Transferable skills analysis

The formal Transferable Skills Analysis (TSA) process used by vocational evaluators consists of capturing the work activities (Work Fields) a person has performed in previous jobs, along with the objects upon which the work activities were performed (Materials, Products, Subject Matter, and Services). This data is then used to identify a set of occupations that a worker should be able to perform. In order to perform a credible transferable skills analysis, the professional must know their client's work history. Care must be taken to select the closest DOT (Dictionary of Occupational Titles) occupations that best represent the jobs the client has performed successfully in past work.

The method OASYS Job Match uses to perform skills transfer operations is based upon the federal definition of skills transferability as shown below. That definition utilizes the technology described in the The Revised Handbook for Analyzing Jobs (HAJ, 1991). The HAJ describes and explains the variables used in TSA.

Work Fields (WF's) are categories of technologies that reflect how work gets done and what gets done as a result of the work activities-the purpose of the job. Think of Work Fields as "What a worker does on a job." DOT occupations may contain one, two, or three Work Field codes.

MPSMS are the end products upon which the work activities are performed. Think of MPSMS as "the objects on which, or with which the client performs the job." MPSMS is a derivative of the Standard Industrial Classification (SIC) codes, which identify employers by type of business. DOT occupations may contain one, two, or three MPSMS codes.

Or as one professor said, “Work Fields are what you did, MPSMS are what you did it to.”

Worker Traits required to successfully perform a given job are also utilized in TSA process. These variables include training time (SVP), general educational development, aptitudes, temperaments, physical demands, environmental conditions, and relation- ships to data, people, and things. By searching for job possibilities which best reflect a person's work experience, then eliminating those which require functionality beyond--or significantly below-the person's capabilities expressed by Worker Traits, the resulting search output is superior to any other known method for determining transferable skills.

Specific Vocational Preparation (SVP) is defined as the amount of time required to learn the duties and acquire the information needed for a specific occupation. This training may be acquired in a school, work, military, institutional, or vocational environment.

It should be noted here that some TSA software programs such as OASYS Job Match use Worker Traits as secondary skills transfer variables. The Work Fields, MPSMS, Standard Vocational Preparation, and Combination Work Field variables from the person's work history provide the first filter through which all DOT jobs are passed. Then, only after the resulting sub-set of DOT occupations is placed in a TSA table, the Worker Traits are used as a second filter.

Federal Definition of Transferable Skills Analysis

The Code of Federal Regulations CFR 20-404.1568) definition of skills transfer reads, in part:

(A person is considered) to have skills that can be used in other jobs, when the skilled or semiskilled work activities (that person) did in past work can be used to meet the requirements of skilled or semi-skilled work activities of other jobs or kinds of work. This depends largely on the similarity of occupational significant work activities among different jobs.

The transferability of a person's skills is most probable and meaningful among jobs in which:

The same or a lesser degree of skill is required (Specific Vocational Preparation), and The same or similar tools and machines are used (Work Fields), and The same or similar raw materials, products, processes or services are involved (Materials, Products, Subject Matter, and Services).

Bear in mind that the CFR citation is taken from the Social Security Administration's (SSA) regulations. It is useful because it provides a good operational definition of transferability of skills. Some refer to the CFR as the "law of the land." In the case of TSA, it merely describes how the SSA processes TSA related to claims. The process is commonly used because no other authoritative source that provides an operational definition, useable with data available in the DOT database, appears to exist.