career competence · career competence core c1 – professional behaviour core 13 c2 –...

Career Competence Self-Assessment & Professional Development

for Career Development Practitioners

RETAIN FOR YOUR RECORDS

Career Professionals of Canada WORKING TOGETHER FOR C AREER SUC C ESS

CareerProCanada.ca

NAME:

DATE:

CareerCompetence.ca

http://www.careerprocanada.ca/

http://www.careercompetence.ca/


This Career Competence Self-Assessment and Professional Development Planning Tool for Career

Development Practitioners is developed by Career Professionals of Canada (CPC) and is made possible

by The Canadian Standards and Guidelines for Career Development Practitioners (S&Gs.)

E-mail: [email protected]

Toll Free: 866-896-8768

Website: CareerProCanada.ca

Courses: CareerProCourse.ca

© 2017 Career Professionals of Canada

Career Competence developed by Sharon Graham, Career Professionals of Canada.

All rights reserved, including the right of reproduction in whole or in part in any form.

http://careerprocanada.ca/

http://careerprocourse.ca/

.

define the competencies career development practitioners

need to practice effectively and ethically. They are used

extensively in Canada in shaping professional training and

development programs, certification and scope of practice.

http://career-dev-guidelines.org/

http://career-dev-guidelines.org/career_dev/


Table of Contents

Part 1 - Career Competence Overview Introduction 6

The Canadian Standards and Guidelines 7

The S&G Competency Model 8

Best Practices for Career Competence 9

Part 2 – Career Competence Core C1 – Professional Behaviour Core 13

C2 – Interpersonal Competence Core 24

C3 – Career Development Knowledge Core 34

C4 – Needs Assessment and Referral Core 44

Part 3 – Career Competence Specialization S1 – Assessment Specialization 48

S2– Facilitated Individual and Group Learning Specialization 55

S3– Career Counselling Specialization 63

S4– Information and Resource Management Specialization 75

S5 – Work Development Specialization 91

S6– Community Capacity Building Specialization 106

Part 4 - Career Competence Plan C1 Professional Behaviour Plan 119

C2 Interpersonal Competence Plan 120

C3 Career Development Knowledge Plan 121

C4 Needs Assessment and Referral Plan 122

S1 Assessment Plan 123

S2 Facilitated Individual and Group Learning Plan 124

S3 Career Counselling Plan 125

S4 Information and Resource Management Plan 126

S5 Work Development Plan 127

S6 Community Capacity Building Plan 128

Part 5 - Career Competence Next Steps Professional Development 130

Career Profess ionals of Canada | careercompetence.ca | careerprocanada.ca | careerprocourse.ca S&Gs | career -dev-guide l ines.org

PART 1 Career Competence Overview


http://www.careerprocourse.ca/



Career Competence Introduction 6


Introduction

Career Competence is a free self-assessment and professional development planning tool. Through this interactive

form, you will assess your competencies against The Canadian Standards and Guidelines for Career Development

Practitioners (S&Gs).

GO DIRECTLY TO BEST PRACTICES & LEARN HOW TO USE CAREER COMPETENCE

Career Competence provides you with an opportunity to reflect, gain insight, and self-manage your career. It helps

you recognize strengths you already have, identify the competencies you need to acquire, discover areas you want to

develop, and track your professional growth as a Career Development Practitioner.

Use this form to perform a self-assessment now. You can do your self-assessment directly in the document. If you

prefer, print this document and complete it by hand. Either way, be sure to save your completed work so that you

have a safe and secure record for your career development.

Review and reassess yourself on an ongoing basis. Performing regular self-assessments allows you to monitor,

manage, and maintain your own professional development.

With ongoing focus and attention to your Career Competence, you will create a lifelong "journal of proof" of your

competency as a Career Development Practitioner.

By keeping your document updated, you will be able to use your content in many ways including within your résumé

and social media profiles. Consider giving your completed self-assessment to your supervisor prior to your next

performance evaluation. Refer to it when applying for your Certified Career Development Practitioner/Professional

(CCDP) designation through your provincial/territorial association. You may wish to offer your association a copy of

your most recent completed form as supporting documentation for your application. You might also be able to use this

document for Prior Learning Assessment and Recognition for credits towards an academic course or program.





http://careercompetence.ca/

http://careercompetence.ca/what-is-the-ccdp/


Career Competence The Canadian Standards and Guidelines 7


The Canadian Standards and Guidelines

The Canadian Standards and Guidelines for Career Development Practitioners (S&Gs) are used extensively within our

field. The S&Gs define the competencies Career Development Practitioners need in order to practice effectively and

ethically. They shape professional training and development programs, certification, and scope of practice across

Canada. The S&Gs:

Define career development as a legitimate specialization.

Provide a foundation for designing practitioner training.

Provide quality assurance to the public.

Recognize and validate the diverse skill sets of practitioners.

Create a common voice and vocabulary for career development.

To practice effectively as a Career Development Practitioner, you must have

specific Core Competencies, you may also require certain Area(s) of

Specialization, and you must comply to the Code of Ethics, which is the

foundation which everything is built on.

The Canadian Council for Career Development and Canadian Career Development Foundation are committed to

ensuring that the S&Gs remain vital and reflect our ever-evolving practice. The complete S&Gs can be found at:

http://career-dev-guidelines.org.





http://www.cccda.org/

http://www.ccdf.ca/ccdf/


Career Competence The S&G Competency Model 8


The S&G Competency Model

The S&Gs are organized into clusters, areas, functions, and competencies. There are two main clusters: Core Competencies and Areas of Specialisation.

Each cluster is further expanded into areas which include several functions. Within each function are the specific

competencies required by Career Development Practitioners.

Note that some competencies are relevant to more than one Area of Specialization. These types of competencies are referred to as Shared Specialization Competencies (SSC).

Core Competencies

•C1 Professional Behaviour

•C2 Interpersonal Competence

•C3 Career Development Knowledge

•C4 Needs Assessment and Referral

Areas of Specialization

•S1 Assessment

•S2 Facilitated and Individual Group Learning

•S3 Career Counselling

•S4 Information and Resource Management

•S5 Work Development

•S6 Community Capacity Building

Cluster

•Core Competency

Area

•C3

•Career Development Knowledge

Function

•C3.1

•Possess Career Development Knowledge

Competency

•C3.1.1

•Describe how human development models relate to career development





Career Competence Best Practices for Career Competence 9


Best Practices for Career Competence

Career Development Practitioners regularly conduct self-audits to ensure that they align with the professional

standards set by the field. By applying these best practices, you can manage and influence your lifelong career

development. You will better navigate your learning, work. and transitions. Through Career Competence, you will

intentionally work towards creating your preferred future.

This Career Competence tool helps you to apply best practices in your own career development.

Reflect on your experience and education.

Develop new insights about yourself.

Acquire a clearer picture of your professional competence.

Establish your career objectives and goals.

Plan and propel your own professional development.

Work towards formal academic credentials and certification.

This Career Competence tool helps you institute best practices in serving your clients.

Help people understand and appreciate the value of career development.

Outline the standard of service your clients should expect to receive.

Assess and enhance the quality of services you currently provide.

Identify and create new services for your clients.

Write internal policies and procedures.

Help establish excellence in the career development profession.







How to use Career Competence tool.

Undertake a self-review by completing this form at least once a year.

Save your completed document in a folder on your computer.

Date each copy you save so that you can refer to the correct version when required.

Make a backup copy of your document and save it in a secure spot.

Do not overwrite older copies so that you have a record of your progress.

Before you start gather your evidence.

Compile information and documents that you can use to provide evidence of your competencies. By performing this

activity, you’ll have an opportunity to reflect on your career. You will also be able to use your findings to document

“proof” of your career development competencies.

The following are all examples of what you can assemble and list as evidence:

Items such as your résumé, your student or professional work portfolio, job descriptions, performance reviews,

curriculum or coursework, and client evaluations and surveys.

Records of your informal education, self/directed learning, and personal and professional development activities.

Lists of your tasks, projects, assignments, courses, workshops, or committees.

Emails and other anecdotal records you have received that provide performance feedback.







Work at your pace.

STEP 1. Schedule uninterrupted time and select a quiet location to complete your self-assessment. Be in a positive

frame of mind and have your evidence handy.

STEP 2. Start working through the Core Competencies (Part 2) first. Click on the link under each competency. Read

about the competency to learn why it is important and how you can demonstrate that you have it. After

reading the explanation online, complete that section of the form. Complete as many sections as you are

comfortable doing, then save the form and put it aside for a few days to refresh your thoughts. When you

return to the form, you may remember other items to add or may want to edit sections that you previously

completed.

STEP 3. When you have completed the Core Competencies section, start with one Area of Specialization (Part 3) that

you feel is most suitable for you. Fill out each section within that specialization until you have completed it.

Select another Area of Specialization and continue this process as you did previously. You do not need to

complete all the Areas of Specializations. Only select those that best fit your competence.

STEP 4. Plan your professional development (Part 4) only after you have completed your self-assessment of the Core

Competencies and those Areas of Specialization that are appropriate, and feel confident that you have

accurately described your competence. Document your specific learning goals, actions you will take, and how

you will measure the results.

STEP 5. Once you have completed your Career Competence form save it in an easily accessible place. Refer to your

Career Competence form often as you complete your professional development milestones. Keep a record of

your annual Career Competence documents safe and secure so that you can celebrate your career

development successes!






PART 2 Career Competence Core

C1 – Professional Behaviour Core 13

C2 – Interpersonal Competence Core 24

C3 – Career Development Knowledge Core 34

C4 – Needs Assessment and Referral Core 44

As a Career Development Practitioner, you should have all the Core Competencies listed here.

For each competency:

Click the link to learn more so that you can accurately determine your level of competence.

Provide evidence from your work and life to demonstrate the requirements of that competency. Ask yourself if you have

applied this competency in your work, during your studies, or in another way. Document personal stories and examples and

that show how you meet the requirements of this competency.

Document actions that you will take moving forward. Comment on how you can further enhance your level of competence.

Include possible professional development and learning plans.

Determine your level of competence. Assess your responses and use your judgement to determine if you meet or exceed

the requirements of this competency. If you are unsure if you meet the qualifications for a competency, contact your

association to obtain further direction before checking the box.





Career Competence C1 Professional Behaviour Core 13


C1 Professional Behaviour C1.1 Adhere to the Code of Ethics and the Ethical Decision-Making Model C1.1.1 Follow the Code of Ethics and apply the Ethical Decision-Making Model

LEARN MORE: http://careercompetence.ca/c1-1-1/

Evidence

Actions

Competence (Check if you meet or exceed the requirements of this competency.)

http://careerprocourse.ca/c1-1-1/







C1 Professional Behaviour C1.1 Adhere to the Code of Ethics and the Ethical Decision-Making Model C1.1.2 Demonstrate professional attributes


Evidence

Actions









C1 Professional Behaviour C1.2 Demonstrate a Commitment to Professional Development C1.2.1 Develop relationships with other professionals


Evidence

Actions









C1 Professional Behaviour C1.2 Demonstrate a Commitment to Professional Development C1.2.2 Demonstrate a commitment to lifelong learning


Evidence

Actions









C1 Professional Behaviour C1.2 Demonstrate a Commitment to Professional Development C1.2.3 Keep up-to-date with technology


Evidence

Actions









C1 Professional Behaviour C1.3 Deliver Career Development Services C1.3.1 Apply a solution-focused framework


Evidence

Actions









C1 Professional Behaviour C1.3 Deliver Career Development Services C1.3.2 Collect, analyze and use information


Evidence

Actions









C1 Professional Behaviour C1.4 Manage Work C1.4.1 Use planning and time management skills


Evidence

Actions









C1 Professional Behaviour C1.4 Manage Work C1.4.2 Follow case and project management procedures


Evidence

Actions









C1 Professional Behaviour C1.4 Manage Work C1.4.3 Document client interactions and progress


Evidence

Actions









C1 Professional Behaviour C1.4 Manage Work C1.4.4 Evaluate the service provided to clients


Evidence

Actions







Career Competence C2 Interpersonal Competence Core 24


C2 Interpersonal Competence C2.1 Respect Diversity C2.1.1 Demonstrate awareness and knowledge about diversity


Evidence

Actions









C2 Interpersonal Competence C2.1 Respect Diversity C2.1.2 Demonstrate respect for diversity with all clients


Evidence

Actions









C2 Interpersonal Competence C2.2 Communicate Effectively C2.2.1 Work with climate and context to enhance communication


Evidence

Actions









C2 Interpersonal Competence C2.2 Communicate Effectively C2.2.2 Use a framework for verbal communication


Evidence

Actions









C2 Interpersonal Competence C2.2 Communicate Effectively C2.2.3 Use a framework for written communication


Evidence

Actions









C2 Interpersonal Competence C2.2 Communicate Effectively C2.2.4 Use effective listening skills


Evidence

Actions









C2 Interpersonal Competence C2.2 Communicate Effectively C2.2.5 Clarify and provide feedback


Evidence

Actions









C2 Interpersonal Competence C2.2 Communicate Effectively C2.2.6 Establish and maintain collaborative work relationships


Evidence

Actions









C2 Interpersonal Competence C2.3 Develop Productive Interactions with Clients C2.3.1 Foster client self-reliance and self-management


Evidence

Actions









C2 Interpersonal Competence C2.3 Develop Productive Interactions with Clients C2.3.2 Deal with reluctant clients


Evidence

Actions







Career Competence C3 Career Development Knowledge Core 34


C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.1 Describe how human development models relate to career development


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.2 Describe major career development theories


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.3 Describe how change and transition affect clients moving through the career process


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.4 Describe how life roles and values impact career development


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.5 Identify major components of the career planning process


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.6 Identify the major organizations, resources and community-based services for career development


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.7 Explain components of labour market information


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.8 Keep current about the labour market


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.9 Keep current about diversity issues


Evidence

Actions









C3 Career Development Knowledge C3.1 Possess Career Development Knowledge C3.1.10 Describe how diversity issues can impact career development


Evidence

Actions







Career Competence C4 Assessment and Referral Core 44


C4 Needs Assessment and Referral C4.1 Refer Clients to the Appropriate Sources C4.1.1 Respond to clients’ needs


Evidence

Actions









C4 Needs Assessment and Referral C4.1 Refer Clients to the Appropriate Sources C4.1.2 Develop and maintain a referral network


Evidence

Actions









C4 Needs Assessment and Referral C4.1 Refer Clients to the Appropriate Sources C4.1.3 Make appropriate referrals


Evidence

Actions








PART 3 Career Competence Specialization

S1 – Assessment Specialization 48

S2 – Facilitated Individual and Group Learning Specialization 55

S3 – Career Counselling Specialization 63

S4 – Information and Resource Management Specialization 75

S5 – Work Development Specialization 91

S6– Community Capacity Building Specialization 106

As a Career Development Practitioner CDP, you may have one or more Area of Specialization. If an Area of Specialization

competency is not applicable or relevant, skip that section.

For each applicable/relevant competency:

Click the link to learn more so that you can accurately determine your level of competence.

Provide evidence from your work and life to demonstrate the requirements of that competency. Ask yourself if you have

applied this competency in your work, during your studies, or in another way. Document personal stories and examples and

that show how you meet the requirements of this competency.

Document actions that you will take moving forward. Comment on how you can further enhance your level of competence.

Include possible professional development and learning plans.

Determine your level of competence. Assess your responses and use your judgement to determine if you meet or exceed

the requirements of this competency. If you are unsure if you meet the qualifications for a competency, contact your

association to obtain further direction before checking the box.





Career Competence S1 Assessment Specialization 48


S1 Assessment S1.1 Guide Client Assessment S1.1.1 Describe assessment instruments and methods

LEARN MORE: http://careercompetence.ca/s1-1-1/

Evidence

Actions


http://careerprocourse.ca/s1-1-1/







S1 Assessment S1.1 Guide Client Assessment S1.1.2 Identify standardized career assessment instruments and informal assessment methods appropriate for your client group


Evidence

Actions









S1 Assessment S1.1 Guide Client Assessment S1.1.3 Explore appropriate instruments and procedures with clients


Evidence

Actions









S1 Assessment S1.1 Guide Client Assessment S1.1.4 Use standardized career assessment instruments


Evidence

Actions









S1 Assessment S1.1 Guide Client Assessment S1.1.5 Review and evaluate results with clients


Evidence

Actions









SSC2 Group Facilitation SSC2.1 Facilitate Groups SSC2.1.1 Describe the principles of group facilitation

LEARN MORE: http://careercompetence.ca/ssc2-1-1/

Evidence

Actions


http://careerprocourse.ca/ssc2-1-1/







SSC2 Group Facilitation SSC2.1 Facilitate Groups SSC2.1.2 Facilitate groups


Evidence

Actions







Career Competence S2 Facilitated and Individual Group Learning Specialization 55


S2 Facilitated and Individual Group Learning

S2.1 Possess Knowledge About How to Facilitate Learning S2.1.1 Describe commonly-accepted principles of learning


Evidence

Actions










S2.1 Possess Knowledge About How to Facilitate Learning

S2.1.2 Define techniques commonly used to facilitate learning


Evidence

Actions










S2.2 Facilitate Learning

S2.2.1 Prepare for program delivery


Evidence

Actions











S2.2.2 Determine clients’ existing competencies


Evidence

Actions









S2 Facilitated and Individual Group Learning S2.2 Facilitate Learning

S2.2.3 Deliver programs


Evidence

Actions











S2.2.4 Evaluate programs


Evidence

Actions









SSC2 Group Facilitation

SSC2.1 Facilitate Groups

SSC2.1.1 Describe the principles of group facilitation


Evidence

Actions











Evidence

Actions







Career Competence S3 Career Counselling Specialization 63


S3 Career Counselling S3.1 Possess Career Counselling Knowledge S3.1.1 Explain major counselling theories and models


Evidence

Actions









S3 Career Counselling S3.1 Possess Career Counselling Knowledge S3.1.2 Explain major career development theories and models


Evidence

Actions









S3 Career Counselling S3.1 Possess Career Counselling Knowledge S3.1.3 Explain major change and transition models


Evidence

Actions









S3 Career Counselling S3.1 Possess Career Counselling Knowledge S3.1.4 Describe barriers to career development


Evidence

Actions









S3 Career Counselling S3.1 Possess Career Counselling Knowledge

S3.1.5 Access, critically evaluate, and use career resources, labour market information, and educational/training information


Evidence

Actions









S3 Career Counselling S3.1 Possess Career Counselling Knowledge S3.1.6 Describe types of educational/training opportunities and resources


Evidence

Actions









S3 Career Counselling S3.1 Possess Career Counselling Knowledge

S3.1.7 Work with labour market information


Evidence

Actions









S3 Career Counselling S3.2 Demonstrate Method of Practice in Interactions with Clients

S3.2.1 Develop a method of practice that is grounded in established or recognized ideas


Evidence

Actions










S3.2.2 Establish and maintain a collaborative relationship with clients


Evidence

Actions










S3.2.3 Explore issues


Evidence

Actions










S3.2.4 Develop and implement a therapeutic process for achieving clients’ goals that is consistent with own method of practice


Evidence

Actions









S3 Career Counselling S3.2 Demonstrate Method of Practice in Interactions with Clients S3.2.5 Monitor and evaluate progress


Evidence

Actions







Career Competence S4 Information and Resource Management Specialization 75


S4 Information and Resource Management S4.1 Develop and Maintain an Information and Resource Base

S4.1.1 Describe the role of information and resource management in career development


Evidence

Actions










S4.1.2 Describe classification systems


Evidence

Actions










S4.1.3 Determine the information needs of clients and the community


Evidence

Actions










S4.1.4 Establish and maintain an information and resource base


Evidence

Actions









S4 Information and Resource Management S4.2 Provide Clients with Access to Information

S4.2.1 Provide clients with access to information


Evidence

Actions









SSC1 Work Search Strategies

SSC1.1 Guide Client in Work Search Strategies SSC1.1.1 Guide clients to identify own skills, strengths, personal characteristics, values and interests


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.2 Guide clients to complete application forms


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.3 Guide clients in writing cover letters


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.4 Guide clients in preparing résumés


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.5 Guide clients in using portfolios


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.6 Guide clients to develop self-marketing plans


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.7 Guide clients in conducting cold calls


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.8 Guide clients with their personal presentations


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.9 Guide clients in networking


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.10 Guide clients in using references


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.11 Guide clients in effective interview skills


Evidence

Actions







Career Competence S5 Work Development Specialization 91


S5 Work Development S5.1 Develop Work Opportunities for Clients S5.1.1 Liaise with clients, employers and professionals


Evidence

Actions









S5 Work Development S5.1 Develop Work Opportunities for Clients S5.1.2 Facilitate work and work-related opportunities


Evidence

Actions









S5 Work Development S5.1 Develop Work Opportunities for Clients S5.1.3 Prepare clients to respond to the labour market


Evidence

Actions









S5 Work Development S5.1 Develop Work Opportunities for Clients S5.1.4 Support clients with work maintenance


Evidence

Actions










SSC1.1 Guide Client in Work Search Strategies SSC1.1.1 Guide clients to identify own skills, strengths, personal characteristics, values and interests


Evidence

Actions





