Vocational training schemes are developed between a counselor and a job seeker, and may be required by law in the US. Assessments and work history are used to develop a job placement plan, including transferable skills analysis. Trial work may be included, and job market surveys are necessary.
A vocational training scheme is a formal step-by-step plan developed between a vocational rehabilitation counselor and a client looking for a new job. In the US, this scheme of vocational training and job search services may be required by law if a large employer leaves a community that accepts jobs for another country or made available to welfare recipients and other low-income individuals. States also provide vocational rehabilitation under state-specific workers’ compensation laws to citizens injured on the job if they are unable to return to their former occupations. In addition, states provide vocational training to disabled members of their populations. Any of these vocational training, retraining or rehabilitation programs – public or private – require an individualized professional training scheme prior to implementation.
New job seekers are not simply placed in positions they feel interested in. A large amount of data is collected to develop a reasonable job placement plan with good chances of placement and success. Different types of assessments and tests may be administered to the job seeker, depending on the position or positions sought, to help guide the process. These assessments can include aptitude tests, personality assessments, tests to confirm written and numerical literacy, tests to measure hand-eye coordination, and even some practical problem-solving assessments. The results of any or all of these tests are included and help guide the professional training scheme.
In addition to a complete educational performance history, a detailed work history is included as part of the development of the vocational training scheme. A work history is not only useful in showing the types of positions previously favored or available to the candidate, it needs to generate a transferable skills analysis. This type of report lists transferable skills from job to job and can include hard skills like the ability to operate an electronic cash register or a less tangible skill like the ability to multitask. Similar transferable skills may be required for markedly disparate jobs, allowing individuals to change careers without needing to learn as many new skills as might be expected.
Sometimes a professional training scheme will allow for “trial” work. This period of time – anywhere from a few hours to a few weeks – gives the individual the opportunity to determine whether or not the particular career they may have in mind meets their expectations. A professional training scheme should also contain a job market survey or some information about job availability in the individual’s chosen field. This information is needed to justify the time, expense, and resources used to complete it.
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