Individual/Group Assessment in Career Counseling: Nontest Techniques Prof. Dr. Fidan Korkut-Owen 1.

Individual/Group Assessmentin Career Counseling: Nontest

Techniques

Prof. Dr. Fidan Korkut-Owen

1

Career Counseling CompetenciesIndividual/Group AssessmentAssessment? How?Formal Assesments

Some formal assesements’ name

Informal / qualitative assessment (nontest) Examples

Dr. Korkut-Owen, 2014-15, METU2

Dr. Korkut-Owen, 2014-15, METU 3

Career Development Theory Individual and Group Counseling Skills

Individual/Group Assessment Information/Resources Program Promotion, Management, and

Implementation Coaching, Consultation, and Performance

Improvement Diverse Populations Supervision Ethical/Legal Issues Research/Evaluation Technology

Career Counseling Competencies


Assessment —defined here as the use of any formal or informal technique or instrument to collect data about a client—should still be valued in the 21st century as a tool used by counselors or by clients themselves to gather data useful in the career planning process.

Old and New Approaches

The 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.

Assessment is one of several tools that are used to assist the client with career choices; others may include interviewing, use of Web-based career planning systems and sites,group work, and completion of specific assignments (such as

informational interviewing, job shadowing, internships, and coursework).



Assessment instruments and techniques are commonly divided into two broad categories:

formal (tests) and

informal (non-test)

Formal/quantitative assessments

Assessments labeled formal may be timed standardized tests or non-timed standardized inventories.

Some of the most important properties that counselors need to know when selecting instruments include the following:

ValidityReliabilityFairness related to diversityComparison


Both of them are important

Formal and informal assessments should use together

Both of them have some advantages and limitations


Advantages of formal assesments

More concrete resultsIn a short time it is easy to collect data from a big group

Limitations of formal assesments•Ignoring individial differences, personal meanings


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Some Formal Assesments

Career Attitudes and Strategies Inventory (Holland & Gottfredson,1994).

Career Beliefs Inventory (Krumboltz, 1991)Career Factors Inventory (Chartrand,

Robbins, & Morrill, 1997)Career Maturity Inventory (Crites and

Savickas, 1995)Career Thoughts Inventory ( Sampson et al.,

1996)Career Decision Scale (Osipow et al., 1997)Career Decision Profile (Jones, 1986)

Dr. Korkut-Owen, 2014-15, METU

Some interest tests

Interest Determination, Exploration, and Assessment System (Johansson,1996 and 2000).

Interest Explorer, (Riverside Publishing, 1998)

Kuder Career Search with Person Match™ , (Zytowski and Kuder, 2003)

Self-Directed Search (Holland, 1996)The Strong Interest Inventory, (Strong, 2004)


Some Skills tests• SkillScan , (Beckhusen, 2010)WorkKeys , (ACT, 2010)


Combination of interests and skills• Campbell Interest and Skill Survey

(Campbell, 2000)• The Armed Services Vocational

Aptitude Battery ( U.S. Department of Defense, 2005)

• The Career Planning Survey (ACT, 1997)

Abilities* O*Net Ability Profiler (United States Department of Labor Employment and Training Administration, 2001b)


Inventories of personality type

* The Myers-Briggs Type Indicator (Myers & Briggs, 1998)* The Personality Type Profiler , (Golden, 2004).

Work values

O*Net Work Importance Profiler , (United States Department of Labor, Employment and Training Administration, 2001c)

Super’s Work Values Inventory — (revised , Super and Zytowski, 2006)


Some of the Turkish ScalesKendini Değerlendirme Envanteri (KDE) Akademik Benlik Kavramı Ölçeği (ABKÖ) Mesleki Olgunluk Ölçeği Akılcı Olmayan Mesleki İnançlar Mesleki Uyum ve Mesleki İyimserlik Ö. Kariyer Geleceği Ölçeği (KARGEL) Kariyer Kararı Ölçeği Çalışma Anlayışı Ölçeği


Informal / qualitative assessment(non test techniques) Informal assessments.. may need to be altered from client to client

.. often consist of games or simulation exercises that are flexible, open-ended, holistic, and non-statistical.

.. are developed according to constructivist ideas. Constructivists believe that there are multiple meanings and multiple realities.


Advantages of informal assesments

They are low cost or free of charge, may not require the ordering of materials in

advance,may not require as much time to administer as

formal assessments, may be less anxiety-producing for the client.

Limitations of informal assesmentsInterpretation process needs to be very careful.Hard to developBetter to use with formal assessments


Examples of informal assessments.

1.Card Sorts, 2.Genograms, 3.Time Line, 4.Early Recollections, 5.Life-space Map, 6.Career Fantasy (Guided Imagery), 7.Check Lists, 8.Forced-choice Activities, 9.Structured Interviews , etc


1.Card sorts

Card sorts are possibly the most common form of qualitative assessment available to career counselors. Most card sorts focus on a particular topic, for example occupations, work values, or motivation.


2.Genograms

A genogram, family tree, or occupational tree may uncover the patterns of family influence on a client.

For example, information may be gathered on family values in relation to gender roles or education, the nature of family support, socioeconomic and ethnic background, and family patterns of decision making and coping with transition.


3. Time/lifeline

Constructing lifelines is useful for assisting clients to review their life histories. Through a well constructed timeline, the patterns and themes of the client’s life career may become more visible.


4. Early recollections

Family themes and patterns become entrenched from an early age

In processing the activity, the goal is for clients to discern their life themes and discuss how they might extend into the future.


5. Life-space map

A life-space map is a drawing or diagram by which the client and counselor work together to represent the client’s ideas and feelings in a visual form.

The process should be flexible, and the person should be encouraged to draw, use symbols, images, metaphors, icons, or write words or short sentences.

Mapping your career lifeFamily career map



http://www.sociodynamic-constructivist-counselling.com/maps_visualizations4.html

6. Career Fantasy

A career fantasy is an activity in which a counselor asks one or more individuals to relax, close their eyes, and imagine an ideal day that includes time at a worksite.

Guided imagery Dr. Korkut-Owen, 2014-15, METU28

7. A checklist

A checklist is a series of items that may relate to an individual’s preferred work setting, job characteristics, work tasks, work values, interests, or skills


8. A forced-choice activity

A forced-choice activity is one in which an individual is asked to make a choice between two options that are quite different from each other or to rank-order three or more activities.

This kind of assessment may be applied to work values, job characteristics, and work settings.


9. Structured interview

In a structured interview a counselor asks questions that are related to some theoretical base.

For example, during an intake interview, a counselor might

ask a student to provide information about coursework, past jobs, or extracurricular or volunteer activities etc.


Dr. Korkut-Owen, 2014-15, METU 32

Thank you

Individual/Group Assessment in Career Counseling: Nontest Techniques Prof. Dr. Fidan Korkut-Owen 1.

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