1. Presented by: Dr. Roberta Neault, Life Strategies Ltd. www.lifestrategies.ca

2. Agenda A Pan-Canadian perspective 10 tips for integrating assessments into career conversations

3. A Pan-Canadian Perspective Funder FLMM Career Development Services Working Group Purpose To identify and understand: Current uses and limitations of assessment processes, models, and tools Benefits associated with existing tools Gaps and areas where new work may be needed Methods Literature review, key informant interviews, survey

4. Results Little overlap between What key informants taught What survey respondents used Some evidence of a “one size fits all” approach Rich mixture of informal and standardized assessments Caution to not over-rely on assessment instruments Many specific assessments used with diverse populations For career decision-making Interest assessments widely used

5. Popular Assessment Tools GROP

6. Considerations for Effective Use Use a systematic, holistic framework e.g., the Wheel, developed by Amundson Learn about a wide range of assessments Research appropriate use of assessment tools for diverse client groups

7. 10 TIPS FOR INTEGRATING ASSESSMENTS WITH CAREER CONVERSATIONS

8. 1. CHOOSE WISELY

9. Purpose of Assessment Career decision-making Employee screening and selection Career and leadership development Team strengthening Succession planning

10. Types of Assessments Informal Checklists Games Fantasies Forced-choice activities Card sorts Structured interviews Formal Needs Interests Skills Aptitude/Achievement Work Values Personal Style

11. Qualification Levels A – unrestricted access B – university training in tests/measurements C – advanced training and supervision

12. 10 Tips for Selecting Assessments 1. Clarify goals 2. Consider the implications of testing (or not) 3. Decide to test or not to test 4. Determine budget 5. Identify special considerations 6. Avoid a “one size fits all” approach 7. Research options 8. Find the right tool(s) for your purpose 9. Determine logistics 10. Confirm qualification levels of assessment specialists

13. 2. PREPARE

14. Allow Sufficient Time Read and highlight Manuals Reports Client files Referral requests Conduct additional research if needed

15. How Many Buds Are in the Image?

16. What Did You Miss?

17. Be Aware of... Confirmatory bias Self-fulfilling prophecy Too narrow or too broad of a focus

18. 3. INTEGRATE

19. Look at the Big Picture Consider assessment goals Integrate contextual information Dig deeper Question unusual or contradictory results Check for missing information Cross-check with other information sources Explore flat profiles or random responses Don’t get bogged down with irrelevant details

20. The Wheel Reproduced with permission from Career Pathways 2 nd Ed. (Amundson & Poehnell, 2008) The top half of the Wheel includes external factors (e.g. opportunities, experiences). __________________________ The bottom half of the Wheel includes personal characteristics (e.g. skills, interests).

21. 4. REFLECT

22. Points to Ponder Potential impact of assessment results How best to communicate them Charts? Graphs? Reports? Case examples? Role play? Metaphors?

23. 5. FOCUS THE CONVERSATION

24. Career Conversations vs. Performance Conversations Career conversations Express career aspirations and concerns Explore opportunities Identify goals and next steps May mention performance Performance conversations Focus on a review of performance Provide an opportunity to benchmark May identify gaps in need of development

25. If Performance is an Issue... Ensure performance is “solid” in current job Offer clear benchmarking and gap analysis Identify specific strategies to build competency Provide access to supports Coaching, self-study, course, external training Collaborate on action planning Agree on change/growth plan and timeline

26. 6. DON’T OVERINTERPRET

27. Explore Contradictions

28. 7. DON’T “TEST AND TELL”

29. Beyond “Test and Tell” “[Some] practitioners…conceptualize career counselling as a process of administering tests and providing occupational information. Such views freeze career counselling at the turn of the last century.” ~Niles & Harris-Bowlsbey (2002) Career Counseling Strategies and Techniques for the 21st Century 29

30. 8. ESTABLISH “SMART” GOALS

31. SMART GOALS S pecific M easurable A chievable R elevant T ime-Limited

32. 9. IDENTIFY ACTION STEPS

33. Vision without action is merely a dream. Action without vision just passes the time. Vision with action can change the world. ~Joel Barker

34. 10. FACILITATE SHARING

35. Appropriate Sharing Get “informed consent” up front Who owns the results? How will they be used? Be strategic How can the results be helpful? How can they best be communicated?

36. 10 Tips for Integrating Assessments with Career Conversations 1. Choose wisely 2. Prepare 3. Integrate 4. Reflect 5. Focus the conversation 6. Don’t overinterpret 7. Don’t test and tell 8. Establish SMART goals 9. Identify action steps 10. Facilitate appropriate sharing