Range Managers

Research or study range land management practices to provide sustained production of forage, livestock, and wildlife.

Most important skills

Reading Comprehension
Active Listening
Speaking
Critical Thinking
Monitoring
Complex Problem Solving
Judgment and Decision Making
Systems Analysis

Key knowledge

Biology
English Language
Law and Government
Geography
Customer and Personal Service
Administration and Management
Mathematics
Computers and Electronics

What the work involves

Measure and assess vegetation resources for biological assessment companies, environmental impact statements, and rangeland monitoring programs.
Maintain soil stability and vegetation for non-grazing uses, such as wildlife habitats and outdoor recreation.
Mediate agreements among rangeland users and preservationists as to appropriate land use and management.
Manage forage resources through fire, herbicide use, or revegetation to maintain a sustainable yield from the land.
Study rangeland management practices and research range problems to provide sustained production of forage, livestock, and wildlife.
Offer advice to rangeland users on water management, forage production methods, and control of brush.
Plan and direct construction and maintenance of range improvements, such as fencing, corrals, stock-watering reservoirs, and soil-erosion control structures.
Tailor conservation plans to landowners' goals, such as livestock support, wildlife, or recreation.

Strongest interest areas (O*NET): Realistic, Investigative, Enterprising.

Qualifications and licensing

Most common education: Bachelor's Degree (75% of respondents)
Related experience: Over 4 years, up to and including 6 years (25%)
On-the-job training: Over 6 months, up to and including 1 year (29.2%)
Preparation level: O*NET job zone 4: Job Zone Four: Considerable Preparation Needed
Licensing: Not yet verified. Check your state licensing board.

Check before planning

Licensing for Range Managers is not yet verified for any state: check the state licensing board before planning.
Projection education uses SOC 19-1031 (detailed_parent); it may describe a broader group.

Limits

Distributions show what current workers or occupational experts report, not legal minimums.
Requirements vary by employer and state; time to qualify is not estimated.

Source: O*NET 31.0 Database (USDOL/ETA, CC BY 4.0); BLS Employment Projections · dataset 2026.10.8 · method e3-qualification-1.0.0

Work environment

How the typical conditions of this occupation compare with 911 occupations in O*NET (very low = the lowest fifth).

Levels are relative. Most occupations involve a lot of contact with people, for example, so “very low” can still mean regular contact; the last column shows what workers actually reported.

Rankings compare typical U.S. occupation-level work conditions; individual jobs and employers vary. Data: O*NET 31.0 Work Context and BLS wages (May 2025).
Condition	Level	Compared with other occupations	Most common answer (O*NET survey)
Contact with others	Low	Lower on contact with others than 73% of occupations compared	54% of surveyed respondents chose “Contact with others most of the time”
Dealing with the public	High	Higher on dealing with the public than 72% of occupations compared	35% of surveyed respondents chose “Very important”
Teamwork	Low	Lower on teamwork than 75% of occupations compared	38% of surveyed respondents chose “Very important”
Freedom to make decisions	Moderate	Higher on freedom to make decisions than 54% of occupations compared	46% of surveyed respondents chose “A lot of freedom”
Time pressure	Very low	Lower on time pressure than 95% of occupations compared	67% of surveyed respondents chose “Once a month or more but not every week”
Conflict situations	Moderate	Higher on conflict situations than 58% of occupations compared	50% of surveyed respondents chose “Once a month or more but not every week”
Dealing with unpleasant or angry people	Moderate	Higher on dealing with unpleasant or angry people than 51% of occupations compared	50% of surveyed respondents chose “Once a month or more but not every week”
Consequence of error	Low	Lower on consequence of error than 62% of occupations compared	30% of surveyed respondents chose “Fairly serious”

Work-pressure profile

Time pressure: very low
Conflict situations: moderate
Dealing with unpleasant or angry people: moderate
Consequence of error: low

Each part is shown on its own. There is no combined stress score, and conditions vary by employer and role.

Full answer distributions