What Drives the McCroskey System?

The McCroskey System is a unique, unparalleled approach to matching people with their best job choices. The McCroskey System does this by using the concepts and adapted measurement scales of Job Analysis to define the 24 most vocationally significant categories referred to as traits. These same categories, or traits, are applied to worker abilities in exactly the same measurement terms. In this way they become compare-able. A worker can do any job where his ability meets or exceeds the jobâ€™s requirement in every vocationally significant trait.

The McCroskey System helps the user to develop the profile of abilities for the worker and compare it to the job demands in every vocationally significant trait of every job in a job market. The result is a list of jobs available in that market that are within the worker's abilities.

Transferable Skills Analysis

Identify skills that can apply to new and different jobs. Create a list of jobs can be performed other than previous work.

Jobs Matching Ability

Get insight into occupations for direct job search and those that will require more formal training.

Pre and Post Injury Analysis

Assists in vocational rehabilitation support to help people with injuries find jobs and careers.

Disability and Workman's Compensation

Provides data on wage loss and wage capacity for injury and disability claims.

Extensive Database of Job Demands

McCroskey System utilizes a comprehensive and contemporary database of job-demand profiles based upon the Dictionary of Occupational Titles (DOT), revised and updated by the MVQS developers. The entire database is available to make comparisons. They can be grouped in any combination – by states, counties or even cities or major corporations – to represent different job markets. MVQS provides databases for all state and county markets based primarily upon job-orders placed with the U.S. Department of Labor Job Service offices across the nation.

Well Developed Worker Ability Profiles

The McCroskey System helps the user develop profile based upon objective information about the worker's demonstrated and potential performance in the vocationally significant traits. It utilizes the worker's work experiences, medical conditions, educational achievement and even their demonstrated activities of daily living, hobbies or avocation. Virtually any test or demonstration of human ability can be used to maximize the worker's profile.

Unique Job Matching Capabilities

One job at a time is taken from the database. The measurements on each of the 24 vocationally significant traits are compared. If the worker's first measure is greater than or equal to the job demand measure, the system goes to the next measure and compares again. This process is repeated until the worker's ability measure in one of the traits falls below the demand. If that happens, the job is excluded from the results. If the worker profile meets or exceeds the job demand in every one of the 24 traits, the job is retained. Then the system moves to the next job and starts comparison over again. Say there are 1000 jobs in the job marketâ€™s database. In this example the process involves 24 comparisons for each of 1000 jobs. That is 24,000 comparisons! When finished, the final list contains only jobs the worker can do in every category. That is a pretty strict rule, on purpose; there can be little doubt that the jobs on the resulting list are good matches for the worker.

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