Ferrara  &  Associates, P.A.

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Psychological Consults To Enhance Life Events,
Forensic, Vocational, Educational, Alternative Interventions


Vocational Assessments are not new to the work world. In fact, the initial assessments began at the turn of the century at the industrial revolution period. Since work fields were becoming more specialized, job tasks had to be analyzed and reaction time of workers was measured along the way. Then as time passed, World War II occurred and the military began analyzing work flows and identifying tasks unique to each position.  During that  era the marketplace  developed a very specialized job tasks. This was perhaps most  evident  in  the car industry. Factory workers were expected to work at faster reaction times and piece work became common place. As industries became more sophisticated, the concepts of job analysis and  job-worker fit procedures  became  commonplace.

Job tasks were to be matched with worker skills in order to maximize production output. Then as technology advanced, new fields such as ergonomic engineering developed. Now the worker and worker environment were studied, again to maximize output and to accommodate workers who may need personalized equipment or aids. With the passage of American Disability Act, many companies were compelled to adhere to mandated efforts to accommodate handicapped workers. 

Once the ADA became law, a frenzy to develop job specifics and hiring specifications occurred. Hence to this day, efforts are required for special needs persons and companies are willing to spend funds on Employee Assessment Centers to avoid hiring the wrong worker.  If employee loss or transference occurred, time and funds were wasted on the hiring process if the worker was a mismatch for the job.  All these findings combined resulted in the current system of matching worker with job tasks as near close as possible. This all requires specialized assessments.

Often managerial candidates are subjected to Employee Assessment Centers  or a series of structured interviews and assessments can occur for advanced executives. The higher level the job is the more  elaborate the hiring process involved, often requiring a series of  complex assessments and anywhere from 5-7 interview cycles.  

Comprehensive Vocational Assessments are offered at three levels of complexity;

·          Level I  -Interest Inventory

·          Level II   Interest Inventory and Ability Tests

·          Level III Comprehensive battery to assess Interests, Abilities, Aptitudes, and Personality


Types of Assessment Services May Include;


·          Vocational Assessments

·          Employee Assessments

·          Worker’s Compensation

·          Transitional Planning

·          Workplace Accommodations

·          Executive  Job Coach

·          Fear of  Speaking-i.e, board room or Court room presentations

·          Fear of  Flying-often mandated by high level positions

·          Technical Writing Seminars


*Proposals are available for individual or group programs.  Call the office at 813-259-0303   or  877-669-0303

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