Understanding the nature of the counselling process is vital to the implementation of a programme of assessment. Such a programme has to take into account the initial provision of information, the initial contacts, the activities of the counsellor and the subsequent placement. The examination of the â€œpotentialâ€� of the Deaf person is of much less importance in this process as it is the practical adjustment in the workplace which is the determining factor in job success. In order to assess the performance effectively, targets have to be set and the participants (ie counsellors) can self assess and be objectively assessed against these targets. The suggestion that the Deaf person should be assessed is reasonable insofar as that assessment can be show to correlate with outcomes and success in employment. As indicated in WP1400, the pitfalls in such a traditional approach and the lack of data which would support any correlation of say, personality tests or intelligence tests with counselling outcomes, argue against the routine use of what are simply invalid tests. The VOGS model has therefore to be assessed against the criteria (WP1300) in the context of the process as indicated in WP1500. These assessments are the measurement of the Deaf clientâ€™s progress towards recorded targets and objectives within the process.
|Translated title of the contribution||Assessment in the VOGS model|
|Publisher||Leonardo Programme, European Commission|
|Number of pages||17|
|Publication status||Published - 2005|