Career Development Interventions 5th Edition Spence G Niles and JoAnn E Harris-Bowlsbey Publisher to insert cover image here Chapter Designing, Implementing, And Evaluating Career Development Programs and Services Developed by: Jennifer Del Corso Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Reasons for Program Planning • Not possible to provide career planning services to all students on one-to-one basis; other approaches are needed • Cost-effective • Using a systematic development process improves the quality Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Counselor Roles in Program Planning • Advocacy - convincing other of the importance of career planning services • Coordination - working closely with other stakeholders: department heads, teachers, employers, etc • Participation - helping to deliver services • Design and development - designing services by following the program planning process Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 1: Define the target population • Determine whom your program will serve- elementary to college; agency to job service office • Identify their characteristics such as gender, racial-ethnic mix, socioeconomic class, reading level Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 2: Determine the needs of the target population • Look at data that may already exist • Use a questionnaire or focus groups • Use knowledgeable consultants who can identify typical developmental needs • Review the needs of the environment Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 3: Write measurable objectives to meet needs • An objective is a clear statement of a desired outcome, often including how to determine whether the outcome is achieved • Writing objectives forces counselors to specify what they want to accomplish lays the basis for content and evaluation Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Format for Writing Objectives • By the end of this (curriculum, workshop, unit), participants will be able to ( ) ( ) ( ) ( ) Remember that each of these endings must be measurable Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 4: Determine how to deliver the career planning services • Offer special career planning courses or units within existing curriculum • Offer workshops • Create a virtual career center • Use a comprehensive Web-based career planning system described in Chapter • Provide self-help materials Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 5: Determine the content of the program • Content flows from the objectives -since it is the content that will produce the desired outcomes • Break content into units, then determine time needed whether curriculum or other resources can be acquired, or need to be developed Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 6: Determine the cost of the program • Staff time for designing and delivering program • Software, such as a Web-based career planning system • Equipment • Materials • Duplication costs • Facilities • Refreshments Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 7: Begin to promote and explain your services • Consider using an advisory committee that can help with promotion • Communicate clearly and often to supervisors so that there will be adequate administrative support • Promote to those who will receive the services and potentially their parents • Consider starting with a pilot test Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 8: Deliver the full-blown program • This step will be easy if the first seven steps have been completed • First impression for launching program is important • Energy spent on long planning cycle will result in a higher end product Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 9: Evaluate the program • Reasons to evaluate Did program produce the outcomes stated in the objectives? How can the program be improved the next time it is delivered? What information should be provided to supervisors and other stakeholders? Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Methods of Evaluation • • • • Questionnaire Exit interview Pre-post questionnaire or test Follow-up study Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Why Evaluation Is Important • Determine if participants are reaching the predetermined objectives • Improve services • Provide accountability • Determine whether outcomes are worth expenditures Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Types of Evaluation • Formative - purpose is to improve an ongoing program • Summative - purpose is to determine whether to retain a program Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Steps in Planning Evaluation • Decide whether to formative, summative, or both • Identify the specified attitudes or behaviors to be evaluated • Identify the sources of the evaluation data • Determine how and when to collect data • Determine how the data will be analyzed Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Stakeholders • A stakeholder is any person or entity who is affected by a program of services • Stakeholders must be considered when planning evaluation • Different stakeholders may desire different kinds of feedback (evaluative data) Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Types of Data • Qualitative - measures the perceived value of the services and the extent to which measurable objectives have been reached - in ways other than numbers • Quantitative - collects and reports numbers Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Benchmarks for Evaluation • Outcomes must be compared to a desired standard, such as the following: Goals of individual clients (one-to-one counseling) Measurable objectives National Career Development Guidelines State or local guidelines Theory Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Using the Results of Evaluation • To determine if services met the needs of the participants • To improve the services • To provide feedback to stakeholders • To determine if outcomes were worth the expenditures Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Roadblocks to Evaluation • Staff has fear of negative results and possible consequences • Guidance services are often nonsystematic, not lending themselves to evaluation • Some counselors believe that their work cannot be quantified and evaluated • Time is always insufficient, so evaluation is given low priority Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved Step 10: Revise the program • No program is ever perfect at first delivery • Be sure to gather information from others involved in the program soon after its completion • Make notes about changes you want to make next time • Revise the program at next delivery Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris-Bowlsbey Copyright © 2017, 2013, 2009 by Pearson Education, Inc All Rights Reserved ... National Career Development Guidelines State or local guidelines Theory Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris -Bowlsbey Copyright © 2017, 2013, 2 009 by. .. typical developmental needs • Review the needs of the environment Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris -Bowlsbey Copyright © 2017, 2013, 2 009 by Pearson... lays the basis for content and evaluation Career Development Interventions, 5th Edition Spencer G Niles and JoAnn E Harris -Bowlsbey Copyright © 2017, 2013, 2 009 by Pearson Education, Inc All