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What is the focus of person-centered career planning?
Career development is an approach that helps people to make satisfying job choices. In person-centered career planning, personal preferences, goals, and dreams are the focus.
True or False:
Person-Centered Career Planning focuses on the skills and limitations the job seeker has, rather than identifying what he or she wants to do.
Person-Centered Career Planning focuses on identifying what the job seeker wants to do rather than skills and limitations he or she may have. It does not have to involve a big meeting, nor is it only for people with the most significant disabilities.
Person-Centered Career Planning can be used when someone is looking for their very first job, or when ___________________________.
(Mark all that are correct)
Person-Centered Career Planning can be used when someone is looking for their very first job, when they want to learn new skills, when they want to get promoted, when they want to change careers, and even when they are satisfied in their job and everything is going well.
When deciding who to involve in person-centered career planning, which is a key question to ask?
When deciding whom to involve, there are a few key questions to ask: How well do they know the job seeker? Can they contribute to planning? Are they willing to participate? Will they follow through on commitments?
Which is not one of the four key components when developing a quality Person-Centered Career Plan?
The process described below is a more formal version of what anyone might use in making major career decisions, but it is a very helpful process for anyone seeking employment. There are four key components when developing a quality Person-Centered Career Plan: Organizing resources – Figuring out what makes a job a “good” job – Choosing a job – Establishing a lifelong process of planning and development.
The first task of figuring out what makes a job a “good” job should be to develop a profile of the activities, likes, and dislikes of the job seeker at ________________.
(Mark all that are correct)
Figuring out what makes a job a “good” job: The first task should be to develop a profile of the activities, likes, and dislikes of the job seeker at home, work, school, and recreation. The employment specialist will need to gather information such as what choices the job seeker has made, why they made those choices, what has influenced them, and why they liked or disliked certain activities.
True or False:
An impossible dream may hold important clues to a person’s interests and needs.
Lessons learned: Even an “impossible” dream holds important clues to a person’s interests and needs – Make sure to ask about a job seeker’s interests. It’s important to know what drives the person. – Ask questions to find out the “whys” behind job seekers’ answers – People are more open to working with you when you don’t ignore their dreams.
True or False:
Even when all parties are satisfied with the current state of affairs, it is important that regular reviews take place.
Have things changed for the job seeker, his/her significant others, or in the job? Is the job seeker dissatisfied, bored, or having concerns with his/her job? Is the employer dissatisfied or having concerns with the work performance of the job seeker? If the answer to all three is “no,” then, for the time being, no job change is needed. However, even when all parties are satisfied with the current state of affairs, it is important that regular reviews take place since it is highly likely that changes will occur.
In keeping with Charles’s interest in animals, his planning group helped him start volunteering at ______________________.
Charles got a new job doing laundry for “Horst” hair salons. He excitedly tells people he works with “horses.” Given his interest in animals, there is now a pet in his group home. His group helped him start volunteering at the Humane Society. They are actively working on his goals of living in a new home and finding new experiences.
True or False:
It’s a good idea for employment specialists to ignore the hopes, dreams, and aspirations of job seekers, and instead favor skills, aptitudes, and learning assessments as the starting point for job development.
Many times job seekers’ interests, likes, dislikes, and dreams are ignored in favor of skills, aptitudes, and learning assessments. Employment specialists need to attend to the hopes, dreams, and aspirations of job seekers as the starting point for job development.
