25.3 – Develop Performance Monitoring System
Purpose & Context
Career Development Professionals (CDPs) develop performance monitoring systems to measure organizational performance relevant to career development services. Performance monitoring systems facilitate the collection of data that may help identify how to improve program outcomes.Caseload refers to the number of clients a CDP manages. Caseloads are assigned taking into consideration the complexity of each individual case and the evidence-based approach required for a successful outcome. Information systems are useful tools to inform decisions on how best to allocate resources including staff, local resources, agencies and voluntary organizations.
Effective Performance
Competent career development professionals must be able to:
- P1. Identify organizational goals
- P2. Develop key performance indicators for each goal, for example:
- Caseload management, e.g. number of clients, type of services delivered, duration, outcomes
- Partnerships engagement, e.g. type of service
- Client service, e.g. satisfaction level, areas of improvements
- Finance, e.g. salaries, expenses related to service delivery
- Administration, e.g. number of staff, number of support staff
- P3. Develop data collection methods, for example:
- Surveys, interviews
- Client records
- Partnership reporting forms
- Financial reports
- P4. Identify performance management system requirements:
- Information required, e.g. quantitative and qualitative data
- Data collection sources, e.g. current forms, existing data base
- Reporting requirements, e.g. frequency, key performance indicators
- Compatibility with current IT infrastructure
- Financial constraints
- Privacy and confidentiality
- P5. Recommend build or buy management system
Knowledge & Understanding
Competent career development professionals must know and understand:
- K1. Performance management systems, e.g. performance measurement, reporting, monitoring, business planning
Contextual Variables
Competent career development professionals must be able to perform this competency in the following range of contexts:
Performance management systems measures vary according to the need of the organization. Transitioning to a performance management system may present challenges, e.g. resistance by users, producing meaningful reports.
Glossary & Key References
Terms
Industry-specific terms contained in the standard defined here, where applicable.
Information Sources and Resources for Consideration
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 at least three years of experience delivering services and assessing outcomes.
Autonomy
Practitioners typically perform this competency without supervision, and alone.
Automation
It is unlikely that this competency will automate.