Part 3 The PIC Model: Ways of Implementation

2 This Presentation Will Demonstrate MBCD - an Internet-based interactive career-planning system based on the PIC model Discuss the desirable features of Internet-based career–planning systems, and examine the extent to which MBCD conforms to these features Discuss the importance and implications of computer-assisted career-guidance systems for career counseling

3 Reminder Career decision-making is a complex process which many people find difficult to carry out General decision-making models adapted to the unique features of career decisions can facilitate the process Ped solution: The PIC model which separates the CDM process into 3 distinct stages: - Prescreening - In-depth exploration - Choice

4 But still… Career decision-making requires collecting a vast amount of information Luckily, Information and Communication Technologies are available. The use of a computer-assisted career guidance system based on the theoretical model can help overcome cognitive limitations. There are several computer-assisted career guidance systems available, most of them on the Internet. One of them is MBCD

5 MBCD Making Better Career Decisions MBCD is an Internet-based career planning system that is a unique combination of  a career-information system  a decision-making support system  an expert system designed to help deliberating individuals make better career decisions The dialogue is divided into distinct stages, corresponding to the PIC model stages

6 MBCD’s Goals Advancing the user’s career decision-making by locating a small set of promising occupational alternatives on which s/he may focus and collect more detailed information. Increasing the user’s readiness and motivation to make a career decision. Presenting a practical model of career decision- making that can be implemented in future career decisions as well as other decisions.

7 Target Population High-school students who are exploring future career- options. Young adults studying or considering to study in college or university and have to select a major or field of study. Graduates of colleges and universities who are deliberating about what kind of job they would like to pursue. People interested in a career transition or a “second (or third) career”. Individuals interested in going through a systematic career decision-making process, even if they are not currently facing a career decision.

8 A demonstration of Collaboration between Making Better Career Decisions Yissum and The Hebrew University Intocareers The University of Oregon

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10 MBCD’s Key Features MBCD includes 28 career factors which make it possible to carry out a detailed comparison between the characteristics of occupations and the user's preferences

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13 MBCD’s Key Features (cont.) Separating importance of factors from within-aspect preferences Eliciting both facets of the individual’s preferences: a) the optimal level b) additional levels that the user regards as acceptable (reflecting the user’s willingness to compromise)

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18 MBCD’s Key Features (cont.) Each occupation is characterized by a range of levels within each aspect, reflecting the within-occupation variance.

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20 MBCD’s Key Features (cont.) The system provides detailed feedback and recommendations according to the user’s input and its effect on the search results The dialogue is flexible and the users can change their responses at any point

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26 MBCD’s Key Features (cont.) Promising alternatives are located by the Sequential-Elimination search model (Gati, 1986). But the user can also use a compensatory- model-based search.

27 Compensatory-model-based search Goal – locating the most compatible occupations Rationale - advantages of occupations may compensate for their disadvantages Steps of the compensatory search Locate gaps between preferences and the characteristics of the occupation for each factor Sum the gaps, weighted by importance of factors Locate occupations with minimal sum of gaps

28 The Conjunction of the Two Lists Users are advised to focus on the occupations that were included in the recommended list of both search models in the in-depth exploration Sequential elimination-based list Compensation- based list Conjunction list

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30 MBCD’s Key Features (cont.) Options to check the quality of the list of “promising occupations”, including: “Almost compatible occupations” (i.e., sensitivity analysis) “Why not” “What if” “Similar occupations” “Compare Occupations”

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35 MBCD’s Features (cont.) Initial in-depth explorations is offered by detailed occupational descriptions

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38 The Outcomes of the Dialogue The user receives three lists of recommended occupations:  Sequential-elimination-based list  Compensation-based list  A list based on both models (conjunction)

39 MBCD’s Features (cont.) At the end of the dialogue  the user receives a printed summary to take along for further processing of the information. The printout also provides information for the counselor.  The user’s preferences are saved under a personalized code for future interactions.

40 Computer-Assisted Career Counseling: Problems and Solutions in MBCD Possible SolutionsDesirable Features Begin with “What am I looking for?” and continue with “Can I actualize it?” Find out which abilities the individual prefers to use Considering abilities and skills – when and how? Focus on factors instead of alternatives, recommend factors to be considered, dealing with compromises and uncertainty Providing guidance concerning the process Begin by eliciting an optimal level and then ask the user for additional acceptable levels s/he is willing to compromise on Eliciting aspirations and preferences while encouraging compromise

41 Possible SolutionsDesirable Features potential alternatives, their characteristics, training Providing relevant and accurate information about: Use qualitative labels (which imply subjectivity) rather than numerical or quantitative ones (which imply accuracy) The apparently accurate image of the data versus its unique “ soft ” character Use a range of levels to describe each occupation instead of only one characteristic level Dealing with within- occupational variance Computer-Assisted Career Counseling: Problems and Solutions in MBCD

42 Possible SolutionsDesirable Features Assess quality of inputs Appraise the process Evaluate the outcome Use graphics that highlight the relevant information Monitoring the dialogue Overload of information Monitor the dialogue and evaluate the quality of the user ’ s input as well as its outcomes. Provide real-time feedback Providing truly personal feedback Computer-Assisted Career Counseling: Problems and Solutions in MBCD

43 Possible SolutionsDesirable Features on the Internet and elsewhere Guiding the user toward additional sources of information informative summary of the dialogue Directing the user to face-to-face counseling when needed Computer-Assisted Career Counseling: Problems and Solutions in MBCD

44 The Roles of Counselors Providing help before, during and after surfing career-related Internet sites:  Evaluating the client's readiness to use the system  Preparing the client for it  Accompanying the client while using the system  Analyzing the dialogue to increase clients’ self understanding

45 The Roles of Counselors Being familiar with sites, evaluating their quality, and incorporating relevant sites into the repertoire of tools used Devoting more time to their unique roles (e.g., emotional aspects of career decisions, resolving conflicts between incompatible preferences)

46 To sum up, we discussed: A general framework for career decision making – the PIC model MBCD – a unique combination of career information system, expert system, and a decision-support system Dilemmas of computer-assisted career counseling, and the ways they are dealt with by the MBCD The incorporation of the MBCD in the counseling process

47 The next session will address the million dollar question: Does it really work?