Facilitating Readiness for Employment


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Used for several One-Stop staff trainings

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Facilitating Readiness for Employment

  1. 1. Facilitating Career Planning for Employment Readiness Staff Skills for Serving Customers Presented by Michele Martin
  2. 2. The Career Planning Process
  3. 3. Employment Readiness <ul><li>Recognition that customers enter the One-Stop system with differing skill levels and needs. </li></ul><ul><li>All staff have a responsibility to identify those needs and to help customers become ready for employment. </li></ul><ul><li>The customer’s career and service plan is the key to addressing employment readiness needs. </li></ul>
  4. 4. The Customer’s Career Plan <ul><li>Assessment </li></ul><ul><li>Exploring Options </li></ul><ul><ul><ul><li>Career/Occupational </li></ul></ul></ul><ul><ul><ul><li>Education/Training </li></ul></ul></ul><ul><ul><ul><li>Supportive Services </li></ul></ul></ul><ul><li>Decision-making & Planning </li></ul><ul><ul><ul><li>Long/short term goals </li></ul></ul></ul><ul><ul><ul><li>Action steps </li></ul></ul></ul><ul><ul><ul><li>Timelines </li></ul></ul></ul>
  5. 5. A Career Plan Assessment Explore Options Make Decision <ul><li>CAREER PLAN </li></ul><ul><li>Goals </li></ul><ul><li>Strategies </li></ul><ul><li>Timelines </li></ul>Job Search Education/ Training User-friendly document that is meaningful to customer
  6. 6. Levels of Facilitation <ul><li>Self-directed (Core) </li></ul><ul><li>Structured group activities (Core & Intensive) </li></ul><ul><ul><li>Career Beacon </li></ul></ul><ul><ul><li>Job Clubs </li></ul></ul><ul><ul><li>Workshops and classes </li></ul></ul><ul><li>One-on-one Coaching and case management (Intensive) </li></ul>
  7. 7. 1. Assessment <ul><li>Self-knowledge that is: </li></ul><ul><li>Comprehensive </li></ul><ul><li>Asset-based </li></ul><ul><li>Drives planning for services </li></ul><ul><li>Engaging </li></ul><ul><li>Informative </li></ul>
  8. 8. Areas of Assessment <ul><li>Literacy— Basic Skills (Reading, Math & Computer literacy) </li></ul><ul><li>Interests & Aptitudes </li></ul><ul><li>Work Values </li></ul><ul><li>Transferable skills </li></ul><ul><li>Occupational skills </li></ul><ul><li>Life Management Skills </li></ul><ul><li>Job Readiness/ Retention Skills </li></ul><ul><li>Barriers to Employment Success </li></ul>
  9. 9. 2. Exploring Options <ul><li>Facilitate customer in exploring information that is: </li></ul><ul><ul><li>Based on assessment results </li></ul></ul><ul><ul><li>Comprehensive </li></ul></ul><ul><ul><li>User-friendly </li></ul></ul><ul><ul><li>Helps customer make informed choices </li></ul></ul>
  10. 10. Career Information <ul><li>Job descriptions </li></ul><ul><li>Work environment </li></ul><ul><li>Skill, education & experience requirements </li></ul><ul><li>Salary & benefits </li></ul><ul><li>Career path </li></ul>
  11. 11. Service Information <ul><li>Education & training options </li></ul><ul><li>Supportive services </li></ul>
  12. 12. 3. Informed Decision-making, Planning & Implementation <ul><li>Provide customers with framework for decision-making: </li></ul><ul><ul><li>Pros/Cons </li></ul></ul><ul><ul><li>Implications & Consequences </li></ul></ul><ul><ul><li>Goals & Action Steps </li></ul></ul><ul><li>Facilitated discussion—it is ALWAYS the customer’s choice. </li></ul>
  13. 13. Career Counseling & Case Management
  14. 14. Goals of Counseling/ Case Management <ul><li>Facilitate customer through career transition/change </li></ul><ul><li>Teach career management skills—from unconscious incompetence to unconscious competence </li></ul><ul><li>Break from dependence on counseling/ case management </li></ul>
  15. 15. SUPPORT The Counseling Matrix EXPECTAT IONS FOR (Low expectations/ high support NEGLECT (Low expectations/ low support) WITH (High expectations/ high support) TO (High expectations/ low support)
  16. 16. Career Counseling is: <ul><li>Integrated </li></ul><ul><li>Customer-centered, not Program-focused </li></ul><ul><li>Goal-Oriented </li></ul><ul><li>Accountable </li></ul><ul><li>Flexible </li></ul><ul><li>Sequenced </li></ul><ul><li>Cost-Effective </li></ul><ul><li>Sustained </li></ul><ul><li>Comprehensive </li></ul>
  17. 17. Career Counseling requires: <ul><li>Partnership </li></ul><ul><li>Predictability </li></ul><ul><li>Mutual accountability and respect </li></ul><ul><li>Facilitating customers to develop independent career management skills. </li></ul>
  18. 18. Counseling/Case Management Activities <ul><li>Finding/ attracting appropriate customers </li></ul><ul><li>Intake/ assessment </li></ul><ul><li>Designing a Career & Service Plan </li></ul><ul><li>Facilitating and monitoring implementation of Career & Service Plan </li></ul>
  19. 19. Attracting Appropriate Customers <ul><li>Identify appropriate target population </li></ul><ul><ul><li>Can benefit from long-term, holistic services AND </li></ul></ul><ul><ul><li>Is amenable to receiving them. </li></ul></ul><ul><li>Set expectations from first contact </li></ul><ul><ul><li>Facilitating career planning process </li></ul></ul><ul><ul><li>Teaching customer career mgmt. skills </li></ul></ul><ul><ul><li>Predictability, accountability, respect </li></ul></ul>
  20. 20. “Rules” of Assessment <ul><li>Assessment is done WITH the customer, not TO or FOR. </li></ul><ul><li>“Collect all the information you can use and use all the information you collect.” </li></ul><ul><li>Assessment results drive service delivery. </li></ul>
  21. 21. Intake/Assessment <ul><li>Explain career planning process and counselor’s role in it. </li></ul><ul><li>Discuss what information will be gathered, how, how it will be used. </li></ul><ul><li>Engage customer in self-assessment. </li></ul><ul><li>Focus on assets and opportunities. </li></ul>
  22. 22. Designing the Career & Service Plan <ul><li>Staff facilitate the process, but customer owns the plan </li></ul><ul><ul><li>Clear expectations, “realistic” goals </li></ul></ul><ul><ul><li>Specific, mutually-defined tasks </li></ul></ul><ul><ul><li>Clear time lines </li></ul></ul><ul><ul><li>Delineation of mutual roles </li></ul></ul><ul><ul><li>Ongoing review </li></ul></ul><ul><ul><li>Projected termination date </li></ul></ul>
  23. 23. Implementing & Monitoring the Career & Service Plan <ul><li>Remember--plan represents change </li></ul><ul><li>Emphasize mutual accountability, predictability. </li></ul><ul><li>Counselor helps with: </li></ul><ul><ul><li>Problem-solving </li></ul></ul><ul><ul><li>Resource identification </li></ul></ul><ul><ul><li>Decision-making </li></ul></ul><ul><ul><li>Coaching to teach career management skills </li></ul></ul>
  24. 24. Implementing and Monitoring the Career & Service Plan <ul><li>Partnership with customer </li></ul><ul><li>Pro-active identification of issues & resources </li></ul><ul><li>Coaching through high expectations/ high support </li></ul>
  25. 25. Techniques <ul><li>Questions: </li></ul><ul><ul><li>“ What if you . . . ?” </li></ul></ul><ul><ul><li>“ What have you tried? What happened?” </li></ul></ul><ul><ul><li>“ How would things be different if you . . . ?” </li></ul></ul><ul><li>Explore actions/consequences </li></ul><ul><li>Explore impediments to change </li></ul><ul><ul><li>Mental models </li></ul></ul><ul><ul><li>Natural resistance </li></ul></ul><ul><ul><li>The “Victim Mentality” </li></ul></ul>
  26. 26. The Most Important Questions <ul><li>Do you believe that with respect to any problem in your life, no matter how desperate, no matter how much power seems to lie in other’s hands, you still have at least 10% that is in your control or power? </li></ul><ul><li>Can you work on that 10%? </li></ul>
  27. 27. If The Answer is . . . <ul><li>NO . . . </li></ul><ul><li>Then all of the tools for change are useless. </li></ul><ul><li>YES . . . </li></ul><ul><li>Then great change can happen. </li></ul>