Canadian Standards and Guidelines for Career Development Practitioners

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Canadian Standards and Guidelines for Career
Development Practitioners
Where to from here?
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Objectives

• Be current about SG applications across Canada
  and their implications for the field as a whole
• Certification/licensing/training
• Innovative applications
• Other
• (Day 1 focus)

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Objectives

• Dialogue as a community on the roadmap-where to
  from here re
• The preferred future for career development
• A post-July/06 home
• Strategic leadership what we need/how do we get
  there
• Agree to an action plan to guide next steps
• (Day 2 focus)

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• Unprecedented focus on the career development
  field
• Who and where are we
• Who do we serve
• What do we achieve
• How do we contribute

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• Doreen Kooey, CDAA
• Denise Lloyd, B.C. SG sub-committee
• Deirdre Pickerill, Life Strategies Ltd.
• Sareena Hopkins, CCDF
• Bryan Hiebert, IAEVG
• Teresa Francis and Alan Cuvelier, Nova Scotia

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Objective for Day 2 the Roadmap

• Dialogue as a community on the roadmap-where to
  from here re
• The preferred future for career development
• A post-July/06 home
• Strategic leadership what we need/how do we get
  there
• Agree to an action plan to guide next steps

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• Based on what you heard yesterday
• What are the short and long term implications for
  career development in Canada?
• What issues (if any) are important to be
  considered as a pan-Canadian career development
  community?

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Setting the Context The Bigger Picture

• OECD, EU and World Bank Reviews of Guidance
  Policy
• Working Connections pan-Canadian Symposium
• International movement (ICCDPP)
• CRWG (Evidence-based practice)
• Blueprint
• SGs
• Career Development on Policy Agenda-Canada and
  elsewhere

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Consistent Themes International and Canadian
essential needs are

• Stronger professional and research structures
• Strategic instruments (SGs Blueprint)
• Nation wide service standards
• National professional association
• National body (sector like) providing
  co-ordination/leadership
• Professional standards for each staff category
• Consistent and accessible professional training

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With respect to strategic leadership

• What are our strengths
• What are our limitations
• Where do we want to be
• What are the challenges and opportunities
• What do you recommend

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• Some models for strategic leadership might be..

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Ways forwardsome ideas

• Canadian Career Development Stakeholder Committee
  could..
• Address human resource issues within the sector
• Map training access and consistency
• Provide national policy frameworks
• Convene national fora to bring critical
  stakeholders together
• Be a national voice for the sector

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Ways forwardsome ideas

• Alliance of Canadian Career Development
  Professional Associations
  
• (growing from all provincial and territorial
  professional associations) could
• Establish a Canadian credentialing system
• Evaluate and accredit training programs
• Provide professional leadership
• Establish minimum standards
• Regulate professional practice
• Provide a national professional voice
• Be the permanent custodian of SGs and Blueprint
• Organize periodic national forums for sharing of
  research, effective practices and dialogue on
  policies and critical issues of concern to the
  field as a whole

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Ways forwardsome ideas

• A Canadian Career Development Institute could
• Address human resource issues in the sector
• Address critical workforce development issues
  (skill shortages healthy workplaces, career self
  management)
• Be an ongoing mechanism for stakeholder
  collaboration
• Continue the Symposium initiative through
  pan-Canadian working groups/for a for government
  and non- government stakeholders to debate and
  resolve policy issues
• Conduct and disseminate research
• Liaise with, contribute to and disseminate
  international research through the ICCDPP
• Act as a professional resource

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The Roadmap from Here

• What do we recommend?
• How could we proceed to get there?
• What action plan do we endorse?

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The Roadmap from Here

• SGs
• What should the focus of the next 6 months be?
• What are the responsibilities of the
  home/custodian?
• Where is the home/custodian?

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The Roadmap from Here

• What mechanisms do we need to begin to
  collaboratively build in order to move toward a
  long range vision and take our place as a career
  development profession?
• What are our steps
• 3 months
• 6 months
• 2 years

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• SGs Steering Committee
• www.career-dev-guidelines.org

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Working Connections Canadas First Pan-Canadian
SymposiumA Forum For Policy Developers, Career
Development Leaders and Workplace
Representatives
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Desired Symposium Outcomes

• Not an event but a process
• Success to be judged by the pre-Symposium work
  and the actions taken in the 2-3 years following
  the event

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Pre Symposium Work

• Working Connections Papers and Proceedings,
  2003
• the largest single database in Canada on career
  development services and delivery
• Provincial/Territorial/National Organization
  Stakeholder Teams (policy, practitioner, employer)

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Symposium Work

• 15 important issues identified across all papers
• 5 priority issues selected for action

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Symposium Work

• 5 priority issues
• A comprehensive vision and coherent strategy for
  services across the lifespan
• Increased applied research on the evidence base
  and on workplace issues
• Sustained mechanisms for stakeholder
  problem-solving and collaboration
• Accessibility of existing research national and
  international
• Career development in workplaces small , medium
  and large

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Canadian Research Working Group on Evidence-Based
Practice

• Research Question
• What is the state of practice in Canada regarding
  how the outcomes and impacts of career
  development services are measured and reported?

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Canadian Research Working Group on Evidence-Based
Practice

• Research Sample
• Practitioners
• Agencies
• Policy Developers
• Employers

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Canadian Research Working Group on Evidence-Based
Practice

• Practitioner Questions
• How important is it to measure?
• Do you report on outcomes/impacts
• List up to 3 of the most important outcomes you
  report. For each describe how you measure and
  what evidence you collect.
• List up to 3 outcomes you are achieving but not
  measuring and/or not reporting. For each, what
  evidence you have that the outcomes are being
  achieved.

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Canadian Research Working Group on Evidence-Based
Practice

• Policy Developer Questions
• What do you want back from programs and services
  you fund?
• How do you evaluate what you are getting?
• What information do you use to decide what to
  fund?
• What would you like to have to evaluate better?

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Canadian Research Working Group on Evidence-Based
Practice

• Employer Questions
• What do you want back from programs and services
  you invest in?
• How do you evaluate what you are getting?
• What information do you use to decide what to
  fund?
• What would you like to have to evaluate better?

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Canadian Research Working Group on Evidence-Based
Practice

• The 5 year Research Questions
• What is the state of practice?
• What interventions and contexts contribute to
  positive outcomes and impacts of services
• What interventions and contexts contribute to
  positive outcomes and impacts for specific
  populations?
• What comprehensive framework will guide continued
  policy development, practice development and
  accountability?

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Symposium Work

• 5 priority issues
• A comprehensive vision and coherent strategy for
  services across the lifespan
• Increased applied research on the evidence base
  and on workplace issues
• Sustained mechanisms for stakeholder
  problem-solving and collaboration
• Accessibility of existing research national and
  international
• Career development in workplaces small , medium
  and large

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Coherent Strategy The provinces/territories
report

• See the Working Connections Newsletter
• Examples
• K-adult strategy being articulated in
  Saskatchewan
• Interdepartmental Committee on career development
  in Manitoba
• Career Development as part of the Prosperity Plan
  Policy in New Brunswick
• ADMs in Alberta (3 departments) adopt a mandate
  to develop a coordinated plan to deliver services
  over the lifespan, to be designed with
  evaluation and impact built in
• Others..

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Symposium Work

• 5 priority issues
• A comprehensive vision and coherent strategy for
  services across the lifespan
• Increased applied research on the evidence base
  and on workplace issues
• Sustained mechanisms for stakeholder
  problem-solving and collaboration
• Accessibility of existing research national and
  international
• Career development in workplaces small , medium
  and large

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• International Centre for Career Development and
  Public Policy (ICCDPP) is established. John
  McCarthy, formerly with the EU is Director
• Partners are Australia, Canada, Finland, New
  Zealand, United Kingdom and the EU
• International Symposium taking place in
  Australia, April, 2006 Team Canada chosen from
  the Symposium network. Theme is Connecting
  Career Development and Workforce Development
• International Symposia scheduled for the EU in
  late 2006 and Scotland in 2007-08

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Symposium Work

• 5 priority issues
• A comprehensive vision and coherent strategy for
  services across the lifespan
• Increased applied research on the evidence base
  and on workplace issues
• Sustained mechanisms for stakeholder
  problem-solving and collaboration
• Accessibility of existing research national and
  international
• Career development in workplaces small , medium
  and large

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• Consulted with Symposium teams to determine need
  and support for taking the Symposium agenda and
  long-term objectives forward?
• Responses are that the partnerships and actions
  plans resulting from Working Connections have
  yielded longer-term benefits
• The initiative should be sustained
• The question is not if but how.

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Priority Issues not reported on

• There is a large agenda of career development
  issues which were identified at the Symposium and
  need to be addressed.
• There are OECD policy recommendations which need
  policy attention in Canada. Among these are..

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OECD Conclusions 6 major issues needing policy
attention

• First priority to systems that develop career
  self-management skills, including using
  information delivery systems match levels of
  personal help rather than assuming everyone needs
  intensive or information only

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OECD Conclusions 6 major issues needing policy
attention

• Greater diversity in types of services and ways
  they are delivered more integrated use of ICT
• Shape initial and further education and training
  qualifications to support the acquisition of
  career self-management skills, better information
  and more diverse service delivery

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OECD Conclusions 6 major issues needing policy
attention

• Improve information base for public policy
  making, client need and demand, outcomes and
  cost-effectiveness
• Develop better quality assurance mechanisms
• Develop stronger structures for strategic
  leadership

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10 Features of Lifelong Career Development
Systems

• Transparency and ease of access over the
  lifespan, including a capacity to reach a diverse
  range of citizens
• Attention to key transition points over the
  lifespan
• Flexibility and innovation in service delivery to
  reflect differing needs of diverse client groups

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10 Features of Lifelong Career Development Systems

• Processes to stimulate regular review and
  planning
• Access to individual assistance by qualified
  practitioners for those who need such help at
  times when they need it
• Programs to develop peoples career-management
  skills

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10 Features of Lifelong Career Development Systems

• Opportunities to investigate and experience
  learning and work options before choosing them
• Access to services that are independent of the
  interests of particular institutions and
  enterprises

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10 Features of Lifelong Career Development Systems

• Access to comprehensive and integrated
  educational, occupational and labour market
  information
• Active involvement of relevant stakeholders

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weakly professionalized.

• Career Development is weakly professionalized
  and, in most countries, does not meet the
  following basic criteria for a profession
• Clear and formal entry and qualification routes
  into distinct occupational roles, staffed by
  specialists
• Standards to control professional behaviour
  (Licensing and a code of ethics)
• From Career Guidance and Public Policy Bridging
  the Gap, OECD, 2004

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Criteria for a Profession (contd)

• Use of evidence as basis for practice
• Existence of a network of supporting professional
  associations, training institutions and research
  organization
• From Career Guidance and Public Policy Bridging
  the Gap, OECD, 2004

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What to do about

• Clear and formal entry and qualification routes
  into distinct occupational roles, staffed by
  specialists
• Standards to control professional behaviour (ex.
  Licensing and a code of ethics)

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The Canadian Scene Strengths

• Canadian Standards Guidelines for Career
  Development Practitioners
• LOrdre des conseillers et conseillères
  dorientation et des psychoéducateurs et
  psychoéducatrices du Québec (OCCOPPQ)
• Career Development Association of Alberta (CDAA)

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The Canadian Scene Strengths

• British Columbia - Canada Career Information
  Partnership (BC-CCIP)
• National certification for counsellors
• The Canadian Counselling Associations national
  CCC designation
• Masters degree required
• Integrated with all forms of counselling

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The Canadian Scene Strengths

• Circuit Coach
• Free online training
• Assessed against the S Gs
• core and select specialization competencies at
  the mastery level)
• Leading edge Canadian content
• Other promising developments
• Campus Alberta
• Life Strategies CMP Program now with GCDF
  recognition

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The Canadian Scene Limitations

• No clear and formal entry and qualification
  routes into distinct occupational roles, staffed
  by specialists
• No home for the S Gs or the Blueprint
• No national coherent strategy to use the S Gs
  to increase training and training consistency

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The Canadian Scene Limitations (contd)

• No coordination or consistency in provincial
  activity and provincial certification models
• Great risk of further fragmentation and becoming
  even more weakly professionalized

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The Roadmap ahead

• Stay informed
• Activate and Advocate
• Provide input
• Contribute to a pan-Canadian Career Development
  Vision and Plan of Action

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Resources

• The database for the 37 country study
• www.oecd.org/els/education/careerguidance
• The International Symposium movement and the
  ICCDPP
• www.crccanada.org.symposium
• Canadian Career Development Foundation
• www.ccdf.ca

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• WORKING CONNECTIONS
• .TO BE CONTINUED