Methodology
Work values methodology
Work values describe what someone wants working life to provide beyond the activities themselves.
What it measures
The assessment asks how important six conditions are in the working life you want: stability, autonomy, service, income growth, creative freedom, and mastery. Values concern what work provides, while interest items concern the activities themselves.
How we use it
Six separately rated items surface stability, autonomy, service, income growth, creative freedom, and mastery. These values add context to the interest result; they do not currently change the primary RIASEC profile.
Why values can change a career decision
A person may enjoy analysis but reject a volatile research path because stability is essential. Another may enjoy helping but prefer program design to direct care because emotional boundaries or schedule control matter. Values help expose those tradeoffs before a career title is treated as a recommendation.
What it does not capture
One item per value is useful for reflection but is not a validated work-values inventory. Family duties, disability, geography, labor-market access, discrimination, finances, and health can matter more than a preference score.
How to use the value signals
For a promising career, ask what evidence would confirm the value fit: talk with practitioners in different settings, compare schedules and compensation structures, inspect training debt, and identify how much choice workers actually have. Retake the reflection when circumstances or priorities materially change.
Limitations
Values can change with life stage, finances, family needs, health, and available options. A high rating is not proof that a particular occupation supplies that value. Results should be treated as questions to investigate in actual workplaces.