I’m aligning CASAS Reading/Listening GOALS (Forms 901–908) with entry-level healthcare and hospitality roles and need evidence-based thresholds; what resources define cut scores tied to 60–90 day retention or supervisor ratings? Right now I use a structured mock interview rubric (CEFR B1 target, 120 wpm, <=3 breakdowns in 5 minutes) and track mean +7 scaled-score gains; I’d appreciate tools or datasets you’ve used that link these metrics to hiring decisions.
Small caveat: there isn’t a published CASAS cut score tied to 60–90 day retention, so I’d set provisional bands using NRS EFL cutpoints mapped to GOALS (aim EFL 4 for entry health/hospitality), then back-test with your retention and a supervisor ≥3/5 — think “forecast, not a promise”; EFL descriptors: https://nrsweb.org/training-ta/ta-tools/educational-functioning-level-descriptors. Are you rating listening separately or rolling it into the mock interview score?
Quick example from our CNA cohorts: we set provisional GOALS bands (Reading 226+, Listening 221+) and back-checked them to 60–90 day retention and 30/60‑day supervisor scores; the strongest signal wasn’t wpm but repair moves per minute in a 5‑min role‑play. I’d anchor the rubric to NRS Level 4 descriptors (https://nrsweb.org/training-ta/ta-tools/educational-functioning-level-descriptors) and keep listening scored separately. “Are you rating listening separately or rolling it into the mock interview score?” We saw better prediction when it stood alone.
What’s worked for me is pairing CASAS with one job‑sample metric and back‑testing locally: keep your ‘CEFR B1 target, 120 wpm, <=3 breakdowns in 5 minutes’ and add a 3–5 minute task like med‑label or room‑status ticket reading, then set provisional bands where false positives drop under about 20% in the first month. , nothing published ties scores to retention cleanly, but a quick export that joins pretest + first‑month supervisor rating and attendance gave us stable cuts (entry health ~R230/L225; hospitality ~R220/L215). Could you pull first‑month ratings and attendance to try this next cycle?
I’ve had better luck tying GOALS to a small job‑sample plus a simple QA signal rather than retention; it’s not perfect, but it’s easy to collect. For entry health check‑in, we use a 3‑minute “verify DOB and meds” role play and a miscommunication tap (staff taps when they need a repeat); when taps stay ≤1 per 5 minutes, our hires were usually ≥R228/L222 across two cohorts. If you want an external anchor for bands, CASAS’s NRS crosswalk helps: https://www.casas.org/docs/default-source/nrs/nrs-approved-assessments.pdf — would you try a tap/flag metric with your B1 mock interview?
@jsanders48 > across two cohorts. If you want an external anchor for bands, CASAS’s NRS crosswalk helps: https://www.casas.org/docs/default-source/nrs/nrs-approved-assessments.pdf — would you try a tap/flag We paired that anchor with a day‑5 handoff‑note check: play a 90‑sec voicemail (name/date/2 tasks), then require a 25‑word note; >=95% field accuracy and <=1 mis‑hear have tracked with 30/60‑day “meets” ratings for housekeeping hires (Reading about 223+, Listening about 219+), small N so we re‑tune per site — would that slot into your process?
Quick step: use the GOALS validity tables in CASAS Research & Reports to anchor bands, then back‑test a simple logistic on baseline Reading/Listening plus your mock‑interview score to pick the ‘meets expectations’ cut by month 3; here’s the docs: https://www.casas.org/product-overviews/assessments/research-and-reports. Retention’s noisy, so sanity‑check the cut with a short supervisor audit from week 4; which roles are you zeroing in on — check‑in, dietary aide, or housekeeping?