Building a Comprehensive Career Assessment System


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A presentation from the Maryland Workforce Development Association

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Building a Comprehensive Career Assessment System

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