Career Development Interventions 5th Edition Spence G Niles and JoAnn E Harris-Bowlsbey Publisher to insert cover image here Chapter Assessment and Career Planning Developed by: Jennifer Del Corso Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Guidelines for Use of Trait-andFactor 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 • The changing demographics of the United States necessitate the need for even more preparation when selecting and using assessments in counseling Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Assessment and the Career Planning Process • Step - may use an instrument to measure career maturity, career beliefs or decisionmaking style • Step - may use inventories to measure interests, abilities, skills, work values, or personality type Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Assessment and the Career Planning Process • Step - Score report from inventories given in Step will suggest occupations • Step - Assessment not likely to be used • Step - Inventories of work-related values may be used to reduce number of options Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Assessment and the Career Planning Process • Step - Tests that predict success in college or measure achievement in specific subject matter may be used • Step - Instruments that measure work skills or personality type may be used Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Purposes of Assessment • Counselors can learn more about the needs of students or clients • Counselors can learn more about the characteristics of clients (interests, abilities, skills, values), and clients can learn more about themselves • Counselors can measure the progress of an individual or a group in matters related to career planning Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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  follow through with clients appropriately after the assessment Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Clients’ Rights in Assessments • Old model of the trait-and-factor approach (often called the “test-‘em and tell-‘em” approach) should be replaced with a view of assessment that: • a) respects assessment is just one of the tools available to assist clients, • b) should be administered with the person’s full understanding of its purpose, • c) prepares the client, administers the instrument corrects, • d) treats the results in the confidential manner, and • e) interprets the results in a knowledgeable way Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 • Low cost or free materials Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Characteristics of Formal Assessment • May be timed, standardized tests or non-timed, standardized inventories • Standardized way to administer and interpret the instrument • 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) • Test-retest reliability (defined as the correlation between two measurements obtained in the same manner) Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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) Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Common Interest Inventories • Career Assessment Inventory (CAI) • Career Occupational Preference Survey (COPS) • Career Quest • Harrington-O’Shea Career Decision-Making System (CDMS) Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Common Interest Inventories continued • Self-Directed Search (SDS) • Strong Interest Inventory (SII) • Unisex Edition of the ACT Interest Inventory (UNIACT) • Vocational Interest Inventory Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Common Instruments to Measure Skills and Abilities Campbell Interest and Skill Survey (CISS) SkillScan WorkKeys Passion Revealer The Armed Services Vocational Aptitude Battery (ASVAB) • Career Planning Survey • O*Net Ability Profiler • • • • • Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved No-Fee Assessment Websites • University of Waterloo Career Services www.cdm.uwaterloo.ca/steps.asp • 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved For-Fee Assessment Websites • DISCOVER – www.act.org • Kuder Career Planning System www.kuder.com • Self-Directed Search - www.self-directedsearch.com Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Assessment Results • Results typically come in print form from the website or computer from which the assessment was taken • 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 • Stanines – a way to divide percentiles into ranges • Standard score – a way to indicate how far (in standard deviations) an individual’s score is from the middle (50 th percentile) of a distribution of scores • Band of confidence – a range within which an individual score fall Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved 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 Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved ... type Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris -Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Assessment and the Career. .. options Career Development Interventions, 5th Edition Spencer G Nile and JoAnn E Harris -Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Assessment and the Career. .. the trait -and- factor approach, which had its beginning with the three-step career choice process introduced by Frank Parsons Career Development Interventions, 5th Edition Spencer G Nile and JoAnn