CAREER RESOURCES ACROSS THE EMPLOYABILITY DIMENSIONS Presented by: Norman Amundson, UBC (with input from Suzanne Klinga & Sareena Hopkins, CCDF)

Employability Dimensions •  Job Readiness The basic readiness to look for work, get a job or keep a job.

•  Career Decision Making Knowing what type of work suits you

•  Skills Enhancement Having the skills you need for the work you want

•  Work Search Having the skills and tools you need to get a job

•  Employment Maintenance Having the skills and attitudes you need to keep a job once you have it

•  Career Growth Having the skill you need to manage and develop your existing career

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• Attention - noticing •  Importance - valuing • Reliance – counting on • Personal Caring – beyond the professional

• Mattering - the belief that you are worthwhile / significant

Creating a Mattering Climate

Working Alliance The Working Alliance between a practitioner and a

client implies:

• Agreement on the goals to be achieved

• Agreement on the tasks to be performed to achieve the goals

• Establishment of an emotional bond involving respect and trust

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Employability Needs Assessment: Lead-In Questions

•  What barriers are keeping me from being job ready? (Job Readiness)

•  Do I know what kind of work I want to do? Do I know what the basic labour market realities are for that kind of work? (Career Decision Making)

•  Do I have the skills/requirement for the job I want? (Skills Enhancement)

•  Do I know how to get the job I want? (Work search)

•  Do I know how to keep my job? (Employment Maintenance)

*Adapted from Dragon 9 Training “‘Discovering your Options’

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Job Readiness “What barriers are keeping me from being job ready?”

•  Job Readiness is the ability with little or no outside help, to find, acquire, and keep an appropriate job as well as to be able to manage transitions to new jobs as needed.

•  Clients with job readiness issues face challenges, vulnerabilities and/or skill deficits that need resolution before the client can successfully undertake employment/training goals or at times even employment counselling.

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Career Decision Making

“Do I know what kind of work I want to do? Do I know what the basic labour market realities are for that kind of work?”

•  Career Decision Making is having the competencies required to set goals and make well-considered education, training and work choices; includes knowing oneself and knowing the labour market.

•  Clients with career decision making issues may not be clear about work/learning goals; need to understand their personal skills, interest, values and personality; know how to set goals and how to make well-considered education, training and work choices; and know about different potential occupations and where to find the information.

Yukon Needs Assessment-June 2014 7

Skills Enhancement “Do I have the skills/requirement for the job I want?”

• Skills Enhancement is about building the skills you need (generic and/or occupational) to get the job you want.

• Clients with skills enhancement issues may have their career goals but need to explore skills and qualifications for the job they want and where and how to acquire those skills.

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Work Search “Do I know how to get the job I want? “

• Work Search is having the competencies required to find and get hired for the job you want.

• Clients with work search issues may have a career goal and the necessary skills/qualification for their desired work but need the skills, strategies or tools necessary to conduct an effective job search.

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Employment Maintenance “Do I know how to keep my job?”

• Employment Maintenance is about staying employed; having the competencies to keep the job you have and being able to consistently maintain one’s livelihood.

• Clients with Employment Maintenance issues have difficulty keeping work; may need the skills/ attitudes required to retain work and/or manoeuver successfully through work transitions.

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Presenting Need vs. Priority Need

• What do you see as the difference between the ‘presenting need’ and the ‘priority need’ of the client?

• What can happen if the practitioner does not listen for the other issues underlying the client’s presenting need and just focuses on what the client reports as their presenting need?

•  What can happen if the opposite happens? What happens if the practitioner quickly sees beyond the presenting need of the client and jumps right into what they see as the ‘priority’ need of the client?

•  How can you use the Employability Dimensions to help guide the exploration process when trying to identify the priority needs of clients?

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Some Principles to Consider

•  Clarity of goal or purpose: What is it we want to know? •  “Fit” of tool or method: Will this tool/method give us the type

of information we want to know? •  My boundary of competence: Am I qualified/trained/practiced

in the use of this tool/method? •  Appropriateness for my client: Is the tool appropriate for the

characteristics/abilities of my client? •  Client engagement: Is my client actively engaged and positive

about using the tool/method? •  Client Understanding: Does my client understand that any

assessment tool/method gives an incomplete picture; it is a piece of the whole person but not the whole person?

•  Informed Consent: Does my client understand the assessment method and know how this information will be used?

•  Confidentiality – Have I reassured my client of confidentiality as concerns the information they are volunteering?

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Reflections on the Use of this Tool

•  Need for Assessing Breadth of Service Delivery Options (Involving the Community)

•  Different Ways of Representing Self Assessment Content - Figures, Physical Movement

•  Flexibility in Application – Needs can Change; Working on Multiple

Dimensions

•  The Intersection of Action-Oriented Hope with the Employability Dimensions

A C T I O N - O R I E N T E D , H O P E - C E N T E R E D C A R E E R D E V E L O P M E N T M O D E L

E M I LY ’ S H C C I R E S U LT S

Exploring the HCCI

www.mycareerflow.com ZseoKSf - active till May 15, 2017

Levels of Action-Oriented Hope

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Endings Can Lead to New Beginnings

norman.amundson@ubc.ca

Thank you for coming