Beyond Career Development Certification


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Beyond Career Development Certification: Preparing to Survive Transformation presented for the BC Career Development Association at the January 13, 2010 Training Day

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Beyond Career Development Certification

  1. 1. Beyond Career Development Certification: Preparing to Survive Transformation Training Day January 13, 2010 John Coward, MA Steven Atkinson, MBA
  2. 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. 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. 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. 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. 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
  7. 7. 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
  8. 8. 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
  9. 9. 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
  10. 10. 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
  11. 11. 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)
  12. 12. 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)
  13. 13. 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
  14. 14. 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)
  15. 15. 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)
  16. 16. 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)
  17. 17. 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
  18. 18. 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
  19. 19. 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)
  20. 20. Thank You! Please note: The training listed is not intended to represent an exhaustive list