The Adult Career Concerns Inventory NCDA, Orlando, FL June 23rd, 2005

The Adult Career Concerns Inventory NCDA, Orlando, FL June 23rd, 2005
NCDA 2005: The Adult Career Concerns Inventory 11/28/2018 The Adult Career Concerns Inventory NCDA, Orlando, FL June 23rd, 2005 Kevin Glavin, Kent State University Mark Rehfuss, Regent University Kevin Glavin & Mark Rehfuss

Kevin Glavin & Mark Rehfuss
Agenda Introduction to the ACCI Summary of theoretical background Donald Super’s model of career adaptability Explanation of career activities Explanation of career developmental tasks The web based version of the ACCI Administration and scoring of ACCI via the web Case studies and interpretation of ACCI scores The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Introduction to the ACCI
The ACCI operationally defines Donald Super’s model of career adaptability in adulthood. Super’s initial model focused on career maturity and career development. This was later revised by Super and Savickas to focus on career adaptability and career construction. This model does not view careers as linear, rather, they are subject to transitions and fluctuations influenced by economic, social, and psychological variables. Such transitions can be a major cause of concern, especially those that are not planned. In our current world of work occupations have become less predictable and less stable. As a result we are now likely to see individuals making increasingly frequent transitions to different jobs and occupational fields. Successful individuals will be those who proactively reassess their work-life situation, explore new possibilities, and plan their transitions accordingly. Career management and adaptability are now the keys to career construction. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Introduction to the ACCI
The ACCI contains 61 items and takes approximately 20 minutes to complete. The first 60 items ask individuals to indicate their current level of concern related to current career activities. Responses are measured on 5 point lickert scale where 1 = “no concern”, and 5 = “great concern”. The 60 questions relate to 4 career activities, Exploration, Establishment, Maintenance, and Disengagement. There are 15 questions for each activity. The final item asks the individual to specify her or his current career change status. There are 5 options, ranging from 1 = “I am not considering making a career change” to 5 = “I have recently made a change and am settling down in the new field”. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

ACCI: Practical Applications
The ACCI can be used: In career counseling and planning to identify the career activity, and specific developmental tasks, an individual is most concerned with. As a needs assessment when administered to larger groups. Focused interventions can be advised based on identified career concerns. To teach career construction theory to counselor trainees. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Super and Savickas: Career Adaptability and Career Construction
Career adaptability is characterized by 5 activities. These include growth, exploration, establishment, maintenance, and disengagement. Each activity contains developmental tasks. Mastery of these tasks prepares one to move onto the next activity. It is important to realize that not everyone will progress through these activities at the same age, or in same manner. In addition, progression through these activities does not necessarily occur in a linear fashion. It is possible, and even likely, for individuals to recycle through earlier activities regardless of the activity they are currently engaged in. An individual may also be engaged in more than one activity at the same time. Exploration Crystallization Specification Implementation Establishment Stabilizing Consolidating Advancing Maintenance Upholding Updating Innovating Disengagement Decelerating The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Exploration: Crystallization
Exploration involves thoughtful consideration of one’s interests, values and beliefs, combined with the acquisition of knowledge about occupations and the world of work. The goal of this activity is to find a best fit between the two. This activity is characterized by the following developmental tasks: Crystallization: Requires one engage in broad exploration. It involves the crystallization of one’s vocational self concept and the subsequent translation of this concept into preferences for a group of occupations. Super believed vocational choice to be the implementation of one’s self concept. Failure to implement one’s self concept leads to occupational frustration and a lack of fulfillment. Interest inventories can be used to help crystallize vocational preferences. Educational experiences such as job shadowing, part-time jobs, or volunteer work assist one in gaining knowledge about the world of work whilst helping one to gain sufficient self knowledge to identify interests, values and competencies. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Exploration: Specification
Specification involves reducing a group of preferences to an occupational choice. This is a important task as it involves one revealing their identity. “Stating an occupational choice constitutes a very public presentation of the self; it displays who we are and announces what we want to become.” (Savickas, 2004)” Specification requires one display a readiness to make occupational or educational decisions. Super believed the following to be measures of such readiness: Career Planning Career Exploration Decision Making Skills Knowledge of the world of work Knowledge of preferred occupation Kevin Glavin (right): Counselor Educator The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Exploration: Implementation
Implementation requires one actualizes the occupational preference specified in task 2 (specification). This involves obtaining a job in that specific occupational field. One is likely to try out more than one job in their chosen field, each time finding a job that better suits them. This trial and error period helps in finding a position that is most congruent with one’s interests, values and self concept. The task of implementation can be thought of as the school to work transition that adolescents and young adults inevitably face. With adults it is considered a job, or occupational transition. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Establishment: Stabilizing
Establishment involves one becoming established in their specified occupation. Establishment is determined by the mastery of 3 tasks, stabilizing, consolidating and advancing. Stabilizing requires that one become stable in their new position by adapting to the culture of the organization whilst also showing competence in their job related tasks. New employees are advised to make themselves familiar with the people, politics, history, values and goals of the organization. In addition, one must show aptitude and ability in their work performance. This requires that one know exactly what is expected of them, know how they will be assessed, and take responsibility for the tasks they will now be held accountable for. Freddy Adu: Stabilizing with D.C. United The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Establishment: Consolidating
Consolidating involves the consolidation of one’s position within the organization. This can be mastered by attending to both personal and interpersonal issues. Personal issues involve developing good work habits such as having a positive attitude, as well as developing a conscientious and disciplined work ethic. Interpersonal issues involve getting along with co-workers, and establishing friendly and collaborative relationships. Understanding the politics of the organization will help one with this task. Individuals are also encouraged to develop a cooperative and supportive attitude toward supervisors and co-workers. Those with good communication skills are likely to build friendships within the work place, as well as develop productive working relationships. Tony Blair: Consolidating his position as Prime Minister during his third term The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Establishment: Advancing
Advancing is the process through which one seeks to gain promotion within an organization. In order to advance one is required to show initiative and take on greater responsibilities. It is important for one to pay attention to the goals of the organization, and be able to adapt oneself accordingly. One may find it is not possible to advance any further within their current organization. In this case, one may be forced to acquire a new job in another organization where there is greater opportunity to advance. Barack Obama: Advancing his political career as a US Senator The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Maintenance: Upholding
Society expects adults to eventually maintain their position in an organization. Employees are expected to at least maintain their current level of productivity and become committed to the success of the institution. The maintenance activity is not characterized by progress via tasks as seen in previous activities. Rather, it deals with preservation. As such, it focuses on the manner in which an individual seeks to maintain their current position. Three styles of maintenance have been identified, upholding, updating, and innovating. Upholding can be broken down into active and passive upholding. Active upholding can be described as maintaining the status quo. That is, one actively strives to maintain their current level of productivity. One is proud of what she or he has achieved and intends to maintain those standards they have set for themselves. Passive upholding however, sees individuals who care less about what is expected of them. They are possibly waiting to retire, or seeking a new position. Regardless, they are holding on rather than upholding. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Maintenance: Updating and Innovating
Individuals who update actively seek ways to “do things better”. They are invested in the success of the organization and stay afresh of new developments in their field. They stay abreast of new technologies and seek to update their skills through continuing education and training. Innovating: Innovating involves proactively seeking new challenges and trying to find ways to complete routine or mundane tasks faster and more efficiently. For example, designing an online form to collect feedback on presentations as opposed to collecting data using the traditional paper and pencil format and entering the data manually. Upon innovating, one may well decide it is time for a transition and therefore recycle through the mini-cycle of career activities. Bill Gates: Updating and Innovating The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Disengagement Disengagement is the process by which one disengages from one job or occupation in order to transition to another. An individual who is active in disengagement is also likely to be active in exploration. Disengagement will involve deceleration as one manages her or his time between fulfilling current work responsibilities with exploring new possibilities. Dan Rather: Disengaging “… Rather says he's not retiring; he's just changing jobs again” CBS News Correspondent The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Who’s Doing What? Exploration: Specification Establishment: Advancing Maintenance: Updating and Innovating Disengagement: The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

The Mini-cycle The diagram below illustrates Super’s concept of the mini-cycle. There are four activities one may progress through as they transition from one job to another, or one occupation to another. Exploration Growth Disengagement Establishment Maintenance The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

The Mini-Cycle The mini-cycle describes how an individual can successfully navigate the transition between jobs as well as between occupations. A mini-cycle may consist of 2 or more career activities. For example, it is possible for an individual to successfully complete the developmental tasks within the exploration activity, exploring, specifying and implementing a vocational choice. However, upon establishing oneself in a new job, one may decide he or she does not want to stay in that line of work, and therefore may return to exploration. In such a case it is likely the individual is engaging in both establishment and ‘new’ exploration at the same time. Growth Exploration Growth Establishment The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Multiple mini-cycles In our current economy we are likely to see careers constructed of numerous jobs and occupations. Therefore, we will see individuals recycling through the mini-cycle. These mini-cycles constitute transitions between jobs and occupations. Successful transitions require proper planning and management. One could say career management is now a prerequisite for career construction. Career counselors need to become familiar with the concept of the mini-cycle. Difficulties in navigating the mini-cycle will prompt individuals to seek vocational guidance. Counseling in these cases should focus not only on helping the client with interventions based on their current position in the mini-cycle, but it should also focus on educating clients. Education should explain the concepts of the mini-cycle, as well as career management and career construction. This will help normalize the client’s experience as well as prepare them for future transitions. Growth Growth Growth Growth The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

The ACCI on the Internet
The ACCI has been converted into an electronic format that allows individuals to complete the instrument using the internet. Vocopher hold the copyrights to the ACCI, and counseling professionals can access the instrument for FREE by going to the following web site: The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

ACCI Output for Jamye Jones
The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Case Study: Jamye Jones Whether to Reenter the Labor Force
Jamye Jones is a 37-year-old woman who came to the counseling center for help in deciding whether or not to return to college to prepare for a new field of work. At 23, she had become a full-time homemaker upon the birth of her first child; before that, she was employed as a physician's assistant. The ACCI indicates that her concerns lie clearly with Exploration, focusing especially on the tasks of crystallizing and specifying a vocational preference, and of planning accordingly and acting. She is not yet seriously concerned with establishing herself in an occupation or with looking ahead to retirement: she evidently feels secure in her home situation and confident of her economic future. Other inventories showed Jamye to have an interest in teaching. In interviewing, the counselor should ascertain how much she knows about teaching. One of the counselor's tasks is to help her to develop concrete plans for clarifying her occupational career goals and to take the necessary steps to qualify for and reenter the work force. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

ACCI Output for Randall Smith
Mr. Wilson Taken from: Vocopher The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Case Study: Mr. Wilson So close to retirement.
Mr. Wilson is a 60 year old married male with 4 children. He has worked his entire life as architect for the same company. The company is closing its operation and has offered him a position in their new plant 600 miles away. He states he does not want to begin traveling at this stage of his career, and wants to spend more time with his family. He also states he needs to work several more years in order to save some more money for his retirement. His ACCI scores reflect the activity he is primarily concerned with, that of disengagement. He seems equally concerned with exploration, establishment, and maintenance. He explained that he was not necessarily concerned with one of these activities over the other. “I just need to find a job for the next few years, to hold me over until my retirement kicks in. I don’t need to love it, but I don’t want to hate it.” Counseling should focus on Mr. Wilson’s plans for retirement as well as exploring jobs that he can quickly enter. He does not want to begin a new career, therefore training is not high on his list of priorities. ACCI results in this situation help to explain Mr. Wilson’s current life situation. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

ACCI output for: Mr. Smith Taken from: Vocopher The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Case Study: Mr. Smith In need of change, but what?
NCDA 2005: The Adult Career Concerns Inventory 11/28/2018 Case Study: Mr. Smith In need of change, but what? Mr. Smith is 27 years old and single. He currently works as a computer programmer. When asked what drew him to this field he stated “I just kind of drifted into it.”. He studied Math as an undergraduate and has a master’s in Business and Technology. He stated he never received any career counseling during college and chose his major based on those subjects he did well in, math and science. He states he is not happy in his current position, or even his occupational field. He would like to transition to a more fulfilling position, but does not know what that would be .Mr. Smith stated he never thought about what he would really like to do. “I believed I had to do what everyone else did, go to college, earn a good degree, get a job, settle down, and marry” ACCI results show Mr. Smith is most concerned with Exploration. Within this activity, it is clear he is engaged in the first task, that of Crystallization. The counselor’s task here is to assist Mr. Smith in taking an inventory of his interests, values, and beliefs. It is important that he be encouraged to think about what he really enjoys, what he finds fulfilling, what kind of environment he would like to work in, and what kind of people he would like to work with. An interest inventory, such as the SDS, may help to clarify interests and values. Sort cards may also be helpful. In addition, counseling should focus on explaining the concept of the mini-cycle as well as the likelihood that Mr. Smith may well engage in future transitions. The ACCI can be used to assist Mr. Smith in telling his story as well as helping project his future career aspirations The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss Kevin Glavin & Mark Rehfuss

Interventions based on ACCI scores
Exploration: Crystallization Encourage broad exploration of self and world of work. Assist clients in voicing their interests, values, beliefs, competencies. Specification Requires help with decision making, how to make a choice. Reduce the group of occupations to a specific occupation. Assist client with in depth exploration of occupations specified in crystallization. The client should become aware of the day to day work responsibilities, earning potential, opportunities for advancement, and training and education required for such occupations. The U.S. Department of Labor maintain a website where one can search the “Occupational Outlook Handbook”. Implementation Assist with resume writing, job hunting, interview skills. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Establishment: Stabilizing Assist individuals with concerns related to adapting to the new organization and ‘fitting in’. Provide assistance in clarifying responsibilities. How to deal with first month at work. Consolidating How to win support of employer. How does one develop a good reputation? Provide assistance in developing good communication and interpersonal skills. Working as part of a team. Developing discipline in work and maintaining a good work ethic. Advancing What are the possibilities for promotion? How do I get my work noticed? How do I show I am competent? Who can help me? Can I advance within my current organization, or is a move required? The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Maintenance: Upholding Even tough one is now established, maintenance requires one continues to adapt to organizational changes. How have goals changed? Am I continuing to provide value to the company? What is needed to maintain my current position. Am I able to compete with new people entering the field? Updating One must keep abreast of new developments in field. Adapt to the use of new technologies. Know where company is going. Develop ways to work more efficiently, both for the benefit of oneself and the company. Innovating Attend continuing education training, seminars to renew knowledge of one’s field of work. Requires one sets challenges and develops plans to meet those challenges. Attending seminars will also make individuals aware of new developments in their field which may provide them with new opportunities for growth. Identify the skills the organization is in need of. Make use of training in order to reskill and retool. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Disengagement As individuals disengage from one job/occupation to another, it is important they plan ahead of time. In planning one is taking a proactive role in constructing the next part of one’s career. Exploration should be done in conjunction with disengagement. One may need to reassess their interests, values, competencies. Exploration during disengagement will lead to a smoother transition between jobs/occupations. One must still attend to the job at hand, and continue to fulfill their work responsibilities. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

Summary In today’s economy careers are increasingly mobile and complex. Work is less predictable and less stable. Career development is being replaced with career management. Individuals must assume responsibility for the construction of their own careers. This requires that one understand the ever fluctuating nature of careers and adapt accordingly. Career adaptability and career management are the keys to successful career construction. The ACCI can be used: In individual counseling to assist with career planning. To teach counselors the theory of career construction. To provide a needs assessment for larger groups. It is this needs assessment that one can derive the maximum benefit from this instrument. It is impractical and costly to provide individual career counseling to large groups of people. ACCI results can be used to determine what course of action or intervention an individual is best suited to. Workshops can be created that focus on helping clients based on the specific stage/task they are most concerned with. Assigning individuals to workshops based on their results helps in addressing the career concerns of the masses. The Adult Career Concerns Inventory Kevin Glavin & Mark Rehfuss

The Adult Career Concerns Inventory NCDA, Orlando, FL June 23rd, 2005

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The Adult Career Concerns Inventory NCDA, Orlando, FL June 23rd, 2005

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