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The formal transferable skills analysis (TSA) process used by vocational evaluators consists of compiling occupations from the U.S. Department of Labor's Dictionary of Occupational Titles (DOT) to represent a person's work history, and analyzing the work activities (Work Fields) a person has performed in the previous jobs, along with the objects upon which the work activities were performed (Materials, Products, Subject Matter, and Services, or MPSMS). These data are then used to identify a set of occupations that a worker should be able to perform.
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The method most often used 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. DOT occupations may contain one, two, or three Work Field codes.
MPSMS are the end products upon which the work activities are performed. MPSMS is derived from the Standard Industrial Classification (SIC) codes, which identify employers by type of business. DOT occupations may contain one, two, or three MPSMS codes.
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.
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 relationships to data, people, and things. Job counsellors often search 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, to determine transferable skills.
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