An Assessment Framework to Support Practitioners in their Interventions with the Overall Clientele

1
An Assessment Framework to Support Practitioners
in their Interventions with the Overall Clientele

• Presentation at the Pan-Canadian Symposium on
  Career Development 2009
• Ginette Morin Andrée St-Pierre
• Emploi-Québec

2
Context and Objectives

• The Intervention Approach and Path (Approche
  dintervention et le Parcours - AIP) 
• Introduced in1999 (created by Empoi-Québec)
• Used to identify the level of autonomy of
  employment services clientele vis-à-vis the
  labour market, based on four areas of
  employability
• Used to determine the type of assistance to
  provide to support job search or enhanced
  employability.

3
Why a new framework?

• Moving from a coercive to an incentive approach
  (new legislation)
• Introduction of a new program for
  employment-assistance recipients
• Government department study findings -Continued
  presence of employment assistance recipients
  deemed to have no limitations to employment.
• Trend toward service convergence

4
Context and Mandate

• Update the assessment framework
• to assess autonomy not only at a professional and
  economic level, but also at a personal and social
  level for the overall clientele
• For all clients, including people who are far
  removed from the labour market.

5
Mandate (contd)

• Revise interviews
• Their scope and how they are conducted
• Definition of a specialized interview
• Develop a socioprofessional autonomy assessment
  grid to support officers in helping people on the
  road to job readiness
• Foster the mobilization of all job-ready
  individuals

6
Current AIP Review of Selected Components

• Employability assessment framework
• Provides an employability profile to match
  (i.e., constantly compare) employment
  characteristics and the requirements related to
  the individual, the occupation sought and the
  labour market, based on the following four
  employability areas
• 1. Career choice
• 2. Skills acquisition
• 3. Job search
• 4. Job entry and retention

7
Current Assessment Framework
INDIVIDUAL

• 4 AREAS OF EMPLOYABILITY
• Career choice
• Skills acquisition
• Job search
• Job entry and retention

OCCUPATION
LABOUR MARKET
AUTONOMY VIS-À-VIS THE LABOUR MARKET
AUTONOMY
LACK OF AUTONOMY
8
Interviews currently conducted by officers

• For assessment and employment assistance
• Identify needs to subsequently pinpoint the
  measure or service to be used, and develop an
  intervention plan
• For support and follow-up
• Plan the type of support and do the required
  administrative follow-up

9

• The New Framework

10
2. New Framework Socioprofessional Autonomy
Assessment Framework

• Moves from an assessment of a persons autonomy
  vis-à-vis the labour market to an assessment of
  socioprofessional autonomy vis-à-vis labour
  market needs.
• Can be applied to the overall clientele, but can
  also be tailored to each client profile.
• Fosters the mobilization of all job-ready
  individuals.

11
Socioprofessional Autonomy

• Gives greater structure to the intervention
  process, fostering a more effective assessment of
  the personal and social aspects of clients,
  especially those who are removed from the labour
  force.
• Socioprofessional autonomy functional autonomy
  based on a set of biopsychosocial factors
  (biological, psychological and social) vis-à-vis
  a persons relations to society in general and
  the workplace in particular.

12
Fundamentals of the assessment process in
employment-related services

• Employment support services
• Needs identification and development
• Interactive, dynamic and ongoing assessment
  process

13

• Model Framework for the Autonomy Assessment
• Design and external collaboration

14
Adjustment Determinants
Gender Physical appearance Physical abilities
and limitations
BIOLOGICAL
ADJUSTMENT FACTORS
PSYCHOLOGICAL
SOCIAL
Interests Needs Motivation Self-esteem
Anxiety Stress Depression
Opportunities to express psychological and
biological needs
This model introduces a shift in how we think
about, analyze and explain a persons adjustment.
15
Interrelation of Biopsychosocial Factors
16
Biopsychosocial Factors

• Biopsychosocial factors can explain
• What a person needs and wants
• What a person can do and cannot do
• For the things the person cannot do, what factors
  limit performance

17
Assessment of Socioprofessional Autonomy
Competency

• Competency is defined as the ability to act
  adapted to a specific environment (occupational,
  school, personal, civil or social, family etc.
  setting).

18
Specialized Assessment of Socioprofessional
Autonomy

• A new type of service providing an assessment of
  socioprofessional autonomy when the officer is
  unable to determine a persons level of autonomy
  or has concerns about that persons employment
  readiness.

19
Assessment Grid

• Design and external collaboration
• Testing

20
Mobilization of Clientele

• methods used in Quebec