EMPLOYMENT SERVICES FOR YOUTH

Youth unemployment has remained a social and economic problem for over a quarter of a century. Experience in the U.S. Employment Service and in schools and other agencies in the community indicates that special advocates, i.e., youth employment specialists, are needed to work with youth and employers if young people are to get their full share of the job opportunities and are to achieve maximum utilization of their talents as new entrants into the labor market.     

BEHAVIORAL OBSERVATION SCALES FOR PERFORMANCE APPRAISAL PURPOSES

Behavioral items ( N = 78) critical to the job success of logging supervisors were developed from 1204 critical incidents, the frequency with which a supervisor ( N = 300) engaged in each behavior was rated on a 5-point Likert type scale by two sets of observers. A factor analysis reduced the items to 38 and 33, respectively, for the two sets of observers which in turn constituted 10 and 11 factors or criteria for performance evaluation purposes. Multiple regression equations based on composite scores were used to predict cost-related measures of logging crew effectiveness. The shrinkage in Rs after double cross-validation was moderately small. Moreover, the behavioral observation scales (BOS) that were developed by factor analyzing the observation ratings had moderately high reliability and accounted for more variance in the cost-related measures than did the BOS developed by traditional judgmental clustering techniques. The similarities and differences between BOS and BES procedures are discussed.     

CHARACTERISTICS OF APPLICANTS’QUESTIONS AND EMPLOYMENT SCREENING INTERVIEW OUTCOMES

In order to explore empirically the nature of applicants' questioning behavior in screening interviews, videotapes of actual screening interviews (n = 48) at a university placement center were transcribed and interviewees' questions were coded with respect to question placement, question purpose, and question structure. Results suggest that applicants ask about one-third of their questions before their interviewers ask for inquiries, and ask more seeking “new information” questions (primarily focusing on job/organizational topics) than “clarifying” or eliciting “opinion” questions. Further, analyses indicate that the great majority of applicants' questions are closed (versus open), singular (versus multiple) inform, typically are not phrased in the first person (but rather in the second person case) and are about nine words in length. Findings also suggest that “successful” applicants (those receiving second interview offers) as compared to “unsuccessful” applicants (no second interview offer) tend to ask fewer seeking “new information-miscellaneous topics” questions, fewer seeking “new information-interview process” questions, and to some extent fewer questions that could potentially be phrased in the first person case.     

BEHAVIORAL INTERVENTION STRATEGIES FOR EMPLOYMENT COUNSELING

There is currently considerable impetus for applying behavioral intervention strategies to a variety of counseling settings. This discussion seeks to extend the application of these procedures to the employment security counseling situation. Unemployment is seen as unadaptive behavior, and its antecedent conditions are examined. Behavioral counseling tactics of goal-setting, contingency management, counter-conditioning procedures, and social systems intervention are considered in relation to the employment counselor's repertoire of potential helping responses. A hypothetical case is discussed to illustrate the application of these procedures. This case includes potential applications in systematic desensitization, assertion training, modeling and behavioral rehearsal, manipulation of reinforcement contingencies, and intervention in the employment system.     

TRANSITIONAL EMPLOYMENT FOR THE CHRONICALLY MENTALLY ILL

This article discusses the use of transitional employment in the vocational and psychosocial rehabilitation of the chronically mentally ill. The development and implementation of a transitional employment program at Towne House Creative Living Center, Oakland, California, is described. The value of adapting the work environment and use of support groups in aiding psychosocial and vocational adjustment are discussed. It is concluded that transitional employment is an effective treatment modality that can be utilized by occupational therapists involved in community based treatment of the mentally ill.     

A METHODOLOGICAL APPROACH TO JOB CLASSIFICATION FOR PERFORMANCE APPRAISAL PURPOSES

This paper illustrates a methodological approach to classifying jobs for the purpose of developing performance evaluation instruments. The approach was to administer a worker-oriented job inventory to 2,023 incumbents across several jobs and several levels of responsibility (rank) in the U. S. Coast Guard. The data from the job inventory were then analyzed using Tucker's Three-Mode Factor Analysis. Output from the three-mode factor analysis was used to identify combinations of jobs and ranks for which separate appraisal instruments could be developed. In addition, output from the three-mode factor analysis was used to suggest the content of the various appraisal instruments. Advantages, applications, and limitations of this approach are discussed.     

PREPARATION OF COLLEGE GRADUATES FOR THE EMPLOYMENT INTERVIEW

A large number of college students are lacking in the skills and techniques that are considered basic for a job interview. In order to investigate the problem systematically and objectively, a crude instrument was designed to be used in a structured interview with recruitment personnel. The need for assisting college students for employment interviews is apparent from the findings. Industry has expressed an interest in working cooperatively with the educators in setting up a program to prepare students at the college level for the job interview.     

EMPLOYMENT TEST VALIDATION FOR MINORITY AND NONMINORITY PRODUCTION WORKERS

The purposes of the present study were (a) to examine the validity of selected employment tests potentially useful in selecting production workers engaged in the construction of boxboard containers and (b) to evaluate the applicability of the tests to minority and non-minority workers. Using data collected from 100 production workers employed by the same company but located in two different geographical regions, it was found that a short test battery was potentially useful in selecting production employees without necessarily introducing unfair racial bias. Implications of the results for future research studies and test validation efforts involving differential and single-group validity are discussed.     

BELIEFS ABOUT THE CONSEQUENCES OF MATERNAL EMPLOYMENT FOR CHILDREN

A 24-item scale was developed to measure Beliefs about the Consequences of Maternal Employment for Children (BACMEC), including beliefs about both benefits (13 items) and costs (11 items). Studies of five samples ( n = 375) demonstrate that the total BACMEC scale and its subscales are highly reliable and have good convergent, divergent, and con-current validity. Scores on the Costs Subscale predicted greater sex-role traditionalism, women's employment status (not employed), and an older age of child at which mother's employment was deemed acceptable. Benefits scores predicted women's employment status (employed) and work hours (longer), younger age of child when maternal work is accept-able, and greater support for policies to aid working parents. The scales were not susceptible to a social desirability bias. Suggestions are provided for the use of the BACMEC scale in future research concerning employment and families.     

EFFECTIVENESS OF A THREE-WEEK INSTITUTE FOR EMPLOYMENT SERVICE COUNSELORS

Forty-three employment service counselors participated in a three-week institute designed to improve their understanding of the conditions of poverty and of counseling theory and techniques. At the end of the institute, participants evaluated their experence favorably with substantial minority group criticisms, however, that (1) institute faculty were not sufficiently informed about Employment Service techniques and experiences and, that (2) not enough counseling practicum experiences were provided. Significant shifts in attitudes toward the poor were found at the end of the institute for 14 of 35 items of an attitude scale. For 6 of these 14 items, shifts in attitude were in the same direction and intensified after four and one-half months of field experience.     

BELIEFS ABOUT THE CONSEQUENCES OF MATERNAL EMPLOYMENT FOR CHILDREN

This study investigated the psychometric properties of the Beliefs About the Consequences of Maternal Employment (BACMEC) scale in a sample of 570 pregnant women and 550 of their husbands/partners. Both the costs and benefits subscales showed excellent internal consistency reliability. The two subscales emerged as two separate factors in factor analyses, both for the mothers'data and for the fathers'data. Construct validity was indicated by moderate correlations with a scale assessing traditional versus egalitarian sex-role attitudes. The two subscales significantly differentiated a group of mothers who favored early entry into childcare from a group who favored later entry. Fathers'scores were quite close to those of mothers, indicating that they have similar beliefs about the consequences of maternal employment for children.     

FLUENCY SNAPSHOTS: A QUICK SCREENING TOOL FOR YOUR CLASSROOM

In this article, the authors present a research-based, classroom tested assessment tool, the Classroom Fluency Snapshot (CFS). This assessment is grounded in the research that establishes fluency as an important component of initial reading instruction and in the work on the efficacy of curriculum based measurement. The article presents the case of one classroom in which a teacher uses the CFS as a pre-, post-assessment. Rich classroom examples, details of the teacher's interpretation, and instructional decision making are shared along with ideas for instruction.     

VISUAL SCREENING: AN ALTERNATIVE METHOD FOR REDUCING STEREOTYPIC BEHAVIORS

Visual screening, a mildly aversive response suppression procedure, was evaluated across two studies for its effectiveness in reducing topographically similar and dissimilar stereotypic behaviors of four developmentally disabled children. In the first study, a multiple baseline design across subjects and behaviors was used to assess the effectiveness of the procedure as a treatment for reducing the visual and auditory self-stimulatory responses of two 9-yr-old mentally retarded and behaviorally disturbed children. A multiple baseline design across subjects was used in the second study to evaluate the effectiveness of visual screening as a treatment for reducing stereotypic fabric pulling and self-mutilative ear bending, respectively, of two 13-yr-old mentally retarded, autisticlike adolescents. Long-term follow-up data for both studies were reported. The results suggested that visual screening was an easily administered, effective, and exceptionally durable treatment procedure for controlling a variety of stereotypic behaviors commonly associated with the developmentally disabled.     

EFFECTS OF MULTIPLE ADMINISTRATIONS OF THE MMPI FOR EMPLOYEE SCREENING

Psychological screening has become commonplace in a number of occupational groups. With the growing popularity of screening and the relative scarcity of appropriate personality measures, re-screening individuals with the same inventory is frequent. This paper examines the effect of re-screening with the Minnesota Multiphasic Personality Inventory (MMPI) on contract workers (n = 1,997) from the nuclear power industry. Participants completed the Inventory as a part of a routine screening procedure. Each participant provided several profiles as a result of regular employment cycles. Although the differences are generally small, some scales show large enough mean changes to warrant concern when interpreting the profiles of those who have taken the profile multiple times. Although scale reliabilities tend to increase, the usefulness of the Inventory appears to decrease with an increasing number of administrations. The effect is one of increasing normality of test profiles. One interpretation of the results is that candidates for jobs become "test-wise," and the scores are the result of a combination of responses to the repeated assessment. It becomes increasingly difficult to identify unfit employees with the Inventory. Given these results, further research on retesting effects of the Inventov, as well as other personality measures, is indicated.     

A COMPARISON OF PEER-DIRECTED AND TEACHER-DIRECTED EMPLOYMENT INTERVIEW TRAINING FOR MENTALLY RETARDED ADULTS

Interview skills deficits may limit employment prospects of mentally retarded adults. Although numerous papers highlight the importance of interview skills, few have validated effective strategies for use with mentally retarded persons. Further, there has been a lack of research contrasting rival interview skills training strategies. The present study was conducted with two mentally retarded young adults. It contrasted peer-directed instruction, in which both participants were equally deficient in the target skills, with teacher-directed instruction. Results of the investigation indicated that instruction, rehearsal, and feedback may be effective strategies regardless of who provides instruction. Comparisons of teacher-directed and peer-directed instruction indicated little or no difference in the effectiveness of the two procedures. However, the peer-directed procedure involved considerably less staff time than did the teacher-directed procedure.     

SELECTING A COST-EFFECTIVE SCREENING MEASURE FOR THE ASSESSMENT OF PRESCHOOL SOCIAL WITHDRAWAL

The utility of teacher judgment (rankings, ratings) and peer judgment (sociometric ratings) were studied as screening variables for preschool social withdrawal/responsiveness. Observational measures of preschoolers' interaction were used as the validation criterion based upon theoretical, empirical, and practical considerations related to development of a multipurpose behavioral assessment system. Results indicated that teacher rankings of students' verbal interaction frequencies (1) were most highly correlated to interaction rate in two preschool settings, (2) had test-retest reliability consistently above Rho = .80, and (3) were useful in that 77% of teachers using this procedure could identify their least socially responsive student within five rankings. The peer nomination sociometric rating was the least reliable measure at retest (Rho = .35) and showed consistently the lowest correlation with observational indices of interaction partner preferences, e.g., reciprocal rate (Rho = .29 to .39). The tendency for relationships among screening measures and the criterion to increase at retest suggested a training effect on screening accuracy. The use of teacher rankings in combination with observational measures to confirm selection accuracy and for monitoring treatment progress is discussed as a cost-effective behavioral assessment procedure for preschool social withdrawal/responsiveness.     

TRANSITIONAL EMPLOYMENT PROJECT

McLean Hospital is a private, non-profit psychiatric hospital in Massachusetts. It is an extensive treatment facility providing outpatient care, patient hospitalization, and an inpatient bed capacity of 328. The psychiatric modalities used are traditional milieu structuring, individual and group psychotherapy, behavior therapy interventions, family and couples therapy, psychopharmacology, and rehabilitation treatment strategies. As in other psychiatric hospitals, vocational rehabilitation treatment strategies were severely challenged in the 1970s with the Supreme Court decision in the case of Souder versus Brennan. In essence, the findings in this class action suit construed traditional, clinical/vocational programs as forms of employment, not therapy. Thus, the issues of work adjustment and employment preparation for the psychiatrically disabled client needed to be creatively readdressed. Rehabilitation staff were called upon to redefine the activities presented to clients not only from the viewpoint of desired therapeutic interventions but also in terms of the new legal constraints. The shortened length of inpatient hospitalization also highlighted the need for aftercare rehabilitation opportunities. Responding to these needs, the Rehabilitation Services Department of McLean Hospital developed an independent transitional employment corporation called Everywhere Limited.