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
education/training - 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
- For employability/job readiness, for example:
- 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
Terms
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
Criticality
Q: What is the consequence of a professional being unable to perform this skill according to the standard?
Frequency
Q: How frequent and under what conditions is this skill performed?
Level of Difficulty
Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?
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.
Autonomy
Practitioners typically perform this competency without supervision, and alone.
Automation
It is somewhat likely that this competency will automate.