Testing and Assessment
Volume VI
Section 1
No. 1.10, Change 3
October 20, 2005
Rescissions: None
Purpose
General/
Background
To establish a testing and assessment policy for use in the initial assessment and
on-going evaluation of participants in all programs administered by the Upper Rio
Grande @ Work Career Centers Operator. and the Upper Rio Grande @ Work
Youth Services Operator.
Through the use of a combination of standardized testing instruments, oneon-one interviews, and on-going communication, the Upper Rio Grande @
Work system identifies the basic educational levels, aptitude, and
employment interests of participants across workforce development
programs. In turn, the testing and assessment results are used to develop
Individual Employment Plans (IEPs) for each participant, which describes
the person’s employment needs and goals. An Assessment of reading and/or
math levels is required for WIA eligible individuals who are entering or currently
participating in Board-sponsored programs. These assessment results will be
obtained through the use of specified standardized and recognized testing
instruments, such as CASAS, TABE, and SUPERA. CASAS is a the Board
sanctioned approved system testing instrument for WIA, whereas TABE and
Supera are authorized Board-approved assessment instruments for Choices
participants. Persons with developmental disabilities may choose to obtain
assessment services using the Discovery process, making the reading and
math assessment optional.
The purpose of testing is to: 1. assist in the formulation of individualized
employment plans (IEP); 2. measure participant progress; 3. determine if IEP
goals are met; and 4. assist Upper Rio Grande @ Work Career Center staff in job
placement efforts.
Changes to the policy are indicated by:
 Bold typeface, which indicates new or clarifying language
 A strikethrough of the original language, which indicates that the language is
deleted.
Policy
Procedure
1.0
The Upper Rio Grande Workforce Development Board, (URGWDB
Board) has adopted the use of the assessment instruments described
below. Selection of the appropriate instrument will be made based on the
individual’s funding source and/or circumstance. Reasonable
accommodations must be made for individuals who have Limited English
Proficiency (LEP), or physical or mental disabilities; individuals must
receive all recognized assessment testing by the Upper Rio Grande @
Upper Rio Grande Workforce Development Board, Inc.
Testing and Assessment
October 20, 2005
Work Career Centers Operator, Upper Rio Grande @ Work Youth Services
Operator or other entity that manages or assists in the administering of
these tests. To ensure nondiscrimination and equal opportunity to
persons with disabilities, the Upper Rio Grande @ Work system must
be compliant with WIA Section 188 in providing workforce
development service to persons with disabilities. Individual assessment
must include testing of reading and math levels, by the Upper Rio
Grande @ Work Career Center Operator, or other entities that
manages or assists in the administering of these tests, as appropriate.
However, if a an individual accesses workforce development services
through the Discovery process, the math and reading levels may not be
applicable to the assessment process. All information must be
documented in the case folder, even when participants are referred to
another agency (i.e. Texas Rehabilitation Commission, Department of
Assistive and Rehabilitative Services (DARS), Division for Blind
Services (DBS), etc.) for assessment and testing.
2.0
Serving Individuals with Limited English Proficiency
Appropriate accommodations will be made to provide assessment
services to customers with Limited English Proficiency.
2.1 Persons with a deficiency in English language skills (reading
and language) may require special accommodations for
assessment, administration, and interpretation of results.
2.2 When individuals with Limited English Proficiency request
services, the Career Specialist should assess the situation as
follows:
2.2.1 Determine if the customer will be able to learn or do a job
with their current level of English language ability. A
participant may need to get input from a training provider
or employer to determine the level of English proficiency in
reading and speaking needed. If an English deficiency
exists, it will need to be corrected or accommodations will
need to be provided.
2.2.2 Determine with appropriate accommodations, as necessary,
if the participant can be taught or perform so as to be able
to understand the information they are receiving, either
with training or on the job. If in training, assess whether
the customer can pass all required tests and assignments. If
so, and depending on the level of difficulty of the job or
training, the English deficiency may not be a barrier to
training or employment but should be further assessed to
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Testing and Assessment
October 20, 2005
determine
if
remedial
services
accommodations are required.
or
appropriate
2.2.3 Determine if remediation will allow a person to attain
language skills necessary to enter training or a job and be
successful. If so, this route may be explored.
3.0
Serving Individuals with Disabilities
The Upper Rio Grande @ Work shall provide reasonable
accommodations necessary to support the participants in achieving
their employment goals. The staff may use a combination of
community resources and existing funding streams as appropriate to
provide reasonable accommodations.
3.1 The Career Specialist will take into consideration the validity or
correctness of the information based on the source, and/or Career
Specialist knowledge of the participant. For impairments that the
customer reports have not changed in several years, the Career
Specialist may utilize medical reports to determine the presence of
the impairment.
3.2 If exiting data is unavailable or insufficient, referrals may be made
by the Career Specialist for diagnostics to address basic eligibility
criteria questions.
3.3 If the Career Specialist determines the presence of a disability, the
Career Specialist will obtain from the referral source, school, and
other sources existing psychological and other records. If school
and other records are too old (more that 3 years old) to reflect the
participants current intellectual functioning, a diagnostic battery
of psychological testing may be required.
4.0
Assessment Tools
4.1 Comprehensive Adult Student Assessment System (CASAS)-is a
competency-based instrument, which measures competency levels in
math, reading and/or listening. It is administered to individuals who are
eligible to receive Board-sponsored services for example, with WIA
funds. Results may be are compared with the Workplace Learning
Systems (WLS) results.
4.2 Test of Adult Basic Education (TABE) - is used for WIA Youth and
Choices participants. Choices participants are first will be
administered the TABE 9 & 10 Locator and Survey tests which
Upper Rio Grande Workforce Development Board, Inc.
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Testing and Assessment
October 20, 2005
will enable the Career Center Operator to assess skills that are
essential for employability and career advancement.
4.3 Supera – is used as a Spanish language literacy assessment instrument
for monolingual Spanish speaking participants who are Choices or
other participants.
4.4 Career Edge - is a state-of-the-art, online career assessment,
exploration and planning tool. Clients are assessed regarding their
career interests and given matches to jobs within the U.S.
Department of Labor O*NET job classification system.
4.5 Discovery – As assessment process used to identify the consumer’s
unique strengths, priorities, concerns, abilities, capabilities, career
interests and determine the most suitable placement(s) and what
on-site supports are needed (including need for rehabilitation
and/or assistive technology). The Discovery assessment process
should result in the development of an IEP that includes a
portfolio reflecting the individual’s abilities, career interests, etc.
Standardized testing may be used for the development of the IEP
and portfolios when using the Discovery assessment process.
4.6 Choices CT Software – or similar software, may be used to assist
in determining the employment goal alternatives. Career interest
checklist, identification of transferable skills, information about
occupations, training programs and majors, colleges and
universities, financial aid and potential employers are all part of
the Choices CT system.
5
The URGWDB shall be responsible for the following:
5.5 Providing technical assistance and over-sight concerning testing and
surveys to Workforce Center staff and training providers.
5.6 Researching assessment instruments in continuous improvement
effort.
5.7 Monitoring the testing, surveys, processes, and results.
5.8 Preparing reports, as necessary.
6
The Upper Rio Grande @ Work Career Centers Operator and Upper Rio Grande @ Work
Youth Services Operator will be responsible for the following:
6.5 Ensuring WLS Survey Team and Testing Staff receive necessary
training, to include annual participation in the CASAS Summer
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Testing and Assessment
October 20, 2005
Institute training. (Upper Rio Grande @ Work Career Centers
Operator only)
6.6 Conducting CASAS training for Upper Rio Grande @ Work Career
Centers Operator staff, training providers, and employers, as
necessary. (Upper Rio Grande @ Work Career Centers Operator only)
3.3
3.4
3.5
5.0
Establishing an assessment fee plan for non-participants and
employers.
Informing URGWDB’s Assessment Coordinator & Training
Analyst of any assessment problems, or training/technical
assistance needs related to testing or assessment.
Ordering all testing materials in a timely manner to insure an
adequate level of materials is available.
Scheduling and Administering specified Tests at Specified Intervals
5.1 Administering pre-tests to all participants prior to the start of initial
training. FSE&T participants who will be co-enrolled in WIA must be
tested within one working day of the referral for WIA services due to
Federal and State time constraints for E & T eligible participants.
(To eliminate over-testing, Choices and Welfare-to-Work participants
who are co-enrolled under WIA and have current TABE scores are not
required to be CASAS tested unless the training provider to which
they are referred will be using CASAS to monitor participant
progress.)
5.2 Testing throughout a participants training program will be required by
the training provider to monitor the participants’ progress. Prior to
completing training, administering of post-tests two weeks prior to
completion of basic skills, GED, and/or ESL training will be required
in order to ascertain readiness for vocational training.
The following testing schedule should be followed to track and
evaluate participant progress.
Training Length
Training within a six (6) month
training period
Less than 1 full-time equivalent
academic year
At least 1 but less than 2 full-
Upper Rio Grande Workforce Development Board, Inc.
Testing
Testing should be administered
once every 4 (four) to 6 (six)
weeks to measure participant
progress until training is
completed.
Testing should be administered
once every 6 (six) weeks to
measure participant progress
until training is completed.
Testing should be administered
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Testing and Assessment
October 20, 2005
time academic years
once every 6 (six) weeks to
measure participant progress
until training is completed.
5.3 Documenting successful completion of vocational training by inserting
copies of certificates, licenses, transcripts, or other training provider
documents which can attest to successful completion, into participant
file at the time of entering client’s completion status into TWIST.
Administer post-tests two weeks prior to completion of vocational
training in order to measure participant progress.
5.4 When using the Discovery process, the Career Center staff must
adhere to the following timeframes to track and evaluate the
participant’s progress: At the 90-day interval, the Career Center staff
shall have a written IEP, identified job interests, and completed
portfolio, and a minimum of five identified employers/worksites
amenable to providing customized employment opportunities to the
individual or if the individual chooses a micro enterprise/
entrepreneurial venture a written business plan should be in place. A
30-day extension may be granted by supervisory staff to allow for the
completion of these items. Employers must be appropriately identified
through the Discovery process.
5.5 Data enter testing scores into the TWIST within 24 hours.
5.6 Providing pre-test scores (and individual student CASAS profile
sheets, if CASAS tested) to training providers at time of referral to
training for use in training placement.
5.7 Providing post-test scores (and individual student profile sheets, if
CASAS tested) to training providers within five working days of posttesting, to allow for measurement of participant progress and
adjustment of instruction.
5.8 Maintaining confidentiality of testing answer sheets.
5.9 Maintaining confidentiality of the identity of WLS surveyed
companies.
5.10 Ensuring Upper Rio Grande @ Work Career Centers Operator Staff
(to include Assessment Staff, Case Managers, Business Service
Representatives/Employment Consultants) and training providers
incorporate CASAS by comparing CASAS test results and WLS
Survey results in the assessment and evaluation of individual
participant services.
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Testing and Assessment
October 20, 2005
5.11 Developing a WLS referral system in which the Business Service
Representatives and Employment Consultants will provide the WLS
Team with survey leads.
3.14
Maintaining a trained WLS Survey Team, who will be responsible
for:
3.14.a Outreaching the workforce community for WLS survey
leads.
3.14.b Scheduling and conducting WLS orientations and surveys.
3.14.c Data-entering and disseminating results, to training
providers, and employers in a timely manner.
3.14.d Submitting reports and documentation to the URGWDB’s
Assessment Coordinator and Training Analyst as follows:

on a monthly basis, submit the number of participants
tested

WLS Team is to submit monthly status report
containing: number and names of employer contacted,
number and names of employers oriented, number and
job titles of surveys conducted.

WLS Team is to submit original surveys and
accompanying survey documents on a weekly basis.
Required Action
Upper Rio Grande @ Work Career Centers Operator and Contractors
and the Upper Rio Grande @ Work Youth Services Operator will develop
procedures to implement the policy.
Exceptions
None
Definitions
Training in the Upper Rio Grande @ Work Area will include: ESL,
Basic Skills, GED, and Occupational Training.
References
TWC WD Letter 114-99, issued 12-17-99
Approval
______________________________
Robin A. Roberts
Chief Operations Officer
Effective
November 1, 2005
Upper Rio Grande Workforce Development Board, Inc.
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Testing and Assessment
Inquiries
Plans Manager
(915) 772-2002
Attachments
None
Upper Rio Grande Workforce Development Board, Inc.
October 20, 2005
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