John H. BarrWorkforce Development Coordinator

Buckeye Career CenterAdult Education Department

Unlock the power of your workforce

Topics• Background on ACT

• Introduction to the WorkKeys System

• Case Studies

• National Career Readiness Certificate

• Personal Skills- A Closer Look

ACT, Inc. Corporate Overview

• Founded in 1959• 501(c)(3) not-for-profit• Approximately 2 million ACT assessments per year• Over 10 million WorkKeys assessments given to date• More than 1 million WorkKeys tests per year• More than 500,000 high-stakes licensure and

Certification exams given each year– GMAT– Multistate Bar Exam– ASE

HIRE and DEVELOP the Right People with…

The Most Comprehensive Assessment of Workplace Skills

Communication– Business Writing– Listening– Reading for Informa

tion– Writing

NEW! Personal Skills

– Performance– Talent– Fit

Problem Solving– Applied Mathematics– Applied Technology– Locating Information– Observation

Interpersonal Skills– Teamwork

Click here to view a sample Individual Score ReportClick here to view a sample Roster Report

The Goal of the WorkKeys System

To serve as a nationally recognized SYSTEM for the assessment and improvement of WORK-RELATED SKILLS that assists employers, informs educators, and supports individuals.

The Three Components of the System

• Job AnalysisWhat skills and skill levels are needed in today’s jobs/occupations?

• AssessmentWhat work skills and skill levels does the individual currently have?

• Training How can skill gaps be addressed in training programs?

Job AnalysisJob Profiling

• Facilitator-driven• Focus groups

SkillMapTM

• Online service• Maximum flexibility

WorkKeys EstimatorTM

• Paper-and-pencil• Fastest results

The process of Job Analysis “sets the bar” and gives you concrete information about the skills required in each of your positions.

The AssessmentsTests include:

• Reading for Information• Applied Math• Applied Technology• Locating Information• Business Writing• Writing• Listening• Observation• Teamwork

Personal Skills:• Performance• Talent• Fit

Testing gives you reliable information about your applicants’ and employees’ skills and how they compare to skill levels required for jobs.

TrainingContent• Designed to fill

gaps identified during WorkKeys assessment

• Target training dollars effectively

Gap analysis shows how the applicant or employee performed relative to the “bar.” Training is available to close any gap.

WorkKeys Statistics• 14,000+ jobs profiled• Over 2,500 businesses have used WorkKeys• Over 10 million assessments have been given• Referenced to Government resources

– O*NET• Referenced to ACT’s World of Work Map and

WorkKeys: An Education, Training, and Selection System

TMCommunityColleges

HighSchools

CustomTraining

CareerAcademics

CorrectionsTechPrep

School to Work

WIA

WelfareTo

Work

4-yearColleges

One StopCenters

Employers

ScreeningFind dependable employees and save time in the process.• With the Performance assessment, you can

screen for negative work attitudes and risky work behavior

• With the Fit assessment, you can match the work attributes important on the job to those in the candidate pool

SelectionBenchmark potential employees based on occupational needs.• The current WorkKeys foundational skills are

based on occupational profiles that provide you a benchmark with which to compare applicants’ job skills

• The new Talent solution allows you to compare candidates’ attitudes and behaviors to those of top performers in a specific job

Delivery Platform• Web-based delivery

– Safe, secure. Gives you 24/7 ability to screen, select, or develop employees

– Available for most Foundational Skills and Personal Skills

• Paper & pencil– Available for Foundational Skills

• Proctored setting– Provides the ability to make high-stakes

decisions

• ACT maintains a network of over 300 WorkKeys Solutions Providers.

• ACT teams with more than 250 locations throughout the country to bring training and testing centers to employers via the ACT Centers.

ACT’s Testing Network

Training Options• ACT WorkKeys Solutions Providers

Licensed facilities that provide WorkKeys assessment and value-added services.

• ACT CentersDelivers state-of-the-art computerized training and certification testing services.

• WorkKeys Targets for Instruction A series of guides, one for each of the WorkKeys assessments, that explain each level of the skill scale and the key factors that will help someone move from one level to the next in each skill area.

• WorkKeys Publishers Training resources linked to the WorkKeys assessments. Web-based and instructor-led training is available from 2 partners (KeyTrain and WIN).

Case Studies: The System in Action

Increased productivity• 50% reduction in supervisors while doubling staff -

Schafer Gear• 1% increase in productivity=$20M - Major chemical

Co.

Reduced Turnover• 90% to 40% - Flair Molded Plastics Inc.• 20% reduction - Northrup Grumman

Increased Quality• Scrap reduction 21% - Creative Extruded • Defective parts per million (DPPM) from 40k+ to

<10k - Honeywell

Workforce Benefits

Northrup Grumman Ship Systems

• The Challenge: Assessing and developing employee foundational skills

• The Solution: WorkKeys job profiling, assessment & training

• The Results: 20% reduction in turnover & significant boost in work quality

Creative Extruded Products• The Challenge: Find a new hiring system to

reduce turnover and overtime• The Solution: Job profilers used ACT

Workforce Solution to examine skill levels needed.

• The Results:– Overtime hours fell 96%– Scrap expenditures fell 21%– Profits rose 50 times the cost of WorkKeys– Turnover fell from 33% to 5%

Morningstar Foods• The Challenge: A need for an effective

selection and development system• The Solution: WorkKeys job profiling,

assessments, and training• The Results: 50% reduction in training

time, employee turnover decreased by 35%

Many leading companies use WorkKeys to Unlock the power of

their workforce

• Establish Education and Business partnerships

• Determine where curriculum improvements will better prepare students

• Increase the odds of student success

• Decrease student time to competency

• Increase the odds of hiring and increased wages for students

Education Benefits

Lake Havasu Unified School District • The Challenge:

Preparing high school students for local employment

• The Solution:Using WorkKeys® assessments to boost students' job skills

• The Results:More than 400 high school students are certified, while local businesses use this credential to assist with more efficient hiring strategies

Aims Community College • The Challenge:

A high school diploma program that enables would-be dropouts to graduate

• The Solution:Using WorkKeys to gauge student abilities and measure progress

• The Results:A program that has prepared 1,600 at-risk students for the workplace

“In the 1950s, ACT created a nationally recognized standardized resource for college entrance. Now, we’re doing the same thing for America’s workforce.”

Richard L. FergusonCEO/Chairman

ACT,Inc.

• Workforce Crisis– Skill gaps, rise of outsourcing

• Certified Skills Credential– Reliable way to measure foundational skills

• Find Skilled Employees– Access to our online Career Readiness System

• Unlock the Power of Your Workforce– Recommend or require for jobs in your workplace

Personal Skills Assessments: A Closer Look

This expansion of the WorkKeys system includes three simple-to-deploy web-based assessments that measure:

•PERFORMANCE•TALENT•FIT

Why develop Personal Skills Assessments?

• Market Need: SHRM National Study• Employers need individuals with the skills

required to perform– Good performance includes:

• Honesty• Dependability• Trustworthiness

• Assist employers with critical personnel decisions

• ACT strength in cognitive & non-cognitive assessment (John Holland, VP Research in 1960’s)

• Solution-focused approach

Businesses want integration of Cognitive & Personality Constructs

SHRM: Applied Skills and Basic Knowledge: Combining and Ranking

For new entrants with a two-year college/technical school diploma, applied skills are four of the top five “very important” skills in combined

ranking with basic knowledge and skills.

Rank Skill %

1 Professionalism/Work Ethic 83.42 Teamwork/Collaboration 82.73 Oral Communications 82.04 Critical Thinking/Problem

Solving72.7

5 Reading Comprehension 71.66 Written Communications 71.57 English Language 70.68 Ethics/Social Responsibility 70.6

Casner-Lotto, J. & Barrington, L. (2006)

Solutions are Need Driven: Continuum of

EmploymentPurpose Needs Purpose Needs

Pre-Selection

-Screen people in most cost effective way-Find honest/dependable employees-Save time in the screening process

Coaching/Development

-Identify other jobs that an employee can fit-Develop employees for future company needs-Employees identify areas of improvement

Recruitment -Identify people who fit the work environment-Identify people with skills that match the job

Succession/Leadership

Planning

-Identify candidates for top-level positions-Develop employees for future needs of company-Retain top performers

Selection -Select employees with skills that best fit the job-Save time in selection process-Select people in most cost-effective way-Find honest/dependable employees-Certifying employees

Training/Development

-Identifying work readiness-Identify basic workplace skill levels-Educating about career planning-Job Placement

Pyramid for SuccessFIT

• Match individual interests/values to work environment

• Enhance job persistence & satisfaction

• Develop Talent pool to meet needs

TALENT• Benchmarking for selection• Coaching & Development• Compound Indices: Sales, Managerial,

Leadership, Safety

PERFORMANCE• General Work Performance: Productivity,

Absenteeism, Complaints about conduct• Safety and Risk Reduction

FOUNDATIONAL SKILLS• Job Analysis – identifies the skills and skill levels needed to

be successful on the job• Assessments – show the current skill levels of an individual• Training – helps individuals and employers correct skill gaps

PerformanceA screening test that measures attitudes toward work and a tendency toward risky behaviors.Use it to anticipate such performance factors as:

• General work attitude– Conscientiousness– Agreeableness– Emotional Stability

•Absenteeism•Theft•Violation of work rules•Hostility in the workplace

Decision Making Based on the Performance Assessment

• Employers can use Performance in concert with other selection procedures

• Multiple-hurdle approach– Applicants must achieve a certain

cutoff score on the Performance assessment before moving on to next stage of Foundational Skills testing or interviews.

Performance Assessment for Selection: Examples

• Prescreening– Applicants complete the Performance

assessment– Top-scoring applicants continue the selection

process• Assessment Set with Specific Cut Scores

– Employer conducts application review for candidates

– Applicants who pass the application review take the required tests—such as: Performance, Applied Math, Reading for Information

Performance Assessment for Selection: Examples

• Multiple Tests in Hurdles– Applicants complete the Performance

Assessment—first hurdle• Only top scoring candidates more on to second

hurdle—or those with scores above desired cutoff.– Applicants in second group complete

WorkKeys tests such as: Applied Mathematics and Reading for Information—second hurdle

– Only those applicants who meet cutoff scores for both skills continue to third hurdle.

– Applicants in the third group complete the last hurdle in selection system—interview

Personality Characteristics

Foundational Skills

Job-Specific Skills

Employment Testing Pyramid

Benefits of Using the Performance Assessment

• Will increase the quality of your workforce– In terms of attitudes towards work– Increased accuracy of work, and

relationship with co-workers• Insight into employees/applicants

propensity towards risk– Actual following of rules or procedures

Highly desirable level of expected performance

Moderately desirable level of expected performance

Less desirable level of expected performance

WorkKeys Performance Assessment measures personal behaviors and attitudes critical to workplace success. A high score on the Performance Index indicates higher likelihood of having successful work attitudes and engaging in safety behaviors.

64 Performance Index -- The overall rating for an examinee based on the combination of General Work Attitudes and Risk Reduction scores.A moderate Performance Index (combination of General Work Attitudes and Risk Reduction) suggests a candidate may be moderately desirable. Individuals with similar scores are likely to perform at a moderate level of productivity and work safety.See below for additional interpretive information about this person’s general work attitudes and risk reduction tendencies.

What This Means:

64PERFORMANCE

10 20 30 40 50 60 70 80 90 100

50General Work Attitudes

Risk Reduction 89

50

89 Risk Reduction—Tendency to avoid engaging in risky behaviors, such as noncompliance with safety rules and conflict with supervisors and coworkers.A candidate with a high Risk Reduction score may be an employee who: Consistently follows safety rules and procedures Is consistently alert to job risks Is very unlikely to engage in inappropriate interpersonal behaviors such as, aggression or hostility

General Work Attitudes—Positive and productive attitudes toward work tasks, coworkers, the organization itself, and other work-related behaviors. A candidate with a moderate General Work Attitudes score may tend to be an employee who: May be disagreeable with coworkers or supervisors under stressful circumstances Is usually conscientious about completing work on time Is usually honest with coworkers or supervisors Will make appropriate use of company assets under most circumstances

Percentile Scale Definitions

0

Performance Assessment

WorkKeys Performance Assessment Profile

Page 1 of 2

Employer Report

Examinee: Alvin C. TraceyExaminee ID: XXXXX7890

Percentile Rank: Approximate percent at or below score

Report for: Abbatoir IndustriesSite: Iowa City, IATest Date: 4/12/07 Performance

Score Report

TalentA selection and employee development tool that measures such work-related attitudes and behaviors as:• Dependability• Cooperation• Openness• Assertiveness• Emotional Stability• Energy

Talent:Coaching & Development tool

• Talent provides you with a snapshot of your workforce– Incumbent’s strengths and

Weaknesses– Identify native talent in terms of

succession planning

Talent:Selection tool

• Benchmark cross section of workers– In combination with Company ACT sets the

benchmark– You can use that Benchmark Index for hiring

• EEOC Compliant—There is No evidence suggesting that personality assessments have adverse impact

• Adverse impact issues can be ameliorated with specific tests:

– Task analysis– Job-specific tests– Combinational use of cognitive and non-cognitive

tests• EEOC Compliant—Job Requirements inform the

benchmarking process

Talent Score Report

90Stability

50Sociability

50Savvy

90Order

50Optimism

40Influence

20Goodwill

65Drive

85Discipline

35Creativity

25Cooperation

90Carefulness

0 10 20 30 40 50 60 70 80 90 100

WORKEYS TALENT ASSESSMENT PROFILE

90Stability

50Sociability

50Savvy

90Order

50Optimism

40Influence

20Goodwill

65Drive

85Discipline

35Creativity

25Cooperation

90Carefulness

0 10 20 30 40 50 60 70 80 90 100

WORKEYS TALENT ASSESSMENT PROFILE

90Carefulness: Tendency to think and plan carefully before acting.

This individual’s responses suggest that he or she is cautious, deliberate, and pays close attention to detail in the workplace. Responders at this score level tend to think carefully before acting or speaking. They always consider the consequences of theiractions, and their decisions are usually well thought-out.

85

Order: Tendency to be well organized as well as keeping the work area neat and tidy.The examinee’s responses suggest that he or she is well-organized, and consistently keeps physical surroundings neat and tidy. Individuals who respond at this score level are always methodical in their manner and maintain a structured professional environment.

Discipline: Tendency to begin tasks and complete them without becoming distracted or bored.

The examinee’s responses suggest that he or she commits to work duties until they are complete. Individuals who respond at this score level take responsibility and can always be relied upon to get their work done on time. They are not easily distracted, and always persist through challenges until the task is done.

Talent Assessment

WorkKeys Talent Assessment measures personal and workplace behaviors and attitudes. This report is designed to help identify examinee strengths and weaknesses in order to ensure success in the workplace.

Percentile Scale Definitions

Capitalize on Individual Strengths

90

Page 1 of 3

Employer Report

Stability: Tendency to maintain composure and rationality in situations of actual or perceived stress.

This individual’s responses suggest that he or she maintains his or her composure even when faced with highly stressful situations. Individuals who respond at this score level tend to remain calm and even-tempered in their conduct, and they feel confident in their ability to handle the pressure and stress of working under deadlines..

90

Examinee: Alvin C. TraceyExaminee ID: XXXXX7890

Percentile Rank: Approximate percent at or below score

Report for: Abbatoir IndustriesSite: Iowa City, IATest Date: 4/12/07

FitA match between the individual and the occupation.

Ensure a good fit:• Map individual interests and values to the work

environment• Enhance job persistence and satisfaction• Develop a talent pool to meet current and future

workforce needs

Fit:A selection tool

• Match applicants to the 949 occupations in the O*NET database

• Combined with other WorkKeys assessments—Performance, Applied Math, Reading for Information provides an overall picture of candidate

• Decide between Candidates– Higher fit with occupation

• More satisfied• More likely to stay with company longer

Fit:Coaching & Development

• Increase Development programs– Career Exploration with employees

– Determine coursework for continuing education

• Succession Planning– Move employees to a new position

they fit and will stay retained

FIT Score Report

WorkKeys Fit Assessment measures the fit between an examinee's work-relevant interests and values and the characteristics of occupations. Worker satisfaction and commitment are associated with greater fit. Examinee-specified primary occupation is in BOLD.

Fit Index for Related Occupations

Occupations specified by the examinee, as well as related occupations, are ranked by Fit Index. Examinee-specified occupations are in BOLD.

0 10 20 30 40 50 60 70 80 90 100

Fit Assessment

1 of 3

Employer Report

Code Title Fit Index Level of Fit

11-3071.00 Transportation, Storage, and Distribution Managers 86 High11-3011.00 Administrative Services Managers 80 High11-2022.00 Sales Managers 79 High11-3071.01 Transportation Managers 77 High11-3071.00 Storage and Distribution Managers 69 Moderate11-3042.02 Training and Development Managers 61 Moderate11-3040.00 Human Resources Managers 56 Moderate11-3061.00 Purchasing Managers 56 Moderate 11-3031.02 Financial Managers, Branch or Department 55 Moderate11-3041.00 Compensation and Benefits Managers 54 Moderate11-3049.99 Human Resources Managers, All Other 54 Moderate11-3031.00 Financial Managers 53 Moderate11-2011.00 Advertising and Promotions Managers 51 Moderate11-2021.00 Marketing Managers 50 Moderate 11-2031.00 Public Relations Managers 50 Moderate11-3031.01 Treasurers and Controllers 42 Moderate11-3051.00 Industrial Production Managers 29 Moderate11-3021.00 Computer and Information Systems Managers 27 Moderate11-9011.02 Crop and Livestock Managers 23 Low11-9011.01 Nursery and Greenhouse Managers 14 Low

Examinee: Alvin C. TraceyExaminee ID: XXXXX7890

Fit Index for Occupations Specified by Examinee

86Transportation, Storage, and Distribution Managers11-3071.00

56Purchasing Managers11-3061.00

56

61

54

Human Resources Managers

Training and Development Managers

Human Resources Managers, All Other

11-3040.00

11-3042.00

11-3049.99

86Transportation, Storage, and Distribution Managers11-3071.00

56Purchasing Managers11-3061.00

56

61

54

Human Resources Managers

Training and Development Managers

Human Resources Managers, All Other

11-3040.00

11-3042.00

11-3049.99

Percentile Rank: Approximate percent at or below score

Fit scores are based on the examinee's responses to the Interest Inventory and Work Values Inventory.

Report for: Abbatoir IndustriesSite: Iowa City, IATest Date: 4/12/07

Benefits of Using WorkKeys Personal Skills

• ACT: Foundational and Personal Skills Assessments measure Different Applied Job Skills

Communication Problem Solving Interpersonal Personal

Business Writing Applied Technology

Teamwork Performance

Listening Applied Mathematics

Talent

Reading for Information

Locating Information

Fit

Writing Observation

Benefits of Using WorkKeys Personal Skills

Foundational Personal Skills + Skills =

The only Holistic Talent management system

John H. BarrWorkforce Development Coordinator

Buckeye Career CenterAdult Education Department

jbarr@bjvs.k12.oh.us330-308-5720 – 800-227-1665, ext. 286

Unlock the power of your workforce

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