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EMPLOYMENT COUNSELING

EMPLOYMENT COUNSELING. Authority. Mandated by the Wagner-Peyser Act of 1933 - Counseling Services to Persons with Disabilities Workforce Investment Act of 1998 (Public Law 105-220) Section 7(a)(1) – allocation to the States for employment services including counseling

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EMPLOYMENT COUNSELING

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  1. EMPLOYMENT COUNSELING

  2. Authority • Mandated by the Wagner-Peyser Act of 1933 - Counseling Services to Persons with Disabilities • Workforce Investment Act of 1998 (Public Law 105-220) Section 7(a)(1) – allocation to the States for employment services including counseling Section 8(b) – job counseling and placement of persons with disabilities

  3. Counseling Procedures • Work with individual or group • Customer gains betters self-understanding and knowledge of the world of work • More realistically choose, change, or adapt to a vocation

  4. One-to-One Counseling • Private face-to-face session • Goal – to help the customer explore present situation in relation to choosing or changing a job or occupation or by providing assistance in adjusting to a job situation • Information obtained in the counseling process is confidential • Individual session must be documented on Services Screen and outcomes entered on Notes screen

  5. Group Counseling • Process whereby counseling professionals use the principles and techniques of group dynamics to assist customers who experience difficulty obtaining or keeping a job due to work related attitudes, behaviors, or habits. • Service is entered on Services Screen and documented on Notes Screen

  6. Counselor Qualifications • Experience or training in delivering employment and training services; • Knowledge of the purpose and functions of One-Stop delivery systems; • Knowledge of methods and techniques of registering, interviewing, and placing customers; • Familiarity with a variety of occupations and industries, including conditions, skills, abilities and personal qualifications needed and training required for jobs in area • Knowledge of community resources available

  7. Background • 1944-1949 – Emphasis on services to the disabled, veterans, and youth. GATB was introduced. Employment counseling in Florida started in 1948. • 1950-1964 – Emphasis was on placing customers on available jobs, states experimentally introduced group counseling • 1965-1974 – Focus on employability development planning

  8. Background con’t • 1975-1982 – Employment Service redirected counseling focus to job placement of persons who were better prepared for employment; • 1983-1985 – By statute and regulation, counselors were directed to give priority of service to veterans, persons with disabilities, and MSFWs.

  9. Background con’t • 1986-1992 – Validity Generalization implemented in pilot offices • U.S.C. 2001-2012 Chapter 41 and 42 required that eligible veterans receive maximum employment and training opportunities through ES offices • Omnibus Competitiveness Trade Act and Economic Dislocation and Workers Adjustment Assistance Act (EDWAA) enacted to assist with immediate readjustment of workers into the labor force

  10. Background con’t • 1992-1995 – Increase of job seekers required shift of emphasis to more group activities • 1996-1998 – Laws enacted to meet employment demands • WAGES – reform welfare in Florida • Workforce Development Act of 1996 • Workforce Investment Act of 1998 • 1998-Present – Florida Counseling Program changed

  11. Counseling Outcomes • Entered employment is ultimate goal • Other positive outcomes include • Enrolled in school • Enrolled in Training • Enrolled in Military

  12. Priority of Service • By statute, mandate, policy and regulation, priority is due to (Not necessarily in this order) • Customers with Disabilities • Veterans • Dislocated Workers • Ex-offenders • Welfare Recipients • MSFWs • Minorities/Women • Older Workers • Youth

  13. Responsibilities to Customer • Demonstrate respect • Attempt to reach a common understanding • Clearly indicate the condition under which counseling is provided • Adopt a flexible approach to assessment • Interpret test results in a way that does not impair the customer’s freedom of choice • Help the customer in self-evaluation and self-understanding

  14. Responsibilities to Customer • Inform the customer concerning occupations • Assist the customer in understanding the labor market and economic changes • Help the customer understand environment and social structure of an office, plant, or other employment setting • Provide referral and placement assistance • Provide assistance within bounds of expertise • Accept responsibility for analyzing effects of counseling and work to achieve more positive effects when needed

  15. Knowledge and Skills • Detailed knowledge of basic One-Stop system operations including: • Testing • Placement • Employer services • Services to special applicant groups • General knowledge of operation and function of Unemployment Insurance

  16. Knowledge and Skills • Knowledge of, and ability to use, a variety of counseling methods and techniques applicable to the employment problems of One-Stop customers • Assessment and problem solving skills • Knowledge of the unique problems experienced by various applicant groups • Knowledge of administering, scoring, and interpreting tests • Knowledge of accessing up-to-date LMI and occupational exploration information

  17. Counseling Skills • Establishing rapport and a professional working relationship • Being courteous and maintaining a courteous manner • Listening skills-attending to what is said as well as unspoken • Controlling the interview • Avoiding expressions of critical attitude, prejudices, or preconceived opinions by word or actions • Recording documentation completely, accurately, and as soon as possible after session • Maintaining a professional and objective view • Preparing properly for session by reviewing the customer’s case record and OSMIS notes

  18. Local Management Responsibilities • One-Stop Center Manager’s Responsibilities include: • Managing counseling function • Maintaining physical and operational setting conducive to counseling function • Assuring that staff can identify customers who need counseling • Assessing counseling performance

  19. Local Management Responsibilities • Supervisor’s responsibilities include: • Monitor performance of counselor • Identify training needs • Recommend training as needed

  20. Identification of Needs • Clues for identification of counseling • Veterans status • Unusual behavior • Inability to comprehend instructions at the front desk or during orientation • Obvious sensory or physical disability • Inability to cope with registration procedures • Inability to cope with a testing situation • Unusually low test scores • Repeated failure to appear when referred • Multiple referrals without being hired • Multiple hires

  21. Identification of Needs • Obsolete skills • Dislocation from a declining industry • Unmarketable experience • Re-entry to the labor market after a prolonged absence • Prison record or sporadic work history

  22. Identification of Needs • Most applicants fall into two groups • Choice/Change • Dislocated workers who lost or will soon lose their jobs because of plant closings, technological changes, or layoffs • Those who are entering the work force for the first time • Adjustment or Adaptation • May have a disability, prison record, low ability, low literacy skills, situational problems, poor work record or a combination of problems

  23. Counseling Records • Uniform and accurate records are necessary in order to: • Assess the quality and quantity of the counseling program • Determine additional services needed by individual customers • Aid the memory of the One-Stop Center associate • Assist other One-Stop staff who may see the customer

  24. Counseling Records • The Customer’s Notes Screen should be thoroughly documented with the vocational challenge and plan • An optional counseling record card is available at http://www.floridajobs.org/pdg/guidancepapers/Counseling%20Record.xls and may be used for more detailed and confidential record keeping

  25. Counseling Record • May contain the following: • Summary statement to establish the existence of the vocational challenge(s) • Identification and interpretation of vocationally significant facts contributing to a sharper definition of challenge(s) • Clear and concise statement of the vocational plan indicating the goal and the steps the customer will take to reach that goal

  26. Counseling Record • Notation of any significant behavior of the individual which may support, assist or identify hidden vocational challenges • Notation to indicate the type of rapport established (negative or positive) • Dated entry for each counseling session and a description of the contact in terms of progress made and/or actions planned • A record of any follow-up contacts • A record of any additions or revisions to the plan

  27. Documentation • Code as Counselee on W-P registration • Input the counseling session (Individual or Group) on the “Add Services” screen • Document the plan on the Notes screen • Add any supplementary information to a counseling record card

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