The purpose of this presentation was to introduce the building blocks of a national system of lifelong guidance and to explore the structures needed to develop and or strengthen careers education and guidance policy systems and evidence-based practice.

2. Aim
Introduction to the building blocks of a national
system of lifelong careers guidance
Exploration of the structures needed to develop and/
or strengthen careers education and guidance policy
systems and evidence-based practice

3. Key Public
Policy Areas
Economic development
Education and training
Labour markets
Lifelong learning
Mobility for learning and work
Social equity and inclusion
Youth employment
Active ageing

4. Milestones
 Mid – 1990s
Lifelong Learning Agenda &
European / International
Employment Strategies
 2001- 2004
OECD, UNESO & World Bank
Studies on career guidance
policies
 2007 onwards
National Strategic Frameworks,
Reference Tools & Networks
New legislative frameworks and
regulations for lifelong guidance
 2008 onwards
EU economic crisis; Rethinking
Education, Skills & Qualifications &
Towards a Jobs-Rich Economy

5. MAKING A
DIFFERENCE
75% of 20-64-
year-olds to
be employed
At least 20
million fewer
people in or at
risk of poverty
and social
exclusion
Youth
Guarantee
Addressing
the needs of
an ageing
population

6. Hot Factors
in 2014
Social
Innovative Ideas
Recovering
Economy
Demographics

7. Individual responsibility
Transforming professions
Changing education, training &
labour markets
New technologies
Additional Public Sector Funds
Status Quo
Bounded Professions

8. Future of Work
2030
Forced flexibility (business as usual): greater business flexibility
and innovation
The great divide: robust growth occurs, driven by strong high-
tech industries –two-tier society has arisen ‘haves’ and ‘have
nots’
Skills activism: innovation in technology drives the automation
of professional work - extensive government-led skills
programme to re-train those whose jobs are at risk
Innovation adaptation: productivity is improved through a
systematic implementation of ICT solutions
 UK Commission for Employment &
Skillshttps://www.gov.uk/government/news/four-generation-
workplaces-on-the-rise-as-report-reveals-the-future-of-work

9. Video

10. Career adaptability & resilience

11. Building blocks
Career development is
increasingly viewed as
an integral part of a
human resource
development strategy
Designed to harness
technological and
economic change and
enable the country to
compete effectively in
global markets

12. Strengthening structures for policy co-
ordination and strategic leadership
Community capacity building
Exploring the role of legislation &
regulatory frameworks
Collecting improved information
on added-value returns
Reviewing the role of markets
Assuring quality and impact
Building an evidence base

14. Quality Assurance and
Evidence base
Practitioner
Competence
Citizen/user
involvement
Service
provision and
improvement
Cost-benefits
to
governments
Cost-benefits
to individuals

15. Impact

16. Reflections
A coherent system with multiple stakeholders developing different
elements of service delivery
Governments have a key role in developing the services, but should not
be viewed as sole providers
An initial focus on improving employment, skills, career and educational
information, followed by investing in self-help services
Exploiting the use of information and communications technology,
improving staff training, and developing incentives to encourage the
private and NGO sectors to co-develop and deliver services.

17. Evidence & Impact:
Practitioner Competence
What evidence is available on the size and scale of
the lifelong guidance sector within EU nations and
practitioner competence profiles?
What information is available on the qualifications
and training of careers counsellors & guidance
workers?
What are the drivers and likely future demands that
will require new forms of practitioner competence?
What steps need to be taken to stay ahead and focus
on the impact of practitioner competence?

18. Evidence & Impact:
Citizen/User Involvement
What tactics and strategies can be used to involve
more citizens in lifelong guidance, including the
application of career management skills?
What role should government perform in relation to
citizen/user involvement in lifelong guidance and the
application of career management skills?
What are the drivers and likely future demands on
citizens in relation to learning and work?
What steps need to be taken to stay ahead and focus
on citizen/user involvement?

19. Evidence & Impact:
Service provision & improvement
What is needed to quality assure service
provision and improvement?
How can lifelong guidance service provision be
improved and its impact assessed?
What are the drivers and likely future demands
that will require new forms of service provision
and improvement?
What steps need to be taken to stay ahead and
focus on service provision and improvement?

20. Evidence & Impact:
Cost benefits to individuals
What is the value-added proposition for
individuals to invest in lifelong guidance?
What are the drivers and likely future demands
that necessitate new mindsets, attitudes and
behaviours for greater investment in learning and
work?
What steps need to be taken to stay ahead and
focus on the cost benefits to individuals?

21. Evidence & Impact:
Cost benefits to Government
What is the value-added proposition for
Government’s investing in lifelong guidance?
How can impact assessment and cost benefits be
measured robustly at a national, regional and local
level?
What are the drivers and likely future demands
requiring new forms of cost-benefit analysis from the
lifelong guidance sector?
What steps need to be taken to stay ahead and focus
on the ‘added-value returns’ of lifelong guidance?

22. Future of Work
2030
“Forced flexibility (business as usual): greater business flexibility
and innovation
The great divide: robust growth occurs, driven by strong high-tech
industries –two-tier society has arisen ‘haves’ and ‘have nots’
Skills activism: innovation in technology drives the automation of
professional work - extensive government-led skills programme to
re-train those whose jobs are at risk
Innovation adaptation: productivity is improved through a
systematic implementation of ICT solutions”
 UK Commission for Employment &
Skillshttps://www.gov.uk/government/news/four-generation-workplaces-
on-the-rise-as-report-reveals-the-future-of-work

23. Thank You
Dr Deirdre Hughes, OBE
Director, DMH & Associates Ltd
Website: www.deirdrehughes.org
Email: deirdre.hughes3@btinternet.com
Skype:
Tel: 0044 (0) 7533 5450