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Soft SkillsAssessment and Development

A BRIEFING AND

DISCUSSION with _

,2016

AgendaWork-Readiness - The ContextLRI'sAssessment Process - AccuVisionThe Role of Job SimulationsOverview of AccuVision: Technology, Process,Validity/Legality and PredictivenessWhat does video-delivered assessment look like?

• The program: Workforce Readiness Skills (WRS)• The Assessment Process• Feedback and Development• The value of assessment and development: to

learners, staff, administrators and employers?Discussion and Wrap-up

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AccuVisionAccuVision is a unique assessment of interpersonal competencies that:

-Combines video-based simulations of realistic job situations withcomputer-based scoring

-Pr ovides an easy-to-use, accurate measure of employer defined soft skills

The development team- I/O Psychologists, OD professionals, Instructional Designers, Trainers, IT

specialists and Educators whose roots are in industry

What makes it an accurate assessment?-Normed on experienced employees across a variety of first time jobs and

industries- AccuVision's proven value is documented by its wide use by organizations

(over 4,500,000 times) for selection and development

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Soft Skills in this Community

Employers

Are soft skills important to them? Which skills?On a scale of 1 (low) to 10, how might they rate the soft skilleffectiveness of JOBSplus applicants?

JOBSplus

Where are soft skills being taught today? Which skills?On a scale of 1 (low) to 10, how would you rate the soft skilleffectiveness of current programs?On what basis are soft skill programs revised and improved?

Video Experience - REACTIONS

AccuVision Assessments are:Competency-based: They measure the work-place behaviorsemployers identify as most important for a job.lob-related: Different levels of jobs require different levels ofsoft skills.Video delivered: Everyone sees the same situations andpeople who do not read well are not penalized.Simulation-based: Problems develop in work settings andpeople make choices in response to real-world situations.Fair and Valid: People's responses are measured againsta single standard - employer-defined effectiveness.Predictive: People who score better do better on the job.

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Workforce Readiness Skills (WRS)

Targets the soft skills - the workplace behaviors - offirst jobs across sectors: Hospitality, retail, health,maintenance, office/clerical, supermarket and othersKey competencies: Personal Qualities (PQS). CustomerCare (CCS)and awareness of employer attitudesregarding the use of personal technology (smartphones, etc.) at workProvides good information on: current skills,developmental needs and. programmatically. trainingand development's effectivenessDelivery formats: Internet and DVD (whenaccommodation is required)

The Assessment/Development Process

WRS Competencies - Mod. 2

CUSTOMER CARE

Commitment to Quality - works and communicateswith customers to satisfy their expectations

Customer Relations - Communicates in a positivemanner, especially when handling complaints orconflict

Decision-Making- Makes sound decisions whencarrying out company policies and guidelines,develops solutions for customer problems

WRS Competencies - Mod 1Personal Qualities

Act Responsibly - Exerts a high level of effort to achieve goal;attention to detail; punctual; positive

Integrity - Good sense of right and wrong

Self-Esteem - Believes in own self-worth and maintains apositive view of self; open to feedback

Self-Management - assesses accurately, sets personal goals,monitors progress, and exhibits self-control

Sociability (Teams) - Demonstrates understanding,friendliness, adaptability. empathy, and politeness in groupsettings

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WRS Competencies - Technology

This survey instrument provides general guidelines as towhat employers find to be acceptable use of smart phonesand social networks in the workplace and addresses:

If and when personal technology may be on-the-job, duringbreaks etc

Headphones' acceptability

Using company computers for personal tasks or interests

...and more.

General guidelines can be provided: Individuals need tounderstand and follow specific policies of their employer.

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WRS Content and Delivery

WRS is comprised of two Modules: PersonalQualities (PQS) and Customer Care (CCS)

PQS contains 40 minutes of video during whichviewer responds to 28 work related questions

CCS contains 37 minutes of video and 28 Questions

PQS and CCS are recorded in English and Spanish;

PQS and CCS are available in open captioning inEnglish and Spanish.

Technology Survey takes about 5 minutes tocomplete.

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Assessment Outcomes

Feedback Report: Applicant

Group ReportInterview Guide - (for Learners or Employers)Development

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Feedback Reports

• Cover Page - Probability of Success

• Skills Ranking• Skills and Task Analysis• Performance Development Strategies• Profile: A Summary of Effective

Competencies

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Outcome: Skill AnalysisilI:W{,f/fitil".r

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Feedback Report: Skill Rankings

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Outcome: Development Strategies

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Outcome: Developmentand Program Improvement

Development using

Individual development plansFacilitated discussion: http://www.learning-resources.com/Discussion Guide Excerpts.ctmWorkforce Development Curriculum: http://www.learning-resources.com/Workforce-Readiness-Training.cfmWork experiencePost-assessment

Program Improvement: Monitor soft skills growth using pre-and post-assessment results

How AccuVision makes a difference?

Video-delivered assessment enables people to see interpersonal problemsoccurring in settings to which they can relate. Viewers develop anunderstanding of an employer's perspective on workplace behavior.Feedback Reports give an objective and accurate measure of participants'strengths and the areas where improvement is needed.Feedback Reports provide specific Performance Development Strategiesfor individual skills.Individual Developmental Planning helps participants improve soft skillsthat relate to a wide variety of jobs and career paths.Re- or post-assessment provides evidence of individuals' skill gains.Post-assessment provides data upon which continuous programimprovement can be based.

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Questions, Dicussion and Close

Questions?What was not covered that you would like todiscuss? Schedule a conference call?What additional information would be helpful?

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Contact

AI LesureLearning Resources, Inc., Riverside, CTPhone: 203-637-5047E-Mail: alesure@learning-resources.com

Cabot JaffeeAlignMark, Maitland, FLPhone: 800-682-4587; Ext 3500

E-Mail: cjaffee@AlignMark.com