Using your VISION to Build an Extraordinary Student Pipeline
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Creating successful outcomes for students requires an innovative approach to career planning interventions. Whether transitioning to college and career, preparing for work, or exploring career opportunities, helping students discover their passions and navigate life’s journey is more impactful with a clear VISION and support from career advising experts. Please note: the presenter when live to the Kuder system for Maricopa Community College.
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Using your VISION to Build an Extraordinary Student Pipeline
- 1. Presented by: Jacob Flaws Senior Sales Associate Kuder, Inc. Using your VISION to Build an Extraordinary Student Pipeline
- 2. •Career development •Assessment •Professional Development •College & Career Readiness What does this mean to you?
- 3. Today’s Agenda •Introductions •Overview of Kuder, Inc. •A “Talent Pipeline” Example –Students, Counselors, Parents •CAT Essentials •Q&A
- 4. About Me (My Holland Code)
- 5. •My college prep story –HS Career Counseling? –3 major changes –Bachelor’s in History & Psychology –Master’s in History –Working in education –Working in sales/communications About Me
- 6. About You
- 7. About Kuder Over the last 75+ years, millions worldwide have relied on us for reliable solutions. 150 million people have used Kuder; three million new users annually. More than 12,000 sites domestically; 100 internationally. Created 120 custom systems
- 8. •Our Mission: –To raise student aspirations and to provide career options to students and adults through self-assessment and education. •Our Goals: –Guide students and parents through successful eighth- grade and post-high school transitions. –Increase retention and graduation rates. –Provide career planning, guidance, and development resources to last a lifetime. Our Mission & Goals
- 9. •Research-based assessments since 1938. •Dr Frederic Kuder: –The “father of reliability.” –Innovator of vocational assessment. –Co-developed the KR-20 and KR-21 formulas for calculating the alpha coefficients for assessment scale scores. –Kuder Preference Record (1938) was groundbreaking. History & Legacy
- 11. Reliability and item discrimination of KCIA Holland subscales (based on data from N=5871) Holland subscale Reliability coefficient* Average discrimination power value Realistic 0.940 0.757 Investigative 0.937 0.745 Artistic 0.900 0.650 Social 0.923 0.706 Enterprising 0.888 0.622 Conventional 0.930 0.726 *Based on internal consistency techniques. Data from test-retest design currently being gathered and the results are expected to be quite high since Holland preferences are relatively stable over time. High Psychometric Qualities
- 12. Clientele
- 15. •Provides paths, on-ramps, and transitions –Logical Framework •Standardizes Processes –All in one house •Usable Data! •Connects Students, Teachers, Counselors, Businesses and Parents in the career planning process Why is a pipeline important?
- 16. A Kuder Example
- 17. EDUCATORS, COUNSELORS & PRACTITIONERS •Tracking and Management –Help educators/administrators track and manage student progress. •Accountability –Provide ability to Quantify, Qualify, and report on measurements. •Outreach –Provide real-time data grounded with 75 years of research to support enrollment, program placement, and educational connection. •Retention –Whether at secondary or postsecondary levels, we increase retention rates and the percentage of students that stay in school, complete their education, and transition to their next stages in life. •Professional Development –CAT, CDF Who We Help
- 18. •Lack of knowledge. •Lack of time. •Increase effectiveness. •Increase efficiency. •MAKE A DIFFERENCE! Why did we create CAT?
- 20. CAT ADVANCED: VIRTUAL COURSE February 2 – March 21 Video conference to be held March 21 10% off to all presentation attendees. (SIGN THE SIGN-IN SHEET) Course Dates
- 22. Questions? Thank you Jacob Flaws Senior Sales Associate flawsj@kuder.com 800.314.8972 (office) • 515.864.8822 (mobile) www.kuder.com
Editor's Notes
- This is the slide that I have showing when I start. I cover the following items while this is showing: -Introduce myself -Have them introduce themselves
- “Facilitated success for” – name schools or organizations similar to the client you’re dealing with to relate to them and show you have experience with organizations like them.
- On this slide cover the background of Kuder, Inc. -When did the company begin (1997) -Why did the company come to be. Use Phil Harrington and his reasoning for creating Kuder, Inc. -read and explain the mission and goals stated on slide.
- Dr. Frederic Kuder (1903-2000) was one of the premier innovators of vocational assessments. His 1938 Kuder Preference Record became one of the most-used career guidance instruments in schools and colleges, and was taken by more than a million people worldwide over the course of several decades. Following the success of the Preference Record, Kuder turned his attention to developing an occupational interest inventory, using selected preference items, but scoring for a range of occupations. He eventually combined the preference record and the occupational inventory into a single form, the Occupational Interest Survey. In his 1977 Personnel Psychology article “Career Matching,” Dr. Kuder commented, “A young person is looking for more than an occupation in the abstract sense; he or she is looking for a career, which is a highly individual matter. Instead of looking for occupations, why not look for individuals he or she resembles, particularly individuals who are enthusiastic about their work? Why not capitalize on this fact?” In 1979, Dr. Kuder suggested the idea of Person Matching in a paper presented at the annual meeting of the American Personnel and Guidance Association. Dr. Kuder commented that it was not enough to suggest occupations alone. After all, he reasoned, everyone in a given occupation is not alike. He argued that it might be more informative to match a career-seeker with each of a number of people, each with their unique occupational journey. He suggested that a pool of individuals of both genders, employed in a broad sample of occupations, take his interest inventory and provide their “career
- This diagram explains why we have all of our products and that every product has its place and need or we wouldn’t have it. This shows the benefit of what it can do if you implement all tools and how it will effect the user. Talk about seamless transition and continued access to data. The ability to help anyone regardless of age or situation in life. We have a solution to help them regardless of who they are or their situation in life.
- Maricopa Community College District Talent Pipeline - Phoenix, AZ
- What do we do for educators- see slide. Simply elaborate on the items on slide.
- What do we do for educators- see slide. Simply elaborate on the items on slide.
- Why professional development? The benefits of computer-assisted career planning systems (i.e., Kuder® Career Planning System) are increased through the guidance of a teacher, counselor, administrator, or workforce development staff. A notable meta-analysis of career interventions found that computer-assisted interventions that also included interaction with a counselor were superior to instances of students or clients interacting with the computer alone (Whiston, Brecheisen, & Stephens, 2003).
- What do we do for educators- see slide. Simply elaborate on the items on slide.