This begins with the basics. Assessment

is an important part of the process, and —
Merrill says that clients can discover their
present educational abilities by using a_
computer program. "It’s a pretty user-friendly .
system. With simple. ‘computer. activities, -—
clients can compare their ability levels to the -
joh: areas which interest them. Computer.
exerciges in math, for example, range ‘from. .

counting fish in a’ fish bowl to Grade 11
algebra. This not only helps the client deter-
_ mine which subjects he or she is‘ best at, but
also'the extent of any further development
needed for. employment.

ng this process, clients are exercising

some: basic skills necessary for long-term
employment. While keeping family schedules
and arranging for daycare or transportation

are: skills: that many people take for granted, -

to ‘some, . ‘these seem like impassable
roadblocks to employment. "They're expected
to commit thirty hours a week to. this [pro-
gram," says Merrill, noting that the commit-

ment can be an exercise in personal organiz-_

ation... cate

Once a person’ 3 skills and interests have |
been determined, training and education —

levels are looked at. Clients are assisted in
developing personal options, and guided
toward their choice of educational develop-
ment, That choice might include working
toward a General Education Development
certificate, attending Adult Basic Education
classes, applying for an apprenticeship, or
enroling in a technical course through other
local programs.

Occasionally, a person is uncertain about
working in a particular field, In many cases,
Interconnect’s . program manager, Roger
Leclerc, may arrange for temporary volunteer
employment at a local business. This not only
benefits the Interconnect client, but also the
employer. As Merrill points out, “We are able
to provide them with a pre-screened
employee on a trial basis."

Sylvia. Macdonald runs Intereonnect’s
office skills program, which trains people in
the field of secretarial office work. "I
give them a complete secretarial course,” she
says. Students take over the receptionist and
secretarial duties in Interconnect’s office.
"They're not coming in to school, they're
coming to work," says Macdonald. ‘By the
time théy’'ve completed this’ course, this
“hands on" experience has prepared the
students well for office duties elsewhere.

After the skill assessment and training,
the length of which varies depending on
needs, clients are assisted in preparation of

_resumes and guided through the process of ce
looking for permanent ‘work, Larry Merrill °
_ says that this process is another skill that

must be learned. "It’s-an exercise in itself,”

_he. explains. The Core program’s emphasis i is
on: ways to. acquire ‘Permanent, jong-term .
; employment:

Employers hiring Interconnect ’s clients :

“are getting employées who are trained, de- -

pendable and eager to work. Of those who

- complete the Core program, Merrill estimates
. that 95%. are successful in finding suitable
_work, “We consider tén weeks of employment:
" . a success,” he says. The faces on the office
wall agree. |

3 = Stephanie Wiebe woe

‘The Miss Terrace candidates continue to work on

personal development and public relations skills, having
recently participated in a fashion show in the Skeena
Mall, like Jodi Coulter, above. In the past week they.
have attended stress management, effective speaking and
modelling workshops. This Sunday the ladies will stage
a fashion show in the Dolly Varden Room of the Terrace
Hotel. : ; ;

Terrace Review. -- April. 10, 1992