25.1 – Build Strategic Plan
Purpose & Context
Career Development Professionals (CDPs) develop strategic plans to deliver career development services and achieve organizational goals.
Effective Performance
Competent career development professionals must be able to:
- P1. Establish strategic planning team
- P2. Review current data, e.g. last strategic plan, mission statement, vision statement, values statements, financialrecords
- P3. Identify internal and external stakeholders, e.g. employees, community organizations, agencies, associations,clients, employers, educational institutions, government
- P4. Identify consultation approach, e.g. interviews, survey, town hall, group discussions, board meeting
- P5. Conduct a strategic organizational and environmental assessment, for example:
- Identify internal strengths
- Identify areas for improvement
- Analyze trends, e.g. local, regional, national, international
- Identify assets unique to the community
- Identify potential opportunities and threats, both internal and external
- P6. Identify strategic priority areas, for example:
- Customized services for job seekers
- Customized services for employers
- Education and training services
- Outreach programs
- Inclusion and accessibility
- Need for integrated approach
- Engagement of all stakeholders
- P7. Develop strategic goals
- P8. Develop action plans for each strategic goal:
- Identify key activities, e.g. by department, unit, team member
- Break down each activity into specific actions
- Set timelines
- Identify resources, e.g. people, equipment, materials
- Develop key performance indicators
- P9. Develop budget requirements
- P10. Develop implementation strategy:
- Develop communication strategy
- Determine reporting requirements
- Establish a schedule for progress reviews, e.g. monthly, quarterly, end of year
- Identify training requirements
Knowledge & Understanding
Competent career development professionals must know and understand:
- K1. Strategic planning
Contextual Variables
Competent career development professionals must be able to perform this competency in the following range of contexts:
The type of organization within which the career services are delivered will impact the complexity of developing a strategic plan.
Glossary & Key References
Terms
Industry-specific terms contained in the standard defined here, where applicable.
Strategic goal: statement describing a specific measurable outcome, deadline and accountability area.
Information Sources and Resources for Consideration
Essential Guide to Strategic Planning. accessed March 2, 2020. https://onstrategyhq.com/resources/strategic-planning-process-basics/
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 career development professional requires a minimum of 5 years of experience in various managerial roles to develop a strategic plan.
Autonomy
Practitioners typically perform this competency without supervision, and as part of a team.
Automation
It is unlikely that this competency will automate.