Talxcellenz® Job Analysis O*NET-Based Confirmatory Job Analysis Process

2019 Talxcellenz® Job Analysis O*NET-Based Confirmatory Job Analysis Process

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Talent SCM Systems

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©2019 Metrics Reporting, Inc. | www.metricsreporting.com Job Analysis Report HireReach – Davenport University Administrative Support Zone 2 Job Family August 22, 2019 This is the final job analysis report for the above job family. This job analysis was performed in accordance with the ONET-Based Confirmatory Job Analysis Process published in the Metrics Reporting Research Brief: Job Analysis and Validation. This report is organized in alignment with EEOC’s Uniform Guidelines on Employee Selection Procedures (UGESP). The headings and grey text are excerpts of UGESP. This job analysis was conducted by a job analysis team with the following members:

• James Guest, Director of Research, Metrics Reporting, Inc. • Rachel Cleveland, Technical Consultant, HireReach • Marlene Brostrom, Consultant, HireReach • Bill Guest, President and Chief Solutions Architect, Metrics Reporting, Inc. This job analysis included subject matter experts from the employer(s) listed above.

UGESP Section 15(C)(1) User(s), location(s) and date(s) of study. Dates and location(s) of the job analysis should be shown (essential). The job analysis was completed in three phases. Phase 1 included job family research using www.onetonline.org and www.talxcellenz.com, competency model research, and preparation of initial drafts of the occupational competencies (task) list, tools and technology list, occupational credentials list, and foundational competencies list. Phase 2 was the SME session. The SME session was facilitated by James Guest with support from other members of the job analysis team. In that session a representative sample of SMEs confirmed and/or edited the occupational competencies (task) list, tools and technology list, occupational credentials list, and individually determined ratings of the foundational competencies. The SMEs then together reached and documented their consensus regarding the ratings for each foundational competency. Phase 3 was the work of compiling this final report. The date and location of the SME session was August 22, 2019 at Davenport University, 6191 Kraft Ave SE, Grand Rapids, MI 49512.

Rev: 2019-08-22 Job Analysis Report Page 1 of 6 The job analysis team collaborated with the employer(s) to identify and schedule SMEs representative of the job family based on race, gender, jobs within the job family, participating employers, and locations. The list of SMEs (sign-in sheet) is provided in Appendix A. Please note that Appendix A will be provided to the employer’s human resources department and omitted from the publicly available version of this report to protect the personal information of the SMEs.

UGESP Section 15(C)(2) Problem and setting. An explicit definition of the purpose(s) of the study and the circumstances in which the study was conducted should be provided. A description of existing selection procedures and cutoff scores, if any, should be provided. This job analysis supports employer initiatives that are launching evidence-based selection process and/or evidence-based career pathways. Employers, education and training providers, and workforce development agencies may use the information in this report to improve education and training programs. Employers may also use this report to support the use of selection systems that incorporate measures of the important competencies as part of their selection processes.

UGESP Section 15(C)(3) Job analysis – Content of the job. A description of the method used to analyze the job should be provided (essential). The work behavior(s), the associated tasks, and, if the behavior results in a work product, the work products should be completely described (essential). Measures of criticality and/or importance of the work behavior(s) and the method of determining these measures should be provided (essential). Where the job analysis also identified the knowledges, skills, and abilities used in work behavior(s), an operational definition for each knowledge in terms of a body of learned information and for each skill and ability in terms of observable behaviors and outcomes, and the relationship between each knowledge, skill, or ability and each work behavior, as well as the method used to determine this relationship, should be provided (essential). The work situation should be described, including the setting in which work behavior(s) are performed, and where appropriate, the manner in which knowledges, skills or abilities are used, and the complexity and difficulty of the knowledge, skill, or ability as used in the work behavior(s). The job analysis method used to analyze this job family is described thoroughly in the Research Brief: Job Analysis and Validation. Preparation for the job analysis was supported by the Talxcellenz® website. The O*NET-defined knowledge, skills, abilities, educational levels, interests, work values, work styles, work activities, work contexts, wages, and job zone for each occupation code were compiled into a Job

Rev: 2019-08-22 Job Analysis Report Page 2 of 6 Family Portrait to illustrate the job-related elements and to calculate the average ratings for each element. The O*NET-defined foundational competency elements were also combined into the Talxcellenz® Foundational Competency framework to calculate the importance ratings and level ratings for each of the 22 foundational competencies. The O*NET provides an indirect linking of competencies to tasks by providing a task list and corresponding Detailed Work Activities (DWAs) along with importance ratings and level ratings for each competency and for each occupational code. As this occupational level data is combined at the job family level, the foundational competencies are linked to the tasks and the DWAs based on the linking in the O*NET taxonomy. The Appendices listed at the end of this report provide supporting information describing the content of the jobs in this job family.

UGESP Section 15(C)(4) Selection procedure and its content. Selection procedures, including those constructed by or for the user, specific training requirements, composites of selection procedures, and any other procedure supported by content validity, should be completely and explicitly described or attached (essential). If commercially available selection procedures are used, they should be described by title, form, and publisher (essential). The behaviors measured or sampled by the selection procedure should be explicitly described (essential). Where the selection procedure purports to measure a knowledge, skill, or ability, evidence that the selection procedure measures and is a representative sample of the knowledge, skill, or ability should be provided (essential). The primary purpose of this job analysis is to provide information to support the incorporation of competencies in evidence-based selection processes and evidence- based career pathways that are part of employers’ talent supply chains. Clear communication of competencies that are documented as job-related enables talent acquisition professionals to improve selection decisions and enables education and training providers to improve programs by appropriately focusing competency development and occupational training on areas that are related to job performance. This in turn helps individuals enter and advance along career pathways. The information in this report can also be used to improve the quality of career coaching by using occupational and foundational competency information to

Rev: 2019-08-22 Job Analysis Report Page 3 of 6 support career guidance and decision making. Evidence-based career profiles will also benefit by aligning portfolio content with these documented job-related competencies. Employers may also use this report to support selection systems that incorporate the important job-related competencies using selection tools such as reliable assessments, structured interview guides, and other reliable methods.

UGESP Section 15(C)(5) Relationship between the selection procedure and the job. The evidence demonstrating that the selection procedure is a representative work sample, a representative sample of the work behavior(s), or a representative sample of a knowledge, skill, or ability as used as part of a work behavior and necessary for that behavior should be provided (essential). The user should identify the work behavior(s) which each item or part of the selection procedure is intended to sample or measure (essential). Where the selection procedure purports to sample a work behavior or to provide a sample of a work product, a comparison should be provided of the manner, setting, and the level of complexity of the selection procedure with those of the work situation (essential). If any steps were taken to reduce adverse impact on a race, sex, or ethic group in the content of the procedure or in its administration, these steps should be described. Establishment of time limits, if any, and how these limits are related to the speed with which duties must per performed on the job, should be explained. Measures of central tendency (e.g., means) and measures of dispersion (e.g., standard deviations) and estimates of reliability should be reported for all selection procedures if available. Such reports should be made for relevant race, sex, and ethnic subgroups, at least on a statistically reliable sample basis. This report documents the O*NET-defined occupational and foundational competencies that are job-related so that employers, educators and training providers can align career pathways, career coaching, career profiles, and selection systems with the important job-related competencies. The ONET-Based Confirmatory Job Analysis Process was developed and refined by Metrics Reporting in work with Mercy Health, a Regional Ministry of Trinity Health. The following steps were taken to reduce adverse impact: (1) personality tests were added to cognitive tests, (2) independent reference-check data was added, (3) structured interview guides were implemented, (4) banding scores, and (5) a compensatory decision making method was implemented to reinforce the use of whole-person evidence with no single element used as a cut-score. Metrics Reporting’s work improved diversity as evidenced by increasingly diverse hiring rates resulting in an increasingly diverse workforce.

Rev: 2019-08-22 Job Analysis Report Page 4 of 6 The objective of this work is to help employers improve selection processes and help regions improve sector initiatives by building demand-driven competency-based career pathways that are intentionally inclusive. The ONET-Based Confirmatory Job Analysis Process was redesigned to support regions (WIOA agencies, community colleges, human services, and other community partners) to reach out to under- represented populations.

UGESP Section 15(C)(6) Alternative procedures investigated. The alternative selection procedures investigated and available evidence of their impact should be identified (essential). The scope, method, and findings of the investigation, and the conclusions reached in light of the findings, should be fully described (essential). Steps to reduce adverse impact are detailed above in UGESP Section 15(C)(5). The earlier evolution of the process resulted in a compensatory selection process that yields improved diversity.

UGESP Section 15(C)(7) Uses and applications. The methods considered for use of the selection procedure (e.g., as a screening device with a cutoff score, for grouping or ranking, or combined with other procedures in a battery) and available evidence of their impact should be described (essential). This description should include the rationale for choosing the method for operational use, and the evidence of the validity and utility of the procedure as it is to be used (essential). The purpose for which the procedure is to be used (e.g., hiring transfer, promotion) should be described (essential). If the selection procedure is used with a cutoff score, the user should describe the way in which normal expectations of proficiency within the work force were determined and the way in which the cutoff score was determined (essential). In addition, if the selection procedure is to be used for ranking, the user should specify the evidence showing that a higher score on the selection procedure is likely to result in better job performance. Uses and applications are detailed above in UGESP Section 15(C)(4).

UGESP Section 15(C)(8) Contact person. The name, mailing address, and telephone number of the person who may be contacted for further information about the validity study should be provided (essential). Bill Guest, President and Chief Solutions Architect Metrics Reporting, Inc. 7063 Country Springs Drive Byron Center, Michigan 49315 [email protected]

Rev: 2019-08-22 Job Analysis Report Page 5 of 6 UGESP Section 15(C)(9) Accuracy and completeness. The report should describe the steps taken to assure the accuracy and completeness of the collection, analysis, and report of data and results. Jobs were organized into job families to leverage the extensive O*NET data of the U.S. Department of Labor. The O*NET is the nation’s largest source of information on jobs. O*NET data was used extensively as detailed above in UGESP Section 15(C)(3). The ONET-Based Confirmatory Job Analysis Process is designed to build upon the cumulative knowledge contained in the O*NET. List of Appendices: • Appendix A is the confidential list of subject matter experts (SMEs) that participated in the job analysis SME session. This list is on file at the employer(s) and not included in this report because it contains confidential demographic information about the SMEs. • Appendix B provides the Research Brief: Job Analysis and Validation published by Metrics Reporting, Inc. at www.metricsreporting.com • Appendix C provides the Job Family Definition which documents the O*NET codes and occupational titles related to this job family. • Appendix D provides the Occupational Competencies List based on the Detailed Work Activities (DWAs) from the O*NET. • Appendix E provides the final Tools and Technology List. • Appendix F provides the final Credentials List. • Appendix G provides a list of the Foundational Competency Definitions. The 22 foundational competencies are a logical grouping of related O*NET elements. Definitions for each competency are provided and supported by the O*NET definitions of the related elements. • Appendix H provides example O*NET Skills and Abilities Questionnaire Rating Instructions for the skill of Writing and ability of Arm-Hand Steadiness. • Appendix I provides the Foundational Competency Level Rating Anchors. • Appendix J provides the Foundational Competency Rating Sheet that documents foundational competency importance ratings as determined by SME Consensus.

Rev: 2019-08-22 Job Analysis Report Page 6 of 6 RESEARCH BRIEF Talxcellenz® Metrics Reporting, Inc.

February 2019

Job Analysis and Validation Authors: Bill Guest and James Guest Ph.D. Technical Guidance and Editing: Ryan Gimarc, John Cleveland and Jim Sharf Ph.D. This research brief introduces the Talxcellenz® O*NET-Based Confirmatory Job Analysis Process and validation studies. Job analysis is a method to determine the competencies that are measurably related to job performance. Occupational and foundational competencies are the essential items that workers need to know and be able to do on the job. The Talxcellenz® job analysis process leverages O*NET information and engages local subject matter experts (SMEs) to confirm the competencies related to job performance. Validation studies are conducted to confirm the assessments used to measure competencies are in fact related to job performance measures.

This research brief is one in a series to support regional implementations ofTalent Supply Chain Management (TSCM)urrent published oo by Metrics Reporting, Inc. (MRI). The firstTagline page Update of Optioneach brief1a includes a summary of the topic along with publication date, title, authors, and suggested citation. The last page of each brief is an appendix that provides a one-page overview of the essential elements of TSCM. Pages two through eleven are the body of the brief. Each brief provides a pragmatic summary of one important element of TSCM. In addition to the research briefs we also publish three guidebooks that are availableTalent SCM at Amazon.com.Systems

• The Stakeholder Guidebook provides step-by-step guidance for creating local and regional initiatives around demand- driven, evidence-based career pathways. Tagline Update Option 1b • The Career Navigation System Guidebook provides step-by-step guidance for practitioners that defines and specifies components of demand-driven, evidence-based career pathways including the 7-step career pathway model, coaching, and profiles. • The Talent Excellence System Guidebook provides an introduction to Talxcellenz® processes and tools for job analysis and validation studies to support robust demand-driven, evidence-based career pathways. Talent SCM Systems Suggested Citation: Guest, Bill & Guest, James (February 2019). Job Analysis and Validation. Talxcellenz® Research Brief. Metrics Reporting, Inc. Published at www.metricsreporting.com.

Tagline Update Option 1c

Job Analysis and Validation Introduction Confirmatory job analysis is critical to the development of evidence-based career pathways and is a foundational practice of Talent Supply Chain Management (TCSM). In this brief we offer an overview of what confirmatory job analysis is and we focus on how an open-source job analysis process can be used by employers, education and training partners, and community partners to improve career pathway initiatives by identifying competencies that are measurably related to job performance. This introduction is intended to provide an introduction suitable for workforce professionals thinking about adopting job analysis as a tool in their practice, as well as for director-level human resource and management professionals interested in improving their employer-led career pathway projects with the rigorous data supplied by job analysis. MRI’s Talent Excellence System Guidebook provides a second, more thorough discussion. What is Job Analysis? Job analysis is a family of procedures used to identify the content of a job in terms of the activities involved in the work, the competencies or attributes of the individuals that do the job, or the job requirements needed to perform the work activities. Job analysis provides detailed information to organizations that helps to determine which potential or incumbent employees are the best fit for specific jobs. A job analyst is someone who plans and conducts employer specific or regional consortia-style job analyses and supports validation studies. The role of the job analyst is to collect and examine the information necessary to define and validate competencies that can be measurably related to job performance. Through job analysis, the job analyst discerns the important tasks of the job (job tasks), how these tasks are carried out (occupational competencies), and the personal skills and work behaviors needed to perform the job successfully (foundational competencies). The process of job analysis requires the analyst to describe the duties of the employee, the nature and conditions of the work, and finally some basic qualifications. There is currently no organized industry standard process for defining and validating the full spectrum of competencies. There are numerous solutions, some open-sourced and others proprietary, that each have their advantages and disadvantages. Metrics Reporting, Inc. (MRI) has developed The Talent Excellence System (Talxcellenz®) and the Talxcellenz® website to supply tools and guidance for job analysts seeking to define, validate, and openly communicate competencies that can be measurably related to job performance. The Talxcellenz® system is rooted in openly available O*NET data that MRI’s tools and processes make easier to navigate and use. These tools and processes provide a foundation for a cooperative and openly shared competency-based talent supply chain system that aligns employers, individuals, education and training partners and other community organizations.

Job Analysis and Validation | Page 2 of 12 Research Brief Metrics Reporting, Inc.

O*NET-Based Confirmatory Job Analysis In Talxcellenz® O*NET-Based Confirmatory Job Analysis, we use O*NET data gathered and organized by Talxcellenz® tools to clarify occupational and foundational competencies that define the things individuals need to know and be able to do at work. The O*NET is a project of the US Department of Labor (USDOL) and the nation’s largest database for job related information. The O*NET model contains hundreds of competency elements of knowledge, skills, abilities, work styles, and more. Many job analysis methods start with a blank sheet and define the job from scratch. Our process is designed to efficiently build upon the extensive knowledge already compiled in the USDOL O*NET database about the jobs in each job family. The purpose of this analysis is to take a general view of a family of jobs – we do not look at every job in an organization individually, but rather at more reliable and representative groups of related jobs. We strive to identify the essential core competencies of job families. We then have that information confirmed by subject matter experts (SMEs) – a representative group of incumbent employees with relevant experience in the jobs – assess, alter as necessary, and confirm that the competencies we have identified are an accurate description of the work they do. The results of this work can then be used by employers, educators, and community partners to improve each of their contributions to career pathway initiatives. In what follows we’ll take a close enough look at the three steps in the confirmatory job analysis process to provide stakeholders an overview of the process. STEP ONE: Preparation. In the first step of the Talxcellenz® job analysis process, we collect and organize O*NET data via the Talxcellenz® website to create job families that cover the jobs employers (or other partners) want to understand. We then conduct competency model research and prepare initial drafts of a series of documents to be used in the SME sessions with incumbent employees. Creating Job Families A job family is a set of jobs that are logically grouped by similar job characteristics such as knowledge, skills, abilities, behavioral skills, training requirements, education level, compensation and other factors. Well-designed job families are organized so that each job occurs in only one job family in each sector and is never placed in multiple job families. A single job family, however, may sometimes include job codes from different departments within an organization.1

1 See MRI’s Research Brief “How to Create Uniform Job Families Across US Economic Sectors” for more details about job families and our comprehensive job family list for the major industry sectors of the US economy.

Job Analysis and Validation | Page 3 of 12 Figure 1: 7-Step Career Pathway Diagram

Research Brief Metrics Reporting, Inc.

Competency Model Research Research and preparation are essential elements of the process, and there are rarely cases where it would be advisable to define the job from scratch. The purpose of this phase is to conduct research to gather, clarify, and document already available information about the jobs in the job family in order to work as efficiently as possible. Prepare Initial Drafts of SME Documents We leverage O*NET data to prepare the following documents: Job Family Definition: Job families are defined by a short list of O*NET occupations (3 to 5) that best describe the jobs in the job family. A definition document is created by listing the O*NET information for each of the occupations. See Figure 1.

Job Family Definition for: Industrial Maintenance Mechanic The job family of Industrial Maintenance Mechanic is defined as a group of jobs that generally fall within the definitions of the following O*NET occupations. The occupational competencies list, foundational competencies list, and tools and technology list prepared for the job analysis session with subject matter experts (SME) are a combination of the relevant O*NET data for these codes:

49-9071.00 - Maintenance and Repair Workers, General Perform work involving the skills of two or more maintenance or craft occupations to keep machines, mechanical equipment, or the structure of an establishment in repair. Duties may involve pipe fitting; boiler making; insulating; welding; machining; carpentry; repairing electrical or mechanical equipment; installing, aligning, and balancing new equipment; and repairing buildings, floors, or stairs. Sample of reported job titles: Building Maintenance Mechanic, Building Mechanic, Equipment Engineering Technician, Facilities Manager, Maintenance Engineer, Maintenance Man, Maintenance Mechanic, Maintenance Supervisor, Maintenance Technician, Maintenance Worker

49-9041.00 - Industrial Machinery Mechanics Repair, install, adjust, or maintain industrial production and processing machinery or refinery and pipeline distribution systems. Sample of reported job titles: Fixer, Industrial Machinery Mechanic, Industrial Mechanic, Loom Fixer, Machine Adjuster, Maintenance Mechanic, Maintenance Technician, Master Mechanic, Mechanic, Overhauler

Figure49- 9043.001: Partial - Maintenancelist of occupations Workers, that define Machiner the joby family. Lubricate machinery, change parts, or perform other routine machinery maintenance. Occupational Competencies (Task List) are the technical knowledge and skills that are Sample of reported job titles: Lubricator, Machine Repairer, Maintainer, Maintenance Electrician, Maintenance alignedMan, Maintenance with each Mechanic, job family. Maintenance The measure Technician, of a Maintenancesound job analysisWorker, Oiler, is a Overhaulervalid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations.49-2094.00 - Electrical andThe Electronicstask list is Repairers, based Commercialon Detailed and Work Industrial Activities Equipmen t(DWAs) from the O*NET GeneralizedRepair, test, adjust,Work or Activities install electronic (GWA) equipment, taxonomy. such as This industrial is one controls, level transmitters,more general and thanantennas. the “tasks” containedSample of inreported O*NET. job Because titles: Control we Technician, are working Electrical with and job Instrument families Mechanic,rather than Electrical individual and Instrument jobs, Technician (E&I Tech), Electrical Maintenance Technician, Electrical Technician, I&C Tech (Instrument and Control thisTechnician), higher level Instrument of generality and Electrical promotes Technician greater (I&E Tech), agreement Repair Technician, among Service SMEs Technician, and is more Technical useful forSupport education Specialist and community partners that provide job training. Employers use these lists

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Job Family Definition Industrial Maintenance Mechanic Page 1 of 1 Research Brief Metrics Reporting, Inc. to improve job descriptions and, more importantly, to communicate these competency requirements to education & training partners. See Figure 2.

Talxcellenz® - Occupational Competencies List - Human Resources

O*NET Occupation Titles (O*NET Code): Human Resources Specialists (13-1071.00); Human Resources Managers (11-3121.00); Administrative Services Managers (11-3011.00); Training and Development Managers (11-3131.00) Generalized Work Intermediate Work Detailed Work Activities O*NET Tasks Key: Major Groups Minor Groups Activities (GWAs) Activities (IWAs) (DWAs) (Supporting Details) Instructions: Review, confirm, or edit the numbered tasks below (DWAs).

Information Input - Where and how are the information and data gained that are needed to perform this job? Looking for and Receiving Job-Related Information - How is information obtained to perform this job? Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources. Collect data about consumer needs or opinions. 1. Conduct opinion surveys or needs assessments. Analyze training needs to develop new training programs or modify and improve existing programs. Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors. Investigate incidents or accidents. 2. Investigate industrial or transportation accidents. Investigate and report on industrial accidents for insurance carriers. Interview people to obtain information. 3. Interview employees, customers, or others to collect information. Figure 2: Partial occupational competencies list (task list) for the human resources job family. The Tools and Technology List is a straightforward list of tools and technology used in the specific job family under review. This list is helpful for updating job descriptions and for education and training purposes. We have found that the tools and technology lists in the O*NET require editing to update them to reflect current technologies. They are a very useful starting point for SMEs to create an accurate list of tools and technologies important to the job family. See Figure 3. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® -Occupational Competencies List -Human Resources 2/1/19, Page1 of 1 Type Title Example Tools Scanners Scanners Tools Special purpose telephones Multi-line telephone systems Tools Tablet computers Tablet computers Tools Touch screen monitors Touch screen monitors Tools Voice mail systems Voice mail systems Technology Accounting software Accounting software Technology Accounting software Accounts payable software Technology Accounting software Accounts receivable software Technology Accounting software Allscripts Professional PM Technology Accounting software Automated billing software Technology Accounting software Billing software Technology Accounting software Bookkeeping software Technology Accounting software Brightree software Technology Accounting software Fund accounting software Figure 3: Partial Tools and Technology list for the Customer Services job family at a healthcare employer. GE Healthcare Centricity Practice Technology Accounting software software Technology Accounting software Job IntuitAnalysis Quick andBooks Validation | Page 5 of 12 Technology Accounting software Intuit QuickBooks software Technology Accounting software Medical billing software Technology Accounting software NDCMedisoft software Technology Accounting software Prime Clinical Systems software QMSoftware Receivables Technology Accounting software Management Technology Accounting software Sage 50 Accounting Technology Accounting software Sage Medical Manager Technology Accounting software Sage Peachtree software Technology Accounting software Seasoft software Technology Accounting software Siemens Soarian Financials Technology Accounting software Thomson Reuters Elite Enterprise Technology Analytical or scientific software Minitab software Patient satisfaction assessment Technology Analytical or scientific software software Technology Analytical or scientific software SAS software Technology Analytical or scientific software SPSS software Technology Analytical or scientific software StataCorp Stata Technology Backup or archival software Veritas NetBackup Technology Business intelligence and data analysis software IBM Cognos Impromptu Oracle Business Intelligence Technology Business intelligence and data analysis software Enterprise Edition Technology Calendar and scheduling software Appointment scheduling software Electronic calendar management Technology Calendar and scheduling software software Technology Calendar and scheduling software IDX Groupcast MD Synergy Medical Appointment Technology Calendar and scheduling software Scheduling Technology Calendar and scheduling software Scheduling software Technology Calendar and scheduling software Siemens Soarian Scheduling

evised -- ise - ster ervice - Ts and Techny ist ae Research Brief Metrics Reporting, Inc.

The Credentials Rating Matrix is designed to gather and record employer ratings for various credentials related to the job family. An initial list is generated using theFind Certifications link in the O*NET. The list is revised based on employer input and ratings. See Figure 4.

Figure 4: A partial list of credentials with employer ratings for the Medical Assistants job family. The Foundational Competencies List contains the skills and behaviors related to the performance of the tasks required by the job. These are sometimes called “soft skills” or “personal skills” and can help individuals receiving career coaching assess their fit for a job as well as education and training partners develop learning exercises to give students an opportunity to practice these behaviors. See Figure 5 below and Figure 7 in the next section. y c n e t e pmo C oundational Competency eﬁnitions

Element ame escription

Communication Competencies istening to others to receie erbal information ivin attentin t what ther pepe are sayin, tain tie t nderstand the pints Active istenin bein ade, asin estins as apprpriate, and nt interrptin at inapprpriate ties. The abiity t isten t and nderstand inratin and ideas presented

istening ra prehensin thrh spen wrds and sentences. peech ecnitin The abiity t identify and nderstand the speech anther persn. Speaing to others to coney erbal information peain Tain t thers t cnvey inratin eﬀectivey. ra pressin The abiity t cnicate inratin and ideas in speain s thers wi nderstand. pe aing S peech arity The abiity t spea ceary s thers can nderstand y.

Figure 5: A couple definitions for MRI JOFI (JobFit) foundational competencies. JOFI is our composite list of 22 competencies composed of the full list competency elements from the O*NET, which makes the list more manageable for SMEs. “Listening” and “Speaking,” for example, each combine three separate elements from the O*NET.

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The Foundational Competency Ratings in the O*NET cover: Importance (IM) and Level (LV). The importance ratings are on a 5-point scale of: not important, somewhat important, important, very important, and extremely important. Level ratings are on a 7-point scale with 1 being the lowest level and 7 the highest level. Rating anchors are provided to guide the level ratings. See Figure 6 below.

Competency Family Level Anchors Competency Anchors for Low-Points (typically L2) Anchors for Mid-Points (typically L4) Anchors for High-Points (typically L6) Note: Anchors are levels 2, 4, and 6 unless noted. The competency is marked with an asterisk* and the different anchor level is noted in parenthesis (Lx). Cognitive Communication Competencies Listening

Active Listening Take a customer's order Answer inquiries regarding credit references Preside as judge in a complex legal disagreement

Oral Comprehension Understand a television commercial Understand a coach's oral instructions for a sport Understand a lecture on advanced physics

Speaking Interview applicants to obtain personal and work Speaking Greet tourists and explain tourist attractions Argue a legal case before the Supreme Court history Explain advanced principles of genetics to college Oral Expression Cancel newspaper delivery by phone Give instructions to a lost motorist freshmen Reading Read step-by-step instructions for completing a Read a memo from management describing new Read a scientific journal article describing surgical Reading Comprehension form personnel policies procedures Understand an instruction book on repairing missile Written Comprehension Understand signs on the highway Understand an apartment lease guidance systems Writing

Writing Take a telephone message Write a memo to staff outlining new directives Write a novel for publication Write a note to remind someone to take food out Written Expression* Write a job recommendation for a subordinate Write an advanced economics textbook of the freezer (L1) Figure 6: A partial list of the rating anchors for the foundational competency level ratings. STEP TWO: Subject Matter Expert (SME) Session. An SME session is a discussion with a representative group of subject matter experts from the job family under review that is facilitated by a job analyst with support from employers and community partners. Typically, we seek out 5 to 7 SMEs that each have 3 to 5 years Figure 3: Summary of Actions and Outcomes for West Michigan’s 7-Step model. of experience doing these jobs. The SMEs have the final say about the adequacy of the preparation work and their input is the basis of any modifications of the occupational competencies, foundational competencies or tools and technology lists. The SME session typically takes about 3 hours and involves several core tasks: JOFI Foundational Comptencies, Rev: 2016-11-01 Copyright (c) 2016 by Bill Guest, Metrics Reporting, Inc. Page 1 of 1 • First, we review the job family definition document to confirm that we have used the right subset of O*NET occupations to prepare the competency lists. • Second, we engage in a line-by-line review of the Occupational Competencies list and edit as needed. It is useful to provide SMEs with an overview of how the list is arranged and how it was compiled. The job analyst may prompt the SMEs to confirm each item and ot check if critical tasks are missing for any task families (GWAs) that do not have a ask.t As they work together, SME representatives from different jobs within the same jobamily f begin to see the similarities more clearly and think about their jobs at a general level.

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• Third, we review and edit the Tools and Technology List. The job analyst may complete a line-by-line review or ask SMEs to take a few moments to review individually. Then the job analyst edits the Tools and Technology list in accordance with the SME input. • Fourth, we review the credentials list and individual ratings, come to consensus, and record the consensus ratings for each credential in the Overall column. • Fifth, ew review the Foundational Competency Definitions. MRI uses a proprietary framework that reduces multiple competencies into 22 MRI JOFI (JobFit) competencies. This makes the list more manageable, and we have a worksheet that displays the groupings so that any community partners using their own O*NET aligned competencies can easily create a cross-walk. We review the definitions in detail so that SMEs know exactly what behaviors they are talking about when they rate the importance of the Foundational Competencies. When they feel comfortable with the definitions, SMEs are then each asked to use a provided worksheet to individually rate the Foundational Competencies on a five-point importance scale: not important, somewhat important, important, very important, extremely important. When finished, the job analyst leads a collective discussion that continues until the SMEs reach consensus on the ratings.

Competency Competency Family Definitions Important Not Important Very Important Extremely Important Somewhat Important

Character Competencies

Achievement 70 X Personal goal setting, trying to succeed at those goals, and striving to be competent in own work. Orientation

X Teamwork Being pleasant, cooperative, sensitive, easy to get a long with, and associating with others.

X Adaptability Maturity, poise, flexibility, and restraint to cope with pressure, stress, criticism, and setbacks.

X Responsibility Dependability, working correctly and carefully, and being trustworthy, accountable, and detailed.

X Ingenuity Generating useful ideas and thinking things through logically.

X Decisive Having an impact on others, displaying energy, leadership, and guiding & depending on oneself.

Figure 7: Portion of the SME Foundational Competency Ratings sheet. Note that ratings ascend from not important to extremely important, left to right. “X” marks the SME consensus rating. When the SMEs do not agree with the baseline O*NET data, we note the numerical rating supplied by the O*NET in the appropriate box. (See “Achievement Orientation” above: in that case, SMEs said “extremely important,” while the O*NET baseline data is consistent with “Very Important.”)

Job Analysis and Validation | Page 8 of 12

STEP THREE: Job Analysis Report. The job analysis report includes a series of documents that will need to be properly archived for purposes of sharing information with education and training providers and for employer compliance with EEOC’s Uniform Guidelines on Employee Selection Procedures. The main body of the report that will be shared with community partners will include the final versions of the job definition, occupational competencies, tools and technology, and foundational competencies for each job. A more detailed report for archival purposes should include a final version of the following: • Job Definition • Occupational Competencies list • Tools and Technology list • SME ratings of Foundational competencies (importance levels) • List of SMEs that participated • List of related occupational credentials Validation Studies This is a complex topic and we wish only to point out two important aspects of it here — that competencies can be reliably measured, and that there are two kinds of validation studies that can demonstrate the effectiveness of using competencies to select and coach individuals as they enter and advance in their jobs. Assessments Experts in the field of Industrial / Organizational Psychology have designed a number of reliable ways to measure various work-related competencies. For example, cognitive ability tests assess abilities involved in thinking (e.g. reasoning, perception, memory, verbal and mathematical ability, and problem solving). These tests measure cognitive ability by posing questions that are designed to estimate applicants’ potential to use mental processes to solve work-related problems or to acquire new job knowledge. Some common tests include: • ETS WorkFORCE Assessment for Cognitive Ability • ACT WorkKeys Assessments • Comprehensive Adult Student Assessment Systems (CASAS) • Test of Adult Basic Education (TABE) Similarly, personality tests are designed to systematically elicit information about motivations, preferences, interests, emotional make-up, and style of interacting with people and situations. Personality measures may take the form of interviews (structured interviews), or self-report inventories (assessments) that typically ask applicants to rate their level of agreement with a series of statements designed to measure their standing on relatively stable personality traits.

Job Analysis and Validation | Page 9 of 12 Research Brief Metrics Reporting, Inc.

Some common tests include: • ETS WorkFORCE Assessment for Job Fit • Hogan Personality Inventory (HPI) • California Personality Inventory (CPI) • ACT WorkKeys Talent Assessment • NEO Personality Inventory Reliability is foundational to validity. Reliability is about consistency. An assessment that consistently returns the same score for a competency measure is considered a reliable assessment. Consistency in the measure of competencies improves the validity of the assessment to predict job performance. It is important to use reliable assessments in evidence- based selection processes and evidence-based career pathways so that the guidance provided by the assessments is accurate. Validation Studies Tests such as those just mentioned can be used for selection or development purposes. An employer using assessments for these purposes will be collecting data in order to validate over time that the instruments are in fact measuring job-related competencies and adjust use as necessary in order to attain increasingly precise results. Concurrent Validation: Concurrent validation refers to a validation study that is conducted with incumbent employees at an organization or consortia of employers. Employees that are representative of the job families targeted by the study are identified. They are invited to participate and asked to complete the assessments that are proposed for use. Job performance data for those employees are also collected. Industrial psychologists and statisticians then analyze the data pairs to determine the correlations between the predictor measures on the assessments and the job performance measures. The goal of the study is to determine the predictive validity of the various test scores to determine which if any will be useful as selection tools. The correlations of the useful measures are documented in a validation study report. Longitudinal Validation: Longitudinal validation is similar to the concurrent validation described above except that the data is collected over a period of time while the assessments are used for their intended purpose. Technically they are both criterion-related validation studies. The criterion is the measure of job performance. And the predictors—the assessment scores—are related to the measure of job performance. The difference is that in a longitudinal study, new hire test scores and job performance measures are used instead of incumbent employees. The advantage of longitudinal studies is that new hires will have already taken the tests and it is only a matter of time required to gather the performance data. The disadvantage, however, is precisely the time delay that this method requires. Concurrent studies are arranged if the data is needed to calibrate assessments for a new job family or new test use.

Job Analysis and Validation | Page 10 of 12 Research Brief Metrics Reporting, Inc.

Concurrent and longitudinal criterion-related validity studies provide further evidence that the competencies defined by the job analysis are in fact measurably related to job performance. The validation study results determine which competency assessments have sufficient validity to be utilized in selection processes and career coaching and document those findings. Validation is an important and challenging topic. We recommend consultingStandards for Educational and Psychological Testing and Alternative Validation Strategies for further details. Conclusion: Use Cases for the Job Analysis Report Employers: Employers can use the results of job analysis in a number of ways. The simplest way is to use the information gathered to revise job descriptions which frequently under- or over-specify job requirements. Job analysis provides an accurate picture of job requirements. Job analysis also supports the development of the evidence-based selection process (EBSP). EBSP leverages the use of highly relevant quantitative information about applicants to improve selection decisions. MRI worked with Mercy Health in West Michigan and Saint Alphonsus in Boise, Idaho to develop a fair, objective, data-driven strategy that helps their organizations make better hiring decisions. It’s proven to improve quality of hire, reduce first-year turnover, and increase workforce diversity.2 Finally, job analysis provides the information that can help Human Resources make connections between job families and develop internal career pathways from entry-level to middle-skills jobs and beyond. Education and Training: There are two main ways that educational and training providers can benefit from job analysis: (1) by participating in the job analysis process, and (2) reviewing the contents of the report. Documenting and clearly communicating the competencies that are job-related enables education and training providers to improve programs by appropriately focusing competency development and occupational training on areas that are related to job performance. We see the job analysis process as collective work that is inclusive of employers, education and training providers, and community partners. The job analysis report is the result and documentation of that effort. That report can then be included in the information used to shape and improve curricula and skills-based learning offered by educational and training providers.3

2 Please see our Research Brief on Evidence-Based Selection and this CareerSTAT case study of Mercy Health for more details. 3 Please see our Research Brief on Evidence-Based Career Pathways which discusses this topic from the individual participant perspective.

Job Analysis and Validation | Page 11 of 12 urrent oo Tagline Update Option 1a

Talent SCM Systems

Tagline Update Option 1b

Talent SCM Systems

Tagline Update Option 1c

RESEARCH BRIEF Talent SCM Systems Metrics Reporting, Inc.

Appendix Talent Supply Chain Management (TSCM) is a holistic set of solutions that enables employers and regions to build reliable pipelines of high-quality talent to meet their needs. The mission of Metrics Reporting, Inc. (MRI) is to design and implement the best TSCM systems in the world. MRI designs and implements demand-driven, evidence-based career pathways that meet the needs of regional employers and provide a clear path for individuals to prepare for and secure good jobs. There are three essential components of TSCM: 1. Evidence-Based Selection Process (EBSP) is a decision-making model that elevates reliable evidence of applicant characteristics that are measurably related to job performance and reduces the use of elements that are not valid predictors of performance. • Cognitive measures that indicate critical thinking and problem-solving skills • Personality measures that indicate workplace behavioral skills • Measures of previous workplace behaviors via structured interviews and references • Continuous improvement based on talent analytics 2. Evidence-Based Career Pathways (EBCP) meet the talent needs of employers and provide clear pathways for individuals to develop the skills to get and keep good jobs. • Seven-step career pathway model to support career navigation • Four-step evidence-based career coaching to define and document career plans • Use career profiles including evidence of skills aligned with employer requirements indicating that an individual is a highly qualified applicant 3. Support Activities: Sectors, Jobs, Job Families, Job Analysis, and Validation Studies Employers need to be organized into sector-based career councils, and job information needs to be gathered, analyzed, and published. • Regional careers councils are organized for each industry sector to prioritize needs • Regional competency models create a common language around skills • Careers councils organize and confirm supply-demand data • Jobs are aligned with SOC codes and O*NET codes to leverage occupational information • Jobs are grouped into job families with common competency requirements • Consortia-style job analysis engages subject matter experts (SMEs) from employers • Job information is published with foundational competencies, occupational competencies, tools and technologies lists, and credentials requirements • Validation studies confirm that hiring requirements are related to job performance

Bill Guest President and Chief Solutions Architect 616.430.0828 [email protected] Appendix C – Job Family Definition Job Family Definition for: Administrative Support

The job family of Administrative Support is defined as a group of jobs that generally fall within the definitions of the following O*NET occupations. The occupational competencies list, foundational competencies list, and tools and technology list prepared for the job analysis session with subject matter experts (SME) are a combination of the relevant O*NET data for these codes:

43-3051.00 - Payroll and Timekeeping Clerks Compile and record employee time and payroll data. May compute employees' time worked, production, and commission. May compute and post wages and deductions, or prepare paychecks. Sample of reported job titles: Accounting Technician, Human Resources Assistant (HR Assistant), Payroll Administrator, Payroll Assistant, Payroll Clerk, Payroll Coordinator, Payroll Manager, Payroll Representative, Payroll Specialist, Payroll Technician.

43-4051.00 - Customer Service Representatives Interact with customers to provide information in response to inquiries about products and services and to handle and resolve complaints. Sample of reported job titles: Account Manager, Account Representative, Call Center Representative, Client Services Representative, Customer Care Representative (CCR), Customer Service Agent, Customer Service Representative (Customer Service Rep), Customer Service Specialist, Member Services Representative, Sales Facilitator.

43-4121.00 - Library Assistants, Clerical Compile records, sort, shelve, issue, and receive library materials such as books, electronic media, pictures, cards, slides and microfilm. Locate library materials for loan and replace material in shelving area, stacks, or files according to identification number and title. Register patrons to permit them to borrow books, periodicals, and other library materials.

1 Sample of reported job titles: Acquisitions Assistant, Cataloging Assistant, Circulation Supervisor, Library Aide, Library Assistant, Library Associate, Library Circulation Assistant, Library Clerical Assistant, Library Clerk, Library Services Assistant.

43-4171.00 - Receptionists and Information Clerks Answer inquiries and provide information to the general public, customers, visitors, and other interested parties regarding activities conducted at establishment and location of departments, offices, and employees within the organization. Sample of reported job titles: Clerk Specialist, Community Liaison, Front Desk Receptionist, Greeter, Member Service Representative, Office Assistant, Receptionist, Scheduler, Senior Receptionist, Unit Assistant.

43-9021.00 - Data Entry Keyers Operate data entry device, such as keyboard or photo composing perforator. Duties may include verifying data and preparing materials for printing. Sample of reported job titles: Data Capture Specialist, Data Entry Clerk, Data Entry Machine Operator, Data Entry Operator, Data Entry Specialist, Data Transcriber, Fiscal Assistant, Records Clerk, Typist, Underwriting Support Specialist.

43-9061.00 - Office Clerks, General Perform duties too varied and diverse to be classified in any specific office clerical occupation, requiring knowledge of office systems and procedures. Clerical duties may be assigned in accordance with the office procedures of individual establishments and may include a combination of answering telephones, bookkeeping, typing or word processing, stenography, office machine operation, and filing. Sample of reported job titles: Administrative Clerk (Admin Clerk), Clerical Aide, Clerical Assistant, Clerk, General Clerk, Office Assistant, Office Clerk, Office Coordinator, Office Services Specialist, Office Support Assistant.

43-5081.01 - Stock Clerks, Sales Floor

2 Receive, store, and issue sales floor merchandise. Stock shelves, racks, cases, bins, and tables with merchandise and arrange merchandise displays to attract customers. May periodically take physical count of stock or check and mark merchandise. Sample of reported job titles: Checker Stocker, Checker/Stocker, Clerk, Dairy Clerk, Grocery Clerk, Night Stocker, Sales Support Specialist, Stock Clerk, Stocker, Store Clerk.

3 Appendix D - Occupational Competencies List - Davenport - Administrative Support - Zone 2 O*NET Occupation Titles (O*NET Code): Customer Service Representatives (43-4051.00); Data Entry Keyers (43-9021.00); Library Assistants, Clerical (43-4121.00); Office Clerks, General (43- 9061.00); Payroll and Timekeeping Clerks (43-3051.00); Receptionists and Information Clerks (43-4171.00); Stock Clerks, Sales Floor (43-5081.01)

Generalized Work Intermediate Work Detailed Work O*NET Tasks(Supporting Key: Major Groups Minor Groups Activities(GWAs) Activities(IWAs) Activities(DWAs) Details)

Instructions: Review, confirm, or edit the numbered tasks below (DWAs).

Information Input - Where and how are the information and data gained that are needed to perform this job?

Looking for and Receiving Job-Related Information - How is information obtained to perform this job?

Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.

Gather information from physical or electronic sources.

1. Search files, databases or reference materials to obtain needed information.

Review files, records, and other documents to obtain information to respond to requests.

Monitor Processes, Materials, or Surroundings - Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.

Monitor operations to ensure adequate performance.

2. Track goods or materials.

Locate library materials for patrons, including books, periodicals, tape cassettes, Braille volumes, and pictures.

Identify and Evaluating Job-Relevant Information - How is information interpreted to perform this job?

Identifying Objects, Actions, and Events - Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.

Mark materials or objects for identification.

3. Attach identification information to products, items or containers.

Place books in mailing containers, affix address labels, and secure containers with straps for mailing to blind library patrons. Stamp, attach, or change price tags on merchandise, referring to price list.

Inspecting Equipment, Structures, or Material - Inspecting equipment, structures, or materials to identify the cause of errors or other problems or defects.

Inspect completed work or finished products.

4. Inspect items for damage or defects.

Inspect returned books for condition and due-date status and compute any applicable fines.

Rev: 2019-08-22 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 1 of 14 Review claims adjustments with dealers, examining parts claimed to be defective, and approving or disapproving dealers' claims.

Inspect characteristics or conditions of materials or products.

5. Inspect shipments to ensure correct order fulfillment.

Compare merchandise invoices to items actually received to ensure that shipments are correct.

Estimating the Quantifiable Characteristics of Products, Events, or Information - Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity.

Calculate financial data.

6. Calculate financial data.

Compute wages and deductions, and enter data into computers. Inspect returned books for condition and due-date status and compute any applicable fines.

Mental Processes - What processing, planning, problem-solving, decision-making, and innovating activities are performed with job-relevant information?

Information and Data Processing - How is information processed to perform this job?

Judging the Qualities of Things, Services, or People - Assessing the value, importance, or quality of things or people.

Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.

Evaluate the quality or accuracy of data.

7. Check data for recording errors.

Complete, verify, and process forms and documentation for administration of benefits such as pension plans, and unemployment and medical insurance. Compute, record, and proofread data and other information, such as records or reports. Locate and correct data entry errors, or report them to supervisors.

8. Verify accuracy of financial or transactional data.

Compare data with source documents, or re-enter data in verification format to detect errors.

Sort materials or products.

9. Sort mail.

Collect, sort, distribute, or prepare mail, messages, or courier deliveries. Open, sort, and route incoming mail, answer correspondence, and prepare outgoing mail. Perform clerical activities, such as answering phones, sorting mail, filing, typing, word processing, and photocopying and mailing out material.

10. Sort materials or products.

Sort books, publications, and other items according to established procedure and return them to shelves, files, or other designated storage areas.

Compile records, documentation, or other data.

11. Compile data or documentation.

Compile employee time, production, and payroll data from time sheets and other records. Compile statistical reports, statements, and summaries related to pay and benefits accounts, and submit them to appropriate departments. Compile, copy, sort, and file records of office activities, business transactions, and other activities. Compile, sort and verify the accuracy of data before it is entered. Post relevant work hours to client files to bill clients properly.

Reconcile financial data.

12. Reconcile records of sales or other financial transactions.

Balance cash and payroll accounts. Prepare and balance period-end reports, and reconcile issued payrolls to bank statements.

13. Prepare cash for deposit or disbursement.

Collect, count, and disburse money, do basic bookkeeping, and complete banking transactions.

Verify personal information.

14. Verify employee information.

Conduct verifications of employment. Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies. Verify attendance, hours worked, and pay adjustments, and post information onto designated records.

Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.

Examine materials or documentation for accuracy or compliance.

15. Proofread documents, records, or other files to ensure accuracy.

Compute, record, and proofread data and other information, such as records or reports. Perform administrative support tasks, such as proofreading, transcribing handwritten information, or operating calculators or computers to work with pay records, invoices, balance sheets, or other documents.

Rev: 2019-08-22 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 3 of 14 Type, format, proofread, and edit correspondence and other documents, from notes or dictating machines, using computers or typewriters.

Examine financial activities, operations, or systems.

16. Review customer insurance information.

Review claims adjustments with dealers, examining parts claimed to be defective, and approving or disapproving dealers' claims. Review insurance policy terms to determine whether a particular loss is covered by insurance.

Analyzing Data or Information - Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.

Analyze data to improve operations.

17. Analyze operational or research data.

Analyze data to determine answers to questions from customers or members of the public.

Reasoning and Decision Making - What decisions are made and problems solved in performing this job?

Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.

Determine values or prices of goods or services.

18. Calculate costs of goods or services.

Calculate and quote rates for tours, stocks, insurance policies, or other products or services.

Determine charges for services requested, collect deposits or payments, or arrange for billing. Itemize and total customer merchandise selection at checkout counter, using cash register, and accept cash or charge card for purchases.

Select materials or equipment for operations or projects.

19. Select resources needed to accomplish tasks.

Select materials needed to complete work assignments.

Thinking Creatively - Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.

Design computer or information systems or applications.

20. Develop computer or online applications.

Design or maintain library web site and online catalogues.

Develop educational programs, plans, or procedures.

21. Plan educational activities.

Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.

22. Maintain current knowledge related to work activities.

Keep informed about changes in tax and deduction laws that apply to the payroll process.

Developing Objectives and Strategies - Establishing long-range objectives and specifying the strategies and actions to achieve them.

Scheduling Work and Activities - Scheduling events, programs, and activities, as well as the work of others.

Schedule operational activities.

23. Schedule operational activities.

Schedule space or equipment for special programs and prepare lists of participants.

Schedule appointments.

24. Schedule appointments.

Complete work schedules, manage calendars, and arrange appointments. Operate telephone switchboard to answer, screen, or forward calls, providing information, taking messages, or scheduling appointments. Schedule appointments and maintain and update appointment calendars.

Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work.

Plan events or programs.

25. Plan special events.

Work Output - What physical activities are performed, what equipment and vehicles are operated/controlled, and what complex/technical activities are accomplished as job outputs?

Performing Physical and Manual Work Activities - What activities using the body and hands are done to perform this job?

Performing General Physical Activities - Performing physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling of materials.

Clean tools, equipment, facilities, or work areas.

26. Clean facilities or equipment.

Clean display cases, shelves, and aisles. Perform duties, such as taking care of plants or straightening magazines to maintain lobby or reception area.

Move materials, equipment, or supplies.

27. Deliver items.

Transport packages to customers' vehicles.

Maintain safety or security.

28. Maintain security.

Take action to deal with disruptive or problem patrons.

Handling and Moving Objects - Using hands and arms in handling, installing, positioning, and moving materials, and manipulating things.

Stock supplies or products.

29. Store records or related materials.

Prepare, store, and retrieve classification and catalog information, lecture notes, or other information related to stored documents, using computers. Store completed documents in appropriate locations.

30. Stock supplies or merchandise.

Receive, open, unpack and issue sales floor merchandise. Stock shelves, racks, cases, bins, and tables with new or transferred merchandise.

Package objects.

31. Package objects for shipping.

Pack customer purchases in bags or cartons. Place books in mailing containers, affix address labels, and secure containers with straps for mailing to blind library patrons.

Controlling Machines and Processes - Using either control mechanisms or direct physical activity to operate machines or processes (not including computers or vehicles).

Operate office equipment.

32. Operate office equipment.

Load machines with required input or output media such as paper, cards, disks, tape or Braille media. Operate office machines, such as photocopiers and scanners, facsimile machines, voice mail systems, and personal computers.

Operating Vehicles, Mechanized Devices, or Equipment - Running, maneuvering, navigating, or driving vehicles or mechanized equipment, such as forklifts, passenger vehicles, aircraft, or water craft.

Performing Complex and Technical Activities - What skilled activities using coordinated movements are done to perform this job?

Interacting With Computers - Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.

Operate computer systems or computerized equipment.

Perform administrative support tasks, such as proofreading, transcribing handwritten information, or operating calculators or computers to work with pay records, invoices, balance sheets, or other documents.

Process digital or online data.

34. Enter information into databases or software programs.

Compare data with source documents, or re-enter data in verification format to detect errors. Compute wages and deductions, and enter data into computers. Enter and update patrons' records on computers. Process paperwork for new employees and enter employee information into the payroll system. Read source documents such as canceled checks, sales reports, or bills, and enter data in specific data fields or onto tapes or disks for subsequent entry, using keyboards or scanners.

Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment - Providing documentation, detailed instructions, drawings, or specifications to tell others about how devices, parts, equipment, or structures are to be fabricated, constructed, assembled, modified, maintained, or used.

Repairing and Maintaining Mechanical Equipment - Servicing, repairing, adjusting, and testing machines, devices, moving parts, and equipment that operate primarily on the basis of mechanical (not electronic) principles.

Maintain tools or equipment.

35. Maintain office equipment in proper operating condition.

Maintain library equipment, such as photocopiers, scanners, and computers, and instruct patrons in proper use of such equipment. Troubleshoot problems involving office equipment, such as computer hardware and software.

Repairing and Maintaining Electronic Equipment - Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines, devices, and equipment that operate primarily on the basis of electrical or electronic (not mechanical) principles.

Documenting/Recording Information - Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.

Present research or technical information.

36. Prepare research or technical reports.

Prepare and balance period-end reports, and reconcile issued payrolls to bank statements. Prepare library statistics reports.

Maintain operational records.

37. Maintain operational records.

38. Maintain inventory records.

Maintain and update filing, inventory, mailing, and database systems, either manually or using a computer. Maintain records of items received, stored, issued, and returned and file catalog cards according to system used. Prepare, store, and retrieve classification and catalog information, lecture notes, or other information related to stored documents, using computers. Review records, such as microfilm and issue cards, to identify titles of overdue materials and delinquent borrowers.

39. Transcribe spoken or written information.

Prepare meeting agendas, attend meetings, and record and transcribe minutes.

40. Record personnel information.

Complete time sheets showing employees' arrival and departure times. Issue and record adjustments to pay related to previous errors or retroactive increases. Keep a current record of staff members' whereabouts and availability. Keep track of leave time, such as vacation, personal, and sick leave, for employees. Process paperwork for new employees and enter employee information into the payroll system.

Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records.

41. Record information from meetings or other formal proceedings.

Prepare meeting agendas, attend meetings, and record and transcribe minutes.

Maintain sales or financial records.

42. Maintain financial or account records.

Keep records of customer interactions or transactions, recording details of inquiries, complaints, or comments, as well as actions taken. Perform accounting and bookkeeping activities, such as invoicing, maintaining financial records, budgeting, and handling cash.

Prepare documentation for contracts, applications, or permits.

43. Prepare documentation for contracts, transactions, or regulatory compliance.

Acquire books, pamphlets, periodicals, audio-visual materials, and other library supplies by checking prices, figuring costs, and preparing appropriate order forms and facilitating the ordering process by providing such information to others. Complete contract forms, prepare change of address records, or issue service discontinuance orders, using computers.

Rev: 2019-08-22 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 8 of 14 Complete, verify, and process forms and documentation for administration of benefits such as pension plans, and unemployment and medical insurance.

Process and prepare documents, such as business or government forms and expense reports.

Interacting With Others - What interactions with other persons or supervisory activities occur while performing this job?

Communicating and Interacting - What interactions with other people occur while performing this job?

Interpreting the Meaning of Information for Others - Translating or explaining what information means and how it can be used.

Explain technical details of products or services.

44. Discuss goods or services information with customers or patrons.

Answer customers' questions about merchandise and advise customers on merchandise selection. Confer with customers by telephone or in person to provide information about products or services, take or enter orders, cancel accounts, or obtain details of complaints. Provide information about establishment, such as location of departments or offices, employees within the organization, or services provided.

Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

Communicate with others about operational plans or activities.

45. Provide information to coworkers.

Deliver messages and run errands.

Locate and correct data entry errors, or report them to supervisors. Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions.

46. Confer with coworkers to coordinate work activities.

Communicate with customers, employees, and other individuals to answer questions, disseminate or explain information, take orders, and address complaints.

Communicating with Persons Outside Organization - Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.

Provide information to guests, clients, or customers.

47. Provide notifications to customers or patrons.

Contact customers to respond to inquiries or to notify them of claim investigation results or any planned adjustments. Enroll individuals to participate in programs and notify them of their acceptance.

48. Answer telephones to direct calls or provide information.

Answer telephones, direct calls, and take messages.

Rev: 2019-08-22 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 9 of 14 Operate telephone switchboard to answer, screen, or forward calls, providing information, taking messages, or scheduling appointments.

Perform clerical activities, such as answering phones, sorting mail, filing, typing, word processing, and photocopying and mailing out material.

Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.

Assisting and Caring for Others - Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients.

Assist others to access additional services or resources.

49. Refer customers to appropriate personnel.

Answer routine inquiries and refer patrons in need of professional assistance to librarians. Refer unresolved customer grievances to designated departments for further investigation.

Provide general assistance to others, such as customers, patrons, or motorists.

50. Greet customers, patrons, or visitors.

Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations.

51. Make travel, accommodations, or entertainment arrangements for others.

Make travel arrangements for office personnel.

Selling or Influencing Others - Convincing others to buy merchandise/goods or to otherwise change their minds or actions.

Promote products, services, or programs.

52. Promote products, services, or programs.

Solicit sales of new or additional services or products.

Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.

Performing for or Working Directly with the Public - Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.

Respond to customer problems or inquiries.

53. Respond to customer problems or complaints.

Check to ensure that appropriate changes were made to resolve customers' problems. Communicate with customers, employees, and other individuals to answer questions, disseminate or explain information, take orders, and address complaints. Hear and resolve complaints from customers or the public. Obtain and examine all relevant information to assess validity of complaints and to determine possible causes, such as extreme weather conditions that could increase utility bills. Resolve customers' service or billing complaints by performing activities such as exchanging merchandise, refunding money, or adjusting bills.

Rev: 2019-08-22 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 10 of 14 Coordinating, Developing, Managing, and Advising - What coordinating, managerial, or advisory activities are done while performing this job?

Coordinating the Work and Activities of Others - Getting members of a group to work together to accomplish tasks.

Developing and Building Teams - Encouraging and building mutual trust, respect, and cooperation among team members.

Training and Teaching Others - Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.

Train others on operational or work procedures.

54. Train others in operational procedures.

Train employees on organizations' timekeeping systems.

55. Train personnel.

Train other staff members to perform work activities, such as using computer applications.

Guiding, Directing, and Motivating Subordinates - Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.

Supervise personnel activities.

56. Supervise clerical or administrative personnel.

Monitor and direct the work of lower-level clerks. Schedule, supervise, and train clerical workers, volunteers, student assistants, and other library employees.

Direct organizational operations, activities, or procedures.

57. Manage clerical or administrative activities.

Operate small branch libraries, under the direction of off-site librarian supervisors.

58. Coordinate operational activities.

Coordinate special programs, such as United Way campaigns, that involve payroll deductions. Order tests that could determine the causes of product malfunctions.

Assign work to others.

59. Prepare employee work schedules.

Complete work schedules, manage calendars, and arrange appointments. Schedule, supervise, and train clerical workers, volunteers, student assistants, and other library employees.

Coaching and Developing Others - Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.

Provide Consultation and Advice to Others - Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.

60. Recommend packing or shipping methods.

Recommend improvements in products, packaging, shipping, service, or billing methods and procedures to prevent future problems.

Administering - What administrative, staffing, monitoring, or controlling activities are done while performing this job?

Performing Administrative Activities - Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.

Perform administrative or clerical activities.

61. File documents or records.

Compile, copy, sort, and file records of office activities, business transactions, and other activities. File and maintain records.

62. Prepare business correspondence.

Process and prepare memos, correspondence, travel vouchers, or other documents.

63. Type documents.

Perform clerical activities, such as answering phones, sorting mail, filing, typing, word processing, and photocopying and mailing out material.

Execute financial transactions.

64. Execute sales or other financial transactions.

Collect, count, and disburse money, do basic bookkeeping, and complete banking transactions. Process and issue employee paychecks and statements of earnings and deductions. Resolve customers' service or billing complaints by performing activities such as exchanging merchandise, refunding money, or adjusting bills.

Issue documentation.

65. Issue documentation or identification to customers or employees.

Process shipments or mail.

66. Receive shipments.

Receive, open, unpack and issue sales floor merchandise.

67. Send information, materials or documentation.

Complete and mail bills, contracts, policies, invoices, or checks.

Take orders for merchandise or materials and send them to the proper departments to be filled. Transmit information or documents to customers, using computer, mail, or facsimile machine.

Staffing Organizational Units - Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.

Monitoring and Controlling Resources - Monitoring and controlling resources and overseeing the spending of money.

Distribute materials, supplies, or resources.

68. Distribute materials to employees or customers.

Distribute and collect timecards each pay period. Lend, reserve, and collect books, periodicals, videotapes, and other materials at circulation desks and process materials for inter-library loans. Manage reserve materials by placing items on reserve for library patrons, checking items in and out of library, and removing out-dated items. Receive, open, unpack and issue sales floor merchandise.

69. Distribute incoming mail.

Collect, sort, distribute, or prepare mail, messages, or courier deliveries. Open, sort, and route incoming mail, answer correspondence, and prepare outgoing mail.

Collect fares or payments.

70. Collect deposits, payments or fees.

Collect, count, and disburse money, do basic bookkeeping, and complete banking transactions. Determine charges for services requested, collect deposits or payments, or arrange for billing. Itemize and total customer merchandise selection at checkout counter, using cash register, and accept cash or charge card for purchases. Receive payment and record receipts for services. Send out notices and accept fine payments for lost or overdue books.

Purchase goods or services.

71. Order materials, supplies, or equipment.

Acquire books, pamphlets, periodicals, audio-visual materials, and other library supplies by checking prices, figuring costs, and preparing appropriate order forms and facilitating the ordering process by providing such information to others. Requisition merchandise from supplier based on available space, merchandise on hand, customer demand, or advertised specials.

Monitor resources or inventories.

72. Monitor inventories of products or materials.

Inventory and order materials, supplies, and services. Take inventory or examine merchandise to identify items to be reordered or replenished.

Rev: 2019-08-22 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 14 of 14 Appendix E – Tools and Technology List Davenport University – Administrative Services Zone 2 Tools and Technology are extracted from the O*NET and listed in alphabetical order. Tools are listed first and technology items follow. If a tool or technology occurs in two or more O*NET codes included in the family, the list is de-duplicated only if the example given is also duplicated.

# Type Title Example 1 Tools Autodialers Autodialing systems 2 Tools Autodialers Predictive dialers 3 Tools Automated attendant systems Voice broadcasting systems 4 Tools Automatic call distributor ACD Automatic call distribution ACD system 5 Tools Back support belts Lifting belts 6 Tools Baling press Baling equipment 7 Tools Bar code reader equipment Barcode scanners 8 Tools Braille devices for the physically challenged Braile embossers 9 Tools Cargo trucks Bookmobiles 10 Tools Cash registers Cash registers 11 Tools Cash registers Electronic cash registers 12 Tools Desktop calculator 10-key calculators 13 Tools Desktop computers Desktop computers 14 Tools Dictation machines Dictation equipment 15 Tools Digital cameras Digital cameras 16 Tools Digital duplicators Digital duplicating machines 17 Tools Digital telephones Wireless telephone systems 18 Tools Dollies Warehouse dollies 19 Tools Filing cabinets or accesories Filing Cabinets 20 Tools Film projectors Film projectors 21 Tools Forklifts Industrial forklifts 22 Tools Franking or postage machines Postage machines 23 Tools Global positioning system GPS receiver Global positioning system GPS receivers 24 Tools Hoists Electric hoists 25 Tools Hole punching units Photo composing perforators 26 Tools Inkjet printers Computer inkjet printers 27 Tools Keyboards Computer keyboards 28 Tools Label dispensers Pricing guns 29 Tools Ladders Stepladders 30 Tools Laminators Laminating machines 31 Tools Laser fax machine Laser facsimile machines 32 Tools Laser printers Computer laser printers 33 Tools Laser printers Laser printers 34 Tools Letter folders Letter folding machines 35 Tools Magnetic stripe readers and encoders Credit card processing machines 36 Tools Magnifiers Magnifiers 37 Tools Mail opening machines Mail opening equipment 38 Tools Mainframe console or dumb terminals Computer terminals 39 Tools Microfiche or microfilm viewers Microfiche printers 40 Tools Microfiche or microfilm viewers Microfiche readers 41 Tools Microfiche or microfilm viewers Microfilm readers 42 Tools Microfiche reader printers Microfilm printers 43 Tools Minivans or vans Delivery vans 44 Tools Multi function printers Multi function printers 45 Tools Multimedia projectors Multimedia projectors 46 Tools Music or message on hold player On hold players 47 Tools Notebook computers Laptop computers 48 Tools Packaging compactors Packing material compactors 49 Tools Pallet trucks Double deckers 50 Tools Pallet trucks Manual pallet jacks

Talxcellenz® Tools and Technology List Rev: 2019-08-22 Copyright © 2019 by Metrics Reporting, Inc. Page 1 of 6 51 Tools Pallet trucks Power jacks 52 Tools Personal computers Personal computers 53 Tools Personal digital assistant PDAs or organizers Personal digital assistants PDA 54 Tools Phone headsets Wireless telephone headsets 55 Tools Photocopiers Photocopiers 56 Tools Photocopiers Photocopying equipment 57 Tools Pocket calculator Handheld calculators 58 Tools Premise branch exchange PBX systems Multi-line switchboards 59 Tools Premise branch exchange PBX systems Switchboards 60 Tools Public address systems Public address PA systems 61 Tools Radio frequency scanners Radio frequency RF scanner guns 62 Tools Razor knives Box cutters 63 Tools Scanners Computer data input scanners 64 Tools Scanners Data input scanners 65 Tools Scanners Scanners 66 Tools Special purpose telephones Multi-line telephone systems 67 Tools Special purpose telephones Multiline telephone systems 68 Tools Standalone telephone caller identification Calling line identification equipment 69 Tools Standalone telephone caller identification Dialed number identification systems DNIS 70 Tools Thermal book binding machines Thermal book binders 71 Tools Typewriters Electric typewriters 72 Tools Typewriters Typewriters 73 Tools Utility knives Safety cutters 74 Tools Videoconferencing systems Video teleconferencing systems 75 Tools Voice mail systems Voice mail systems Voice synthesizers for the physically 76 Tools Personal readers challenged 77 Tools Workshop cranes Overhead workshop cranes 78 Technology Access software Citrix 79 Technology Accounting software Billing software 80 Technology Accounting software Bookkeeping software 81 Technology Accounting software Fund accounting software 82 Technology Accounting software Intuit QuickBooks 83 Technology Accounting software Intuit Quicken 84 Technology Accounting software Penta software 85 Technology Accounting software Sage 50 Accounting 86 Technology Accounting software Tax software 87 Technology Backup or archival software SugarSync Business intelligence and data analysis 88 Technology IBM Cognos Impromptu software 89 Technology Calendar and scheduling software Appointment scheduling software 90 Technology Calendar and scheduling software Electronic calendar management software 91 Technology Calendar and scheduling software Work scheduling software 92 Technology Communications server software IBM Domino 93 Technology Communications server software ShoreTel 94 Technology Compliance software BSI ComplianceFactory 95 Technology Contact center software Multi-channel contact center software 96 Technology Contact center software Timpani Contact Center 97 Technology Contact center software Timpani Email Customer relationship management CRM 98 Technology Applied Systems Vision software Customer relationship management CRM 99 Technology Austin Logistics CallSelect software Customer relationship management CRM 100 Technology Austin Logistics CallTech software

Talxcellenz® Tools and Technology List Rev: 2019-08-22 Copyright © 2019 by Metrics Reporting, Inc. Page 2 of 6 Customer relationship management CRM 101 Technology Austin Logistics Valeo software Customer relationship management CRM 102 Technology Avidian Technologies Prophet software Customer relationship management CRM 103 Technology Blackbaud The Raiser's Edge software Customer relationship management CRM 104 Technology Customer account management software software Customer relationship management CRM 105 Technology Customer complaint ticketing management software software Customer relationship management CRM 106 Technology Customer relationship management CRM software software Customer relationship management CRM 107 Technology Customer service and support software software Customer relationship management CRM 108 Technology Hosted Support ezSupport Pro software Customer relationship management CRM 109 Technology Lynk Everest software Customer relationship management CRM 110 Technology Microsoft Dynamics software Customer relationship management CRM 111 Technology Parature eTicket software Customer relationship management CRM 112 Technology Sales force automation software software Customer relationship management CRM 113 Technology Salesforce software software Customer relationship management CRM 114 Technology Salesforce.com Salesforce CRM software Customer relationship management CRM 115 Technology Telemation e-CRM software 116 Technology Data base user interface and query software ADP Workforce Now

117 Technology Data base user interface and query software Alpha Software Alpha Five

118 Technology Data base user interface and query software AS/400 Database

119 Technology Data base user interface and query software Automated information system software

120 Technology Data base user interface and query software Blackboard

121 Technology Data base user interface and query software Claim processing system software

122 Technology Data base user interface and query software Customer service knowledge generation software

123 Technology Data base user interface and query software Data entry software

124 Technology Data base user interface and query software Database software

125 Technology Data base user interface and query software FileMaker Pro

126 Technology Data base user interface and query software IBM Check Processing Control System CPSC

127 Technology Data base user interface and query software IBM Informix

128 Technology Data base user interface and query software Microsoft Access

130 Technology Data base user interface and query software Recordkeeping software

131 Technology Data base user interface and query software St. Paul Travelers e-CARMA

132 Technology Data base user interface and query software Stamps.com software

133 Technology Data base user interface and query software Yardi 134 Technology Desktop publishing software Adobe Systems Adobe InDesign 135 Technology Desktop publishing software Desktop publishing software 136 Technology Desktop publishing software Microsoft Publisher 137 Technology Document management software Adobe Systems Adobe Acrobat 138 Technology Document management software Filing system software 139 Technology Document management software Perceptive Software Intelligent Capture 140 Technology Document management software Records management software 141 Technology Document management software Transcription system software 142 Technology Electronic mail software Astute Solutions PowerCenter 143 Technology Electronic mail software Email software 144 Technology Electronic mail software IBM Notes 145 Technology Electronic mail software Microsoft Exchange Server 146 Technology Electronic mail software Microsoft Outlook 147 Technology Electronic mail software Novell GroupWise 148 Technology Enterprise application integration software Electronic Data Interchange EDI systems 149 Technology Enterprise resource planning ERP software Intuit QuickBooks Enterprise Solutions 150 Technology Enterprise resource planning ERP software Jenzabar ERP 151 Technology Enterprise resource planning ERP software Microsoft Dynamics 152 Technology Enterprise resource planning ERP software Microsoft Dynamics GP 153 Technology Enterprise resource planning ERP software NetSuite ERP 154 Technology Enterprise resource planning ERP software Oracle Fusion Applications 155 Technology Enterprise resource planning ERP software Oracle JD Edwards EnterpriseOne 156 Technology Enterprise resource planning ERP software Oracle PeopleSoft 157 Technology Enterprise resource planning ERP software Oracle PeopleSoft Financials 158 Technology Enterprise resource planning ERP software Sage MAS 200 159 Technology Enterprise resource planning ERP software SAP 160 Technology Enterprise resource planning ERP software SAP Business Objects 161 Technology Enterprise system management software IBM Power Systems software 162 Technology Fax software Open Text Fax Server, RightFax Edition 163 Technology Financial analysis software Delphi Technology 164 Technology Financial analysis software Oracle E-Business Suite Financials 165 Technology Graphics or photo imaging software Adobe Systems Adobe Creative Cloud 166 Technology Graphics or photo imaging software Adobe Systems Adobe Flash 167 Technology Graphics or photo imaging software Adobe Systems Adobe Illustrator 168 Technology Graphics or photo imaging software Adobe Systems Adobe Photoshop 169 Technology Helpdesk or call center software j2 Global Communications onebox 170 Technology Human resources software ADP Enterprise HRMS 171 Technology Human resources software ADP Workforce Now 172 Technology Human resources software API Navigator

173 Technology Human resources software Human resource management software HRMS 174 Technology Human resources software Human Resource MicroSystems HR Entre 175 Technology Human resources software Sage Abra HRMS 176 Technology Human resources software Ultimate Software UltiPro Workplace 177 Technology Information retrieval or search software LexisNexis 178 Technology Information retrieval or search software Video retrieval systems 179 Technology Internet browser software Microsoft Internet Explorer

Talxcellenz® Tools and Technology List Rev: 2019-08-22 Copyright © 2019 by Metrics Reporting, Inc. Page 4 of 6 180 Technology Internet browser software Netscape Navigator 181 Technology Internet browser software Web browser software 182 Technology Inventory management software Ordering software 183 Technology Library software Automated circulation systems 184 Technology Library software Cataloging software 185 Technology Library software Online Computer Library Center OCLC 186 Technology Library software Online Computer Library Center OCLC databases 187 Technology Library software ResourceMate Plus 188 Technology Library software WorldCat Materials requirements planning logistics 189 Technology iShip and supply chain software 190 Technology Medical software Electronic health record EHR software 191 Technology Medical software Electronic medical record EMR software 192 Technology Medical software GE Healthcare Centricity EMR 193 Technology Medical software Healthcare common procedure coding system HCPCS Kodak Dental Systems Kodak SOFTDENT Practice 194 Technology Medical software management software PMS 195 Technology Medical software McKesson Lytec 196 Technology Medical software Medical condition coding software 197 Technology Medical software Medical procedure coding software 198 Technology Medical software MEDITECH software 199 Technology Mobile messaging service software Unified messaging software 200 Technology Network conferencing software Active Data Online WebChat 201 Technology Network conferencing software eStara Softphone 202 Technology Network conferencing software Microsoft Office SharePoint Server MOSS 203 Technology Network conferencing software Parature eRealtime 204 Technology Network conferencing software Timpani Chat Network security and virtual private network 205 Technology Virtual private networking VPN software VPN equipment software Object or component oriented development 206 Technology C++ software 207 Technology Office suite software Corel WordPerfect 208 Technology Office suite software Google Drive 209 Technology Office suite software Microsoft Office 210 Technology Operating system software Apple macOS 211 Technology Operating system software Handheld computer device software 212 Technology Operating system software Microsoft Windows 213 Technology Point of sale POS software Main Street Softworks Monetra 214 Technology Presentation software Microsoft PowerPoint 215 Technology Project management software Mavenlink 216 Technology Project management software Microsoft Project 217 Technology Project management software Microsoft SharePoint 218 Technology Spreadsheet software Microsoft Excel 219 Technology Spreadsheet software Spreadsheet software 220 Technology Time accounting software ADP eTIME 221 Technology Time accounting software ADP PC/Payroll 222 Technology Time accounting software Asure Software HCM 223 Technology Time accounting software Automated payroll software 224 Technology Time accounting software Automated timekeeping software 225 Technology Time accounting software BMH Open4 Payroll CyberShift Workforce Management 3G Time and 226 Technology Time accounting software Attendance 227 Technology Time accounting software EBS On Line InstaPay 228 Technology Time accounting software Galaxy Technologies TimeStar Enterprise 229 Technology Time accounting software HMS 230 Technology Time accounting software Jantek Jupiter Time Attendance 231 Technology Time accounting software Kronos Workforce Payroll

Talxcellenz® Tools and Technology List Rev: 2019-08-22 Copyright © 2019 by Metrics Reporting, Inc. Page 5 of 6 232 Technology Time accounting software Kronos Workforce Timekeeper 233 Technology Time accounting software Microsoft Great Plains Personal Data Keeper 234 Technology Time accounting software NuView EBS 235 Technology Time accounting software Oracle PeopleSoft Payroll for North America 236 Technology Time accounting software Paychex Preview 237 Technology Time accounting software PayData Advanced HR 238 Technology Time accounting software PDS Vista 239 Technology Time accounting software RSM McGladrey Clear Pay SAP Americas mySAP ERP Human Capital Management 240 Technology Time accounting software HCM 241 Technology Time accounting software TimeForce 242 Technology Time accounting software TimePlus Payroll 243 Technology Time accounting software UNITIME 244 Technology Time accounting software Virtual Software Virtual Timecard 245 Technology Time accounting software WorkForce Software EmpCenter Time and Attendance Transaction security and virus protection 246 Technology McAfee software Transaction security and virus protection 247 Technology Symantec software 248 Technology Video creation and editing software YouTube 249 Technology Voice recognition software DSC Pacer Interactive Voice Response System 250 Technology Web page creation and editing software Facebook 251 Technology Web page creation and editing software LinkedIn 252 Technology Word processing software Google Docs 253 Technology Word processing software Microsoft Word 254 Technology Word processing software Word processing software This Tools and Technology List was created by Talxcellenz® tools under license agreement with Metrics Reporting, Inc. Copyright © 2016 by Metrics Reporting, Inc. All copyrights and intellectual property rights reserved.

Additional Tools and Technology: Paper-cutters, Paper Shredders, Shrink-wrap Machines, Spiral Book Binding Machines, Google Chrome, Gmail (email), FireFox, TimeBank, Banner System, TouchNet (Financial Transactions), MBS Insight, MBS Dashboard, Slack, Yet Another Mail Merge, Demand Tools, Inframatica, Data Loader, Degree Works, Camtasia (video editing)

Occupation Certification/Certificate/Licen Certifying Organization se Payroll Specialist HS diploma High School Call Center Admissions HS diploma High School Spec Call Center Specialist HS diploma High School Customer Service HS diploma High School Specialist Sr. Call Center HS diploma High School Admissions Rep Library Specialist Bachelor Degree College or University Records Specialist Bachelor Degree College or University Transcript Specialist Bachelor Degree College or University Bookstore Coordinator High School Diploma High School Data Reporting Specialist Associates Degree College or University Senior Records Specialist Bachelor Degree College or University Sr. Articulation Specialist Bachelor Degree College or University Sr. Data Reporting Associates Degree College or University Specialist Professional Development Bachelor Degree College or University Rep Program Coordinator- Bachelor Degree College or University RESA Testing Center Proctor High School Diploma High School Project Coordinator Bachelor Degree College or University Sr. Articulation Specialist Bachelor Degree College or University

Rev: 2019-08-22 Credentials List Page 1 of 1 Appendix G - Talxcellenz® Foundational Competency Definitions

Element Name Description Competency

Communication Competencies

Listening to others to receive verbal information. Giving full attention to what other people are saying, taking time to Active Listening understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

The ability to listen to and understand information and ideas presented

Listening Oral Comprehension through spoken words and sentences.

Speech Recognition The ability to identify and understand the speech of another person.

Speaking to others to convey verbal information.

Speaking Talking to others to convey information effectively.

The ability to communicate information and ideas in speaking so others will Oral Expression Speaking understand.

Speech Clarity The ability to speak clearly so others can understand you.

Reading documents, charts, graphs, tables, forms, prose, and continuous texts.

Reading Comprehension Understanding written sentences and paragraphs in work related documents. Reading The ability to read and understand information and ideas presented in Written Comprehension writing.

Writing to convey or document written information.

Communicating effectively in writing as appropriate for the needs of the Writing audience. Writing The ability to communicate information and ideas in writing so others will Written Expression understand.

Rev: 2019-08-22 Talxcellenz® Foundational Competency Definitions Page 1 of 6 Cognitive Competencies

Critical thinking, problem solving, judgment and decision making.

Using logic and reasoning to identify the strengths and weaknesses of Critical Thinking alternative solutions, conclusions or approaches to problems.

Understanding the implications of new information for both current and Active Learning future problem-solving and decision-making.

Identifying complex problems and reviewing related information to develop Complex Problem Solving and evaluate options and implement solutions.

Judgment and Decision Considering the relative costs and benefits of potential actions to choose the

Judgment & Decision Making Judgment Making most appropriate one.

Updating and Using Relevant Keeping up-to-date technically and applying new knowledge to your job. Knowledge

Logical thinking that influences the use of information in problem solving.

The ability to tell when something is wrong or is likely to go wrong. It does Problem Sensitivity not involve solving the problem, only recognizing there is a problem.

The ability to apply general rules to specific problems to produce answers Deductive Reasoning that make sense. The ability to combine pieces of information to form general rules or Inductive Reasoning conclusions (includes finding a relationship among seemingly unrelated Reasoning events). The ability to arrange things or actions in a certain order or pattern according Information Ordering to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). The ability to generate or use different sets of rules for combining or Category Flexibility grouping things in different ways.

Quantitative thinking and use of mathematical methods.

Mathematics Using mathematics to solve problems.

Math The ability to choose the right mathematical methods or formulas to solve a Mathematical Reasoning problem.

Number Facility The ability to add, subtract, multiply, or divide quickly and correctly.

Rev: 2019-08-22 Talxcellenz® Foundational Competency Definitions Page 2 of 6 Obtaining, processing, analyzing, and documenting information.

Observing, receiving, and otherwise obtaining information from all relevant Getting Information sources.

Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying Processing Information information or data.

Identifying the underlying principles, reasons, or facts of information by Analyzing Data or Information breaking down information or data into separate parts.

Information SkillsInformation Using computers and computer systems (including hardware and software) Interacting With Computers to program, write software, set up functions, enter data, or process information. Documenting/Recording Entering, transcribing, recording, storing, or maintaining information in Information written or electronic/magnetic form.

Monitoring, social perceptiveness, coordination, and time management.

Monitoring/Assessing performance of yourself, other individuals, or Monitoring organizations to make improvements or take corrective action.

Being aware of others' reactions and understanding why they react as they Social Perceptiveness do.

Coordination Adjusting actions in relation to others' actions.

Persuasion Persuading others to change their minds or behavior. Leadership SkillsLeadership Negotiation Bringing others together and trying to reconcile differences.

Instructing Teaching others how to do something.

Time Management Managing one's own time and the time of others.

Character Competencies

Personal goal setting, trying to succeed at those goals, and striving to be competent in own work.

Job requires establishing and maintaining personally challenging achievement Achievement/Effort goals and exerting effort toward mastering tasks.

Persistence Job requires persistence in the face of obstacles.

Achievement Orientation Initiative Job requires a willingness to take on responsibilities and challenges.

Rev: 2019-08-22 Talxcellenz® Foundational Competency Definitions Page 3 of 6 Being pleasant, cooperative, sensitive, easy to get a long with, and associating with others.

Job requires being pleasant with others on the job and displaying a good- Cooperation natured, cooperative attitude. Job requires being sensitive to others' needs and feelings and being

Teamwork Concern for Others understanding and helpful on the job. Job requires preferring to work with others rather than alone, and being Social Orientation personally connected with others on the job.

Maturity, poise, flexibility, and restraint to cope with pressure, stress, criticism, and setbacks.

Job requires maintaining composure, keeping emotions in check, controlling Self Control anger, and avoiding aggressive behavior, even in very difficult situations.

Job requires accepting criticism and dealing calmly and effectively with high

Adaptability Stress Tolerance stress situations. Job requires being open to change (positive or negative) and to considerable Adaptability/Flexibility variety in the workplace.

Dependability, working correctly and carefully, and being trustworthy, accountable, and detailed.

Job requires being reliable, responsible, and dependable, and fulfilling Dependability obligations. Job requires being careful about detail and thorough in completing work Attention to Detail

Responsibility tasks.

Integrity Job requires being honest and ethical.

Generating useful ideas and thinking things through logically.

Job requires creativity and alternative thinking to develop new ideas for and Innovation answers to work-related problems.

Ingenuity Job requires analyzing information and using logic to address work-related Analytical Thinking issues and problems.

Having an impact on others, displaying energy, leadership, and guiding & depending on oneself.

Job requires a willingness to lead, take charge, and offer opinions and Leadership direction.

Decisiveness Job requires developing one's own ways of doing things, guiding oneself with Independence little or no supervision, and depending on oneself to get things done.

Rev: 2019-08-22 Talxcellenz® Foundational Competency Definitions Page 4 of 6 Physical Competencies

The ability to keep hand and arm steady and to make precisely coordinated movements of fingers.

The ability to keep your hand and arm steady while moving your arm or while Arm-Hand Steadiness holding your arm and hand in one position. The ability to quickly move your hand, your hand together with your arm, or Manual Dexterity your two hands to grasp, manipulate, or assemble objects.

Fine Manipulation Fine The ability to make precisely coordinated movements of the fingers of one or Finger Dexterity both hands to grasp, manipulate, or assemble very small objects.

The ability to quickly and repeatedly adjust controls and to coordinate two or more limbs.

The ability to quickly and repeatedly adjust the controls of a machine or a Control Precision vehicle to exact positions. The ability to coordinate two or more limbs (for example, two arms, two legs, Multilimb Coordination or one leg and one arm) while sitting, standing, or lying down. It does not involve performing the activities while the whole body is in motion. The ability to choose quickly between two or more movements in response Response Orientation to two or more different signals (lights, sounds, pictures). It includes the

Control Movements Control speed with which the correct response is started with the hand, foot, or The ability to time your movements or the movement of a piece of Rate Control equipment in anticipation of changes in the speed and/or direction of a moving object or scene. The ability to quickly respond to a signal and to quickly move arms and legs.

The ability to quickly respond (with the hand, finger, or foot) to a signal Reaction Time (sound, light, picture) when it appears. The ability to make fast, simple, repeated movements of the fingers, hands, Wrist-Finger Speed and wrists. Reaction & Speed Reaction Speed of Limb Movement The ability to quickly move the arms and legs.

The ability to exert maximum muscle force and to use abdominal and back muscles repeatedly.

Static Strength The ability to exert maximum muscle force to lift, push, pull, or carry objects.

The ability to use short bursts of muscle force to propel oneself (as in Explosive Strength jumping or sprinting), or to throw an object.

Strength The ability to exert muscle force repeatedly or continuously over time. This Dynamic Strength involves muscular endurance and resistance to muscle fatigue. The ability to use your abdominal and lower back muscles to support part of Trunk Strength the body repeatedly or continuously over time without 'giving out' or fatiguing.

Rev: 2019-08-22 Talxcellenz® Foundational Competency Definitions Page 5 of 6 Rev:

2019-0 Vision Flexibility Balance & Coordination Endurance Visual Discrimination Color Gross Body Coordination Body Gross 8-22 Gross Body Equilibrium Body Gross Dynamic Flexibility Dynamic Depth Perception Depth Peripheral Vision Extent FlexibilityExtent GlareSensitivity The ability to bend, stretch, twist, reach, and reach, to coordinateThe bend,twist, and ability movementstretch, legs, of torso. arms, NightVision Near Vision Far Vision Stamina The ability to exert physically over long over periods winded. without to ofgetting The exertphysically time ability The ability to rangeThe see atclose ability and to see details ata distance. Talxcellenz® Foundational Competency Definitions Talxcellenz® Foundational Competency Copyright © 2019 by Metrics Reporting, Inc.Metrics by 2019 Copyright© The ability to see objects in the presence of glare or bright glarein or of lighting.presence the objects see abilityThe to and judge anobject. you the distancebetween to or you, from fartheraway or is closer objects judge several abilitywhichThe to of ahead.are looking eyes sidewhen the one's to objects of movement or objects see abilityThe to lightunder low conditions. see abilityThe to and brightness. color of including colors, differencesbetween detect shades or match abilityThe to distance.details a at see abilityThe to observer). the of range feet (withindetailsfew close a at see abilityThe to unstableposition. upright stay balance regainbody or when in or your an keep abilityThe to in is motion. body whole when the together legs,and arms, torso your of movement the coordinate abilityThe to legs. and/or arms, body, your with reachout quicklyandor ability The bend, repeatedly twist, to stretch, legs. and/or arms, body, reachwith your or bend, twist, abilityThe stretch, to breath. gettingof out winded or without time long periodsof physicallyover yourself exert abilityThe to Page 6 of 6 of 6 Page Appendix H – O*NET Skills and Abilities Questionnaire Rating Instructions

Instructions for Making Skills Ratings

These questions are about work-related skills. A skill is the ability to perform a task well. It is usually developed over time through training or experience. A skill can be used to do work in many jobs or it can be used in learning. You will be asked about a series of different skills and how they relate to your current job—that is, the job you hold now.

Each skill in this questionnaire is named and defined.

For example:

Communicating effectively in writing as appropriate for the needs Writing of the audience.

You are then asked two questions about each skill:

A How important is the skill to the performance of your current job? For example:

How important is WRITING to the performance of your current job? Not Somewhat Very Extremely Important* Important Important Important Important 1 2 3 4 5

Mark your answer by putting an X through the number that represents your answer. Do not mark on the line between the numbers.

*If you rate the skill as Not Important to the performance of your job, mark the one [ 1 ] then skip over question B and proceed to the next skill.

B What level of the skill is needed to perform your current job? To help you understand what we mean by level, we provide you with examples of job-related activities at different levels. For example:

What level of WRITING skill is needed to perform your current job? Take a telephone Write a memo to staff Write a novel for message outlining new directives publication

1 2 3 4 5 6 7 Highest Level Mark your answer by putting an X through the number that represents your answer. Do not mark on the line between the numbers.

Rev: 2019-08-22 O*NET Skills and Abilities Questionnaire Rating Instructions Page 1 of 2 Instructions for Making Abilities Ratings

These questions are about job-related activities. An ability is an enduring talent that can help a person do a job. You will be asked about a series of different abilities and how they relate to your current job – that is the job you hold now.

Each ability in this questionnaire is named and defined.

For example: Arm-Hand Steadiness The ability to keep your hand and arm steady while moving your arm or while holding your arm and hand in one position.

You are then asked to answer two questions about that ability:

A How important is the ability to your current job? For example:

How important is ARM-HAND STEADINESS to the performance of your current job? Not Somewhat Very Extremely Important* Important Important Important Important 1 2 3 4 5

Mark your answer by putting an X through the number that represents your answer. Do not mark on the line between the numbers.

*If you rate the ability as Not Important to the performance of your job, mark the one [ 1 ] then skip over question B and proceed to the next ability.

B What level of the ability is needed to perform your current job? To help you understand what we mean by level, we provide you with examples of job-related activities at different levels for each ability. For example:

What level of ARM-HAND STEADINESS is needed to perform your current job?

Light a candle Thread a needle Cut facets in a diamond

1 2 3 4 5 6 7 Highest Level Mark your answer by putting an X through the number that represents your answer. Do not mark on the line between the numbers.

Rev: 2019-08-22 O*NET Skills and Abilities Questionnaire Rating Instructions Page 2 of 2 Appendix I - Talxcellenz® Foundational Competency - Level (LV) Rating Anchors Competency Anchors for Low-Points (typically L2) Anchors for Mid-Points (typically L4) Anchors for High-Points (typically L6) Note: Anchors are levels 2, 4, and 6 unless noted. The competency is marked with an asterisk* and the different anchor level is noted in parenthesis (Lx).

Cognitive Communication Competencies

Listening: Listening to others to receive verbal information.

Active Listening Take a customer's order Answer inquiries regarding credit references Preside as judge in a complex legal disagreement

Oral Comprehension Understand a television commercial Understand a coach's oral instructions for a sport Understand a lecture on advanced physics

Speaking: Speaking to others to convey verbal information.

Interview applicants to obtain personal and work Speaking Greet tourists and explain tourist attractions Argue a legal case before the Supreme Court history Explain advanced principles of genetics to college Oral Expression Cancel newspaper delivery by phone Give instructions to a lost motorist freshmen Reading: Reading documents, charts, graphs, tables, forms, prose, and continuous texts.

Read a memo from management describing new Read a scientific journal article describing surgical Reading Comprehension Read step-by-step instructions for completing a form personnel policies procedures Understand an instruction book on repairing missile Written Comprehension Understand signs on the highway Understand an apartment lease guidance systems Writing: Writing to convey or document written information.

Writing Take a telephone message Write a memo to staff outlining new directives Write a novel for publication

Write a note to remind someone to take food out of Written Expression* Write a job recommendation for a subordinate Write an advanced economics textbook the freezer (L1)

Cognitive Reasoning Competencies

Judgment and Decision Making: Critical thinking, problem solving, judgment and decision making.

Determine whether a subordinate has a good excuse Evaluate customer complaints and determine Critical Thinking Write legal brief challenging a federal law for being late appropriate responses Think about the implications of a newspaper article for Determine the impact of new menu changes on a Identify the implications of a new scientific theory for Active Learning job opportunities restaurant's purchasing requirements product design Redesign a floor layout to take advantage of new Develop and implement a plan to provide emergency Complex Problem Solving Lay out tools to complete a job manufacturing techniques relief for a major metropolitan area Judgment and Decision Decide whether a manufacturing company should Decide how scheduling a break will affect work flow Evaluate a loan application for degree of risk Making invest in new robotics technology

Rev: 2019-08-22 Talxcellenz® Foundational Competency - Level (LV) Rating Anchors Page 1 of 4 Reasoning: Logical thinking that influences the use of information in problem solving.

Recognize from the mood of prisoners that a prison Recognize an illness at an early stage of a disease when Problem Sensitivity Recognize that an unplugged lamp won't work riot is likely to occur there are only a few symptoms Design an aircraft wing using principles of Deductive Reasoning* Know that a stalled car can coast downhill Decide what factors to consider in selecting stocks (L5) aerodynamics Determine the prime suspect based on crime scene Diagnose a disease using results of many different lab Inductive Reasoning Decide what to wear based on the weather report evidence tests

Information Ordering* Put things in numerical order (L1) Follow the correct steps to make changes Assemble a nuclear warhead

Classify man-made fibers in terms of their strength, Category Flexibility* Sort nails in a toolbox on the basis of length Classify flowers according to size, color, and smell (L3) cost, flexibility, melting points, etc. Math: Quantitative thinking and use of mathematical methods.

Calculate the square footage of a new home under Develop a mathematical model to simulate and resolve Mathematics Count the amount of change to be given to a customer construction an engineering problem Determine how much 10 oranges will cost when they Decide how to calculate profits to determine the Determine the mathematics required to simulate a Mathematical Reasoning* are priced at 2 for 20 cents (L1) amounts of yearly bonuses space craft landing on the moon Compute the interest payment that should be Number Facility* Add 2 and 7 (L1) Balance a checkbook (L3) generated from an investment (L5) Information Skills: Obtaining, processing, analyzing, and documenting information.

Getting Information Follow a standard blueprint Review a budget Study international tax laws

Processing Information Tabulate the costs of parcel deliveries Calculate the adjustments for insurance claims Compile data for a complex scientific report

Analyzing Data or Analyze the cost of medical care services for all Determine the location of a lost order (L1) Determine the interest cost to finance a new building Information* hospitals in the country Leadership Skills: Monitoring, social perceptiveness, coordination, and time management.

Monitor a meeting's progress and revise the agenda to Review corporate productivity and develop a plan to Monitoring Proofread and correct a letter ensure that important topics are discussed increase productivity

Notice that customers are angry because they have Be aware of how a coworker's promotion will affect a Social Perceptiveness Counsel depressive patients during a crisis period been waiting too long work group Work as director of a consulting project calling for Coordination Schedule appointments for a medical clinic Work with others to put a new roof on a house interaction with multiple subcontractors Allocate the time of subordinates to projects for the Allocate the time of scientists to multiple research Time Management Keep a monthly calendar of appointments coming week projects

Rev: 2019-08-22 Talxcellenz® Foundational Competency - Level (LV) Rating Anchors Page 2 of 4 Character Competencies

There are no Level (LV) ratings for character competencies. The IM scale is: Not Important (1), somewhat important (2), important (3), very important (4), and extremely important (5).

Achievement Orientation: Personal goal setting, trying to succeed at those goals, and striving to be competent in own work.

Achievement/Effort Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.

Persistence Job requires persistence in the face of obstacles.

Initiative Job requires a willingness to take on responsibilities and challenges.

Teamwork: Being pleasant, cooperative, sensitive, easy to get along with, and associating with others.

Cooperation Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.

Concern for Others Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.

Social Orientation Job requires preferring to work with others rather than alone, and being personally connected with others on the job.

Adaptability: Maturity, poise, flexibility, and restraint to cope with pressure, stress, criticism and setbacks.

Self Control Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.

Stress Tolerance Job requires accepting criticism and dealing calmly and effectively with high stress situations.

Adaptability/Flexibility Job requires being open to change (positive or negative) and to considerable variety in the workplace.

Responsibility: Dependability, working correctly and carefully, and being trustworthy, accountable, and detailed.

Dependability Job requires being reliable, responsible, and dependable, and fulfilling obligations.

Attention to Detail Job requires being careful about detail and thorough in completing work tasks.

Integrity Job requires being honest and ethical.

Ingenuity: Generating useful ideas and thinking thigs though logically.

Innovation Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.

Analytical Thinking Job requires analyzing information and using logic to address work-related issues and problems.

Decisiveness: Having an impact on others, displaying energy, leadership, and guiding & depending on oneself.

Leadership Job requires a willingness to lead, take charge, and offer opinions and direction.

Independence Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.

Rev: 2019-08-22 Talxcellenz® Foundational Competency - Level (LV) Rating Anchors Page 3 of 4 Physical Competencies

Fine Manipulation: The ability to keep hand and arm steady and to make precisely coordinated movements of fingers.

Arm-Hand Steadiness Light a candle Thread a needle Cut facets in a diamond

Attach small knobs to stereo equipment on an Finger Dexterity Put coins in a parking meter Put together the inner workings of a small wrist watch assembly line Control Movements: The ability to quickly and repeatedly adjust controls and to coordinate two or more limbs.

Control Precision Adjust a room light with a dimmer switch Adjust farm tractor controls Drill a tooth

Multilimb Coordination Row a boat Operate a forklift truck in a warehouse Play the drum set in a jazz band

Reaction and Speed: The ability to quickly respond to a signal and to quickly move arms and legs.

Start to slow down the car when a traffic light turns Hit the brake when a pedestrian steps in front of the Reaction Time Throw a switch when a red warning light goes off yellow car

Speed of Limb Movement Saw through a thin piece of wood Swat a fly with a fly swatter Throw punches in a boxing match

Strength: The ability to exert maximum muscle force and to use abdominal and back muscles repeatedly.

Static Strength* Push an empty shopping cart (L1) Pull a 40-pound sack of fertilizer across the lawn Lift 75-pound bags of cement onto a truck

Trunk Strength Sit up in an office chair Shovel snow for half an hour Do 100 sit-ups

Endurance: The ability to exert physically over long periods of time with out getting winded.

Stamina* Walk 1/4 mile (L1) Climb 6 flights of stairs Run 10 miles

Flexibility, Balance and Corrdination: The ability to bend, stretch, twist, reach, and coordinate movement of arms, legs, and torso.

Extent Flexibility Reach for a microphone in a patrol car Reach for a box on a high warehouse shelf Work under the dashboard of a car

Gross Body Coordination Get in and out of a truck Swim the length of a pool Perform a ballet dance

Visual Abilities: The ability to see at close range andto see details at a distance.

Near Vision* Read dials on the dashboard of a car Read the fine print of a legal document (L5) Detect minor defects in a diamond

Far Vision* Read a roadside billboard Focus a slide projector Detect differences in ships on the horizon (L7)

Copyright © 2019 Metrics Reporting, Inc. Rev: 2019-08-22 Talxcellenz® Foundational Competency - Level (LV) Rating Anchors Page 4 of 4 Importance Ratings Name: Davenport University – Administrative Support Zone 2 Level Ratings Important Competency Competency Family Definitions Not Important Not Very Important Extremely Important Extremely Somewhat Important Somewhat

Communication Competencies

4 X Listening Listening to others to receive verbal information. 4 X Speaking Speaking to others to convey verbal information. 4 X Reading Reading documents, charts, graphs, tables, forms, prose, and continuous texts. 4 X Writing Writing to convey or document written information.

Cognitive Competencies

Judgment & 3 Critical thinking, problem solving, judgment and decision making. X Decision Making 4 X Reasoning Logical thinking that influences the use of information in problem solving.

3 X Math Quantitative thinking and use of mathematical methods.

4 X Information Skills Obtaining, processing, analyzing, and documenting information. 3 X Leadership Skills Monitoring, social perceptiveness, coordination, and time management.

Character Competencies

Achievement Personal goal setting, trying to succeed at those goals, and striving to be competent in own work. – X Orientation

Teamwork Being pleasant, cooperative, sensitive, easy to get a long with, and associating with others. – X

Adaptability Maturity, poise, flexibility, and restraint to cope with pressure, stress, criticism, and setbacks. – X

Responsibility Dependability, working correctly and carefully, and being trustworthy, accountable, and detailed. – X

Ingenuity Generating useful ideas and thinking things through logically. – X

Decisive Having an impact on others, displaying energy, leadership, and guiding & depending on oneself. – X

Physical Competencies

3 X Fine Manipulation The ability to keep hand and arm steady and to make precisely coordinated movements of fingers. 2 X Control Movements The ability to quickly and repeatedly adjust controls and to coordinate two or more limbs. 1 X Reaction & Speed The ability to quickly respond to a signal and to quickly move arms and legs. 2 X Strength The ability to exert maximum muscle force and to use abdominal and back muscles repeatedly. 1 X Endurance The ability to exert physically over long periods of time without getting winded. Flexibility Balance 2 The ability to bend, stretch, twist, reach, and coordinate movement of arms, legs, and torso. X & Coordination 4 X Vision The ability to see at close range and to see details at a distance.