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References
<br />' See the ACT report Reading Between the Lines: What the A.CT Reveals About College
<br />Readiness in Reading (2006), for an early definition of college readiness. This definition is also
<br />used by the Common Core State Standards Initiative, a state -led effort coordinated by the
<br />National Governors Association Center for Best Practices (NGA Center) and the Council of
<br />Chief State School Officers (CCSSO). Go to www.corestardards.org
<br />2 See the ACT report Ready for College and Ready for Work: Same or Different? (2006).
<br />a The report cautioned, however, that while the levels of reading and math skills were
<br />comparable, the purposes of and measures used within the different assessments were
<br />different, so scores on either test cannot be substituted for the other,
<br />" See the ACT reports College Readiness System: Meeting the Challenge of a Changing World
<br />(2008), ACT's College Readiness Standards for EXPLORE, PLAN, and the ACT (2011), and
<br />Using ACT Assessment Scores to Set Benchmarks for College Readiness (2005).
<br />5 See the ACT report Impact of Cognitive, Psychosocial, and Career Factors on Educational
<br />and Workplace Success (20707) and the analysis by Robbins, et al., published by Psychological
<br />Bulletin ( 2004), Do Psychological and Study Skill Factors Predict College Outcomes? A
<br />Meta- Analysis.
<br />s Analysis in the report Pathways to Prosperity in 2011, published by the Harvard Graduate
<br />School of Education, highlighted the fact that focusing on college readiness alone has not
<br />equipped today's entering workforce with all of the skills and abilities they will need in the
<br />workplace.
<br />T Go to wvvw.opm.gov /hiringtoolkit /dots /jobanalysis.pdf
<br />a Go to www .act.org /workkeys /validity.html
<br />° Go to www, uniformguldelines .corrAestassess,pdf
<br />10 Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in
<br />personnel psychology: Practical and theoretical implications of 85 years of research findings.
<br />Psychological Bulletin, 124, 262 -274; Schmidt, F. L., Shaffer, J. A., & Oh, I. (2008). Increased
<br />accuracy for range restriction corrections: Implications for the role of personality and general
<br />mental ability in job and training performance. Personnel Psychology, 61, 827 -868;. Hunter,
<br />J. E. & Hunter, R. F. (1984). Validity and utility of alternative predictors of job performance.
<br />Psychological Bulletin, 96, 72 -98,
<br />11 Tell, R. P., Jackson, D.N., & Rothstein, M. (1991). Personality measures as predictors of job
<br />performance: A meta - analytic review. Personnel Psychology, 44, 703 -741; Hurtz, G. M. &
<br />Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of
<br />Applied Psychology, 85,869-879; Barrick, M. R. & Mount, M. K. (1991). The big five
<br />personality dimensions and job performance: A meta - analysis. Personnel Psychology,
<br />44,1-26.
<br />12 Schmidt, F. L. and Hunter, J. E. (1998). The validity and utility of selection methods in
<br />personnel psychology: Practical and theoretical implications of 85 years of research findings.
<br />Psychological Bulletin, 124, 262 -274.
<br />13 Life in the 21st Century Workforce: A National Perspective. Go to cdn.assets- phoenix,net/
<br />content /dam /altcloud /doc /campaigns /Education- Nation- National - Executive -Su mmary.pdf
<br />" If an occupation requires a set of eight unique skills containing five levels each, that equals
<br />5 or 5 to the eighth power.
<br />15 For more information on ACT's job profiling process, go to www.act.org /solutions /career-
<br />success /job - analysis
<br />fi Go to www,careeronestop ,org /CompetencyM ode]
<br />For more information on the National Association of Manufacturer's Skills Certification
<br />System, go to www,themanufacturinginstitute ,org / Skills - Certifi cation /Ski lls- Certification.aspx
<br />16 WORK READINESS STANDARDS AND BENCHMARKS
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