ĐĎॹá>ţ˙ ŰÝţ˙˙˙×ŘŮÚ˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙ěĽÁ{` řżHbjbjîFîF ‚Œ,Œ,ˆż˙˙˙˙˙˙¤ź ź ź ź ź ź ź 4đ 8§8§8§h §Tô¨Ěđ ÷çĚŹB´LZ´Z´Z´Z´Ü6¸œŇšĐpćrćrćrćrćrćrć$űęhc팖捼 ˘şZ´Z´˘ş˘ş–ćź ź Z´Z´#çF¢ş˛ź Z´ź Z´pć¢şpćÂÂj(Ůźź ź hÜZ´ŔŹ ŕĽJŚIĹ8§Tť~äÚ2”ÜÜ içŽ÷çŰRďíŇźJďídhÜďíź hÜ,˘ş˘ş¢ş˘ş˘ş˘ş˘ş–ć–ć¢ş˘ş˘ş÷確˘ş˘ş˘şđ đ đ „VtaÄEđ đ đ tađ đ đ ź ź ź ź ź ź ˙˙˙˙  TOC \o "1-3" \h \z  HYPERLINK \l "_Toc85357834" ASSESSMENT TAG  PAGEREF _Toc85357834 \h 2  HYPERLINK \l "_Toc85357835" I. WHAT IS ASSESSMENT?  PAGEREF _Toc85357835 \h 3  HYPERLINK \l "_Toc85357836" II. REQUIRED ASSESSMENT ELEMENTS  PAGEREF _Toc85357836 \h 3  HYPERLINK \l "_Toc85357837" A. Adults & Dislocated Workers  PAGEREF _Toc85357837 \h 3  HYPERLINK \l "_Toc85357838" B. Youth  PAGEREF _Toc85357838 \h 4  HYPERLINK \l "_Toc85357839" III. A CASE MANAGER’S ROLE IN THE ASSESSMENT PROCESS  PAGEREF _Toc85357839 \h 4  HYPERLINK \l "_Toc85357840" IV. TYPES OF ASSESSMENT  PAGEREF _Toc85357840 \h 4  HYPERLINK \l "_Toc85357841" A. Formal Assessment  PAGEREF _Toc85357841 \h 4  HYPERLINK \l "_Toc85357842" V. TEST INTERPRETATION & RELIABILITY  PAGEREF _Toc85357842 \h 6  HYPERLINK \l "_Toc85357843" VI. THE 4-S INTERVIEW  PAGEREF _Toc85357843 \h 8  HYPERLINK \l "_Toc85357844" VII. EMPLOYABILITY PLANS  PAGEREF _Toc85357844 \h 9  HYPERLINK \l "_Toc85357845" A. Adult and Dislocated Worker Employment & Training Plans  PAGEREF _Toc85357845 \h 9  HYPERLINK \l "_Toc85357846" B. Youth Training Plan  PAGEREF _Toc85357846 \h 10  HYPERLINK \l "_Toc85357847" VIII. FORMS  PAGEREF _Toc85357847 \h 10  HYPERLINK \l "_Toc85357848" A. Required Employability Plans and Case Notes  PAGEREF _Toc85357848 \h 10  HYPERLINK \l "_Toc85357849" B. Optional Assessment Tools  PAGEREF _Toc85357849 \h 11  HYPERLINK \l "_Toc85357850" C. Optional Service Strategy Tools  PAGEREF _Toc85357850 \h 12  HYPERLINK \l "_Toc85357851" IX. SAMPLE TRAINING PLANS  PAGEREF _Toc85357851 \h 13  HYPERLINK \l "_Toc85357852" Skill Attainment Goals  PAGEREF _Toc85357852 \h 17  HYPERLINK \l "_Toc85357853" Skill Attainment Goals  PAGEREF _Toc85357853 \h 21  ASSESSMENT TAG The Workforce Investment Act requires a comprehensive employability assessment and the development of an individual employment plan for all youth, adults and dislocated workers. This TAG will provide case managers with a general foundation of the assessment process and development of an employment plan. It is not intended to be a course curriculum or identify specific skill sets a case manager needs for effective career assessment. Such skill building should be accomplished through a curriculum model such as Career Development Facilitation (CDF). As an example, CDF delivers a nationally recognized curriculum for certification of permanent frontline staff; improving staff capacity to assist job-seeking customers in acquiring life long skills to manage their career development. This type of training is an essential part of effective case management and delivers various theories and techniques used in the assessment/appraisal process. This TAG will cover the following as it relates to the assessment/appraisal process under WIA. What is Assessment Required Assessment Elements Your Role in the Assessment Process Types of Assessment Test Interpretation/Reliability 4-S Interview Employability Plans Form Facsimiles Required Forms Optional Assessment Tools Optional Service Strategy Tools Sample Training Plans for Younger Youth - Out of School Johnson (comprehensive assessment with few attachments) Johnson (same assessment using optional tools) I. WHAT IS ASSESSMENT? Assessment is a process to assist participants in identifying strengths, transferable skills, interests, work values, and personal priorities as they relate to employment. Assessment is part of the process leading to self-awareness and relies on the active participation of the customer. It is NOT something that a case manager does to a participant or for a participant but rather an activity in which the case manager functions as a facilitator; helping the participant analyze data and information that will be used in a goal-setting process. II. REQUIRED ASSESSMENT ELEMENTS A. Adults & Dislocated Workers WIA provides for three levels of service for adults and dislocated workers: a) Core b) Intensive and c) Training. Service at each level is a prerequisite for moving to the next level. Additional information, relative to employability plan development, is referenced in Section VII Employability Plans. Core – Initial Assessment – the process of gathering information about an individual’s skill levels, aptitudes, abilities, and supportive service needs in order to make an initial assessment of employability. Intensive – Comprehensive and specialized assessments of the skill levels and service needs of adults and dislocated workers, which may include: Diagnostic testing and use of other assessment tools; In-depth interviewing and evaluation to identify employment barriers and appropriate employment goals; Development of a written employment plan, to identify the employment goals, steps and timetables, and combination of services needed for the adult or dislocated worker participant to achieve a specific occupational goal. A WIA-130 Adult Employment Plan, page 1 is required at this time Training – Following intensive assessment, the adult or dislocated worker has been determined by a case manager to be in need of training services and to have the skills and qualifications necessary to complete the selected training program. A WIA-130 Adult Employment Plan, page 2 is required at this time B. Youth Three elements provide the framework for youth assessment and case management. They are: (1) an objective assessment of each participant; (2) development of a youth training plan; followed by (3) the provision of services that prepare youth for post secondary educational opportunities, link academic and occupational learning, prepare youth for employment and provide connections to intermediary organizations linked to the job market and employers. A WIA-130 Youth Training Plan is required to document the employability assessment, training plan and provision of services. III. A CASE MANAGER’S ROLE IN THE ASSESSMENT PROCESS A case manager assists the participant in collecting and analyzing information to determine the best mix of services necessary to obtain employment. Information areas may include a participant’s needs, strengths, support systems, education, job skills, interests and career goals. Information may be gathered informally, via interviews or observations, or formally via assessment tools such as aptitude tests, computer assisted programs and interest inventories. IV. TYPES OF ASSESSMENT A. Formal Assessment Many case managers prefer to use formal assessment tools to validate an individual’s career choice but they are not always necessary. Aptitude & Ability Tests Interest Inventories Career Development Assessment Personality or Management Style Inventories There are literally hundreds of formal assessment tools that might be used to assess an individual’s occupational career choice. Some tests can be administered on a computer and give instant scoring. Others are paper and pencil and can be self-scored, and many can be sent out for machine scoring by the test publisher. Most formal assessment instruments fall into one of four categories: Aptitude and Ability Tests – These instruments attempt to measure a person’s overall ability, including general intelligence, achievement, aptitude, and reading ability. Idaho Commerce and Labor does not endorse specific aptitude or ability tests at this time. Interest Inventories – Standardized interest inventories help individuals identify their preference for particular activities. Suggestions are then made regarding the occupations or occupational clusters that most closely match one’s interests. Tests endorsed by Idaho Commerce and Labor are the Holland; Interest Determination, Exploration and Assessment System (IDEAS), Career Assessment Inventory (CAI), Self Directed Search (SDS), O-Net Interest Profiles and O-Net Work Importance Locator to determine values. Career Development Assessments – These instruments attempt to assess where a person may be in the career decision making/development process, predisposition towards career change, stylistic approach, and other factors that affect the career development process. Tests endorsed: NONE Personality or Management Style Inventories – These instruments assess the emotional, social, and motivational aspects of an individual. Tests endorsed: NONE B. Informal Assessment Interviewing Observation Education/Experience/Transferable Skills Values Assessments Assessment Tools Service Strategy Tools The informal assessment process involves gathering information from observations, reports from instructors and supervisors, school and work records, personal interviews and conferences, client-completed worksheets, and computer programs such as Career Information System (CIS). These assessment methods provide the case manager with information about the client’s current interests, attitudes and feelings – all of which have bearings on employability. When coupled with data collected through formal assessment instruments, a customer career profile begins to emerge. The most common method used by Workforce Investment Providers to assess individual’s needs is through the informal process. Interviewing - Information may be gathered about client needs and interests by conducting a personal interview. Personal interviews, which involve face-to-face interaction between the consultant and client, can provide in-depth information not easily obtained through other methods. Since personal interviews usually do not follow a predetermined set of questions, different information is often gathered with each interview, thus allowing for variations in the type of information collected from one client to another. Because client responses to questions posed in the interview cannot always be recorded while the interview is in progress, care should be taken to note complete responses immediately after the interview is over. Observation - What is the customer’s demonstrated attitude toward work; is the client able to operate independently; is the client motivated and committed; does he/she follow through with assignments, are they punctual for appointments, etc. Education/Experience/Transferable Skills – Information about past conditions and experiences should be examined to evaluate successes and failures and to identify possible patterns. Information from education and work experience records can provide valuable input about employee career needs and educational plans. Transferable skills are determined by comparing current skills against the requirements of other occupational clusters. Value Assessment – The process of value clarification is frequently used as a component of career exploration. It assists individuals in identifying priorities, and it encompasses any activity that promotes self-examination. Assessment Tools – Optional assessment tools (customer completed worksheets) were designed to gather assessment information from a fairly broad audience but may be customized to a particular group of individuals, setting or purpose. These informal worksheets are not tests – they should be used only as a means to collect data that can be used in the career planning process. These optional worksheets may be viewed in the forms section of this guide. Service Strategy Tools - Service strategy tools (customer completed worksheets) were designed to support specific program activities and components. As with the assessment tools these worksheets are optional and may be customized to a particular individual, setting or purpose. Their purpose is to provide participants and case managers with a means to validate things like occupational choice, labor market realities, and wage rates. Facsimiles of these worksheets may also be viewed in the forms section of this guide. V. TEST INTERPRETATION & RELIABILITY Preparing for the interpretation Preparing the client for the interpretation Delivery of the interpretation Follow-up A. Preparing for the Interpretation – Once familiar with the test, preparation involves two processes: 1. Gaining an understanding of the results and 2. Integrating this information with other knowledge about the client. B. Preparing the Client for the Interpretation – First, establish rapport with the client by summarizing the previous session, describing the test or inventory they took, asking for their impressions of the test and then explaining the scoring system. C. Delivery of the Interpretation – When in the process of interpretation the following items are important: Keep the goals of the client in mind. Interpret the results in terms of the kinds of decisions clients must make. Always keep in mind the reliability, validity and bias of the test. It is not necessary to give clients exact scores or detailed technical information. The purpose of the interpretation is to transmit meaningful, useful information. Try to use language that will be easily understood and inoffensive to clients. Do not avoid low scores nor make low scores the center of interpretation. Get clients to talk about their level of performance and what it means to them. Many times you will find that the results are not a surprise but merely confirmation of what a client already knows or suspects. The question, “how do you feel about the results so far”, is a good approach and can be used several times during the interpretation. Emphasize that results are meant to help them focus on the career exploration process and should not be used for decision making. D Follow-up – A copy of the test results and brief notes as to what the client was told should be kept with the case file. E. Technical Consideration Validity – A test is valid for some purpose if it actually measures the ability or trait that it is being used to measure. It is important to note that validity is not something that resides in the test itself but rather is a characteristic of a particular use of a test. The standards for Psychological and Education Testing (APA, 1985) make it very clear that the agency administering a test is responsible for its validity for the purpose for which it is used. Selecting a commercially developed test does not relieve the test user of his/her responsibility. Test developers typically provide one or more types of validity evidence, but these are relevant only if they involve the same kinds of examinees and uses of the test data as those contemplated by the test purchasers. Reliability - Whereas validity refers to how well the scores represent what they are being used to measure, reliability refers to the accuracy and consistency of the measurements that an instrument or procedure provides. There are several types of reliability. Test-retest reliability refers to the consistency of the scores obtained by the same person across multiple occasions. Equivalence refers to how consistent two or more forms of a test are at producing the same information. Inter-rater reliability refers to consistency of observation across multiple observers. Internal consistency refers to how closely the items correlate with one another. It addresses whether all of the questions on a scale are measuring the same thing; it provides no information about consistency of scores over time. Although not all types of validity are equally appropriate for all types of assessments, in general the more validity evidence the better. Also it is possible that an assessment has a high degree of validity in one sub-population n and not in another. VI. THE 4-S INTERVIEW When doing assessment interviewing, look for information in four basic areas. They are: A. Self – How do they see themselves? How important is work in their lives? Do they work only for the paycheck or do they identify themselves with their work? What else is important: family, religion, community or leisure activities? How do they feel about this change: emotionally, practically, intellectually…? Do they believe they can get through it? Do they have self-defeating habits or attitudes? Are they willing to change them? – What else might you want to know? B. Situation – What caused the situation? Whom do they hold responsible? What impact did this have on other plans? Is it temporary or permanent? What other stresses did they already have in their lives? Have they dealt with other transitions or problems in their lives? Did they deal successfully with those situations? Can they find some positive aspects to this situation? C. Support – What kinds of help do they have to get through this? Family? Friends? Are these people providing positive feedback, encouragement? How are other people reacting to this change? Who’s in the network to provide information, introductions, leads or other help? What about financial help, UI, savings, spouse’s income, other people? How long will that last? Remember different cultures may have different support systems. D.. Strategies – What have they done so far? What are their plans? Do they have a long-range plan? How are they approaching the job search? Is it hit-and-miss or are they organized? Do they want more training? Can they explain how that will help? Are they dealing with a problem or exploring an opportunity? How are they handling stress; with exercise or other coping strategies? Have they visualized a positive outcome? Can they describe it? The intent is not to ask all these questions, but to get an idea of the type of information you hope to learn about the customer. VII. EMPLOYABILITY PLANS An employment/training plan is the product of a service strategy that is jointly developed by the participant and the case manager. It identifies the participant’s employment goal(s), achievement objectives, and the appropriate combination of services for the participant to reach his/her goal. For adults, it identifies an employment goal and training needs when appropriate; for youth it identifies education and development needs coupled with an employment goal. Chronological case notes should support on-going case management efforts that occur after the initial plan is developed. A. Adult and Dislocated Worker Employment & Training Plans: The adult assessment should consider a participant’s employability via core, intensive, and training services. The collection of assessment information will begin during the delivery of core services and should assist the case manager in his/her efforts to place the participant in immediate employment. Intensive Services The development of an actual Adult Employment Plan should begin when the case manager decides a participant is not employable through self-service activities under core services. An analysis of the participant’s occupational skills and personal circumstances will be recorded at this time. If additional staff-assisted core services or intensive services are sufficient for the participant to secure employment, the case manger will record the employment goal and describe the service(s) that will help the participant achieve his/her goal. Labor market information that supports the occupation will also be recorded on page 1 of this Plan. Training Services The Employment Plan is expanded to include a Training Plan (page 2) if the participant is not successful in securing employment through staff-assisted core services and intensive services. The Training Plan must describe: the process(s) that was used to determine the training goal; the service or combination of services that will be necessary to secure the goal; and labor market information that supports a future job placement in an occupation leading to the participant’s economic self sufficiency. Optional service strategy tools (worksheets completed by the participant) can be used to support training plans and labor market conditions. A facsimile of the Adult Employment Plan can be found in section IX. B. Youth Training Plan A major difference between the adult and youth service strategy is the delivery of service. The Youth Training Plan does not consider a multi-tiered approach; instead, it places an emphasis on education and skill attainments that may be necessary before the participant is fully employable. When working with youth, the WIA-130 Youth Training Plan should be initiated at the beginning of the assessment process. Optional assessment tools that aid a case manager in the collection of information may also be used during the development of this plan. In such cases, the case manager should reference the documents and incorporate them as attachments to the WIA-130 Youth Training Plan. The Plan itself should be an analysis of the participant’s educational needs, occupational skills, and personal circumstances. It will include an employment goal, an educational goal when appropriate, and a description of the services necessary to achieve these goals, and labor market information that supports the employment goal. A new Plan is not required if an existing Plan from another agency or organization is in place and has been transferred to the case manager, provided the existing Plan meets the requirements of WIA. Optional service strategy tools may also be used to support specific activities and components within a Youth Training Plan. As mentioned earlier, a significant difference between the adult and youth programs is the development of skill attainment goals for younger youth. Skill attainment goals are required for all in-school youth between the ages of 14 and 18 and for any out-of-school youth, also between the ages of 14-18, when needed. Skill attainment goals are recorded on page 3 of the Youth Training Plan. A facsimile of this plan can be found in section IX. VIII. FORMS A. Required Employability Plans and Case Notes Employability plans with accompanying case notes are required for adults and dislocated workers who are enrolled in intensive or training services and for all youth. Additional information can be found in Section VII of this guide. WIA-130 ADULT PLAN - Page 1 of the adult plan provides assessment information that supports an employment goal through staff assisted core services and/or intensive services. Page 1 will also identify a need for training if the individual is not employable through core or intensive services. Page 2 supports the training plan and is required if the individual participates in occupational skills training such as OJT or occupational classroom training. WIA-130 YOUTH PLAN - Pages 1 and 2 of the youth plan provide assessment information that supports an employment goal and an educational goal when appropriate. Page 3 reflects skill attainment goals for youth who are between the ages of 14 and 18. WIA-130 Case Notes – Chronological case notes reflect a participant and/or case manager’s activity in accomplishing the employment or training goal and are a required attachment to the plans identified above. B. Optional Assessment Tools The optional worksheets identified in this section are designed for customer completion and serve as a means of data collection. Service providers are encouraged to customize individual worksheets to meet the needs of a particular group of individuals, setting or purpose. WIA-130Tell Tell Us About Yourself is a popular worksheet that can be given to almost any customer. A handwritten example can provide valuable insight into an individual’s basic skills; English usage, punctuation, grammar, spelling, etc. It may also provide information relevant to the applicant’s personal circumstances, program expectations, supportive service needs, etc. WIA-130EY Education Youth is designed for youth who are still in school or who have a recent attachment to junior high or high school. This worksheet can identify transitional employment skills, provides a limited picture of availability and in some cases, provides information relevant to interests, aptitude and supportive services needs. WIA-130EA Education Adult & Dislocated Worker is intended for the adult population but may not be appropriate for individuals with advanced degrees – in such cases a resume is preferable. In addition to education, this tool can help identify transitional employment skills, interests and ability. WIA-130WH Work History is appropriate for customers with a relevant employment history (includes continuation page). In addition to actual job skills this worksheet can reflect pre-employment skills, aptitude, and work maturity skills. WIA-130M Military History provides information relevant to occupational skills and specialized training for veterans. WIA-130P Pre-Employment helps identify pre-employment skill levels and may be used to supplement the presumption of need for youth skill attainment goals. WIA-130WM Work Maturity helps identify work maturity skill levels by creating an opportunity for discussion. If this tool is used, the case manager should engage the participant in a dialogue regarding why they chose one answer over another and/or circumstances that might dictate a different response. The discussion (not the form) will provide insight into the individual’s work maturity skills. This form/discussion may also be used to supplement the presumption of need and be treated as an investigative tool to further delineate a service strategy for youth skill attainment goals. WIA-130-20things is intended for youth or adults who are new entrants to the labor market. This worksheet can provide the beginning framework for career exploration if a customer is undecided about career goals and options. WIA-130SS Supportive Services is intended for all applicant groups but service providers may opt to customize this form for a particular group of individuals, i.e., in-school youth, etc. In addition to supportive service needs this worksheet will help to identify other sources of support and encouragement or lack thereof. WIA-130MB Monthly Budget is intended to compare monthly expenses to income. It was designed for individuals who need to develop a budget. It can also be used as a career exploration tool for new entrants to the labor market. Weekly Spending Record can be used in conjunction with the monthly budget or simply as information to the customer. Case managers will need to modify the attachments to reflect local data. Optional Service Strategy Tools The optional worksheets identified in this section are also designed for customer completion and serve as a means to support an activity or training plan. These worksheets may be customized but the substance of the information should not change significantly without reviewing the minimum requirements of certain activities such as out-of-area work search and relocation. WIA-130LMA Labor Market assessment is designed for all populations; it will confirm or refute employment availability, wages, benefits, and hiring practices. Note: if this worksheet is used case managers should structure the activity to avoid disruption to local businesses. Also, an excellent internet site for labor market information is the Career Info Net at:  HYPERLINK "http://www.acinet.org" http://www.acinet.org. Information can be viewed at the national or state level and includes data on the fastest growing occupations and the highest paying occupations. WIA-130WS Out-of-Area Work Search is intended for participants who are requesting financial assistance for job search activities that are outside of the local labor market. See Supportive Service Insurance TAG for additional requirements. WIA-130R Relocation Assistance supports relocation costs. See Supportive Service Insurance TAG for additional requirements WIA-130TQ Training Questionnaire is intended for participants who have an occupational goal in mind and require skills training to obtain the goal. IX. SAMPLE TRAINING PLANS A. Younger Youth - Out of School Johnson (comprehensive assessment with few attachments) This example supports an initial training plan based on information collected through interviews, observation and TABE test results. Since the preponderance of information was collected through verbal exchanges with the participant, other agency staff and the father, the information must be transferred to the Plan in order to support the analysis and subsequent training strategy. Johnson (same assessment using more optional tools and attachments) This example supports the same training strategy but the case manager’s documentation is reduced by attaching a County Juvenile Detention (CJD) agency report, Career Assessment Inventory (CAI), Career Info Net printout and optional assessment tools that were completed by the participant. Actual attachments are identified on page 3 of this example. Youth Training Plan, #1Name:  FORMTEXT Boyd JohnsonSSN: 498-86-9999Case Manager’s assessment of the participant’s education and developmental needs. An analysis of the participant’s education; especially, reading, math, and language skills, and how these skills relate to current and future employability. Boyd was referred to WIA by the County Juvenile Detention Center (CJD) where he is a resident. He is working toward his  FORMTEXT HSE and has completed the government credit requirement so far. TABE test scores (see attached) reflect deficiencies in all areas but according to instructors at CJD, Boyd is a bright student and learning rapidly under their direction. He has expressed an interest in attending vocational school after completion of his GED.  Boyd will enter transition services this fall (more privileges and time available for study) and is scheduled for release from CJD next year, possibly in the spring. Based on the information from CJD and progress to-date, it appears Boyd is capable of completing his GED. Helping him connect basic skills to employment opportunities will be a WIA priority. Continued education via a vocational program will require additional assessment.  Case Manager’s assessment of the participant’s occupational skills and developmental needs. An analysis of work experience, vocational training, interests, aptitudes, and pre-employment/work maturity skills. Describe how skills relate to current and future employability; include interests or aptitude for nontraditional employment. Per interview with Boyd:  FORMTEXT limited work experience cleaning cars and performing maintenance at Burger King. Both positions were of short duration (less than 3 months) and Boyd's reasons for leaving were less than positive; quit w/no notice and terminated due to poor absenteeism. He has also performed community service at the Zoo and expresses an interest in animals, especially dogs. His father tells us Boyd is interested in auto body work; has helped an uncle with concrete work, carpentry, and dry wall; that he learns quickly and is quite skilled in using his hands. Boyd agrees with his father.  Work history reflects a lack of work maturity and occupational skills. Pre-employment skills must also be addressed as Boyd lacks a resume and did not complete an application for his first 2 jobs (relative and friend referral). Focus will include career exploration to identify/validate employment goal. Case Manager’s assessment of the participant’s personal circumstances as they relate to education and employment. An analysis of employment barriers, supportive service needs, and personal factors that may impact the participant’s ability to succeed.  FORMTEXT Boyd was committed to CJD by Juvenile Probation and is enrolled in the drug and alcohol rehab program. According to CJD staff he has a history of family problems and suffers from ADD, anger, and depression. Boyd lived with his father prior to his incarceration, his mother is not in the area and not expected to return, he has no siblings. According to Boyd, his relationship with his father is very good; this seems to be confirmed by an interview with Mr. Johnson and staff at CJD.  Supportive services will be provided if/when specific needs are identified; at present all needs are being met by CJD. Boyd’s father will be encouraged to participate in all activities/decisions as he appears to be a primary source of support and encouragement; a strategy supported by CJD staff Bob H. 10 ElementsThe current assessment indicates this participant may derive benefit from participation in the following youth activities:  FORMCHECKBOX  Check all that apply FORMCHECKBOX  Tutoring and Study Skills - currently provided by CDJ staff. FORMCHECKBOX  Occupational Skill Training – auto body???  FORMCHECKBOX  Alternative Secondary School FORMCHECKBOX  Leadership Development – needs to learn social skills FORMCHECKBOX  Summer Employment - unless he works for Uncle FORMCHECKBOX  Comprehensive Guidance & Counseling – CDJ staff FORMCHECKBOX  Work Experience – needs to learn work maturity FORMCHECKBOX  Adult Mentoring – currently provided through Probation FORMCHECKBOX  Follow Up Services (required) FORMCHECKBOX  Supportive Services – to be determinedNotes: Boyd presents himself as a pleasant young man during one-on-one interviews although he becomes visibly upset when we talk about high school. Over the course of our last 3 interviews, he has shared some unfortunate experiences while attending high school and admits to a temper and inappropriate behavior when angry. Education GoalEducation Goal: WIA will support current education strategies through CJD and look for transition opportunities when Boyd is released next year. Basic skills will be emphasized during WIA employment activity such as LI or Wk Exp. LONG TERM GOAL: Possible candidate for vocational training Estimated Completion Date: completion of GED over the course of the next 12-18 months; individual tests will be scheduled every 3-4 months as participant studies. Goals beyond the GED must be determined Employment GoalEmployment Goal: Preliminary information points to bench work or trade occupation such as auto body and construction but additional assessment will be needed to confirm this. Beginning activities will include pre-employment/work maturity, career assessment and labor market exploration. Components may include work experience followed by job shadowing and/or limited internship with an emphasis on basic skills. On-the-job training may also be an option depending on final occupational choice. Estimated Completion Date: 12 – 18 months after occupation is decidedDescribe local labor market availability and wage expectation for the employment goal. Bench work occupations such as auto body are readily available in the area but require specific vocational training. Wage range is $12 to $18/hour and most employers provide company paid benefit packages. Non-union construction openings are readily available; some employers will train. Entry wage rates are lower, $6 to $8/hour; few have employer paid benefits and many of these openings experience temporary and/or seasonal lay-offs. Apprenticeship positions require a classroom commitment and are less available but provide better pay, benefits, and employment stability.Describe methods used to support the education and/or employment goal? Attach or reference items such as diagnostic testing, interest inventories, assessment tools that reflect employer visits, occupational exploration, visits to training institutions, etc. TABE battery results were obtained through CJD. Interviews with participant, father and staff from CJD support our preliminary service strategy. Goals beyond GED/basic skills support, pre-employment work maturity efforts and career exploration will be supported by additional assessment. Steps to Education and Employment Goals (optional)Identify specific tasks or assignments that must be completed in order for the participant to achieve his/her goal(s). Include such things as “apply for financial aid, attend orientation, schedule employment interview, meet childcare provider, maintain 2.5 GPA, submit monthly attendance forms; send resume, etc.Task or AssignmentEstimate Completion DateOutcome or CommentsBoyd will complete a CAI and WIA-130 Pre-Employment & Work Maturity forms. He will call me for an appointment and be prepared to discuss the information.No later than Friday, next week, 2/23 FORMTEXT      Shared assignment information with CJD counselor, Bob H. FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       Boyd U. JohnsonDiana M. ParenteauParticipant s SignatureCase Manager s Signature  ATTACHMENTS NEEDED FOR THIS TRAINING PLAN TABE TEST SCORES, and LOG NOTES (a sample of possible log notes included here) 2/9/04 Reviewed file with selection committee – approved for enrollment.dmp 2/16/04 Completed initial training plan. I have spent time with Boyd on three separate occasions over the past 4 weeks. One of our meetings included his father; two meetings included CJD staff specialist, Bob H. To start, we will coordinate basic skill development efforts with CJD by providing Boyd with reading and writing assignments as we establish his work readiness goals. A learning rich work environment will also be required when a work experience site is selected. The supervisor and coworkers must be willing and able to foster basic skills learning and demonstrate to Boyd the connection between school and work. dmp Youth Training Plan, page 3 Skill Attainment GoalsName: Boyd U. JohnsonSSN: 498-86-9999AGES 14-18 ONLY Skill attainment goals are required for ALL in-school youth (ages 14-18) and for any out-of-school youth (ages 14-18) who are in need of such services. One goal minimum; three goals maximum. Note: If a youth is deficient in basic skills at least one of the goals must be a basic skills goal.Basic Skills FORMCHECKBOX  Reading NOTE: entered goal into WIAIS system 2-20-04 FORMCHECKBOX Math (includes math computations or problem solving) FORMCHECKBOX  Language/Writing NOTE: entered goal into WIAIS system 2-20-04Describe how basic skill goal was determined and how proficiency will be measured: Out-of-school youth who lacks HS equivalency credential. As allowed in Region 9’s Skill Attainment Model, proficiency will be measured by successful completion of a practice GED test with a minimum score of 50 or an official GED test with a minimum score of 45. (be sure to review your local requirements) Work Readiness Skills: PRE-EMPLOYMENT Identify topics to be addressed FORMCHECKBOX Resume & Cover Letter FORMCHECKBOX Career Decision Making FORMCHECKBOX Applications FORMCHECKBOX InterviewsDescribe how pre-employment goal was determined and how proficiency will be measured: note: beginning formal process of determining actual needs and subsequent goals 2/01. Work Readiness Skills: WORK MATURITY Identify topics to be addressed FORMCHECKBOX Punctuality FORMCHECKBOX Following Instructions FORMCHECKBOX Appearance FORMCHECKBOX Attendance FORMCHECKBOX Task Completion FORMCHECKBOX Interpersonal Relationships FORMCHECKBOX Showing InitiativeDescribe how work maturity goal was determined and how proficiency will be measured: note: beginning formal process of determining actual needs and subsequent goals 2/01. Occupational Skills FORMCHECKBOX   FORMCHECKBOX Primary Secondary (actual tasks and technical functions required by certain occupations at entry, intermediate, or advanced levels) (familiarity with and use of set-up procedures, safety measures, work related terminology, record-keeping, tools, equipment/materials, break-down and clean-up procedures)Describe how occupational skills goal was determined and how proficiency will be measured:  FORMTEXT       Youth Training Plan #2Name:  FORMTEXT Boyd JohnsonSSN: 498-86-9999Case Manager s assessment of the participant s education and developmental needs. An analysis of the participant s education; especially, reading, math, and language skills, and how these skills relate to current and future employability. Based on interviews, information collected from the 130EY and CJD’s progress report (see attached) it appears Boyd is capable of completing his GED. Helping him connect basic skills to employment opportunities will be a WIA priority. Vocational training is a possibility but it will require add’l assessment.  Case Manager’s assessment of the participant’s occupational skills and developmental needs. An analysis of work experience, vocational training, interests, aptitudes, and pre-employment/work maturity skills. Describe how skills relate to current and future employability; include interests or aptitude for nontraditional employment. Boyd’s father tells us he is interested in auto body work; has helped an uncle with concrete work, carpentry, and dry wall; that he learns quickly and is quite skilled using his hands. Boyd agrees with this statement. Interview information and 130-WH form FORMTEXT  reflect a lack of pre-employment/work maturity skills and occupational skills. Focus will include career exploration to identify/validate an employment goal.  Case Manager’s assessment of the participant’s personal circumstances as they relate to education and employment. An analysis of employment barriers, supportive service needs, and personal factors that may impact the participant’s ability to succeed. See CJD report and 130SS (attached). Supportive services will be provided when specific needs are linked to Boyd’s ability to participate in WIA activities. Close coordination with CJD will be critical. Also, Boyd’s father will be encouraged to participate in all activities/decisions as he appears to be a primary source of support and encouragement. 10 ElementsThe current assessment indicates this participant may derive benefit from participation in the following youth activities:  FORMCHECKBOX  Check all that apply FORMCHECKBOX  Tutoring and Study Skills  FORMCHECKBOX  Occupational Skill Training  FORMCHECKBOX  Alternative Secondary School FORMCHECKBOX  Leadership Development  FORMCHECKBOX  Summer Employment  FORMCHECKBOX  Comprehensive Guidance & Counseling  FORMCHECKBOX  Work Experience  FORMCHECKBOX  Adult Mentoring  FORMCHECKBOX  Follow Up Services (required) FORMCHECKBOX  Supportive Services Notes: Services will be provided or arranged through WIA and CJD.Education GoalEducation Goal: WIA will support current education strategies through CJD and look for transition opportunities when Boyd is released next year. Basic skills will be emphasized during WIA employment activity such as LI or Wk Exp. LONG TERM GOAL: Possible candidate for vocational training Estimated Completion Date: completion of GED over the course of the next 12-18 months; individual tests w/b scheduled every 3-4 months as participant studies. Goals beyond GED must be determined  Employment GoalEmployment Goal: Preliminary information points to bench work or trade occupation such as auto body and construction but additional assessment will be needed to confirm this. Beginning activities will include pre-employment/work maturity, career assessment and labor market exploration. Components may include work experience followed by job shadowing and/or limited internship with an emphasis on basic skills. On-the-job training may also be an option depending on final occupational choice. Estimated Completion Date: unknown at presentDescribe local labor market availability and wage expectation for the employment goal. CIS supports local availability in auto body repair at a wage of $12-$18/hour and Career Info Net provides additional supporting data, see attachments.Describe methods used to support the education and/or employment goal? Attach or reference items such as diagnostic testing, interest inventories, assessment tools that reflect employer visits, occupational exploration, visits to training institutions, etc. Interviews with participant, participant’s father, and staff from CJD coupled with results from CAI, CIS, and 130 questionnaires support our preliminary service strategy. Goals beyond GED/basic skills support, PEWM pursuits and career exploration will be supported by additional assessment. Steps to Education and Employment Goals (optional)Identify specific tasks or assignments that must be completed in order for the participant to achieve his/her goal(s). Include such things as “apply for financial aid, attend orientation, schedule employment interview, meet childcare provider, maintain 2.5 GPA, submit monthly attendance forms; send resume, etc.Task or AssignmentEstimate Completion DateOutcome or CommentsBoyd will complete a CAI and 130Pre-employment/Work Maturity forms. He will call me for an appointment and be prepared to discuss the information.No later than Friday, next week, 2/23Shared assignment information with CJD counselor, Bob H. FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       Boyd U. JohnsonDiana M.ParenteauParticipant s SignatureCase Manager s Signature  ATTACHMENTS NEEDED FOR THIS TRAINING PLAN WIA 130WH (work history) WIA 130EY (education-youth) WIA 130SS (support services) NOTE: a WIA-130P (pre-employment) and results from the WIA-130WM (work maturity) are pending and will help establish pre-employment/work maturity skill levels and subsequent skill attainment goals for this 17 year old, out-of-school youth. COMMUNITY JUVENILE DETENTION (CJD) Report CAREER INFORMATION SYSTEM (CIS) Report to support labor market data CAREER INFO NET printout to support labor market data WIA 130-CASE NOTES (a sample of possible log notes for this file are included below) 2/9/04 Reviewed file with selection committee – approved for enrollment. dmp 2/16/04 Completed preliminary training plan. I have spent time with Boyd on three separate occasions over the past 4 weeks. One of our meetings included his father; two meetings included CJD staff specialist, Bob H. To start, we will coordinate basic skill development efforts with CJD by providing Boyd with reading and writing assignments as we establish his work readiness goals. A learning rich work environment will also be required when a work experience site is selected. The supervisor (and hopefully coworkers) must be willing and able to foster basic skills learning and demonstrate to Boyd the connection between school and work. dmp Youth Training Plan, page 3 Skill Attainment GoalsName: Boyd U. JohnsonSSN: 498-86-9999AGES 14-18 ONLY Skill attainment goals are required for ALL in-school youth (ages 14-18) and for any out-of-school youth (ages 14-18) who are in need of such services. One goal minimum; three goals maximum. 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FORMCHECKBOX Interpersonal Relationships FORMCHECKBOX Showing InitiativeDescribe how work maturity goal was determined and how proficiency will be measured:  Occupational Skills FORMCHECKBOX   FORMCHECKBOX Primary Secondary (actual tasks and technical functions required by certain occupations at entry, intermediate, or advanced levels) (familiarity with and use of set-up procedures, safety measures, work related terminology, record-keeping, tools, equipment/materials, break-down and clean-up procedures)Describe how occupational skills goal was determined and how proficiency will be measured:  FORMTEXT           Assessment TAG (4/05) -  PAGE 1 - PAGE Lhijk}ô711ô$If˝kd…z$$If–lÖ”pţֈ˜ţn = $ć`'€h˙˙˙˙˙˙˙˙˙˙˙˙€n ˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙€Ď˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙€ç ˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙€Â˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙€z ˙˙˙˙˙˙˙˙˙˙˙˙Ö0˙˙˙˙˙˙öČ(öÖ˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙Ö˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙Ö˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙Ö˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙4Ö laö˙  ĆŕŔ!$Ifz{|‘’čéęţ˙ !"#,67¨ŠŚŞ`bvxzîŕŘÔĘÔĸłŕʢŕĘŕʑŕԅ{ÄqĘqÔĘŕĘ`ŕ!jŒ€h"ŠCJOJQJUh"ŠCJOJQJh"ŠCJOJQJh"ŠCJOJQJaJ!jh"ŠCJOJQJU!j~h"ŠCJOJQJU h"Š5h"ŠCJOJQJ^J h"ŠCJh"ŠCJOJQJh"Šh"ŠOJQJjh"ŠCJOJQJU!jż{h"ŠCJOJQJU}‘’čůîD7  ĆŕŔ!¤x$IfŞkd5|$$If–lÖ”pţÖr˜ţn = $`'€h˙˙˙˙˙˙˙˙€n ˙˙˙˙˙˙˙˙˙˙˙˙€Ď˙˙˙˙˙˙˙˙˙˙˙˙€ç ˙˙˙˙˙˙˙˙˙˙˙˙€<˙˙˙˙˙˙˙˙Ö0˙˙˙˙˙˙öČ(öÖ˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙Ö˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙Ö˙˙˙˙˙Ö˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙˙4Ö laö˙  ĆŕŔ!$If$Ifčéęţž˜ $$Ifa$ ĆŕŔ!akdY}$$If–l4Ö”`Ö˜ţ`'Č(Ö0˙˙˙˙˙˙öČ(öÖ˙Ö˙Ö˙Ö˙4Ö laö˙f4ţ˙#,7Š¨‘„„umbU $¤x¤x$Ifa$ $¤x$Ifa$¤x$If ĆŕŔ!¤x¤đ$If $¤x¤x$Ifa$nkdí}$$If–l4Ö”pţÖ˜ţ`'€Č( Ö Ö ˙˙˙Ö0˙˙˙˙˙˙öČ(Ö˙Ö˙Ö˙Ö˙4Ö laö˙f4pÖ ˙˙˙¨Şˆzm  ĆŕŔ!¤x$If„kd‰$$If–l4Ö”uÖF˜ţŚ˙‘`'€˙˙˙˙˙˙˙˙€ë˙˙˙˙˙˙˙˙˙˙˙˙€Ď#˙˙˙˙˙˙˙˙Ö0˙˙˙˙˙˙öČ(Ö ˙˙˙˙˙˙˙˙˙˙˙˙Ö ˙˙˙˙˙˙˙˙˙Ö ˙˙˙Ö ˙˙˙˙˙˙˙˙˙4Ö laö˙f4z„†ˆŠŒŽ’”˜šž ¤ĚÔÖâäćčěđňţ  FGěŢÔĎËÿÿÿÿşľŤľŤ Ťľœ’Œ’Š’Œœ’Œ’t’Œœ’Œ’t’Œœżh qz0JmHnHuhň>ű0JmHnHuU hň>ű0Jjhň>ű0JUhň>űh qzhmHnHujhň>űUh hň>űh h qzhhŹq jhŹq Uh"Š h"Š5h"ŠCJOJQJjh"ŠCJOJQJU&jh"ŠCJOJQJUmHnHu-ˆŠŒ’–˜œž˘¤îđ žžžžžžžžžœž“ž“„h]„h„ř˙„&`#$^kd$$If–l4Ö”ÂÖ˜ţ`'Č(Ö0˙˙˙˙˙˙öČ(Ö˙Ö˙Ö˙Ö˙4Ö 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