1. WorkKeys Entry/exit Fast Break & First Step—entry-level Readiness standards System of WK Service Centers Job profiling/ Assessments  pre- employment screening; training; post- employment training Readiness standard for experiences after high school Merit Award assessment tool for high level of proficiency/readiness Metric for defining CBC M-TEPs GLTC ACT-centers for multiple on-line assessments WorkKeys in Michigan Entry/exit to post- secondary technical training programs

2. Occupational Profile Competency-based curriculum Competency Analysis Profile Industry-validated portable credential Job Profile Career ladders, promotion, hiring, training + Assessments

3. Occupational Profile Competency-based curriculum Competency Analysis Profile Industry-validated portable credential Job Profile Career ladders, promotion, hiring, training + Assessments WorkKeys Profiles The basis of the WorkKeys system is a profile conducted by a certified WorkKeys profiler and 6-8 subject matter experts (SMEs). There are two different types of profile which are used in two significantly different ways. 1. Occupational Profile For an occupational profile, the SMEs are selected each from a different company but all perform the same function (i.e. do the same job) within those companies. The resulting profile is usually used as the basis of a full competency analysis profile (CAP) which is then used for the development of a competency-based curriculum (CBC) which results in an industry-validated portable credential. The CAP takes two days to develop. The CAP is used in conjunction with a methodology such as the Wisconsin Instructional Design System (WIDS) to develop the CBC. This profile may NOT be used for hiring, promotions, career ladders, training, etc. 2. Job Profile A job profile is conducted for a specific job within a specific company. The SMEs must ALL be doing the job at that company. The profile consists of a determination of skill levels required for each of the eight (or in some cases fewer) WorkKeys skills areas, plus a determination of the technical skill levels required to do the job. The profile takes two days. When combined with assessments of potential or incumbent personnel, the profile may be used within that company only for hiring, promotions, career ladders, training, etc. A job profile is legally defensible and EEOC compliant.