2. Career Development
Middle and High School years
Critical time of career path.
Broaden career horizons
Learn decision making skills
Acquire vocational skills
Appreciation of themselves
3. Eight Elements of Career Education by
OSU
Career Awareness
Self-Awareness
Appreciation and Attitudes
Decision-Making Skills
Economic Awareness
Skill Awareness and Beginning
Competence
Employability Skills
Educational Awareness
4. Programming for Career Development
Planning by a team of professionals,
parents and representatives of
community.
Materials and learning experiences
of developmental level of students.
Based on needs of students.
Based on measurable objectives
Evaluation plan
Delivered by highly skills
5. Program Development and Change
If changing a program, rationale for
change must be communicated
Develop support for Change
Teachers and Principals
The “We’ve always done it this way
people”
Must be endorsed by education
leaders.
6. The Concept of Career Development
Theoretical Change
E.g. All elementary schools develop a
vocational self-concept, be aware of
major groups of occupations, develop
an awareness of plan for future,
develop decision making skills.
Rational/Empirical base-Positivist
Change
Changing stereotypes
Developing a career district philosophy
7. Establishing Needs
Rural vs. Urban Needs
What are the needs and possible implications?
Needs assessment of the area?
How do we start?
Who are our students?
What are their needs?
What is the best approach to meeting their
needs?
Steering Committee
Needs Assessment Survey (p.312)
8. Writing Goals and Objectives
Regarding Career Education
Long Range Goals
Short Range Goals
Broad
Focused
Observable and measurable.
State and district PPO’s.
9. Career Development Competencies
Career Development Competencies by Area and Level
ELEMENTARY MIDDLE/JUNIOR HIGH SCHOOL HIGH SCHOOL ADULT
SelfKnowledge
Knowledge of the importance of self-concept. Knowledge of the influence of a positive selfconcept. Understanding the influence of a positive self-concept. Skills to maintain a positive selfconcept. Skills to interact with others. Skills to interact with others. Skills to interact positively with
others. Skills to maintain effective behaviors. Awareness of the importance of growth and change.
Knowledge of the importance of growth and change. Understanding the impact of growth and
development. Understanding developmental changes and transitions.
Educational and Occupational ExplorationAwareness of the benefits of educational
achievement. Knowledge of the benefits of educational achievement to career opportunities.
Understanding the relationship between educational achievement and career planning. Skills to
enter and participate in education and training. Awareness of the relationship between work and
learning. Understanding the relationship between work and learning. Understanding the need for
positive attitudes toward work and learning. Skills to participate in work and lifelong learning. Skills
to understand and use career information. Skills to locate, understand, and use career information.
Skills to locate, evaluate, and interpret career information. Skills to locate, evaluate, and interpret
career information. Awareness of the importance of personal responsibility and good work habits.
Knowledge of skills necessary to seek and obtain jobs. Skills to prepare to seek, obtain, maintain,
and change jobs. Skills to prepare to seek, obtain, maintain, and change jobs. Awareness of how
work relates to the needs and functions of society. Understanding how work relates to the needs
and functions of the economy and society. Understanding how societal needs and functions
influence the nature and structure of work. Understanding how the needs and functions of society
influence the nature and structure of work.
Career PlanningUnderstanding how to make decisions. Skills to make decisions. Skills to make
decisions. Skills to make decisions. Awareness of the interrelationship of life roles. Knowledge of
the interrelationship of life roles. Understanding the interrelationship of life roles. Understanding
the impact of work on individual and family life. Awareness of different occupations and changing
male/female roles. Knowledge of different occupations and changing male/female roles.
Understanding the continuous changes in male/female roles. Understanding the continuing changes
in male/female roles. Awareness of the career planning process. Understanding the process of
career planning. Skills in career planning. Skills to make career transitions.
11. Program Implementation (page 319 for
example)
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Consultation
Classroom Instruction
Assessment
Career Information
Counseling
Placement
Referral
Outreach
Follow-up
Work Experience
12. Career Development in Elementary
Schools
Building Connections for Students
Between Academic Skills and the
Future
Introducing Students to "Real Life"
Jobs.
Helping Students See Themselves As
Part of Future Job Force.
http://icdl.uncg.edu/ft/081199-07.html
13. Career Development in Middle Schools
Grade 6
Personality assessment;
Self-esteem and social awareness; and
The workplace.
Grade 7
Career development activities related to learning styles and the
exploration of interests, abilities, and work preferences; and
Exploration
of career clusters.
Grade 8
Career development activities related to job exploration and career
clusters; and
How to choose and find a job.
14. Clients with Special Needs
People with Disabilities
Cultural minorities
Delayed entrants to workforce
Traditional homemakers
Military personnel
Ex-offenders
15. People with Disabilities
“People First” Language-Important
Disability-judged to be deviant from an
acceptable norm
Handicap-barriers, demands and
environmental stress placed on person
by aspect of society.
16. Rehabilitation
Overcoming many kinds of issues, including physical
disabilities, mental retardation, alcoholism, drug
addiction, delinquency, and crime
Vocational Rehab-returning a disabled worker to a state
of re-employablity.
Rehab act of 1973
Public Law 94-142
IDEA
ADA of 1990
State Program are matched 20 to 80
IWRP
Job Coaching
Work Experiences
Enclave
17. Economically Disadvantaged
Broad definition, used by federal
and states differently.
Two subgroups
Limited education (quality or quantity)
Geographic locale
Miles (1984)
The Chronically Poor
Unemployed or Newly Disadvantaged
The Underemployed
18. Economically Disadvantaged (how to
assist)
4- part program
Access to Adult Education
Personal and/or Career Counseling
Information about the World of Work
Access to appropriate vocational
Training and placement
19. Cultural Minorities
Must deal with unique paradigms of
people.
Language barriers
Histories of hardship and discrimination
Understand the culture of the client
20. African Americans
Until recently, largest minority
group.
Discrimination and limited
educational opportunities
Historically
Lower earnings,
Higher Unemployment rates
Growing family instability
Occupational segragation
22. Asian Americans
Fastest Growing Minority Group
Marked cultural values different from
white European Americans
Lineal social values
Allow parents to make career decisions
for them.
23. Native Americans
Most diverse
450 tribes in US
What the tribe does, I do. Lack of tribal
support.
Poverty
Historic discrimination
Relocation
Tribal customs
Unpredictable religious holidays and
ceremonies.
24. Gay, Lesbian and Bisexual Individuals
Discrimination
Lack of legal leverage
Double edge sword
Triple Whammy
Woman and homosexual
Woman, homosexual and one of color.
May have non-traditional interest
patterns
25. Older Workers Myths
Myth: Older workers can't or won't learn new skills.
Reality: Those over 50 are proving their ability to learn new skills by
becoming the fastest growing group of Internet users. And careerchangers in their 40s and 50s are taking courses to enhance their
skills.
Myth: Older workers don't stay on the job long.
Reality: Workers between 45 and 54 stayed on the job twice as long
as those 25 to 34, according to the Bureau of labor Statistics in 1998.
Myth: Older workers take more sick days than younger workers.
Reality: Attendance records are actually better for older workers than
for younger ones.
Myth: Older workers aren't flexible or adaptable.
Reality: Because they've seen many approaches fail in the workplace,
they are more likely to question change. But they can accept new
approaches as well as younger workers can as long as the rationale is
explained.
Myth: Older workers are more expensive.
Reality: The costs of more vacation time and pensions are often
outweighed by low turnover among older workers and the fact that
higher turnover among other groups translates into recruiting, hiring,
and training expenses.
26. Older Workers Characteristics
As we age our personality Traits do
become more fixed; however if we were
flexible as a young person we can be
flexible as an older person.
Older workers are as productive as
younger workers and in some cases,
more.
Being overqualified for a job may be
source of unhappiness for older worker
May be taking job to supplement pensions or
SSI.
27. Older Workers Characteristics
Characteristics of supervisor is important.
Evidence that brain cells are destroyed
with age. Learn just as well as younger
workers, primarily because we develop
successful learning strategies.
Strength decline is more a function of lack
of exercise than age up to a point.
Hearing and sight decline with age.
Assistive technologies play a vital role.
