Certificate seen aiding skill measurement

ADMIRABLE WORK: Amed Cepeda, laminating associate for Admiral Packaging, reviews testing documents for a National Career Readiness Certificate with Colleen Bernier, recruiter with the company. / PBN PHOTO/MICHAEL SALERNO
ADMIRABLE WORK: Amed Cepeda, laminating associate for Admiral Packaging, reviews testing documents for a National Career Readiness Certificate with Colleen Bernier, recruiter with the company. / PBN PHOTO/MICHAEL SALERNO

Colleen Bernier, a recruiter at Admiral Packaging of Providence, in May tried out testing for the ACT National Career Readiness Certificate, a credential local manufacturing industry leaders would like to see widely used when hiring or promoting workers.

“It was very easy to use and that was really positive,” said Bernier. “It’s a jumping-off point for identifying strengths and weaknesses when someone might pursue a career or job.”

Bernier is one of the first manufacturing representatives in Rhode Island (along with those at Cadence in Cranston) to take the tests, which are intended for new hires or incumbent workers in any profession.

The tests measure reading comprehension, math, problem-solving and talent (a combination of soft skills that includes timeliness and teamwork, among others), said Michael Healey, chief public affairs officer for the R.I. Department of Labor and Training.

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The tool is one of several being tested by the DLT through a $2.7 million U.S. Department of Labor three-year grant awarded in 2012 through the On-Ramps to Career Pathways pilot program. The credential is not just for use with new hires, but could be applied when promoting internally, Healey said.

Typically targeted are the long-term unemployed and people with low literacy scores, as well as those without any college or work experience, he added.

The Governor’s Workforce Board, Rhode Island Manufacturing Association and other manufacturing-industry leaders are eager to see the certificates used more widely. The Polaris Manufacturing Industry Partnership advisory board endorsed the certificate as a training and assessment tool for new hires and incumbent workers at its meeting on June 9.

“At a minimum this should be one of the requirements … [at] the career and technical high schools in Rhode Island and could be used at all the high schools,” said RIMA Executive Director Bill McCourt.

While the tool can be used by all types of companies, manufacturers are particularly interested in using it to help close the skills gap, said Ruth Gobeille, communications manager for the Polaris MEP. She organized the May 28 R.I. Manufacturing Summit where Ryan Costella, a manufacturing representative from Nevada, spoke about his company’s use of the certificates. As a standardized tool, the certificate has been used in at least 37 states, Gobeille said.

“[The credential] is the base of development of all manufacturing career pathways,” she said. “It provides the basics, and becomes a basis for judging the trainability of an existing or new employee.”

ACT, the creator of the certificate program, is a nonprofit based in Iowa City, Iowa, that implements education and workplace products and services to help people succeed, according to their website. More than 2.8 million ACT certificates have been issued nationwide since the credential debuted in 2006, the website states.

The credential, which the DLT has administered to about 600 individuals, scores test-takers on skills. While the scores are detailed, what would be presented by prospective employees to employers are the ranked certificates, Healey said.

Administered since May 1, only 10 employers had participated or shown interest by early June. Of the manufacturers, only Cadence and Admiral Packaging tried the tests out, Healey said.

Four manufacturers have said they are interested, including Hope Global of Cumberland, Quick Fitting Inc. of Warwick, International Packaging Corp. of Pawtucket, and Guill Tool & Engineering Co. of West Warwick, Healey added.

“If employers tell us they want to use this, we will come up with a way to help them,” Healey noted.

DLT will get to hear Bernier’s and other employers’ views in July, when the companies – manufacturers and others – are invited back to share their views. But Bernier, who did not try out the problem-solving portion of the tests, already has some opinions.

“It’s really positive for the state to get involved in helping people,” observed Bernier, “but as an employer … I would like to see scores, not just a certificate.”

Bernier noted that the talent assessment, for instance, scores three strongest areas of expertise, three lowest areas and one area where improvement is possible. That has the potential to “strike up a lot of conversation,” and of course would supplement any in-person interview, she said.

Costella, the strategic director of Click Bond Inc. in Carson City, Nev., says his company has had positive results using the certificate as a talent-assessment tool to improve hiring and retention. Dozens of people have been hired or promoted using the credential, he said. The company employs more than 400 workers, he added.

Dora Fino, human resources director at International Packaging Corp., wants to learn more about the certificate. The firm employs 350 people, she said. The credential’s focus on the fundamentals is something her company is interested in, she added.

“We don’t necessarily hire people based on their education, but more on their skill sets and willingness to learn,” she said. “So we’re hoping to test it.” •

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