| the act of exerting pressure on some aspect of the community in order to improves the resources available to clients | advocacy |
| in role of ____ counselors use skills and influence to work with the various stakeholders (faculty, staff, administrators, managers, parents) to improve career planning services | advocacy |
| in role of ____ counselors personally deliver all or part of the program of service | participation |
| In role of ____ counselors collaborate with internal staff (other counselors, teachers, managers) and external entities (employers, advisory board members, agencies, community organizations, parents) to deliver parts of the program of service | coordination |
| What are the two ways that evaluation is categorized as? | formative or summative (can be both) |
| done for purpose of improvising an ongoing program | formative evaluation |
| goal of drawing conclusions about the overall worth of a program in order to determine whether to retain it | summative evaluation |
| goals typically set for the participants by facilitator or instructor | measurable objectives |
| What 5 steps should be taken when planning an evaluation? | 1. determine whether evaluation is formative, summative, or both
2. determine what specific knowledge, skills, attitudes, or behaviors are evaluated
3. determine what sources of evaluation will be
4. determine how data will be collected
5. determine how data will be analyzed |
| the collection of data, implies that outcome will be compared with a desired standard | evaluation |
| data reports numbers and these numbers would answer questions | quantitative |
| data provides info about the perceived value of the services and the extent to which predefined program outcomes were achieved | qualitative |
| those who have participated in some form of treatment are contacted by phone, email, regular mail, or in person at one or more intervals of time after completion of program | follow-up study |
| What are the 10 steps for designing and implementing a career development program | 1. define the target population and its characteristics
2. determine the needs of the target population
3. write measurable objectives to meet needs
4. determine how to deliver the career planning services
5. determine the content of the program
6. determine the cost of the program
7. begin to promote and explain your services
8. start promoting and delivering the full-blown program of services
9. evaluate the program
10. revise the program as needed |
| explain the first step of designing & implementing a career development program
1. Define the target population and its characteristics | - get a clear picture of the people the program will serve (racial-ethnic background, mean and range of scores on aptitude/achievement tests, gender, age range, types of diversity)
- review record that already exist in school, agency, or company, or develop a questionnaire to administer to all potential students or clients/ random sample : 2 ways to gather info that will provide a description of target population |
| explain the second step of designing & implementing a career development program - list the 4 ways to identify needs
2. determine the needs of the target population | 4 ways to identify needs:
1.) information already available from past questionnaires
2.) short questionnaire made and given out in written form to everyone in target population
3.) consultants may be hired tomato recommendations based on their knowledge of normal developmental needs or of the needs of other in similar settings
4.) ask administrators and managers to die tiny problems that need solutions |
| explain the third step of designing & implementing a career development program
3. write measurable objectives to meet needs | - clear statement of a goal, including how to determine whether or not the goal has been reached:
2 reasons for doing so;
1.)requires counselor to think carefully about what he or she is trying to achieve & how to know if it has been achieved
2.) becomes basis for the content and evaluation |
| explain the fourth step of designing & implementing a career development program
4. determine how to deliver the career planning services | provide as rich an array of services to as many people as possible in most cost-effective way |
| explain the fifth step of designing & implementing a career development program
5. determine the content of the program | determined by its objectives: look at each objective and imagine different ways it could be addressed |
| explain the sixth step of designing & implementing a career development program
6.determine the cost of the program | to calculate accurately objectives need to be defined, the method of meeting each objective be detailed and the need content proposed for each objective be solidified |
| explain the seventh step of designing & implementing a career development program
7. begin to promote and explain your services | important to build an understanding and supportive environment for the introduction of any new program |
| explain the eighth step of designing & implementing a career development program
8. start promoting and delivering the full-blown program of services | - plans for promotion should be ready for implementation prior to the time the service itself is implemented
-first round of delivery needs to be high quality so program will gain image of quality and usefulness from the outset |
| explain the ninth step of designing & implementing a career development program
9. evaluate the program | - four reasons evaluation is important:
1.) determine whether the program is helping people to achieve the objectives
2.) evaluate services so they can be improved
3.) evaluation provides ongoing information to supervisors/ stakeholders about results of program, meeting requirement of accountability
4.) determine whether the outcomes of delivering services are worth the money/ other resources being invested |
| explain the tenth step of designing & implementing a career development program
10.) revise the program as needed | - developers use the results of evaluation of the previous delivery of the program, feedback from managers, and additional creative ideas in order to revise the program and prepare for its next delivery |
