What WorkKey Is and Why Employers Use It
WorkKey is an assessment system developed by ACT that measures foundational job skills. Unlike tests focused on specific job knowledge, WorkKey looks at skills most workers need across different industries and positions—things like reading workplace documents, understanding math in practical situations, and solving problems on the job.
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Employers use WorkKey for several reasons. Some use it during hiring to see how job candidates approach work-related tasks. Others use it to identify which current employees might be ready for advancement or training programs. Some employers partner with workforce development programs and community colleges that recommend WorkKey assessments as part of career pathway planning.
The assessment comes in three main areas. The first covers locating information in workplace materials like emails, manuals, and safety notices. The second tests applied mathematics—calculations relevant to jobs like construction, manufacturing, or customer service. The third measures problem-solving and reasoning through job-related scenarios.
WorkKey isn't a personality test or IQ measure. It's designed to reflect what actually happens in workplaces. A manufacturing technician might need to read a machine calibration chart. A retail manager might need to calculate inventory costs. A healthcare aide might need to follow multi-step instructions. WorkKey scenarios mirror these real-world situations.
Employers value WorkKey because scores translate into what's called a Career Readiness Certificate when combined with a credential from a recognized program. This creates a common language between employers and job seekers about skill levels, making hiring conversations clearer.
Practical takeaway: If you're an employer considering WorkKey, understand that it measures job-readiness foundations rather than job-specific expertise. It works best when paired with other hiring tools and your own assessment of specific role requirements.
The Three WorkKey Assessments and What They Test
WorkKey consists of three separate assessments that can be taken individually or as a complete battery. Understanding what each one measures helps employers decide which assessments fit their hiring or development needs.
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Locating Information (LI) is the first assessment. This measures how workers find and understand information in workplace documents. Test-takers might look at an employee handbook, email thread, safety poster, or product label and answer questions about what the documents say. The assessment doesn't test reading comprehension in the traditional sense—it's about extracting the right information from cluttered or complex sources. A score on this assessment suggests an employee can navigate real workplace communication without constantly asking for clarification. For employers, this matters because miscommunication about procedures or safety can be costly.
Applied Mathematics (AM) is the second assessment. This isn't abstract algebra or geometry. Instead, it tests math as workers actually use it. Test-takers solve problems like calculating material costs, figuring out time and distance, determining percentages for discounts or raises, and working with measurements. Someone taking this assessment might calculate how much material is needed for a job, figure out overtime pay, or determine if a shipment meets size requirements. Employers in manufacturing, construction, trades, logistics, and retail often weight this assessment heavily because errors in calculation can affect safety, quality, and profit margins.
Problem Solving and Reasoning (PS) is the third assessment. This measures how workers think through workplace challenges. Test-takers encounter scenarios where they must decide what information matters, figure out what's going wrong in a process, or plan next steps. For example, a scenario might describe a customer complaint with multiple possible causes, and the test-taker must identify what to investigate first. This assessment shows whether someone can work independently to solve problems or whether they'll need constant supervision and direction.
Each assessment is scored on a scale of 1 to 7. The National Career Readiness Certificate combines results from all three assessments along with a high school diploma or equivalent to signal to employers that a person has met a particular skill threshold. Employers can set different score requirements depending on the job level. An entry-level position might require scores of 3 or 4, while a supervisory role might require 5 or higher.
Practical takeaway: Before administering WorkKey, identify which of the three areas most directly relates to the jobs you're hiring for. You don't always need all three assessments—some employers use only Applied Mathematics for technical roles or only Locating Information for customer-facing positions.
How to Administer WorkKey in Your Organization
As an employer, you have several options for getting WorkKey assessments to your workforce or candidates. Understanding the logistics helps you plan implementation without disrupting operations.
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Testing locations and formats: WorkKey assessments are delivered online through ACT's testing portal. You can administer them at your workplace if you have computers available, or you can direct candidates to public testing centers. Community colleges, workforce development agencies, and libraries in many areas offer WorkKey testing. Some employers set up testing sessions in a dedicated space and invite candidates or employees to attend on a scheduled day. Others allow people to test independently at their own pace through a public center. The online format means results come back quickly—usually the same day—compared to paper-based testing.
Setting up accounts: To administer WorkKey through your organization, you'll need an account with ACT Workforce. This account lets you create test sessions, track results, and manage who has been tested. The setup process involves registering your organization, designating test administrators if you're running sessions in-house, and deciding whether you want to pay per test or through a subscription model. Different states and regions may have different pricing structures, and some workforce development partnerships offer reduced rates.
Preparing your team: If you're giving tests in-house, identify who will proctor the sessions. Proctors need to ensure test security—basically, making sure each person takes their own test and doesn't use unauthorized materials. ACT provides guidance on proctoring requirements, which are straightforward but important. Testing spaces need basic computer access and a quiet environment. You don't need anything elaborate, just functional equipment and minimal distractions.
Planning for results: Results come as individual scores along with a report that shows how each person scored on each section. ACT's platform also provides data that lets you see score distributions across your group—useful if you're testing multiple candidates or employees. Some employers use results immediately in hiring decisions. Others use results to identify training needs or to track skill development over time within their current workforce.
Timing and logistics: A single WorkKey assessment takes roughly 30 to 45 minutes, depending on the test-taker's pace and the particular assessment. If administering all three assessments, budget one and a half to two hours. You can space them out over multiple sessions if needed. For hiring purposes, many employers build testing into their interview process—sometimes before the interview as a screen, sometimes after as a final check before an offer.
Practical takeaway: Start small if you're new to WorkKey. Run a pilot program with one department or one hiring round to learn the process before rolling it out organization-wide. This helps you identify what works in your specific environment and how to integrate scores into your existing hiring or development practices.
Interpreting WorkKey Scores and Using Them in Hiring Decisions
A WorkKey score on its own is just a number. What matters is how you interpret it and what you do with it. Understanding the scoring system helps you make consistent hiring and development decisions.
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The score scale and what it means: Each WorkKey assessment produces a score from 1 to 7. The scale works like this: a score of 1 or 2 indicates someone is still developing foundational skills. A score of 3 or 4 indicates someone has the skills for many entry-level and some mid-level positions. A score of 5 or 6 indicates skills suitable for mid-level and some advanced positions. A score of 7 is the highest level. These descriptions are general—the actual job fit depends on your specific role requirements.
Benchmarking for different positions: Employers usually create job benchmarks—the score level expected for different positions. A fast-food restaurant might set a benchmark of 3 for crew members and 4 for shift supervisors. A manufacturing plant might require 4 for assembly line workers and 5 for quality control or supervisory roles. Creating these benchmarks means deciding in advance what skills are truly necessary for each position, rather than making score judgments in the moment. This creates consistency and fairness in hiring.