Occupational Workers Workforce Benchmarks: 2026 Data

Publication Date: August 13, 2026

This StopHighTurnover Research article provides a comprehensive analysis of the workforce benchmarks for occupational workers, specifically focusing on O*NET-SOC 39-9032.00. Drawing upon the latest available data from authoritative sources, this report aims to equip employers with recurring hiring needs with critical insights for strategic workforce planning, recruitment, and retention efforts. Understanding these benchmarks is essential for navigating the complexities of the labor market and establishing competitive talent strategies.

Understanding the Occupational Landscape: O*NET-SOC 39-9032.00

O*NET-SOC 39-9032.00 represents a distinct occupational category within the Standard Occupational Classification (SOC) system, which is utilized by federal statistical agencies to standardize the classification of workers. This specific code allows for detailed data collection and analysis, providing a granular view of a particular segment of the workforce. For employers, understanding the characteristics of this occupation is fundamental to effective talent management.

The nature of work for ONET-SOC 39-9032.00 involves a specific set of tasks, work activities, and operates within a defined work context. While the precise details of these elements are extensive and available through ONET OnLine [4, 9, 10], their aggregation provides a profile of the demands and environment associated with the role. For instance, the identified tasks (e.g., specific duties performed) directly inform the skill requirements an employer should seek in candidates. Similarly, the work activities describe the general types of actions involved in performing the job, such as interacting with others, processing information, or handling equipment. The work context further elaborates on the physical and social environment, including aspects like the level of social interaction, work attire, or exposure to various environmental conditions.

From an employer's perspective, a thorough grasp of these occupational details is not merely an academic exercise. It directly influences the accuracy of job descriptions, the effectiveness of candidate screening processes, and the design of training programs. For organizations with recurring hiring needs, a precise understanding of the tasks, activities, and context associated with O*NET-SOC 39-9032.00 allows for the creation of targeted recruitment campaigns that resonate with potential applicants and accurate assessment methodologies that identify suitable candidates. It also informs the development of onboarding programs that prepare new hires for the realities of the role, thereby contributing to higher job satisfaction and potentially lower turnover rates.

Key Workforce Benchmarks for O*NET-SOC 39-9032.00

The most current verified data provides several critical benchmarks for O*NET-SOC 39-9032.00, offering insights into the scale of the occupation, projected demand, and compensation levels. These figures are instrumental for employers engaged in strategic workforce planning and operational recruitment.

Total Employment: 327,700 Jobs in 2024

As of 2024, the ONET data indicates a total of 327,700 jobs classified under ONET-SOC 39-9032.00 [1, 8]. This figure represents the estimated national employment count for this specific occupation. For employers, this number signifies the overall size of the existing talent pool and the scale of the competitive landscape. A larger total employment figure suggests a more established occupation, potentially with a broader availability of experienced workers, but also implies a greater number of organizations vying for this talent.

In the context of recurring hiring needs, this benchmark helps employers gauge the relative difficulty of sourcing candidates. A substantial existing workforce might suggest a steady supply of potential applicants, provided that current employees are not entirely satisfied in their roles or are actively seeking new opportunities. Conversely, while a large number of jobs might seem to indicate an abundant talent pool, it also means that many other employers are likely seeking similar candidates. Strategic employers will use this figure to understand the depth of the market and to inform their sourcing strategies, considering whether to focus on attracting passive candidates or competing for active job seekers.

Projected Job Opportunities: 68,100 Per Year

The projection for O*NET-SOC 39-9032.00 indicates approximately 68,100 projected job opportunities per year [5]. It is important to understand that "projected job opportunities" encompasses more than just new jobs created due to employment growth. As explained in the frequently asked questions, this figure typically includes both new positions arising from expansion and replacement needs for workers who exit the occupation for various reasons, such as retirement, career changes, or other departures.

This annual projection is a crucial metric for employers with recurring hiring needs. It signifies a consistent and substantial demand for workers in this occupation. An annual figure of 68,100 opportunities suggests a dynamic labor market where a significant number of roles become available each year. This implies that employers cannot rely on sporadic recruitment efforts but must instead implement continuous, robust talent acquisition pipelines. For organizations experiencing turnover or planning for growth, this benchmark provides a quantitative basis for forecasting recruitment volume and allocating resources to talent acquisition teams. It underscores the necessity of proactive engagement with potential candidates rather than reactive hiring.

The consistent demand also highlights the importance of employer branding and a strong value proposition. In a market with high annual opportunities, candidates often have multiple options. Employers who can articulate clear career paths, competitive benefits, and a positive work environment are better positioned to attract and secure talent. Furthermore, understanding that a significant portion of these opportunities are due to replacement needs emphasizes the importance of retention strategies. Reducing internal turnover can directly alleviate some of the pressure to fill these projected annual openings.

Median Annual Wage: $36,560 in 2025

The median annual wage for O*NET-SOC 39-9032.00 was $36,560 in 2025 [2, 8]. The median wage is a statistical measure representing the midpoint of all wages for workers in this occupation. This means that half of the workers in this occupation earned more than this amount, and half earned less. It is distinct from an average wage, which can be skewed by a few very high or very low earners.

For employers, the median annual wage serves as a critical benchmark for developing a competitive compensation strategy. Offering wages at or above the median can significantly enhance an employer's attractiveness to potential candidates and contribute to higher retention rates among existing employees. In a market characterized by high annual job opportunities, competitive compensation is a primary factor in securing talent. Employers who offer wages significantly below the median may struggle to attract qualified applicants and could experience higher rates of employee attrition, thereby exacerbating recurring hiring challenges.

Beyond the base wage, employers should consider the total compensation package, including benefits, opportunities for advancement, and professional development. While the median wage provides a fundamental reference point, the overall value proposition an employer offers is what ultimately differentiates them in a competitive talent market. Regular review of compensation against this benchmark is essential to ensure that an organization remains competitive and can effectively manage its talent pipeline.

Contextualizing Data for Employers with Recurring Hiring Needs

For employers with ongoing recruitment requirements, these national benchmarks provide a foundational understanding of the O*NET-SOC 39-9032.00 workforce. However, the true value lies in how this data is integrated into strategic and operational planning.

The combination of a substantial total job count (327,700 in 2024) and high annual projected opportunities (68,100 per year) paints a picture of a dynamic and frequently changing labor market for this occupation. This is not an occupation with static employment where positions rarely open up. Instead, it suggests a continuous cycle of hiring and potential turnover. For employers, this necessitates a proactive and persistent approach to talent acquisition. Building a robust talent pipeline, maintaining an active employer brand, and fostering relationships with potential candidates become paramount. Waiting for positions to open before initiating recruitment efforts is likely to result in prolonged time-to-hire and increased operational costs.

The median annual wage of $36,560 in 2025 also has significant implications for recurring hiring. In a high-demand, high-opportunity environment, candidates are more likely to seek out employers offering competitive compensation. Employers must regularly review their wage structures to ensure they are at least aligned with, if not exceeding, this median benchmark. This is not just about attracting new talent, but also about retaining existing employees, as underpaid workers are more susceptible to offers from competitors, contributing to the very turnover employers seek to minimize. Compensation should be viewed as an ongoing investment in workforce stability and productivity.

Furthermore, leveraging the detailed occupational information available through O*NET, such as specific tasks [4], work activities [9], and work context [10], can refine an employer's approach. For instance, if the work activities highlight a significant amount of "interacting with computers" or "handling and moving objects," this informs the types of skills to prioritize in screening and the nature of practical assessments during the interview process. If the work context indicates "exposure to minor burns, cuts, bites, or stings" or "wearing common protective or safety equipment," this helps in setting realistic expectations for candidates and ensuring appropriate workplace safety measures are in place. By deeply understanding these elements, employers can craft more accurate job descriptions, conduct more relevant interviews, and ultimately improve the fit between candidates and roles, which is a key factor in reducing early turnover.

For organizations with recurring hiring needs, the consistent generation of job opportunities (68,100 annually) implies that a significant portion of the workforce in this occupation is either transitioning out of roles or moving between employers. This necessitates an employer strategy that not only focuses on initial recruitment but also heavily emphasizes employee engagement and retention. While national data does not provide specific turnover rates, the sheer volume of annual opportunities suggests that many roles are filled due to replacement needs. Therefore, investing in employee development, fostering a positive work culture, and offering clear pathways for career progression can be as critical as competitive compensation in maintaining a stable workforce.

In summary, the provided benchmarks for O*NET-SOC 39-9032.00 are not isolated figures but interconnected indicators of a dynamic labor market. Employers with recurring hiring needs must integrate these insights into a holistic talent strategy that encompasses proactive recruitment, competitive compensation, detailed job analysis, and robust retention programs to effectively manage their workforce and mitigate high turnover.

Findings and limitations

The analysis of O*NET-SOC 39-9032.00 reveals several key workforce benchmarks for employers. In 2024, the occupation comprised 327,700 jobs nationally. Projections indicate a substantial 68,100 job opportunities per year, reflecting both new positions and replacement needs. The median annual wage for this occupation stood at $36,560 in 2025. These figures collectively suggest a dynamic labor market with consistent demand and a need for competitive compensation strategies. Understanding the specific tasks, work activities, and work context associated with this occupation is crucial for effective talent acquisition and retention.

However, several limitations must be acknowledged for a bounded interpretation of this data. Firstly, there is an inherent time lag in workforce data collection and publication. As noted in the frequently asked questions, the job numbers are from 2024, and wages are from 2025, while this article is published in 2026. This means the data reflects the most recently validated survey periods, not real-time conditions. While highly accurate for the periods reported, market dynamics can shift in the interim.

Secondly, the data presented is national. While providing a valuable benchmark and context, local market conditions can vary significantly. Factors such as regional cost of living, specific industry concentrations, and local labor supply and demand dynamics can influence job numbers, wages, and opportunities in a particular geographic area. Employers are advised to supplement this national data with local market research where available.

Thirdly, "projected job opportunities" encompasses both new positions and replacement needs. This means that not all 68,100 annual opportunities represent net job growth. A significant portion is likely due to workers leaving the occupation, emphasizing the importance of retention alongside growth-driven hiring.

Finally, while O*NET provides categories for tasks, work activities, and work context, this analysis does not invent specific skill details or legal requirements. The interpretation focuses on how employers can use these categories to refine their understanding of the role, rather than prescribing specific skills. The data is a snapshot and does not predict future economic shifts or unforeseen labor market disruptions beyond the scope of the projections.

Conclusion

The 2026 workforce benchmarks for ONET-SOC 39-9032.00 provide crucial insights for employers with recurring hiring needs. With 327,700 jobs in 2024, 68,100 projected annual job opportunities, and a median annual wage of $36,560 in 2025, the data points to a consistently active labor market for this occupation. Employers must recognize the ongoing demand signified by the high volume of annual opportunities, necessitating a proactive and continuous approach to talent acquisition. Competitive compensation, benchmarked against the median wage, is a fundamental component of attracting and retaining talent in this environment. Furthermore, a detailed understanding of the occupation's tasks, work activities, and work context, as provided by ONET, enables more precise job design, targeted recruitment, and effective onboarding, all of which contribute to mitigating high turnover. While these national benchmarks offer a valuable foundation, employers are encouraged to consider local market variations and continually adapt their strategies to remain competitive and ensure a stable workforce.

Data sources and methodology

The data presented in this research article is derived from highly authoritative and regularly updated federal statistical agencies: O*NET OnLine and the U.S. Bureau of Labor Statistics (BLS). These organizations employ rigorous methodologies for data collection and analysis, ensuring the reliability and validity of the information.

ONET OnLine, sponsored by the U.S. Department of Labor, is a primary source for detailed occupational information. It utilizes a comprehensive framework to describe occupations, including tasks, knowledge, skills, abilities, work activities, and work context. The ONET-SOC (Standard Occupational Classification) system provides a standardized classification structure for occupations, enabling consistent data comparison across various federal programs. Data for O*NET is collected through extensive surveys of workers, occupational experts, and employers.

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 U.S. economy. The BLS collects and disseminates a wide range of data, including occupational employment projections and wage statistics. These statistics are typically gathered through large-scale surveys, such as the Occupational Employment Statistics (OES) survey, which collects employment and wage data for over 800 occupations.

The data presented, such as job counts from 2024 and median wages from 2025, reflects the most current verified information available at the time of this article's publication in August 2026. This time lag is typical for federal statistical data, as it accounts for the extensive processes of data collection, validation, and analysis. Employment projections are generally updated every two years, while wage statistics are updated annually or semiannually, depending on the specific BLS program. The consistent use of the O*NET-SOC 39-9032.00 code ensures that all referenced data pertains to the same specific occupation, allowing for coherent analysis.

Sources

1. O*NET occupation summary for 39-9032.00, O*NET OnLine, 2026.
2. National wages for 39-9032.00, O*NET OnLine, 2026.
3. Occupation details for 39-9032.00, O*NET OnLine, 2026.
4. Occupation tasks for 39-9032.00, 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 39-9032.00, O*NET OnLine, 2026.
10. Work context for 39-9032.00, O*NET OnLine, 2026.

Frequently asked questions

What does O*NET-SOC 39-9032.00 refer to? O*NET-SOC 39-9032.00 is a specific code within the Standard Occupational Classification (SOC) system used by federal statistical agencies to classify workers into occupational categories. It represents a distinct occupation for which detailed workforce data is collected and analyzed.

Why are the job numbers from 2024 and wages from 2025 in a 2026 article? Workforce data collection and analysis by federal agencies like O*NET and the BLS involve extensive surveys and processing times. Therefore, the most current verified data available at the time of publication (August 13, 2026) reflects the most recently completed and validated survey periods, which in this case are 2024 for job counts and 2025 for median wages.

How often is this data updated? O*NET OnLine and the U.S. Bureau of Labor Statistics regularly update their occupational data. Employment projections are typically updated every two years, and wage statistics are updated annually or semiannually, depending on the specific program.

Can this national data be applied to my specific region or local market? National data provides a valuable benchmark and context, but local market conditions can vary significantly. Factors such as regional cost of living, local industry concentrations, and specific labor supply and demand dynamics can influence job numbers, wages, and opportunities in a particular geographic area. Employers are encouraged to supplement national data with local market research when available.

Does "projected job opportunities" mean new jobs being created? "Projected job opportunities" typically encompasses both new positions created due to employment growth and replacement needs for workers who leave an occupation (e.g., due to retirement, career change, or death). It represents the total annual openings expected to be filled.