key components for determining employer level of engagement ncrc & the workkeys system tm steve...
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Key Components for Determining Employer Level of Engagement
NCRC & the WorkKeys System
TM
Steve Anderson – Regional ManagerACT – Workforce Development Division
“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
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
WorkKeys System Skill Assessments
Foundational SkillsCommunication- 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
NCRC Skills Based on Employer Demand
National Career Readiness Certificate Skills
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 minimum in each skill Core employability skills for approximately 90% of jobs
Platinum: Level 6 minimum in each skill Core employability skills for approximately 99% of jobs
Michigan National Career Certificate
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
• 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
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
Skill Data Sourcing
Specific Skill Detail:Job Profiling*SkillMap*
Approximated Skill Detail:
Estimator
Aggregate / Research Data: Occupational Profiles
O*NET- NCRC Alignments
• Employer selects company job title
• Utilize O*NET OnLine - Crosswalk Search 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
Data Driven Employer Decisions
Job OrderResume
Estimator Tests/ NCRC
Job Profile Tests / NCRC
Occupational Profiles NCRC / Alignments
Job OrderNCRC/ ResumeC
and
idat
es
Job Skill Data Requirements
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
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
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)
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
