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

6.2 – Engage in Lifelong Learning

Purpose & Context

Career Development Professionals (CDPs) engage in continuous learning to achieve successful intervention outcomes. CDPs develop an individualized training plan to build on their key strengths and address areas needing improvement.

Effective Performance

Competent career development professionals must be able to:

  • P1. Identify own strengths and areas for improvement, for example:
    • Solicit feedback from colleagues, managers, community partners and clients
    • Use assessment tools to identify strengths as well as skills gaps
  • P2. Establish a professional development plan:
    • Identify development needs and potential barriers
    • Identify learning opportunities
    • Formulate action plan with measurable goals
  • P3. Engage in learning opportunities and developmental experiences, for example:
    • Participate in conferences, seminars and workshops within community of practice
    • Enrol in formal education
    • Participate in informal learning opportunities, e.g. training sessions led by colleagues, volunteering, online
      communities of practice
    • Join professional associations and organizations to advance the field of practice, e.g. Provincial Career
      Development Associations, Canadian Council for Career Development (3CD)
  • P4. Measure personal and career growth:
    • Measure progress
    • Document learning
    • Evaluate and review learning plan
    • Seek funding for professional development activities
  • P5. Share experiences, for example:
    • Present to colleagues
    • Present at industry events

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Self-assessment principles and tools
  • K2. Learning opportunities, including online resources to aid development

Contextual Variables

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

Availability of learning and development opportunities will vary depending on the CDP’s area of practice.

Glossary & Key References

Terms

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

None

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?

Moderate risk: CRITICAL

Frequency

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

Occasionally, e.g. generally several times in a month

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 of identifying and addressing their learning needs.

Autonomy

Practitioners typically perform this competency with and/or without supervision, and alone.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None
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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.

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CDPC-CEDC will not release your information to any third-party agencies.

Thank you and welcome to the CDPC