92 Recruit ITP Students from Career Fairs
Issue: Interpreter shortage
Proposed Solution: As high school, college and community career fairs are an identified area for recruiting interpreters, the Commission will convene a small work group to compile a list of 1) people and entities who are willing to attend career fairs to recruit new interpreters and 2) a list of career fairs in all sectors, including the contact people who are coordinating those career fairs. The connecting of coordinators of career fairs and people to attend and recruit from these career fairs appears to be the missing piece. Identifying who would take on the central coordinator’s role would need to be determined.
Expected outcome: Deaf consumers will have increased access to interpreting services due to larger numbers of ITP students being recruited and ultimately graduating.
Who is impacted: Interpreter training programs, interpreters, consumers
Timeline: 6 months
Summary of Support Image Description
The stacked bar charts show how respondents rated their level of support and the total number of responses. The percentage for the five support levels is shown from left to right: Strongly Oppose (Dark Red), Oppose (Light Red), Neutral (Yellow), Support (Light Blue), and Strongly Support (Dark Blue).
Respondents may identify with multiple subgroups. The overall level of support is:
Overall
Strongly Oppose: 0%
Oppose: 2%
Neutral: 8%
Support: 36%
Strongly Support: 54%
Click to see the detailed image description for each subgroup.
Interpreter
Strongly Oppose: 0%
Oppose: 3%
Neutral: 11%
Support: 30%
Strongly Support: 56%
Non-Certified Interpreter
Strongly Oppose: 0%
Oppose: 0%
Neutral: 15%
Support: 23%
Strongly Support: 62%
DDBHH Consumer
Strongly Oppose: 0%
Oppose: 0%
Neutral: 10%
Support: 37%
Strongly Support: 53%
Interpreter Training Program
Strongly Oppose: 0%
Oppose: 11%
Neutral: 11%
Support: 22%
Strongly Support: 56%
System Stakeholder
Strongly Oppose: 0%
Oppose: 2%
Neutral: 12%
Support: 40%
Strongly Support: 45%
Overview of Respondents Opting for In-Depth Solution Analysis
After indicating their support level, 3% of the 119 respondents opted in to further assess whether the solution would worsen or improve on five metrics. Of the opt-in reviewers (4 respondents), 100% supported the solution, 0% were neutral on the solution, and 0% opposed the solution.
The remaining 115 respondents did not opt in to further assess the solution. Of these people, 89% support the solution, 8% were neutral on the solution, and 1% opposed the solution.
Reviewer Evaluation of Solution Effectiveness
Solution Effectiveness Image Description
The stacked bar charts show how respondents assessed the effectiveness of this solution based on five metrics. For each metric, the percentage of respondents is shown from left to right: Worsens (Red), Improves (Blue), No Impact (Gray).
DDBHH Quality of Life
Makes It Worse 0%
Makes It Better 100%
No Impact 0%
Interpreter Satisfaction
Makes It Worse 0%
Makes It Better 100%
No Impact 0%
Consumer Choice
Makes It Worse 0%
Makes It Better 100%
No Impact 0%
Interpreting Availability
Makes It Worse 0%
Makes It Better 100%
No Impact 0%
Interpreting Quality
Makes It Worse 0%
Makes It Better 100%
No Impact 0%
Reviewer Feedback and Insights
Interpreter
Comments from Interpreters express doubts about attending general career fairs, questioning the return on investment and the source of funding. Another comment supports the idea but highlights the need for better coordination and advertising to attract relevant students, noting the broader benefits of learning ASL. Comments from Interpreters also propose that a diverse group of interpreters create marketing materials and a video campaign to promote interpreting as a career.
Deaf, DeafBlind, Hard of Hearing
No comments were submitted.
System Stakeholder
Comments from System stakeholders question whether attending general career fairs would be as effective as other outreach efforts. Another comment emphasizes the need to clearly communicate the training path, job opportunities, flexibility, and compensation to make ITP recruitment more effective.
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