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Previous training sessions and
topics
Session Evaluation Form: Must complete for CE Credits
Questions for CEs. Use below together with the survey you click
on above:
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What is a career? How do you know a client has a need for
help with "career"? How many "career" clients have you assessed so far?
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What is assessment? List at least 4 different ways to
assess a client's career needs.
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How ready are you now to assess a client with career needs?
What do you do well and what do you need to improve?
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DRI CONSULTING
2008-2009
Training Series
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Topics |
First Session:
Individual assessment for purposes of career and
vocational assessment.
Learning objectives for April 30. As a result of participation in
this seminar, participants will:
1. Knowledge:
Be able to define what the term “career” means, such that they can
consciously recognize a person with the need for career help
generally and career assessment specifically..
2. Knowledge:
Be able to define what the term “assessment” means and to
identify top career assessment tools given the client’s need and
life situation (age, history, opportunities, family context).
3. Skill:
Be able to understand their readiness (and other development needs)
to administer a standard battery of career assessment tools (Career
Needs checklist, Bio data form, Strong Interest Inventory and Skills
Confidence Survey, Myer’s Briggs Type Indicator)
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Date |
Wednesday April 30, 2008, 3:30 - 5:00 p.m. CST |
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Presenter |
Dr. John Fennig (see
John's bio) |
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Pre-Work/ Post-work |
Prior to April 30th Session:
Please read:
APA Division 13, Society of
Consulting Psychologists Guidelines (our competency model)
Check out our online testing
center at:
www.dric.com/onlinetesting.htm to see the process and tools we use
for career assessment.
Check out our free
CareerWorks survey at:
http://www.dric.com/misc/workshop.cfm
Our assessment tools
described:
http://www.dric.com/organizations/pers_profil.htm
as promised from the call:
Wishcraft is written by
Annie Gottlieb
Career Values list, gettting/staying:
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High - pleasure in work
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Balanced - multiple roles
done well
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Free - independence in
action/decision making
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Secure -steady employment
and predictability in pay
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Ahead - promotions to
greater responsibility
These are somewhat mutually
exclusive - achieving some may preclude achieving others.
3 others:
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Mastery - getting to be
expert in one or a few things
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Enrichment - deepening
experience of same/similar duties
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Broadening - increasing the
breadth of tasks/duties - greater variety
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Agenda |
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Welcome and overview of this course
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Teaches our (SCP) competency model
for Organizational Consulting Psychology
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This is a DRIC internal staff
training and an external offering to SCP
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offered every 3 weeks as stand alone
sessions - join when you can/want during the year
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Mix of didactics and case study/real
world application
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CEs likely provided (in progress)
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Participant intros/needs
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Teach Piece:
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Career
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Assessment
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Tools and techniques
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Real World Application: questions,
examples of success and challenge, case studies
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Contact |
Need information or have questions?
Contact meganbrogger@dric.com |
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