Competency Category:

25.4 – Prepare Performance Reports

Purpose & Context

Career Development Practitioners (CDPs) prepare reports to track organizational progress against performance metrics. The performance reports are used to inform decision making.

Effective Performance

Competent career development professionals must be able to:

  • P1. Review performance report requirements
  • P2. Compile quantitative data, for example:
    • Number of intake interviews
    • Description of clients served, e.g. age, experience, education
    • Services delivered, e.g. type, duration, frequency, outcomes
    • Caseload, e.g. caseload ratio
    • Service coordination, e.g. with association, agencies, government services, health care professional
    • Service provider, e.g. quality
    • Financial, e.g. cost per case, cost of administration
  • P3. Compile qualitative data, such as:
    • Client opinions and feedback
    • Employer opinions and feedback
    • Information collected during client interviews
  • P4. Analyze findings:
    • Look for patterns or relationships, e.g. frequencies, cross-tabulations
    • Interpret results, e.g. the extent to which results meet performance goals
    • Identify limitations of data
    • Integrate data with information from other sources, if appropriate
  • P5. Describe outcomes:
    • Link findings to performance goals
    • Phrase recommendations, e.g. need to outsource more services, reassign caseloads
    • Describe limitations of findings
  • P6. Store information and data:
    • Follow organization’s requirements for record management
    • Archive data, supporting documentation, data collection instruments
    • Ensure security and confidentiality of information and data stored
  • P7. Report data against set targets or expected performance
  • P8. Summarize key messages in an easy to understand way, e.g. with a visual dashboard or brief executive summary

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Performance-based management decision models, e.g. service selection and funding decisions
  • K2. Type of performance-based management reports, e.g. service quality, inactive cases
  • K3. Business planning, e.g. using performance management information to guide decisions

Contextual Variables

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

Performance reports are typically agency driven and/or required by outcomes.

Glossary & Key References


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

Key performance indicators: quantifiable measures used to evaluate the performance of an organization.

Performance management systems: system used to store and analyze data useful to make decisions about service outcomes

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?

High probability of risk: VERY CRITICAL


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

Timely, e.g. every month, weekly, hourly

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 of experience of assisting in the preparation of a range of performance reports.


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. 

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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:  

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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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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!