What WorkKey Is and How Employers Use It

WorkKey is a job skills assessment system created by ACT, the same organization that develops the ACT college entrance exam. Employers, workforce development programs, and training centers use WorkKey to measure job-related skills in three main areas: reading for information, applied mathematics, and locating information. Unlike general intelligence tests, WorkKey focuses specifically on skills that matter in actual job performance.

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The assessment was designed to help employers understand whether job candidates or current employees have the practical skills needed for specific positions. For example, a manufacturing company might use WorkKey to see if employees have the math skills required to read production schedules and calculate measurements. A retail manager might use it to assess whether staff can read customer service procedures and locate information quickly.

WorkKey assessments come in different difficulty levels. The basic level tests fundamental skills—like reading simple workplace documents or solving basic math problems. Higher levels assess more complex skills, such as understanding detailed technical manuals or working through multi-step math problems. This tiered approach means employers can use the same assessment system across different job types, from entry-level positions to advanced roles.

According to ACT data, more than 300,000 people take WorkKey assessments annually. The system is used by employers in industries ranging from manufacturing and healthcare to retail and logistics. Some states also incorporate WorkKey into their workforce development programs as a way to help job seekers understand their skill levels and identify training needs.

Practical Takeaway: Understanding what WorkKey measures helps employers choose whether this tool fits their hiring or training needs. If your organization needs to assess whether employees or job candidates can read workplace materials, perform job-related math, or find information efficiently, WorkKey may be a relevant option to explore.

The Three Core Assessment Areas Explained

WorkKey measures three distinct skill areas that appear across most job types. The first is "Reading for Information," which tests whether someone can understand written workplace materials. This might include reading safety procedures, employee handbooks, email instructions from supervisors, or equipment manuals. The assessment doesn't test reading comprehension in a traditional academic sense—instead, it focuses on practical reading tasks that happen on the job.

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For instance, a Reading for Information question might present a sample workplace memo about a new scheduling system and ask the test-taker to identify key details, such as when the system goes live or what employees need to do to prepare. Another question might involve a short set of instructions for operating equipment and ask what step should happen first. The difficulty ranges from straightforward tasks (like finding a date in a document) to more complex ones (like understanding implied meaning or comparing information across multiple sections).

The second area is "Applied Mathematics." This assesses the math skills people actually use at work—not algebra or calculus, but practical calculations. Common tasks include calculating totals, figuring out time, working with measurements, understanding percentages, and solving problems involving money or quantities. A question might ask a test-taker to calculate the cost of materials for a project, determine how long a task will take, or figure out how many units fit in a space.

The third area is "Locating Information," which tests the ability to find what you need in workplace documents, charts, tables, maps, or diagrams. This might involve reading a parts inventory table to find a specific item, looking at a floor plan to locate a room, or scanning a schedule to find when something occurs. Speed matters here—the assessment measures whether someone can pull out relevant information quickly and accurately from visual or written sources.

Research from ACT shows that these three skills correlate with job performance across many industries. For example, a 2018 study by ACT found that workers with higher WorkKey scores in these areas showed better performance ratings and lower turnover rates. This connection makes WorkKey a potentially useful screening tool for employers trying to predict job success.

Practical Takeaway: When considering WorkKey for your organization, identify which of these three skill areas matter most for your positions. A data entry role heavily relies on locating information and reading accuracy, while a construction supervisor role requires strong applied mathematics and reading for information. Matching the assessment to job demands makes results more meaningful.

How the Assessment Process Works for Employers

From an employer's perspective, using WorkKey typically involves several steps. First, you identify which positions in your organization would benefit from skills assessment. This might be entry-level roles, positions where safety matters, or jobs requiring consistent accuracy. Next, you determine what skill level each position actually requires. WorkKey uses a "job match" concept—each job profile corresponds to specific required skill levels in each of the three areas.

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For example, a position might require a Level 3 in Reading for Information (moderate complexity), Level 2 in Applied Mathematics (basic calculations), and Level 4 in Locating Information (complex, rapid searching). This job profile becomes your benchmark. You can then assess job candidates or employees against that standard.

WorkKey assessments are administered in two formats: computer-based and paper-based. Computer-based testing is more common and allows test-takers to complete assessments at testing centers or, in some cases, remotely. Paper-based testing is still available, though it's less frequently used. The computer version provides immediate scoring, while paper assessments require processing time.

The testing process itself is relatively straightforward for participants. Each skill area is tested separately, and the entire assessment typically takes between 45 minutes to 2 hours, depending on which sections are used and whether all three areas are tested. Test-takers don't need to study—the assessment measures existing skills, not knowledge that can be crammed beforehand.

Scoring is reported on a scale of 1 to 7 in each skill area. A score of 1 represents the lowest level of proficiency, while 7 represents the highest. Employers receive detailed score reports that break down performance in each skill area. These reports can be used in various ways: to make hiring decisions, to identify training needs for current employees, or to track skill development over time if assessments are repeated.

Cost varies depending on how you administer the assessment. Testing through official ACT WorkKey centers generally costs between $15 and $25 per person per skill area. Some workforce development agencies offer WorkKey testing at reduced or no cost to job seekers as part of public workforce programs. Employers can also set up accounts to administer testing directly if they meet certain requirements.

Practical Takeaway: Before implementing WorkKey in your hiring or training process, decide which positions need assessment, establish skill level requirements for each role, and determine whether testing will happen through an official center or another channel. Clear planning upfront makes the implementation process smoother.

Understanding WorkKey Scores and What They Mean

WorkKey scores range from 1 to 7 in each skill area, and understanding what these levels represent is crucial for employers interpreting results. A score of 1 indicates that someone struggles with basic, straightforward tasks in that skill area. For example, a Reading for Information score of 1 means the person has difficulty understanding simple workplace documents or following basic written instructions.

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Scores of 2 and 3 represent developing skills. A person with a 2 or 3 can handle routine workplace materials and straightforward tasks, but may struggle with complexity or less-familiar material. Someone with a Level 3 in Applied Mathematics, for instance, can handle basic calculations like adding, subtracting, and simple percentages, but might struggle with more involved multi-step problems.

Scores of 4 and 5 indicate competent performance. These individuals can manage moderately complex tasks, understand detailed documents, solve multi-step problems, and locate information efficiently from various sources. Many jobs are designed around Level 4 or 5 requirements. According to ACT data, Level 4 in all three areas represents the 50th percentile nationally, making it a common benchmark for entry-level and mid-level positions.

Scores of 6 and 7 represent advanced proficiency. People at these levels can handle complex, unfamiliar materials; solve sophisticated math problems; and quickly navigate dense, complicated information sources. These scores are typically expected for supervisory roles, technical positions, or roles requiring independent decision-making based on written materials.

It's important to note that WorkKey scores don't predict personality traits, work ethic, or soft skills like teamwork or communication. The assessment is purely about the three specific skill areas it measures. A person might score very high on Locating Information but moderate on Applied Mathematics—the profile gives a detailed picture of specific streng