assessment and career planning chapter 5. introduction assessment is the use of any formal or...
TRANSCRIPT
Assessment and Career Planning
Chapter 5
Introduction
• Assessment is the use of any formal or informal technique to collect data about a client.
• It is a tool of the trait-and-factor approach, which had its beginning with the three-step career choice process introduced by Frank Parsons.
Guidelines for Use of Trait-and-Factor Approach in 21st Century
• Test data – are only one piece of a much larger puzzle.– should be used less for prediction and more for
identifying new options.
• The client should be more involved in making the decision about whether to use assessment and for what purposes.
Becomeawa re of ne edto make career
decisions
1
Identifyoccupationalalterna tives
3
Obtaininformation
about ide ntif iedalterna tives
4Ma ke
tentativechoic es from
among a vaila bleoccupations
5
Ma keeduc ational
choic es
6
Impleme nta voca tional
choic e
7Le arn
about and/orre eva luate
self
2
(w ebsites,databases,
print materials,software)
Resources
Assessment and the Career Planning Process
• Step 1 - may use an instrument to measure career maturity, career beliefs or decision-making style
• Step 2 - may use inventories to measure interests, abilities, skills, work values, or personality type
Assessment and the Career Planning Process
• Step 3 - Score report from inventories given in Step 2 will suggest occupations.
• Step 4 - Assessment not likely to be used.
• Step 5 - Inventories of work-related values may be used to reduce number of options.
Assessment and the Career Planning Process
• Step 6 - Tests that predict success in college or measure achievement in specific subject matter may be used.
• Step 7 - Instruments that measure work skills or personality type may be used.
Purposes of Assessment
• Counselors can learn more about the needs (decision-making skills, career maturity, removal of irrational beliefs) of clients.
• Counselors can learn more about the characteristics (interests, abilities, skills, values, personality) of clients.
Purposes of Assessment
• Clients can learn more about themselves (such as their interests, skills, abilities, work values, personality type).
• Counselors can measure the progress (in acquiring career maturity,decision-making skills, career decidedness) of an individual or group of individuals.
Counselor Responsibilities
• Follow ethical guidelines provided by professional associations
• Possess knowledge – basic principles of assessment– details of specific instruments to be used– how to prepare clients/students– how to administer properly– how to interpret properly
Characteristics of Informal Assessment
• Instruments not subjected to scientific study
• Results for one person cannot be compared with those of others
• No standard linkage between results and occupational choices
• No standard way to interpret results
Types of Informal Assessment
• Checklists
• Games
• Career fantasies
• Forced-choice activities
• Card sorts
• Structured interviews
Characteristics of Formal Assessment
• Known validity (instrument measures what it claims to measure)
• Known reliability (results of a later administration will be highly similar to those of first administration)
Characteristics of Formal Assessment
• Fairness related to diversity (instrument adequately researched with kinds of individuals who will later take the instrument)
• Measures of comparison (compares the scores of one individual with those of others)
Common Interest Inventories
• Campbell Interest and Skill Survey (CISS)
• Career Assessment Inventory (CAI)
• Career Occupational Preference Survey (COPS)
• Career Quest
• Harrington-O’Shea Career Decision-Making System (CDMS)
Common Interest Inventories, continued
• Interest Determination, Exploration, and Assessment System (IDEAS)
• Interest Explorer
• Jackson Vocational Interest Survey (JVIS)
• Kuder Career Search with Person Match
• O*Net Interest Profiler
Common Interest Inventories, continued
• Self-Directed Search (SDS)
• Strong Interest Inventory (SII)
• Unisex Edition of the ACT Interest Inventory (UNIACT)
• Vocational Interest Inventory
Common Instruments to Measure Skills and Abilities
• SkillScan
• WorkKeys
• Passion Revealer
• Career Planning Survey
• O*Net Ability Profiler
Other Inventories
• Myers-Briggs Type Indicator (MBTI) - measures personality type
• O*Net Work Importance Profiler - measures the importance of six work values
• Super’s Work Values Inventory - measures the importance of 12 work values
Steps of the Assessment Process
• Prepare students/clients for assessment
• Administer instrument(s) properly
• Interpret instrument(s) properly
• Follow through to assist students/clients to use results for action planning
Ways to Administer and Interpret Assessment
• Print form - manual or optical scoring; counselor interpretation
• Computer (standalone or networked) - administration and scoring; counselor or computer interpretation
• Internet - administration, scoring, and interpretation
Advantages of Internet Delivery
• Can be taken from anywhere 24/7
• Immediate scoring and feedback
• Standard interpretation, though customized
• Capability to share report with others electronically
No-Fee Assessment Websites
• University of Waterloo Career Services - www.careerservices.uwaterloo.ca
• CareerKey - www.ncsu.edu/careerkey
• University of Missouri Career Center - http://career.missouri.edu (Select Career Interests Game)
• Motivational Assessment of Personal Potential - www.assessment.com
For-Fee Assessment Websites
• Kuder Career Planning System - www.kuder.com
• Self-Directed Search - www.self-directed-search.com
Types of Reports
• Raw scores - provide a tally of responses in a specific category; examinee cannot compare personal scores with those of others
• Percentile scores - compare the scores of one person with those of a selected norm group
Steps in Selection of Instruments
• Determine purpose of assessment.
• Consider characteristics of those to be assessed.
• Determine if norm group for instrument includes characteristics of persons to be tested.
• Investigate the reliability and validity of the instrument.
Steps in Selection of Instruments
• Read critical reviews and talk to other professionals.
• Acquire a sample copy, take it, and read publisher’s materials.
• Administer instrument to a few individuals and practice interpretation.
• Determine cost and options for administration and scoring.