The McCroskey Vocational Quotient System (MVQS)
Critical Variables Values Handbook for Analyzing Jobs.
The McCroskey Vocational Quotient System (MVQS)
Critical Variables Values Handbook for Analyzing Jobs
By
Billy J. McCroskey, PhD, CRE-D. CRV-D, CRC-R, ABVE-D
Consultant: Kenneth L. Dennis, PhD, LP, LMFT, CRC, CRV-D
(C) Copyright 2003-2014 by Vocationology, Inc., All rights reserved. Ph: 763-560-7072
The McCroskey Vocational Quotient System (MVQS) Worker Trait Factor
Critical Variables (CV) Theory for Job-Person Matching
Basic Tenants of MVQS Worker-Trait-Factor Critical Variables Theory:
In keeping with Parson's Informal and the Formal Minnesota Theory of Work Adjustment . . .,
1. The Nature of Man is Good. If employable, he or she will work within his or her given vocational assets and limitations.
2. Given the opportunity, workers will move toward maximizing their Individual Vocational Potential and Earning Capacity, as measured by their VQ, through reasonable career development over time.
3. Earning Capacity is a function of overall job difficulty in terms of mental, physical, work context and environmental condition job demands/worker trait requirements tempered by Age, Education, Past Relevant Work History, Successful Job Tenure, the Acquisition of Transferable Skills through General and Specific Work Experience, and the Laws of Supply and Demand.
4. Worker Earnings, in a specific job, change over time as a function of the length of Job Tenure in that job.
5. Maximum Vocational Potential and Earning Capacity are measurable through VQ Analysis. It is best ascertained through systematic MVQS Vocational Analysis of individual vocational functioning on the 24 Most Vocationally Significant, Critical Worker Trait-Level Requirement/Job Demand Levels, typically required by jobs for an individual to be successfully employed in such work.
6. The 24 most Vocationally Significant Critical Worker Traits are founded on 124 Elements, each with their own critical values. Critical Worker Trait Triangulation employing multiple independent Elements and consideration of reasonable accommodation yield reliable, valid job-person matching results.
7. Pre and Post effects of training, transferable skills development, as well as the adverse impact of injuries and disability on employability and earning capacity, are reflected in VQ changes over time.
8. Occupational Density in terms of variety of specific job types, number of workers within and across specific job types, current employment and yearly openings for specific job types within a given specific labor market area, increases in direct proportion to People Density within that specific labor market.
MVQS Specific Vocational Analysis Assumptions:
1. If there is no reliable evidence to the contrary, the levels of individual functioning are assumed to fall at the 50th %ile of vocational functioning relative to General Adult Working Population Norms. Thus, in the absence of relevant Medical, Psychiatric, Psychological or other reliable restrictions to the contrary, the Average Worker Profile on the MVQS 24 Critical Worker Trait Variables is assumed as the starting point for reliable MVQS Vocational Analysis. Additional relevant information may be ascertained through use of the highly reliable Vocational Diagnosis and Assessment of Residual Employability (VDARE) Maximum Least Demonstrated (MLD) Process, reliable Functional Capacities Assessment or Evaluation (FCA or FCE), or based on reliable, valid vocational tests and/or work samples. Other sources of useful information include relevant data obtained from High School Grades, Vocational Technical College, or other College transcripts, which reflect vocational assets and/or limitations.
2. Unless specifically restricted by reliable evidence, the Average Worker can tolerate work situations requiring any, or all, of the 11 Temperaments, either singularly, or in any of the 146 possible Worker Temperament Trait combinations required by any of the 12,975 Occupations described in the McDOT Dictionary of Occupational Titles - 6th Ed. Revised Updated & Extended (McCroskey, 2003).
3. Critical Worker Trait Variables are modifiable from Middle Average based on reliable, valid test results, school grades, college transcripts, functional capacities evaluation, and relevant medical, psychiatric or psychological reports containing relevant vocational functioning/restrictions data, which the Vocational Analyst translates into vocational assets or limitations, as the case may be, relative to functional levels of Job Requirements on one or more of the 24 Critical Worker Traits.
4. Worker Temperaments are modifiable in a downward direction, if specifically restricted by a reliable source, with specific relevant knowledge of the individual's vocational temperaments.
5. Worker Earnings in jobs tend to increase over time as a function of successful Job Tenure in those jobs.
6. The Critical Values for Critical Worker Trait Variables listed on the next 21 pages are provided as starting point indicators, with, or without, assumed reasonable accommodation. They may require further adjustment based on reliable evidence and reasoned clinical judgment by qualified experts.
The 24 Critical Worker Traits, 11 Critical Temperament Traits and Related Trait Elements Used in VDARE Job-Person Matching
The 24 Critical Worker Traits
There are 24 Critical Worker Trait Variables, which have been found to be most vocationally significant in the prediction of labor market access and earning capacity. We cover 144+ variables in this book. The first 24 trait-level variables, where the most reliable job-person matching occurs, represent composites of element-level variables. Under Critical Variables Theory, it is possible to determine which element variables are most critical in predicting a given worker's employment and earning capacity potential profile. Those are included in the Critical Variables presented here. Significant traits from Reasoning (R) to Strength (PD1) are covered in individual chapters in the VDARE Transferable Skills Job-Person Matching Program (McCroskey. 2012). The remaining variables are grouped and covered in chapters in the VDARE Manual in the VDARE Program (McCroskey, 2014) under these headings:
1. PHYSICAL DEMANDS (HAJ Traits)
2. ENVIRONMENTAL CONDITIONS (HAJ Traits)
3. PREDICTIVE VARIABLES (based on HAJ Traits)
4. WORKER ABILITIES (O*Net Elements)
5. WORK CONTEXT) (O*Net Elements)
6. TEMPERAMENTS (HAJ Tolerances)
7. HANDBOOK FOR ANALYZING JOBS (HAJ Worker Trait Elements)
MVQS Tools - Part 1: MVQS, VDARE and/or Volcano Job Identification
Part 1 - is for locating and adding Past Relevant Work History to the MVQS Critical Variable (CV) Vocational Analysis inputs (Steps 1 and 2). It is also used to identify occupational expectancies such as Estimated Yearly Openings, Current Employment and Earning Capacity (Step 3) in the relevant County, State, Territory, or National Labor Market Area of interest. The Rehabilitation Economist Program covers 3,298 US and Canada Labor Market Areas. The McCroskey Dictionary of Occupational Titles - 2012 (McDOT; McCroskey, 2012) is the primary source of Occupational Requirements, Crosswalks and Related Information.
Yearly Openings and Current Employment Estimates are based on USDOL SOC Ratio data used in MVQS 2014 Prediction Matrices (McCroskey & Dennis, 2014). MVQS Matrices were originally based on Data Mining and Data Fusion of multiple sets of US DOL Work Orders (from an unbiased 15-State sample with 42% of the US Adult Worker Population), with 2001-02 data extracted from the US DOL Job Openings and Labor Turnover (JOLT) Study (based on a sample of 16 million US Employers), and SOC Wage Data (based on 91% of the US Labor Force) combined with MVQS Earning Capacity Link Relatives (ECLRs) and MVQS Geographic Location (GeoLoc) Population Projections for all 3,298 relevant U.S. or Canadian Labor Market Areas of Interest.
MVQS Tools - Part 2: MVQS VDARE and/or Volcano Critical Variables (CV) Vocational Analysis
Part 2 - is for developing the individual's Worker Trait- and Element-Level Profile based on MVQS Critical Variables (CV) Vocational Analysis. Under MVQS CV Theory (McCroskey & Dennis, 2003), the program incorporates 35 a priori Critical Trait (N=24) and Temperament (N=11) Variable values for your consideration in MVQS CV Vocational Analysis of a specific individual.
MVQS CV Vocational Analysis assumes typical medical restrictions and vocational limitations commonly associated with each of the Major Medical Disability Categories covered in the American Medical Association (AMA) Guides to the Evaluation of Permanent Impairment - Fifth Edition (Linda Cocchiarella & Gunnar Andersson - Editors, AMA, 2001).
Typical CV Restriction/Limitation levels assumed in Vocational Analysis should always be reviewed and confirmed, via clinical judgment, as reasonable relative to each individual's specific disability type, stage of progression and severity. Necessary adjustments should be made using the up/down arrows or by typing the level of adjustment using the rating scales described and defined in this book, or in the Quick Start Tutorial and Selected MVQS Resources 2011 - Revised Edition (McCroskey, 2011). The Hint on each variable in the Volcano and the VDARE Program displays its scale, as a quick reference for adjustments.
Step 5: Count Job-Person Matches / Print MVQS VDARE and/or Volcano Reports
When you have completed the client's MVQS CV Vocational Analysis in the MVQS VDARE or Volcano Programs, return to the Part 2 on the McDOT Screen - (Step 5) Count/Print Reports.
· Left click to Count the Job-Person Matches.
· Review the Job-Person Matches and related information by clicking the Next+1 button or the Back-1 button.
· Right Click to View and Print Job-Person Matching Reports and related information to FileName: \VocationalData\JobsDOT.rtf
· Retrieve the \VocationalData\JobsDOT.rtf with Word for Windows
· Edit the Report in Word for Windows by adding Headers and Footers of your choice. While any given report may contain from zero to many pages of job matches, you typically only new 2 or 3 pages to make your point in a report. Note: you may also call up any given report and edit it using Windows Wordpad or Windows Notepad.
· Review and Print the Report (or any part of it) using the Printer Diaglog Box.
· Save As: any Filename of your own choosing, other than JobsDOT.rtf, which is reserved for the MVQS Rehabilitation Economist Program.
· Return to Part 2 on the McDOT Screen - (Step 5) Count/Print Reports and Print any other reports you wish, by repeating the above steps.
The 35 Worker Traits and their Scales of Measurement:
General Education Development (GED) Variables
Reasoning (GED-R) Defined
REASONING: The ability to "catch on" or understand and follow instructions and underlying principles; the ability to reason and make judgments. Closely related to doing well in school. Ordinarily, R is obtained through elementary school, high school, or college. However, it may be obtained from experience (including work experience) and self-study. Consider educational training or work experience requiring the ability to define problems, collect information, establish facts, and draw valid conclusions; educational training or work experience requiring the use of logic or scientific thinking to solve a variety of problems; educational training or work experience requiring the use of measurable and verifiable information for making decisions or judgments; understanding detailed work procedures; planning, organizing, coordinating, and directing own work and that of others; coping with a variety of duties; following written or oral instructions; or selecting appropriate work aids and materials to perform a set of tasks.
RESEARCH: Face, Content and Construct Validity, and Inter-rater Reliability for US Employment Service (USES) Job Analysis techniques are high. Decades of research have established the validity of the GATB in measuring the aptitudes of individuals. The USES job analysis technique of estimating the aptitude requirements of jobs has its basis not only in the GATB (General Aptitude Test Battery) Aptitude definitions, but in USES test development standards as well. In test validation procedures using the GATB, Test Research Analysts apply precise statistical and other quantitative as well as qualitative standards to determine validated test requirements for use as job selection criteria and counseling.
Internal Consistency Reliability for USES Job Analysis is High. Predictive Validity Correlates for Reasoning (R) include: Vocational Quotient (VQ; Rxy=0.92), Specific Vocational Preparation (SVP; Rxy=0.98), Job Training Zone (ZONE; Rxy=0.94), General Educational Development Math (GEDM; Rxy=0.86), General Educational Development Language (GEDL; Rxy=0.89), General Learning Ability (APTG; Rxy=0.87), Verbal Aptitude (APTV; Rxy=0.85), Numerical Aptitude (APTN; Rxy=0.84), Spatial Perception (APTS; Rxy=0.52), Form Perception (APTP; Rxy=0.45), Clerical Perception (APTQ; Rxy=0.66). Rxy-Squared yields the Coefficients of Determination for the Predictive Validity Correlates (how much variability in Reasoning is accounted for by each Predictive Validity Correlate).
Reasoning - Level 6
Above Average Range of General Learning Development Reasoning (GEDR). Very High to Extremely High Degree of General Learning Ability. The ability level required to: Apply principles of logical or scientific thinking to a wide range of intellectual and practical problems. Deal with nonverbal symbolism (formulas, scientific equations, graphs, musical notes, etc.) in its most difficult phases. Deal with a variety of abstract and concrete variables. Apprehend the most abstruse classes of concepts. Correspondent Percentile Band Range indicators derived from relevant, reliable, valid Tests and Measures of an Individual's level of GEDR Level 6: 82 - 99 %-ile. Correspondent indicators from relevant High School Class or College Course Grades derived from valid transcripts: A.
Reasoning - Level 5
High Middle Average Range of General Learning Development Reasoning (GEDR). Average to High Degree of General Learning Ability. The ability level required to: Apply thinking to a range of problems. Deal with nonverbal and verbal informaiton. Deal with a variety of abstract and concrete variables. Understand a range of classes of concepts. Correspondent Percentile Band Range indicators derived from relevant, reliable, valid Tests and Measures of an Individual's level of GEDR Level 5: 58 - 81 %-ile. Correspondent indicators from relevant High School Class or College Course Grades derived from valid transcripts: B.
Reasoning - Level 4
Middle Average Range of General Learning Development Reasoning (GEDR). Middle Average Degree of General Reasoning Ability. The ability level required to: Apply principles of rational systems to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Interpret a variety of instructions furnished in written, oral, diagrammatic, or schedule form. (Examples of rational systems include: bookkeeping, internal combustion engines, electric wiring systems, house building, farm management, and navigation). Correspondent Percentile Band Range indicators derived from relevant, reliable, valid Tests and Measures of an Individual's level of GEDR Level 4: 42 - 57 %-ile. Correspondent indicators from relevant High School Class or College Course Grades derived from valid transcripts: C.