ATK

ATK was faced with the dilemma of having an aging workforce; half of their engineering staff was ready to retire. SkillsNET® created customized web-based demographic surveys that were distributed to employees. SkillsNET took the survey results and fed them into an on-line querying tool; Skills Finder. Skills Finder allowed ATK to search for employees based on specific requirements needed for a particular job. This allowed ATK to utilize its current workforce in areas that may have otherwise been overlooked.

Cisco Systems

SkillsNET assisted Cisco by validating the content instructed via their certification programs. Cisco wanted to ensure the certification program content being taught was content required to perform the job. The certifications analyzed included the CCNA, CCNP, CCDA and CCDP. In addition, Cisco was interested in discovering new certifications that could be rolled out to the technical population in charge of servicing their equipment.

Using SkillObject® Technology, SkillsNET was able to perform job analysis on the existing certifications and provide guidance to Cisco that helped them redesign their certification content and teaching process. SkillsNET was also able to identify work to support an additional certification that later became the Cisco Certified Application Specialist.

CitiFinancial

CitiFinancial conducted a job analysis of their Loan Officer position using SkillsNET's SkillObject Designer®. The job analysis data allowed CitiFinancial to identify three levels of Loan Officer positions within their organization. Through the job analysis process SkillObjects® were identified for each of the three tiers. Training requirements were then linked to SkillObjects for each position. SkillsNET was able to identify the top ten skills and abilities needed for each of the three loan officer positions. This information allowed CitiFinancial to hire based on specific skills and specific abilities needed for the job.

Deloitte

SkillsNET assisted Deloitte with one of their government clients that was going through a company-wide reorganization effort. The company needed a competency model system built for their Information Technology business unit. SkillsNET utilized SkillObject Technology to determine the competencies required for the jobs they were performing. Based on this new insight into the nature of their work, the company was able to reorganize their Information Technology business unit based on critical work functions instead of misleading job titles.

First Hawaiian Bank

SkillsNET performed a job analysis for First Hawaiian Bank's customer service positions, and determined that 40% of the customer service force's time was being spent on administrative duties, not focusing on customer service. The job analysis allowed First Hawaiian Bank to re-structure the customer service department; resulting in a more efficient workforce.

General Electric

SkillsNET performed a job analysis of General Electric's (GE) sales organization and determined that 80% of their sales force time was spent on bureaucratic duties, not directly towards driving sales. This insight allowed GE to reorganize the functions of their sales representatives to ensure that workforce activities were aligned with the mission of the organization.

M-I SWACO

SkillsNET completed a worldwide job analysis to define a common list of tasks, tools, resources, unique knowledge, skills and abilities required for successful job performance in the Drilling Fluid Engineer position within Mi-SWACO. Survey results reported differences in how engineers, in varied job groups and geographic regions, perceived their work while a high percentage of agreement was found worldwide among the tasks they performed and the importance of those tasks.

Quebecor World Group

Quebecor World Group utilized SkillsNET's extensive National SkillObjects Library® to update and create new job descriptions for several engineering positions within the organization. SkillsNET's legacy data was the perfect starting point for Quebecor to utilize by allowing the ability to customize data using SkillsNET's Job Profiler application.

Stuart C. Irby Company

Stuart C. Irby Company is one of the nation's leading electrical distributors, serving customers in utility, commercial, industrial and residential sectors. Irby recently merged into Sonepar, the world's largest electrical distributor, a $15 billion international organization based in France.

SkillsNET's primary objective was to provide consultation to help establish workforce optimization initially for Irby's branch operations, sales and management team. The Irby organization used SkillsNET's SkillObject Designer to conduct job analysis for various positions, e.g., branch operations, sales, inside sales and management. SkillsNET's methodology was a key factor in moving the operations and sales functions to effectively manage organizational changes experienced over the past two years, as well as the inherent challenges with the recent merger.

Defense Logistics Agency

In conjunction with SkillsNET the Defense Logistics Agency developed an applied learning center. The applied learning center developed a pretest to determine how proficient a student would be at on-line learning. If the student was successful in passing a posttest; credit was awarded by the University of Phoenix or Purdue University.

National Security Agency

SkillsNET played a significant role in reengineering the Information Technology division with the National Security Agency (NSA). The NSA had a total of 300 unique job titles with less than 40 functionalities. SkillsNET helped NSA organize jobs by function rather than title.

State of Arkansas

The Arkansas State Legislature created a means by which state employees could receive bonus pay beyond their base salary. The Arkansas Department of Workforce Education (DWE) faced the issue of how to implement such a program in an equitable manner. In order to determine if a project would be eligible for consideration, the DWE had to determine the activities being performed by their personnel. SkillsNET used SkillObject Designer to capture all tasks performed by personnel within each job classification. The rapid speed with which the process was completed (54 jobs in eight weeks), allowed the DWE to respond successfully to the obstacles it faced in implementing the competency-based bonus pay system.

State of Oklahoma

The Oklahoma Employment Security Commission (OESC) is currently utilizing SkillsNET's Job Profiler tool to provide job profiling and job descriptions as a service to employers throughout the state of Oklahoma. Each of the 27 local labor markets in the state have a workforce coordinator trained to use the SkillsNET tool. The value they deliver to the employers in their local markets is the ability to provide: job profiling, local labor market intelligence, skill gap analysis, identification of skills needed to maintain their competitive workforce, and identification of training needs to fill those gaps.

United States Coast Guard

The United States Coast Guard (USCG) was faced with several challenges regarding the Chief Warrant Officer (CWO) role. Some of the issues that needed to be addressed were: is the CWO workforce adequately trained, what is the current role of the CWO, and what new competencies will the CWO need in the future? To address the questions at hand the USCG used SkillsNET's job analysis methodology to gather data from Coast Guard personnel representing different specialties. The analysis showed significant variance between specialties; therefore the recommendation was made not to combine specialty classifications. The analysis also expressed specific specialties that needed to be added.

United States Navy

The Navy was looking for a comprehensive system to identify the knowledge, skills and abilities their sailors need to be successful in defending our country. After an extensive analysis of the marketplace, the Navy determined that SkillsNET's SkillObject Technology was the vehicle that would drive all training, education and proficiency requirements for each community within the Navy. The project focuses on five areas of concentration separated into levels of expertise: professional development, personal development, professional military education and leadership, certifications and qualifications, and performance.

Great Cities University

SkillsNET and the Cities Universities collaborated to create the Skills Enhancement Partnership Initiative (SEPI) designed to create a road map of educational and training programs targeted at closing the gap of employees in the technology sector. The primary emphasis of SEPI was to evolve the training needs of small and medium size businesses as they face the greatest challenge in establishing strong and meaningful training programs for their employees. The secondary emphasis of SEPI focused on building a diverse and well-trained workforce. This initiative was based on sound research framework that identified the tasks, skills, abilities and tools required for success in Information Technology (IT) careers.

University of Hawaii

SkillsNET's on-line job profiling system provides a very effective conduit between industry and the University of Hawaii. As a registered user of the system, an employee of a local company can develop a job profile, job description, and skill gap analysis all via SkillsNET's on-line tool. Once the employee's supervisor has identified the skill gap, the employer can notify the University of Hawaii for identification of training interventions. Through the system, educators and employers can have visibility into the criticality of training for particular jobs and make educated decisions regarding how training is implemented.

Red Oak Independent School District

SkillsNET® assisted Red Oak Independent School District and their Board of Trustees in the selection of a new Superintendent of Schools. SkillsNET first performed a job analysis utilizing SkillObject Designer® to understand the tasks, tools, resources, and knowledge associated with the position along with the skills and abilities required for successful performance. SkillsNET then facilitated the generation of interview questions using Behavioral Based Interviewer® from their suite of Human Capital applications.

Canadian Department of National Defense

SkillsNET® assisted the Canadian Department of National Defense in the development of web-based tools that allows them to catalog and inventory the knowledge, skills and abilities, and language capabilities of regular, reserve and civilian personnel. The information derived populates a database that can be queried by force managers to identify individuals with unique skill sets. The database was built based upon a taxonomy derived from the United States Department of Labor’s O*NET directory of occupational descriptions (O*NET) and consistent with the National Occupational Classification System (NOC) published by Human Resources and Skills Development Canada.