Presentation to the

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Presentation to the HRD Career Start
Training March 2009 Pamela Gobel Director-Career
Readiness Certification
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24,001
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55 Colleges - CRC Sites Employers Public
Schools Correctional Facilities Noteworthy News
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NEWS!!!!!
Governor Beverly Perdue Electronic Signature New
Certificates, Tri-folds, Poster Inserts
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CRC Employers

• Recognize
• Request
• Require
• Releases and Logos
• Education of Employers
• JobLink Business Services Rep
• Customized Training Person

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Lets do the math
Average Hourly Rates - Piedmont Triad
Service
With benefits
With benefits
Non-Service
US Bureau of Labor Statistics
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Turnover Cost per Employee
Service Sector
4,638
SHRM
AMA
5,300
Cornell University
7,537
5,825
Average Cost
Non-Service Sector
6,563
SHRM
AMA
7,500
Cornell University
10,523
8,195
Average Cost
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Cost of Keeping a Bad Hire
19 per annum
Service Sector
14.78 x 2,000 hours x 0.19 5,616
28,080 for 5 years
Non-Service Sector
20.96 x 2,000 hours x 0.19 7,965
39,825 for 5 years
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Work
Sheet
Service Sector
Cost of 1 Profile
Turnover
5,825
1,500
Bad Hire
5,616
Cost to Assess 100 Employees
11,441
3,000
Non-Service Sector
Cost to Train 100 Employees
8,195
6,800
Turnover
7,965
Bad Hire
Total
16,160
11,300
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Using WorkKeys at Butterball LLC

• First job profiled in 2000 Distribution Center
• In 2004, Reorganized Distribution Jobs and
  Profiled 4 Key Jobs
• In 2005, Implemented Maintenance Pay for Skills
  and profiled entry level jobs
• Higher levels are obtained through Maintenance
  Training obtained through Sampson Community
  College and through Internal Training OJT
  programs

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Why We Implemented WorkKeys

• Jobs requiring math reading (unknown level)
• Unskilled workers and labor pool
• Relatively low-level of education
• High turnover (40 120 historically)
• Over 60 of Workforce Latino / Hispanic
• Increasing tools legislation for screening
  applicants
• Shrinking labor pool
• Increasing need and desire to develop talent
  within

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Business Perspective of the WorkKeys CRCs

• Provides Resources to Meet Business Needs
• Ensures Defensibility
• Provides a Common Language for Measuring
  Workplace Skills and Levels Needed
• Reduces Turnover Screens Out Applicants Who Do
  Not Have Required Skill Levels
• Reduces Costs (Training, Errors, Turnover)
• Need More Marketing Efforts Increase Awareness
  of Executive, Middle Management , HR Staff.
• More Emphasis needed on Job Profiles.

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You can say that again
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Which car would you buy?
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What if there was a way to assess a candidates
skill set?
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Career Readiness Certification
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Why does still use CRC?
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Because it helps us find
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(No Transcript)
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Great people help increase
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Productivity
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o what the bottom line?
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155,000
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Scrap Rate
8
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Savings of
100,000
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Turnover for Poor Performance?

• Before CRC 9.25
• After CRC 0

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Other miscellaneous items Training Time has
been Recruiting Time has been Employee Survey
results are
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Recap!
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CRC
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Hiring Skilled People
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Which Makes Me
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(No Transcript)
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Get your
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with
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CRC
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CRC Website Updates

• Documents!
• Presentations!
• As the CRC Evolves
• Other Agencies
• New Forms
• High Schools no SS
• Newsletter
• Public Secure areas

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WorkKeys Profiling

• NC WorkKeys Profilers Association
• Stimulus Funds
• Business Service use your profilers to educate
  employers

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•  
• ACT and Henderson County JobLink Center at Blue
  Ridge Community College
• are pleased to announce
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• North Carolina WorkKeys Profiler Training -
  April 27 June 12, 2009
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• WHY become a certified ACT WorkKeys Profiler
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• To Provide a High Quality Business Service to
  Local Companies
• To Establish In-Depth Business Relationships with
  Local Companies

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Any Questions!!!
Thank You!
Career Readiness Certification