Career Development and Job Placement

Specific employability skills

(e.g., intelligence, aptitudes, temperament, physical capacity, job knowledge, skills) are job-specific and vary from one job class to another. Vocational behaviors and skills in specific employability are important in predicting job performance.

Standard Occupational Classification System

Developed in 2018 SOC. The system used by the U.S. federal government that categorizes occupations with similar duties, education, training, and/or skills. classify workers into occupational categories for the purpose of collecting, calculating, or disseminating data. classified into one of 867 detailed occupations according to their occupational definition detailed occupations are combined to form 459 broad occupations, 98 minor groups, and 23 major groups

Client centered placement

An intervention in which clients are supported in becoming self-directed, self-motivated individuals who can take charge of their own lives and develop the attitudes and skills needed to obtaining and maintaining employment This philosophy emphasizes teaching the client the skills they need to find a job independently. The idea is that if a person is taught to find work on his/her own, services will not be needed again in the future.

Competitive integrated employment

Competitive employment: Full or part-time work (including self-employment); • Meets - at least - the minimum wage established by law; • Is commensurate with the wages paid to nondisabled individuals (self-employment must yield a comparable income) "who are similarly situated in similar occupations by the same employer and who have similar training, experience, and skills" • Eligibility for comparable benefits to nondisabled individuals. Essentially, competitive employment means that individuals with disabilities are not to earn less or receive fewer benefits than their nondisabled peers doing the same kind of work and who have the same skills and abilities. Integrated employment: • Community-based; • While working, involves interaction with nondisabled employees on the work site (not just their work unit), customers, vendors, and others appropriate to the work being performed to the same extent as nondisabled individuals in comparable positions • Presents opportunities for advancement similar to nondisabled individuals in comparable positions.

job tenure

Congruence between job satisfaction and job satisfactoriness key indicator of work adjustment because employees who are satisfied demonstrate better overall performance

Essential functions

are those duties that an employee MUST be able to accomplish, either with or without reasonable accommodations. When determining if a job duty is essential, consider whether the job was created to accomplish the duty, the availability of employees who could perform the duty, and the level of skill required for the duty. An example would be a receptionist at a hair salon who, at the end of the day, prepared a deposit for the bank. Because the receptionist couldn't drive, and although the hair stylists didn't prepare the deposit, the hair stylists could drop the prepared deposit off at the bank. It is important to determine the essential functions of a job to ensure ADA compliance, and determine any job accommodation which may enable the client to complete the job.

Marginal functions

are those duties that are NOT necessary for the job to be accomplished successfully. The purpose of the position would still be accomplished if the duty was not performed, or if the duty was transferred to another employee. An example of this would be when the hair stylist dropped off the deposit at the bank for the receptionist who couldn't drive. Because the receptionist is not able to drive, but someone else is, the function of dropping off the deposit to the bank could be a marginal function.

Emotional Limitations

are unique to each person, and are related to various forms of mental illness. Typical accommodations could include providing a quiet place free of distractions; daily schedules with frequent short-term goals that can be met throughout the day; allowing for "time-outs" when stress is becomes overwhelming, training a supervisor to provide positive as well as constructive feedback; and developing a "routine" for conversation, feedback, and sharing of information (such as morning meetings, weekly lunch dates).

Job Analysis

as a systematic study of the worker in terms of job duties, methods, and techniques one used to do the job, the resulting products, or services one produces, and the traits necessary to accomplish the job. determine transferable skills, job accommodation needs, and job placement of people with disabilities It also involves determining the tools, equipment, machines, work aids, and materials used in performing the job. determining the physical requirements, environmental conditions, and special vocational preparation required to perform the job essential to successfully placing and ensuring the most appropriate fit between a person and a placement

Job Accommodation

can be an outcome of a job analysis. When analyzing the requirements of a job, a rehabilitation counselor may identify modifications needed for their client to perform essential job functions Modification to a job, work environment, or the way work is performed that allows an individual with a disability to apply and perform a job, including equal access available to others in the workplace.

Limitation of Head Movement

can be caused by a wide variety of neurological, neuromuscular, and spinal cord injuries and result in limitations in movement and vision. Accommodations could include the use of a swivel-based chair with adjustable reclining feature, use of mirrors to increase the field of vision, and orienting the work space and tools to minimize the need for head movement.

Difficulty in Interpreting Information

can be the result of a variety of disabilities. Disabilities typically related to this limitation include stroke, learning disability (LD), traumatic brain injury (TBI), and developmental disability/intellectual disability. also refers to difficulty with social skills, such as appropriate communication with supervisor/co-workers, misperceiving information, etc. The accommodations required will depend on the mode of difficulty, and may involve natural supports, assistive technology, or a mentor/job coach on the worksite.

Job Restructuring

can help qualified individuals with disabilities to perform their jobs effectively. It is a form of reasonable accommodation that may involve reallocating or redistributing the marginal functions of a job.

Lifting, Reaching, and Carrying limitations

can result from a stroke, spinal cord injury or other disabilities. Job restructuring (shifting marginal work tasks to another coworker). The person's work environment could be modified so that everything is easily accessible from their chair or work station (use of rotating work surfaces, swivel chair on rollers, adjustable desk height), and assistive technology devices such as lifts, grabbers, and rollers could be used. Limitations in lifting, reaching, and carrying could result from many disabilities, including spinal cord injury (SCI), shoulder or extremity injury, or stroke.

Difficulty in Hand and/or Finger Dexterity

can result from a variety of conditions including stroke or traumatic brain injury (TBI) which may involve mobility, dexterity, range of motion, grip, strength, or fine motor control. Assistive devices are frequently used to accommodate this type of limitation which can result from a variety of disabilities, including stroke or SCI. Accommodations may include arm supports, funnel or sticky keys (keyboard typing aids), writing and grip aids, automatic door openers, and ergonomic workstations.

Inability to Use the Upper Extremities

can result from a variety of disabilities including stroke, spinal cord injury, or traumatic brain injury. They may be accommodated through the use of assistive devices, such as voice recognition software to provide computer access, sip and puff technology or switch controls. Disabilities related to this limitation could include stroke, SCI, TBI, and shoulder or arm injuries. Accommodations which might be useful include the use of switches, speech recognition, speech to text, head tracking devices, and smart home (office) devices such as Google Home/Assistant or Amazon Echo.

Limitations of Sensation

can result from a variety of disabilities, including stroke, TBI, and spinal cord injuries (SCI). The loss of sensation and dexterity can be partial, total, or intermittent. Necessary accommodations may address the need for protection from injury by using protective clothing, gloves, boots, or glasses; and avoiding exposure to extreme temperatures. Other accommodations may include the use of checklists, timers, task management apps, and job coaching.

Job Consideration Scale

composed of nine items and two subscales: (a) intangible considerations (e.g., "social connection") and (b) tangible considerations (e.g., "compensation").

Computer-Based Job-Matching System

computer software program that is capable of systematically comparing an individual's employability profile (vocational strengths and weaknesses) against the requirements of a job, a cluster of closely related jobs, or a training program in a "world of work" database

person-environment interaction theory

conceptualization of trait and factor theory is based on new assumptions: Persons seek out and create environments, the degree of fit between person and environment is related to outcomes that can significantly impact the individual and environment, and the process of the P × E fit is reciprocal. Trait is an operational characteristic of the person, while factor is the environmental characteristics necessary for successful job performance. Theory has three stages: Self understanding, awareness of work requirements and conditions, and reasoning on the interaction between self knowledge and vocational information. Career selection must include an evaluation of the individual's self-understanding Assess the environment through occupational information Synthesize information from the client and occupation assessment into a job analysis Values, personality, aptitude, interest, and achievement are all areas measured

Difficulty in Using the Lower Extremities

could result from a SCI, TBI, or lower extremity injury. To accommodate this limitation, a person might use wheeled carts for carrying things, a powered cart or scooter for mobility, a desk chair on wheels, and a well-organized work space (so that everything is within reach).

Revised Handbook of Analyzing Jobs

created in 1991. The RHAJ is based on information from the DOL and is a companion to the Classification of Jobs (COJ).

Supported Employment

defined as community based- competitive employment in an integrated setting with ongoing support services for individuals with the most significant disabilities (a) for whom competitive employment has not traditionally occurred, or for whom competitive employment has been interrupted or sporadic because of a severe disability, and who, because of the nature and severity of their disabilities, need intensive SE services from the designated state unit and extended services after transitioning to perform this work or (b) transitional employment for individuals with the most severe disabilities due to mental illness composed of four phases: discovery (i.e., assessment), job development, on-the-job training, and follow-along support It emphasizes on-the-job training (OJT), advocacy, and long-term follow-up services. It most often makes use of a job coach - initially for some people, long-term for others. Supported employment is most often used with people with developmental disabilities, cognitive disabilities, brain injuries, autism, and mental illness. • Competitive employment allows workers to earn wages and receive benefits. These enable greater independence and access to the community; • Engaging in productive work that has meaning in the community, enhances the self-esteem and dignity of the individual; • Employment facilitates the development of new friendships and community social supports; and • Employment enhances the ability of the individual to be independent of government subsidies

Selective placement

defined as the precise and detailed matching of the person's abilities with the work environment and the requirements of the job Involves considerable work on the part of the rehabilitation counselor as a job is modified to suit the capabilities of a client. Careful consideration of the nature or severity of an individual's limitations is important since placement involves the matching of both the demands of the job and the individual's present skills and abilities. In some cases, job or work site modification may be necessary to accomplish the goal of placement. It further implies that the number of possible work sites that would represent a match between site and skills is limited.

job satisfaction

described as satisfaction with reinforcers on the job such as pay, prestige, and work conditions

social learning theory of career decision-making

describes how individuals make career decisions based on cognition and behavior. The following four categories of factors influence career decision-making: genetic endowment and special attributes (e.g., race/gender/physical appearance and attributes), environmental conditions and events (e.g., social, cultural and political/economic forces/natural forces), learning experiences (e.g., instrumental and associative), and task approach skills (e.g., work habits/personal standards of performance/emotional responses) based on the work of Albert Bandura, a leading researcher in the area of how individuals are influenced by society and what we learn from one another. Social learning theories focus on the learning process that occurs within a social context, leading to a set of beliefs, and how these beliefs affect career choices.

INCOME framework

developed by Beveridge et al. (2002) to conceptualize the career development of people with disabilities. It was then expanded by Hershenson (2010) as a culturally inclusive and disability-sensitive framework for organizing career development concepts and interventions. The framework encompasses concepts from a range of career development theories and empirical research findings to inform the selection of career interventions tailored to diverse segments of the population (e.g., gender, race, cultural background, sexual orientation, disability status) highlight the six statuses: Imagining, INforming, Choosing, Obtaining, Maintaining, and Exiting.

Occupational Aptitude Patterns

developed by the U.S. Department of Labor to define abilities needed for a broad range of jobs; whereas the General Aptitude Test Battery developed by the U.S. Employment Service is to assess work-related ability of an individual.

Hershenson's Theory of Work Adjustment and Development

each individual has three domains that develop sequentially in relation to specific environments. The three domains and related environments are: • Work Personality: A person's self-concept as a worker and the person's work motivation. It is the focus of development during pre-school years, with the family being the primary influence. • Work Competencies: The development of work habits, physical and mental skills that are applicable to jobs, and interpersonal skills in the work setting. Work competencies develop during the school years and are shaped largely by successes and failures experienced in the school environment. • Work Goals: A person's focus shifts to work goals as they prepare to transition from school to work. These are influenced primarily by a person's peer group. was designed to be applicable specifically to persons with disabilities The interaction of a between these three domains over time represents a person's work adjustment. Disability can have an impact on how effectively these domain

INforming status

encompasses having a clear understanding of one's abilities, interests, ambitions, resources, and limitations and a good knowledge of the requirements and conditions of success, pros and cons, compensation, opportunities, and prospects in different lines of work. In this status, people gain knowledge of their work competencies (e.g., work habits, physical and mental skills that are applicable in work) and work-related interpersonal skills After obtaining career information about the self and work, a person with a disability can determine whether a job will be a good match.

investigative personality

enjoy analysis, problem-solving, and intellectual activities and are interested in mathematics and science.

Artistic individuals

enjoy creative activities and tend to prefer work environments that support individual expression and creativity and enjoy activities related to art, music, creative writing, and similar creative activities.

Transferable Skills Analysis

examines an individual's past employment history, education, and experience to identify skills that may be immediately transferable to new job tasks or job opportunities All TSA reports generally include: • An education and work history, • A review of medical and/or personal documentation, • Previously demonstrated aptitude analysis, • A physical demands assessment, and a • A Data/People/Things (DPT) assessment.

Lack of Coordination

generally involves limitations related to the use of one's extremities. Conditions which may result in coordination difficulties include Cerebral Palsy (CP), partial paralysis, and traumatic brain injury (TBI) or stroke. Accommodations can include assistive devices for improved dexterity, walking aids, and lifts, as well as the use of modified keyboards, grab bars for support, and various grip devices.

Classification

generally refers to industries, occupations, and/or instructional programs

Hearing limitations

generally relate to a loss of sensitivity to audio stimuli. There are three categories of hearing loss: conductive, sensor neural, and mixed. Typically, the later in life hearing loss occurs the more amenable an individual is to rehabilitation. Limitations will depend on the severity of hearing loss, how long the person has had the loss or became deaf as well as their preferred mode of communication. Accommodations can include the use of a specialized telecommunications equipment, sign language interpreters, FM loop systems, Computer-Assisted Realtime Transcription (CART) or note takers, signaling devices, assistive listening devices, and attention to environmental sounds or lighting.

Occupational Outlook Handbook

has detailed information for 561 occupational profiles, which are clustered into 25 broad occupational groups. Information includes what workers do; the work environment; education, training, and other qualifications; pay; the job outlook; information on state and area data; similar occupations; and sources of additional information. was developed by the Bureau of Labor Statistics and is revised every two years. It describes job duties, working conditions, training and educational requirements, earnings, and the outlook for a wide range of occupations. The occupations detailed in the OOH account for seven out of every eight jobs in the U.S. economy. The OOH is a valuable resource for job trends and information about worker skills and qualifications for future jobs.

Super's Life Span Theory

has explained the career development stages of the life span and infiltrated most of the current career counseling literature in the United States The key tenets of this developmental theory for adults capture two major concepts: life roles and life stages. The six major life roles are child, student, leisurite, citizen, worker, and homemaker/parent asserts that people make career choices in relation to their understanding of themselves, and that the choice is motivated by their self-concept. He believed it was essential that there be an understanding of the self, as well as an accurate understanding of specific job requirements and activities, in order for a person to make an appropriate vocational choice. According to Super, career patterns are determined by socio-economic status, mental and physical abilities, personal characteristics, and the opportunities to which a person is exposed. Super believed that people change with time and experience. Individuals progress through the following series of vocational development stages: • Growth (Birth to 14 years old) - During this period the foundation is being laid for a self-concept as children develop physically and psychologically. • Exploration (15 to 24 years old) - People begin to learn about occupations in this stage. Career choices may be unrealistic and there is often a period of job tryout that involves trial and error. There is still incomplete knowledge of oneself and the world of work. In the final period of this phase the individual further narrows the list of possible vocational choices to more realistic goals given improved knowledge of oneself and the world. UW-Stout: Stout Vocational Rehabilitation Institute - CRC Exam Prep Workshop • Establishment (25 to 40 years old) - In this stage the individual is in actual work situations, experiencing some that fit and others that do not. An occupation is selected that offers the best chance to obtain satisfaction. • Maintenance (Middle age to 65 years old) - The individual maintains and seeks to improve employment within their chosen occupation. They also seek to maximize job satisfaction and minimize dissatisfaction. • Decline (65 and over) - Decline is a pre-retirement phase. Workers are more interested in retaining a job than enhancing it. This has often been described as a period of "minimum standards output". The decline phase culminates in a worker leaving the work force. Super first stated that these stages occurred in order, but later included the idea that people go back and forth through the stages as we adapt to changes in ourselves and trends in the workplace.

Conventional

individuals like to engage in well-defined, clearly organized tasks that allow them to use their skills in organizing, entering, and managing data and are often engaged in office-based occupations involving record keeping, data management, and structure

comprehensive job analysis

involves a careful analysis of the following factors associated with performing the job well: (a) purpose, (b) O*NET data, (c) hiring requirements, (d) salary, (e) tasks and elements, (f) vocational aptitudes, (g) temperaments, (h) physical demands, (i) interests, (j) working conditions, (k) general educational development, (l) specific vocational preparation, (m) tools and machines used, (n) interpersonal interactions, (o) unscheduled demands, and (p) architectural barriers

Maintaining status

involves the process of adapting to, performing in, and sustaining an occupation or a job. It involves the dynamic interaction between the person and the environment that is the focus of P × E interaction theories, which makes work adjustment theories particularly applicable to this status.

Exiting status

involves the process of thinking about leaving or actually leaving one's current job.

Job coach

is a person trained to work with people with disabilities in a variety of work settings in the community. He or she can serve as a liaison between the client and an employer and may provide job-site training and advocacy. The goal is to provide in-depth support initially, and then gradually reduce support to promote independence. However, sometimes long-term job coaching is needed. "Natural supports" are also utilized in the workplace through co-workers who provide added help and advocacy to clients when needed. This helps facilitate client integration into the workplace and can help reduce the overall need for a job coach. Some clients prefer not to have a job coach on the worksite due to the perceived stigma; having a job coach is viewed by the client as setting them apart from everyone else—being different and standing out from others.

Labor Market Analysis

is a practice conducted by local workforce system organizations, employers, disability service providers, and job seekers. consists of information regarding employment and the workforce at the local state, regional, and national levels including the supply and demand of labor, workers traits, education and training requirements of the job by industries and occupations, and characteristics of the workforce by industry, occupation, education and training requirements, wages, and occupational outlook

Job accommodation network

is an online website with information on accommodation and employment issue

Placeability

is often referred to as the degree of sophistication in job-acquiring skills. Although it has little to do with the person's ability to perform a job, it is an important factor to evaluate in rehabilitation because it addresses a person's ability to obtain a job. Job-seeking behaviors are evaluated in terms of, for example, the client's resourcefulness, motivation, skills in writing resumes and cover letters, and interview behaviors

Ergonomic assessment

is similar to a job analysis in that it describes the duties and physical demands of a job. In addition, it identifies risk factors in a job, and makes recommendations to reduce or eliminate those factors. Ergonomic assessments can be a useful tool in determining appropriate accommodations of a job, or job equipment, and are typically performed by an ergonomic specialist.

Networking

is the concept of building and maintaining relationships with other people in the labor market who might give access to information and resources

Secondary Transition

is the process in which youth with disabilities (ages between 14 and 24) go through as they move from high school to post-high school activities help young adults to live, work, participate in the community, and go on to further education or training as independently as possible when they leave high school

North American Industry Classification System

is the standard used by federal statistical agencies in classifying business establishments for the purpose of collecting, analyzing, and publishing statistical data related to the U.S. business economy. It was adopted in 1997 to replace the Standard industrial Classification system It covers 20 business sectors

Krumboltz's Social Learning Theory

it is believed that people are born with certain characteristics. All of the events and conditions that a person experiences in their lives are considered learning experiences in which the individual then duplicates successes and avoids failures. Four primary factors that influence career decision-making include: • Genetic endowment and special abilities; • Environmental conditions and events; • Learning experiences • Task approach skills, which are skills people apply to new tasks or problems. It emphasizes that clients need to expand their capabilities and interests. It emphasizes that clients need to prepare for changing work tasks. It emphasizes that clients need to be empowered to take a stance. It emphasizes that counselors need to provide vocational counseling at all career development stages.

The Individuals with Disabilities Education Improvement Act

mandates transition planning and services in the areas of employment, postsecondary education, and community living, areas that are driven by individualized postsecondary goals and incorporated into the student's individualized education program

Poor Balance

may be the result of conditions such as a stroke, vertigo, disorders of the inner ear (vestibular disorder), a head injury, and neurological disorders. Safety is the biggest concern at work for people with poor balance - the work site should be away from dangerous machinery or unprotected heights. A seated job reduces the risk of falling, as does use of a wheelchair or scooter to get around at work. There is also the need to minimize reaching and bending which may exacerbate balance and coordination problems.

Stamina limitation

may include low energy, shortness of breath, fatigue, and weakness, and can result from a variety of disabilities including stroke, COPD, partial paralysis, depression, fibromyalgia, and chronic pain. Accommodations may include a modified or reduced work schedule (such as a greater number of breaks throughout a work shift), changing a workspace layout (reducing the distance an employee must traverse to access a frequently used printer or copier), or providing a motorized cart or wheelchair for movement on the job.

Difficulty in Sitting

most often results from back injuries. This limitation can be accommodated by scheduling more frequent breaks to allow for changes of position. Modifying tasks or restructuring job duties may allow a shift of duties to a coworker or working from a standing position when possible. Use of an adjustable worktable (sit-stand desks) can also aid frequent position changes. Ergonomic workstations and adjustable chairs can reduce fatigue and pain while increasing productivity.

Choosing status

occurs when a job seeker has internalized career knowledge about the self and work and then selects a job or educational program People in this status engage in a process of reasoning to determine which occupations are congruent with their values, interests, personality, abilities, and needs

Individual model

of supported employment involves a job coach or employment specialist working to place an individual in an integrated employment setting. This is more closely aligned with the goals of supported employment than the group model, because it is integrated. It is the most commonly used approach to supported employment.

Group model

of supported employment placement involves the use of one job coach or employment specialist who supports a group of workers at the same job site. One type of group model is an enclave. In an enclave, a group of individuals collectively accomplish a set of work tasks. Enclave are typically no more than 8 clients or less than 2. Another type of group model is a mobile crew. The crews move from business to business performing contractual services (such as janitorial services).

Obtaining status

people seek and obtain an occupation or a job, preferably the occupation of their choice or a closely related one. This status includes preparing for, implementing, and successfully concluding the job search process (i.e., job finding, networking, resume preparation, job interviewing, and negotiating;

Imagining status

persons with disabilities become aware that there are occupations in the world of work and that there are jobs that may be a good match for them. This status includes three types of imagining: (a) awareness (e.g., becoming aware of the concept of work and its relevance to oneself), (b) fantasy imagining (e.g., visualizing having a different job), and (c) reality-based imagining (e.g., imagining only occupations or jobs consistent with one's capacities, resources, and opportunity structure

Holland's Theory of Vocational Choice

postulates that an individual's vocational choice is based on personality type. He also believes that a person's beliefs, worldviews, generalizations, and stereotypes are usually accurate. By investigating these beliefs and stereotypes, Holland assigns both people and work environments to specific work personality types By examining the personalities and job functions of people in specific occupations, Holland ascribed "personalities" to different work environments. He also proposed 6 personality types possessed by workers. Basically, to be satisfied with one's job, the worker's personality should match the work environment's "personality." The six personality types proposed by Holland can be easily remembered by the acronym RIASEC: R-Realistic I-Investigative A-Artistic S-Social E-Enterprising, and C-Conventional Holland's theory was influential in the development of vocational counseling, and is the basis for frequently-used interest inventories such as the: • Self-Directed Search, and • Strong Interest Inventory

Gottfredson's Theory of Circumscription and Compromise

proposes that people make career choices based on their self-concept, which is heavily influenced by their socioeconomic status, gender, and intelligence. In addition, people develop cognitive maps of occupations related to the occupation's perceived masculinity or femininity, prestige, and field of work. Career choices are made based on a balance between how a person perceives themselves and the accessibility of an occupation. This theory has four basic assumptions: • The career development process begins in childhood; • Career aspirations are attempts to implement one's self concept; • Career satisfaction is dependent on the degree to which the career is congruent with self-perceptions; and • People develop occupational stereotypes that guide them in the selection process

Dictionary of Occupational Titles

published in 1991 by the U.S. Department of Labor (USDL). This classification system describes approximately 12,000 occupations. classifies jobs by a nine-digit code. The first three digits describe the category, division, group of the occupation • C = Occupational category (9 categories) • D = Occupational division (82 divisions) • G = Occupational group (559 groups) Middle three digits describe tasks in the occupation by data people thing. assign a level of relationship between the worker and the occupation's requirements related to data, people, and things. These are ordinal numbers with the lower numbers indicating a more intense or demanding relationship to the factor than higher numbers: • D = Data (numbers range 0-6): is the information, knowledge, and conceptions related to data, people, or things, obtained by observation, investigation, interpretation, visualization, and mental creation. Data are intangible and include numbers, words, symbols, ideas, concepts, and oral verbalization. • P = People (numbers range 0-8) involve human beings and animals dealt with on an individual basis as if they were human. • T = Things (numbers range 0-7) are inanimate objects as distinguished from human beings; substances; or materials and machines, tools, equipment, work aids, and products. A thing is tangible and has shape, form, and other physical characteristics. Last three digits are the order of titles within the six digit code set Jobs are analyzed based on worker function, vocational aptitudes, temperaments, interests, physical demands, working conditions, general educational development, and specific vocational preparation

Cognitive Limitations

refer to learning and intellectual disabilities (neurodevelopmental disorders), brain injury, and stroke. The accommodations for cognitive limitations may address both intellectual functioning and adaptive behavior. Accommodations are highly individualized, based on the specific needs of an individual. Accommodations may address needs in areas such as reading, writing, memory, organization, and time management and may include aids such as job coaching, behavior modeling, touchscreens, verbal prompting, quiet/distraction-free workspace, use of a calculator, color-coding, checklists, and line guides (software that highlights the line of text being read).

job placement

referred to as a set of activities involved in locating a suitable job for VR consumers and getting them hired for the job is the process of identifying jobs in the community that would be suitable for one or more of a counselor's clients. It involves calling prospective employers to identify job openings and field visits to employers for the same purpose. The counselor might, for example, set aside an afternoon to visit different employers in an industrial park and learn about the jobs available with those employers. It is hoped that the employers would give the counselor tips on when they would be hiring, for which positions, and what they are looking for so the job developer has an inside edge. Job placement assistance can include: Job-seeking skills training Direct placement intervention Supported employment According to Salamone, negative consequences include increased client dependence decreased self-confidence impaired dignity

Job satisfactoriness

refers to the employer's satisfaction with the employee's job performance.

Pain Limitations

result from a wide variety of disabilities, and the limitations associated with pain are highly individualized. Factors that influence an individual's level of pain include cause, duration, and pain management strategies. Accommodations for pain are also highly individualized and may include trading job duties with a co-worker, and allowing for more frequent or longer breaks during the work shift. Education on the work site is important for developing an awareness of disability issues, especially for invisible disabilities like chronic pain. Because invisible disabilities are not observable they may not be taken seriously and consequently individuals with these disabilities go without necessary accommodations.

Substance abuse limitations

tend to be psychosocial rather than physical, and could include impatience, unrealistic expectations, and low stress tolerance. Accommodations can include personal and social supports, such as involvement in support groups (such as Alcoholics or Narcotics Anonymous), and mental health counseling. It is important to recognize that relapse is part of the disease and is quite common.

Enterprising

tend to enjoy activities that allow them to persuade, sell, or influence others and are often found in sales, marketing, and management occupations.

social personality

tend to enjoy social engagement and group-based activities and are concerned with helping and promoting the welfare of others and solving interpersonal issues, and many people associating with this category are employed in helping professions (counselors, psychologists, social workers) and education.

Social cognitive career theory

theory that proposes that career choice is a result of the application of Bandura's social cognitive theory, especially the concept of self-efficacy and goal setting. was developed by Lent to explain how people develop career interests, set goals, develop competence, and persist in achieving career goals. It is an extension of Bandura's social cognitive theory (SCT), which focuses on how people accomplish goals and tasks successfully Two major concepts are self efficacy beliefs and outcome expectations Self efficacy refers to individuals' beliefs about whether they can be successful at performing a particular task.

trait-factor theory

trait as an operational characteristic of the person and factor as an environmental characteristic necessary for successful job performance. Parsons outlined three career development stages that counselors should support clients to accomplish: self-understanding, an awareness of work requirements and conditions, and reasoning on the interaction of self-knowledge and vocational information.

Minnesota Importance Questionnaire

was developed to assess how much an occupation reinforces the value patterns of individuals Assesses vocational needs and values; assesses correspondence between needs and reinforcer patterns in various jobs which predicts client satisfaction in jobs Identifies psychological needs manifested in a work setting Different than Strong-Campbell and Kuder because it does not compare a client's score to a normative group

Minnesota Job Description Questionnaire

was developed to measure the reinforcer characteristics of a given job.

Standard Industrial Classification System

was originally developed in the 1930's to classify establishments according to the type of activity they engaged in. It drew a lot of criticism in the 90's and was abandoned in favor of the North American Industry Classification System (NAICS) which was released in 1997.

The Minnesota Theory of Work Adjustment (MTWA)

was originally developed in the 1960s (Lofquist and Dawis) to improve job placement outcomes of VR clients. It was the first career development theory developed specifically for people with disabilities. defined work adjustment as a dynamic, ongoing process by which the worker seeks to achieve and maintain congruity with the environment. The MTWA has three major constructs: (a) job satisfaction (individuals satisfaction with personal work performance), (b) job satisfactoriness, and (c) job tenure Job tenure can be predicted by congruence between the employee's job satisfaction and employer's job satisfactoriness states that both the environment and the individual place requirements on each other which must be met and maintained. The degree to which these are met defines the compatibility (correspondence) of the interaction between them (Dawis & Lofquist, 1984). People strive to achieve compatibility with their environment. Achievement reflects a state of work adjustment. People have requirements of their environment and the environment has requirements of the people

realistic personality

work environment tend to like to work with their hands, enjoy working with machines, like building things, enjoy technical or mechanical activities, and prefer work environments that allow them to engage in these activities.

SOC Coding Structure

Major groups end with 0000.Minor groups end with 000.Broad occupations end with 0.Detailed occupations end with a number other than 0.

Direct placement interventions

Marketing of the benefits of hiring people with disabilities to employers and the ability to supply employers with qualified candidates with disabilities using selective placement.

Occupational Information Network

Also known as O net, developed in 1998. Online database that includes characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities database of occupational and worker characteristics and attributes that uses a modern, empirically based framework and methodology for obtaining occupational information. It was developed as a replacement for the DOT. The O*NET is organized into six major domains: worker characteristics, worker requirements, experience requirements, occupation requirements, occupational characteristics, and occupation-specific information. The structure enables the user to focus on areas of information that specify the key attributes and characteristics of workers and occupations.

Occupational Information Systems

A variety of systems have been developed for classifying occupational information

Individual placement and support model

Evidence based employment intervention for individuals with serious mental illness supports people in their efforts to achieve long-term and meaningful employment in competitive integrated employment on either a part-time or full-time basis. • IPS is based on eight principles • Focus is on competitive employment • Eligibility is based on client choice • Rehabilitation and mental health services are integrated • Attention to client preferences • Personalized benefits counseling • Rapid job search • Systematic job development • Individualized and time unlimited support

On the job training

Individualized on the job supports that go beyond the process provided by employers for new employee onboarding. This can include training in assistive technology, transportation, accommodation, or other skills needed to succeed in the job

Ginzberg's Developmental Theory of Career Choice

People go through three developmental stages before making their first meaningful career choice. Maintains the belief that people go through three developmental stages before making their first meaningful career choice. Because he was initially criticized for being too simplistic, he later developed sub-stages. Only the major stages are covered in this unit. They are: • Fantasy (Birth to 11 years old) - In this stage, children base their career choices around fantasies about what it's like to be an adult, with little consideration of their personal abilities or job requirements. Career goals in this state are usually unrealistic. • Tentative (11 to 17 years old) - People in this stage are self-focused, and are in the process of evaluating their interests, capacities, and values. Career choices may still be unrealistic. • Realistic (17 to 18 years old and up) - In this stage, career choices are based on a more realistic understanding of oneself achieved in the previous stage, and on a realistic assessment of job demands, requirements, and availability. Career choices made in this stage are generally achievable.

Holland personality types

Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (R-I-A-S-E-C) that represents the relationships between the personality types and environments in which those that are more alike tend to be closer to each other, while people who are different are farther away from each other in the model. People who are the opposite of each other (e.g., realistic vs. social, artistic vs. conventional, and investigative vs. enterprising) are generally incompatible with each other and are depicted as opposites in the model. The coupling of individuals and environments allows for a prediction of vocational, social, and educational outcomes

NAICS Coding Structure

The first and second digits designate the major economic sector.The third digit designates the economic subsector. The fourth digit designates the industry group.The fifth digit designates the specific industry.

Limitations Due to Disfigurement

The greatest limitations are related to social interactions due to attitudinal and social prejudice (stigma). Education is the best defense against prejudice. Emotional support is another strong component of accommodation, especially as it relates to developing a positive self-image and improving self-esteem. There may be secondary difficulties in social interactions due to a history of negative experiences, and this can be addressed with cognitive and behavioral interventions. In some cases, plastic and reconstructive surgery may help.

Correspondence

The level of compatibility between the worker and the job

work adjustment

The use of real or simulated work activity under close supervision at a rehabilitation facility or other work setting to develop appropriate work behaviors, attitudes, or personal characteristics. comprises three components: (a) work role behavior (the interaction between people's work personality and behavioral expectations of the work setting), (b) task performance (the interaction between people's work competencies and the skill requirements of the work setting), and (c) worker satisfaction (the interaction between people's work goals and the rewards and opportunities offered by the work setting)

Discovery

The strength, interests, and abilities of the individual with the disability are identified through various assessment tool situational and community assessments and observations, interviews, job shadowing, and other traditional and nontraditional assessment tools.

Train then place

This model involves the client undergoing training, such as post-secondary education, and then getting a job that uses that training. This is the most common method of job placement. surveying potential employers to establish significant vocational and social survival skills that require training training individuals with the purpose of performing such skills placing trainee clients in competitive employment settings

Place then train

This model is often used for young people and people with mental illness. It involves finding a placement site and working with the client and employer to ensure that the client is trained properly. Job placement, job site training, ongoing assessment

Four models of job placement

Train then place Place then train Client centered placement Selective placement

Job seeking skills training

Training designed to each individuals with disabilities to determine job suitability, vocational strengths, and limitations, as well as how to prepare a resume, perform at the job interview, and secure job leads. Job clubs is an example of job seeking skills training. • Sources for finding job leads (most jobs are filled through the informal network of friends and acquaintances or by directly contacting employers); • What employers look for in job applicants; • How to complete employment applications; • How to construct effective resumes (being familiar with functional, chronological, targeted, and combined resume types); • How to write application/cover letters; • Appropriate dress and demeanor during the job search and interview; • Role-play rehearsals for employment interviews; • Development of appropriate answers for common questions and difficult or problem areas; and • Follow-up of the interview (thank you notes). Evaluated by resourcefulness, motivation, interview skills

Job development

Using the identified strengths, interests, and abilities of the individual, the counselor identifies and secures competitive integrated employment that aligns with these characteristics. Involves calling prospective employers to identify job openings

Sight limitation

Visual impairments may be caused by conditions such as diabetic retinopathy, cataracts, glaucoma, macular degeneration, and retinitis pigmentosa. The person may know Braille, or may depend on audio material. Orientation and mobility training is a key component in accommodating a visual limitation. Assistive technology can play a key role depending on the unique nature of each person's visual abilities including magnifiers, magnification software, closed circuit TVs, and text-to-speech software.

Developmental theories

are based on the premise that as people grow and change over time, their view of themselves and the world of work also changes. These theories are sometimes called stage theories, because they conceptualize career and human development into specific stages of life. The key developmental theories covered in this unit are: • Super's Life Span Theory, • Ginzberg's Developmental Theory of Career Choice, and • Gottfredson's Theory of Circumscription and Compromise. Theories must be applied with an understanding of the limitations resulting from disability and possible need for accommodations.

Susceptibility to Fainting, Dizziness, and Seizures

are based on the severity, duration, and frequency of symptoms; to what degree an individual loses consciousness; and if they have any warning or aura beforehand. The symptoms can be caused by epilepsy, cerebral palsy (CP), traumatic brain injury (TBI), migraines, vertigo, a heart condition, or many other disorders. Accommodations may include moving a work site away from dangerous equipment, unprotected heights, or moving machinery; placing grab bars in the work station; and removing any flashing or strobe lights (which can trigger a seizure). A person is likely to be safer in a seated position (or one that doesn't require a lot of up and down movement), climbing, or operating equipment requiring complex motor (or eye-hand) coordination.

general employability skills

are required in every job. Examples of these behaviors include grooming and hygiene, attendance, punctuality, safety consciousness, interpersonal relationships, frustration tolerance, work stamina, and productivity Most important in predicting job maintenance behavior