Navigating Career Pathways – an Evidenced Based Approach Rachael Jungblut, MBA, CBSP 2014 HCRMD & MiAHCR Conference September 26, 2014

Who we are – Where we’re from Located in Grand Rapids, Michigan Urban Campus 16,900 credit students – Fall ,822 non-credit students ( ) Employer-Driven ho we are – Where we’re from

Employer Advice Graduates need to ‘fit’ in health care with people skills “Personal Skills are a big deal.” Dr Peter Olson Teamwork Critical Thinking Follow-through Problem-solving

Building Competency Models Allied Health Competency Model

Peter Drucker Success in the knowledge economy comes to those who know themselves – their strengths, their values, and how they best perform. Self-knowledge isn’t just a tool for personal enrichment. In today’s knowledge economy, it’s critical for survival. Footnote: Peter Drucker published Managing Oneself in Harvard Business Review in The article was an excerpt from his then upcoming book Management Changes for the 21 st Century (published May 1999).

How do you build behavior skills relevant to occupations ? Our program uses: ACT WorkKeys® National Career Readiness Certificate to validate readiness to learn at the appropriate level and Cognitive Skills required for the occupation ACT Workkeys® Talent and Fit to inform behavior, values, and give insights to staff in how to better encourage success

ONET – Occupational Information Network Knowledge, Skills, Abilities, Work Activities, and Work Styles build the evidence model

Pre-K Employer Primary (K-8) Secondary (9-12) Post Secondary (Various) Evidence-Based Hiring and Promotion Evidence of Cognitive Skills o Reading, Math, etc. o Reasoning – Critical Thinking & Problem Solving Evidence of Behaviors o Integrity o Personality Traits and Characteristics o Interests & Values Evidence of Work-Related Content Knowledge o Degrees, Licenses, Certificates Evidence of Personal Responsibility o Resume, Career Plan, Education Plan Analysis to Correlate Competency Evidence to Outcomes o Valid Reliable Performance Feedback

WorkKeys Tools Built on Criterion by Job Analysis, assessments support the job profile and are able to identify learning gaps assessments for cognitive elements and 3 for Soft Skills Uses the ONET Online platform as the basis for analysis Occupational Information Network

Assessments Foundational Skills CommunicationUnproductive Work Behaviors - Business WritingPerformance - Listening - Reading for Information - WritingWorkplace Character Problem SolvingTalent - Applied Mathematics - Applied Technology - Locating InformationCareer Interests & Values - Observation*Fit Interpersonal Skills - Teamwork

Talent Measures 12 scales with 4 compound indices CarefulnessGoodwillSavvy CooperationInfluenceSociability CreativityOptimismStability DisciplineOrderStriving Teamwork, Work Discipline, Customer Service, Managerial Potential These are grouped in behavior domains (most used by employers) and correlated to ONET Work Styles.

ACT Behavior DomainsONET Work Style Domains Motivation & Work Effort Acting Appropriately Achievement Conscientiousness Independence Interpersonal EffectivenessInterpersonal Orientation Social Orientation Leadership Acting AppropriatelyAdjustment

ONET Medical Assistant Knowledge, Skills, Abilities, Work Activities, and Work Styles build the evidence model

ONET Work Styles Medical Assistant ONET Work Style Category ACT Behavior Domains & Talents 1. Attention to DetailConscientiousnessMotivation and Work Effort Carefulness/Discipline/Striving 2. Dependability 3. Integrity 10. IndependenceIndependence 5. Self ControlAdjustmentActing Appropriately Stability 6. Stress Tolerance 8. Adaptability/Flexibility 7. Concern for othersInterpersonal Orientation Interpersonal Effectiveness Cooperation/Goodwill/Savvy/Sociability 4. Cooperation 9. Analytical Thinking Practical Intelligence *Locating Information/Observation

ONET Registered Nurses Knowledge, Skills, Abilities, Work Activities, and Work Styles build the evidence model

ONET Work Styles Registered Nurse ONET Work Style Category ACT Behavior Domains & Talents 1.Attention to DetailConscientiousnessMotivation and Work Effort Carefulness/Discipline/Striving 5.Dependability 2.Integrity 8.PersistenceAchievement Orientation 7.Self ControlAdjustmentActing Appropriately Stability 6.Stress Tolerance 4.Concern for othersInterpersonal Orientation Interpersonal Effectiveness Cooperation/Goodwill/Savvy/Sociability 3.Cooperation 9.Social Orientation 10.Analytical Thinking Practical Intelligence *Locating Information/Observation

Customer Service OrientationCooperationCreativityOptimismStabilityStriving TeamworkCarefulnessCooperationGoodwillOptimismStability Managerial PotentialCooperationDisciplineInfluenceOptimismSavvy Workplace DisciplineCarefulnessDisciplineOrderStability Core Workplace Behaviors ACT Talent Compound Indices Core Workplace Behaviors

Talent ScaleBehavior Domain# of students with score > 70 CarefulnessMotivation and Work Effort 33% 9 Discipline6 Order5 Striving5 StabilityActing Appropriately 17% 2 Optimism7 CooperationInterpersonal Effectiveness 33% 7 Goodwill6 Sociability7 Influence4 CreativityStanding Out 17% 3 Savvy8 Course Profile for behavior domains 17 Students Requirements for Medical Assistant

Human Resource Managers #WorkStyles Influence Behaviors = Hard Work

Use Cases and Perspectives

Interpreting Talent Scores Identify high and low scores Think about what they mean Relative Strengths – Main focus**** Relative Weaknesses Understand Patterns Compound indices tied to work behaviors Potential for selection and development

Methods: Tracked all Talent and Fit scores Shared all results with instructor team Shared no results with instructor team Share team “top 5” scores with instructors Share individual scores as requested

Results

How Can This Benefit You? Teamwork behaviors (and gaps) can be identified, practiced and learned. Use of assessment tools can positively impact self-motivation for students to change/align with workplace standards or norms. Resulting teams are more cohesive and effective.

Thank you Questions? Rachael Jungblut