ICCDPP

CAREER DEVELOPMENT BENCHMARKS - TERTIARY

iccdppadm — Fri, 14 Dec 2012 17:13:00 GMT

This recent publication by Careers New Zealand provides a set of quality benchmarks for career development programmes and services in tertiary/post-secondary further and higher education and training in New Zealand. It outlines a clear and consistent framework to enable tertiary organisations and external bodies to review the effectiveness of their career development programmes and services. The benchmarks focus on the career management competencies/needs of students.

The benchmarks are presented in three categories:

-Student engagement

-Employer and industry engagement

-Tertiary organisation engagement.

A four point descriptive scale is used for each benchmark:

-Ineffective

-Adequate

-Consolidating effectiveness

-Highly effective.

A very useful Glossary is provided.

This publication is highly recommended for tertiary education and training organisations.

AUSTRALIA: NATIONAL CAREER DEVELOPMENT STRATEGY - COST BENEFIT ANALYSIS OF RATIONALE AND OPTIONS

iccdppadm — Tue, 25 Sep 2012 04:00:00 GMT

This report, prepared in 2011 by Deloitte Access Economics for the Australian government, examines the options presented in the report prepared by NOUS (see previous publication on this site) for a National Career Development Strategy for Australia. In its introduction the report cautions that it is impossible to conduct a fully-fledged cost benefit analysis because of the granularity of the available data on the benefits of career development services due to the incomplete nature of the current evidence base. Among its conclusions are the need for investment in strengthening the evidence base, especially on the benefits generated by career development services provision.

AUSTRALIA: NATIONAL CAREER DEVELOPMENT STRATEGY - RATIONALE AND OPTIONS

iccdppadm — Tue, 25 Sep 2012 03:44:00 GMT

This paper, prepared by the NOUS Group, was commissioned by the Australian government to help it to develop its national career development strategy. Published in 2011, it describes the components of such a strategy and suggests options for its implementation. The components of the strategy are as follows:

vision
goals
leadership
governance
services - ICT
services - face to face
services - curriculum
quality standards
evidence
communications and marketing.

AUSTRALIA: NATIONAL CAREER DEVELOPMENT STRATEGY - RESEARCH PROJET 1 REPORT

iccdppadm — Tue, 25 Sep 2012 03:22:00 GMT

This recently published research report was compiled by Miles Morgan for the Australian government in order to inform future government strategy on policies for career development. It consists of a review of national and international career development research as well as consultations with experts and with States and Territories personnel. The review aimed to identify the evidence base for:

best practice career development models
the impacts and benefits of career development interventions on youth transitions
the skills young people need to enable them to manage their learning and work lifepaths
ways to address the needs of specific target groups.

Criteria for effective career development practice were distilled from the literature review. These included characteristics of

effective career development systems
effective delivery mechanisms
effective content.

These criteria were in turn applied to what happens in Australia at the moment and significant gaps were identified and recommendations made. This document is a very useful synthesis and starting point for countries who wish to develop or to improve career guidance provision for its citizens.

AUSTRALIA: NATIONAL CAREER DEVELOPMENT STRATEGY - GREEN PAPER

iccdppadm — Fri, 21 Sep 2012 03:39:00 GMT

This Green Paper published by the Department of Education, Employment and Workplace Relations in June 2012 proposes a way forward for a National Career Development Strategy for Australia. The Green Paper has been informed by extensive discussions with key stakeholders and by a number of national research projects.

The Australian Government recognises the need to support individuals, throughout their lives, to make appropriate choices about education, training and work, and to manage their careers successfully. A National Career Development Strategy will help to achieve this. The Green Paper:

· outlines why career development is important for Australia’s future

· indicates why Australia needs a National Career Development Strategy

· suggests some initial priorities for a National Career Development Strategy; and

seeks feedback on these priorities.

This Green Paper provides very useful references to the research undertaken to inform the strategy and to good examples of practice as they exist at national, state and territory levels, and to international sources and approaches to career development and public policy.

Career Education Benchmarks for Secondary Schools (New Zealand)

iccdppadm — Thu, 17 May 2012 00:31:00 GMT

These benchmarks developed by Careers NZ through an iterative process are designed to help schools to evaluate their success in implementing careers education programmes and to improve their quality. They are presented as a self-review tool and consist of four sections:

Student learning outcomes: career management skills, the competencies that students should develop by the time they leave compulsory education. These learning outcomes are presented at two levels: competent student; highly competent student.
Inputs: school leadership, management and governance, creating a positive climate for career education. It includes providing sufficient resourcing and support, and ensuring that there are clear strategies and plans to enable a whole-school approach.
Inputs: school's approach for planning, implementing, evaluating and improving career development programmes and services to ensure that the needs of all students are met
Inputs: information systems - systems and processes for accessing, managing and evaluating information and resources.

A Comparison of Career Guidance Information in the US and Japan

iccdppadm — Wed, 07 Sep 2011 10:05:00 GMT

While not an expert paper on career guidance information, this is an interesting informational article (2008) that compares the US and Japan in terms of challenges facing the economy and the workforce, challenges for particular work groups in certain economic sectors, and job seeking support systems including careers information.

Pathway Planning; Informing learning, building connections, strengthening transitions

iccdppadm — Thu, 14 Apr 2011 00:31:00 GMT

Written in 2007 by Peter Tatham and Joyce Johnston, this report commissioned by the Tasmanian Department of Education, reviews the implementation of a pathways planning support programme for young Tasmanians in their post-school/compulsory education transitions. The aim of this support was to help young people plan, prepare, and make informed choices about post-school destinations within the overall Department policy of improving educational outcomes and retention and participation rates in education and training for young people aged 15 to 19 years. The review looks at the engagement of all stakeholders with the programme. Elements of the programme included work exploration, skills/attributes identification, and making future plans, delivered through class teaching and individual interview work.

The report illustrates the challenges encountered by school management, teachers, parents and young people when new components are added on to the formal curriculum of the school.

The Economic Benefits of Career Development Services by CICA

jmcadmin — Wed, 25 Aug 2010 02:00:00 GMT

This report was commissioned by the Careers Industry Council of Australia in 2006. It looked at possible areas of research on the economic benefits derived from the provision of career development services. The key benefit identified was better informed career decision-making that leads to improved labour market outcomes. The conclusions outline potential avenues to help inform future research into the economic benefits of career development services.

PACIFIC CAREERS NETWORK COMMUNIQUE 2009

iccdppadm — Wed, 30 Dec 2009 11:48:00 GMT

This Communique is an output of the Pacific Careers Network (PCN) which was established at the International Symposium for Career Development and Public Policy held in Wellington, New Zealand, in November 2009. It outlines the background and aims of the Symposium, a vision for PCN and definition of career, how the network will function, whom its partners will be, and the next steps for action.

TELEPHONE GUIDANCE PILOT EVALUATION

iccdppadm — Thu, 22 Jan 2009 17:12:00 GMT

This is the full external evaluation report of the career guidance telephone pilot evaluation tested by New Zealand Careers Service with young people aged 12 to 29 years of age. It identifies the advantages for the user and the challenges for an experienced guidance practitioner.

TELEPHONE CAREER GUIDANCE: EVALUATION HIGHLIGHTS

iccdppadm — Thu, 22 Jan 2009 17:06:00 GMT

This is a good example of a one page briefing paper giving highlights of the evaluation study of a career guidance telephone service pilot project of Careers Service New Zealand

Career Guidance by Telephone: a research report on a pilot trial in New Zealand

iccdppadm — Thu, 22 Jan 2009 16:56:00 GMT

This report provides information and early findings on a telephone guidance pilot project in New Zealand that targeted young people aged 12 to 29 years of age. It forms part of a larger project testing new ways of making careers information and guidance available to this age group. The findings highlight the perceived advantages for the users of the service and the challenges presented to an experienced guidance practitioner.

Careers Advice in Australian Secondary Schools: Use and Usefulness

iccdppadm — Tue, 04 Nov 2008 13:34:00 GMT

This 2008 report was produced by the Australian Council for Educational Research for the Department for Education, Science and Training. It examined the participation of pupils in career guidance activities in upper secondary school and of the perceived usefulness of such activities to pupils. In overall terms, the individual career guidance interview was perceived as the most useful activity participated in. Lower-achieving pupils and pupils unsure whether they would complete the final secondary school year year placed more value on careers interventions. As young people participated in more career activities, they found career advice to be more useful.

Orientacion Profesional: Un Manual de recursos para paises de bajos y medianos ingresos

iccdppadm — Wed, 15 Oct 2008 09:13:00 GMT

El doble propósito de este OIT (Oficina Internacional de Trabajo) Manual es: (1) focalizar la atención hacia quienes formulan políticasy administran programas en países de bajos y medianos ingresos (PBMI) sobre los temas básicos de la reforma de los servicios de orientación profesional en dichos países; y (2) brindar a los planificadores y especialistas de los programas a nivel nacional y local una amplia variedad de ejemplos de diferentes países y herramientas prácticas de orientación profesional para emplear como modelos para su posible adaptación y uso. El Manual se divide en dos partes que abordan cada uno de estos objetivos.

La primera parte comienza con una revisión de las tendencias internacionales actuales en materia de orientación profesional en los países de altos ingresos y comenta acerca de la pertinencia de esas tendencias en países de bajos y medianos ingresos. En segundo lugar, se presenta un marco de seis elementos clave que deben considerarse en el desarrollo de un sistema de orientación profesional. Estos elementos son: (1) comprensión del contexto de país; (2) desarrollo de la información profesional; (3) promoción de la elección, búsqueda y mantenimiento del trabajo; (4) organización de la oferta de servicios; (5) desarrollo del personal para apoyar la prestación de servicios; y (6) mejoramiento de la gobernabilidad y la coordinación. En tercer lugar, el Manual integra varias prácticas ilustrativas de países en el debate de cada uno de los seis elementos clave. Estas prácticas también sirven por sí solas como lecciones aplicables en la búsqueda de soluciones en la vida real a los desafíos de las políticas públicas.

La segunda parte del Manual indica sitios web específicos de Internet sobre la orientación profesional. Estos sitios incluyen: (1) un inventario de las herramientas y recursos sobre orientación profesional disponibles en Internet de diversos países de altos, medianos y bajos ingresos; y (2) referencias más generales, tales como las normas de competencia internacionales para especialistas de la orientación profesional y normas para el desarrollo de información profesional. La información sobre orientación profesional y las herramientas para el desarrollo de competencias en Internet han proliferado durante los últimos diez años y la accesibilidad a esta información por parte de un público internacional proporciona una ventana sobre las prácticas actuales a nivel mundial. Se pone particular atención en la inclusión de recursos en uso en la actualidad en los países de bajos y medianos ingresos.

Career Guidance: A Resource Handbook for Low and Middle Income Countries

iccdppadm — Wed, 15 Oct 2008 08:58:00 GMT

The dual purpose of this ILO (International Labour Organisation) Handbook is: (1) to focus the attention of policy-makers and programme administrators in low- and middle-income countries upon the core issues in the reform of career guidance services in those countries; and (2) to provide programme planners and practitioners at the national and local levels with a wide variety of country examples and practical career guidance tools to use as models for possible adaptation and use. The Handbook is divided into two parts to address each of these objectives.

Part I first reviews current international trends in career guidance in high-income countries and comments on the relevance of these trends in low- and middle-income countries. Second, a framework is presented of six key elements to be taken into account in the development of a career guidance system. These elements are: (1) understanding the country context; (2) development of career information; (3) promotion of work choice, search and maintenance skills development; (4) organization of service delivery; (5) staff development to support service delivery; and (6) improvement of governance and coordination. Third, the Handbook integrates a number of illustrative country practices into the discussion of each of the six key elements. These practices also stand on their own as applicable lessons in real-life solutions to public policy challenges.

Part II of the Handbook indicates specific career guidance Internet web sites. These comprise:

(1) an inventory of career guidance tools and resources available on the Internet from a variety of high-, middle- and low-income countries; and (2) more general references, such as international competency standards for career guidance professionals and standards for career information development. Career guidance information and skills development tools on the Internet have proliferated in the last ten years, and the accessibility to this information by an international audience provides a window on current practices worldwide.

Particular attention is given to including resources currently in use in low- and middle-income countries

(LMIC)

Young People Producing Careers and Identities by Karen Vaughan, Josie Roberts and Ben Gardiner

iccdppadm — Tue, 06 May 2008 19:29:00 GMT

This is the first major report from the Pathways and Prospects research study about pathway and career-related experiences and perspectives of young people after leaving school. Undertaken by the New Zealand Council for Educational Research, it investigates how young people make decisions about their careers and working life, including any part that indecision and “changes of heart” might play in that. This investigation raises some issues about the framework used in thinking about how to support young people in transition. It suggests we take more of a focus on career and identity production. Pathways and Prospects is a 4-year longitudinal study that asks: How do young people describe they are doing and what it means in their lives? How do they see themselves in relation to their pathways? What can we learn in relation to policies and practices? And where they might usefully go from here?

This report focuses on the processes and meaning of pathways choices. To see patterns around this more clearly, the researchers took an innovative approach to analysing the interviews narratives. They used a combination of quantitative and qualitative methods to analyse the interviews in terms of the major choice themes of

security and exploration. Through quantitative analysis, the dimensions of security and exploration were clustered into Exploration, Contingent Security, and Secure Commitment factors, and the interviews clustered into four groups with distinct profiles: Hopeful Reactors, Confident Explorers, Anxious Seekers, and Passion Honers.

Careers Education in New Zealand Schools by Karen Vaughan and Ben Gardiner

iccdppadm — Tue, 06 May 2008 19:10:00 GMT

This research was undertaken in 2006/7 by the New Zealand Council for Educational Research on behalf of the Ministry of Education. The overall aim of this research is to contribute insight that will guide and support decisions about the direction, focus, and resourcing of careers education in New Zealand schools. It stands alone as baseline information about how schools organise careers education, how school principals view careers education, what careers staff think about their role and the purposes behind what they do, and the range of activities in which they engage students.

Orientation professionnelle et politique publique: comment combler l'écart OECD (2004)

iccdppadm — Fri, 01 Feb 2008 20:46:00 GMT

Cette publication présente les résultats d’un examen des politiques d’orientation professionnelle entrepris à partir du début de l’année 2001 dans 14 pays de l’OCDE sur deux continents. Il s’agissait de voir comment l’organisation, la gestion et le fonctionnement des services d’orientation professionnelle pouvaient contribuer à la réalisation de certains objectifs essentiels des politiques publiques. Il a porté en particulier sur la manière dont ces services peuvent aider les pays à progresser dans la voie de l’apprentissage tout au long de la vie et à mettre en oeuvre des politiques actives d’emploi.

Il s’est intéressé aux services d’orientation qui se situent tout au long de la vie et qui s’adressent aussi bien aux adultes et au troisième âge qu’aux jeunes. Il étudie ces services dans des contextes très variés : l’enseignement obligatoire, le deuxième cycle secondaire, l’enseignement tertiaire, les services locaux, le service public de l’emploi et l’entreprise. Il prend également en compte de manière très large les acteurs de l’orientation, non seulement les administrations, mais aussi les employeurs, les syndicats, les organisations locales, les institutions éducatives, les parents, les élèves/étudiants et les praticiens de l’orientation.

Les analyses de l’examen portent sur quatre questions principales :

Pourquoi l’orientation professionnelle a-t-elle une importance pour les politiques publiques? (chapitres 1 à 2)
Comment l’orientation peut-elle être organisée plus efficacement ? (chapitres 3 à 6).
Quelles ressources faut-il affecter à l’orientation ? (chapitres 7 et 8)
Comment améliorer les politiques publiques (chapitres 9 et 10)

Career Guidance and Public Policy: Bridging the Gap - OECD (2004)

iccdppadm — Fri, 01 Feb 2008 11:23:00 GMT

This publication reports the findings of a review that was begun in early 2001 of career guidance policies in 14 OECD countries in two continents. It has looked at how the organisation, management and delivery of career guidance can assist countries to advance lifelong learning goals, and at how career guidance can help in the implementation of active labour market policies.

The review focused on career guidance services throughout the lifespan: for young people; for adults; and for the "third age". It examined career guidance services in a wide range of settings: compulsory schooling; upper secondary education; tertiary education; community settings; public employment services; and the workplace. It also examined the role of a broad range of stakeholder of career guidance services: governments, employers, trade unions, community organisations, educational institutions, parents, students, and career guidance practitioners.

The findings of the review are organised around four main questions:

Why does career guidance matter for public policy? (chapters 1 and 2)
How can career guidance be delivered more effectively? (chapters 3 to 6)
How should career guidance be resourced? (chapters 7 and 8)
How can strategic leadership be improved? (chapters 9 and 10)

The Four Pillars of Career and Transition Support by Dave Turner

iccdppadm — Mon, 17 Sep 2007 13:56:00 GMT

This paper produced with the support of the Department of Education, Science and Training of Australia and the Department of Education and Training of New South Wales, introduces the concept of the four pillars of career and transition support for young people:

Family
Peers
Community and employers
Peers.

It describes the empowerment strategy involved and explains how it works in practice.

New Zealand Careers Services: A Review in an International Perspective by Prof A G Watts

iccdppadm — Mon, 17 Sep 2007 10:45:00 GMT

In the evaluator's opinion, New Zealand Careers Services represents the most fully integrated example in the world of an all-age career guidance delivery structure. The report (2007) describes the key features of the service and sets down five challenges to be addressed:

public awareness/market penetration
the guidance needs of adults
relationships with other guidance service providers
a stronger evidence base
strategic leadership.

The Public Benefits of Career Development Services: A National Research Strategy by Prof Richard Sweet

Webmaster — Fri, 24 Aug 2007 16:04:00 GMT

This is an important paper for policy developers in the fields of education, training and employment, and for researchers. It was commissioned by the Careers Industry Council of Australia and written by Professor Richard Sweet who had responsibility for the OECD review of policies for career guidance in 2001-03.

While its context is Australia, its content is valid for all countries. The paper addresses the following questions:

Why is a national research strategy needed?
What is the current state of career development research in Australia?
How might a national research strategy be delivered?
How should a national research strategy be funded?
How should a national research strategy be managed?
What should the focus of the national research strategy be?

The Public Benefits of Career Development Services by Prof Richard Sweet

Webmaster — Fri, 24 Aug 2007 15:53:00 GMT

This is a key paper for policy developers in the fields of education, training and employment. It was commissioned by the Careers Industry Council of Australia, an umbrella organisation for many organisations providing career development services in Australia and written by Professor Richard Sweet who was responsible for the career guidance policy reviews undertaken by the OECD in the period 2001-2003. The paper addresses the following questions:

What do the terms career development services mean?
Why are such services important for public policy?
What evidence exists on the benefits of such services to different publics?
What steps need to be taken to make sure that career development services assist governments to achieve public policy goals?