Competency Category:

22.3 – Support Employers and Employees in Development of Job Maintenance Strategy

Purpose & Context

Career Development Professionals (CDPs) provide support to employers to create a workplace environment that will foster engagement and retention. CDPs work with employers to ensure human resource practices are designed to reduce turnover, improve employee satisfaction, and contribute to organizational success.CDPs also work with employees to address any challenges that arise during employment.

Effective Performance

Competent career development professionals must be able to:

  • P1. Inform employee and employer of respective rights and responsibilities
  • P2. Inform employer on how to build employee engagement, for example:
    • Advise on implementation of HR best practices, e.g. selection and recruitment, training and development, health
      safety and wellness, succession planning, performance management
    • Offer solutions on how to create a diverse and inclusive work environment, e.g. flexible work arrangements,
      assistive technology, job redesign, (re)-training, coaching and mentoring, workplace redesign
  • P3. Inform employee on strategies to keep the job once hired:
    • Determine human resources policies in place
    • Follow human resource policies and procedures, e.g. attendance, dress code, hours of work, holidays
    • Plan and organize work activities
    • Ask questions to clarify understanding
    • Seek feedback on how to improve behavior
    • Find opportunities for growth and development
    • Respect others, e.g. avoid gossiping, avoid spreading rumours
    • Look for opportunities to help others
  • P4. Recognize challenges that arise during employment, such as:
    • Employee-related, for example:
      • Absenteeism
      • Reduced productivity
      • Substance abuse
      • Unprofessional appearance
      • Problems with interpersonal relationships
      • Workplace accidents due to negligence
      • Excessive use of sick days
    • Employer-related, for example:
      • Unpaid wages
      • Occupational health and safety violations
      • Harassment
      • Discrimination
      • Regulatory non-compliance
  • P5. Negotiate solutions to address challenges, for example:
    • Assist employees in finding affordable childcare
    • Procure support aids
    • Retrain or move employee to a different position
    • Modify employee schedule
    • Advise on legal issues, e.g. duty to accommodate
    • Provide guidance on performance and attendance issues
    • Recommend workspace adaptation, e.g. equipment, lighting
  • P6. Provide ongoing support to employers and employees throughout employment

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Employment laws and regulations
  • K2. Human rights as they apply to, for example:
    • Practices
    • Discrimination
    • Duty to accommodate
    • Harassment
    • Principles of diversity and equity
    • Personal information and Electronic Documents Act (PIPEDA)
    • Employment equity
  • K3. Human resource management key concepts, e.g. workforce planning, performance management, training and development,
    compensation and rewards, engagement and retention

Contextual Variables

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

Employers may be eligible for government aid in adjusting their workplace, depending on provincial and/or municipal legislation.

Glossary & Key References


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


Information Sources and Resources for Consideration


Context Rating Scales


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



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

Routinely, regular course of procedure

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 career development professional requires a minimum experience of working with at least 40 different employers and clients to develop job maintenance strategies.


Practitioners typically perform this competency without supervision, and alone.


It is unlikely 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 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

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. 

Post your discussions or documents in the most appropriate group or topic 

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.  

Privacy and Release of Information  

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!