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).
