Identification of Questions To Be Answered During Testing:

Each referring individual will present a unique set of referral questions for his/her evaluees. Based on these referral questions the evaluation plan will address what assessment instruments would best answer the referral sources needs.

Length Of Evaluations:

Based upon the information needed by the referral source, the evaluee will be tested in a one-day, three-day, thirty-hour, or a sixty-hour vocational evaluation. Persons who require only a minimal assessment will be accomplished in the one-day vocational assessment.

What the Three (3) Day vocational Assessment includes:

Interview, vocational history, academic testing (reading, spelling, math), interest test, nonverbal reasoning test, motor skills assessment, a transferable skills analysis, endurance for an eight-hour day, and assessment of interview abilities. Aptitude testing in a variety of interest areas. VIP's complete work sample system is utilized to gather information about the students ability to work. Aptitude testing in appropriate areas; (I.E. mechanical and clerical). Vocational areas are suggested for training or on the job placement. Behavioral observations are made regarding attitudes, motivation, and worker characteristics. Specific jobs are recommended along with recommendations to eliminate barriers to same. A comprehensive staffing is included at the school in either the I.E.P. or with the student and referring staff members.

Use of Adaptive Equipment during Evaluation:

Because of the unique nature of each individual, the vocational evaluation will use various adaptive equipment as well as modifications to standardized testing to best serve each evaluee. Physical as well as mental limitations will be compensated for in the testing. The philosophy of the evaluation team is that each person with a disability is unique and that the Americans With Disabilities Act now will require reasonable accommodations and that this process should begin within the vocational evaluation laboratory setting.

Specific Assessment Instruments and Techniques:

The assessment instruments and techniques will include, but not be limited to:

Psychometrics:

Various standardized academic tests (reading, math, spelling, and verbal & written vocabulary), non-verbal tests, and locally normed assessment instruments. Standardized assessments will include:

• An IQ test, either: RAVENS, BETA II or OTIS.
• The WIDE RANGE ACHIEVEMENT TEST
• The WIDE RANGE VOCABULARY TEST
• An interest test, either: GORDON, BECKER, or VALPAR GOE.
• A sample job application

Work Samples:

Standardized commercial work sample systems as well as locally developed and normed work samples. The work samples will assess:

• Realistic worker skills and traits associated with actual jobs that are available in the local economy.
• Ability to follow standardized instructions while working with tools and devices common to the type of work being assessed.

Each work sample will have:

2. An examiners manual which will relate the work sample to a competitive job or group of jobs.
3. The prerequisites to attempting the work sample.
4. The purpose of the work sample clearly identified to the evaluee.
5. Standardized equipment and materials identified for the evaluee and the examiner.
6. The preparation required for using the work sample for testing.
7. Standardized instructions to the evaluee.
8. Instructions to the examiner for the procedures of testing, timing, and scoring.
9. Instructions for interpreting the scores achieved.

Transferable Skills Analysis:

The working history of the evaluee is taken and a search is conducted of a computer data base containing over 29,000 job titles. The requisite skills of the previous jobs are composited to determine residual capacities. Then the limitations are included in the job search. The best matches that are available in the area are retained. When coupled with an academic assessment and a valid work history this tool makes for an especially useful instrument.

Simulated Job Situations:

The evaluee is assessed in a situation that resembles or is identical to the actual job environment in which the tested job is accomplished. All factors assessed should closely resemble the actual job including; physical factors, quality, quantity, and criteria for completion of the same task as would be found on an actual job.

Job Exploration:

Use of numerous exploration activities using The Dictionary of Occupational Titles, Occupational Outlook Handbook, and Various exploration activities.

On the Job Evaluation:

On an actual job site the evaluee is assessed to determine his/her suitability for a particular job or type of job. They are assessed as to his/her ability to follow supervision, work safely, ability to work, ability to arrive and use transportation services, and ability to work in a competitive situation.

Interviews & Behavioral Observations:

During the course of the vocational evaluation a vocational interview is conducted on each person. This interview includes (but is not limited to); personal history, social interactions, physical history, educational history, employment history, and general information relating to his/her specific disability and how it relates to his/her vocational goals. Additionally, while working on the various work samples and devices each evaluee is observed as to how his/her behaviors would be accepted by a possible employer and this information is recorded.

Other Evaluations or Assessments as needed:

The staff of the VIP customize an evaluation which will meet your needs. If sufficient numbers of persons are to be tested the evaluation can be brought to another city if suitable facilities are provided.

Staff Qualifications:

The vocational evaluation will be supervised by a Certified Vocational Evaluator and Certified Rehabilitation Counselor, who has been trained at the Masters Level in vocational evaluation and general rehabilitation. Staff members are fluent in American Sign Language (ASL) The technicians are trained and supervised in administration of work samples and other assessment devices. When referral is needed an outside agency, it is made to ensure that the best information available is used in making a vocational decision.

VIP SERVICES
P.O. Box 818
Clyde, TX 79510