Post # 9: Clients with Special Needs

I would to start this week’s blog post by discussing the activity we completed in class last week.  At first, I had mixed feelings about the activity.  After reading the case study; I thought to myself “how in the world are we supposed to pick three possible occupations for this person?”  However, after starting the search; it became a lot easier.  I learned the most from figuring out with DOT and SOC codes actually meant in relation to the specific occupations.  When I read about the codes it made sense, but I felt that I needed an opportunity to actually apply what the codes meant.  Actually taking the codes and breaking down each set of numbers was really interesting.  I could see how career counselors could use this activity when helping clients.  I also think that this could be used for different age groups; and the activity could be easily modified to accommodate a specific group of clients.

I work in special education, and I am glad that we were able to read a chapter in Brown’s (2012) book about career counseling for clients with special needs.  Brown defined a disability as “any restriction or lack (resulting from an impairment) of ability to perform an activity in a manner or within the range considered normal for a human being” (Brown, 2012, pg. 118).  I had a hard time with this definition because I would like to know what the deciding factor is for a “normal” human being.  Disabilities can range from moderate to severe, and every disability is different.  I also found it interesting that many clients with special needs receive their career counseling through a rehabilitation counselor.  I had to revise my own definition of rehabilitation counselors.  When I think of rehabilitation; I think of someone trying to solve a problem, like an addiction.   However, Brown providing a more working definition; “rehabilitation may involve services such as education, improvement of physical functioning through physical therapy, enhancing psychological adjustment, increasing social adaptation, improving vocational capabilities, and/or identifying recreational activities” (Brown, 2012, pg. 119).

Although I work with elementary school students with Autism; I often wonder where they will end up in terms of a job later in life.  Brown made a good point that most assessments and inventories would probably not produce the most effective results for clients with special needs.  I also think that he makes some good suggestions; “the use of interview procedures with the client or with physicians and therapists who have evaluated the client may provide better evaluations of the disabling condition and its effect.  Also, work samples and job tryouts may be much more significant indicators of the client’s potential than many assessment devices” (Brown, 2012, pg. 120).  It would be nice if schools had some of these programs in place before the students graduate; and maybe some schools already have programs like this in place.  Overall, I feel that a lot more needs to be done in helping clients with special needs succeed in careers to the best of their ability.  Brown makes a great point that all people need to treat these clients in this way; “evidence of what the client can do, such as strength factors and aptitudes, is even more important than identification of what he or she cannot do” (Brown, 2012, pg. 120).

Brown, D. (2012). Career information, career counseling, and career development. (10th ed.). New York: Pearson Education, Inc.