COU-630 9-2 Final Project I Submission Career Assessment Report

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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 9-2 Final Project I Submission: Career Assessment Report 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 pathways to best support the client's career goals and aspirations. Client i. Age: 36 ii. Disability: None iii. Religion: Raised a Catholic but prefers to be called a non-denominational Christian, but leaning more spiritual than anything else as she struggles with some current cultures within the Christian world at the moment iv. Social class: Middle-Class v. Sexual orientation: Heterosexual Female vi. Indigenous background: Euro-American vii. National origin: United States viii. Gender identity: Cis-gender female ix. Demographic information: Married (17 years), 2 children (4 and 5yo, both girls), reside in NW GA (rural area, small town area). x. Past/Current occupation: 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

3 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). xi. Education : B.A. in psychology and currently an M.A. student in Clinical Mental Health Counseling Career Counseling Theory The theory used with the client was the learning theory of career counseling which supports clients in building 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.

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4 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 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 The 16 Personalities and the O*net interest profiler would be used to access the client. These assessments will 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. O*Net Interest Profiler The O*Net Interest profiler 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. Appropriateness This test is appropriate for the client because it is easily accessible and for the broad nature of the counseling field. Understanding the client's interests will guide them toward achieving their career and personal goals. It might also shed light on the various areas/populations the client might want to focus on as she advances in the counseling profession. Validity and Reliability According to onetcenter.org (n.d.), the Mini Interest Profiler is a 30-item measure designed to use on mobile platforms. For it to be reliable, the coefficient alphas ranged from .70

5 to .75. The five-item per scale Mini-IP yields coefficient alpha that ranges from .74 to .81, indicating that the Mini-IP version as used by the client has a level of internal consistency. Because of its rich and extensive research and accessibility, the broad variety of occupations as well as its complexity levels makes the test also valid. The O*Net interest profiler is always constantly updated and regulated by the U.S Department of Labor. There is also a correlation between the original test results and a retake . 16 Personalities The 16-personality test helps clients discover their 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. Appropriateness This test is appropriate because it can be self-administered and easily accessible by the client, free, and takes only ab with little or no opportunity for score tempering. It provides insight into our potential actions as well as the actions of others. It helps clients remain open-minded with other people. Validity and Reliability For its reliability, the alpha values are generally between 0.7 and 0.9 with lower values indicating that the questions do not measure the same elements and higher values showing that there is a redundancy. The alpha values for a sample size of 1000 persons show the coefficients to be 0.75 and 0.86. the test-retest reliability also shows that there is a correlation between the original test and a retake. However, for the test to be near perfect, it would require the same environment and mindset which might be impossible to achieve. It is also worth noting that, personality traits change as people grow older and a variation over a longer period might not fall

6 within the same coefficients. According to 16personalities (2022), “The maximum accepted (absolute) value for this coefficient is usually considered to be around 0.70-0.80 – if it’s more than that, it means there is enough overlap between the two scales to invalidate them.” Multicultural Implications During a conversation after the assessment, the client mentioned that the assessment covered all the relevant aspects pertaining to culture and does not think that there is any relevant cultural background that needs to be incorporated or considered. However, when administering or interpreting the results of an assessment, it is essential to recognize the different identities of clients and consider them, thereby avoiding bias in interpretation. Assessment Administration Considerations The client had no major concerns when taking the assessments but for constant interruption by other factors. The constant interruption compromised the responses to some of the questions and prompted the client to restart the test at a convenient time with little or no distractions. Assessment Scoring The assessment scores are in percentages based on the answers given by the client. These percentages place a value on high and low, where higher numbers reflect the presence of skill or personality. In contrast, the lower level shows that either the personality trait or skill set is not of significant priority.

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7 The 16 personalities test “percentages are based on your answers, alone, as an individual” (16personalities, 2022). The scores are based on the client’s answers and indicate how the test responses support a personality trait compared to its opposite quality. The higher the percentage, the more likely the individual is to express the trait, while a lower score indicates the weakness of the trait within the individual. This model has five distinct characteristics that represent differences in the way people think and behave: Introverted (I) & Extraverted (E), Intuitive (N) vs. Observant (S), Thinking (T) vs. Feeling (F), Judging (J) vs. Prospecting (P), and Assertive (A) vs. Turbulent (T). On the other hand, the O*Net Interest profiler test uses the Holland codes to classify people according to their interests to match with appropriate careers, otherwise known as the RIASEC system. It uses the five-point response format where “0=“strongly dislike,” 1 = “dislike,” 2 = “unsure,” 3 = “like,” and 4 = “strongly like.” Scores are computed by summing responses for each of the six Holland types, with a score range of 0 to 40 for the Short and 0 to 20 for the Mini” (onetcenter.org, n.d.). The test proposes six categories in which career interests (Realistic, Investigative, Artistic, Social, Enterprising, and Conventional) are classified, describing the people, their personalities, and interests. Assessment Results Interpretation The below results of the assessments are a representation of how my client AC answered the questions asked. The personality results are not a comparison to other persons but about my client and her responses. The percentages represent how strongly my client will likely express the trait and vice versa

8 Results The O*net interest profiler results indicate that my client AC is likely to be drawn to investigative, social, and conventional careers and likely to be interested in realistic, artistic, or enterprising careers. Counseling is primarily about helping people and having the ability to observe, learn, evaluate, investigate/research, and solve problems while remaining structured and detailed are essential skills. This does not in any way mean that the client does not have any realistic, artistic, or social skills. With the 16 Personalities, the client’s results indicate that she has an advocate personality (INFJ-T). Her traits show that she is 71% introverted (preferring fewer but meaningful interactions), 58% intuitive (imaginative and open-minded), 67% feeling (value emotional expression, sensitivity, and empathy), 67% judging (decisive as well as thorough), 63% turbulent (self-conscious and sensitive to stress).

9 Assessment Meaning – Personality The results of the 16-personality assessment reflect that Autumn is INFJ-T, a Turbulent Advocate. She is emotionally expressive and emotionally connected to people. INFJs enjoy meaningful conversations and are sensitive and warm in their communication. Their emotional honesty creates a powerful impression on the people around them. They believe in their purpose, and once found, they strive to do justice by it. Most of these personality types rarely give up as they consult their intuition to find a solution, especially in unfair situations. They are creative, insightful, passionate, and very conscientious. However, they are sensitive to criticism and reluctant to open up. They are also perfectionists, and though this is an excellent quality, they seem to have no room for the realities of life. They also strive to be extraordinary, which becomes difficult to achieve because of their perfectionism. They may struggle with the realities of life. They are prone to burnout as perfectionism leaves them no room to relax. People with this personality type can find work in almost any field because they can use their creativity and determination to find what suits them. Advocates seem to have many different paths that might sometimes make it impossible for them to choose. Turbulent advocates are eager to improve, driven by success, and a perfectionist, which is also a downside because they may want to do more.

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10 INFJ-T indicates that Autumn has a helping personality. Someone who hates injustice and would do everything they can to be of service. Based on these results, the most rewarding career for AC should allow her to help others as she grows as a person and would strive in an environment that promotes fairness and equality. Assessment Meaning – Career According to the Hollands code, Autumn C is ISC (Investigative-Social-Conventional). However, this does not mean that she does not have realistic, artistic, or enterprising skills but is less likely to be interested in them. It indicates that the client will be more inclined toward creative or people-oriented investigative interests. Investigative enjoy working with ideas and theories. Socialists enjoy helping and engaging with people, which makes them more intuitive. Her conventional nature makes her more organized and detailed oriented. Combining these codes of ISC, the most appropriate careers she may enjoy would be counseling, psychology, ministry, or any non-profit-related career. Looking at the Job zones, Autumn is already pursuing the education needed for jobs in zone 5. Consolidated Meaning ISC stands for Investigative, Social, and Conventional, while INFJ-T stands for introverted, intuitive, feeling, and judging. As such, when combined, they form a personality type that often results in a more reserved but people-oriented individual, unbiased and rarely carried away with emotions, detail-oriented, perfectionist, and sensitive to other people’s opinions. They are guided mainly by their moral values and principles. INFJs’ primary goal is to find purpose and meaning in life, serving humanity. They strive to achieve their goals. Autumn is highly intuitive to people. Her goal in life is to make the world a better place, one person at a time. She is thoughtful, considerate, a great mediator, and a good listener. She is very focused

11 and pays attention to detail, especially in stressful environments. On the flip side, she is sensitive to criticisms, which may demotivate her. She finds it challenging to open up about her struggles because she does not want to be a burden but is readily available to focus on someone else, especially someone in need. She tends to be burned out and found ways to interject meaningful activities to avoid burnout. Future Career The client’s primary interest is to serve others. She needs to continue in a career that allows her to relate closely with others, which will make her feel a sense of purpose in humanity. She is most likely better at working with vulnerable populations, such as children, the sick, and the elderly, because of her warm and empathetic nature, a career she is currently pursuing educationally. Should she be interested in a career change or research aimed at helping a vulnerable population might be interested because of her investigative nature? Because of her creative and imaginative nature, Autumn can create a new career that suits her interests. She can only be limited if she suppresses her imagination. Presently, she is a counselor and wants to continue in the same field. However, other possible careers could include education, social services, child development, nursing, and coaching. Validity and Reliability The 16 personalities indicated that Autumn could be empathetic and open-minded around others. It helps people to get along with complicated characters. Because the test is through clinical observation rather than controlled or evidence-based research, it is limited in its validity and reliability. No concrete data supports personality claims, as each trait is represented as binary, either or rather than a normal distribution (Sheldon et al., 2020). The evidence indicates

12 that some of the trait differences may not be mutually exclusive as some individuals can be intuitive and observant. She seems to be both intuitive and also very focused based on her personal and career journey. The O*net Interest profiler is available in three formats (Long Form – 180 items, Short Form – 60 items, and Mini-IP – 30 items) in both English and Spanish languages and is accessible to everyone. The occupational and individual trait attempts to match and are variable and subject to modification (Maldonado et al., 2021). Recommendations Education Autumn already has a B.A. in Psychology and is currently a graduate student in Clinical Mental Health Counseling (CMHC). This is an excellent path for her to have an established base after taking the board exams to become a Licensed CMHC. The career assessment does not necessitate further education apart from taking the board and becoming a licensed counselor. However, after becoming an LCMHC, she could consider being certified as an Alcohol and Drug Counselor, Domestic Violence counselor, Marriage and Family Therapist, and Substance Abuse professional. Based on her personality, she can continue to a doctorate level where she can specialize in any interest. These, however, are just an addiction should she want to further her education. Just as a quick reminder, before beginning the supervised work experience that should be coming up later in the Masters’s Program, it is essential to know that the State of Georgia requires an Associate License. More information on what is needed for the filed experience, the

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13 associate license as well as the full license can be obtained from Georgia . More information can also be obtained from the Georgia Board of Professional Counselors Educational Resources Autumn would benefit from resources that will broaden her career development. The American Counseling Association (ACA) is an excellent resource for her as it offers various publications and other educational materials to support her counseling profession. The ACA website provides a Journal of Counseling and Development (JCD) that publishes “practice, theory, and research articles across 18 different specialty areas and work settings” (ACA, n.d.). Autumn can check with her school advisor for potential upcoming webinars that will enhance her education. Other resources include  ACA - publications and educational materials  CACREP - Information about licensure and certifications  Georgia Requirements for LPC Information on how to become an LPC in Georgia Occupational Resources Autumn would benefit from occupational resources that provide information and guidance on combining Helping and Persuasive skills. She should start working on a professional or counseling identity. With a clearly defined counseling identity, it becomes easier for her to develop a professional portfolio that would identify her work and other documents that will showcase her abilities to potential employers. It is also a recommendation that she obtains a mentor as a guide. Her experience as an ADRC counselor is already a great platform to showcase her abilities. Visit indeed.com for job opportunities Indeed.com . Please see an example of a remote mental health counselor job Career Direction

14 Autumn is already working in the right direction as an ADRC counselor working with the vulnerable population where her personality and desires fit. She has also had experience managing the behavioral needs of offenders in a prison setting and being a psycho-rehabilitative counselor. However, volunteering in children or youth settings will be an added advantage if possible. This recommendation will expose Autumn to a population she has never worked with, an opportunity that would enhance her knowledge and help her make a final decision about the desired population. Some volunteer links include  Namiga.org  Volunteer match Data According to the US Bureau of Labor and Statistics, in 2021, 351,000 employees were working as Substance Abuse, Behavioral Disorder, and Mental Health Counselors. The median pay for 2021 was $48,520 per year for those with a bachelor’s degree as the entry-level education required. There is a growth projection of about 22% between 2021 and 2031, with about 43,600 openings projected each year. This link will provide more information about Georgia . Conclusion Career Recommendations Autumn is interested in the Helping field and strives to dedicate her work life to serving, caring for, and inspiring others. She is highly attuned to the needs of the people and gains satisfaction from attending to those in need, especially the vulnerable population. She is driven by values and motivated by her desire to make the world a better place.

15 Overall, Autumn would feel rewarded in a position such as a Counselor in any capacity she chooses. She would also enjoy running a Non-profit organization or opening her private practice. A mentorship program or a mentor will be a great idea, as well as some volunteering to gain experience working with children and young adults.

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16 References About ACA. ACA(WEBusage). (n.d.). Retrieved October 9, 2022, from https://www.counseling.org/about-us/about-aca O*net interest profiler manual - onetcenter.org. (n.d.). Retrieved October 16, 2022, from https://www.onetcenter.org/dl_files/IP_Manual.pdf , Reliability and validity. 16Personalities. (n.d.). Retrieved October 16, 2022, from https://www.16personalities.com/articles/reliability-and-validity Sheldon, K. M., Holliday, G., Titova, L., & Benson, C. (2020). Comparing Holland and Self- Determination Theory Measures of Career Preference as Predictors of Career Choice. Journal of Career Assessment, 28(1), 28–42. https://doi.org/10.1177/1069072718823003 Strength of individual traits. 16Personalities. (n.d.). Retrieved October 9, 2022, from https://www.16personalities.com/articles/strength-of-individual-traits#:~:text=The %20percentages%20are%20based%20on,%2C %20%E2%80%9C100%25%20Extraverted.%E2%80%9D

COU-630 9-2 Final Project I Submission Career Assessment Report

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