COU-630 5-2 Career Assessment Report Draft One

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Southern New Hampshire University *

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630

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Psychology

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Jun 18, 2024

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1 5-2 Career Assessment Report: Draft One Department of Psychology and Counseling, SNHU COU-630-Q1287 Career Counseling 22TW1 September 18 th, 2022

2 Introduction Purpose This assessment aims to assist my client in introspectively looking at her current career path within the field of Clinical Mental Health Counseling, identifying her goals, and offering other potential career paths to best support the client's career goals and aspirations. Client The client, AC, is a 36-year-old heterosexual, cisgender female that utilizes she/her pronouns with no disabilities, has been married for 17 years, and has two children. She is a United States citizen of Euro-American descent. AC was raised a Catholic but preferred to be called a non-denominational Christian. AC was raised in a middle-class household and is currently middle-class and currently resides in NW GA. AC is a Southern New Hampshire University graduate student in the Clinical Mental Health program. She also holds a BA in psychology. AC began her career as a certified nursing assistant (CNA) in senior care, hospice, and private duty. Before moving to GA, AC lived in California (San Diego) and worked in an IMD (Institute for Mental Disease). She was also a Psycho-Social Rehabilitative Counselor within a locked unit for long-term psycho-social rehabilitation for those who meet disability criteria and cannot reside in the community due to their mental health symptoms. AC has also worked as a Behavioral Health Counselor in a prison system, helping offenders manage and identify the behavioral causes that lead to their incarceration and any ongoing behavioral issues. She is currently an ADRC Counselor (Aging and disability resource counselor).

3 Career Counseling Theory The theory used with the client was the learning theory of career counseling that supports clients to build a life for themselves rather than matching them with specific career paths. According to this theory, life events influence career choices. The approach looks at four factors that influence career development. It leverages an individual's unique abilities or inherited qualities that may limit or advance the client's career development. Secondly, the theory considers the environmental factors that influence career development beyond the client's control. It also identifies instrumental learning experiences that are relevant to career development, and lastly, it identifies the sets of skills that can affect career development. This approach was the best fit for my client because she has a track history of experience in her chosen career path. Understanding how the above factors can advance her career development will significantly assist the client. The conversation with my client was engaging as no topic was taboo, making this approach suitable as it grants both the client and counselor the ability to comfortably share details about themselves, creating an environment of trust and openness. One unique aspect of the theory is that there is an overlap between individual therapy and career therapy as it will address issues like burnout, change, relationships, obstacles to career development, and much more . Personal Identity I identify with this theory because it does suit my style of communication. Clients often come for counseling and present the challenges they can articulate. However, open conversations

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4 and dialogue with the client expose other related issues or areas of focus. This theory helps the therapist to help the client to respond to conditions or events in a positive manner. Assessment Review Assessments help clients understand or learn more about careers that might suit them based on their abilities and personal attributes while also considering the potential impact on career success. These are tests that ask several questions about preferences which act as a guide to potential careers suitable for the client. The O*Net Interest profiler consists of 60 questions for approximately 20 minutes. This test helps individuals to discover the type of work activities and occupations they may like and find exciting. The tests identify the broad interest areas most relevant to individuals, which they can use to explore the world. The 16-personality test helps the client discover her strengths and understand how people differ. The test allows people to explore and understand their personalities, including their likes, dislikes, strengths, weaknesses, possible career preferences, and compatibility with others. Assessment - Appropriateness The "16 personalities" test and the "Onet interest profiler" test were both used for my client and were appropriate. These assessments were self-administered and easily accessible, with little or no opportunity for score tempering. Based on the client's history, the O*Net interest profiler was appropriate because of the broad counseling field. Understanding the client's interests will guide them towards achieving their business and personal goals. Validity and Reliability

5 Both assessments were essential in determining the client's career, personal trajectory, and aspirations. However, there are some concerns with the 16-personalities assessment. There is no claim or assurance of the validity of the test. Still, it is reliable due to its accessibility and openness in displaying the opinions and the data accrued. There are no concerns O*Net interest profiler as it is constantly updated and regulated by the U.S Department of Labor. Multicultural Implications When administering or interpreting the results of an assessment, it is essential to recognize the different identities of our clients and consider them, thereby avoiding bias in interpretation. Every client is unique, and it will be unethical to ignore the difference between the identity of the client and the therapist. My client was different from myself in almost all aspects though similar in some. I am a black African, and my client is a white American. We have different cultures and upbringings. While we also are the same in spirituality, career choice, sexual identity, and middle-class individuals. One way to incorporate cultural differences is by letting the client interrupt the session should there be any misinterpretations. Assessment Administration Considerations There were no significant concerns with the assessment administration apart from the risk that someone else might take the assessment rather than the client. However, considering the educational level, maturity, and trustworthiness created in the client-therapist relationship, there were no concerns related to interruptions or distractions.

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