The workspace has two main uses. First, it works as an occupational browser: you can search, open the NOC tree, and read OaSIS profiles. Second, it works as an analysis workspace: you can mark prior occupations, apply filters, run a structured comparison, and decide what belongs in a report.

1. Use the occupation tree or title search to locate an occupation or NOC group.
2. Click a group to review a synthesis of the occupations inside that branch.
3. Click an occupation to open the full OaSIS profile.
4. Use Add to Prior Experience when an occupation reflects relevant prior work.
5. Use Filters for direct occupational screening or to narrow Workbench candidates.
6. On the Workbench, select the scenario and inventory weighting method.
7. Run analysis, review candidates, and include or exclude results from the report.
8. Use Report to print the selected evidence summary and audit trail.

The occupation tree contains the NOC hierarchy. On wider screens, you can resize the divider between the tree and workspace to show more or less of either area. The tree starts collapsed, and the Expand All / Collapse All button changes depending on whether any branch is open.

The title search checks occupation names, NOC/OaSIS codes, and associated job titles. Matching branches open to reveal matching occupation codes.

NOC group pages and occupation pages are different. A group page summarizes the OaSIS profiles under that branch. An occupation page opens a terminal OaSIS profile and can be added to prior experience. Group pages cannot be added as prior experience because they are classification groups, not individual occupations.

The Profile page shows the selected occupation or group. Occupation profiles include main duties, employment requirements, OaSIS ratings, interests, workplaces and employers, similar occupations, exclusions, and alphabetized job titles. Group profiles synthesize common patterns across the occupations in that branch.

The Add to Prior Experience button is only active when a terminal occupation is selected. Once added, that occupation becomes part of the Workbench inventory.

Filters can be used in two ways. They can run a direct search of the occupation database, or they can be applied after the Workbench has generated candidate occupations from prior experience. In the Workbench path, prior occupations first establish the transferable inventory, and Filters then narrow that transferred-skills candidate list by selected requirements, preferences, or restrictions.

Filter rails include OaSIS Interests, Skills, Abilities, Knowledge, Personal Attributes, Work Activities, Work Context, NOC major grouping, and NOC TEER category. Each rail shows how many criteria are active and has its own Clear Filter control.

Strict screening is a rule-out mode. Required criteria and avoid criteria act as gates. Occupations that miss a required criterion, or conflict with an avoid criterion, are removed from the strict result set. Preferred criteria influence rank but do not exclude occupations by themselves.

Best-fit ranking is an exploratory mode. Criteria act as relevance signals. Occupations can remain visible even when they miss a required item or trigger an avoid conflict, but those issues are disclosed as review flags.

The Workbench starts with prior occupations. These are occupations the user has selected from the tree because they reflect a person's work history or relevant experience. The app uses those occupations to create a transferable inventory across skills, abilities, knowledge, and work activities. That inventory is then compared with other occupations to identify where the person's recorded occupational characteristics appear to carry forward.

In practical terms, the Workbench asks: based on the occupations already performed, which other occupations show similar demands, activities, skills, knowledge, settings, and training level? The resulting candidate list is a structured starting point for review, not a final employment conclusion.

Prior occupations can be reordered with drag/drop or up/down controls. The order matters when the user selects a ranked weighting method. The Workbench can also exclude prior occupations from the candidate list so the analysis focuses on possible alternatives rather than returning the same jobs.

Scenario tells the app why the analysis is being run. Current scenarios include Transferable Skills Analysis, Disability / Earning Capacity, Accommodation Review, Career Exploration, and Return-to-Work Planning. The scenario changes how results are described and reviewed.

Inventory weighting controls how prior occupations contribute to the transferable inventory. Equal Weight treats each prior occupation the same. User-Ranked Weight gives more influence to occupations higher in the list. TEER-Adjusted Ranked Weight also considers the NOC TEER level, giving additional influence to occupations with higher training, education, experience, and responsibility.

Analysis compares the transferable inventory against candidate occupations. Results are grouped by degree of fit and include component evidence, review flags, and notes. A strong result means the target occupation shares more of the prior-work inventory; it does not mean the person can or should perform that job without further professional review.

The Report page prints only the selected report content. It can include prior occupations, transferable inventory evidence, candidate occupations, applied filter criteria, review flags, and an audit trail.

Some transferability concepts are represented indirectly because the source data does not always provide one-to-one fields for every legal or vocational concept. The analysis labels these proxy sources so they can be reviewed rather than hidden.

ssa_public_access is the current public-facing matching model. It emphasizes concepts reflected in the Social Security Administration (SSA) transferability framework: similar occupationally significant work activities, same or lesser skill and training level, work setting, and functional compatibility. It is intentionally conservative and transparent so the user can see what helped, what hurt, and what still needs review.

Account-level Career Search OaSIS supports additional matching algorithms for alternate equations, source combinations, sensitivity checks, specialized disability scenarios, accommodation analysis, and professional review workflows.

Career Search OaSIS uses occupational and methodological references from public official sources. Source use does not imply endorsement by any government agency or source-system sponsor.

• The app does not make legal, medical, clinical, vocational, or earning-capacity conclusions.
• Scores are not proof of job availability, employability, wages, or labor-market access.
• Functional limitations and accommodations require professional interpretation and case-specific evidence.
• Filter results identify occupations that match selected data characteristics; they do not prove job suitability.
• Transferability outputs are structured aids for review, not final vocational opinions.
• Use applicable privacy practices before entering sensitive personal or case information.