1. Welcome to Futurewise New Generation Practitioner Training September 3 rd & 4 th 2012 1

2. Futurewise New Generation Introductions Expectations Next 2 days 2

3. Day 1 Background & Context Ambassador Programme Introduction to the new psychometric guidance system Training video - Aptitude Assessments - Interest Inventory - Personality Type Indicator Training Activities 3

4. Day 2 Understanding the reports Integrating into the guidance context Tablet training Operational Processes The student Experience The Launch Event Moving Forwards Resources - Operations Handbook & Practitioner Manual 4

5. Futurewise New Generation 5 Background & Context

16. A new generation of Futurewise

17. Innovation in careers guidance...... Online assessments, engaging reports, innovative technology

18. To deliver many benefits Benefits Students Schools Parents Staff

19. 19 Improve the student assessment experience Improve the quality and content in the profiling report Improve the depth of occupational information and subject choices Reduce curriculum downtime for students Provide effective administration systems for Schools and IFF To improve the impact of our guidance..... Strategic context: The Foundation’s objectives

20. 20 Reduce the cost and increase the differentiation of our offer Increase market share and volume growth in core markets Grow new channels – direct and through schools To underpin our vision of delivering great guidance to all.... Strategic context: The Foundation’s objectives

21. 21 Webspace and regular Alerts and Ezines Magazine Guidance helpline Launch Psychometric profile & report Year 11 guidance interview Optional Guidance interview Year 11/S4 Post school Launch Psychometric profile report Year 11 guidance interview Moving forward Limited Webspace Year 12 progress review Magazine Year 12/S5 Year 11/S4 “23”“15” Strategic context: A new profile at the heart of Futurewise

22. Futurewise with Futurewise Profile 12/13 School Options for full programme Platinum Gold Silver School management system Tutorials and lesson plans 2 days of career adviser support Year 9/S2 enterprise activity for year group Year 9/S2 enterprise learning materials and lesson plans Year 12/S5 progress interview 50% discount on ISCO membership I free place at CPD training event School management system Tutorials and lesson plans 1 day of career adviser support Year 12/S5 progress interview 50% discount on ISCO membership in first year 1 free place at CPD training event Available to parents via school £212£236£196 School funded, whole year group

23. Strategic context: With ambitious targets 23 Current level of enrolments

24. 24 Sales Activity Account Set-Up Profiling in School Guidance Interview Post- Profiling and Interview Activity New order forms Integrated interview notes Process tracking More flexibility; more school engagement No paper; new technology Moving Forward Owned system; full control Strategic context: Streamlined and flexible processes Launch Event

25. Plus Online Assessments – Unsupervised Impact - Inspire Next Milestones 1.Delivery of Futurewise Profiling Software – July/August 2.Integration of Futurewise Profiling Software – June-September 3.Operational procedures and training complete – August-September 4.Futurewise Ambassador profiling and interviewing – October–November 5.Sales and marketing training – December 2012 6.Sales and marketing launch – January 2013

26. 26 Futurewise New Generation Switch08 (8) 55* (71) Upsell04 (4)11 (11) New02 (2)25 (25) * Current number of Futurewise profiling accounts at 244 12/1313/1411/12 Likely (Upside) Sales and Marketing Programme Short term objectives

27. Opportunities & Challenges - Inspire Futurewise Ambassador schools Autumn 2012 UK & International schools Spring 2013 Sales and Marketing Programme Futurewise Ambassador programme

28. Engaging ‘selected’ schools which will: …work with us to implement and integrate …give us formal, objective feedback …act as advocates, supporting promotion to other schools …adopt in full going forward…

29. The benefits for our Futurewise Ambassador schools Work with us to innovate in education Use their expertise to embed Futurewise New Generation into the design of their career guidance programme to deliver maximum impact Adopt it ahead of other schools Share their best practice with other schools, in their role as Ambassador LEARNLEARN LEADLEAD

30. Futurewise Ambassador schools 30 Trial Cohort No. Current Service Level Futurewise Ambassador Programme Type Shrewsbury24 BESPOKE SMALL PARALLEL COHORT Rugby 24 GOLD SMALL PARALLEL COHORT St Columba’s 65 GOLD FULL COHORT Pitsford 10 SILVER FULL COHORT Oundle 24 GOLD SMALL PARALLEL COHORT Cambridge Sixth-form 23 GOLD FULL COHORT St Edwards24 COA SMALL COHORT Wren 24 STATE - Academy SMALL COHORT Morpeth School24 STATE - Teaching School SMALL COHORT Langley Park School24 STATE - Academy SMALL COHORT King Edwards24 STATE - Academy SMALL COHORT

31. 1.Existing Futurewise profiling schools Platinum Gold Silver Bespoke 2.Existing ISCO members Non profiling Profiling with competitor eg COA/Morrisby 3.Prospects - schools with competitors Morrisby – direct & indirect via another provider COA Non profiling 4.Prospects - direct to parents & students 31 Retain / up- sell and switch Retain / up- sell offering new tool Recapture / Gain Product development status: Sales & marketing objectives

32. Sales & marketing approach – Jan 13 Target audience Existing schoolsProspect schoolsParents/students Engagement method Meetings Follow up webinar New business meetings Events Website Helpline Marketing activity Ambassador c/studies Sales pack Webinars Event promotion Website PR Social media SEO Email PR 32

33. Futurewise New Generation Exploring Futurewise New Generation 33

34. Interests Aptitudes Personality Assessment Domains Introduction to the new psychometric guidance system

35. FUTUREWISE  Critical reasoning tests  Measures of potential  Indication of test strategy  Contemporary design  Linked to the world of work  Online administration  Available at different levels  Time & resource efficient. Aptitude tests

36. FUTUREWISE The ability to understand written information and determine what follows logically from that information. Verbal Aptitude

37. FUTUREWISE  Mirrors ‘real life’ verbal material  Information relates to different subjects  Items require analysis and interpretation  Key aspect: Professional jobs Administrative & management Sales & marketing Engineering & computing etc. Verbal Aptitude

38. FUTUREWISE The ability to use numerical or quantitative information to solve problems. Numerical Aptitude

39. FUTUREWISE  Engages ‘everyday’ numerical reasoning  Information presented in different formats  Items require analysis and interpretation  Key aspect: Commercial & financial Administration & project management Sciences Surveying etc. Numerical Aptitude

40. FUTUREWISE What comes next? Traditional Abstract

41. FUTUREWISE The ability to identify patterns in abstract shapes and generate and test hypotheses (divergent and convergent thinking) Abstract Aptitude

42. FUTUREWISE  Concerned with holistic/inductive rather than linear reasoning  Looks at ability to focus on and switch between different levels of detail  Minimal reliance on education or language  Key aspect: Science, maths, engineering, IT Design Problem solving and fault identification Strategic managerial jobs etc. Abstract Aptitude

43. FUTUREWISE Memory & Attention (MAT)

44. FUTUREWISE Memory & Attention (MAT)

45. FUTUREWISE  Memory: Remembering sets of instructions  Accuracy: Working through problems accurately  Decision making: Making choices in a quick and accurate manner. Memory & Attention (MAT)

46. FUTUREWISE Accuracy Speed LowMediumHigh 7 Fast and inaccurate 8 Fast and moderately accurate 9 Fast and accurate Med 4 Average speed and inaccurate 5 Average speed and inaccurate 6 Average speed and accurate Low 1 Slow and inaccurate 2 Slow and moderately accurate 3 Slow and accurate Not my skill Gung-ho! Multi-task processor Safe pair of hands MAT Speed and Accuracy

47. FUTUREWISE  Concerned with memorising, retaining and applying rules to make accurate decisions  Looks at ability to complete more than one task at a time, i.e. multi-tasking  Recognises link between memory and effective learning  Key aspect: Information intensive and time-critical jobs Jobs with multiple rule sets Jobs with ‘critical’ rule sets etc. Memory & Attention (MAT)

48. FUTUREWISE Level-2 basics Number of items Performance time Reliability Verbal 32120.80 Numerical 28120.84 Abstract 50100.87 MAT 50150.88-0.93 (depending on scale) Aptitude Tests

49. FUTUREWISE Closed Tests Open Tests 1 2 General population - top 95% 1 Further education - top 60% 2 Undergraduates - top 40% 3 Post grad - top 10% 4 Levels and versions

50. FUTUREWISE GCSE equiv. A-level equiv.Undergraduate Postgraduate Common scale Develop a common scale

51. FUTUREWISE IRT

52. FUTUREWISE NUMERICAL standardised score Percentiles Level 1 GCSE Level 2 A-Level Level 3 UG Level 4 PG.. 10178583114 10584674323 10685694626 10786704929 10887715332 10988725535 11089745737 11190755939 11290766241 11390786544 11491796747 11592806950 11692817153.. Sample size:177330181817930 Common Scale

53. FUTUREWISE LEVEL OF CONCEPTUAL PROCESSING E D U C A T I O N A L O A D I N G LowMediumHigh Med Low Verbal Numerical Abstract MAT Mapping Aptitude Tests

54. FUTUREWISE  Test type: closed or open  Mode of administration: supervised or unsupervised  Nature of delivery: modular and online  Location: formal sessions, careers lessons, homework periods, at home etc  Typical ‘administration’: V,N,A (Level-2 closed), MAT CII TDI (pictorial)  Performance time = 80-90 minutes  Total time = 120 minutes. Test Administration

55. FUTUREWISE How FNG measures Interest

56. FUTUREWISE Career Interest Inventory machines, hands-on, outdoor teamwork, helping, instructing creative, artistic, self-expression business, managing, influencing theories, research, science organising, numbers, details

57. FUTUREWISE  Interests profile based on responses to 36 normative and 15 ipsative RIASEC items (51)  Fine tuning through additional ‘importance’ and ‘skill’ items (28)  Performance time = 20-25 minutes  Reliability = 0.71-0.93 (depending on scale)  Normative and ipsative results profile Career Interest Inventory

58. FUTUREWISE Career Interest Inventory

59. FUTUREWISE Career Interest Inventory

60. FUTUREWISE  ‘Low’ results  ‘Flat’ results  ‘Mismatched’ interest themes  Themes ‘mismatched’ with personality  Themes and occupational suggestions. Career Interest Inventory

61. FUTUREWISE (WoW map. ACT, Inc © 2011) Career Interest and jobs

62. FUTUREWISE  Charts and narrative  Ten point scale  Estimated, extended time or missing results  VNA narrative – all combinations and implications  MAT narrative – all combinations and implications  CII narrative – ‘top’ two and ‘bottom’ theme  CII top two themes linked to Type  STEN, percentile & grade for aptitude tests (AR)  Link to common scale for V,N&A tests (AR)  Speed & accuracy information for V,N&A tests (AR)  Ipsative and normative career interests results (AR)… Reports - A & I

63. Holland's Occupational Themes 63 E nterprising (persuaders) I nvestigative (thinkers) S ocial (helpers) C onventional (organisers) R ealistic (doers) A rtistic (creators)

64. Holland - Realistic R occupations include: Carpenter Cook Electrician DT Teacher Materials Engineer Mechanical Engineer Paramedic Characteristics... Value nature, common sense, honesty, practicality Are reliable, straightforward, self-reliant, generally conservative in political opinions Enjoy manual and mechanical activities, using machines, tools, and objects 64

65. Holland – Investigative I occupations include: Chemical Engineer Computer Programmer Drafter Laboratory Assistant Pharmacist Surgeon Systems Analyst Veterinary Surgeon Characteristics... Value inventiveness, accuracy, achievement, independence Are curious, logical, precise, analytical, reserved Enjoy analytical or intellectual activity and learning by reading, study or investigation 65

66. Holland - Artistic A occupations include: Advertising Executive Architect Author English Teacher Film Editor Interior Designer Musician Photographer Characteristics... Value beauty, self-expression, imagination, creativity Are creative, independent, open, unconventional, original Enjoy creative work in music, writing, performance, sculpture, intellectual work 66

67. Holland – Social S occupations include: Careers Adviser Primary School Teacher HR Manager Nurse Occupational Therapist Police Officer Psychologist Characteristics... Value service to others, fairness, understanding, empathy Are friendly, trusting, helpful, kind, generous, warm Enjoy working with others, prefer team approaches and will sacrifice personally to forward the group goals 67

68. Holland - Enterprising E occupations include: Financial Adviser Economist Lawyer Business Management Sales & Marketing Manager Events Planner Stockbroker Characteristics... Value success, status, responsibility, initiative Are ambitious, extroverted, enthusiastic, persuasive, self-confident Enjoy leading, selling, motivating, persuading others, producing a lot of work 68

69. Holland – Conventional C occupations include: Accountant Building Inspector Editorial Assistant Engineer Investment Analyst Librarian Mortgage Adviser Website Editor Characteristics... Value accuracy, honesty, persistence, order Are practical, efficient, generally conservative, attentive to detail Enjoy working with things, numbers, or machines to meet precise standards 69

70. Futurewise New Generation The Type Preference model used in FNG 70

71. FUTUREWISE Personality - Objectives 1.To help you understand why the personality component is important 2.To address any questions you may have concerning what it does 3.To equip you with answers that may arise when discussing personality in relation to the new reports

72. FUTUREWISE What we will cover 1.What is personality? 2.Why it is important? 3.When can it be measured – at what age? 4.How can it be measured? 5.Where should administration take place? 6.Who needs to administer the assessments? 7.Principles of how personality influences the job selection algorithm Six Honest Serving Men I KEEP six honest serving-men They taught me all I knew Their names are What and Why and When And How and Where and Who Rudyard Kipling

73. FUTUREWISE Write your pen portrait of you as a personality What is your identity? Who are you?

74. FUTUREWISE What is Personality? What you do What you feel What you prefer What you want What you think What you value What you are interested in What you are good at

75. FUTUREWISE Does it change?

76. FUTUREWISE Why is it important? What he knows What he doesn’t know

77. FUTUREWISE Why is it important? Behaviour & Attitudes Personality

78. FUTUREWISE What should we measure?

79. FUTUREWISE 132 Personality and Behaviour are linked but they are not the same thing Context Behaviour Preference Personality/behaviour?

80. FUTUREWISE I am a housewife 'I'm a Research Associate in the field of Child Development and Human Relations I have a continuing program of research both in the laboratory and in the field. I am working for my Masters and I already have three credits obtained over the last 6 years. Of course, the job is one of the most demanding in the field of psychology and the humanities. I often work 14 hours a day or more but the job is more challenging than most run-of-the-mill careers and the rewards are the satisfaction rather than the money.' What is it? What I do is not who I am!

81. FUTUREWISE As we mature we become less dependent on our context for our identity An hypothesis

82. FUTUREWISE How do you measure it?

83. FUTUREWISE We ask questions

84. FUTUREWISE Trait versus Type – the secret to 48 questions Something that has …. How many legs? How long? Does it have long hair? Does it have hooves? What is it? A cat What is it?

85. FUTUREWISE What do you do? What do you think? How often do you do that? What do you like/prefer? What really matters? How do you do it? How do you react? Is that typical? What kind of questions?

86. FUTUREWISE We ask questions Do you do lots of different things … or would you rather do just one thing Would you rather do lots of different things … or do you focus on just one thing

87. FUTUREWISE Will it change? Questionnaires capture your current thinking They do not measure your DNA

88. FUTUREWISE Extraversion – Introversion Sensing – Intuition Thinking – Feeling Judging – Perceiving Summary of the TDI

89. FUTUREWISE AGE12 TO 16 N 947 EI E/I80.3619.63 SN S/N52.947.09 TF T/F37.1762.82 JP J/P42.2357.76 17 TO 19 7733 EI 69.4130.6 SN 63.9936.02 TF 45.6454.37 JP 55.4244.59 Adults EI 56.143.9 SN 62.437.6 TF 51.748.3 JP 50.849.2 When can we measure?

90. FUTUREWISE The question of change Context Age/ Maturity Personality ContextPersonality Context Personality Behaviour influences

91. FUTUREWISE The question of change

92. FUTUREWISE 92 NatureNurtureH H O H2OH2O Is it nature or nurture?

93. FUTUREWISE What Jung really said We are complex, adaptable beings, so our personality type can only predict ways we might prefer to behave in a given situation. It does not determine them. Life is like a game of cards. The hand you are dealt is determinism; the way you play it is free will …… We are not limited by our type; it’s all there and available to us. Our focus is on preference.

94. FUTUREWISE Helping students answer

95. FUTUREWISE Helping students answer

96. FUTUREWISE Helping students answer

97. FUTUREWISE A helpful metaphor

98. FUTUREWISE Some reminders

99. FUTUREWISE Type and Kolb’s Learning Cycle Review Reflect Generate Options Experiment Test Experience Do Some reminders

100. FUTUREWISE Introvert Extravert SensingIntuition Time and space Facts and Details Preparation Personal Theoretical Thoughtful Original Big Picture Involvement Novelty Possibilities DiscoveryTangible Outcomes Fast Pace Interactive Practical ClarifyingExploringActivatingInnovating Some reminders

101. FUTUREWISE The algorithm

102. FUTUREWISE The dominant

103. FUTUREWISE THINKING SENSINGINTUITION FEELING Dominant Auxiliary Inferior The dominant Every type has an order of priority/ development e.g. T, S, N, F

104. FUTUREWISE The algorithm ESFP Se and Si or S and F

105. FUTUREWISE Questionnaire options TDI Word Version

106. FUTUREWISE Questionnaire options TDI Pictorial Version

107. FUTUREWISE Review Objectives 1.To help you understand why the personality component is important 2.To address any questions you may have concerning what it does 3.To equip you with answers that may arise when discussing personality in relation to the new reports

108. FUTUREWISE What more do you need?

109. Type opposites exercise E xtraversion & I ntroversion S ensing & and i N tuition T hinking & F eeling J udging & P erceiving 109

110. Plenary Summary of the day Q & A In preparation for tomorrow - 3 reports to read 110

111. Welcome back 111

112. Day 2 Understanding the reports Integrating into the guidance context Tablet training Operational Processes The student Experience The Launch Event Moving Forwards Resources - Operations Handbook & Practitioner Manual 112

113. FUTUREWISE AThe big picture Charts that show your results at a glance BOverview Quick written summary of your results CYou and work Aspects of the world of work that may suit you DYou and learning Your preferred approach to learning EYou and careers Career suggestions linked to your results FYou and subject choice How your subject choices match your career suggestions GAdviser's comments Your careers adviser's comments and a check list Reports – P

114. Understanding the Reports There will be 3 versions of report available per each individual who completes the assessments 114 Pre-Interview Report Guidance Notes from Interview Student’s Final Report Career Adviser’s Information Career Adviser’s Report

115. Pre-Interview Report | Section A The Big Picture (p.2-3) Visual representation Overview of personality, general aptitudes and career interests White bars indicate the range for each score Results compared to A Level, Scottish Highers, IB or equivalent 115

116. Pre-Interview Report | Section B Overview (p.4-6) Narrative overview of personality, general aptitudes and career interests Grey boxes hold variable text – personalised to the student’s results. 116

117. Pre-Interview Report | Section C You and Work (p.7-9) Narrative description of the student’s preferred workplace Based on Personality Type and preferences in respect of six work- related competencies Brings together personality and interests at the end of the section 117

118. Pre-Interview Report | Section D You and Learning (p.10-11) Narrative description of the student’s learning style Based on Personality Type Diagram illustrates the four main approaches that make up the Learning Circle Most and least preferred approaches to learning identified 118

119. Pre-Interview Report | Section E You and Careers (p. 12-16) Career Suggestions focus Job Family clusters First table presents main 15 jobs with fit against personality, interests and aptitudes Further tables show additional career suggestions based on primary inputs: personality, interests and aptitudes 119

120. Pre-Interview Report | Section F You and Subject Choice (p.17-23) Describes post-16 and post-18 academic subject requirements for main 15 career suggestions Shows subjects likely to be essential and useful for each job Second tables show main suggestions mapped to subjects and student registration information Facilitating subjects separated from other subjects 120

121. Student Report Adviser’s Comments – Section G Adviser’s comments will be incorporated Actions with appropriate deadlines Resources can be indicated on the Starting your Research page 121

122. Careers Adviser Report Demographic Information 122 This will include the following: Background information Details of any disabilities School notes regarding assessment Information on specific assessment settings Subjects being studied/interest in studying Major interests & achievements

123. Careers Adviser Report Additional Information 123

124. Understanding the full Student Report Once the student has had their interview, the Career Adviser will then upload their guidance notes and the full Student Report will be available for download 124 Guidance Notes uploaded to system by Career Adviser Student Full Report Pre-Interview Report

125. Interpreting the reports Discussion How would you incorporate the report in the guidance interview? Highlight key areas to investigate/discuss with the student in each report Which action points would you note for each student? What is important to the student, type, ability etc. Subjects Learning style Guidance notes 125

126. Tablet Technology Training New technology is key Easy access to reports and other online resources for student Aim is to increase student engagement, not let it become barrier in guidance interview process 126

127. Operational Processes An Overview 127 Sales Activity Account Set-Up Profiling in School Guidance Interview Post- Profiling and Interview Activity

128. Operational Processes Sales Activity 128 Sales Activity Account Set-Up Profiling in School Guidance Interview Post- Profiling and Interview Activity Field staff meet with school to discuss Futurewise New Generation solution Sale agreed with school and ‘T2 order form’ is completed, which details the exact requirements for school (i.e. cohort size etc) ‘T2 order form’ sent to HQ ready for account to be set up

129. Operational Processes Scheduling Options for Schools Complete flexibility when scheduling assessments Can be done in one session or up to six sessions if preferred Students can complete assessments at school or home, or a combination of both Dashboard on homepage will always give up-to-date information about what a student has completed and what they have left to do 129

130. Operational Processes Assessment Options for School Schools will be able to choose from the following options: Different levels of assessment depending on student group A number of assessment groups can be set up – school have flexibility to structure according to cohort age range, ability levels, tutor groups, houses etc. Assessments can be either supervised or open – at the discretion and control of school 130

131. Operational Processes Report Options for School Schools will have the following choices for report distribution: Reports can be available for download or email immediately after a student has completed assessments Reports can be suppressed until a set date chosen by the school Reports can be available only when requested manually from the Reports page of system 131

132. Operational Processes Account Set Up 132 Sales Activity Account Set-Up Profiling in School Guidance Interview Post- Profiling and Interview Activity HQ create new account for school and register their intention to profile on new Futurewise system Assessment package options set, as per T2 form Schools are briefed on using the system for themselves Schools communicate with students and parents about profiling School sets assessment dates and report parameters

133. Operational Processes Profiling in School 133 Sales Activity Account Set-Up Profiling in School Guidance Interview Post- Profiling and Interview Activity RC/RD hold Launch Event in school to set the tone and clarify the purpose and context of Futurewise New Generation Students receive email with details of how to register Students self-register on system – either supervised or at home Students complete all assessments – either supervised or at home Schools and IF staff can monitor progress and send out reminder emails if appropriate Students can access their Pre-Interview report and prepare for guidance interview

134. Operational Processes Guidance Interview 134 Sales Activity Account Set-Up Profiling in School Guidance Interview Post- Profiling and Interview Activity RC/RD download Career Adviser reports in preparation for guidance interview Student has Guidance Interview in school (either by IF staff or by school staff) Career Adviser uploads guidance notes into system using new Tablet or equivalent technology Full report is generated and, depending on set-up, the student is then emailed a link to their report Report also sent to parent if their email address has been added by the school

135. Operational Processes Post-Activity 135 Sales Activity Account Set-Up Profiling in School Guidance Interview Post- Profiling and Interview Activity Student is able to access current Futurewise web space to view their results and other resources Moving Forwards session held in school to highlight ongoing opportunities of FW NG, i.e. further guidance interview in sixth form, Courses & Events, IAG Helpline RD/RC review service with school at Annual Review, including Impact Questionnaire feedback

136. Operational Processes Key Roles and Responsibilities 136

137. Demo Process Student logs in, completes assessments – see Registration and Dashboard Student review Pre-Interview Report Download CA Reports or View Online Enter Interview Notes Student views Final Report 137

138. Futurewise New Generation The student experience Launch Event Registration/sit assessments Receive report Guidance interview Moving Forward Event 138

139. Launch Event A preparation session for students about to take FNG (Gold Schools only but all Ambassador Schools) Launch Event is an important component of the overall - to introduce concept of online profiling as an introduction to world of work - results to inform & guide future choices - blend of personality, abilities, interests @40 minutes +/- delivered to year group 139

140. Moving Forward Event Still in development – end Sept. Concept is modular from 1 lesson to ½ day Delivered after the profiling and 1:1 guidance interview Elements to include: FW website Job research skills Learning style Future options Ideal scenario will include use of computers to access elements from the website with the aim of understanding how to get the most from their report and membership 140