Chapter 8 Career and Occupational Assessment.ppt

Chapter 8: Career and Occupational Assessment Interest Inventories Special Aptitude Multiple Aptitude Tests Defining Career and Occupational Assessment Career and occupational assessment can occur at any point in life--most critical at transition points. Counseling and assessment can help in this process. Three kinds of assessment that can be helpful: interest inventories special aptitude tests multiple aptitude tests Interest Inventories Used to determine: likes and dislikes of a person personality orientation toward the world of work. Many are good at predicting job satisfaction. Three we will look at: Strong Vocational Interest Inventory Self-Directed Search (SDS) Career Occupational Preference System Interest Inventory (COPS) Strong Interest Inventory Developed as Strong Vocational Interest Blank in 1927 For ages 16 and older, takes 35 to 40 Five different interpretive scales or indexes: General Occupational Themes Basic Interest Scales Occupational Scales Personal Style Scales, and The Total Response Index Strong: General Occupational Themes Most commonly used score on the Strong Offers three letter code based on Holland’s hexagon model (see Figure 8.1,p. 150; Box 8.1, p. 151) Identifies top three Holland codes in hierarchical order Strong: Basic Interest Scale and The Occupational Scales Basic Interest Scales (see Figure 8.2, pp. 152-153): Shows top 5, and separately, top 25 broad interest areas. Relates them to Holland Code. Uses T Scores Occupational Scales (see Figure 8.2, p. 152): Original basis of the 1927 Strong Compares client’s interests to interests of same sex individuals who are satisfied in their jobs. Lists 10 occupations to which client is most similar. Separately compares client to 211 occupations (not in Figure 8.2) The higher the T-Score, the more similar are one’s interests to those in the stated jobs. Strong: Personal Style Scales and Total Response Index The Personal Style Scales Gives estimate of client in certain activities: w