Career development interventions 5th by spence niles and bowlsbey chapter 09

Career Development Interventions
5th Edition
Spence G. Niles and JoAnn E. Harris-Bowlsbey

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Chapter 9
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 7
• 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 do 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