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PERSONAL PROFILE FORMATS
Person-Centered Career Planning
Anyone conducting a job search should do some type of planning, to ensure that the objectives and goals for the job search are clear, that the steps in the process have the best chance of resulting in a successful job search, and to avoid wasting time, going off in arbitrary directions. Job seekers vary significantly in the amount of planning that needs to be done, before undertaking an active job search. Some job seekers have a fairly clear idea of what type of job they are looking for, based on the individuals past experience, education, skills and personal preferences. Others need to spend substantial amount of time doing some upfront planning, determining what direction makes the most sense, and possibly doing some significant soul searching, before moving ahead in the job search process. Job seekers with disabilities are no different.
Like other individuals, some people with disabilities (but not all) need to undertake a substantial and deliberate planning process, before actively seeking a job. The reality for many people with disabilities, is that they have had limited work and life experience on which to base job search decisions, and also have limited expectations for themselves. Some people with disabilities have also had limited experience in making decisions for themselves, and are used to deferring to others. Some job seekers therefore may not be sure of what type of job to pursue, may have abstract ideas about the type of job they may enjoy based on limited information, or may only be interested in a field of work because others have told them thats what they would be good at.
A good planning process for people with disabilities (and anyone else) must be empowering to the individual, and promote self-reflection, personal insight, creativity and a wide range of possibilities. A useful approach is "person-centered" planning, which develops individual solutions through collaboration, creative thought, and group problem solving. This planning process is not a whole lot different than that used by many other job seekers. Some key elements are:
initial focus on helping a person identify needs, interests, choices, desires, and dreams
identify employment options that fit well with the job seekers personal vision
the professionals role is to guide and support the individual, not to be an expert who makes decisions on the persons behalf
family, friends and community resources help generate career directions, employment contacts, and supports
consideration of relevant multicultural issues.
The Purpose of this Packet
This packet consists of a series of idea generation and information-gathering tools that can be used in conjunction with a person-centered career planning process. These tools are based in part on various person-centered planning approaches and methods that have been developed by a wide range of experts. The resources on person-centered planning on page 4 are the basis for the development of many of these tools, and in particular the underlying philosophy and context within which they were developed.
The goal in putting this packet together was to provide a wide range of information gathering formats and tools that can be adapted to the specific needs of the individual. Taken as a whole, these tools can help ensure a comprehensive look at a persons life, which can then be used as the basis for a job search. Such a comprehensive approach can be particularly helpful for those individuals whose job goals are unclear, or who require a particularly creative approach to the job search process. In some cases the tools are somewhat redundant. That is intentionally so, in part to act as confirmation for other information gathered, and to also provide various mechanisms for gathering similar information. For some individuals, some of the tools may be more useful and appropriate than others, and service providers may want to use the individuals discretion regarding which tools they use with particular individuals. There may be cases where just a couple of these tools are sufficient for idea generation and information-gathering.
How to Use These Tools
These tools can be used as templates for flipchart paper as part of a group person-centered planning meeting consisting of the job seeker and individuals from the individuals personal network they invite to be part of the process. The tools can also be used as part of a more individual information gathering and idea generation process with the individual and possibly family members and other people important in the individuals lives. The final tool in the packet, Positive Personal Profile, developed by TransCen, Inc., can serve as a highly effective one-page summary of the information generated.
Considerations in Using These Tools
These are not just forms to be filled out: These tools are intended to guide an idea generation and information gathering process that occurs through dialogue with an individual and their network. To be used effectively, a person should not simply be asked the questions, with the forms then filled out, nor should the job seeker fill out the forms on the individuals own. Instead these tools should be used to guide a conversation and dialogue, within which this information is gathered. Since one of the fundamental goals of using these tools is to identify what is most important to the person, as information is gathered, part of the conversation should include gaining an understanding of why certain things are more important to the individual than others in an effort to identify consistent themes and core principles within which the job search should be conducted. An additional intent is to identify members of the individuals personal network who can assist with the job search process and employment support.
Should be utilized within context of person-centered approach: These tools are all designed around the concept of a person-centered approach. The responses recorded should all be based on information provided by the individual in an atmosphere of unconditional positive regard, empathic understanding, and congruence. This information can be supplemented by family members, caregivers and others, but always with the preferences of the individual as the underlying basis. These tools should not be used to record professional judgments or evaluations, or to reflect the opinions of family members or caregivers in terms of what they see as best for the job seeker.
Brainstorming is a core strategy: In using these tools, be sure to abide by the basics of brainstorming: a) Generate as many ideas as possible; b) Involve as many people as possible; c) There is no wrong answer - all ideas are good ideas. d) Avoid Yes, buts and Be realistic.
Skills and knowledge in person-centered planning is essential: Using these tools effectively requires a strong understanding and belief in person-centered planning. Professionals using the attached tools are strongly urged to consult one or more of the resources listed on the next page to increase their knowledge of person-centered planning and/or pursue training and other staff development activities on person-centered planning.
Resources on Person-Centered Planning
Whole Life Planning: A Guide for Organizers and Facilitators by John Butterworth, David Hagner, Bonnie Heikkinen, Sherill Faris, Shirley DeMello, Kirsten McDonough (1993)
Published by the Institute for Community Inclusion
Childrens Hospital, University of Massachusetts Boston, Boston, MA
Voice: (617) 287-4300
TTY: (617-287-4350
E-mail: ici@umb.edu
Web site: www.communityinclusion.org
Manual and video available from Training Resource Network, Inc. - http://trninc.com/products/morelikedance.html
Listen to Me!, Allen Shea & Associates in collaboration with Michael Smull, Steve Sweet, Claudia Bolton and Pam Lopez Greene
Available from: USARC/PACE
419 Mason, Suite 105
Vacaville, CA 95688
Voice: (707) 448-2283
Web site: www.allenshea.com/listentome.html
Its Never Too Early, Its Never Too Late: A Booklet About Personal Futures Planning, by Beth Mount and Kay Zwernik (1988).
Its My Choice: Individual Plans- Individual Employment Plan
Published by the Minnesota Governors Council on Developmental Disabilities
370 Centennial Office Building
658 Cedar Street
St. Paul, Minnesota 55155
Voice: (651) 296-4018
E-mail: admin.dd@state.mn.us;
Web site: www.mncdd.org/extra/publications.htm
Planning Possible Positive Futures: Planning Alternative Tomorrows with Hope; by Jack Pearpoint, John O'Brien, Marsha Forest.
Person-Centered Planning with MAPS and PATH, by John OBrien & Jack Pearpoint
Available from Inclusion Press International
24 Thome Crescent
Toronto, ON., Canada M6H 2S5
Voice: (416) 658-5363
Fax: (416) 658-5067
E-mail: includer@idirect.com
Web site: www.inclusion.com
The Learning Community for Person Centered Practices www.elpnet.net
Additional ICI Publications on Person-Centered Planning
Self-Determination: A Fundamental Ingredient of Employment Support
Tools for Inclusion - Issue #22
By: Lora Brugnaro, & HYPERLINK "http://www.communityinclusion.org/staff.php?staff_id=42"Jaimie Ciulla Timmons
Starting with Me: A Guide to Person-Centered Planning for Job Seekers
Tools for Inclusion - Vol. 10, No. 1
By: HYPERLINK "http://www.communityinclusion.org/staff.php?staff_id=22"Melanie Jordan, & HYPERLINK "http://www.communityinclusion.org/staff.php?staff_id=58"Lara Enein-Donovan
Available at: www.communityinclusion.org
Work and Life: Likes, Dislikes, Preferences
Our life experiences teach and tell us a lot about what we like, dislike, and prefer. This section is designed to gather information from an individual regarding past experiences, and how the job seeker spends their time currently. The job seeker should be the primary source for this information, supplemented as necessary by other individuals in their lives.
Job Seekers Name: _______________________________________
Work History (Paid & Volunteer)
PLACEDUTIESLIKESDISLIKES
School History
School(s):
Likes
Dislikes:
Favorite Classes/Favorite Teachers:
Activities at school (clubs, sports, extra-curricular)
Friends from school still in touch with
At Home and In the Community
Chores and responsibilities at home:
Likes:
Dislikes:
What do you like to do with your free time at home?
What do you like to do for fun at home and in the community?
Interests/Hobbies:
Who do you like to spend time with?
What places do you like to visit in the community?
Who are the most important people in the individuals life?
SUCCESS AND DREAMS
Where are you happiest?
What makes you really happy?
Where do you feel youve been most successful?
Where have you been less successful?
What kind of environments do you enjoy/fit in? (Examples: noisy, quiet, crowded, not crowded, indoors, outdoors, etc.)
Are there specific types of people you are most comfortable with or fit in well with? (Examples: social, quiet, outgoing, etc.)
What are your dreams for the future?
What do you really want in your life that you dont currently have?
If you could do anything or be anything what would that be?
Important To? Important For?
This portion of the planning process is intended to help distinguish what is important to a person versus what is important for a person. The purpose is to help a person get more of what is important to them without ignoring what is important for them. This information can then be used as part of critical decision making in the employment planning process.
Whats important to you?
[Include all the things that are important to the person in the individuals daily life and how they live the individuals life.]Whats important for you?
[Include only: a) those things that need to be kept in mind regarding issues of health or safety; b) what others see as important to help the person be a valued member of the individuals community]
Tool based on materials from Michael Smull, Support Development Associates Whats Working? Whats Not Working?
This tool is intended to help identify areas of an individuals life they are happy or satisfied with and areas they would like to change. This can be helpful in determining how a job can positively impact a persons life, as well as issues for consideration as part of the job search. (Tool based on materials from Michael Smull, Support Development Associates)
Whats working? What makes sense? What needs to be maintained?Whats not working? What doesnt make sense? What needs to change?
JOB PROFILE
Through this tool a picture begins to emerge of what a potential job would look, based on the individuals interests, preferences, dreams and strengths. The information recorded should be based in part on information previously generated. The first column focuses on the positive aspects of the individuals personality (i.e., soft skills), while the second column includes work-related skills. The third column is intended to gather information about what motivates the individual to want to work (examples may include money, friendship, personal fulfillment, etc.). The last column lists the criteria for a perfect job. Remember, this last column is about a persons dreams. Dont worry whether its realistic, practical and avoid Yes, buts.. Efforts should be made to include as many items as possible under each of these categories.
Job Seekers Gifts & Personal QualitiesSkills They Bring to a JobWhat Is Most Important to Them About a Job?What Would a Dream Job Look Like?
WORK ENVIRONMENT WHATS IMPORTANT
This part of the planning process looks at work environment preferences. There is a wide range of things that could be listed here, and should be based at least in part on the information already gathered. These could include (but should not be limited to): location (indoor/outdoors, near home, transportation, etc.), work hours (days/nights/weekends/holidays), level of supervision, dress/uniform requirements, formality/informality, level of supervision, number and types of co-workers (e.g., peers, various ages, etc.), quiet vs. noisy, level of interaction with co-workers/supervisors, level of interaction with general public, physical labor requirements, cleanliness of work environment, etc.
What works for them at a job? What are the qualities of a job and environment that should be present?What does not work for them at a job? What are the qualities of a job and work environment that should be avoided?
Possible Work Places and Jobs
Review all the information generated, and brainstorm a list of possible jobs and workplaces to further explore. (Avoid the tendency to jump to specific jobs and avoid Yes, buts or That wouldnt work. Remember were exploring and expanding boundaries.) Include as many ideas as possible. However, be sure to base all ideas on the criteria listed on the Job Profile and Work Environment Whats Important sheets. If a job or work place does not meet these criteria, it should not be included.
ACTION PLAN
Now its time to develop a plan and translate the ideas generated into action steps. Use of the30-Day Placement Plan approach from ICI (available at www.communityinclusion.org) is recommended for putting together an action plan that is revisited on a regular basis.
Questions to consider:
Do we know enough to move ahead with a job search? Are there specific types of workplaces and jobs that can be explored, based on the information generated?
Are there things we can do to generate more information (e.g., situational assessment, volunteer work, job tours, informational interviews, etc.)?
Who does the individual know and whom does the staff/program know who can help us?
What kind of network connections are available to businesses to help us learn more about possible jobs?
Action StepWhos responsibleDeadline for Completion
Positive Personal Profile
(Used to summarize information generated)
Name: Dreams and Goals
Interests Talents,Skills and Knowledge
Learning StylesValues
Positive Personality TraitsEnvironmental Preferences
DislikesWork Experiences
Support SystemSpecific Challenges
Solutions and AccommodationsCareer Ideas and Possibilities to Explore:
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Institute for Community Inclusion, UMass Boston www.communityinclusion.org
PAGE 14
Institute for Community Inclusion, UMass Boston
PAGE 16
Developed by TransCen, Inc.
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Staff perspective
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