Career & Lifestyle Assessment
The 4 major groups of theories:
1- Trait Oriented Theories 2-Social Learning and Cognitive Theories, 3-Developmental Theories, 4- Person in environment theories
Silent Generation
1928-1945 Loyal, respect authority, value stability, hard working
Baby Boomers
1946-1953 Skeptical of authority, idealistic, competitive, like teamwork
Cuspers
1954-1965 Value traditional notions of family but see men and woman as equals in parenting, embrace digital technology
Generation X
1966-1978 Value self-reliance, rely more on friends than institutions, irreverent humor, more pessimistic, not loyal to company
Generation Y
1979-2003 like to figure things out, confident, want challenge but not responsibility, like group work, not in awe of authority figures, don't want to pay dues, like the idea of being with one or two companies
Generation Z
2001-2009
Values Inventories
A group of inventories that assist individuals in identifying and prioritizing work-related values.
Personality Inventories
A group of inventories that identify a person's unique characteristics and styles of relating to others, tasks, and situations. Frequently administered in career counseling to facilitate the vocational decision-making process.
Career Development Inventories
A group of inventories that identify personal factors that may impede or facilitate an individual's career development process. Typically these inventories measure factors related to faulty career beliefs, anxiety, career maturity, and career barriers.
Cognitive Information Processing
A procedure for solving career problems developed based on a series of assumptions which emphasize Cognitions, Information, Problem Solving
Consolidation.
A stage that occurs between the age of thirty-five and retirement, during which workers seek the professional recognition and security commensurate with their ability and seniority.
Specification.
A stage that occurs between the ages of eighteen and twenty-one, during which people's broad occupational goals are more narrowly focused toward their eventual life work.
Crystallization.
A stage that occurs between the ages of fourteen and eighteen, during which people develop overall self-concepts and occupational self-concepts that determine the general direction of their future careers.
Stabilization.
A stage that occurs between the ages of twenty-five and thirty-five, during which workers attempt to demonstrate mastery of their trades.
implementation.
A stage that occurs between the ages of twenty-one and twenty-four, during which workers take steps to learn and enter a trade.
Career Assessment
A tool that helps match personal skills, qualities, interests, talents, or academic strength to careers.
Discovery document
A. Discovery findings should be detailed in a comprehensive, narrative document that provides sufficient information to assist the employment seeker to plan for customized employment. B. The Discovery document should identify the individual and their living situation, family, friends, and current life status. C. The Discovery document should describe the individual's life experiences, including past employment, education, life activities, skills, and other relevant features. D. The Discovery document should provide preparation for the employment plan to customize an employment options. E. The Discovery document should be "owned" and approved by the employment seeker. F. The descriptive notes developed during Discovery and the Discovery document, upon approval by the funder, should be considered as evidence that Discovery has taken place for purposes of receiving payment from VR or other funding sources.
Generation
Alpha 2010+
Person-Environment Correspondence
Also known as the Minnesota Work Adjustment Theory, but was changed in 1991. When the individual's needs and abilities correspond with the work environment's reinforcers and demand. Work adjustment emphasizes job tenure and performance. Main objective of this theory is to assist the individual in finding permanent and satisfying work adjustment
On the Job Evaluations (OJE's)
Assess the functioning of individuals with disabilities in the actual work settings where they are involved in activities presumed to be compatible with their vocational interests and skills. Can last from 1 day to a month (sometimes longer) Helpful in determining appropriate onsite support or training needed.
Interest Inventories
Assessments that explore what the client enjoys, is interested in, and achieves fulfillment from -Strong's Interest Inventory -Self Directed Search (SDS) "RIASEC" -KuderOccupational Interest Survey
Intelligence Tests
Attempt to measure a person's ability to solve problems and to learn and maintain new information Examples: -Wechsler Adult Intelligence Scale-IV (WAIS-4) -Stanford-BinetV -Wechsler Intelligence Scale for children (WISC)
Vocational Implication for Functional Limitations on the side of the employee
Change in policies, Improved accessibility, Assistive technology, Contracted service (reader, captionist, etc.), Reassignment
Main tenants of supported employment
Cl's should be integrated into the community, should have ongoing support if needed, and have first choice of their career. Counselor is there to guide them into th best fit possible.
Stages of Supers Vocational Deveopment
Crystallization (14-18)◦ Specification (18-21)◦ Implementation (21-24)◦ Stabilization (24-35)◦ Consolidation (35+)
DOT
Dictionary of Occupational Titles. Was replaced by ONET, but still available. 12,000 jobs defined - over 20,000 titles of jobs in this US. Dept of Labor document. Contains occupational descriptions including duties, tasks, tools
Criticisms & Applications of Trait & Factor Theory
Does not account for interests, aptitudes, achievements, personalities, and values. Can be used for congruence between individual factors and reinforcers that exist in work environments.
Example of accommodations for accessible and assistive technologies
Ensuring computer software is accessible, Providing screen reader software. Using videophones to facilitate communications with colleagues who are deaf
Satisfaction
In the theory of work adjustment, an employee's contentment with the work environment.
Satisfactoriness
In the theory of work adjustment, the employer's satisfaction with an individual's job performance.
Holland's Typology
Individuals are attracted to a particular role demand of an occupational environment that meets their personal needs and provides them with satisfaction. RAISEC model
VR & transitions
Individuals with disabilities may need additional support while going through transitions such as military to civilian life, student to work force, or career change. There are specific programs that work to support each particular population
Example of accommodations for Physical changes
Installing a ramp or modifying a rest room, Modifying the layout of a workspace
Functional limitations
May prevent a person from performing the required tasks as effectively as another person.
Measures for Work Readiness
Measure a variety of constructs including: vocational aptitudes, temperament, vocational interests, hand dexterity, following instructions, or tolerance for standing and sitting Examples: -Vocational Behavior Checklist -Work Adjustment Rating Form (WARF) -Work Samples (TOWER and VALPAR)
Examples of functional limitations:
Mobility, Motility, Communication, Sensory perception, Pain, Mental health, Cognitive abilities, Consciousness/Awareness, Uncertain prognosis (stress/ambiguity from medical conditions that have an unpredictable course of termination) Dysfunctional behavior (emotional disorders with deviant behavior), Debilitation or exertional limitation(Ability to stand, sit , lift, walk, push, pull), Non-exertional (Crohns, fibromyalgia, Bipolar), Atypical appearance (look 'off" or odd), Substance dependency & potential for misuse
Example of accommodations for Policy enhancements
Modifying a policy to allow a service animal in a business setting, Adjusting work schedules so employees with chronic medical conditions can go to medical appointments and complete their work at alternate times or locations
Person-in-Environment Theory
Not all problems are within the client. Uniqueness emerges from individualized and shares experiences and one's interpretation of these experiences. Important to unearth the client's life story to identify contributing factors to faulty thinking, inappropriate behavior, etc. *** one of the most inclusive theories currently.
Trait & Factor Theory
Parson's theory that individuals have unique patterns of abilities or traits that can be objectively measured and correlated with the requirements of various types of jobs
Personality Tests
Personality tests are designed to measure stable and unique personality traits, states, or attitudes. These provide information about a person's motivations, preferences, interests, emotional make-up, and style of interacting with people and situations. • Example: -MMPI-2 (567 Q's) -Myer's Brigg's personality type -Rorsharch Projective Test
Example of accommodations for Accessible communications
Providing sign language interpreters or closed captioning at meetings and events, Making materials available in Braille or large print
Social Cognitive Learning Theory
Reflects Bandura's social learning concepts. Career decision-making is a product of an individual's learning. Believe that 4 factors that influence career decision making: Genetic endowment, Environmental conditions, and events Learning experiences, Task approach skills. Many make decisions based on faulty beliefs, generalizations, and unrealistic expectations (they do not know their alternatives and tend to use approaches they have used in prior job search situations).
Undue Hardship
Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.
Aptitude Tests
Tests designed to predict learning capacity for a particular area or particular skills Examples: -Career Scope -Career Ability Placement Survey (CAPS) -ASVAB
Achievement Tests
Tests what individuals have learned throughout their life experiences to date Examples: -Wide Range Achievement Test-4 (WRAT-4) -Test of Adult Basic Education (TABE) -Tests of General Educational Development (GED)
accommodation
The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.
Vocational Evaluation
The comprehensive assessment of vocational aptitudes and potential, using information about a person's past history, medical and psychological status, and information from appropriate vocational testing, which may use paper and pencil instruments, work samples, simulated work stations, or assessment in a real work environment.
Vocational Implications for Functional Limitations on the side of the employer
The following can be adjusted: Job description, Job duties, Work schedule, Work location
Interviewing Process for PWD
Title 1 of the ADA makes it unlawful for an employer to discriminate against a qualified job applicant who happens to have a disability.• Interviewer may NOT ask about disability.• Interviewer MAY request information about ability to perform jobs tasks or any needed accommodation. Interviewer may describe essential functions of a job and ask if they can perform these tasks. •Applicant may be asked to describe or demonstrate how s/he will perform specific job functions.
Discovery Process of Customized Employment
When an individual seeking supported employment uses customized employment. The foundation of customized employment is the discovery process. This is an empirically based process in which the clinician observers client & employer in their every day life. This process can take between 35 hours - 7 weeks.
Approaches for Social Cognitive Learning theory
Will be best used with cl's who have low self efficacy and can be empowered to adjust in their work life in the future.
Disability Management
a form of case management designed to rehabilitate and enhance the health status and work performance of employees with an identified physical or mental disability
customized employment
a form of supported employment in which a job is created within an integrated competitive work environment based on the current skills of the potential employee and needs of the employer
job description
a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job
Career Counseling
is a one-to-one or small group relationship between a client and a counselor with the goal of helping the client or clients integrate and apply an understanding of self and the environment to make the most appropriate career decisions and adjustments.
Vocation
is an occupation with commitment, distinguished primarily by its psychological as contrasted with its economic meaning. Vocation are task-, outcomeand person-centered.
Work
is conscious efforts, other than that having as its primary purpose either coping or relaxation, aimed at producing benefits for oneself and/or for oneself and others.
Job Placement
is the process of helping an individual locate a job, apply for it. obtain it, and make satisfactory initial adjustment to it.
Career Development
is the total constellation of psychological, sociological, educational, physical, economic, and chance factors that combine to shape the career of any given individual over the life span.
Career
is the totality of work one does in his/her lifetime. Job refers to a group of similar, paid, positions requiring some similar attributes in a single organization. Jobs are task-, outcome-, and organization-centered.
Assistive Technology
item or piece of equipment that maintains or improves functional capabilities for inwith disabilities
Supported Employment
providing ongoing, individualized supports to people with disabilities to help them find, learn, and maintain paid employment at regular work sites in the community
Vocational development theory (Super)
stages throughout life have their own tasks that need to be fulfilled.
ADA states that accommodations are expected without _______ on the side of the employer
undue hardship
Ethical Issues in Assessment
•Test Fairness: tests should be administered under the same conditions that were established in their standardization, with reasonable accommodations to the medium, time or test contents for people with disabilities. •Test Privacy: privacy must be respected and all info obtained be safeguarded. Must have confidentiality. RC's are not able to appropriate, modify or reproduce published assessments w/out explicit permission from publisher. •Test Taker Rights: similar to informed consent in counseling but for tests. Must know why they are being tested and awareness of limits to confidentiality. •Evaluator Competence: awareness of test selection and limits of test interpretation. Must have appropriate training (to administer and evaluate results)! •Test Bias: consider culture and other test factors such as reading level when administering tests.
