Turn a report into
a useful next step.
A printable results guide, action worksheet, staff discussion guide, and consultation agenda. Review them before deciding on a program.
Write on a printed copy or your own office-held document. This page does not collect or store your worksheet answers.
Read your results as directions to investigate.
Your report summarizes six work domains: executive reasoning, quantitative, verbal, visual pattern, workplace judgment, and procedural sequencing. Read the explanation supplied with your actual report. Scores describe performance on this sitting; they do not establish a diagnosis, qualification, promotion, benefits eligibility, or a guaranteed career match.
A higher or lower score is a starting point for questions. Consider interests, experience, training requirements, accommodations and the work itself with your program’s staff. Do not choose or rule out a career based on the score alone.
- Identify something in the report you recognize and something you want to discuss.
- Choose two occupational directions to research. Check current requirements through appropriate official or employer sources.
- Use ZIP job access to investigate openings, locations and requirements. Preparation resources are optional and should match the next step.
- Write one action you can take and agree a follow-up with staff.
Before sharing a verification code or report, understand what it reveals and who can access it. Ask your program about report visibility, retention and help. Keep participant records within the program’s approved process.
My next step
Use an office-approved reference rather than sensitive personal information. Keep the completed worksheet with you or your authorized program staff.
1 My interests and experience
What work interests me? What experience, preferences or constraints should staff understand?
2 Two directions to investigate
Occupational family or role A / role B
3 Requirements to verify
Qualifications, training, location and practical demands. Record the source and date checked.
4 My question for staff
What would help me understand the report or compare these directions?
5 One practical next action
Action / person responsible / target date
6 Follow-up
Staff contact / review date / what I will bring
A conversation that belongs to the participant.
- Open: “What did you notice, and which direction would you like to investigate?”
- Check understanding: Ask the participant to explain what the report does and does not establish. Correct any assumption that it determines hiring, eligibility or benefits.
- Add context: Ask about interests, experience, training, preferred environment and practical constraints. Do not infer these from a score.
- Research: Select two directions, inspect actual requirements and identify missing information. Use relevant preparation resources only when useful.
- Agree an action: Record direction, next action, owner and follow-up date. Offer the program’s appropriate support route.
- Check usefulness: Ask whether the participant now knows what to investigate or do next. Record program feedback under approved data rules.
This is a general career-exploration discussion guide. It is not a selection, ranking, qualification, medical, benefits or retention-decision instrument.
Prepare the office to use the program.
| Time | Topic | What we agree |
|---|---|---|
| 0–10 minutes | Cohort purpose and current workflow | Staff owner and practical success measures |
| 10–25 minutes | Report, limitations and participant conversation | How staff will support a next action |
| 25–35 minutes | Seats, completion information and access | Administrator, permissions and questions to resolve |
| 35–45 minutes | Launch and follow-up | Next actions, support route and dates |
Before the session
Bring the cohort purpose, anticipated start, staff roles, required reviews, and questions after inspecting a sample report. Do not email participant medical records, assessment answers or sensitive personnel information.
At the end of the cohort
Review completion, action-plan usefulness, staff effort and unresolved issues. Agree whether to continue, adjust or stop. These observations are not evidence of employment impact without a suitable study.
Version 20 October 2026. ALA permits program staff and participants to print and use these templates for their program. No public resale or claim of agency endorsement.