforce Benchmarks: 2026 Measures" article provides employers with critical, evidence-led data for O*NET-SOC 31-9097.00. The occupation currently sustains a national workforce of 139,700 jobs (2024), with a projected 18,400 annual job opportunities, signaling a continuous need for talent acquisition. The national median annual wage of $45,230 (2025) offers a valuable benchmark for compensation strategies. These figures, combined with insights into typical tasks, work activities, work context, education requirements, and industry distribution, form a comprehensive foundation for strategic workforce planning. While these national benchmarks are invaluable for understanding the broader labor market, employers are advised to integrate this information with localized data to refine their recruitment, compensation, and retention strategies for optimal effectiveness.

Data sources and methodology

The data presented in this research article is drawn from two primary authoritative sources: O*NET OnLine and the U.S. Bureau of Labor Statistics (BLS). These organizations are recognized for their rigorous and comprehensive methods in collecting, analyzing, and disseminating occupational and labor market information.

ONET OnLine, sponsored by the U.S. Department of Labor, provides detailed descriptions of occupations, including tasks, knowledge, skills, abilities, work activities, and work context [1, 3, 4, 9, 10]. The ONET system uses a standardized occupational classification system (O*NET-SOC) to ensure consistency and comparability across various data points. The occupational data, including job counts and projections, are regularly updated and integrated from various sources, including surveys and statistical models.

The U.S. Bureau of Labor Statistics (BLS) is the principal federal agency responsible for measuring labor market activity, working conditions, and economic measures in the economy. BLS data, such as occupational employment statistics, wages, and projections, are derived from extensive surveys and economic models [5, 6, 7, 8]. The Occupational Employment and Wage Statistics (OEWS) program, for example, produces employment and wage estimates annually for over 800 occupations. Occupational projections are developed through a detailed process that considers economic trends, industry growth, and labor force dynamics. The median wage is specifically used by the BLS as a key indicator to provide a representative earning figure, mitigating the impact of extreme values.

The methodology involves synthesizing data from these sources to provide a coherent picture of the ONET-SOC 31-9097.00 occupation. The article carefully attributes specific data points to their respective years and sources, ensuring transparency and accuracy. The integration of ONET's detailed occupational descriptions with BLS's quantitative labor market data offers a holistic perspective, enabling employers to understand both the "what" and the "how much" of this workforce segment.

Sources

1. O*NET occupation summary for 31-9097.00, O*NET OnLine, 2026.
2. National wages for 31-9097.00, O*NET OnLine, 2026.
3. Occupation details for 31-9097.00, O*NET OnLine, 2026.
4. Occupation tasks for 31-9097.00, O*NET OnLine, 2026.
5. Occupational Projections and Worker Characteristics, U.S. Bureau of Labor Statistics, 2025-08-28.
6. Education and Training Assignments by Detailed Occupation, U.S. Bureau of Labor Statistics, 2025-08-28.
7. Industry Occupation Matrix by Occupation, U.S. Bureau of Labor Statistics, 2025-08-28.
8. Occupational Employment and Wage Statistics, U.S. Bureau of Labor Statistics, 2026-05-15.
9. Work activities for 31-9097.00, O*NET OnLine, 2026.
10. Work context for 31-9097.00, O*NET OnLine, 2026.

Frequently asked questions

What does O*NET-SOC 31-9097.00 mean?

ONET-SOC 31-9097.00 is the standardized occupational classification code for "workers" as defined by the ONET system. This system is used to classify and describe occupations across the U.S. economy, providing detailed information about job tasks, skills, and related data.

How current is the data presented in this article?

The article utilizes the most recently available verified data. Specifically, the total job count is for 2024, the median annual wage is for 2025, and the projected job opportunities are annual averages derived from recent projections. The article itself is published in August 2026.

Can these national benchmarks be applied directly to my local market?

While these national benchmarks provide a valuable foundation, they represent an average across the entire United States. Local market conditions, including cost of living, regional demand, and industry specificities, can cause significant variations. It is recommended to supplement these national figures with local market data for a more precise analysis.

What is the difference between "jobs" and "projected job opportunities"?

"Jobs" refers to the total number of existing employment positions in an occupation at a specific point in time. "Projected job opportunities" refers to the estimated average annual number of job openings expected in the future, encompassing both new positions created by growth and openings from workers leaving the labor force.

Why is the median wage used instead of the average wage?

The median wage is used because it represents the midpoint of all wages, with half of workers earning more and half earning less. This measure is less susceptible to distortion by a small number of very high or very low earners, providing a more representative picture of typical earnings for the occupation.