Competency Category:
Competency Series:

11.4 – Select and Monitor Interventions

Purpose & Context

Career Development Professionals (CDPs) work with clients to select the most appropriate interventions to support achievement of client goals and action plans, based on their aspirations, preferences, employability needs and strengths, and opportunities in the labour market.

Effective Performance

Competent career development professionals must be able to:

  • P1. Review client file, e.g. employability assessment, action plans
  • P2. Identify type of goals, e.g. pre-employability, attitudes and attributes, career exploration and decision making,skill enhancement, work search, work maintenance, career growth
  • P3. Identify possible interventions to meet client needs
  • P4. Reach agreement with client on which intervention to pursue first:
    • Discuss identified intervention options
    • Select intervention
  • P5. Monitor the impact of intervention with client:
    • Verify progress to desired outcomes
  • P6. Revisit and update intervention plan regularly, e.g. changes in employability strengths and needs, progress on
    action plan, changes in personal life
  • P7. Evaluate client outcomes

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Key elements required to build a working alliance
  • K2. CDP scope of practice
  • K3. Significant issues commonly faced by clients, i.e. poverty, systemic racism, post-traumatic stress, learning
    disabilities, unstable/unsafe housing, food insecurity, mental health challenges, addiction, limited
  • K4. Areas of client needs within scope of practice for CDPs:
    • Pre-employment challenges, e.g. housing, addiction
    • Attitudes and attributes, e.g. self-agency, openness to change, motivation Career exploration, e.g.
      self-awareness, career decision-making
    • Skills enhancement, e.g. formal training, voluntary activities
    • Job search, e.g. résumé writing, employment interviews
    • Job maintenance, e.g. teamwork, acting on feedback
  • K5.Interventions to address types of client needs:
    • For employability/job readiness, for example:
      • Arrange professional referrals
      • Advocate on behalf of client to address wellness needs
      • Help client build support network
      • Promote mental health
    • For attitudes and attributes, for example:
      • Build self-agency
      • Engage reluctant or resistant clients
    • For career exploration and decision-making, for example:
      • Use assessment tools and approaches
      • Help client develop goals and action plans
      • Increase client’s labour market awareness
    • For skills enhancement, for example:
      • Develop learning readiness skills
      • Develop job readiness skills
    • For work search, for example:
      • Develop résumés
      • Prepare for employment interviews
      • Build a professional network
    • For work maintenance, for example:
      • Build self-agency
      • Help clients address and prevent conflict
    • For career growth, for example:
      • Support employee mobility within organizations
      • Work with employers to create job opportunities
  • K6. External factors that affect education and employment, e.g. economic forecasts
  • K7. Occupational information sources, support services, training, and educational options
  • K8. Legislation and regulations relating to employment, e.g. Human Rights Legislation, Canada Labour Code, Privacy
    Act, Workers Compensation Act and Employment Standards, Health and Safety regulations

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

CDPs must accommodate clients who may have difficulty communicating their strengths and needs and/or understanding the information presented, either because of language used or other factors that might limit communication/cognitive function.

Glossary & Key References


Industry-specific terms contained in the standard defined here, where applicable.


Information Sources and Resources for Consideration

Canadian Career Development Foundation, PRIME 2.0 (Performance Recording Instrument for Meaningful Evaluation) tool, 2019 Edition
Shepard, B. C., & Mani, P.S. (Eds.). Career development practice in Canada: Perspectives, principles, and professionalism. Toronto, ON: CERIC, 2014.
Zunker, Vernon G. Career Counselling: A Holistic Approach. 9th Edition. Boston: MA: Cengage Learning, 2016. ISBN 13: 978-1-305-08728-6

Context Rating Scales


Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Moderate risk: CRITICAL


Q: How frequent and under what conditions is this skill performed?

Occasionally, e.g. generally several times in a month

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A competent career development professional requires a minimum of one year of experience with at least 40 different clients, representing a broad range of individuals.


Practitioners typically perform this competency without supervision, and alone.


It is somewhat likely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials


Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
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A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

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Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

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CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!