How has validation of employability skills enhanced CMS?
1 like984 views
The document summarizes a validation project in Iceland that assessed unemployed individuals' and those in rehabilitation employability skills. A stakeholder group helped develop criteria and methodology based on the Icelandic and Canadian validation models. Participants documented work experience and competencies through a portfolio process. They then self-assessed against employability skill standards in areas like adaptability, communication, and teamwork. Assessors interviewed participants, verifying skills. Results provided empowerment, career guidance, and recognized skills for job applications or further education. The project aimed to highlight individuals' strengths and skills desired by the labor market.
How has validation of employability skills enhanced CMS?
- 1. A case from Iceland: How has validation of employability skills enhanced CMS among unemployed and individuals in rehabilitation? Conference on CMS in Malmö, November 2017 Jónína Magnúsdóttir, Career cousellor at MSS Lifelong Learning center Fjóla María Lárusdóttir, Project manager at the Education and Training Service Centre
- 2. Blueprint for life/work design- competencies by area and levels (National Life/Work Centre, Canada)
- 3. Why focusing on employability skills? IPA funded project 2012-2014 – further development of the national validation system Based on the Icelandic VPL model – with inspiration from Canadian tools • Shed a light on skills which the labour market puts focus on (also on the EU agenda) – A stakeholder group (social partners) took part in shaping the criteria and the methodology used • To highlight the strengths of each individual – Participants have the opportunity to identify ways to strengthen their skills – Enhance skills that may need to be promoted – Be better prepared for the labor market (what is expected from me) • Ownership of the validation results is in the hands of the individual • The individual decides whether and how to use the results, f.ex: – For empowerment – As a status review on their position regarding employability skills (transperency) – When applying for a job, as a part of a competence overview (CV) - (validation) – Make decision linked to furhter competence development (education/work)
- 4. Employability- and Basic skills Employability skills • Adaptability • Resource Management • Critical Judgement • Continous learning • Information Gathering and Processing • Work Ethics and Values • Valuing Cultural Diversity • Concern for Safety • Interactive communication • Teamwork • Planning and Organizing Employability The skills attitudes, and behaviour you need to enter, stay in, and progress in the world of work and in daily and personal activities. Basic Skills • Reading • Writing • Numeracy • Information technology
- 5. Employability - ETSC Adaptability, Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups. Information Gathering and Processing, Locating and collecting data from appropriate sources and analyzing it to prepare meaningful and concise reports that summarize the information. Interactive Communication, Listening to others and communicating articulately, fostering open communication. (Persons with hearing impairments may lip read or use sign language.) Work Ethics and Values, Demonstrating and supporting the organization’s ethics and values. Planning and Organizing, Developing, implementing, evaluating and adjusting plans to reach goals, while ensuring the optimal use of resources. Resource Management, Manages resources (financial, human, physical and information resources) to achieve planned goals. Concern for Safety, Identifying hazardous or potentially hazardous situations and taking appropriate action to maintain a safe environment for self and others. Teamwork, Working collaboratively with others to achieve organizational goals. Continuous Learning, Identifying and addressing learning and developmental needs to enhance own performance. Valuing Cultural Diversity, Building on one’s own cultural values and knowledge to work effectively with individuals of diverse backgrounds in a variety of work contexts. Critical Judgment, Evaluating ideas and information while referring to objective criteria to reach rational conclusions.
- 6. Adaptability -an example of an employability skill Level 1 Level 2 Level 3 Level 4 Level 5 Recognizes the need to adapt Adapts to the situation Adapts to widely varied needs Adapts plans and goals Adapts organizational strategies Expresses willingness to do things differently. Understands and recognizes the value of other points of view and ways of doing things. Displays a positive attitude in the face of ambiguity and change. Changes own behaviour or approach to suit the situation. Flexibly applies rules or procedures, while remaining guided by the organization’s values. Adapts behaviour to perform effectively under changing or unclear conditions. Adapts to new ideas and initiatives across a wide variety of issues or situations. Supports and adapts to major changes that challenge traditional ways of operating. Adapts interpersonal style to highly diverse individuals and groups in a range of situations. Anticipates change and adapts own plans and priorities accordingly. Adapts organizational or project plans to meet new demands and priorities. Revises project goals when circumstances demand it. Recognizes and responds quickly to shifting opportunities and risks. Adjusts broad/macro organizational strategies, directions, priorities, structures and processes to changing needs in the environment. Adapts behaviour to perform effectively amidst continuous change, ambiguity and, at times, apparent chaos. Shifts readily between dealing with macro-strategic issues and critical details. Anticipates and capitalizes on emerging opportunities and risks.
- 7. Validation Process overview – national validation model from the ETSC Counselling and feedback Preparation Stakeholders Financing Standards Steering Target group Criteria for participation Follow up after VPL Counselling Project management Information Portfolio- work Self assessment Assessment interview Verification / Confirmation Recognition Meets standards Needs further verification Does not meet standards Education / work
- 8. Information and recruitment – outreach to participants • Cooperation with the Employment office and VIRK (vocational rehabilitation office) • Criteria for participation – 23 years old, little formal education, at least 3-5 five years work experience • Virk and the employment office offered their clients this program – acceptance was optional – consellor interviewed individuals in beforehand
- 9. Portfolio work and self assessement Four groupmeetings 1. Introduction of the project - Portfolio/documentation 2. Documentation – work sheet -preparation for the competence standards/self-assessment 3. Self-assessment – standards introduced one by one 4. Self-assessment – final list -usesd by assesors in the assessment interview Self-assessment interview (individually with the counsellor) Follow-up interview -1-2, or as needed - results reviewed and next steps
- 10. Documentation • It is most important that the individual looks back on his/her life and documents competence that he/she has acquired through work, education and spare time. • The individual gathers appropriate documents, for example recommendations from employers, job descriptions, diplomas, certificates, samples and projects. It is important that there is always good access to a counsellor who can guide and support through the whole process.
- 11. Portfolio – Form used in different context • Validation of non-formal and informal learning • The individual receives guidance to identify his/her competence • Career development, having an overview of competences • Good foundation for variable CVs • A part of empowerment for individuals with little formal education • A subject in various courses in adult learning centers
- 12. Work experience – tool used before documentation! Work experience • Pick a single „best“ job experience you have done and answer the following questions • What did you succeed in this particual job? • What kind of transferable skills did you use and what were your obligations? • What was the most fun to do or learn? What was the most boring? • What personal skills helped you succeed in this job? • What was most important regarding this particular job experince? • Who were your co-workers? Could they be useful for you today? • Something else you want to adress about this experince? Share your experience with a partner – mabey you will discover something new ☺ Norman E. Amundson and Gray Poehnell
- 13. Work sheet – before self assessments lists Adaptability More detail about what this skills look like You can demonstrate examples of these skills f.eks in work, home, school or community Level 1a – adjust changes with help I.... write notes *accepts advise or help to adjust new situations *assimilates work procedure organised by others *accept changes *acknowledge changes and accpets help in dealing with them * f.ex. changes in working hours or use of new methods, new techniques, equipment... *f.ex tackling new tasks or projects
- 14. Assessment interview • Assessors read the participant‘s list and documentation – have also attended some of the group meetings (needed) • 2 assessors: – One with experience of being a supervisor and knows the labor market and standards – One who is an expert in soft skills like communication and cooperation (often a counsellor in our case). We´ve had a social worker and a career counsellor • They need to ask open ended questions and use active listening and naturally know the standards used very well.
- 15. Case study – preparation for the assessment interview! Training of a new employee (level 2-3) Your superior has asked you to welcome a new employee, be of help to him the first days, or until he can work on his own. • What do you have to bear in mind? • What do you teach the new employee? • What do you need to show the new employee? • What do you need to tell the new employee? • Ø Make a list of the most important things for each question. • Ø Explain each item, why is it important? • Ø How long does it take for the new employee to be fully on his own, solve projects and problems that might come up? • Bear in mind the employability skills in your answers. • We ask participants to relate to their work experience – their experience can naturally be in different fields, trade and service, fisheries, cleaning, office etc. Amundson E. Norman and Poehnell Gray
- 16. Results for participant • Spiderweb – image of the results • Written results - summary • Diploma
- 17. Results 0 1 2 3 4 Aðlögunarhæfni Ábyrg nýting Mat og úrlausnir Starfsþróun og færniefling Söfnun og úrvinnsla upplýsinga Vinnusiðferði og gildi Jafnréttisvitund ÖryggisvitundÁrangursrík samskipti Samvinna Skipulag og áætlanir Lestur/læsi Ritun Talnaskilningur Upplýsingatækni 3 2 1b
- 18. More results 0 1 2 3 4 Aðlögunarhæfni Ábyrg nýting Mat og úrlausnir Starfsþróun og færniefling Söfnun og úrvinnsla upplýsinga Vinnusiðferði og gildi Jafnréttisvitund ÖryggisvitundÁrangursrík samskipti Samvinna Skipulag og áætlanir Lestur/læsi Ritun Talnaskilningur Upplýsingatækni 3 2 1b
- 19. And more 0 1 2 3 4 Aðlögunarhæfni Ábyrg nýting Mat og úrlausnir Starfsþróun og færniefling Söfnun og úrvinnsla upplýsinga Vinnusiðferði og gildi Jafnréttisvitund ÖryggisvitundÁrangursrík samskipti Samvinna Skipulag og áætlanir Lestur/læsi Ritun Talnaskilningur Upplýsingatækni 3 2 1b
- 20. Finally 0 1 2 3 4 Aðlögunarhæfni Ábyrg nýting Mat og úrlausnir Starfsþróun og færniefling Söfnun og úrvinnsla upplýsinga Vinnusiðferði og gildi Jafnréttisvitund ÖryggisvitundÁrangursrík samskipti Samvinna Skipulag og áætlanir Lestur/læsi Ritun Talnaskilningur Upplýsingatækni 3 2 1b
- 21. Written results • Summary of results • B has a good and successful job experience. She has a good adjustment- and communication skills, can both work independently and in groups. She has also organised work for a group of people. She‘s ready for continious learning. Sense for safety is her strenght and she‘s very aware of the levels of cultural diversity and human justice. • She‘s not afraid of taking challenges and go the extra mile to succeed both personally and in work. Quick in assimilating new work actions, is organised and very conscientious. • B has a specially positive apperance, powerful young woman and a good worker. To reach her goals on the jobmarket she likes to go back to school in the fields of health and marketing. She has good basic skills and sees opportunities in the jobmarket by seeking out learning opportunities.
- 23. Follow -interview • Show results – focus on the strenghts • Next steps – Educational information – Interest tests, counselling in communication skills – Goal setting – action planning – Guidance regarding getting a new job • Assistance with CV development and job applications – Reference into another system • Job-seekers into the rehabilitation system
- 24. Results of the group 2016 at MSS • 29 individuals went through the program in group of 6 people each time. • 6 months later? Job - 13 Education - 5 Inactive/on welfare – 4 Rehabilitation program – 5 (they were jobseekers when starting the program) Other – 2 ( didn‘t reach them)
- 25. Quotes • Female – 35 years old– jobseeker Now a part time worker as an assistant at a hairfactory. – I was very surprised how it helped me focusing on my strenghts relating to my experience trough my life. This program helped me see my status on the job market. This work has showed me how to build on my strenghts and seek new opportunities and that I can do what I like to if I put an effort to it. I gained more self-confidence during this work and I don‘t hesitate to send an application for a job suitable for my situations in life.
- 26. Quotes • Male – 30 years old – jobseeker Now a head chef in a canteen for the staff at the airport - It was a very positive process and I would recommend to everyone to take part in a program like this when unemployed. I learned more about my self, my strenghts and how to improve on the jobmarket. After the program I was more willing to seek for a job with more responsibility. I think I was a lucky man to be invited to this program with these great counsellors and those in charge.
- 27. Counsellors view • Self-empowerment • Belief in one-self
- 28. Blueprint for life/work design- competencies by area and levels (National Life/Work Centre, Canada)