1. The Power and Effectiveness of the Career Readiness Certificate Dr. Barbara BolinMitch Rosin PresidentEditorial Director McGraw-Hill/Contemporary www.nationalOCC.org www.crcconsortium.org 804-310-2552 www.mheonline com 312-233-6727 TM

2. Workforce Needs vs. Realities Workforce needs have changed and will continue to change on a global basis There are both worker shortages as well as skills gaps that must be addressed in the U.S. and internationally Over 61% of U.S. employers say it is difficult to find qualified workers to fill their vacancies The economic impacts are severe and a fundamental issue that must be addressed at several levels Current and Future Realities

3. Credentials are the new currency of employment Traditional approaches to education are fading (e.g. on-line universities) Business processes are transportable and will follow skill sets and trainability Current and Future Realities

4. 85% 80% Job Demands Are Shifting Skilled Jobs Unskilled Jobs 1950 1960 1970 1980 1990 2000 2010 Current and Future Realities

5. Trends in U.S. Job Task Content Key Shifts Underway Boomers are retiring, leaving manager gaps Service jobs now dominate (60% today up from 36% in 1960) and make up 85% of income Source: The Conference Board: The Ill Prepared U.S. Workforce (2009)

6. More than 18 million adults without a high school credential are in the labor force today. Source: Bureau of Labor Statistics, 2007 WORKER SUPPLY = EMPLOYER DEMAND What does all this mean?

7. Jobs of the Future Of the 30,000,000 new and replacement jobs between now and 2018… 63% 63% will require some college 45% will require a Bachelor’s Degree or higher 45% Source: Georgetown University Center on Education and the Workforce, 2009

8. 88 Million of 150 Million Adults in Labor Force with at Least One Educational Barrier 18,229,34051,365,340 5,177,127 8,226,214 5,005,943 No High School Diploma High School Diploma No College Speak English “Less Than Very Well” Source: U.S. Census Bureau

9. The 2010 Need More than 93 million adults score at the lower levels of national assessments of functional literacy skills and are unprepared to enroll in postsecondary education or job training. While school reform hopes to curb our nation’s workforce problem, an estimated 65% of our nation’s 2020 workforce is already beyond the reach of our educational system.

10. Jobs Come, Jobs Go 700,000 different certificates are awarded each year, but many are not transportable, transferrable, and stackable—that is, able to be combined with others. Between the ages of 18 and 42, today’s worker can expect to hold an average of 11 different jobs. Source: United States Bureau of Labor Statistics, 2006. Source: National Center for Education Statistics, 2009

11. Employers have TWO major concerns with potential and incumbent employees: 1. Poor work ethic & soft skills But how do you legally assess and train to overcome these deficiencies? 2. Lack of basic learning skills, i.e. TRAINABILITY for rapidly changing technologies and careers The CRC was created to address the trainability issue

12. The Career Readiness Certificate --A Model Framework for Guaranteeing Trainability

13. In 2004, employers, workforce development professionals and governments in 7 states agreed that: National Consensus 1)There is a need for a portable skills credential based on a common language, easily understood by employers, educators, and residents, and that certifies trainability; 2) The common language should be WorkKeys®; 3) The three WorkKeys® assessments that should form the basis of the credential: Applied Mathematics, Locating Information, and Reading For Information; 4) The credential should be multi-level; 5) The scores for each level should be 3's for Bronze, 4's for Silver, and 5's for Gold. In 2010, more than 45 states are active in the CRC Consortium

14. Career Readiness Certificate Consortium CRCs deployed statewide CRC deployment in progress Interested in deploying CRC Source: Career Readiness Certificate Consortium www.crcconsortium.org

15. Score at least Level 6 in all core areas. Foundational skills for 99% of jobs in the ACT database Score at least Level 5 in all core areas. Foundational skills for 90% of jobs in the ACT database Score at least Level 4 in all core areas. Foundational skills for 65% of jobs in the ACT database CRC Levels Used by employers for skills screening, hiring and promotion, and targeting employee training and development Credential levels indicate percent of jobs qualified for in the ACT occupational database Provides a common measure for employers to determine workers’ skill levels based on standardized assessments Skills outlined on back of CRC Score at least Level 3 in all core areas. Foundational skills for 35% of jobs in the ACT database Bronze Gold Silver Platinum Source: ACT

16. Linking Skills to Occupations Career Readiness Preparation and the CRC Source: ACT

17. Applied Mathematics Locating Information Reading for Information Skill Profile: Nursing Aides Skill Profiles/Gap Analysis Pre-assessment identifies learner skill levels. Career interest profile assessment identifies potential careers. Competency levels for each occupation help identify target skill attainment levels. Skill gaps help identify where instruction should begin. 3 2 4 3 3 2 343 Skill Gaps Learner Skill Levels Occupational Skill Levels

18. The Power of the Career Readiness Certificate Key difference in training and assessment is applying the skills to workplace situations— so in training you TEACH TO THE TASK! Students demonstrate what they can DO, not only what they KNOW

19. Reading for Information—Goals To measure the skills people use when they read and use written text in order to do a job. Written texts include memos, direction, signs, notices, bulletins, policies, and regulations. Sometimes these written communications are not necessarily well-written or targeted to the appropriate audience.

20. Locating Information—Goals To measure the skills people use when they work with workplace graphics. Workers must find information and insert information into graphics, as well as compare, analyze, and summarize information found in related graphics. Workplace graphics include charts, graphs, tables, forms, flowcharts, diagrams, floor plans, maps, and instrument gauges.

21. Applied Mathematics—Goals Measure the skills people use when they apply mathematical reasoning, critical thinking, and problem-solving techniques to work-related problems. Applied mathematics skills needed include basic and advanced computation, using percentages, converting and calculating measurements, and finding the best deal.

22. Group Participation... You will be given several minutes to complete sample questions from ONE of the WorkKeys assessments You will grade your own work! (No one will know how well you did unless you tell them)

23. Is training available to close the skills gap? Yes. On-line training is available from several reputable companies. Are there hard-copy training materials for use in the classroom? Yes. The Workplace Skills Series is now available from Contemporary/McGraw-Hill. You will be given a FREE sample of one of the books

24. Workplace Skills Series

25. Develops core contextualized skills for: –Applied Mathematics: Mathematical reasoning and critical thinking skills through realistic workplace scenarios –Reading for Information: Effective reading comprehension and synthesis skills through documents such as letters, e-mails, directions, regulations, and policies –Locating Information: Retrieve and use information communicated through graphic sources (flow charts, diagrams, forms, and tables) Provides consistent problem-solving approach in testing and workplace scenarios

26. Instruction and skill practice covering CRC Levels 3  7 in each book Builds core CRC competencies from lowest to highest level Practice and assessment of all skills learners encounter on CRC tests Contextualized Practice

27. Instruction in TABE aligned basic skills Builds core competencies from lowest to highest level Basic Skills Instruction

28. Model skill application and test-taking strategies through the Plan for Successful Solving Learners are better prepared for test-taking situations Consistent modeling builds learner confidence for problem solving in workplace and test- taking situations Models Skill Application

29. Model Skill Application Consistent problem- solving approach modeled for every skill in all three titles.

30. Provide practice applying skill in realistic workplace scenarios Robust content and problem- solving skill development Real-world scenarios link skills with actual jobs Applied scenarios increase learner motivation Contextualized Practice

31. Comprehensive Career & Industry Coverage Contextualized problems for over 800 careers across the 16 DOL Career Clusters Provides real-world problem- solving practice across a variety of careers, including green sectors Relevant problem-solving practice establishes a purpose for learning, regardless of career goals

32. CRC Benefits Educators/trainers Identify gaps between current student skills and employment needs Align curricula to meet the job skills, develop transitional skills Develop relevant lessons connected to employment opportunities Students/Job-Seekers/Training Program Participants Document their readiness for work See the connection between school or training program and work Access to instructional component to fill gaps Businesses Decrease hiring costs Make better hiring decisions Reduce turnover Decrease overtime hours Decrease training time and costs

33. CRC: Learning = Earnings BRONZEBRONZE SILVERSILVER GOLDGOLD

34. CRC: Employer ROI Northrop Grumman reduced turnover by 20% Owensboro Medical Health System reduced turnover by 32% MidAmerican Energy Company reduced turnover by 50% UPS Special Delivery reduced turnover by 85%

35. What the CRC brought to Morningstar Foods In the hiring process, a candidate who brings a CRC to the table reduces testing costs by 64%.  In 2005--total savings of $10,860.00. When an individual has obtained the CRC he/she has the requisite aptitudes for advertised positions.  On-the-job training costs for these new hires reduced by 50% or better, depending on position.  OJT cost was reduced to between $1,280.00 - $2,560.00 per employee.  In one year, savings equated to between $128,000.00 to $256,000.00 in strictly regular, hourly wages required to pay another employee to handle the OJT for our new hire.

38. Results & Outcomes... More than 1 million CRCs issued to date CRC is being extended (CRC+) to create industry-specific credentials CRC now being used as the basis for governors to certify Work-Ready Communities

39. The CRC is QUEEN! Quick Assessments are 45 minutes long; Few hours of training per WK level to raise skills Uniform Every CRC is based on the same 3 assessments and levels Effective Employers/employees/educators tout effectiveness of both training and results; Boosts self-esteem of unemployed; improves chance of employment Economical Assessments inexpensive to buy and give; CRC average cost is $45, good for 5 years Nationally recognized Transportable anywhere; Employers value skills definition on back

40. The Power and Effectiveness of the Career Readiness Certificate Dr. Barbara BolinMitch Rosin PresidentEditorial Director McGraw-Hill/Contemporary www.nationalOCC.org www.crcconsortium.org 804-310-2552 www.mheonline.com 312-233-6727