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Career Counseling

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Title: PowerPoint Presentation - Career Counseling Author: Bill Bauer Last modified by: Education Department Created Date: 9/29/2003 2:17:25 PM Document presentation ... – PowerPoint PPT presentation

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Title: Career Counseling


1
Career Counseling
  • Chapters 11 6
  • Elementary and Middle School
  • Children with Disabilities

2
Career DevelopmentMiddle and High School years
  • Critical time of career path.
  • Broaden career horizons
  • Learn decision making skills
  • Acquire vocational skills
  • Appreciation of themselves

3
Eight Elements of Career Education by OSU
  • Career Awareness
  • Self-Awareness
  • Appreciation and Attitudes
  • Decision-Making Skills
  • Economic Awareness
  • Skill Awareness and Beginning Competence
  • Employability Skills
  • Educational Awareness

4
Programming for Career Development
  • Planning by a team of professionals, parents and
    representatives of community.
  • Materials and learning experiences of
    developmental level of students.
  • Based on needs of students.
  • Based on measurable objectives
  • Evaluation plan
  • Delivered by highly skills

5
Program Development and Change
  • If changing a program, rationale for change must
    be communicated
  • Develop support for Change
  • Teachers and Principals
  • The Weve always done it this way people
  • Must be endorsed by education leaders.

6
The Concept of Career Development
  • Theoretical Change-
  • E.g. All elementary schools develop a vocational
    self-concept, be aware of major groups of
    occupations, develop an awareness of plan for
    future, develop decision making skills.
  • Rational/Empirical base-Positivist Change-
  • Changing stereotypes
  • Developing a career district philosophy

7
Establishing Needs
  • Rural vs. Urban Needs
  • What are the needs and possible implications?
  • Needs assessment of the area?
  • How do we start?
  • Who are our students?
  • What are their needs?
  • What is the best approach to meeting their needs?
  • Steering Committee
  • Needs Assessment Survey (p.312)

8
Writing Goals and Objectives Regarding Career
Education
  • Long Range Goals
  • Broad
  • Short Range Goals
  • Focused
  • Observable and measurable.
  • State and district PPOs.

9
Career Development Competencies
  • Career Development Competencies by Area and Level
  • ELEMENTARY MIDDLE/JUNIOR HIGH SCHOOL HIGH SCHOOL
    ADULT
  • Self-Knowledge Knowledge of the importance of
    self-concept. Knowledge of the influence of a
    positive self-concept. Understanding the
    influence of a positive self-concept. Skills to
    maintain a positive self-concept. Skills to
    interact with others. Skills to interact with
    others. Skills to interact positively with
    others. Skills to maintain effective behaviors.
    Awareness of the importance of growth and change.
    Knowledge of the importance of growth and change.
    Understanding the impact of growth and
    development. Understanding developmental changes
    and transitions.
  • Educational and Occupational ExplorationAwareness
    of the benefits of educational achievement.
    Knowledge of the benefits of educational
    achievement to career opportunities.
    Understanding the relationship between
    educational achievement and career planning.
    Skills to enter and participate in education and
    training. Awareness of the relationship between
    work and learning. Understanding the relationship
    between work and learning. Understanding the need
    for positive attitudes toward work and learning.
    Skills to participate in work and lifelong
    learning. Skills to understand and use career
    information. Skills to locate, understand, and
    use career information. Skills to locate,
    evaluate, and interpret career information.
    Skills to locate, evaluate, and interpret career
    information. Awareness of the importance of
    personal responsibility and good work habits.
    Knowledge of skills necessary to seek and obtain
    jobs. Skills to prepare to seek, obtain,
    maintain, and change jobs. Skills to prepare to
    seek, obtain, maintain, and change jobs.
    Awareness of how work relates to the needs and
    functions of society. Understanding how work
    relates to the needs and functions of the economy
    and society. Understanding how societal needs and
    functions influence the nature and structure of
    work. Understanding how the needs and functions
    of society influence the nature and structure of
    work.
  • Career PlanningUnderstanding how to make
    decisions. Skills to make decisions. Skills to
    make decisions. Skills to make decisions.
    Awareness of the interrelationship of life roles.
    Knowledge of the interrelationship of life roles.
    Understanding the interrelationship of life
    roles. Understanding the impact of work on
    individual and family life. Awareness of
    different occupations and changing male/female
    roles. Knowledge of different occupations and
    changing male/female roles. Understanding the
    continuous changes in male/female roles.
    Understanding the continuing changes in
    male/female roles. Awareness of the career
    planning process. Understanding the process of
    career planning. Skills in career planning.
    Skills to make career transitions.

10
Career Development Competencies
  • http//www.rop.santacruz.k12.ca.us/teachers/STC/co
    mpetencies.doc

11
Program Implementation (page 319 for example)
  1. Consultation
  2. Classroom Instruction
  3. Assessment
  4. Career Information
  5. Counseling
  6. Placement
  7. Referral
  8. Outreach
  9. Follow-up
  10. Work Experience

12
Career Development in Elementary Schools
  • Building Connections for Students Between
    Academic Skills and the Future
  • Introducing Students to "Real Life" Jobs.
  • Helping Students See Themselves As Part of Future
    Job Force.
  • http//icdl.uncg.edu/ft/081199-07.html

13
Career Development in Middle Schools
  • Grade 6
  • Personality assessment Self-esteem and social
    awareness and The workplace.
  • Grade 7
  • Career development activities related to
    learning styles and the exploration of
    interests, abilities, and work preferences and
    Exploration of career clusters.
  • Grade 8
  • Career development activities related to job
    exploration and career clusters and How to
    choose and find a job.

14
Clients with Special Needs
  • People with Disabilities
  • Cultural minorities
  • Delayed entrants to workforce
  • Traditional homemakers
  • Military personnel
  • Ex-offenders

15
People with Disabilities
  • People First Language-Important
  • Disability-judged to be deviant from an
    acceptable norm
  • Handicap-barriers, demands and environmental
    stress placed on person by aspect of society.

16
Rehabilitation
  • Overcoming many kinds of issues, including
    physical disabilities, mental retardation,
    alcoholism, drug addiction, delinquency, and
    crime
  • Vocational Rehab-returning a disabled worker to a
    state of re-employablity.
  • Rehab act of 1973
  • Public Law 94-142
  • IDEA
  • ADA of 1990
  • State Program are matched 20 to 80
  • IWRP
  • Job Coaching
  • Work Experiences
  • Enclave

17
Economically Disadvantaged
  • Broad definition, used by federal and states
    differently.
  • Two subgroups
  • Limited education (quality or quantity)
  • Geographic locale
  • Miles (1984)
  • The Chronically Poor
  • Unemployed or Newly Disadvantaged
  • The Underemployed

18
Economically Disadvantaged (how to assist)
  • 4- part program
  • Access to Adult Education
  • Personal and/or Career Counseling
  • Information about the World of Work
  • Access to appropriate vocational Training and
    placement

19
Cultural Minorities
  • Must deal with unique paradigms of people.
  • Language barriers
  • Histories of hardship and discrimination
  • Understand the culture of the client

20
African Americans
  • Until recently, largest minority group.
  • Discrimination and limited educational
    opportunities
  • Historically
  • Lower earnings,
  • Higher Unemployment rates
  • Growing family instability
  • Occupational segragation

21
Hispanic Americans
  • Largest Group
  • Issues
  • Recency of immigration
  • Limited English
  • Substandard Educational Backgrounds
  • Culture Shock
  • Alienation
  • Adapting to a new culture

22
Asian Americans
  • Fastest Growing Minority Group
  • Marked cultural values different from white
    European Americans
  • Lineal social values
  • Allow parents to make career decisions for them.

23
Native Americans
  • Most diverse
  • 450 tribes in US
  • What the tribe does, I do. Lack of tribal
    support.
  • Poverty
  • Historic discrimination
  • Relocation
  • Tribal customs
  • Unpredictable religious holidays and ceremonies.

24
Gay, Lesbian and Bisexual Individuals
  • Discrimination
  • Lack of legal leverage
  • Double edge sword
  • Woman and homosexual
  • Triple Whammy
  • Woman, homosexual and one of color.
  • May have non-traditional interest patterns

25
Older Workers Myths
  • Myth Older workers can't or won't learn new
    skills. Reality Those over 50 are proving their
    ability to learn new skills by becoming the
    fastest growing group of Internet users. And
    career-changers in their 40s and 50s are taking
    courses to enhance their skills.
  • Myth Older workers don't stay on the job long.
    Reality Workers between 45 and 54 stayed on the
    job twice as long as those 25 to 34, according to
    the Bureau of labor Statistics in 1998.
  • Myth Older workers take more sick days than
    younger workers. Reality Attendance records are
    actually better for older workers than for
    younger ones.
  • Myth Older workers aren't flexible or adaptable.
    Reality Because they've seen many approaches
    fail in the workplace, they are more likely to
    question change. But they can accept new
    approaches as well as younger workers can as long
    as the rationale is explained.
  • Myth Older workers are more expensive. Reality
    The costs of more vacation time and pensions are
    often outweighed by low turnover among older
    workers and the fact that higher turnover among
    other groups translates into recruiting, hiring,
    and training expenses.

26
Older Workers Characteristics
  • As we age our personality Traits do become more
    fixed however if we were flexible as a young
    person we can be flexible as an older person.
  • Older workers are as productive as younger
    workers and in some cases, more.
  • Being overqualified for a job may be source of
    unhappiness for older worker
  • May be taking job to supplement pensions or SSI.

27
Older Workers Characteristics
  • Characteristics of supervisor is important.
  • Evidence that brain cells are destroyed with age.
    Learn just as well as younger workers, primarily
    because we develop successful learning
    strategies.
  • Strength decline is more a function of lack of
    exercise than age up to a point.
  • Hearing and sight decline with age. Assistive
    technologies play a vital role.
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