1. Key Components for Determining Employer Level of Engagement NCRC & the WorkKeys System TM Steve Anderson – Regional Manager ACT – Workforce Development Division

2. “In the 1950’s, ACT created a nationally recognized, standardized resource for college entrance. Now, we’re doing the same thing for the workforce.” - Richard L. Ferguson, CEO and Chairman of ACT Preparing Individuals for the Workforce

3. Job Analysis – identifies the skills and skill levels needed for jobs & training curricula. Assessments – shows the current skill levels of an individual. Training – helps individuals and employers correct skill gaps. Components of WorkKeys

4. WorkKeys System Skill Assessments Foundational Skills Communication - Business Writing - Listening - Reading for Information - Writing Problem Solving - Applied Mathematics - Applied Technology - Locating Information - Observation* Interpersonal Skills - Teamwork Incorporated in National Career Readiness Certificate Incorporated in Career Readiness Indicator Personal Skills Unproductive Behaviors - Performance Workplace Character - Talent Career Interests / Values - Fit

5. NCRC Skills Based on Employer Demand National Career Readiness Certificate Skills

6. NCRC Certificate Levels Bronze: Level 3 minimum in each skill Core employability skills for approximately 35% of jobs Silver: Level 4 minimum in each skill Core employability skills for approximately 65% of jobs Gold: Level 5 m inimum in each skill Core employability skills for approximately 90% of jobs Platinum: Level 6 m inimum in each skill Core employability skills for approximately 99% of jobs

7. Michigan National Career Certificate

8. The National Career Readiness Certificate can contribute to an employer’s full range of human resource functions with a minimum of investment: Recruiting Hiring Promotion Mentoring / Employee Development Training Programs Succession Planning NCRC Employer Handbook http://www.act.org/certificate

9. Highly recommend the NCRC for all or a subset of jobs. Do not specify level of certificate - use performance level to inform hiring decision. Use NCRC as one of several criteria for selection/hiring: - Educational background - Prior work experience - Background checks - Interviews / references - Personality inventories Critical NCRC Usage Issues

10. WorkKeys System Usage What if the employer needs more detailed skill information? Has jobs require highly-skilled individuals? Needs assessments beyond NCRC set? Needs skill data to develop job descriptions, employee training programs or wage grading? Requires specific skill data to develop training program standards for qualifying entrants? Answer: Requires for more in-depth skill analysis

11. Skill Data Sourcing Specific Skill Detail: Job Profiling* SkillMap* Approximated Skill Detail: Estimator Aggregate / Research Data: Occupational Profiles O*NET- NCRC Alignments

12. Employer selects company job title Utilize O*NET OnLine - Crosswalk Search http://online.onetcenter.org/crosswalk/ http://online.onetcenter.org/crosswalk/ Enter in job title or SOC to find matching O*NET occupational titles and SOCs Determine best match for appropriate title / code Reference WorkKeys Occupational Profiles or Career Planner* for NCRC entry skill levels Ascertain / rank preferred NCRC level(s) NCRC/Occupation Skill Alignment Steps

13. Data Driven Employer Decisions Job Order Resume Estimator Tests/ NCRC Job Profile Tests / NCRC Occupational Profiles NCRC / Alignments Job Order NCRC/ Resume Candidates Job Skill Data Requirements

14. NCRC Benefits to Employers Provides employers: Greater flexibility in hiring decisions Reduced costs in selection processes Simplification of deployment (user friendly) HR functionality regardless of company size Credential of achievement to complement other criteria in making informed hiring decisions Verification resource: MyWorkKeys.com

15. WorkKeys System Benefits to Employers Provides employers with: Greater selectivity of applicants Wider usage of WorkKeys skills More skill specificity to jobs / training curricula Valuable skill information for additional uses: - Training program development - Job descriptions - Job / wage classifications Documented support for compliance issues

16. Combined Use Models Staging approach to hiring process: Stage 1: NCRC candidates provided interviews Stage 2: Selected candidates administered additional WorkKeys assessments Validate specific NCRC levels: - Profile jobs to require NCRC Levels - Control applicant pool sizes / reduce hiring costs - Open hiring or through employment service (MWA)

17. Significant benefit to employer and employer’s workforce performance with commensurate cost Major benefit to employer with modest costs Little or no cost to employer. Significant benefit to community and substantial benefit to employer Usage Model Summary Focus on WorkKeys System Focus Shifting to WorkKeys System Focus on Credential Full Deployment of WorkKeys System Pre-Selection Using Certificate Levels and Assessment Results Training/Development National Career Readiness Certificate Adoption

18. www.workkeys.com/certificate Steve Anderson 563.391.3742 / steve.anderson @ act.org