The document discusses the WorkKeys system developed by ACT, Inc. for assessing and enhancing workplace skills through job analysis, assessments, and training programs. It highlights the importance of reliable skill measurement for employers, educators, and individuals, showcasing case studies demonstrating improved productivity, reduced turnover, and enhanced quality in various companies. The document also presents a new expansion of skills assessments focusing on personal skills, providing tools for employee selection and development.

1. Unlock the power of your workforce
John H. Barr
Workforce Development Coordinator
Buckeye Career Center
Adult Education Department

2. Topics
• Background on ACT
• Introduction to the WorkKeys System
• Case Studies
• National Career Readiness Certificate
• Personal Skills- A Closer Look

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. HIRE and DEVELOP the
Right People with…

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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. Case Studies:
The System in Action

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. 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. 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. 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. Many leading companies use
WorkKeys to Unlock the power of
their workforce

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. 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. 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. “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. • 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. Employment Testing Pyramid
Job-
Specific
Skills
Foundational Skills
Personality Characteristics

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

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. 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. 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. 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. 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. 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. 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. 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. Benefits of Using
WorkKeys Personal Skills
Foundational Personal
Skills + Skills =
The only Holistic Talent
management system

51. Unlock the power of your workforce
John H. Barr
Workforce Development Coordinator
Buckeye Career Center
Adult Education Department
jbarr@bjvs.k12.oh.us
330-308-5720 – 800-227-1665, ext. 286

53. Back To Applied Mathematics