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 – BarFly Ventures Corporate Managers (CORM) Job Family June 18, 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 Tuesday, June 18, 2019 at BarFly Ventures, LLC., 35 Oakes SW, 3rd Floor, Grand Rapids, MI 49503.

Rev: 2019-06-18 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: 2019-06-18 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: 2019-06-18 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: 2019-06-18 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: 2019-06-18 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 Competencies Rating Sheet as determined by SME Consensus.

Rev: 2019-06-18 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, Page 1 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 to check if critical tasks are missing for any task families (GWAs) that do not have a task. As they work together, SME representatives from different jobs within the same job family 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, we 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 BarFly Ventures, Corporate Managers

The job family of Corporate Managers 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:

11-3121.00 – Human Resources Managers

Plan, direct, or coordinate human resources activities and staff of an organization.

Sample of reported job titles: Employee Relations Manager, Human Resources Administration Director, Human Resources Director (HR Director), Human Resources Manager (HR Manager), Human Resources Operations Manager, Human Resources Vice President

11-3131.00 – Training and Development Managers

Plan, direct, or coordinate the training and development activities and staff of an organization.

Sample of reported job titles: Development Manager, Education and Development Manager, Education Director, Learning and Development Director, Learning Manager, Staff Training and Development Manager, Training and Development Coordinator, Training and Development Director, Training Director, Training Manager

Rev: 2019-06-18 Job Family Definition Page 1 of 3 11-2011.00 – Advertising and Promotions Managers

Plan, direct, or coordinate advertising policies and programs or produce collateral materials, such as posters, contests, coupons, or give-aways, to create extra interest in the purchase of a product or service for a department, an entire organization, or on an account basis.

Sample of reported job titles: Account Executive, Advertising Manager (Ad Manager), Advertising Sales Manager, Classified Advertising Manager, Communications Director, Communications Manager, Creative Services Director, Marketing and Promotions Manager, Promotions Director, Promotions Manager

11-3071.03 – Logistics Managers

Plan, direct, or coordinate purchasing, warehousing, distribution, forecasting, customer service, or planning services. Manage logistics personnel and logistics systems and direct daily operations.

Sample of reported job titles: Global Logistics Manager, Integrated Logistics Programs Director, Logistics Analytics Manager, Logistics Director, Logistics Operations Director, Logistics Operations Manager, Logistics Solution Manager, Logistics Team Leader, Logistics Vice President, Supply Chain Logistics Manager

13-1199.05 – Sustainability Specialists

Address organizational sustainability issues, such as waste stream management, green building practices, and green procurement plans.

Sample of reported job titles: Champion of Sustainable Design; Chief Specialist, LEED (Chief Specialist, Leadership in Energy and Environmental Design); Lead Sustainability Specialist; Senior Sustainability Advisor; Senior Sustainability Consultant; Sustainability Consultant; Sustainability Coordinator; Sustainability Specialist; Sustainable Design Consultant; Sustainable Design Coordinator

Rev: 2019-06-18 Job Family Definition Page 2 of 3 15-1199.09 – Information Technology Project Managers

Plan, initiate, and manage information technology (IT) projects. Lead and guide the work of technical staff. Serve as liaison between business and technical aspects of projects. Plan project stages and assess business implications for each stage. Monitor progress to assure deadlines, standards, and cost targets are met.

Sample of reported job titles: IT Manager, IT Project Manager, Manager of IT, Program Manager, Project Manager, Project Manager/Team Coach, Senior Lead Project Manager, Senior Project Leader/Team Lead, Technical Project Lead (Project Manager), Transition Program Manager

11-3031.01 – Treasurers and Controllers

Direct financial activities, such as planning, procurement, and investments for all or part of an organization.

Sample of reported job titles: Chief Financial Officer (CFO), Chief School Finance Officer, Comptroller, Controller, Director of Finance, Finance Director, Finance Manager, Finance Vice President, School Treasurer, Treasurer

Rev: 2019-06-18 Job Family Definition Page 3 of 3 Appendix D - Occupational Competencies List - BarFly Ventures - Corporate Managers O*NET Occupation Titles (O*NET Code): Advertising and Promotions Managers (11-2011.00); Human Resources Managers (11-3121.00); Information Technology Project Managers (15- 1199.09); Logistics Managers (11-3071.03); Sustainability Specialists (13-1199.05); Training and Development Managers (11-3131.00); Treasurers and Controllers (11-3031.01)

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.

Investigate criminal or legal matters.

1. Investigate legal issues.

Identify or investigate violations of natural resources, waste management, recycling, or other environmental policies.

Obtain information about goods or services.

2. Obtain information about goods or services.

Identify or procure needed resources to implement sustainability programs or projects.

Investigate the environmental impact of industrial or development activities.

3. Research issues related to the environment or sustainable business practices.

Collect information about waste stream management or green building practices to inform decision-makers. Identify or create new sustainability indicators. Research or review regulatory, technical, or market issues related to sustainability.

Collect data about consumer needs or opinions.

4. 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. Gather and organize information to plan advertising campaigns.

5. Collect data about customer needs.

Rev: 2019-05-31 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 1 of 17 Assess current or future customer needs and priorities through communicating directly with customers, conducting surveys, or other methods.

Investigate incidents or accidents.

6. Investigate industrial or transportation accidents.

Investigate and report on industrial accidents for insurance carriers.

Interview people to obtain information.

7. Interview employees, customers, or others to collect information.

Conduct exit interviews to identify reasons for employee termination. Identify staff vacancies and recruit, interview and select applicants.

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.

8. Monitor organizational procedures to ensure proper functioning.

Establish or monitor specific supply chain-based performance measurement systems.

Implement or monitor carbon or environmental management, accounting, or audit systems.

Monitor financial data or activities.

9. Monitor flow of cash or other resources.

Monitor financial activities and details, such as cash flow and reserve levels, to ensure that all legal and regulatory requirements are met.

10. Monitor business indicators.

Monitor or track sustainability indicators, such as energy usage, natural resource usage, waste generation, and recycling.

Monitor individual behavior or performance.

11. Monitor performance of organizational members or partners.

Direct, motivate, and monitor the mobilization of a campaign team to advance campaign goals.

Monitor operations to ensure compliance with regulations or standards.

12. Monitor organizational compliance with regulations.

Monitor financial activities and details, such as cash flow and reserve levels, to ensure that all legal and regulatory requirements are met. Monitor product import or export processes to ensure compliance with regulatory or legal requirements.

13. Determine operational compliance with regulations or standards.

Rev: 2019-05-31 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 2 of 17 Ensure carrier compliance with company policies or procedures for product transit or delivery. Review and evaluate training and apprenticeship programs for compliance with government standards.

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.

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

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.

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.

Evaluate programs, practices, or processes.

14. Evaluate program effectiveness.

Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.

15. Evaluate training programs, instructors, or materials.

Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.

Review and evaluate training and apprenticeship programs for compliance with government standards.

Evaluate personnel capabilities or performance.

16. Evaluate employee performance.

Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.

Manage sales team including setting goals, providing incentives, and evaluating employee performance.

Monitor and evaluate the performance of accounting and other financial staff, recommending and implementing personnel actions, such as promotions and dismissals.

Evaluate the characteristics, usefulness, or performance of products or technologies.

17. Assess the cost effectiveness of products, projects, or services.

Assess or propose sustainability initiatives, considering factors such as cost effectiveness, technical feasibility, and acceptance.

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

Compile records, documentation, or other data.

18. Compile operational data.

Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

Prepare and file annual tax returns or prepare financial information so that outside accountants can complete tax returns.

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.

19. Examine marketing materials to ensure compliance with policies or regulations.

Inspect layouts and advertising copy and edit scripts, audio and video tapes, and other promotional material for adherence to specifications.

Assess compliance with environmental standards or regulations.

20. Conduct environmental audits.

Conduct or review environmental audits for logistics activities, such as storage, distribution, or transportation.

Examine financial activities, operations, or systems.

21. Conduct financial or regulatory audits.

Conduct or coordinate audits of company accounts and financial transactions to ensure compliance with state and federal requirements and statutes.

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

Analyze scientific or applied data using mathematical principles.

22. Analyze data to identify trends or relationships among variables.

Prepare project status reports by collecting, analyzing, and summarizing information and trends.

Analyze data to improve operations.

23. Model operational processes.

Design models for use in evaluating logistics programs or services.

24. Analyze data to assess operational or project effectiveness.

Monitor and analyze sales promotion results to determine cost effectiveness of promotion campaigns.

25. Analyze data to inform personnel decisions.

Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.

26. Analyze data to inform operational decisions or activities.

Analyze all aspects of corporate logistics to determine the most cost-effective or efficient means of transporting products or supplies.

Rev: 2019-05-31 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 4 of 17 Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

Analyze business or financial data.

27. Analyze financial records to improve budgeting or planning.

Perform tax planning work.

28. Analyze financial records to improve efficiency.

Analyze the financial details of past, present, and expected operations to identify development opportunities and areas where improvement is needed.

Analyze the financial impact of proposed logistics changes, such as routing, shipping modes, product volumes or mixes, or carriers.

Analyze performance of systems or equipment.

29. Analyze security of systems, network, or data.

Perform risk assessments to develop response strategies.

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.

Authorize business activities or transactions.

30. Approve expenditures.

Receive, record, and authorize requests for disbursements in accordance with company policies and procedures.

Determine resource needs of projects or operations.

31. Identify information technology project resource requirements.

Identify need for initial or supplemental project resources.

32. Estimate labor requirements.

Prepare personnel forecast to project employment needs.

33. Determine resource needs.

Evaluate needs for procurement of funds and investment of surpluses and make appropriate recommendations. Recommend purchase of new or improved technology, such as automated systems.

Implement procedures or processes.

34. Implement organizational process or policy changes.

Implement specific customer requirements, such as internal reporting or customized transportation metrics.

Plan or implement improvements to internal or external logistics systems or processes. Plan or implement material flow management systems to meet production requirements.

35. Implement transportation changes to reduce environmental impact.

Analyze all aspects of corporate logistics to determine the most cost-effective or efficient means of transporting products or supplies. Recommend optimal transportation modes, routing, equipment, or frequency.

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

Develop business or marketing plans.

36. Develop marketing plans or strategies.

Formulate plans to extend business with established accounts and to transact business as agent for advertising accounts. Plan and execute advertising policies and strategies for organizations.

Develop plans for managing or preserving natural resources.

37. Develop environmental remediation or protection plans.

Develop plans or set goals to reduce carbon emissions associated with storage or transport activities.

Develop marketing or promotional materials.

38. Develop promotional materials.

Plan and prepare advertising and promotional material to increase sales of products or services, working with customers, company officials, sales departments, and advertising agencies.

39. Create marketing materials.

Create marketing or outreach media, such as brochures or web sites, to communicate sustainability issues, procedures, or objectives.

Develop contingency or emergency response plans.

40. Develop emergency response plans or procedures.

Develop risk management programs to ensure continuity of supply in emergency scenarios.

Develop sustainable organizational or business policies or practices.

41. Develop sustainable business strategies or practices.

Assess or propose sustainability initiatives, considering factors such as cost effectiveness, technical feasibility, and acceptance.

Create or maintain plans or other documents related to sustainability projects.

Rev: 2019-05-31 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 6 of 17 Develop sustainability project goals, objectives, initiatives, or strategies in collaboration with other sustainability professionals.

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

Maintain current knowledge in area of expertise.

42. Maintain knowledge of current developments in area of expertise.

Maintain current knowledge of organizational policies and procedures, federal and state policies and directives, and current accounting standards. Read trade journals and professional literature to stay informed on trends, innovations, and changes that affect media planning.

Review global, national, or regional transportation or logistics reports for ways to improve efficiency or minimize the environmental impact of logistics activities. Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

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

Develop organizational policies, systems, or processes.

43. Develop organizational policies or programs.

Create policies or procedures for logistics activities. Develop internal control policies, guidelines, and procedures for activities such as budget administration, cash and credit management, and accounting.

44. Develop operating strategies, plans, or procedures.

Plan or implement improvements to internal or external logistics systems or processes. Plan or implement material flow management systems to meet production requirements.

45. Establish organizational guidelines or policies.

Review and revise sustainability proposals or policies.

46. Determine pricing or monetary policies.

Determine depreciation rates to apply to capitalized items and advise management on actions regarding the purchase, lease, or disposal of such items.

Develop operational or technical procedures or standards.

47. Develop information communication procedures.

Establish and execute a project communication plan.

48. Develop guidelines for system implementation.

49. Develop procedures to evaluate organizational activities.

Develop testing and evaluation procedures.

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

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

Plan work activities.

50. Develop detailed project plans.

Develop and manage work breakdown structure (WBS) of information technology projects.

Develop or update project plans for information technology projects including information such as project objectives, technologies, systems, information specifications, schedules, funding, and staffing. Initiate, review, or approve modifications to project plans.

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.

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

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

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.

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.

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.

Prepare financial documents, reports, or budgets.

Create or maintain plans or other documents related to sustainability projects.

52. Prepare financial documents, reports, or budgets.

Prepare and file annual tax returns or prepare financial information so that outside accountants can complete tax returns. Prepare and negotiate advertising and sales contracts.

Prepare or direct preparation of financial statements, business activity reports, financial position forecasts, annual budgets, or reports required by regulatory agencies.

Present research or technical information.

53. Prepare analytical reports.

Prepare project status reports by collecting, analyzing, and summarizing information and trends.

Prepare proposals or grant applications.

54. Prepare proposal documents.

Write grant applications, rebate applications, or project proposals to secure funding for sustainability projects.

Maintain operational records.

55. Maintain operational records.

Maintain metrics, reports, process documentation, customer service logs, or training or safety records.

56. Maintain personnel records.

Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

Prepare documentation for contracts, applications, or permits.

57. Prepare forms or applications.

Prepare or file environmental certification applications.

Prepare legal or regulatory documents.

58. Prepare reports related to compliance matters.

Investigate and report on industrial accidents for insurance carriers. Prepare or direct preparation of financial statements, business activity reports, financial position forecasts, annual budgets, or reports required by regulatory agencies.

Prepare reports of operational or procedural activities.

59. Prepare operational 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 regulations, policies, or procedures.

60. Communicate organizational policies and procedures.

Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.

61. Communicate organizational information to customers or other stakeholders.

Communicate freight transportation information to customers or suppliers, using transportation management, electronic logistics marketplace, or electronic freight information systems, to improve efficiency, speed, or quality of transportation services.

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.

62. Liaise between departments or other groups to improve function or communication.

Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

63. Confer with organizational members to accomplish work activities.

Collaborate with other departments to integrate logistics with business systems or processes, such as customer sales, order management, accounting, or shipping.

Confer with department heads or staff to discuss topics such as contracts, selection of advertising media, or product to be advertised. Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.

Coordinate with others to resolve problems.

64. Collaborate with others to resolve information technology issues.

Confer with project personnel to identify and resolve problems.

Coordinate activities with clients, agencies, or organizations.

65. Coordinate operational activities with external stakeholders.

Coordinate with the media to disseminate advertising.

66. Represent the organization in external relations.

Represent company at trade association meetings to promote products.

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.

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

Develop professional relationships or networks.

67. Establish interpersonal business relationships to facilitate work activities.

Assemble and communicate with a strong, diverse coalition of organizations or public figures, securing their cooperation, support and action, to further campaign goals.

Develop and maintain relationships with banking, insurance, and nonorganizational accounting personnel to facilitate financial activities.

Identify and develop contacts for promotional campaigns and industry programs that meet identified buyer targets, such as dealers, distributors, or consumers.

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

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

Promote products, services, or programs.

68. Promote products, services, or programs.

Contact organizations to explain services and facilities offered.

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

Negotiate contracts or agreements.

69. Negotiate sales or lease agreements for products or services.

Contract with vendors to provide employee services, such as food service, transportation, or relocation service. Prepare and negotiate advertising and sales contracts.

70. Negotiate labor disputes.

Negotiate bargaining agreements and help interpret labor contracts.

71. Negotiate contracts for transportation, distribution, or logistics services.

Negotiate transportation rates or services.

72. Negotiate contracts for environmental remediation, green energy, or renewable resources.

Negotiate with suppliers or customers to improve supply chain efficiency or sustainability.

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.

73. Resolve customer complaints or problems.

Resolve problems concerning transportation, logistics systems, imports or exports, or customer issues.

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.

74. Conduct employee training programs.

Conduct or arrange for ongoing technical training and personal development classes for staff members.

Conduct orientation sessions and arrange on-the-job training for new hires. Lead staff training and development in budgeting and financial management areas.

Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.

Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.

Train and direct workers engaged in developing and producing advertisements.

Train instructors and supervisors in techniques and skills for training and dealing with employees. Train shipping department personnel in roles or responsibilities regarding global logistics strategies.

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

Supervise personnel activities.

75. Supervise information technology personnel.

Direct or coordinate activities of project personnel. Monitor the performance of project team members, providing and documenting performance feedback.

76. Supervise employees.

Manage sales team including setting goals, providing incentives, and evaluating employee performance.

Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.

Supervise the work of logistics specialists, planners, or schedulers.

Direct scientific or technical activities.

77. Manage information technology projects or system activities.

Develop and manage work breakdown structure (WBS) of information technology projects. Direct or coordinate activities of project personnel.

Manage project execution to ensure adherence to budget, schedule, and scope.

Schedule and facilitate meetings related to information technology projects.

Manage human resources activities.

78. Manage human resources activities.

Administer compensation, benefits and performance management systems, and safety and recreation programs.

Allocate human resources, ensuring appropriate matches between personnel.

Analyze training needs to design employee development, language training and health and safety programs. Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.

Oversee the evaluation, classification and rating of occupations and job positions.

Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.

Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.

Manage control systems or activities.

79. Manage control system activities in organizations.

Conduct or coordinate audits of company accounts and financial transactions to ensure compliance with state and federal requirements and statutes.

Manage budgets or finances.

80. Direct financial operations.

Coordinate activities of departments, such as sales, graphic arts, media, finance, and research.

Rev: 2019-05-31 Talxcellenz® Occupational Competencies List. Copyright © 2019 by Metrics Reporting, Inc. Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Page: 13 of 17 Coordinate and direct the financial planning, budgeting, procurement, or investment activities of all or part of an organization. Delegate authority for the receipt, disbursement, banking, protection, and custody of funds, securities, and financial instruments.

Prepare or direct preparation of financial statements, business activity reports, financial position forecasts, annual budgets, or reports required by regulatory agencies.

81. Prepare operational budgets.

Assist with annual budget development.

Handle all aspects of employee insurance, benefits, and casualty programs, including monitoring changes in health insurance regulations and creating budgets for benefits and worker's compensation. Prepare and follow budgets for personnel operations.

Prepare budgets and submit estimates for program costs as part of campaign plan development.

Prepare training budget for department or organization.

82. Manage organizational or project budgets.

Track program budgets and expenses and campaign response rates to evaluate each campaign based on program objectives and industry norms.

83. Manage budgets for appropriate resource allocation.

Develop and manage annual budgets for information technology projects.

Coordinate group, community, or public activities.

84. Coordinate special events or programs.

Coordinate established courses with technical and professional courses provided by community schools and designate training procedures. Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.

Direct, motivate, and monitor the mobilization of a campaign team to advance campaign goals.

Direct organizational operations, activities, or procedures.

85. Direct sales, marketing, or customer service activities.

Coordinate activities of departments, such as sales, graphic arts, media, finance, and research.

86. Manage operations, research, or logistics projects.

Direct and coordinate product research and development.

Participate in carrier management processes, such as selection, qualification, or performance evaluation.

Plan or implement material flow management systems to meet production requirements.

87. Coordinate resource procurement activities.

88. Direct organizational operations, projects, or services.

Coordinate activities of departments, such as sales, graphic arts, media, finance, and research.

Direct and coordinate product research and development. Direct distribution center operation to ensure achievement of cost, productivity, accuracy, or timeliness objectives.

Direct inbound or outbound logistics operations, such as transportation or warehouse activities, safety performance, or logistics quality management.

Direct or coordinate comprehensive logistical or reverse logistical functions for product life cycles, including acquisition, distribution, internal allocation, delivery, recycling, reuse, or final disposal of resources.

Assign work to others.

89. Assign duties or work schedules to employees.

Assign duties, responsibilities, and spans of authority to project personnel.

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.

Advise others on products or services.

90. Advise customers on technical or procedural issues.

Provide presentation and product demonstration support during the introduction of new products and services to field staff and customers.

Advise others on business or operational matters.

91. Recommend organizational process or policy changes.

Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.

Evaluate needs for procurement of funds and investment of surpluses and make appropriate recommendations.

92. Advise others on business or operational matters.

Advise management on short-term and long-term financial objectives, policies, and actions.

Confer with clients to provide marketing or technical advice.

Determine depreciation rates to apply to capitalized items and advise management on actions regarding the purchase, lease, or disposal of such items. Provide direction and assistance to other organizational units regarding accounting and budgeting policies and procedures and efficient control and utilization of financial resources.

Provide technical or administrative support for sustainability programs or issues.

93. Advise others on career or personal development.

Provide terminated employees with outplacement or relocation assistance.

Advise others on legal or regulatory matters.

94. Advise others on legal or regulatory compliance matters.

Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.

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.

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

Perform recruiting or hiring activities.

95. Hire personnel.

Identify staff vacancies and recruit, interview and select applicants.

Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.

96. Participate in staffing decisions.

Coordinate recruitment or selection of project personnel. Identify, review, or select vendors or consultants to meet project needs.

97. Recruit personnel.

Identify staff vacancies and recruit, interview and select applicants.

Perform human resources activities.

98. Administer compensation or benefits programs.

Administer compensation, benefits and performance management systems, and safety and recreation programs.

Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

Handle all aspects of employee insurance, benefits, and casualty programs, including monitoring changes in health insurance regulations and creating budgets for benefits and worker's compensation.

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

Collect fares or payments.

99. Collect payments for goods or services.

Purchase goods or services.

100. Purchase products or services.

Identify or procure needed resources to implement sustainability programs or projects.

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 Computer servers Application servers 2 Tools Computer servers Web servers 3 Tools Desktop calculator 10-key calculators 4 Tools Desktop computers Desktop computers 5 Tools Hazardous material protective apparel Personal protective equipment 6 Tools High capacity removable media drives Universal serial bus USB flash drives 7 Tools Laser fax machine Laser facsimile machines 8 Tools Laser printers Computer laser printers 9 Tools Laser printers Laser printers 10 Tools Liquid crystal display projector Liquid crystal display LCD video projectors 11 Tools Mobile phones Smartphones 12 Tools MP3 players or recorders MP3 players 13 Tools Notebook computers Laptop computers 14 Tools Notebook computers Notebook computers 15 Tools Personal computers Personal computers Personal digital assistant PDAs or 16 Tools Personal digital assistants PDA organizers 17 Tools Photocopiers Photocopiers 18 Tools Photocopiers Photocopying equipment 19 Tools Scanners Computer data input scanners 20 Tools Scanners Scanners 21 Tools Special purpose telephones Multi-line telephone systems 22 Tools Surveillance video or audio recorders Audio recording equipment 23 Tools Tablet computers Tablet computers 24 Tools Videoconferencing systems Videoconferencing equipment 25 Technology Access software Citrix software 26 Technology Accounting software AccountantsWorld Payroll Relief 27 Technology Accounting software Automatic Data Processing EasyPay software 28 Technology Accounting software Fund accounting software 29 Technology Accounting software Hyperion Enterprise 30 Technology Accounting software Intuit QuickBooks 31 Technology Accounting software Intuit QuickBooks software 32 Technology Accounting software Job costing software 33 Technology Accounting software MYOB Premier Accounting Small Business Suite 34 Technology Accounting software New World Systems Logos.NET 35 Technology Accounting software Sage 50 Accounting 36 Technology Accounting software Sage Fixed Asset Solution FAS 37 Technology Accounting software Sage MIP Fund Accounting 38 Technology Accounting software Sage Peachtree software 39 Technology Analytical or scientific software Business analysis software 40 Technology Analytical or scientific software Life cycle assessment LCA software 41 Technology Analytical or scientific software Media Professional software 42 Technology Analytical or scientific software Mediamix software 43 Technology Analytical or scientific software Optimization software 44 Technology Analytical or scientific software PE INTERNATIONAL GaBi software 45 Technology Analytical or scientific software PE INTERNATIONAL SoFi software 46 Technology Analytical or scientific software PRe Consultants SimaPro 47 Technology Analytical or scientific software Relex Weibull 48 Technology Analytical or scientific software SAS software

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 1 of 12 49 Technology Analytical or scientific software SPSS software 50 Technology Analytical or scientific software StataCorp Stata 51 Technology Application server software Code hosting software 52 Technology Application server software Oracle WebLogic Server 53 Technology Application server software Red Hat WildFly 54 Technology Backup or archival software Veritas NetBackup Business intelligence and data analysis 55 Technology Google DoubleClick software Business intelligence and data analysis 56 Technology IBM Cognos Impromptu software Business intelligence and data analysis 57 Technology MicroStrategy software software Business intelligence and data analysis 58 Technology Oracle Business Intelligence Enterprise Edition software Business intelligence and data analysis 59 Technology Qlik Tech QlikView software Business intelligence and data analysis 60 Technology Tableau software software 61 Technology Calendar and scheduling software Scheduling software 62 Technology Charting software AASoftTech Web Organization Chart 63 Technology Communications server software IBM Domino 64 Technology Compliance software Stratitec TimeIPS 65 Technology Computer aided design CAD software Autodesk AutoCAD software 66 Technology Computer aided design CAD software Autodesk Revit 67 Technology Computer aided design CAD software Dassault Systemes CATIA software 68 Technology Computer based training software Adobe Systems Adobe Captivate 69 Technology Computer based training software Adobe Systems Adobe Presenter 70 Technology Computer based training software AgileView Software SmartView 71 Technology Computer based training software Alchemy Systems SISTEM 72 Technology Computer based training software Articulate Rapid E-Learning Studio 73 Technology Computer based training software Beeline Learning Management System LMS 74 Technology Computer based training software Blatant Media Absorb LMS 75 Technology Computer based training software Brainshark Rapid Learning 76 Technology Computer based training software Cobent Learning and Compliance Suite LCS Computer Generated Solutions Learning Management 77 Technology Computer based training software System 78 Technology Computer based training software Cornerstone OnDemand Cornerstone Learning 79 Technology Computer based training software dominKnow Learning Center 80 Technology Computer based training software Eedo Knowledgeware Eedo Force Ten 81 Technology Computer based training software ElearningForce JoomlaLMS 82 Technology Computer based training software EZ LCMS 83 Technology Computer based training software FlexTraining Total e-Learning Solution 84 Technology Computer based training software FunEducation Outstart Trainer 85 Technology Computer based training software G-Cube Solutions Wizdom Web LMS 86 Technology Computer based training software GeoMetrix Data Systems Training Partner 87 Technology Computer based training software HunterStone THESIS 88 Technology Computer based training software ICS Learning Group Inquisiq EX 89 Technology Computer based training software Ikonami AT-Learning Tool 90 Technology Computer based training software iLinc Communications LearnLinc 91 Technology Computer based training software Inspired eLearning iLMS 92 Technology Computer based training software Intelladon Enterprise Knowledge Platform EKP Intelligent Information Conversion Technologies 93 Technology Computer based training software MeritScholar 94 Technology Computer based training software Intellum Rollbook 95 Technology Computer based training software Kookaburra Studios Knowledge Presenter 96 Technology Computer based training software LeanForward LearnPoint

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 2 of 12 97 Technology Computer based training software Learn HQ Activate LMS 98 Technology Computer based training software Learn.com CourseMaker Studio 99 Technology Computer based training software Medworxx Learning Management System 100 Technology Computer based training software Moodle 101 Technology Computer based training software Mzinga On-Demand Learning Suite 102 Technology Computer based training software NetDimensions Enterprise Knowledge Platform EKP 103 Technology Computer based training software OnPoint Digital OnPoint Learning & Performance Suite 104 Technology Computer based training software Open e-LMS 105 Technology Computer based training software Operitel LearnFlex 106 Technology Computer based training software Pathlore LMS 107 Technology Computer based training software Plateau Learning Management System LMS

108 Technology Computer based training software PRO-ductivity Systems Compliance Training Manager Web

109 Technology Computer based training software Rapid Intake Unison 110 Technology Computer based training software Right Reason Technologies RightTrack 111 Technology Computer based training software RISC Virtual Training Assistant 112 Technology Computer based training software Saba Centra 113 Technology Computer based training software SkillSoft SkillPort 114 Technology Computer based training software SumTotal Systems ToolBook 115 Technology Computer based training software SumTotal Systems TotalLMS 116 Technology Computer based training software SyberWorks Training Center 117 Technology Computer based training software techniques.org knowledgeWorks LMS

118 Technology Computer based training software Telania eLeaP Learning Management System LMS/LCMS

119 Technology Computer based training software The Human Equation InSite LMS 120 Technology Computer based training software TrainCaster LMS 121 Technology Computer based training software Training software 122 Technology Computer based training software TrainOnTrack Learning Management System LMS 123 Technology Computer based training software Trivantis Lectora 124 Technology Computer based training software Upside Learning UpsideLMS 125 Technology Computer based training software Xerceo Learn 126 Technology Computer based training software Xyleme Learning Content Management System LCMS 127 Technology Computer based training software Ziiva Prosperity LMS 128 Technology Configuration management software IBM Software Configuration and Library Manager SCLM 129 Technology Configuration management software Perforce Helix software 130 Technology Configuration management software Puppet 131 Technology Content workflow software Atlassian JIRA software Customer relationship management CRM 132 Technology Blackbaud The Raiser's Edge software Customer relationship management CRM 133 Technology Constant Contact software software Customer relationship management CRM 134 Technology MarketSharp software software Customer relationship management CRM 135 Technology Oracle Eloqua software software Customer relationship management CRM 136 Technology Salesforce software software 137 Technology Data base management system software Amazon DynamoDB 138 Technology Data base management system software Amazon Kinesis 139 Technology Data base management system software Apache Cassandra 140 Technology Data base management system software Apache Hadoop 141 Technology Data base management system software Apache Hive 142 Technology Data base management system software Apache Pig 143 Technology Data base management system software Apache Solr 144 Technology Data base management system software MongoDB 145 Technology Data base management system software MySQL software

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 3 of 12 146 Technology Data base management system software NoSQL software 147 Technology Data base management system software Oracle PL/SQL 148 Technology Data base management system software Relational database management software 149 Technology Data base management system software Sybase software 150 Technology Data base management system software Teradata Database 151 Technology Data base reporting software AdRelevance software 152 Technology Data base reporting software Microsoft SQL Server Reporting Services 153 Technology Data base reporting software SAP BusinessObjects Crystal Reports 154 Technology Data base reporting software SAP BusinessObjects software 155 Technology Data base reporting software SAP Crystal Reports Data base user interface and query 156 Technology Automation Centre Personnel Tracker software Data base user interface and query 157 Technology Blackboard software software Data base user interface and query 158 Technology Brainworks software software Data base user interface and query 159 Technology Canonical Launchpad software Data base user interface and query 160 Technology Daptiv PPM software Data base user interface and query 161 Technology Data entry software software Data base user interface and query 162 Technology Database software software Data base user interface and query 163 Technology Edgewell Trac software Data base user interface and query 164 Technology Feng Office Collaboration Platform software Data base user interface and query 165 Technology FileMaker Pro software software Data base user interface and query 166 Technology Hewlett Packard HP Project Portfolio Management Solution software Data base user interface and query 167 Technology IBM DB2 software Data base user interface and query 168 Technology Intuit QuickBase software Data base user interface and query 169 Technology Issue tracking system software software Data base user interface and query 170 Technology MantisBT software Data base user interface and query 171 Technology Microsoft Access software Data base user interface and query 172 Technology Microsoft Marketing Pilot software software Data base user interface and query 173 Technology Microsoft SQL Server software Data base user interface and query 174 Technology Microsoft SQL Server software software Data base user interface and query 175 Technology Objective Decision Contactizer Pro software Data base user interface and query 176 Technology Oracle JDBC software Data base user interface and query 177 Technology Oracle software software Data base user interface and query 178 Technology PaloAlto Advertising Plan Pro software

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 4 of 12 Data base user interface and query 179 Technology Planisware software Data base user interface and query 180 Technology QSM SLIM Suite software Data base user interface and query 181 Technology Structured query language SQL software Data base user interface and query 182 Technology Transact-SQL software Data base user interface and query 183 Technology Xplanner software Data base user interface and query 184 Technology Yardi software software 185 Technology Data mining software ClarityBlue software 186 Technology Data mining software Google Analytics 187 Technology Desktop publishing software Adobe Systems Adobe InDesign 188 Technology Desktop publishing software Adobe Systems Adobe PageMaker 189 Technology Desktop publishing software Microsoft Publisher 190 Technology Desktop publishing software Quark software 191 Technology Development environment software Adobe Systems Adobe Creative Suite software 192 Technology Development environment software AnthillPro 193 Technology Development environment software Apache Continuum 194 Technology Development environment software Apache Gump 195 Technology Development environment software Apache Maven 196 Technology Development environment software C 197 Technology Development environment software Common business oriented language COBOL 198 Technology Development environment software CruiseControl 199 Technology Development environment software easyCIS 200 Technology Development environment software Eclipse software 201 Technology Development environment software ElectricCloud ElectricCommander 202 Technology Development environment software FinalBuilder 203 Technology Development environment software Fog Creek Software FogBugz 204 Technology Development environment software IBM Rational Build Forge Enterprise 205 Technology Development environment software Integrated development environment IDE software 206 Technology Development environment software JetBrains Team City 207 Technology Development environment software LuntBuild 208 Technology Development environment software Microsoft .NET Framework 209 Technology Development environment software Microsoft PowerShell 210 Technology Development environment software Microsoft Visual Basic 211 Technology Development environment software Microsoft Visual Basic Scripting Edition VBScript 212 Technology Development environment software Microsoft Visual Studio 213 Technology Development environment software Microsoft Visual Studio Team Foundation Server 214 Technology Development environment software OpenMake Software Meister 215 Technology Development environment software OpenMake Software Mojo 216 Technology Development environment software Oracle Java 2 Platform Enterprise Edition J2EE 217 Technology Development environment software pm ase QuickBuild 218 Technology Development environment software Ruby 219 Technology Development environment software SmartBear Software Automated Build Studio 220 Technology Development environment software Tigris Cabie 221 Technology Document management software Adobe Systems Adobe Acrobat 222 Technology Document management software Adobe Systems Adobe Acrobat software 223 Technology Document management software Atlas Business Solutions Staff Files 224 Technology Document management software Data warehousing software 225 Technology Document management software Document management system software 226 Technology Document management software HP TRIM software 227 Technology Document management software Microsoft Office SharePoint Server MOSS 228 Technology Document management software O3spaces Workplace

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 5 of 12 229 Technology Document management software PDF readers 230 Technology Document management software WinOcular software 231 Technology Electronic mail software Email software 232 Technology Electronic mail software IBM Lotus Notes 233 Technology Electronic mail software IBM Notes 234 Technology Electronic mail software Microsoft Exchange Server 235 Technology Electronic mail software Microsoft Outlook 236 Technology Enterprise application integration software Extensible markup language XML 237 Technology Enterprise application integration software IBM InfoSphere DataStage 238 Technology Enterprise application integration software IBM WebSphere 239 Technology Enterprise application integration software IBM WebSphere MQ

240 Technology Enterprise resource planning ERP software Actuate software

241 Technology Enterprise resource planning ERP software ADERANT Expert Back Office, Powered by Keystone

242 Technology Enterprise resource planning ERP software Clarity Systems IBM Clarity

Collaborative application lifecycle management ALM 243 Technology Enterprise resource planning ERP software software

244 Technology Enterprise resource planning ERP software Deltek software

245 Technology Enterprise resource planning ERP software Deltek Vision

246 Technology Enterprise resource planning ERP software Enterprise resource planning ERP software

247 Technology Enterprise resource planning ERP software Exact Software Macola ES

248 Technology Enterprise resource planning ERP software Hyperion Solutions System 9 Planning

249 Technology Enterprise resource planning ERP software Infor ERP Baan

250 Technology Enterprise resource planning ERP software Infor ERP SyteLine

251 Technology Enterprise resource planning ERP software Kronos Enterprise Workforce Management

252 Technology Enterprise resource planning ERP software Learn.com LearnCenter Talent Management Suite

253 Technology Enterprise resource planning ERP software Microsoft Dynamics AX

254 Technology Enterprise resource planning ERP software Microsoft Dynamics GP

255 Technology Enterprise resource planning ERP software Microsoft Dynamics software

256 Technology Enterprise resource planning ERP software Microsoft Great Plains software

257 Technology Enterprise resource planning ERP software NetSuite ERP

258 Technology Enterprise resource planning ERP software Oracle Hyperion software

259 Technology Enterprise resource planning ERP software Oracle JD Edwards EnterpriseOne

260 Technology Enterprise resource planning ERP software Oracle PeopleSoft Financials

261 Technology Enterprise resource planning ERP software Oracle PeopleSoft software

263 Technology Enterprise resource planning ERP software Project portfolio management PPM software

264 Technology Enterprise resource planning ERP software Project.net

265 Technology Enterprise resource planning ERP software SAP Business Objects software

266 Technology Enterprise resource planning ERP software SAP ERP Operations

267 Technology Enterprise resource planning ERP software SAP software

268 Technology Enterprise resource planning ERP software Solomon Software

269 Technology Enterprise resource planning ERP software Transtek Compass ERP

270 Technology Enterprise resource planning ERP software Tyler Technologies MUNIS

271 Technology Enterprise resource planning ERP software Vitria M3O Operational Intelligence

272 Technology Enterprise system management software IBM Power Systems software 273 Technology Enterprise system management software Kforge 274 Technology Enterprise system management software Splunk Enterprise 275 Technology File versioning software Apache Subversion SVN 276 Technology File versioning software Continuous integration software 277 Technology File versioning software Git 278 Technology File versioning software Version control software 279 Technology Financial analysis software Delphi software 280 Technology Financial analysis software FRx Software 281 Technology Financial analysis software Hyperion Pillar software 282 Technology Financial analysis software Oracle E-Business Suite Financials 283 Technology Graphics or photo imaging software Adobe Systems Adobe Fireworks 284 Technology Graphics or photo imaging software Adobe Systems Adobe Flash 285 Technology Graphics or photo imaging software Adobe Systems Adobe Illustrator 286 Technology Graphics or photo imaging software Adobe Systems Adobe Photoshop software 287 Technology Graphics or photo imaging software Microsoft Visio 288 Technology Human resources software ADP Enterprise HR 289 Technology Human resources software ADP HR/Benefits Solution 290 Technology Human resources software ADP HR/Profile 291 Technology Human resources software ADP Workforce Now 292 Technology Human resources software AllNetic Working Time Tracker 293 Technology Human resources software Applicant Tracking Systems ATS software 294 Technology Human resources software Arrow Electronics N/Compass 295 Technology Human resources software Authoria Adviser

296 Technology Human resources software Automatic Data Processing PC payroll for windows PCPW

297 Technology Human resources software Ceridian software 298 Technology Human resources software Defense Travel System 299 Technology Human resources software Fidelity HR/Payroll 300 Technology Human resources software Focus software 301 Technology Human resources software Halogen e360 302 Technology Human resources software Halogen ePraisal 303 Technology Human resources software Harpers Payroll Services HR la Carte 304 Technology Human resources software Human resource information system HRIS software 305 Technology Human resources software Human resource management software HRMS 306 Technology Human resources software Inception Technologies InfiniTime

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 7 of 12 307 Technology Human resources software Infor SSA Human Capital Management interactive Personnel Electronic Records Management 308 Technology Human resources software System iPERMS 309 Technology Human resources software Lawson Human Resource Management 310 Technology Human resources software Lawson Human Resources Suite 311 Technology Human resources software Midrange Software XpertHire 312 Technology Human resources software Oracle HRIS 313 Technology Human resources software Paychex software 314 Technology Human resources software Paycor Payroll Management software 315 Technology Human resources software People-Trak software 316 Technology Human resources software peoplefluent Performance 317 Technology Human resources software peoplefluent Recruiting 318 Technology Human resources software Pereless Systems software 319 Technology Human resources software QuestionMark software 320 Technology Human resources software Qwiz software 321 Technology Human resources software Sage Abra HRMS 322 Technology Human resources software Savitr RecruitX Standard Installation and Division Personnel Reporting 323 Technology Human resources software System SIDPERS 324 Technology Human resources software Taleo Enterprise Talent Management Suite 325 Technology Human resources software Tesseract Benefits Manager 326 Technology Human resources software Tesseract Human Resources Manager Total Officer Personnel Management Information System 327 Technology Human resources software TOPMIS 328 Technology Human resources software UCN inContact Workforce Management Software WFM 329 Technology Human resources software Ultimate Software UltiPro Workplace 330 Technology Human resources software Unicorn HRO Open4 331 Technology Human resources software UniFocus Watson Human Resources Manager 332 Technology Human resources software WhizLabs software 333 Technology Information retrieval or search software LexisNexis software 334 Technology Information retrieval or search software Online database search and retrieval software 335 Technology Internet browser software Web browser software 336 Technology Inventory management software Inventory control software 337 Technology Map creation software ESRI ArcGIS software 338 Technology Map creation software Geographic information system GIS software Materials requirements planning logistics 339 Technology 3PL Central and supply chain software Materials requirements planning logistics Cadre Technologies Accuplus Integrated Distribution 340 Technology and supply chain software Logistics System Materials requirements planning logistics 341 Technology ESRI ArcLogistics and supply chain software Materials requirements planning logistics 342 Technology FedEx Ship Manager and supply chain software Materials requirements planning logistics 343 Technology Four Soft 4S eLog and supply chain software Materials requirements planning logistics 344 Technology Four Soft 4S VisiLog and supply chain software Materials requirements planning logistics 345 Technology IntelliTrack 3PL and supply chain software Materials requirements planning logistics 346 Technology Logisuite Enterprise and supply chain software Materials requirements planning logistics 347 Technology Logisuite Forwarder and supply chain software Materials requirements planning logistics 348 Technology Materials resource planning MRP software and supply chain software

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 8 of 12 Materials requirements planning logistics 349 Technology Oracle E-Business Suite Logistics and supply chain software Materials requirements planning logistics 350 Technology UPS WorldShip and supply chain software Materials requirements planning logistics 351 Technology USPS.com and supply chain software Materials requirements planning logistics 352 Technology Warehouse management system WMS software and supply chain software 353 Technology Medical software Epic Systems software Healthcare common procedure coding system HCPCS 354 Technology Medical software software 355 Technology Metadata management software CA Erwin Data Modeler 356 Technology Mobile location based services software Resource management software 357 Technology Mobile location based services software Transportation management system TMS software 358 Technology Network conferencing software Microsoft Office SharePoint Server MOSS 359 Technology Network monitoring software Nagios 360 Technology Network monitoring software Wireshark Network security and virtual private network 361 Technology Virtual private networking VPN software VPN equipment software Network security or virtual private network 362 Technology Virtual private network VPN software VPN management software Object or component oriented development 363 Technology Advanced business application programming ABAP software Object or component oriented development 364 Technology C# software Object or component oriented development 365 Technology C++ software Object or component oriented development 366 Technology jQuery software Object or component oriented development 367 Technology Microsoft ActiveX software Object or component oriented development 368 Technology Objective C software Object or component oriented development 369 Technology Oracle Java software Object or component oriented development 370 Technology Practical extraction and reporting language Perl software Object or component oriented development 371 Technology Python software Object or component oriented development 372 Technology R software Object or component oriented development 373 Technology Swift software Object oriented data base management 374 Technology Hibernate ORM software Object oriented data base management 375 Technology PostgreSQL software software 376 Technology Office suite software Microsoft Office software 377 Technology Operating system software Cisco IOS 378 Technology Operating system software Hewlett Packard HP-UX 379 Technology Operating system software Job control language JCL 380 Technology Operating system software KornShell 381 Technology Operating system software Linux 382 Technology Operating system software Oracle Solaris 383 Technology Operating system software Red Hat Enterprise Linux 384 Technology Operating system software Ubuntu

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 9 of 12 385 Technology Operating system software UNIX 386 Technology Pattern design software MatchWare MindView 387 Technology Pattern design software Mind mapping software 388 Technology Pattern design software MindGenius 389 Technology Pattern design software MPI Micro Planner X-Pert 390 Technology Pattern design software NovaMind Merlin Project Manager 391 Technology Portal server software Apache HTTP Server 392 Technology Presentation software Caliban Mindwear HyperGASP 393 Technology Presentation software Dazzlersoft DazzlerMax 394 Technology Presentation software Flying PopCorn 395 Technology Presentation software Freeze.com Ovation Studio Pro 396 Technology Presentation software Magenta MultiMedia Tools Magenta II 397 Technology Presentation software MediaChance Multimedia Builder 398 Technology Presentation software Microsoft PowerPoint 399 Technology Presentation software Presentation software 400 Technology Program testing software Hewlett Packard LoadRunner 401 Technology Project management software 24SevenOffice Project 402 Technology Project management software 37Signals Basecamp 403 Technology Project management software Actano Rplan 404 Technology Project management software AEC Software FastTrack Schedule for Windows 405 Technology Project management software AMS REALTIME Projects 406 Technology Project management software Ascensio Systems TeamLab 407 Technology Project management software Assembla 408 Technology Project management software Atlassian JIRA 409 Technology Project management software AtTask 410 Technology Project management software Automation Centre TrackerSuite.Net 411 Technology Project management software BrightWork pmPoint 412 Technology Project management software CA Technologies CA Clarity PPM for IT Governance 413 Technology Project management software Central Desktop 414 Technology Project management software Clarizen 415 Technology Project management software Countersoft Gemini 416 Technology Project management software CS Odessa ConceptDraw Project 417 Technology Project management software Digital Crew Teamwork Project Manager 418 Technology Project management software Disarea 5pm 419 Technology Project management software dotProject 420 Technology Project management software Element Software Copper 421 Technology Project management software Endeavour Agile ALM 422 Technology Project management software Experience in Software Project KickStart 423 Technology Project management software Experience in Software Webplanner 424 Technology Project management software Forum One Communications ProjectSpaces 425 Technology Project management software GanttProject 426 Technology Project management software Glasscubes 427 Technology Project management software HyperOffice Collaboration Suite 428 Technology Project management software i-lign 429 Technology Project management software InLoox 430 Technology Project management software Intellisys Project Desktop 431 Technology Project management software Intland Software codeBeamer 432 Technology Project management software Kidasa Milestones Professional 433 Technology Project management software KOffice.org Kplato 434 Technology Project management software KommandCore 435 Technology Project management software LiquidPlanner 436 Technology Project management software Logic Software Easy Projects.NET 437 Technology Project management software Madrigal Soft Tools Delegator 438 Technology Project management software Microsoft Project 439 Technology Project management software Microsoft SharePoint software

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 10 of 12 MinuteMan Systems MinuteMan Project Management 440 Technology Project management software Software 441 Technology Project management software Ninian Huddle 442 Technology Project management software OfficeWork Software TurboProject 443 Technology Project management software Open Dynamics Collabtive Oracle Primavera Enterprise Project Portfolio Management 444 Technology Project management software software 445 Technology Project management software Oracle Primavera P6 Professional Project Management 446 Technology Project management software Palbridge Ubidesk 447 Technology Project management software Planbox 448 Technology Project management software Project Manager Online ProjectManager.com 449 Technology Project management software Project-Open 450 Technology Project management software ProjectLibre 451 Technology Project management software Projecturf 452 Technology Project management software Redmine 453 Technology Project management software Sciforma 454 Technology Project management software SharedPlan Software SharedPlan Pro 455 Technology Project management software Siemens Teamcenter 456 Technology Project management software Smartsheet 457 Technology Project management software Standpipe Studios Vertabase 458 Technology Project management software Stylite eGroupWare 459 Technology Project management software TaskJuggler 460 Technology Project management software TeamDynamixHE 461 Technology Project management software Tenrox Project Workforce Management 462 Technology Project management software The Omni Group OmniPlan 463 Technology Project management software ThoughtWorks Studio Mingle 464 Technology Project management software Unawave 465 Technology Project management software VSCOnline VPMi 466 Technology Project management software WBS Goplan 467 Technology Project management software web2project 468 Technology Project management software Wrike 469 Technology Project management software Zoho Projects Requirements analysis and system 470 Technology Unified modeling language UML architecture software 471 Technology Sales and marketing software Google AdWords 472 Technology Spreadsheet software Corel QuattroPro 473 Technology Spreadsheet software IBM Lotus 1-2-3 474 Technology Spreadsheet software Microsoft Excel 475 Technology Spreadsheet software Spreadsheet software 476 Technology Time accounting software ADP ezLaborManager 477 Technology Time accounting software ADP Pay eXpert 478 Technology Time accounting software Data Management TimeClock Plus software 479 Technology Time accounting software Exact Software Macola ES Labor Performance 480 Technology Time accounting software Infotronics Attendance Enterprise 481 Technology Time accounting software iSystems Evolution Payroll and Tax Management 482 Technology Time accounting software Jantek Electronics Jupiter Time & Attendance 483 Technology Time accounting software Kronos Workforce Timekeeper 484 Technology Time accounting software Norchard Solutions Succession Wizard 485 Technology Time accounting software Paylocity Web Pay 486 Technology Time accounting software Qqest TimeForce 487 Technology Time accounting software Soft Trac Microix Timesheet 488 Technology Time accounting software Stromberg Enterprise Transaction security and virus protection 489 Technology McAfee software software Transaction security and virus protection 490 Technology Symantec security software software

Talxcellenz® Tools and Technology List Rev: 2019-06-18 Copyright © 2019 by Metrics Reporting, Inc. Page 11 of 12 491 Technology Transaction server software Customer information control system CICS 492 Technology Video conferencing software Cisco Systems WebEx 493 Technology Video conferencing software WBT Systems TopClass 494 Technology Video creation and editing software Adobe Systems Adobe AfterEffects 495 Technology Video creation and editing software Adobe Systems Adobe Premiere Pro software 496 Technology Video creation and editing software Apple Final Cut Pro 497 Technology Video creation and editing software Apple iMovie 498 Technology Video creation and editing software Avid Media Composer 499 Technology Web page creation and editing software Adobe Systems Adobe Dreamweaver 500 Technology Web page creation and editing software Adobe Systems Adobe Flash Player 501 Technology Web page creation and editing software eXe 502 Technology Web page creation and editing software LinkedIn 503 Technology Web page creation and editing software Linspire Nvu 504 Technology Web page creation and editing software Microsoft FrontPage 505 Technology Web page creation and editing software SAFARI Video Networks eZediaQTI 506 Technology Web platform development software AJAX 507 Technology Web platform development software Apache Struts 508 Technology Web platform development software Apache Tomcat 509 Technology Web platform development software Cascading Style Sheets CSS 510 Technology Web platform development software Drupal 511 Technology Web platform development software Dynamic hypertext markup language DHTML 512 Technology Web platform development software Enterprise JavaBeans 513 Technology Web platform development software Ext JS 514 Technology Web platform development software Extensible HyperText Markup Language XHTML 515 Technology Web platform development software Google AngularJS 516 Technology Web platform development software Hypertext markup language HTML 517 Technology Web platform development software JavaScript 518 Technology Web platform development software LAMP Stack 519 Technology Web platform development software Node.js 520 Technology Web platform development software Oracle JavaServer Pages JSP 521 Technology Web platform development software PHP: Hypertext Preprocessor 522 Technology Web platform development software Ruby on Rails 523 Technology Web platform development software Spring Framework 524 Technology Word processing software Corel WordPerfect software 525 Technology Word processing software Microsoft Word 526 Technology Word processing software Nuvosoft Rwiz

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.

Appendix F – Credentials List BarFly Ventures, Corporate Managers

Occupation Certification/Certificate/License Certifying Organization N/A N/A N/A

Rev: 2019-06-18 Credentials List Page 1 of 1 Appendix G - 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 Speaking Oral Expression 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: 2019-05-31 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 & DecisionMaking 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: 2019-05-31 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 Skills Information 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 Skills Leadership 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 Achievement Orientation Initiative Job requires a willingness to take on responsibilities and challenges.

Rev: 2019-05-31 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: 2019-05-31 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: 2019-05-31 Talxcellenz® Foundational Competency Definitions Page 5 of 6 Rev: 2019-05-31 Rev:

Vision Flexibility Balance & Coordination Endurance Visual Discrimination Color Gross Body Coordination Body Gross 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 Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Metrics of Talxcellenz®a registered trademark is The ability toThe seerange 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 presenceof lighting. 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 underlight see low conditions. 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 to twist, 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:

How important is the skill to the performance of your current job? A 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: 2019-05-31 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:

How important is the ability to your current job? A 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: 2019-05-31 O*NET Skills and Abilities Questionnaire Rating Instructions Page 2 of 2 Appendix I - 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: 2019-05-31 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: 2019-05-31 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: 2019-05-31 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. - Talxcellenz® is a registered trademark of Metrics Reporting, Inc. Rev: 2019-05-31 Talxcellenz® Foundational Competency - Level (LV) Rating Anchors Page 4 of 4 Importance Ratings Appendix J – BarFly Ventures – Corporate Managers Level Ratings Important Competency Competency Family Definitions Not Important Not Very Important Extremely Important Extremely Somewhat Important Somewhat

Communication Competencies

5 Listening Listening to others to receive verbal information.

5 Speaking Speaking to others to convey verbal information.

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

4 Writing Writing to convey or document written information.

Cognitive Competencies

Judgment & 4 Critical thinking, problem solving, judgment and decision making. Decision Making

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

4 Math Quantitative thinking and use of mathematical methods.

5 Information Skills Obtaining, processing, analyzing, and documenting information.

4 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. – Orientation

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

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

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

Ingenuity Generating useful ideas and thinking things through logically. –

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

Physical Competencies

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

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

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

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

1 Endurance The ability to exert physically over long periods of time without getting winded.

Flexibility Balance 1 The ability to bend, stretch, twist, reach, and coordinate movement of arms, legs, and torso. & Coordination

4 Vision The ability to see at close range and to see details at a distance.