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A.C.E.C.
Dr. Patsula’s original work, The Assessment Component of Employment
Counselling 1982, consisted of 586 pages. Unfortunately his book is no longer in
print. Since that time various versions have been developed to meet the needs of
service organizations, particularly the Federal Government. (See page 90 –
Bibliography) My task was to review existing material and compile pre-reading
material suitable to meet the current requirements of E.I.A.D. (Employment and
Income Assistance Division)
I had the great privilege of being mentored by Dr. Philip Patsula, while working
as a Counselling Consultant and Staff Trainer for the Federal Government. I
remember we affectionately gave him a nickname; Father Phil. His dedication,
kindness, and professionalism were an inspiration. He must be credited for his
vision and determination, which has influenced and resulted in excellent
employment counselling training material. Conrad Lecomte took the 10 tasks of
ACEC, added Phase 4 and two additional steps. It is difficult to express my
gratitude and to convey how tremendous an honour it is to share their work with
Saskatchewan Employment Counsellors.
It is my hope that this material will help employment counsellors to better assist
the plight of unemployed clients or to put it in another way, to find their voice
and inspire others to find theirs. Leadership is communicating to people their
worth and potential so clearly that they come to see it in themselves. (Stephen R.
Covey, 2004)
The assessment interview in employment counselling is a specific process for goal
setting, based on collaboration and clarification, to be used with non-job-ready
clients. During the process, an employment counsellor meets with a client to
formulate a counselling goal. Counsellor and client must cooperatively evaluate
the client’s strengths/resources and challenges/ limitations in order to develop
realistic counselling goals. The assessment interview is only one step in the
employment counselling process.
Based on a client-centred approach. This approach empowers clients to take
responsibility for the decision-making process while offering them active and
respectful listening and professional expertise in employment issues. The
counsellor’s role is to help clients play an ongoing and active role in assessing
their employment difficulties and in finding solutions to resolve them.
Motivation is key to the success of employment counselling activities, especially
in the case of the assessment process. A person’s degree of commitment towards
action is based on their level of motivation. Commitment and motivation are
critical to the success of problem solving in employment counselling, particularly
to the establishment and implementation of the action plan.
Four Phases: A.C.E.C. consists of a process that is divided into four phases: Phase
1- Identification of the employment difficulty, Phase 2 – Clarification of the
employment difficulty, Phase 3 – Development of an action plan and Phase 4 –
Implementation and Evaluation.
Pre-Course: This pre-reading package is intended to introduce you to the
knowledge elements of (A.C.E.C.) The Assessment Component of Employment
Counselling. Participants must be adequately familiar with the concepts
involved before attending the 3-day training.
During Course: A.C.E.C. (Assessment Component of Employment Counselling)
Workshop – At the 3-day workshop you will practice applying the theory
(exercises, role playing, critiques and group discussions).
Dr. Patsula’s original work, The Assessment Component of Employment
Counselling 1982, consisted of 586 pages. Unfortunately his book is no longer in
print. Since that time various versions have been developed to meet the needs of
service organizations, particularly the Federal Government. (See page 90 –
Bibliography) My task was to review existing material and compile pre-reading
material suitable to meet the current requirements of E.I.A.D. (Employment and
Income Assistance Division)
I had the great privilege of being mentored by Dr. Philip Patsula, while working
as a Counselling Consultant and Staff Trainer for the Federal Government. I
remember we affectionately gave him a nickname; Father Phil. His dedication,
kindness, and professionalism were an inspiration. He must be credited for his
vision and determination, which has influenced and resulted in excellent
employment counselling training material. Conrad Lecomte took the 10 tasks of
ACEC, added Phase 4 and two additional steps. It is difficult to express my
gratitude and to convey how tremendous an honour it is to share their work with
Saskatchewan Employment Counsellors.
It is my hope that this material will help employment counsellors to better assist
the plight of unemployed clients or to put it in another way, to find their voice
and inspire others to find theirs. Leadership is communicating to people their
worth and potential so clearly that they come to see it in themselves. (Stephen R.
Covey, 2004)
The assessment interview in employment counselling is a specific process for goal
setting, based on collaboration and clarification, to be used with non-job-ready
clients. During the process, an employment counsellor meets with a client to
formulate a counselling goal. Counsellor and client must cooperatively evaluate
the client’s strengths/resources and challenges/ limitations in order to develop
realistic counselling goals. The assessment interview is only one step in the
employment counselling process.
Based on a client-centred approach. This approach empowers clients to take
responsibility for the decision-making process while offering them active and
respectful listening and professional expertise in employment issues. The
counsellor’s role is to help clients play an ongoing and active role in assessing
their employment difficulties and in finding solutions to resolve them.
Motivation is key to the success of employment counselling activities, especially
in the case of the assessment process. A person’s degree of commitment towards
action is based on their level of motivation. Commitment and motivation are
critical to the success of problem solving in employment counselling, particularly
to the establishment and implementation of the action plan.
Four Phases: A.C.E.C. consists of a process that is divided into four phases: Phase
1- Identification of the employment difficulty, Phase 2 – Clarification of the
employment difficulty, Phase 3 – Development of an action plan and Phase 4 –
Implementation and Evaluation.
Pre-Course: This pre-reading package is intended to introduce you to the
knowledge elements of (A.C.E.C.) The Assessment Component of Employment
Counselling. Participants must be adequately familiar with the concepts
involved before attending the 3-day training.
During Course: A.C.E.C. (Assessment Component of Employment Counselling)
Workshop – At the 3-day workshop you will practice applying the theory
(exercises, role playing, critiques and group discussions).
Module I
| Dragon 9 Training 2200 Angus Street Regina Saskatchewan S4T 2A2 306.525-4460 |
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