From time to time an organisation identifies a member of staff who may not appear to be as motivated as he or she had been, is not performing as expected, is in a role for which he or she does not appear very suitable: or the organisation is going through rapid change and there is no job under the new system for some members of staff who may have been in the organisation for some time and for whom the organisation feels some responsibility: or new skills are required and the organisation feels that effort should be put into identifying who among existing staff are most likely to adapt to the new order.
And in recent months, organisations are being forced to reduce staff numbers but would like to help those who are being let go to adapt, prepare themselves for different careers, locations, industries.
Whatever the reason, ETC Consult provides such organisations with a comprehensive, professional Career Guidance Programme for their staff from which both parties benefit significantly in terms of responsible management on the part of the organisation and raised, realistic optimism on the part of staff.
It is presented in four stages.
In stage one the staff member completes a number of exercises in a relaxed, non-threatening, supportive manner in our building. It takes about 5 hours.
It consists of:
One Occupational Interests Questionnaire
Six Aptitude Exercises
One Personality Questionnaire
One Biographical Data Sheet on the staff member’s educational, work, leisure-time background.
In stage two he or she returns – some days later – for a discussion based on three charts that are generated by the exercises that he or she completed in stage one and his or her Biographical Data Sheet. This takes about one and a half hours.
In stage three ETC Consult writes and sends a comprehensive Career Guidance Report recapping the entire process and ending with a list of five to 8 careers to which we feel the staff member should now give very careful consideration by virtue of his or her Interests, Aptitudes, Personality, background and evolving careers market.
It goes further and – if he or she is going to college – gives a list of CAO Level 8 and a list of CAO Level 6/7 Third Level Courses that lead directly or indirectly into those careers.
If he or she are not going to college it gives guidance on the alternative routes to careers and how to get into them by starting at the bottom with specific organisations; starting an Apprenticeship; doing a Post Leaving Certificate or FETAC Course; starting a business; going to night school; doing an MBA or whatever is the optimal approach indicated.
In Stage Four the staff member studies his or her report; discusses it with whomever and then either “bites the bullet” and goes for option 1,2 3 or whichever in our final recommended list which makes the most sense or – if he or she has any queries on any part of the report – he or she reverts to us in person, by telephone, e.mail or whatever for clarification and then he or she makes the final decision.