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ReviewoftheProfessionalStandardsforAustralianCareerDevelopmentPractitioners

BriefingPaper2HowhavetheProfessionalStandardschanged?Whatdothechangesmeantocareerdevelopmentpractitionersandotherstakeholders?ThispaperisthesecondoftwobriefingpapersontheReviewoftheProfessionalStandardsforAustralian Career Development Practitioners that have been distributed by CICA to careerdevelopment practitioners who belong to the member associations of CICA and otherstakeholders.The aim of this briefing paper is to assist career development practitioners and otherstakeholders to understand the nature of the changes to the Professional Standards forAustralianCareerDevelopmentPractitionersandhowitmayimpactthem.WhydidtheProfessionalStandardsneedtoberevised?Professional Standards are the systems and procedures that define the career industry, itsmembership and services. Professional Standards are living documents that need to beresponsivetochangedcontexts.Muchhaschangedsince2006whentheProfessionalStandardswerefirstpublishedand2012whentheywereimplemented.AttheCICACouncilmeetingon26October2017,itwasunanimouslyagreedbytheCICAMemberAssociationsthatareviewofthe Professional Standards for Australian Career Development Practitioners should beundertaken.In particular, a review was needed of the Core Competencies and Specialisations of theProfessionalStandardsthatguidethetrainingofcareerdevelopmentpractitionersinAustraliatoensurethoseenteringtheprofessionareprovidedwithskillsandknowledgeappropriateforcontemporarycareerdevelopmentpractice.WhoconductedthereviewoftheProfessionalStandards?CICAcalledfornominationsfromitsMemberAssociationstoformtheProfessionalStandardsReviewWorking Group. TheWorking Group comprised the Chair and four members withsupport fromtheCICAExecutiveDirector:onemember fromeachof theschool,elitesport,highereducationandprivatepracticesectors.ThemembersoftheWorkingGroupwere:DrMaryMcMahon–Chair,CICAVicePresidentDrNathanSimmons–SecondaryEducationDrJulieHowell–HigherEducationDrAnnVilliers–PrivatePracticeMeganFritsch–EliteAthletes,CICAPresidentDavidCarney–CICAExecutiveDirector

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Howwasthereviewconducted?TheintroductionofProfessionalStandardsforAustralianCareerDevelopmentPractitionersin2006,followedanextensiveconsultationprocesswithpractitionersandotherstakeholderstoensurerespectfordiversecontextsandconstituencies.Asimilarprocesswasfollowedforthereview to ensure that it was respectful, inclusive, consultative, and collaborative. CICA iscommitted to theProfessionalStandardsbeingcontextappropriateandpractitionerownedandendorsed.

• BriefingPaper1wassenttostakeholders• TheWorkingGroupindependentlyreviewedtheprofessionalstandardsandconcluded

aneedto:o Editandupdateexplanatorymaterialfromfirsteditiono RevisetheCodeofEthics(minorrevision)o UpdateEntry-levelqualificationso RevisetheCompetencyGuidelinestobetterreflectcontemporarypracticeo RevisetheGlossaryo Revise the format to achieve a user-friendly document with a more

contemporaryformat• Workinggroupfeedbackwascollatedinfirstdraftrevision• OnlinesurveysoughtfeedbackonCompetencyFramework• DataAnalysis• Workinggroupconsideredtheimplicationsoftheresultsofthedataanalysisinterms

ofchangestotheCompetencyFramework• DraftRevisedProfessionalStandardsreviewedbyBoardsofCICAMemberAssociations

whoprovidedfurtherfeedback• FinalrevisionofProfessionalStandardsbasedonMemberAssociationBoardfeedback• RevisedProfessionalStandardspresentedtoCICACouncilon22February2019

WhatiscontainedintherevisedProfessionalStandards?The Professional Standards for Australian Career Development Practitioners comprise 6elements,allofwhichwereretainedintherevisedProfessionalStandards.Theelementsare:

• Terminology• MembershipoftheProfession• CodeofEthics• Entry-LevelQualifications• ContinuingProfessionalDevelopment(CPD)• CompetencyFrameworkthatinformsthedevelopmentofentry-levelqualifications

WhatdoestherevisionmeanfortheelementsoftheProfessionalStandards?Terminology“Careerdevelopment”wasadoptedin2006astheoverarchingtermintheAustraliancareerindustryandhasbeenretainedintherevision.MembershipoftheProfessionNochangeshavebeenmadetohowmembershipoftheprofessionisdeterminedi.e.,

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“The Professional Standards for Australian Career Development Practitioners apply to anypersonwhoprovidescareerdevelopmentservicesand/orprogramsandwhobelongstoaCICAMember Association. Such practitioners meet the minimum standards defined by theProfessionalStandardsforAustralianCareerDevelopmentPractitioners,andtheSpecialisedCompetenciesrelevanttotheirrole.”CodeofEthicsThemajorsectionsoftheCodeofEthicsremainunchanged.Redundancyhasbeenremovedandwordingrefinedwhereappropriate.ApointhasbeenaddedregardingtheuseoftechnologyunderthesectionEthicalprinciplesforcareer development Practitioner-Client Relationships: Equity and diversity. The additionalpointis:Apply,andinformclientsabout,ethicalissues(suchasprivacy,identify,information-sharingpractices)associatedwithmediatechnologies,includingsocialnetworkingPotentialconsequencesforaBreachoftheCodeofEthicshasbeenstrengthenedbyflaggingCancellationofMembershipasapossibleconsequence.Entry-LevelQualificationsReferencetovocationalqualifications(e.g.,vocationalgraduatecertificate)hasbeenremovedasthesequalificationsnolongerexist.GreaterdistinctionhasbeenmadebetweenProfessionalandAssociateCareerDevelopmentPractitionersthroughtheadditionofthefollowingtext.ProfessionalCareerDevelopmentPractitionersworkinarangeofsettings,coordinateteamsincluding Associates Career Development Practitioners, and in supervisory roles. AssociateCareerDevelopmentPractitionersworkinsupportroles.Nochangehasbeenmadetoentry-levelqualificationsforProfessionalandAssociateCareerDevelopmentPractitioners.SectionsonRPLandImplementationhavebeendeletedastheseappliedtofirstedition.ContinuingProfessionalDevelopment(CPD)ThenumberofhoursofCPDrequiredofpractitionersremainthesameataminimumof15hoursofCPDperannum.The responsibilities of CICAMemberAssociations andCareerDevelopmentPractitioners inrelationtoCPDremainthesame.CompetencyFrameworkthatinformsthedevelopmentofentry-levelqualifications

• SomeCoreandSpecialisedCompetencieshavebeenrenamedtomakethemclearerinmeaningandcontentcoverage.

• Whereappropriate,theCoreandSpecialisedCompetencieshavebeenstrengthenedinrelationtotheuseoftechnologyandsocialmedia.

• SpecialisedCompetencieshavebeenpresentedseparatelyfromtheCoreCompetencies.• TheCompetencieshavebeenrefinede.g.;duplicationhasbeenremoved.

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• QuickreferencetableshavebeenaddedfortheCoreandSpecialisedCompetencies.• TheCoreCompetenciesof6aCollect,analyseanduseinformation,6bKeepup-to-date

with emerging technologies and innovations, and 7c Use enterprise Skills containbehavioursthatmayapplytoonlysomepractitioners.SeeAppendix1forasummaryofthechanges.

• The Specialised Competencies of S3 Career development program delivery and S4Diverse clients include behaviours that may apply to only some practitioners. SeeAppendix2forasummaryofthechanges.

AdetailedsummaryofthechangestotheCoreandSpecialisedCompetenciesisprovidedinAppendices1and2.TherenamingoftheCoreCompetenciesisshowninTable1.Table 1 also shows how in the first edition of the Professional Standards, the SpecialisedCompetencieswererelatedtosomeoftheCoreCompetencies.Table1FirstEdition Revision

CareerdevelopmenttheorySpecialisedcompetency:Assessment

Careerdevelopmenttheory

Labourmarket Labourmarketinformation

AdvancedcommunicationskillsSpecialisedcompetency:Counselling;programdelivery

Communicationandinterpersonalskills

Ethicalpractice Ethicalpractice

DiversitySpecialisedcompetency:Workingwithpeoplewithdisabilities

Diversityandinclusion

Informationandresourcemanagement Technology,informationandresources

ProfessionalpracticeSpecialisedcompetency:Projectmanagement;employerliaison

Professionalpracticeapplication

An overview of the revision of the Core Competencies in relation to their sub-sections iscontainedinTable2.

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Table2FirstEdition Revision

Careerdevelopmenttheory9sub-sections

Careerdevelopmenttheory2sub-sections

Labourmarket2sub-sections

Labourmarketinformation2sub-sections

Advancedcommunicationskills5sub-sections

Communicationandinterpersonalskills3sub-sections

Ethicalpractice4sub-sections

Ethicalpractice3sub-sections

Diversity2sub-sections

Diversityandinclusion2sub-sections

Informationandresourcemanagement3sub-sections

Technology,informationandresources3sub-sections

Professionalpractice6sub-sections

Professionalpractice4sub-sections

AnoverviewoftherevisionoftheSpecialisedCompetenciesiscontainedinTable3.The titles of some of the Specialised Competencies was changed and a new SpecialisedCompetencyofResearchskillswasadded.Table3FirstEdition Revision

Assessment Careerassessment

Counselling Careercounselling

Programdelivery Programdelivery

Workingwithpeoplewithdisabilities Workingwithdiverseclients

Projectmanagement Projectmanagement

Employerliaison Employerliaison

Researchskills

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GlossaryofTermsThe Glossary of Terms has been revised to be more aligned with the terminology of theProfessionalStandardsratherthantheindustrymorebroadly.Sometermsincludedinthefirsteditionhavebeen removedand somenew termsadded (e.g., associate careerdevelopmentpractitioner, benchmarking, career management skills, job, occupation, profession,professional career development practitioner, professional standards, specialisedcompetencies).Definitionshavebeenrevised.Whydoesthedocumentlookdifferent?Theaimoftherevisionwastoachieveauser-friendlydocumentwithacontemporaryformat.Thenumberingsystemwaschangedtosimplifythedocument.Eachcompetencyisexpressedintermsofcareerdevelopmentpractitionerbehaviours.Whatdoestherevisionmeanfortrainingprovidersofendorsedcourses?TheCICACourseEndorsementprocesswill continue tobeguidedby theCICAProfessionalStandards.CourseProvidersseekingfutureendorsementarerequiredtocomplywithrevisedCICAProfessionalStandards.CourseProvidersareadvisedtoconsiderthechangestotheCoreandSpecialisedCompetencieswhenrevisingcoursesforsubmissionforCourseEndorsement.SeeAppendices1and2forasummaryofthechanges.WhatdoestherevisionmeanforCareerDevelopmentPractitioners?Entry-levelqualificationsarestillrequiredformembershipofCICAMemberAssociations.CPDrequirementsintermsoftheminimumnumberofCPDhoursremainunchanged.Careerdevelopmentpractice is still guidedbyMemberAssociation’sCodesofEthicswhichaccordwiththeCICACodeofEthics.RegistrationisstillavailablethroughtheCICAwebsite.Career Development Practitioners are advised to consider the changes to the Core andSpecialisedcompetenciesinidentifyingtheirCPDneeds.SeeAppendices1and2forasummaryofthechanges.Whatdoestherevisionmeanforemployers?The Career Development industry self-regulates through the Professional Standards forAustralian Career Development Practitioners. CICA advocates with stakeholders about theemploymentofappropriatelyqualifiedCareerDevelopmentPractitioners.Employers,however,maketheirowndecisionsaboutthequalificationsrequiredofemployees.

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WhatdoestherevisionmeanforContinuingProfessionalDevelopment?CICAMemberAssociationsandCareerDevelopmentPractitionersareremindedtoconsiderthechangestotheCompetencyFrameworkinrelationtoContinuingProfessionalDevelopment.CICAMemberAssociationsshouldcontinuetoprovideCPDbasedontheCoreCompetenciesand, where appropriate, the Specialised Competencies. In summary, the changes includegreaterreferenceto:

• Technology:CodeofEthics,6a,6b,S3• Decision-making:1b,2b• Knowledgeoflaws,policies,practices:2a,4b,5a,6b• Entrepreneurialopportunities:2b• Reframing,questioning,reflection:3b• DiversityandInclusionandDiverseClients:5a,5b,S4• Soundbusinesspractices:7c• Conductingresearch:S7

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Appendix1WhatspecificallyhaschangedintheCoreCompetencies?Thisappendixprovidesasummaryofchangeswherecompetenciesareneworconsiderablyrevised.Minorchanges,removalofredundancy,wordchangesetc.arenotincluded.1.CareerDevelopmentTheoryNinesub-sectionswerereducedtotwosub-sectionsrelatedtoknowledgeandapplicationofcareerdevelopmenttheory.Section1anowincludes‘Understandmodelsofcareerdecision-makingandtheirapplication’.Section1bnowincludes‘Applymodelsofcareerdecision-makingtopractice’.2.LabourMarketInformationTwosub-sectionswereretainedrelatedtosourcing,understanding,applying labourmarketinformationandusingittoassistclients.Section 2a now includes ‘Understand current workplaces, workers’ rights, conditions, andemploymentandrecruitmentpractices’.Section 2b now includes ‘Assist clients in creating their own opportunities, includingentrepreneurialopportunities’.3.CommunicationandInterpersonalSkillsFivesub-sectionswerereducedtothreesub-sectionsrelatedtoknowledgeandapplicationofrapportbuilding,verbalandwrittencommunication,andteamwork.Section3bnow includes ‘Useverbal communication skills including reframing,questioning,reflectionandactivelisteningskills’.4.EthicalPracticeFoursub-sectionswerereducedtothreesub-sectionsrelatedtoknowledgeandapplicationofethicalpractice.Section4bnowincludes‘Demonstratereflectivepracticetoidentifyareasforimprovementsthat will enhance practice’ and ‘Understand how public policy, legislation, and regulationrelevanttocareerworkimpactontheirroleandpractice’.5.DiversityandInclusionTwo sub-sections relate to career developmentworkwithdiverse clients. The twooriginalsections, Recognise diversity and Respect diversity were combined in the new section 5a‘RecogniseandRespectdiversity’.Anewsectionwasadded:5b‘Conductcareerdevelopmentworkinculturallysensitiveways’.Diversity is now broadly described as including, but not limited to, ‘age, gender, disability,sexual orientation, geographic location, sporting prowess, culture, religion, Aborigines and

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Torres Strait Islanders, refugee and migrant backgrounds, socio-economic status, mentalhealth,andexceptionalabilitye.g.insport,theartsoracademicachievement’.Section5anow includes ‘Beknowledgeable about legislation related todiscrimination’ and’Demonstrateawarenessof,reflecton,andself-critiqueculturalbeliefs,values,andhistoricalpositioning, and how these impact on one’s practice with clients from other culturalbackgrounds’.6.Technology,InformationandResourcesThree sub-sections were retained related to the knowledge and application of technology,information and resources. Two of the sub-sections were renamed: ‘Keep up to date withtechnology’wasrenamed‘Keepup-to-datewithemergingtechnologiesandinnovations’and‘Identify the major organisations, resources and community-based services for careerdevelopment’wasrenamed‘Identifyrelevantsupportorganisations,resourcesandservices’.Section6anowincludes‘Applyappropriateresearchstrategiestoretrieveinformationneeded,including the appropriate use of information technology (e.g. social media and on-lineinformation sources)’, and ‘Help clients use relevant information technology resources andtoolsethicallyandeffectively’,plusforsomepractitionerswhereappropriate,‘Producecareerinformationandresourcesthatsupporttheirwork’.Section6bnowincludes‘Useappropriateformsofelectroniccommunicationandsocialmedia’and ‘Areawareof changing contexts, including thepolitical, economic, technological, social,environmental,andorganisationalcontexts’,plusforsomepractitioners,whereappropriate,’Create and deliver information and resources using technology (e.g. presentations, videos,webinars,multimediaresources)’.7.ProfessionalPracticeApplicationSix sub-sectionswere revised to four sub-sections related to knowledge and application ofprofessional practice. Section 7a ‘Conduct needs assessment’ was relocated from CareerDevelopmentTheory.Section 7c now includes for some practitioners, where appropriate, ‘Apply sound businesspractices’. This means business practices that relate to the work of Career DevelopmentPractitionersratherthanessential,corebusinessknowledge.

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Appendix2WhatspecificallyhaschangedintheSpecialisedCompetencies?TheSpecialisedCompetenciesaredescribedas‘theadditionalskills,knowledgeandattitudesthatmayberequiredbysomeCareerDevelopmentPractitionerstoundertakespecificcareerdevelopmentrolesorcaterfortheneedsofspecificclientgroups’.TheSpecialisedCompetenciesemphasisethatCareerDevelopmentPractitionersundertakingsuchrolesorworkingwithsuchclientgroupsareexpectedtoundertakeadditionalstudyandtraining.DescriptorsareprovidedforeachoftheSpecialisedCompetencies.S1.CareerAssessmentThis Specialised Competency is now described as ‘Assess, develop and apply careerassessment’.Itnowincludes‘Gainqualificationsinassessmentprocesses’.S2.CareerCounsellingThis Specialised Competency is now described as ‘Apply career counselling skills’. It nowincludes‘Engageinregularsupervisionappropriatetotherole’.S3.CareerDevelopmentProgramDeliveryThis Specialised Competency is now described as ‘Assess the need for, design, deliver andevaluate career development programs’. It now includes ‘Understand the importance oftechnologyforscalabilityinthedeliveryofcareerdevelopmentprograms’,plusforsomecareerdevelopmentpractitioners,asappropriate,’Createresources,careerinformation,andtoolstobestfacilitateprogramsandmarketprograms’.S4.DiverseClientsThis Specialised Competency is now described as ‘Working with diverse people’. A broaddescriptionof diversity is included. It now recognises thebroad scopeof the specialisationwhile also including a section relevant to career development practitionerswhose focus isprimarilyonrehabilitationwork.S5.ProjectManagementThisSpecialisedCompetency isnowdescribedas ‘Design,develop, implement,andevaluateprojects’.Itremainsessentiallythesamewithsomeediting.S6.IndustryLiaisonThis Specialised Competency is now described as ‘Liaise with employers and otherorganisations’. It now includes ‘Apply effective networking, presentation, negotiation, andinfluencingskills’.S7.ResearchSkillsThis isanewSpecialisedCompetencydescribedas ‘Conductresearch’.ThisnewSpecialisedCompetency recognises that a) some career development practitionerswork as specialisedresearchers, and b) Career Development Practitioners increasingly need to understand,interpret,andundertakeresearch