The document discusses challenges facing career development practitioners in British Columbia due to upcoming transformations to employment services. It identifies that current career development certification may not be sufficient preparation on its own. The workshop aims to determine if additional specializations will be needed in areas like assessments, facilitation, and information management. It also explores options for practitioners to complete certification and specialty training simultaneously while continuing to work.

1. Beyond Career Development Certification:
Preparing to Survive Transformation
Training Day
January 13, 2010
John Coward, MA
Steven Atkinson, MBA

2. Challenges for the Career
Development Sector in BC
Preparing Career Development Practitioners for transformation to a new
"Made in BC" service delivery system under the devolved LMDA in 2010-
2011
Will CCDP Certification be sufficient or will Career Practitioners need
certified specialties?
Find specialist certifications for each staff position in a "one-stop shop"
Employment Resource Centre
How can Career Practitioners complete CCDP and specialty certifications
simultaneously?

3. Workshop Objectives
1. Examine the human resources implications
presented by Transformation
2. Determine whether "Career Development
Certification" is sufficient preparation for
Transformation
3. Identify potential Career Development
"Specializations" that might be required in the
new "Made in BC" Service Delivery Model
4. Identify "Specialty" Training options available
for Career Development Practitioners beyond
Certification
5. Explore how individual Career Practitioners can
establish training plans to prepare for
transformation while continuing to work

4. Human Resource Implications
Presented by Transformation
The "Golden Age" of Career Development in BC
Devolved LMDA
Amalgamation of CMA and ENET into BC CDA
CCDP Certification moving ahead rapidly
Unprecedented increase in numbers of Career Development Practitioners
being hired (RED Initiative)
Public and Private educational institutions expanding training for Career
Development Practitioners across province (North Island, New Caledonia,
Douglas (lvl 1 & 2) and Vancouver Island University and Concordia)
MAELMD investigating certification and specialty training for LMI program
staff

5. Why are we in the "Golden Age"?
Devolved LMDA with transfer of $280 million
Recession with downturn in economy
$52 million in enhancements for BC over each of the next 2 years
Leadership in sector recognized the need for a more consolidated
professional development association for Career Practitioners
Educational institutions (public and private) respond to labour market
demand for training across the province with flexible programming models
(FT, PT, Online, Weekend, After-hours)

6. What's Ahead Under Transformation
The $52 million yearly enhancement for BC will end in April 2011
Province will be looking for savings to deal with ballooning deficit
A new 'leaner' more integrated "One Stop Shop" service delivery model for
BC bring together EI and IA employment programming

8. Drivers Behind Transformation to a
"Made in BC" Model
Elimination of duplication of services
Organizational and contracting efficiencies
Reduction of contracting costs (etc.. fewer Program Officers, elimination of
14% organizational infrastructure costs)
More of the budget targeted to clients
More emphasis on the demand side of the economy (employers)
Integration into "One Stop-Shop" service sites
Fewer contractors (regional contracting model)
Merging of EAS and provincial programming
Need for specialized service delivery cohorts and job development
Stronger program management around performance based contracting and
risk management

9. What are the Implications for Career
Practitioners?
Reduction in employment opportunities
with the end of the RED initiative
Likely reduction in employment
opportunities under the streamlined
transformed "Made in BC Model"
Certification will be an asset prior to
Transformation
Need for 2 or more employment
specialties to fit into the new service
delivery model
Must choose training to fit within work
schedule
Need to develop a training plan to
designed to complete certification and
specialty training before 2011

10. What are the Implications for
Agencies?
Accreditation and organizational standards in place prior to RFP's
Need to develop a training plan to prepare staff for the HR Requirements of
the RFP process
Need to implement a staff training plan simultaneously with meeting current
contractual obligations
Need to commit financial resources to training plan and support staff in
certification
Need to research cost-effective training options for full range of specialties
required in a one-stop shop model

11. What are the Implications for Training
Institutions?
CDP Programs need to be aligned with CCDP and Canadian Standards
and Guidelines requirements
Expand course offerings for Career Development Ethics and Theories
Incorporate specialized stand alone certifications (Assessments,
Facilitation, Career Counselling, Information and Resource Management,
Work Development, Community Capacity Building)
Develop specialized cohort specific certified courses (immigrants, youth,
women, aboriginal, persons with disabilities, multi-barriered, and older
workers)
Develop and implement certified management and leadership training
courses specifically designed for the Career Development Sector
Develop more flexible training options (FT, PT, Distance, Evenings,
Weekends, utilizing blended learning methodologies

12. Professional Development Plan for
Transformation
GOALS:
1. Be certified (or working towards) as a Certified Career Development
Practitioner designation (BC CCDP) (Global Career Development
Practitioner)
2. Match training to job functions, job requirements and job descriptions
3. Use training to meet accreditation and certification standards
CARF or COA
Private Career Training Institutes Agency (of BC)
Forum of Labour Market Ministers Service Delivery Standards
BC Certified Career Development Practitioner
4. Establish at least 2 or more specialties beyond basic CDP Certification
(cohort and function specific)

13. Career Development Certification
Employers will recruit Career Practitioners with certificates and/or diplomas
from public and private training institutions
Ensure employers should support non-certified staff through grandfathering
clause of BC Career Development Associations CCDP.
Requirements:
5 years experience
CDP Theories Course (20 hrs)
CDP Ethics (10 hrs)

14. Align Training Plans to Meet the Range
of Job Functions within "One-Stop
Shop"
Needs Assessment
Case Management
Assessments (MBTI, etc.)
Individual and Group Facilitation
Career Counselling
Information and Resource Management
Work Development
Community Capacity Building
Additional Specializations
Cohort Specific (Immigrant, Youth, Disabilities, Aboriginal, Women,
Older Workers)
Management and Leadership Training

15. Specialty Training Options
Assessment Individual and Group
MBTI (FF) Facilitation
Strong Interest Inventory (FF/O)
Douglas College: Job Club
Personality Dimensions (FF/O)
Leadership Training (FF)
Employment Readiness Scale
BC Provincial Instructors
(W)
Diploma (FF)
Bridges: Choices Career
Life Strategies:
Development Planner (W)
Employment
TypeFocus (W)
Facilitation/Work Search
Life Strategies: Administering
Specialist (FF/O)
and Interpreting Career
Work Search Essentials (O)
Assessments (O)
Group Facilitation Strategies
Douglas College: TOWES for Career Practitioners (O)
Rhodes: Life Skills Coaching
(FF)

16. Specialty Training Options
Career Counselling Information and Resource
Career Pro Canada: Certified Management
Career Strategiest (O) Career and Employment
Life Strategies: Information Specialist (FF/O)
Administering and National Occupational
Interpreting Career Classification Tutorial (O)
Assessments (O) Labour Market Information
Career Counselling Skills Workshops (FF/O)
(O) CPC: Certified Resume
Career Cruising (W) Strategist (O)
Type Focus (W) CPC: Certified Interview
Strategist (O)
Researching Workplace Trends
(O)

17. Specialty Training Options
Work Development Community Capacity Building
Job Developer Institute U of V Master in Community
Certification (FF/O) Development (FF/O)
CPC: Certified Interview Douglas College: Community
Strategist (O) and Workplace Leadership
CPC: Certified Resume Certificate (FF)
Strategist (O) Centre for Non-Profit
Life Strategies: Placement and Management Course (FF)
Monitoring (O) Board of Trade Training Events
(FF/O)
Life Strategies: Community
Capacity Building (O)

18. Cohort Specific Specialties
U of M Aboriginal Counselling Vancouver Island University:
Skills Certificate Coaching for Life (FF)
YWCA: Life Skills Certifiacte Rhodes College: Professional
Program (Lvl 1 & 2) Life Skills Instructors Diploma
Certificate in Aboriginal
Employment Development (FF)
Working in Difficult Situations
(FF)
Life Strategies:
Women at Work (O)
Immigrant Experience
Understanding Diverse
Clients

19. Management and Leadership for
Employment Services: Topics
Project and Programs Output and Outcomes
Development Management
Project and Programs Communications Systems
Management Applications
Financial Management Program Marketing
Risk Assessment/Management Human Resources Management
and Supervision

20. Management and Leadership for
Employment Services: Training Options
Life Strategies:
YWCA: Professional Developing Career
Management Courses (O) Programs and Services or
Skills Path Seminars: Managing Courses (O)
Multiple Projects, Objectives Program Management (O)
Effective Time Management Career Management at
Strategies (O) Work - Keeping Employees
Engaged (O)

21. Thank You!
Please note: The training listed is
not intended to represent an
exhaustive list