What are the core competencies of a Career Development Facilitator? How does this benefit institutions of higher education?

1. CAREER DEVELOPMENT
FACILITATOR
Core Competencies

2. Competencies that Add Value
in Higher Education
As a Global Career Development Facilitator, I use my
skills in a variety of roles.
• Instructing students in my composition and
literature courses
• Advising students in career-focused appointments
• Developing web content and marketing materials
addresses the needs of a diverse audience seeking
to reach academic and career goals

3. What is a CDF?
• A Career Development Facilitator (CDF) is a person who works in any career development
setting or who incorporates career development information or skills in their work with
students, adults, clients, employees, or the public.
• A CDF has received in-depth training in the areas of career development in the form of up to
120+ class/instructional hours, provided by a nationally trained and qualified instructor.
• This occupational title designates individuals working in a variety of career development
settings.
• A CDF may serve as a career group facilitator, job search trainer, career resource center
coordinator, career coach, career development case manager, intake interviewer,
occupational and labor market information resource person, human resource career
development coordinator, employment/placement specialist, or workforce development staff
person.
• The counseling profession has made great progress in defining professional counseling and
career counseling. However, several professional groups recognized that many individuals
who are currently providing career assistance are not professional counselors. The CDF
credential was developed to provide standards, training specifications, and credentialing for
these career providers. The goal was to define and differentiate two levels of career practice.

4. A CDF has Knowledge of…
• Career resources and labor market information
• Career planning processes
• Basic helping and facilitation skills
• Career development models and theories
• Informal and formal assessment approaches
• Diversity and specific population needs
• Development and maintenance of an effective career resource
center
• Training others and program promotion
• Case management and referral skills
• Ethical and scope-of-practice issues
• Professional and resource portfolios Cutting-edge job
searching

5. CDF 12 Competencies
• A CDF develops and applies the 12 CDF competencies.
• Each of the competencies enable facilitators to assist
students with students reaching their goals.

6. Helping Skills
A CDF must be proficient in the basic processes of career
facilitation.
Career Facilitation:
• Explore self
• Explore the work world
• Make decisions & set goals
• Plan education
• Obtain career experience
• Conduct job search

7. Labor Market Information and Resources
A CDF must understand key labor market and occupational
information and trends and be able to access and use
current resources.
http://www.careeronestop.org/lmi/lmihome.
asp
http://www.bls.gov/jobs/student.htm
http://onetonline.org

8. Assessment
Must comprehend and be able to use both formal and
informal career development assessment tools and
resources appropriately, understanding how different
approaches to assessment can impact different
populations.
http://www.myersbriggs.org/
https://www.cpp.com/products/strong/index
.aspx

9. Working with Diverse Populations
Must be able to recognize the special needs of various
groups and adapt service menus to meet unique needs.
Working With Traditional & Non-Traditional Student
Populations at Oregon State University and Arkansas State
University-Mountain Home.

10. Ethical and Legal Issues
Follow the CDF code of ethics and know current legislative
regulations.
Legislation affecting undergrad and graduate students.

11. Career Development Theories and
Models
Must be able to identify the leading theories of career
development and understand how each can be used at
different times to facilitate career development across a
wide population group(s).
Career Development is a “continuous lifelong process of
developmental experiences that focuses on seeking, obtaining
and processing information about self, occupational and
educational alternatives, life styles and role options” (Hansen,
1976). Put another way, career development is the process
through which people come to understand them as they
relate to the world of work and their role in it.
This career development process is where an individual fashions
a work identity.

12. Employability Skills
Must know and be able to use a variety of job search
strategies and placement techniques, especially in working
with diverse or specific groups of customers or clients.
• Resume
• Interview
• Job Search

13. Training Clients and Peers
Must be able to identify training and development needs,
and prepare and develop materials in support of training
programs or for special presentations.

14. Program Management and
Implementation
Must understand a variety of different career development
programs and be able to assist in the steps related to
successful development, management, or administration.

15. Promotion and Public Relations
Must know how to market and promote career development
programs with staff, supervisors, and the local community
(public) served.

16. Technology and Career Development
Must be able to identify, comprehend, and use computer
applications that support and enhance career development
processes.
According to Internet World Stats, approximately 75% of
North Americans are online, and with so many websites,
blogs, apps, and tools 'out there', it's difficult to keep up to
date. Help students learn how to use free online tools to
stay productive in their professional lives, keep up with
what’s happening in the field, and effectively manage
information.

17. Consultation/Supervision
Must be able to identify when the limits of personal
expertise are reached and be able to accept suggestions
for performance improvement from consultants or
supervisors.