1 / 46

An O*NET Academy Briefing Whole Person Assessment Using the O*NET Career Exploration Tools

An O*NET Academy Briefing Whole Person Assessment Using the O*NET Career Exploration Tools. Presented by Dr. Janet Wall Senior Trainer, O*NET Academy. Goals of Webinar. Discuss concept of assessment Review kinds and purposes of assessment

urian
Download Presentation

An O*NET Academy Briefing Whole Person Assessment Using the O*NET Career Exploration Tools

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. An O*NET Academy BriefingWhole Person Assessment Using theO*NET Career Exploration Tools Presented by Dr. JanetWall Senior Trainer, O*NET Academy

  2. Goals of Webinar • Discuss concept of assessment • Review kinds and purposes of assessment • To introduce you to the 3 O*NET career exploration tools • Interest Profiler • Work Importance Profiler • Ability Profiler • To show you how these tools help to direct you to occupational information

  3. Two Major Documents • Standards for Educational and Psychological Testing (AERA, NCME, APA, 1999) • Testing and Assessment: A Guide to Good Practices for Workforce Investment Professionals (December, 2007) from http://www.onetcenter.org

  4. What is Assessment? • A systematic way of gathering information about a person’s behavior or characteristics • Data Gathering Techniques (a few) • Observation • Interview • Test • Checklist • Rating Scale

  5. Purposes of Assessment in Workforce Development • Career counseling and development • Use assessment information about clients’ backgrounds, experiences, interests, abilities, self-esteem • Identify other personal characteristics that help or inhibit their work readiness and career planning

  6. Purposes of Assessment in Workforce Development • Training • help identify those applicants and employees who might benefit from either remedial or advanced training • monitor individual progress • evaluate training effectiveness

  7. Decide on Your Purpose for Using Assessment • Why do you want student or client information? • What are you trying to do/know? Standard 11.4 The test user should have a clear rationale for the intended uses of a test or evaluation procedure in terms of its validity and contribution to the assessment and decision-making process.

  8. Match Your Purpose to Assessment’s Purpose • What Assessment Can Measure • knowledge, skills, abilities, personality traits, • work styles, work values, vocational interests, managerial potential, sales potential, physical skills, • job satisfaction

  9. Check Technical Information • To determine • Match to target audience • Whether or not the instrument measures what you want to measure • How results can and should be used according to the research available Standard 11.1 Prior to the adoption and use of a published test, the test user should study and evaluate the materials provided by the test developer. Of particular importance are those that summarize the test’s purposes, specify the procedures for test administration, define the intended populations of test takers, and discuss the score interpretations for which validity and reliability data are available.

  10. Multiple Perspectives • No one assessment should be used in career exploration and career guidance. • Include other information as well – personality, motivation, preferences, emotional intelligence, etc. Standard 11.20 In educational, clinical, and counseling settings, a test taker’s score should not be interpreted in isolation; collateral information that may lead to alternative explanations for the examinee’s test performance should be considered.

  11. Assessment in Workforce Development

  12. Typical Career Development Programs Assessment helps here.

  13. Three Major Foci of Career Development Programs • What You Like -- INTERESTS • What You Value -- WORK VALUES • What You Know and Can Do -- ABILITIES O*NET Assessment Tools provide each.

  14. O*NET Career Exploration Tools • Developed only for career exploration, career counseling • Not for job selection or selection into job training programs Standard 11.2 When a test is to be used for a purpose for which little or no documentation is available, the user is responsible for obtaining evidence of the test’s validity and reliability for this purpose.

  15. Kinds and Versions of Tools

  16. Many Support Materials

  17. Excellent Web Resources

  18. Review of Instruments

  19. What Interests You? The Interest Profiler

  20. Relevance • People who have interests that are congruent with their occupations are happier, more productive, and are likely to stay on the job. • Many career development programs focus on interests as the primary exploration factor for a person.

  21. Areas Measured The O*NET Interest Profiler and Computerized Interest Profiler measure six types of occupational interests: • Realistic • Investigative • Artistic • Social • Enterprising • Conventional

  22. O*NET Occupations Master List Computerized version offers the occupations automatically

  23. Sample of Master List Note: Job Zones

  24. Versions Available • Paper/pencil • Computerized • single desktop • computer network • Paper and computer files can be downloaded off the onetcenter.org website • not Internet-delivered and scored

  25. What Do You Value? The Work Importance Profiler

  26. Relevance • People who hold work values that are supported by their work situation are happier, more productive, and are likely to stay on the job.

  27. Areas Measured • Achievement • Independence • Recognition • Relationships • Support • Working Conditions

  28. Versions Available • Paper/pencil • Computerized • single desktop • computer network • Paper and computer files can be downloaded off the onetcenter.org website • not Internet-delivered and scored

  29. Work Values Master List Computerized version gives occupations automatically

  30. Combined Master List Job Zone Interest Work Value

  31. The Ability Profiler • What Can You Do? • What are Your Work-Related Skills? Paper-based instrument

  32. Eleven Subtests Power Speeded

  33. Automated Scoring • Scoring program can be downloaded from http://www.onetcenter.org • Individual score report provided • Occupations for all 5 jobs zones are provided for the person’s profile

  34. Job Zone 1 Occupations

  35. Job Zone 2 Occupations

  36. Job Zone 3 Occupations

  37. Job Zone 4 Occupations

  38. Job Zone 5 Occupations

  39. Exploring an Occupation • Select occupation to explore – based on INTEREST, WORK VALUES, OR ABILITITES • Example: Instructors • Go to O*NET ONLINE • http://online.onetcenter.org

  40. O*NET Online

  41. Select Occupation

  42. Obtain Summary Report

  43. Some Supporting Webinars • How to Download and Use the O*NET Interest Profiler and Work Importance Profiler • Overview of the O*NET Ability Profiler • How to Administer the O*NET Ability Profiler • How to Interpret the Ability Profiler • O*NET for Job Seekers and Students • Linking Education, Occupations and Pay • O*NET Tools for Military in Transition • O*NET Tools for School Counselors

  44. QUESTIONS ??

  45. Opportunities for You • Spotlight – www.onetknowledgesite.com • Podcast – audio interview • User-Focused Webinars • Contact sagesolutions@earthlink.net ASSESSMENT RESOURCES http://assessmentresources.pbwiki.com

More Related