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Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
Building a Comprehensive Career Assessment System
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Building a Comprehensive Career Assessment System

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Presentation at the Maryland Workforce Development Association

Presentation at the Maryland Workforce Development Association

Published in: Career, Business
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  • 1. Comprehensive Assessment Building a Career Assessment System Presented by Michele Martin
  • 2. Overview
    • What is Comprehensive Assessment ?
    • Using the Employment Readiness Framework
    • The “Rules” of Assessment
    • Assessment Tools, Services and Strategies from Core through Employment Follow-up
  • 3. A Comprehensive Assessment System. . .
    • Helps customers determine their marketability.
    • Identifies specific factors that influence a customer’s readiness for employment in a timely, structured fashion.
    • Uses formal and informal tools that engage customers in the process of gathering self-knowledge.
    • Occurs at critical points in the service process to allow customers to make informed choices about services.
  • 4. Purposes of Comprehensive Assessment
    • For job seeker customers:
    • Gather knowledge for career and employment plan
    • Identify One-Stop services to access
    • For business customers:
    • Refer qualified candidates
    • For staff:
    • Identify need for Intensive & Training services
    • Determine “ability to benefit”
    • Facilitate career/service plan
    • High quality job matching/ referrals
  • 5. The Career Planning Process
    • Assessment
    • Exploration
      • Occupational
      • Industry
      • Education
      • Supportive Services
    • Structured decision-making & planning
  • 6. A Career Plan Assessment Explore Options Make Decision
    • CAREER PLAN
    • Goals
    • Strategies
    • Timelines
    Job Search Education/ Training User-friendly document that is meaningful to customer Is Customer Career Ready?
  • 7. Employment Readiness
    • Pre-Activity Ready-- barriers sufficient to preclude active preparation for employment.
    • Activity/Training Ready-- able to participate in training or other activities to prepare for employment.
    • Employment Ready-- able to obtain some kind of employment, but not career path employment.
    • Career Ready— able to obtain career path employment.
  • 8. “ Pre-Activity” Ready
    • Substance abuse with no active treatment plan
    • Mental health with no active treatment plan
    • Homelessness (involuntary)
    • Multiple barriers (i.e., childcare, transportation, etc.)
  • 9. “Activity/Training Ready”
    • Barriers have been addressed to allow participation in activities/training
    • Customer needs:
      • Literacy skill development
      • Occupational skill development
      • Workplace literacy skills
      • Work experience (AWEP/CWEP)
  • 10. “Employment Ready”
    • Has addressed barriers
    • Has skills sufficient to obtain low skill/entry-level employment
    • May work PT
    • Customer needs:
      • Job search preparation
      • Additional skill development
      • Active job development
  • 11. “Career Ready”
    • Has addressed all barriers
    • Has skills sufficient to obtain career path employment in the local labor market.
    • Customer needs:
      • Job search preparation/support
      • Job development
  • 12. Areas of Assessment
    • Literacy— Basic Skills (Reading, Math & Computer literacy)
    • Interests & Aptitudes
    • Work Values
    • Transferable skills
    • Occupational skills
    • Career Management Skills
    • Job Readiness/ Retention Skills
    • Barriers to Employment Success
  • 13. “Rules of Assessment”
    • Use a combination of tools and strategies to obtain a holistic picture of the customer.
    • Assessment is done WITH the customer, not TO or FOR.
    • “ Collect all the information you can use and use all the information you collect.”
    • Assessment results drive service delivery.
    • Assessment must be linked to exploration of options .
  • 14. Assessment in Core Services
  • 15. Core is for Customers Who:
    • Have marketable skills in a demand occupation
    • Can use self-directed and workshop services to job search
  • 16. Purpose of Assessment
    • Triage:
      • Can the customer use Core Services to obtain career path employment?
      • What Core Services should the customer utilize to develop and implement his/her career & job search plan?
  • 17. Can the Customer Use Core?
    • Identify:
    • Literacy issues that interfere with career path employment
    • Occupational skill deficits in demand occupations
    • Ability to obtain career path employment using self-directed & workshop job search activities .
  • 18. What Core Services?
    • Identify:
    • What assessment information the customer needs
    • What work the customer will pursue
    • Job search tools and techniques to develop
  • 19. Tools
    • Am I Ready to Job Search?
    • Internet-based assessments
    • Checklists, inventories, etc.
    • Service Indicator Tools
    • TABE Indicator
    • Resume, other work documentation
  • 20. Using the Tools
    • Self-Directed
      • Guides
      • Signs
      • Charts
      • “ Job Aids”
    • Staff-facilitated
      • Help Desk
      • Orientation
      • Staff Q&A
      • Workshops
      • Staff and peer facilitated support groups
  • 21. Initial Comprehensive Assessment
  • 22. Purpose of Assessment
    • Determine:
    • “Ability to benefit”
    • Are WIA Intensive Services suitable for the customer?
    • What Intensive and supportive services should the customer access?
  • 23. WIA Intensive Services
    • Intensive Job Search Support & Job Development
      • For customers with the occupational/transferable skills to be competitive in the job market.
    • Training
      • For customers who need further skill development to be competitive in the job market--followed by job search support.
  • 24. Ability to Benefit
    • Who is most likely to benefit from WIA services to obtain WIA goals?
      • Are the customer’s goals consistent with WIA goals?
      • Does the customer demonstrate the ability to comply with WIA expectations?
      • Do WIA services provide the most appropriate supports for the customer?
    • What WIA services are most appropriate for the customer to obtain goals?
  • 25. Suitability of WIA for Customer
    • Does the customer have a career plan with goals that are consistent with WIA goals?
    • Has the customer been facilitated to making an “informed choice” about services?
    • Will the customer be accessing the WIA services most appropriate for his/her goals?
  • 26. Information to Obtain
    • Any assessment information gathered during Core
    • More detailed information on:
      • Career Goals
      • Literacy needs
      • Occupational Skill needs
      • Work Readiness/Retention
      • Job Search Preparation
      • Customer commitment
  • 27. Assessment Tools
    • CareerScope
    • Self-Directed Search (SDS)
    • Barriers to Employment Success (BESI)
    • Employment Inventory (EI)
    • TABE, CASAS
    • Job Search Attitude Inventory (JSAI)
    • SkillCheck, Essential Skills Database
    • Card sorts, checklists
    • Structured Interviews
  • 28. Using the Tools
    • Self-Directed
      • Guides
      • “ Homework assignments”
    • Group
      • Workshops (in Core or as an Intensive service)
      • “ Group case management”
    • One-on-One
      • Individually scheduled testing
      • Individual interpretation
  • 29. Outcomes of Initial Comprehensive Assessment
    • Comprehensive Career & Service Plan
    • Determination of ability to benefit from WIA services
    • Identification of most appropriate Intensive services
  • 30. Ongoing Assessment
  • 31. Purposes of Ongoing Assessment
    • Track developing proficiency levels in skills training programs
    • Identify and address changing circumstances
  • 32. Areas to Assess
    • Skill development
      • Literacy
      • Occupational Skills
      • Employability Skills
    • Potential barriers to success
    • Job Search needs
  • 33. Timing of Ongoing Assessments
    • For literacy—every 50 hours of instruction
    • Ongoing testing, competency assessment throughout skills training programs
    • Two weeks prior to transition from one activity to the next.
  • 34. Assessment Tools
    • Tools from Initial Comprehensive Assessment (as appropriate)
    • Rubrics, observation checklists
    • Structured Interview Forms
  • 35. Transitioning to Employment WHEN IS IT TIME TO JOB SEARCH? Customer has the occupational and employability skills to obtain and retain employment
  • 36. Transitional Assessments
    • Job Search Assessment
    • Exit Interview
    • Follow-up Assessment for Retention & Advancement
  • 37. Job Search Assessment
    • Assessment to ensure that customer is “Employment” or “Career Ready”
    • Identify job search preparation needs:
      • Tools
      • Search techniques
      • Interview & follow-up skills
  • 38. Assessment at “Exit”
    • Exit Interview:
    • Review/revise career & service plan
    • Provide resource information
    • Review follow-up procedures/expectations
    • Establish e-mail account
    • Review incentive plan (where applicable)
    • Customer satisfaction survey
  • 39. Follow-Up Assessment
    • Offer ongoing skill assessments
    • Work with employer to coordinate assessment activities, offer assessment as a service
    • Pro-active identification of potential barriers to success
    • Utilization of Core Services for ongoing career planning
  • 40.
    • Presented by:
    • Michele Roy Martin
    • The Widing Group
    • 936 N. 5 th Street
    • Philadelphia, PA 19123
    • (215) 923-4059

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