Fundamentals of Vocational Assessment Mike Ahlers MMDS, CVE.

Fundamentals of Vocational AssessmentFundamentals of Vocational Assessment

Mike Ahlers

MMDS, CVE

Roles of the EvaluatorRoles of the Evaluator

Vocational/Career ExpertDisability SpecialistEducator

Vocational AssessmentVocational Assessment

A general term for the process of identifying and appraising an individual’s level of functioning in relation to vocational preparation and employment decision making.

Purpose of AssessmentPurpose of Assessment

To gather employability related information with an individual that will assist/empower that individual in making vocational decisions.

Outcome of AssessmentOutcome of Assessment

To help identify and plan for services or activities needed to assist the person in his/her career goals.

Outcome of AssessmentOutcome of Assessment

To increase the individual’s knowledge of his/her capabilities and jobs so appropriate occupational choices can be made.

Principles of AssessmentPrinciples of Assessment

Behavioral observation and personal interaction are critical

Information (findings) must be verified

It is essential to use a variety of approaches and methods to provide fair and accurate vocational assessment


Assessment is ongoing and developmental

Assessment is required to make decisions and develop plans

Assessment represents an integral part of larger processes or systems

To have value, it must be used and useful


Assessment requires collaboration and several sources of input

Information must be current, valid, and relevant

Assessment is systematic and organized, but flexible

Informed ChoiceInformed Choice

A decision made by a person served that is based upon sufficient experience and knowledge, including exposure, awareness, interactions, or instructional opportunities, so that the choice is made with adequate awareness of the alternatives and consequences of the options available.

TeamTeam

The team, at a minimum, should include the person served and the primary personnel directly involved in the participatory process of defining, refining, and meeting goals.

2002 CARF Standards Glossary

Commission on Accreditation of Commission on Accreditation of Rehabilitation Facilities (CARF) Rehabilitation Facilities (CARF)

StandardsStandards

Comprehensive Vocational Evaluation Services

Vocational EvaluationVocational Evaluation

1. An individual written evaluation plan is developed for each person

2. The plan is prepared by the person seeking employment and the evaluator

3. The plan identifies questions to be answered, how they will be answered, who will answer them, and assistive technology to be used


4. The plan is modified as necessary

5. A vocational evaluator or vocational specialist provides or supervises the services

6. One or more of the following are used: Work samples, situational assessment, psychological testing


7. When work samples are used, written instructions specify the materials used, layout, methods, and scoring

8. When situational assessments are used they are evaluated as to appropriateness based upon individual needs

9. When psychological testing is used, it is done by qualified persons


10. When a functional capacities assessment is performed, the report identifies functional strengths and needs, accommodations, and supports available for community inclusion.


11. Vocational Evaluation services have the capability to assess or obtain the following:

a. Ability to learn about oneself

b. Educational and vocational achievements

c. Assistive technology needed

d. Community and employment supports needed

e. Environmental conditions needed


f. Tool/job site modification or adaptive equipment needed

g. Work and non-work needs

h. Independent living skills

i. Intellectual capacities

j. Interests, aptitudes, and career aspirations

k. Job-seeking and job-keeping skills

l. Knowledge of occupational information


m. Learning styles, including ability to understand, recall, and respond

n. Loss of access and/or loss of earningso. Personal, social & work related behaviorsp. Physical and psychomotor capacitiesq. Possible employment objectivesr. Transferable skillss. Work skills and tolerancest. Modes of communication


12. The information in each written evaluation report:

a. Answers the referral questions

b. Is shared with the person seeking employment

c. Is disseminated in a timely manner

d. Is relevant to the desired employment outcome

Transferable SkillsTransferable Skills

“Occupationally significant characteristics not directly affected or eliminated by the individual’s physical or emotional disabilities.”

Skills Transfer DefinitionSkills Transfer Definition

A person is considered to have skills that can be used in jobs other than those performed previously when the skilled or semi-skilled work activities from past jobs can be used to meet the requirements of skilled or semi-skilled work activities of other jobs or kinds of work.

Adaptive Transferable SkillsAdaptive Transferable Skills

Arrives to work on timeComes to work regularlyWorks scheduled hoursCalls in when absentWorks without constant supervisionGets along with othersFollows rulesTurns out quality work

Functional Transferable SkillsFunctional Transferable Skills

Makes complex decisionsDeals with peopleWorks to standardsPerforms a variety of dutiesLifts/carriesApplies common senseSees pertinent detailsPerforms arithmetic operations

Content Transferable SkillsContent Transferable Skills

MachinesMethodsToolsEquipmentWork AidsKnowledge

Rehabilitation HierarchyRehabilitation Hierarchy

1) The client can return to work at the same job with the same employer without modifications;

2) The client can return to work at the same job with the same employer with modifications;

3) The client can return to work with the same employer at a different job without modifications and at equal or better pay;

Rehabilitation HierarchyRehabilitation Hierarchy

4) The client can return to work with the same employer at a different job with modification at equal or better pay;

5) The client can return to work with a different employer at the same job without modifications at equal or better pay;

6) The client can return to work with a different employer at the same job with modifications at equal or better pay;

Rehabilitation HierarchyRehabilitation Hierarchy7) The client can return to work with a

different employer at a job in which he or she has never been employed, but for which the client has transferable skills and formal training is not required;

8) The client may return to work only if formal training is available and the client has the ability to successfully complete such training;

9) The client does not have potential for competitive employment.

Referral QuestionsReferral Questions

What do you want to know? What information do you already

have?Type of assessment will depend

upon the questions asked.

AssessmentAssessment

There are three levels:Level I – ScreeningLevel II – Clinical/ExploratoryLevel III – Vocational Evaluation

Level I – ScreeningLevel I – Screening

The initial process designed to arrive at a decision for vocational planning. This approach may consist of interviews, functional assessment, limited standardized testing, collecting and analyzing background information. It is used to assess one or two specific skills related to a specific vocational option.

Level II – Clinical/ExploratoryLevel II – Clinical/Exploratory

A process to further investigate vocationally relevant information. It may include additional interviewing, additional vocational counseling, additional standardized testing, transferable skills analysis and/or job matching. Adaptive transferable skills are usually not an issue. Vocational options are not yet known.

Level III – Vocational EvaluationLevel III – Vocational EvaluationA comprehensive process when more in-depth information is needed beyond Levels I and II that systematically uses work to assist individual’s vocational development and career decision making. The process can use work samples, standardized tests, situational assessments, behavioral observation, community based assessment, transferable skill analysis, job matching and background analysis. Adaptive and functional transferable skills are questionable or not known.

TaxonomyTaxonomy

The DOT, O*Net & SOCThe DOT, O*Net & SOC

Occupational Network replaces the Dictionary of Occupations Titles

Over 12,000 job titles reduced to 900

Standard Occupational Classification

Assessment ToolsAssessment Tools

Behavior observationPsychometric testingWork samplesSituational AssessmentCommunity-based work assessmentAdditional Services:

– Rehabilitation Engineering– Physical Therapy assessment– Occupational Therapy assessment

Psychometric TestingPsychometric Testing

Interest Inventories

Personality profiles

Aptitude tests

Achievement tests

Dexterity performance tests

Learning style assessments

Values identification surveys

Work SampleWork Sample

A well-defined work activity involving tasks, materials, and tools that are identical or similar to those in an actual job or cluster of jobs.

ValparJEVSMcCarron Dial

Situational AssessmentSituational Assessment

Systematic observation process for evaluating work related behaviors and skills within a controlled or semi-controlled work setting. Although any type of task or situation may be used, real work is most often recommended for relevance and authenticity.

Community-based Work AssessmentCommunity-based Work Assessment

Prior to the community-based work assessment, the evaluator should have information from a Job Analysis. This Job analysis describes what the worker does in terms of activities or function; How the work is done; Results of the work; Worker characteristics; and context of the work in terms of environmental and organizational factors.


A specific tool used in the Level III Vocational Assessment

Usually part of an individualized comprehensive vocational assessment

Uses real work in a competitive, integrated setting

Work consistent with the client’s stated, implied, tested interests


Performances are evaluated by evaluation personnel in coordination with the employer and supervisor.

Not intended to result in employment.

This is an assessment tool, not a placement tool!


Answers the referral questionsResults / report should include:Learning stylePerformance, quality, consistency,

staminaTransferable skillsPotential for success, possible trainingAccommodationsOther options


Done when the questions are answered

Paid for participatingWorkers Compensation coverage

Additional ServicesAdditional Services

Rehabilitation Engineering

Physical Therapy Assessment

Occupational Therapy Assessment

Vocational Assessment ReportVocational Assessment Report

A synthesized interpretation of assessment information that provides rationale for recommended steps and plans.

Report FormatReport Format

Basic HeadingsServices ProvidedIdentifying InformationAssessment SummaryBehavior ObservationsConclusion

Report FormatReport Format

DreamIntermediateEntry-level

Program EvaluationProgram Evaluation

KANSAS REHABILITATION SERVICES CAREER DEVELOPMENT CENTERS CUSTOMER ASSESSMENT FOLLOW UP We are very interested in your comments about the Career Development Centers (CDC) services. Please spend a few minutes completing this form so we can collect information about our program. Please mark one answer for each statement corresponding to whether you agree or disagree with the statement. Any suggestions on how we can improve our services will be welcomed and appreciated. Your Name:_________________________________

1) The assessment results were helpful to make some decisions about work options or to develop a vocational plan.

Circle one: Strongly Agree Agree Disagree Strongly Disagree

Comments or Suggestions: ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________

2) I felt I was included throughout the assessment. Circle one: Strongly Agree Agree Disagree Strongly Disagree


3) Job options and support services were identified for me. Circle one: Strongly Agree Agree Disagree Strongly Disagree


4) Overall, I was generally satisfied with the services provided by the Career Development Center.

Circle one: Strongly Agree Agree Disagree Strongly Disagree Comments or Suggestions: ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Please return to: Diane Allen

Kansas Rehabilitation Services White Lakes Mall 3640 SW Topeka Blvd. Suite 150 Topeka, KS 66611 [email protected]

KANSAS REHABILITATION SERVICES CAREER DEVELOPMENT CENTERS 90 DAY FOLLOW UP In order to measure our program effectiveness, we need to collect some brief information on the person listed below. Please take a minute to respond. Any suggestions on how we can improve our services will be welcomed and appreciated. __________________________________ ______________ ______________

Consumer Name Admit date Exit date __________________________________ _______________________________

Referral Counselor CDC Staff 1. Is the consumer identified above, employed or in training consistent with the individual’s unique strengths, priorities, concerns, capabilities, career interests and informed choice?

YES NO 2) When did the employment or training start? __________________________________ 3) If employed, what is the job title? __________________________________ 4) If employed, what is the consumer’s present salary? _______________________________ 5) If employed, does the consumer’s job include benefits? YES NO Comments:___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Method of data collection: 1)exit interview 2)phone consumer 3)phone DO 4)mail consumer 5)mail DO

Please return to: Diane Allen Kansas Rehabilitation Services White Lakes Mall 3640 SW Topeka Blvd. Suite 150 Topeka, KS 66611 [email protected]

QualityQuality

“The age of the customer” has arrived in employment and community services…

We should accept for our families only those services that measure up to the ultimate criterion —“those we would want for ourselves!”

2001 Consumer and Family Guide to Quality Services - CARF

Mike Ahlers Mike Ahlers [email protected]@srs.ks.gov

Fundamentals of Vocational Assessment Mike Ahlers MMDS, CVE.

Documents

outcome of assessment

developmental assessment

relevant assessment

purpose of assessment

plans assessment

cve slide

flexible slide

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