In this lesson, we have reviewed a process for conducting initial assessment. We have provided:

1. Welcome to the E-lesson on the Initial Assessment Component. This component is one of two provided in the Welcome Function of the Institute’s model procedures. The effectiveness of this lesson may be enhanced by following the slides and script, which are available as a download titled “Initial Assessment” on the previous screen.

2. The Initial Assessment is a required process and the purpose of this lesson is to review the “Initial Assessment” provided in the Institute’s Welcome model procedures. According to the definition in the OETI, the Initial Assessment “determines or verifies employment goals and serves as an indicator for determining the next function to which customers will be assigned.”

3. In the Initial Assessment component of the Welcome Function, it is determined through collaboration between staff and customer, that the customer has a goal or set of related goals and it is determined they have a “Probable Chance for Success” in the Job Getting Function. If the customer has a “Probable Chance for Success” they may be assigned to the Job Getting Function. If customers can not determine a goal or appear to be having needs that require addressing, they should be assigned to the Skills Enhancement Function. So, how do you determine a “Probable Chance for Success” and how does the customer and staff collaborate in making this decision?

4. Before reviewing the meaning of a “Probable Chance for Success,” it should be noted that there is no absolute formula or black and white answer such as test scores, in determining a customer’s chance of having success. No customer’s goal will meet all of the “probable chance” criteria. However, after collaborating and comparing the customer’s information to specific criteria needed for their desired goal, staff and customers have a more objective foundation for making their decision. So, let’s review this slide to see what makes up “Probable Chance for Success.” It generally means the customer has an employment goal or set of related goals that match or is related to employment opportunities – An employment opportunity is the customers employment goal or related goals that are currently open in the labor market, or it can be the LWIB’s demand occupations, or any occupations the LWIB has identified from the industrial clusters. It also means the goal is supported by work history, training, education, test scores and other such information. This doesn’t mean that there has to be solid matches between customer information and the occupation, but we are looking for any consistency that we can find, and that the goal has an acceptable wage, which means the occupation has a wage that will sustain the customer and their family if they are supporting one.

5. To comply with the minimum standards and definitions for conducting an Initial Assessment, we used these tools and sources to gather the information listed on the previous slide. In our model we use the KeyTrain Quick Guide Pre Test to provide Foundational Skills (which takes about 10 min.). We use the Career Key Inventory to provide the assessment of interests and aptitudes or abilities, which are required by the Initial Assessment definition and it takes about 10 minutes. We gather the other collected data, mostly from links on the Case Details screen of OSL. This data has already been collected in the Data Collection component of the Welcome Function and can be accessed within minutes.

6. Now that we have our information, how do we use it in collaboration with the customer to assist in determining probable chance for success? This screen reflects the first page of the Career Counseling Worksheet. The Career Counseling Worksheet is an online instrument which assists customers in locating their pre-determined goals and determining if they may have a “Probable Chance for Success.” Before showing you how to use the Career Counseling Worksheet, a little information about it: • The Worksheet may be located on the home page of the Workforce Oklahoma Training Institute web site. The URL is listed at the bottom of the slide. Take a second to find it. It has 647 SOC occupational titles which are listed in alphabetical order. By scrolling down you may access all titles. Looking across the top row, you will see the titles SOC Code, Occupational Titles, Career Key Codes, Foundational Skill Levels, Education Attainment (which also includes training.), Average Hourly Wage, and License, if needed for the occupation. • Under this row of titles, you will find columns listing codes, levels, and other information related to each occupational title. Let’s use an example from the CCW to see how it works: • We would gather all information about the customer listed on the previous slide. • If the customer has any pre-determined employment goals, we would have them find the title(s) on the list and compare their information with that in the columns to the right of their selected occupational title. • For Example: The customer selects “9. Advertising Sales Agent.” Take a second to find that title on the Worksheet. We would review their Career Key Codes with those to the right of Advertising Sales Agent. As best we could, we would compare the KeyTrain Quick Guide Pre-Test scores with the Foundational Skills Levels. Next, we would check the code in the Education Attainment column, click on the red Educ tab at the bottom of the screen and compare the customer’s education, training, and work history with the education and/or training necessary for the job. Let’s do that now

7. The customer had a pre-determined employment goal of Advertising Sales Agent with an education code of 10. When we look at that code, it tells us that a customer who has had O-J-T and/or some informal training may meet one of the elements to qualify for this or a related job. It may also tell us that if a customer has been successfully employed in this occupation or a similar one for approximately a year or more, this may assist in determining a positive match. You may return to the Career Counseling Worksheet to continue your review by clicking on the CCW tab at the bottom of the screen.

8. The next column to review for the occupation of Advertising Sales Agent, is the Average Hourly Wage and should be compared to the acceptable wage that will sustain them. Also, on the far right of this screen, is a column that list any license that is necessary for their selected occupations. Remember, occupations and related information are in a constant state of evolution and should be considered with discretion. Some customers enter the Welcome function without any idea of an employment goal. To assist them in selecting a job match in which they may have a probable chance for success, the CCW can be formatted into Career Key Clusters by clicking on the blue “Sorted by Key Code” tab at the bottom of the screen.

9. Let’s take a look at the sorted screen. Notice the “Career Key Codes” column. All 647 occupations are sorted by clusters in alphabetical order. These codes represent interests, abilities, self perception, and work values. Customers having a difficult time selecting goals may scroll down until they find code clusters that are similar to theirs and review the related occupations. If any occupations appear desirable, they may review the information in the columns to the right and in collaboration with staff, determine if they may have a “Probable Chance for Success.” • In making a final determination on “Probable Chance for Success” customer and staff should collaborate with the following points in mind: • In general, is there enough matching of criteria to the customers information to give them a legitimate chance of becoming employed if they are assigned to the Job Getting Function or do they need to be assigned to Job Enhancement for more intensive assistance. • Does the customer have strong aspirations to perform the job? • Is the customer struggling with this process? For example, they can't make decisions. If so, they should be assigned to Skills Enhancement.

10. If during the initial process, it is determined that there is a “Probable Chance for Success” for customers, they should be assigned to the Job Getting Function. If it is determined that there is no “Probable Chance for Success,” they should be assigned to the Skills Enhancement function for more intensive assistance.

11. According to the Workforce Oklahoma Training Institute’s model procedures, a Basic Employment Plan must be completed for use in either of the other two functions. The model provided in this slide reflects information and decisions made during the Initial Assessment. This sample has been completed in accordance with the model instructions and should be recorded in the OSL Basic/Enhanced Employment Plan. 

12. In this lesson, we have reviewed a process for conducting initial assessment. We have provided: • A purpose & definition for Initial Assessment • How to determine customers’ next function • The “Career Counseling Worksheet” to assist in the decision making process; and • How to develop a BEP using results from Initial Assessment • This ends this lesson. For a more detail description, download and refer to the Welcome Function Model Procedures.