career transcript system
TRANSCRIPT
The SCANS Career Transcript System:
Presentation for PP/VJuly 20, 2004
WIA Problems: Internal• Success is modest, sporadic and, when
it occurs, not consistently reproducible.• The measures of performance –
placements, wages, etc. – are too far removed from the training to be helpful.
• There are no good measures of learning. GED not “good.”
WIA Problems: External• WIA programs are a small minority
of learning experiences for most clients.
• WIA graduates are a small minority of employees for most employers.
• Frontline supervisors are not sufficiently trained as mentors
Lifelong learner
Extracurricular activities
High School
ServiceLearning
Part-timejobs
Youth Programs
College
On-linecourses
InternshipsCareer CommunityService
Training
WIA a small minority of learning
WIA a small minority of hiresRecruit
Select
Develop (Mentoring
)Retain
and Promot
e
Expanding Career
Transcript
PP/V
The HR Functions
The Employer
Train Clients
Develop Mentors
Certify Results
Frontline supervisors not mentors
• No reinforcement of lessons -- “not the way we do it here.”
• No feedback to training – “that is the way we teach it here.”
• Partnership between “boss” and subordinates not always created.
• Learning and career ladders not emphasized
Some Relevant PPV Projects
• WIA Performance Enhancement • Sectoral Employment • WIA Performance Enhancement • State Workforce Policy • Corporate Employment Retention
The SCANS Commission
Chartered in 1990 by President Bush, Sr. and Secretary Dole
Included business executives, unions, workers, public employees and educators
Researched the demands of the high performance workplace
Defined necessary workplace competencies: Traits, Skills, and (problem-solving) Abilities
SCANS/2000 Center overview
• 1992- SCANS 2000 Center Created at John’s Hopkins University to implement recommendations
• Over $12 million in government grants to develop and test tools in:
– High schools (including academies). – Community colleges. – Training programs (CWE)– Welfare to Work
SCANS Tools
Teaching Tools
Professional
Development
Assess & Certify
7 CD-ROMS, Textbooks, Teacher manuals (SWEP)
Career Transcript System
Training Materials
Certified Record
The Career Transcript System
– Online record of user education, training and skills history
– Secure– Confidential– Maintained by Integral 7 (they maintain
A+)
Output: Reports
Individual Career
Transcripts
Statistical Learning
Mgmt Reports
Career Transcript System
Learning Portfolio Accounts
Input: Skills Data
Qualifications, Licensures, Certifications
Standardized and Performance-based Assessments Database
Producing CTs for Individuals
Database
Interrogate Her/His Learning Portfolio
Fashion Customized CT
Paper Copy
Electronic Version
SCANS Competencies Overview
SCANS Skill Description Provider Assessment Date Organization Score Scale
Responsibility Demonstrates high standards of attendance and punctuality Understands what is expectedFulfills commitments
JHU SPA 7/01/02 CWE 86% 100%
Decision Making Identifies goalsCompiles multiple viewpointsFormulates plan of action
JHU SPA 7/01/02 CWE 75% 100%
Teamwork Assists team members JHU SPA 5/25/02 CWE 80% 100%
Transcript DetailsInstitution Course Description Grade Start Date Completion
dateCity University Medical School - CUNY
Biology 101 A January, 2002
Surgical Technician A January, 2002 May, 2002
Queensborough Community College - CUNY
Business and Technology B January, 2002 May, 2002
Standardized Test DetailsName Description Date Score
SAT Scholastic Aptitude Test June 2002 1180
Results: Baltimore High Schools (11th Grade)
Measure SCANS Comparison
Dropout Rate 11% 60+% GPA 2.11 1.31English III 1.71 1.27Algebra II 2.05 1.52
Using SCANS Skills at Higher Levels
SCANS Skill 1998-99
1999-2000
Increase
Acquire/organize/maintain Information
34.6% 68.3% 98%
Interpret/communicate Information
39.1% 76.1% 95%
Teamwork Skills 60.0% 79.0% 32%
Decision-making 1.0% 50% 500%
Technology 8.0% 18.0% 125%
Writing 29.0% 71.0% 145%
Results in Community College
• Data from Hagerstown Community College in Maryland.
• Retention (enrolled the following term) Increased by about 40%.
• The control group had a 56% retention rate, compared to 79% for the SCANS group.
Outcome Data for the Welfare-to-Work Project
GROUP RETENTION STILL QRTLY
Avg. Med. EMPL. EARN:Q8
7 SCANS Sites 10.2 8.4 62.7% NA
Balt. SCANS 13.7 13.1 71.2% $3712
Compare Results: Welfare-to-Work
Program Type % Employed X Comparison % Time Employed IndexWork First 43.0% 57.9Train First 43.7 58.8Case Management 38.9 52.4Traditional 38.3 51.5SCANS CT 74.3 100.00
