How to Read your Career    Direct Results
The Career DirectThe Purpose of this Instrument is Self-Discovery.  It is designed to help people identify their natural p...
Personality How am I naturally motivated to act?               Coaching Report (page 3 of 12)              Detailed Report...
Personality Traits Compliant                  Dominant Pliable                     Assertive Conforming                ...
Personality Traits        Introverted                  Extroverted        Distant                      Enthusiastic     ...
Personality TraitsDetached           Compassionate Neutral                  Sympathetic Objective                Suppo...
Personality Traits   Unstructured                        Conscientious       Improvising                       Precise  ...
Personality TraitsCautious                 Adventurous Conservative             Daring Content                  Ambiti...
Personality Traits   Conventional                        Innovative         Predictable                   Imaginative   ...
Coaching report(page 6 of 12)Detailed report(page 11 of 26)Use the Strengthsto identify thequalities that youhave to offer...
Career ImplicationsYour personality traitsare listed in order ofstrength, the one thatwill impact your careeris listed fir...
Critical Life Issues                  Coaching Report (page 7 of 12)                 Detailed Report (page 13 of 26) Stre...
Critical Life Issues Financial Management – This assesses a  person’s money management practices – how you  budget your m...
General Interests                 Detailed Report (pages 14-15 of 26)                         Use the chart on page 15 to ...
Activities, Occupations, and Subjects                   Coaching Report (page 11 of 12 )The                               ...
Skills & Abilities                  Detailed Report ( page 19 of 26 ) It is important to match your work to your best  sk...
Values are yourpriorities as they relateto your work. Expectthese to change overtime as you age, gainexperience in the wor...
Values                   Detailed Report (pages 21-23 of 26)*You can be in a career field that is a good match for yourint...
Research & Development of    the Career Direct
Design and Samples Both a rational approach and a principal component factor analytic approach were used for development ...
Scoring Raw scores for each factor are the sum of the numerical  responses marked for each item of the factor. Standardi...
ScalesUsing a T-score scale, low scores of below 20 were rounded up to 20 andhigh scores above 80 were rounded down to 80,...
Validity Client Responses: (for Accuracy) Personality – up to 96% Interests – 90%, Skills – 87%, Values – Work  Environ...
Reliability Internal Consistency Cronbach Alpha ranged from  .86 to .94 for personality Internal Consistency Cronbach Al...
Thank you for taking the Career Direct assessment.Ideally the assessment will help you focus on careerfields for which you...
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How To Read Your Career Direct Results

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A PowerPoint to walk you through the results of your Career Direct Assessment.

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  • 2 versions: Educational and Occupational
  • **Standardized scores ensure that all scores are on the same scale of reference and therefore can be meaningfully compared and contrasted.
  • Construct Validity for Personality: correlated with Hogan’s Personality InventoryConstruct Validity for General Interest: correlated with Strong Vocational Inventory Scales
  • Changes in follow up are many times a reflection of the changes within a person…
  • How To Read Your Career Direct Results

    1. 1. How to Read your Career Direct Results
    2. 2. The Career DirectThe Purpose of this Instrument is Self-Discovery. It is designed to help people identify their natural personality strengths, potential vocational interests, skills, and values.
    3. 3. Personality How am I naturally motivated to act? Coaching Report (page 3 of 12) Detailed Report (pages 8-10 of 26)Factor Those outside the mid-range are your stronger traits, and will show your natural tendency to act. These factorstranslate into the things you shouldconsider in your career choice.Subfactor The more specific traits that make up a factor Those that fall in the mid-range typically exhibit a mix of behaviors
    4. 4. Personality Traits Compliant Dominant Pliable  Assertive Conforming  Independent Tactful  Blunt •Measures an individual’s motivation to be in control of situations and people in their environment. • This is important when considering work or careers. Consider: Do you want to be the boss?
    5. 5. Personality Traits Introverted Extroverted  Distant  Enthusiastic  Reserved  Social  Quiet  Verbal•Measures a person’s motivation tointeract with othersConsider: Do you want to work withpeople? Do you want to work in acubicle or closed door officeenvironment?
    6. 6. Personality TraitsDetached Compassionate Neutral  Sympathetic Objective  Supportive Questioning  Tolerant •Measures the tendency of an individual to be caring, understanding, and accepting. Consider: Do you need harmony, warmth, and regular routines in your work or are you more practical and logical?
    7. 7. Personality Traits Unstructured Conscientious  Improvising  Precise  Spontaneous  Organized  Indifferent  Achieving•Measures the motivation of a personto be accurate, structured, andthoroughConsider: Do you want an organized,dependable work environment? Doyou prefer to work with facts anddata as key tools for the job?
    8. 8. Personality TraitsCautious Adventurous Conservative  Daring Content  Ambitious •Measures the tendency of an individual to be pioneering and competitive. Consider: Are you willing to take risks to achieve your goals? Do you want security and reliability in your work or change jobs when you get bored?
    9. 9. Personality Traits Conventional Innovative  Predictable  Imaginative  Traditional  Clever•Measures or reflects the tendencyof a person to quickly envision newideas.Consider: Will you want to do thesame thing daily or different thingsregularly? Do you want a skilldriven job or one that requirescontinual learning?
    10. 10. Coaching report(page 6 of 12)Detailed report(page 11 of 26)Use the Strengthsto identify thequalities that youhave to offer acareer.Use the Non-Strengths toidentify areas ofchange that may beneeded for career Strengths andsuccess. Non-Strengths
    11. 11. Career ImplicationsYour personality traitsare listed in order ofstrength, the one thatwill impact your careeris listed first.Check out your ActionPlan, then go to yourJob Sampler and visitwww.onetonline.org toresearch your careeropportunities.
    12. 12. Critical Life Issues Coaching Report (page 7 of 12) Detailed Report (page 13 of 26) Stress – If you have a score in the mid to high range please identify your stress as personal or school/career related. Be aware of how you can relieve your stress. Consider: How is stress likely to affect my career? Am I likely to burn out in a career that requires daily interaction with people or is deadline driven?
    13. 13. Critical Life Issues Financial Management – This assesses a person’s money management practices – how you budget your money. Consider: Do I know how to budget money or am I likely to choose a job based on salary and not whether it is the right job for me? Indebtedness - This assesses a person’s likelihood of having debt management problems Consider: Will I lose out on a job if a potential employer does a credit check on me?
    14. 14. General Interests Detailed Report (pages 14-15 of 26) Use the chart on page 15 to identify your first five•D O I N G interests. Look at the categories below on page 14 and underline these five interests in their respective•H E L P I N G categories.•A N A L Y Z I N G DOING HELPING ANALYZING INFLUENCING EXPRESSING•I N F L U E N C I N G * Mechanical * Outdoors / * Service * Transportation * Science / Health * Computational * Management / Sales * Performing / Communication Agriculture Services Financial * Law / Politics * Writing * Security / * Animal Care * Technological *Education * Artistic•E X P R E S S I N G Enforcement * Consumer Sciences * Counseling * Athletics Science * International * Adventure * Religious
    15. 15. Activities, Occupations, and Subjects Coaching Report (page 11 of 12 )The The activityoccupations and subjectlist is where list areyou identify a where youpossible identifycareer for hobbiesyourself. for yourself.
    16. 16. Skills & Abilities Detailed Report ( page 19 of 26 ) It is important to match your work to your best skills so that you might have the personal joy of doing something that comes naturally. Working within your natural strengths helps you learn faster and achieve more with the same effort. Is there a common theme to your skills? Do your skills relate more to your hobby or your occupation? Is there a way these activity skills could transfer to your work?
    17. 17. Values are yourpriorities as they relateto your work. Expectthese to change overtime as you age, gainexperience in the workplace, and your familysituation changes(engaged, married, havechildren). Ask yourselfthese two questions:•Does my work matchmy needs?•Does my walk (lifeactions) match my talk(what I say I believe)? Values work environment, work outcome, life
    18. 18. Values Detailed Report (pages 21-23 of 26)*You can be in a career field that is a good match for yourinterests, skills, and personality and still experience jobdissatisfaction…*Work environment values – Reflect on the importance of yoursurroundings.Consider: If I value working outside will I be happy in the confines of anoffice?*Work outcome values –Decide what rewards you expect from yourwork.Consider: What is really important to me in my career? Is money orleadership important enough to pursue at the price of making sacrificespersonally?*Life values – Align the way you live with your life values.Consider: What is my life purpose and how does that fit in with my careerchoice? How do I attain peace and fulfillment in my work?
    19. 19. Research & Development of the Career Direct
    20. 20. Design and Samples Both a rational approach and a principal component factor analytic approach were used for development of design. Samples were taken from a diverse population of both adults and youth. Youngest Age: 15 for subject choices (high school), with the ideal age of 17-years-old. A sample (N=1,048) of adults took the Personality, Interests, Skills, and Values Sections, along with the Strong Interest Inventory for construct validity.
    21. 21. Scoring Raw scores for each factor are the sum of the numerical responses marked for each item of the factor. Standardized T-Scores were derived from the raw scores of the standardization sample for adults and youth. Standardized T-scores put all scores on a scale where the mean or midpoint is 50 and almost all scores fall between 20 and 80.
    22. 22. ScalesUsing a T-score scale, low scores of below 20 were rounded up to 20 andhigh scores above 80 were rounded down to 80, making 20 the lowestpossible score and 80 the highest. Fifty is the mean and the standarddeviation is 10.
    23. 23. Validity Client Responses: (for Accuracy) Personality – up to 96% Interests – 90%, Skills – 87%, Values – Work Environment – 91%, Outcomes – 89% & Life – 99% Overall Helpfulness – 96%
    24. 24. Reliability Internal Consistency Cronbach Alpha ranged from .86 to .94 for personality Internal Consistency Cronbach Alpha ranged from .78 to .93 for activity clusters Internal Consistency Cronbach Alpha ranged from .76 to .90 for occupational clusters TEST/RETEST: 6 weeks (n=166) .85 to .90 6 months (n=75) .81 to .86 1 year (n=50) .80 to .86
    25. 25. Thank you for taking the Career Direct assessment.Ideally the assessment will help you focus on careerfields for which you are suited. This is not a jobplacement tool so you need to take responsibilityfor selecting the career field that is right for you.If you would like to talk to a counselor about yourcareer and how to choose a college major, pleasecontact the LU Career Center. Liberty University Career Center Hours: M-F 8pm – 5pm 434-592-4109 careers@liberty.edu www.liberty.edu/careers

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