National Competency Profile

for Career Development Professionals

While the Pan-Canadian Competency Framework for Career Development Professionals Competency Framework includes specialized competencies that a Career Development Professional (CDP) may or may not need depending on their role/setting, the National Competency Profile for Career Development Professionals (National Profile) is a curation of competencies from the Competency Framework that details and describes effective performance, knowledge, understanding, and abilities for ALL Career Development Professionals regardless of role/setting.

The National Profile can be used by:

The public to better understand the value of CDPs.
Employers of CDPs to inform recruitment, selection, performance appraisal, and training.
Training providers to develop and design course curriculum and professional programs, tools, or training for CDPs.
Current CDPs to validate their knowledge, skills, and abilities as a generalist.
Future CDPs to help them understand the knowledge, skills, and abilities of a generalist.

Download the National Profile

Includes all competencies in the National Profile in a single PDF document.

Summary of Competencies

Professional Practice

Competencies enabling effective practice.

Foundational to Career Development Professionals (CDPs), these competencies are also indicative of related fields of practice.

1 - Professional Responsibility

Adhere to professional code of conduct

1.1 – Deliver Services Within Scope of Practice

1.2 – Maintain Professional Boundaries

1.3 – Obtain Informed Consent

1.4 – Protect Information and Records

1.5 – Represent Career Development Qualifications

2 - Ethics and Regulations

Guide practice using ethical decision-making process

2.1 – Comply with Legislation and Regulations

2.2 – Follow Ethical Decision-Making Process

3 - Client-Practitioner Relationship

Nurture a collaborative and trusting relationship

3.1 – Establish and Sustain Working Alliance

3.2 – Build Self-Agency

3.3 – Help Clients Address and Prevent Conflict

3.4 – Engage Reluctant or Resistant Clients

3.5 – Manage Abusive Client Behaviour

3.6 – Help Clients Manage Mental Health

4 - Diversity and Inclusion

Promote a diverse and inclusive workforce and equitable access to resources and opportunities

4.1 – Respect Diversity and Inclusion

4.2 – Promote Diversity and Inclusion

4.3 – Advocate for Client

5 - Evidence-Based Practice

Develop and sustain an evidence-based practice to improve outcomes

5.1 – Develop Evidence-Based Interventions

5.2 – Monitor Client Progress

5.3 – Maintain Client Records

6 - Professional Development

Commit to lifelong learning by developing new skills aligned with development in the field of practice and society

6.1 – Develop and Maintain Professional Relationships

6.2 – Engage in Lifelong Learning

6.3 – Collaborate with Peers

7 - Health and Wellness

Promote well-being and a healthy work environment

7.1 – Manage Emotional Responses

7.2 – Interact with Others in Respectful and Civil Manner

7.3 – Plan and Organize Work

7.4 – Maintain Health and Wellness

8 - Communication

Communicate in a clear and effective manner

8.1 –Use Active Listening Skills

8.2 – Communicate Verbally

8.3 – Communicate Non-verbally

8.4 – Communicate in Writing

8.5 – Conduct Meetings

8.6 – Deliver Presentations

9 - Digital Literacy

Leverage current and emerging technologies to support career development practice

9.1 – Use Digital Technology

9.2 – Respond to Cybersecurity Breaches

CDP Characteristic

Competencies distinguishing the field of career development practice.

These competencies are generally distinct to CDPs and embody the main activities that apply to most CDPs.

10 - Foundational Knowledge and Applied Theories

Develop foundational knowledge of field of practice

10.1 – Understand Career Development Theories and Models

10.2 – Apply Career Development Theories and Models

11 - Service Delivery Process

Engage clients in a structured career exploration

11.1 – Conduct Intake Interview

11.2 – Conduct Employability Assessment

11.3 – Help Client Develop Goals and Action Plans

11.4 – Select and Monitor Interventions

11.5 – Help Client Build Support Network

11.6 – Manage Caseload

12 - Learning and Job Readiness

Provide individualized support to achieve learning and employment goals

12.1 – Explore Learning and Employment Possibilities

12.2 – Develop Learning and Employment Possibilities

12.3 – Develop Learning and Job Readiness Skills

13 - Awareness of Diverse Worldviews

Develop tailored approaches for client populations

13.1 – Work with Indigenous Clients

13.2 – Work with Immigrant Clients

13.3 – Work with LGBTQ2+ Clients

13.4 – Work with Youth at Risk

13.5 – Work with Clients Affected by Work Disruption

13.6 – Work with Clients Living in Poverty

13.7 – Work with Clients Post-incarceration

13.8 – Work with Clients Living with a Disability

13.9 – Work with Clients Experiencing Racism

14 - Career Resources

Manage career resources to support client services and self-directed learning

14.1 – Maintain and Deliver Career Resources

14.2 – Maintain Current Knowledge of Labour Market

14.3 – Use Assessment Tools and Approaches

14.4 – Deliver Services Using Technology

15 - Client Work Search Strategies

Use tailored approaches to prepare client for learning and employment

15.1 – Work with Clients to Develop Résumés

15.2 – Work with Clients to Write Communications

15.3 – Work with Clients to Assemble Portfolios

15.4 – Work with Clients to Develop Value Proposition

15.5 – Work with Clients to Develop References

15.6 – Work with Clients to Prepare for Employment Interviews

15.7 – Work with Clients to Build a Professional Network

16 - Referrals to Professional Services

Refer client to other professionals as required

16.1 – Maintain Network of Referral Services

16.2 – Arrange Professional Referrals

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