Do jobs identified as high and low preference in a video assessment correspond with high levels of...
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Transcript of Do jobs identified as high and low preference in a video assessment correspond with high levels of...
Correspondence between Video-Based
Preference Assessment and Subsequent Community Job Performance
Horrocks, E.L. & Morgan, R.L. (2011). Correspondence between Video-Based Preference Assessment and Subsequent Community Job Performance. Education and Training in Autism and Developmental Disabilities, 46 (1), 52-61
Article Review
Research Question
Do jobs identified as high and low preference in a video
assessment correspond with high levels of performance on
the jobs identified?
Subjects
Three individuals participating in a post-high school special education program on a university campus
Diego, Kyle, and Tasha
Selected by nomination from their post-high school teacher
Subject - Diego
18-year old Hispanic male
Diagnosed with Downs Syndrome
Performance range of intellectual disability is in the moderate range
Subject - Kyle
18-year old male
Diagnosed with Williams Syndrome
Intellectual and adaptive behavior scale scores indicate performance in the moderate range of intellectual disability
Subject - Tasha
19-year old female
Diagnosed with mild cerebral palsy
Intelligence and adaptive behavior scale scores indicate performance in the mild-to-moderate range of intellectual disability
Settings
Video Preference Assessment› Individual participant and researcher› 5 meter by 4 meter office on university
campus
Job Locations and tasks All in integrated community settings
Settings – Job Locations and Tasks
Stocking candy at a supermarket Cutting 22-gauge phone wires at an AT lab
on campus Restocking DVD’s at a video rental center Sorting bolts, screws, nuts, washers and
other items at an agricultural systems technology center
Feeding chickens and other animals, brushing horses and cleaning facilities at a farm
Dusting/sweeping shelves and recreational vehicles at a repair facility.
Methodology
Research Design: Alternating Treatments Design› Effects of high and low preference video
selections vs. job performance and choice of job
Independent Variable: › preference of jobs
Dependent Variable: › on-task performance at jobs
Methodology - Procedures
Began with a video preference assessment session with each participant
Then participants performed high and low preference job tasks in community locations
Video Preference Assessment
Program presented four screens› Each with an icon representing types of work and
job tasks Participants selected individual icons
representing types of preferred work tasks Participants watched 2-4 minute videos on
jobs determined by computer Selection screen gave participants
opportunity to retain or discard a job For low preference jobs participants did the
same thing except they identified jobs they did not like
Job Performance Assessment
One high preference job site and one low preference job site was established for each participant
2 Data Collectors› Unaware of participants’ preferences recorded performance
at job sites Primary data collector
› Recorded participant performance, wrote narrative notes, and organized files
Secondary data collector› Drove the vehicle to community jobs, developed the job
tasks, and served as inter-observer agreement recorder First author
› Checked procedural fidelity Second author
› Scheduled work sessions at each site
Daily Schedule
Three 25 minute sessions at job sites› High preference› Low preference› Participants choice
Job sites randomly assigned to first, second, and third sessions› To avoid sequence effects
Results - Diego High preference job was stocking candy in a
supermarket In all 10 choice sessions, Diego selected the high
preference job
Job Preference Low performance
High Performance
Performance Mean
High Preference Job 72% 96% 87.4%
Low Preference Job 29% 90% 63.9%
Choice Session Job 80% 98% 88.9%
On-task performance at jobs
Results - Kyle High preference job was stocking videos in a video
rental center. Four choice sessions were at the high preference
site and four were at the low preference site.
Job Preference Low performance
High Performance
Performance Mean
High Preference Job 96% 100% 98.8%
Low Preference Job 45% 100% 73.4%
Choice Session – High 80% 100% 94.5%
Choice Session - Low 62% 98% 89%
On-task performance at jobs
Results - Tasha High preference job was feeding animals at a farm. In 5 choice sessions, Tasha selected the high preference
job. Tasha only completed one session at the low preference
job.
Job Preference Low performance
High Performance
Performance Mean
High Preference Job 92% 98% 95%
Low Preference Job 38% N/A N/A
Choice Session Job 86% 92% 90%
On-task performance at jobs
Discussion
Results of this study indicate that video preference assessment correlates with high and low job performance respectively.
Job performance relative to job preference varied across participants.
Results were variable and limited to three participants .
Findings suggest that further research on video preference assessment should be conducted
Limitations
Measure of actual productivity on jobs was not recorded.› Only on-task behavior
Pre-assessment in this study needed to be more extensive and provide a comprehensive measurement of all tasks without prompts
Did not consider a large sample of situations that may occur in the work place that may affect the participants experience and productivity
Analysis
Video preference assessment is worth looking into further, but still needs more evidence to be a standard practice in classrooms.
This could be beneficial to teachers who are working toward transition goals and vocational skills for students.
Although they had three students they took data on, only two of them actually completed all three job preferences to give them accurate data.
Related Article #1Doren, B., Lindstrom, L. & Miesch, J. (2011). Waging a Living:
Career Development and Long-Term Employment Outcomes for Young Adults With Disabilities. Council for Exceptional Children, 77(4), 423-434.
Using case study methodology, researchers examined the career development process for a sample of individuals with disabilities. These students were also studied for their post school employment outcomes. The individuals that they used were working in living wage occupations seven to ten years after exiting high school. The article addresses factors that supported ongoing career advancement that was evident across all participants. Specific experiences and outcomes varied by gender.
Related Article #2Fisher, T.L., Harrison, E.M., Kleinhart, H.L. & Kleinhart, J.O. (2010). “I
Can” and “I Did” – Self Advocacy for Young Students with Developmental Disabilities. Teaching Exceptional Children, 43 (2), 16-26.
This article discusses self-advocacy and self-determination for young students with significant intellectual disabilities. The different abilities discussed are selecting personal goals, planning steps toward goals, assessing one’s progress, making choices and self-monitoring and self evaluating one’s behavior. In the article the questions of how self-advocacy skills can be strengthened and what teachers can do to support this growth was addressed. This article describes the step-by-step procedures used by the Kentucky Youth Advocacy Project team to train students with disabilities and the personnel to increase self-advocacy and self-determination.