CDPC | CEDC
CDPC | CEDC
Competency Category:
Competency Series:

5.1 – Develop Evidence-Based Interventions

Purpose & Context

Career Development Professionals (CDPs) keep well-informed of research presenting empirical evidence of interventions that work best to help clients find and keep meaningful employment. Using these insights, CDPs develop evidence-based interventions to improve outcomes.

Effective Performance

Competent career development professionals must be able to:

  • P1. Identify barriers faced by client, e.g. limited education, poverty, lack of Canadian work experience
  • P2. Develop measurable client outcomes, for example:
    • Resolve pre-employability or job readiness needs
    • Make career decisions
    • Enhance skills
    • Find a job
    • Maintain a job
    • Advance career
  • P3. Review research to identify intervention best suited to client
  • P4. Develop intervention, for example:
    • Formulate objectives
    • Write action plan
  • P5. Monitor individual progress throughout the intervention, for example:
    • Discuss client’s perception of progress
    • Review action plan regularly
  • P6. Measure the effectiveness of the intervention, e.g. goal achievement, level of social participation
  • P7. Adjust intervention when necessary
  • P8. Complete required records within required timeframe
  • P9. Share outcomes with others to improve field of practice, e.g. colleagues, researchers, policy makers

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Code of Ethics
  • K2. Legislation, e.g. Personal Information Protection and Electronic Documents Act (PIPEDA)
  • K3. Evidence-based intervention design

Contextual Variables

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

None

Glossary & Key References

Terms

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

Evidence-based research: research guided by descriptive and qualitative research and scientific principles.

Information Sources and Resources for Consideration

None

Context Rating Scales

Criticality

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

Minimal risk: SOMEWHAT CRITICAL

Frequency

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?

To become fully proficient in this competency, a 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 as part of a team and/or alone.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None
Created and powered by the Canadian Career Development Foundation in partnership with MixtMode, with funding from the Government of Canada as part of the Future Skills Centre Program.

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Career Development Professional Centre

Code of Conduct

Help us cultivate a Centre we all enjoy by reviewing and following the Code of Conduct.

Our Purpose

Thank you for being a part of the Career Development Professional Centre. 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.

Centre Rules

Be welcoming

We strive to be a place that welcomes and supports people of all backgrounds and identities. We aim to be a place 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 place where people feel uncomfortable or threatened will not be a productive one. When having discussions in the online community, commenting on a library article, or participating in other Centre activities, strive for productive conversations around the content being presented, not the person behind the content. Any comments 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 comment has been concluded. The user may be given a written warning or removed from the CPDC 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 say 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 place, which is building excellence and innovation in career and workforce development for all individuals.

Be considerate of the purpose of the Centre

The Centre focuses on building excellence and discussing innovation in the career and workforce development field. The goal of the social learning community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The Centre 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 or comment 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 platform depending on the findings of the investigation.

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

Especially within the social learning community, make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the feed 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.

Thank you and welcome to the CDPC