Act Workkeys Presentation 2010


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WorkKeys<sup>®</sup> Foundational and Personal Skills assessments provide reliable, relevant information about workplace skill levels. For more information, contact John H. Barr

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Act Workkeys Presentation 2010

  1. 1. Unlock the power of your workforce John H. Barr Workforce Development Coordinator Buckeye Career Center Adult Education Department
  2. 2. Topics • Background on ACT • Introduction to the WorkKeys System • Case Studies • National Career Readiness Certificate • Personal Skills- A Closer Look
  3. 3. 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
  4. 4. HIRE and DEVELOP the Right People with…
  5. 5. The Most Comprehensive Assessment of Workplace Skills Communication Problem Solving – Business Writing – Applied Mathematics – Listening – Applied Technology – Reading for – Locating Information Information – Observation – Writing Interpersonal Skills NEW! – Teamwork Personal Skills Click here to view a sample – Performance Individual Score Report – Talent Click here to view a sample – Fit Roster Report
  6. 6. 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.
  7. 7. The Three Components of the System • Job Analysis What skills and skill levels are needed in today’s jobs/occupations? • Assessment What work skills and skill levels does the individual currently have? • Training How can skill gaps be addressed in training programs?
  8. 8. Job Analysis Job 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.
  9. 9. The Assessments Tests include: • Reading for Information • Applied Math • Applied Technology • Locating Information • Business Writing • Writing • Listening • Observation • Teamwork Personal Skills: • Performance • Talent Testing gives you reliable information • Fit about your applicants’ and employees’ skills and how they compare to skill levels required for jobs.
  10. 10. Training Content • 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.
  11. 11. 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
  12. 12. WorkKeys: An Education, Training, and Selection System Employers High WIA Schools 4-year Career Colleges Academics School to Work Community TM Colleges Welfare To Custom Work Training One Stop Tech Centers Prep Corrections
  13. 13. Screening Find 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
  14. 14. Selection Benchmark 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
  15. 15. 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
  16. 16. ACT’s Testing Network • 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.
  17. 17. Training Options • ACT WorkKeys Solutions Providers Licensed facilities that provide WorkKeys assessment and value-added services. • ACT Centers Delivers 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).
  18. 18. Case Studies: The System in Action
  19. 19. Workforce Benefits 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
  20. 20. 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
  21. 21. 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%
  22. 22. 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%
  23. 23. Many leading companies use WorkKeys to Unlock the power of their workforce
  24. 24. Education Benefits • 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
  25. 25. 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
  26. 26. 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
  27. 27. “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. Ferguson CEO/Chairman ACT,Inc.
  28. 28. • 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
  29. 29. 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
  30. 30. 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
  31. 31. 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 83.4 2 Teamwork/Collaboration 82.7 3 Oral Communications 82.0 4 Critical Thinking/Problem Solving 72.7 5 Reading Comprehension 71.6 6 Written Communications 71.5 7 English Language 70.6 8 Ethics/Social Responsibility 70.6 Casner-Lotto, J. & Barrington, L. (2006)
  32. 32. Solutions are Need Driven: Continuum of Employment Purpose Needs Purpose Needs Pre- -Screen people in most cost Coaching/ -Identify other jobs that an Selection effective way Development employee can fit -Find honest/dependable -Develop employees for employees future company needs -Save time in the screening -Employees identify areas of process improvement Recruitment -Identify people who fit the Succession/ -Identify candidates for top- work environment Leadership level positions -Identify people with skills Planning -Develop employees for that match the job future needs of company -Retain top performers Selection -Select employees with skills Training/ -Identifying work readiness that best fit the job Development -Identify basic workplace -Save time in selection skill levels process -Educating about career -Select people in most cost- planning effective way -Job Placement -Find honest/dependable employees -Certifying employees
  33. 33. Pyramid for Success FIT •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
  34. 34. Performance A 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
  35. 35. 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.
  36. 36. 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
  37. 37. 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
  38. 38. Employment Testing Pyramid Job- Specific Skills Foundational Skills Personality Characteristics
  39. 39. 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
  40. 40. Page 1 of 2 Employer Report Performance Assessment Report for: Abbatoir Industries Performance Site: Iowa City, IA Examinee: Alvin C. Tracey Test Date: 4/12/07 Examinee ID: XXXXX7890 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. Score Report WorkKeys Performance Assessment Profile Percentile Rank: Approximate percent at or below score 0 10 20 30 40 50 60 70 80 90 100 PERFORMANCE 64 General Work Attitudes 50 Risk Reduction 89 What This Means: Percentile Scale Definitions 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. Highly desirable level of expected performance Moderately desirable level of expected performance Less desirable level of expected performance 50 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 Risk Reduction—Tendency to avoid engaging in risky behaviors, such as noncompliance with safety rules and 89 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
  41. 41. Talent A selection and employee development tool that measures such work-related attitudes and behaviors as: • Dependability • Cooperation • Openness • Assertiveness • Emotional Stability • Energy
  42. 42. 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
  43. 43. 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
  44. 44. Page 1 of 3 Employer Report Talent Report for: Abbatoir Industries Talent Assessment Site: Iowa City, IA Examinee: Alvin C. Tracey Test Date: 4/12/07 Examinee ID: XXXXX7890 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. WORKEYS TALENT ASSESSMENT PROFILE Score Report Percentile Rank: Approximate percent at or below score 0 10 20 30 40 50 60 70 80 90 100 Carefulness 90 Cooperation 25 Creativity 35 Discipline 85 Drive 65 Goodwill 20 Influence 40 Optimism 50 Order 90 Savvy 50 Sociability 50 Stability 90 Capitalize on Individual Strengths Percentile Scale Definitions Carefulness: Tendency to think and plan carefully before acting. 90 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 their actions, and their decisions are usually well thought-out. Order: Tendency to be well organized as well as keeping the work area neat and tidy. 90 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. Stability: Tendency to maintain composure and rationality in situations of actual or perceived stress. 90 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.. Discipline: Tendency to begin tasks and complete them without becoming distracted or bored. 85 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.
  45. 45. Fit A 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
  46. 46. 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
  47. 47. 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
  48. 48. 1 of 3 Employer Report Examinee: Fit Assessment Alvin C. Tracey Report for: Abbatoir Industries Site: Iowa City, IA Test Date: 4/12/07 FIT Examinee ID: XXXXX7890 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 Occupations Specified by Examinee Score Percentile Rank: Approximate percent at or below score 11-3040.00 Human Resources Managers 56 0 10 20 30 40 50 60 70 80 90 100 Report 11-3042.00 Training and Development Managers 61 11-3049.99 Human Resources Managers, All Other 54 11-3061.00 Purchasing Managers 56 11-3071.00 Transportation, Storage, and Distribution Managers 86 Fit scores are based on the examinee's responses to the Interest Inventory and Work Values Inventory. 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. Code Title Fit Index Level of Fit 11-3071.00 Transportation, Storage, and Distribution Managers 86 High 11-3011.00 Administrative Services Managers 80 High 11-2022.00 Sales Managers 79 High 11-3071.01 Transportation Managers 77 High 11-3071.00 Storage and Distribution Managers 69 Moderate 11-3042.02 Training and Development Managers 61 Moderate 11-3040.00 Human Resources Managers 56 Moderate 11-3061.00 Purchasing Managers 56 Moderate 11-3031.02 Financial Managers, Branch or Department 55 Moderate 11-3041.00 Compensation and Benefits Managers 54 Moderate 11-3049.99 Human Resources Managers, All Other 54 Moderate 11-3031.00 Financial Managers 53 Moderate 11-2011.00 Advertising and Promotions Managers 51 Moderate 11-2021.00 Marketing Managers 50 Moderate 11-2031.00 Public Relations Managers 50 Moderate 11-3031.01 Treasurers and Controllers 42 Moderate 11-3051.00 Industrial Production Managers 29 Moderate 11-3021.00 Computer and Information Systems Managers 27 Moderate 11-9011.02 Crop and Livestock Managers 23 Low 11-9011.01 Nursery and Greenhouse Managers 14 Low
  49. 49. Benefits of Using WorkKeys Personal Skills • ACT: Foundational and Personal Skills Assessments measure Different Applied Job Skills Problem Communication Interpersonal Personal Solving Business Writing Applied Teamwork Performance Technology Listening Applied Talent Mathematics Reading for Locating Fit Information Information Writing Observation
  50. 50. Benefits of Using WorkKeys Personal Skills Foundational Personal Skills + Skills = The only Holistic Talent management system
  51. 51. Unlock the power of your workforce John H. Barr Workforce Development Coordinator Buckeye Career Center Adult Education Department 330-308-5720 – 800-227-1665, ext. 286
  52. 52. Back To Applied Mathematics