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5-2 career Assessment Report: Draft One
Georgette Davis
Department of Counseling, Southern New Hampshire University
COU-630-Q1176 Career Counseling 21TW1
Dr. Tiffany Darby
November 14, 2021
COU 630 Assessment Report
Introduction: Purpose
The intended purpose of this project is to focus on helping my project partner navigate her career options with more intentionality and better understanding of her career options both now and the future ones. Another intended goal is to assist her in examining and identifying both her strengths and weaknesses in relation to her present career and the new career she is currently pursuing. This assessment will be valuable and helpful in allowing her to examine the options best suited for her personality and passion, while providing a well-researched and tried and proven breakdown of the six types of environments. This breakdown can help client by saving the time of trial and error, money and frustration from venturing into career areas or paths that are not a good fit. Client has a better chance of finding the best fit and rewarding careers with the help of a competent career counselor
Client
Age 41 born 12/3/1979.
Disability- N/A
Religion- Christian/Non-Denomination
Social class- Middle Class pertaining to work but middle-upper class by household income supposedly.
Sexual orientation- Straight/Heterosexual
Indigenous background- Black/African American from Texas., French and Cherokee Indian ancestry. I’ve recently learned my maternal grandmother has Canadian roots. I identify as a Black American female.
National origin- Americandentity- Cis-Female
Demographic information- (All of the information above and below counts as demographic information). I’m the eldest of 6 living children in the same household. 1 sibling outside of the household. 4 girls/3 boys then me of course.
Past/current occupation- I’ve worked as a correctional officer and licensed jailor about a total of 12/13 years. At my current job, I’ve been an assistant supervisor and now work in customer service as a client relations consultant. This week, I was just offered a new position in the making as a Complaint Resolution Specialist.
Education status – Graduated high school. Certified Medical Assistant. BAG’s degree in Human Services and now working to complete my MA as a Clinical Mental Health Counselor.
Career Counseling Theory
John Holland’s theory, Person-fit environment, has proven instrumental for assisting the client in navigating the career choice process. His six corresponding categories used to describe personality and environment are realistic, investigative, artistic, social, enterprising, and conventional (Hutchison and Niles 2016). These corresponding categories have helped clients understand their career choices and passion. It is almost like a tailor-made fit for individuals. The two ethical considerations I have used to hold me accountable are A.4.b. Personal values and another is A.2.c. Developmental and Cultural Sensitivity. The Person-fit environment theory is very diverse and culturally sensitive regarding the stage or phase of life an individual may use throughout the client’s career life span. Holland’s theory focuses on the personality and the environment fit. I believe this is best for the client as she could better understand what drives her and pay more attention to her passion, which can be found in understanding her personality. It is essential to be self-aware in all aspects of life, especially when making lifelong decisions. Understanding what gets you going, what feels rewarding, what makes one feels most appreciated and encouraged is a driving force for our career choice and many other aspects of our lives. This theory may help the client evaluate her current career change to make certain this is the environment that best fits her.
Personally Identify
I identify with Adlerian theory for a plethora of reasons. In the case of career counseling, one of Adler’s main focuses is encouraging the client. He believes in the power of encouragement, in that if when individuals feel encouraged, they will do more and thrive the most. Individuals need to belong and be connected, which will help significantly develop their career choice. In other words, rewarding experiences are the catalyst to enjoying and feeling connected in one’s career. According to Ansbacher (1956), Adlerian theory emphasizes people’s needs for a sense of belonging, which explains how we strive to improve the world and their community, much like our career choice. When the personality matches the environment, people may be more likely to feel a sense of belonging and find their career rewarding, much like Adler’s belief about the need to feel belonged and how people are self-directed as they remain in pursuit of their goal.
Personality Assessment: Appropriateness
The personality career assessment used is the 16-personality test which takes less than ten minutes, is evident and straightforward. It allows clinicians to understand all essential areas of the client’s life, how she connects with her environment, and how it impacts her. This assessment plays an integral role in understanding how the client’s personality has influenced her career choices, how she shows up, and her general operation in her career and work settings. It helps the clinician understand more about the client’s likes and the career she is most drawn to base on her personality. Her personality serves as one of the maps to find the possibly best-fit environment. For this reason, this assessment is appropriate as it examines the client’s response, behavior, and attitude, temperament, and generally how she builds connections in her environment and allows for opportunities to honor her strengths and carefully examine growth opportunities. According to (Corey 2005), “an individual’s holistic pattern of beliefs and goals is responsible for how they interact with others and how they measure their self-worth.” It could be speculated that the same patterns, beliefs, and goals make up the individual’s personality, which may influence a person’s career choice
Personality Assessment: Validity and Reliability
The validity and reliability of the assessment for my project partner have proven accurate based on the feedback and confirmation from her. She has done the assessment twice and received the same results. She was also made aware of the importance of answering each question correctly. Based on her verified understanding and agreement to honesty for her sake and the assuring feedback from thousands of other clients and clinicians who have used this assessment, I am confident of its validity and reliability. This assessment has been revised and researched over the years with also proves its validity and reliability.
Personality Assessment: Multicultural Implications
O*Net Interest Profiler is a 60-question career self- assessment that provides explorative tools to assist clients in finding careers that excite them and match their passion. Even though it is 60 questions, it can be done within 20 minutes and is relatively short and straightforward. This assessment breaks down the six possible work environments that careers could fall under and explains how it complements the client’s personality. The O*NET Interest Profiler comprises 180 items that describe work activities associated with various occupations and training levels measures Holland’s six environments, namely Realistic, Investigative, Artistic, Social, Enterprising Conventional. The client’s results were Social conventional and enterprising. The highest score is considered the primary interest area and the points. The highest scale score out of the six scales is considered the primary interest area. The second and third highest scale scores are referred to as the secondary and tertiary interest areas. According to Burns et al. (2016), test-takers to indicate their current and future job zone. Job zones range from little or no job preparation to extensive job preparation and require different levels of education and training for job entry. The score report offers occupational suggestions for the test taker’s primary and secondary interest areas based on the amount of job preparation the test taker has acquired or can invest in through the use of job zones.
It is important to note that This assessment is culturally appropriate and diverse; it places no limits on gender, ethnicity, or identity. It requires honesty and measures how well an individual personality fits his or her environment and how the environment impacts him or her.
Career Assessment: Appropriateness
It is appropriate because it shows cultural diversity and provides a plethora of occupational options within the individual’s environment. There are no biases to gender, and there is cultural sensitivity.
Validity and Reliability
The validity and reliability of this assessment is proven. According to O*Net Resource Center (2021) this assessment is compatible with Holland’s R-I-A-S-E-C Interest Structure, is rich and extensive in its research history, widely accepted and used by counselors and easy to use and well received by clients.
Career Assessment: Multicultural Implications
O*Net assessment is culturally sensitive in its applicability to all gender, ethnicity and culture has been evident and it helps that it is offered in two languages.
Assessment Administration: Considerations
As a self-administered assessment, considerations must be given to the ability for individuals to be dishonest in their answers to get their desired results. Honesty and accuracy in response must be encouraged.
Assessment Scoring
Client scored her highest in social, and the second and third highest in Artistic and Enterprising being the very least score. Client’s result is indicative of her openness to explore different careers within her personality type as well as her passion for service and helping in various ways. The results made her path more straightforward aa it pointed more towards teaching, giving advice and serving and helping people, which is exactly the career path she is currently in pursuit.
Results
The client’s personality results complement the career of choice, and my goal is to introduce her to the unlimited option within her career fit based on the theory I used. Ashe continues to navigate her career path in service but more of conventional areas.
The client may need to choose the best options based on her household financial need, so she might have chosen what was best at the time. The client seems to stay within service and help people when choosing a career. However, her second and third personality and personality fit show that she can also venture out in these areas.
Assessment Meaning: Personality
The client’s results from the personality assessment mean she likes to take the lead. Her strategy is people mastery, speaking up for what is right, which is excellent for advocacy in the counseling career. Her code is ENFJ-A with the personality traits in this particular order: Tactics is judging, Identity is assertive, Mind is extraverted, Nature is feeling, and Energy is intuitive. The client’s personality fits the career of her pursuit.
The client has various options with her correspondent environment based on her career personality assessment. Her new pursued career is now making way to serving more on a one and one basis by becoming a Clinical Mental health therapist. She has moved through life with stability in her career and seems to make changes as her passion becomes more defined and apparent; she embarks on a career change within her correspondent environment, becoming a licensed mental health therapist.
Reliability and Validity’s Impact
The client’s results from the assessment were clear and correct. The validity impact is constant in its accuracy and reliability. In pursuing a subsequent career, she drew closer to a more one-on-one approach, the helping profession. As the client becomes self-aware, she tends to gravitate closer to her passion and narrow things down to the passion that drives them. She also used her power of autonomy to explore the career of fit over time. According to Armstrong et. al (2008) results obtained in the initial development and validation process suggest that the sets of brief activity and occupational-based RIASEC scales developed in the current study retain acceptable levels of reliability and convergent validity. This peer reviewed article has confirmed even more the validity of this assessment.
The client’s career change may be based on boredom, a more profound sense of purpose, more financial stability. However, whatever they desire for the change, she is still exploring within the person-fit environment.
Recommendations
The client’s education level must always be considered and understood. The level of education is essential for clients’ decision-making process to ensure that they are qualified for the position or the career of interest. If the client is not yet qualified, that is a time for the clinician to introduce the SMART goal plan to attain certification or qualification as is necessary.
Recommendation: Educational Resources
Upon assessing the client’s educational background, the clinician will determine where the client needs further assistance, such as certification, education, or licensure. The clinician will assist the client by connecting her to the necessary resources.
Recommendation: Occupational Resources
The clinician will explore with the client the various occupational options and resources available within her interest. The client will be encouraged to carefully examine and allow her passion to influence her informed decision.
Recommendation: Career Direction
The clinician respects the client’s autonomy and will only serve as a guide and help with acquiring the necessary resources. The clinician will work closely with the client to empower her to go in the direction of her passion while encouraging her to stay the course of acquiring her certification and necessary licensure to be fully prepared and qualified.
Summary of Career Recommendations
My recommendation is that the client continues her path to becoming a clinical mental health counselor and make sure it is an intentional move towards her passion. Evaluate carefully if this is a move for stability, money, or just being bored or burnt out. This way, she understands the pay rate and examines if it meets her expectation and financial needs. The clinician will assist the client with building strength in the area that presents an opportunity for growth in her personality. The counseling career requires empathy, positive regard, gentleness, patience, and overall, more focus on the clients’ mental wellness, a different job description, and the environment from the current career.
References
Armstrong, P., Ludwikowski, W. M. A., Rounds, J. (2008). Development and initial validation of brief public domain RIASEC marker scales. Journal of Vocational Behavior 73(2) p287-299 DOI:10.1016/j.jvb.2008.06.003
Ansbacher, H. L., & Ansbacher, R. W. (Eds.). (1956). The individual psychology of Alfred Adler. New York, NY: Basic Books.
Burns, S. T., Garcia, G. L., Smith, D. M. and Goodman, S. R. (2016). Adding career biographies and career narratives to career interest inventories. Journal of Employment Counseling Vol 53(3), pp.98-111 DOI: 10.1002/joec.12032
Corey, G. (2005). Theory and practice of counseling and psychotherapy (7th ed.). Belmont, CA: Cengage Brooks/Cole.
Hargrove, B. K., Creagh, M. G., & Kelly, D. B. (2017). Multicultural competencies in career counseling. Handbook of Multicultural Competencies in Counseling & Psychology, 392-405. doi:10.4135/9781452231693.n25
Hutchinson, B., & Niles, G. (2016) Career Development Theories
O*Net Resource Center. (2021)
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