Determine what assessments should be used and maintain records.
Prepare the customer for assessment and interpret results with the customer.
Decide for the customer what career goals s/he should pursue, based on assessment results.
Make sure they know that assessment results are final and will determine what jobs we let them pursue.
Provide the name of the test and how long it will take.
Explain how the results will be used and when they will be available.
Don't provide any information before-hand, it will only make them nervous.
Provide customers with realistic view of opportunities in the community
Assist customer to explore “career pathways” and types of training involved
Decide for the customer which jobs s/he should pursue based on labor market trends
Emphasize that a “good match”, based on the assessment and LMI, is the foundation for long-term job success
Make it work.
Make the match.
Work it out.
Know the goal.
Customers should create generic goals that give them plenty of latitude.
Goals should be realistic.
As long as the career specialist approves the goal, it is not relevant whether the customer believes in the goal.
Goals should include specific objectives, inlcuding numbers and dates when possible.
Career specialists should encourage customers to use "I will" statements in order to take ownership of goals.
Wait until the customer gets a job to talk about retention.
The Employment Plan does not need to focus on retention; it should focus only on getting a job.
The Employment Planning process is an opportunity to discuss retention issues and begin taking action steps to support retention.