Resources & Troubleshooting Help

User Guides


    • Why was this website created?  
    • What occupations are included?  
    • Which skills are assessed?  
    • How long do the assessments take?  
    • Does the website provide answers to the assessment questions I get wrong?  
    • What if my industry knowledge or essential skills scores are low?  
    • How long will it take to improve my skills?  
    • Who has access to my test results and learning plans?  
    • What kind of device (e.g., notebooks or tablets) can I use to take the assessments?  
    • What equipment and software is needed to take the assessments?  


    • I can't log in – my username and password do not work.  
    • Test images don't load and/or the navigation buttons don't work.  
    • The website isn’t displaying properly - it looks messed up.  

Case Studies

    • George Brown College - Parents and other career influencers still discourage their kids from going into supply chain work, says Sam Lampropoulos, Professor, Logistics & Supply Chain at George Brown College. “They think their kids will end up driving a truck or working in a warehouse with no options for career growth.” This is the case despite the global scope and high-tech nature – the complexity and challenge – of much of today’s work in the supply chain.
    • Individual-Olajide Adetunji - A shortage of employees in the supply chain has been in the news for some time. The situation is expected to worsen as baby boomers retire in droves in coming years. Employers can expect to increasingly compete for a shrinking labour force.
    • LifeMark Health - At least some distribution centres and warehouses across Canada are dealing with trained-worker shortages. Getting more people on board is a focus for these employers.
    • Manitoulin Group of Companies - Work in the supply chain at every level is increasingly technical and complex. Hiring people with all of the skills required to meet their job responsibilities is a serious challenge for many employers. And because training can be expensive and time-consuming, it’s important to employers to know that their training dollars are targeting actual needs and building the competencies that are most needed by their workforce.
    • Sherritt International - A slump in Canada’s oil and gas sector in 2015 forced Sherritt to reduce staff as part of an overall review of its supply chain. The company needed to find ways for its downsized staff to meet business demands and to ensure that day-to-day operations were not adversely affected.
    • Triskele Logistics - Canadian trucking companies face a shortage of drivers that is expected to continue to increase. That shortage is projected by the Conference Board of Canada to reach as high as 33,000 for-hire truck drivers by 2020. Trucking companies are clearly competing for workers, and need to find ways to improve their success in hiring and retaining employees.
    • Metro Supply Chain Group - Like most supply chain service providers, Metro Supply Chain Group makes use of advanced technologies, and continually updates those technologies to improve efficiencies. Employees must be tech-savvy and adaptable. Finding people with the necessary technical skills is especially difficult for warehouse roles that are still often seen as requiring little more than manual dexterity. Nowadays at Metro, warehouse workers need to be able to operate both material-handling equipment and computers, have essential skills in reading, document use and teamwork, and be willing and able to acquire new skills and knowledge.