INTRODUCTION
The
decision to get a job or plan a career is closely linked to
someone’s belief that doing so is both possible and would
be a positive change. It is also related to their knowledge
of themselves in the role of worker and their knowledge of
the world of work.
Supporting
someone to choose work often includes helping them to improve
their confidence in their capabilities, address their concerns
about the impact of such a decision, and increase their understanding
of themselves and the world of work.
This
manual will explore how to assess someone’s readiness
to pursue employment and if necessary develop readiness. It
includes a readiness assessment tool and activities that can
be used in readiness development.*
The
assessment of readiness is not meant to determine whether
or not someone can work. People have been denied opportunities
to work because they were determined to be not ready. However,
this is incorrect. There is ample evidence that anyone who
wants to work can work given adequate supports. The assessment
of readiness is meant to help to determine what information,
experiences, resources or supports someone may need in order
to choose work.
Assessing
readiness is important because it identifies the area(s) where
the person needs more information or experience in order to
achieve successful employment. When the area(s) has been identified
the service, activities and experiences offered to the person
should be those that increase the specific area of concern.
This is called Readiness Development.
*Adapted
from Assessing & Developing Readiness (Cohen &
Mynks, 1993).
ASSESSING
READINESS
The
term "Readiness" refers to someone’s interest
in and personal commitment to change; in this case becoming
employed. It is measured by looking at four important readiness
factors: 1) Felt Need 2) Commitment 3) Self Knowledge and
4) External Knowledge. The assessment of readiness is
not meant to determine whether or not someone can work. It
is meant to help to determine what information, experiences,
resources or supports someone may need in order to choose
work.
Felt
Need is one’s level of dissatisfaction with the current
circumstances. In this case felt need would be a measure of
someone’s level of dissatisfaction with being unemployed.
Obviously, in order to work toward change in one’s circumstances
one has to feel some dissatisfaction with current circumstances.
Expressed dissatisfaction however is closely linked to one’s
belief in the possibility of change. Because of this, felt
need changes as the other factors increase.
Commitment
is a measure of one’s belief that change is possible
and that the change in question would be a positive one. In
this case commitment would refer to someone’s belief
that they can work and that working would be beneficial. Someone
who has not worked or not worked in a long time may have a
low belief in his or her ability to work. Often people receiving
social security or other benefits are not sure working would
be a positive thing if it jeopardizes their benefits. There
are many other reasons that someone’s commitment may
be low as well.
Self
Knowledge refers to someone’s knowledge about himself
or herself in the anticipated role. In this case, it refers
to what someone knows about himself or herself in the role
of worker. Some important things to know about oneself are
work preferences, interests, likes and dislikes, skills, resources
and support needs. Someone with limited experience in the
role of worker often does not have this self-knowledge.
External
Knowledge refers to what someone knows about the environment
they want to move into. In this case it refers to what someone
knows about the world of work; what it offers, what it expects.
Someone with limited experience in the world of work often
does not have this external knowledge.
Assessing
readiness is important because it identifies the area(s) where
the person needs more information or experience in order to
achieve successful employment. When the area(s) has been identified
the service, activities and experiences offered to the person
should be those that increase the specific area of concern.
This is called Readiness Development.
Activity: Readiness
Assessment.
DEVELOPING
READINESS
Whether
someone has an extensive work history, a limited work history,
or no work history, they have had life experiences that have
fostered the development of skills, interests, and preferences.
This information is useful in choosing work, obtaining a job
and maintaining successful employment. For many people, however,
past experiences are not enough for long term career planning.
In this case, current real work experiences provide better
information.
The
following are lists of activities and experiences that can
be used to support someone to choose work.
How
can I support consumers in believing that work is possible?
