Presentation is loading. Please wait.

Presentation is loading. Please wait.

Certificate IV in Career Development. RMIT University©14/01/2014 School of Education 2 Outcomes Understand the nature of career development and how it.

Similar presentations


Presentation on theme: "Certificate IV in Career Development. RMIT University©14/01/2014 School of Education 2 Outcomes Understand the nature of career development and how it."— Presentation transcript:

1 Certificate IV in Career Development

2 RMIT University©14/01/2014 School of Education 2 Outcomes Understand the nature of career development and how it might fit into your role Develop Individual Learning Plans for Certificate IV in Career Development and map RPL availability Negotiate assessment tasks for gap training, timeframes etc Explore career development theory and how it relates to own career and career of others Develop understanding of competencies required for career development work at SuniTAFE. Explore career development frameworks that provide a useful guide for your work o Explore and practice advanced communication skills required for working from a helping perspective.

3 RMIT University©14/01/2014 School of Education 3

4 RMIT University©14/01/2014 School of Education 4 Career Development – your role? What are your student career focussed activities? –What do you assist them with? –How do you assist them? What do you do?

5 RMIT University©14/01/2014 School of Education 5 Career Development – what is it? What does career mean to you? What does career mean to your students? What do advisors do? What is guidance?

6 RMIT University©14/01/2014 School of Education 6 Career definitions - Professional Standards for Australian Career Development Practitioners A lifestyle concept that involves the sequence of work, learning and leisure activites in which one engages throughout a lifetime. Careers are unique to each person and are a dynamic….Careers include how persons balance their paid and unpaid work. Career Development The lifelong process of managing learning work, leisure and transitions in order to move towards a personally determined and evolving future Career Development Practitioner …facilitate the ability of clients to take charge of their own career career development by assisting them in the process of identifying and assessing resources,planning and managing for their career life-development.

7 RMIT University©14/01/2014 School of Education 7 Career definitions - Professional Standards for Australian Career Development Practitioners Careers Guidance –A range of interventions including career education and counselling that help people to move from a general understanding of life and work to a specific understanding of the realistic learning and work options that are open to them. Careers Adviser –Careers advisers provide a service that facilitates career decision making. In addition they provide timely and authoritative advice and information to students, colleagues and parents for use in school programs ( Career Advisers Association of New South Wales)

8 RMIT University©14/01/2014 School of Education 8 Focus of career development …facilitate the ability of clients to take charge of their own career career development by assisting them in the process of identifying and assessing resources,planning and managing for their career life-development. an ability to focus on who they are, what they have to offer and what is important to them Having direction - knowing options, what appeals to them and how to qualify for suitable learning and work opportunities Adaptability - the capacity of making the best of ever present change Healthy self esteem and self knowledge to counter uncertainty and doubt (Jarvis 2003)

9 RMIT University©14/01/2014 School of Education 9 Australian Standards for Careers Practitioners 1. Career development theory 2. Labour market 3. Advanced communication skills 4. Ethical practice 5. Diversity 6. Information and resource management 7. Professional practice Specialisations – Assessment,counselling, program delivery, working with people with disabities, project management and employer liaison.

10 RMIT University©14/01/2014 School of Education 10 Certificate IV in Career Development - the Competencies Conduct career guidance interview Assist clients to plan / access career pathways Deliver services consistent with a career development framework Use targeted communication skills to build relationships Work within a legal and ethical framework Analyse and apply labour market information Analyse and apply education and training information Maintain an effective work environment Work effectively with culturally diverse clients and co-workers Work effectively in the community sector Operate referral procedures Contribute to OHS processes Facilitate links with other services Provide job search support Liaise with employers to provide flexible work arrangements Establish and maintain effective networks TAA/E – Provide training through instruction and demo of work skills -Plan and organise group-based delivery -Facilitate group based learning

11 RMIT University©14/01/2014 School of Education 11 Study process…. Step 1 - Complete RPL Ready document –Brainstorm evidence –Identify gaps Step 2 – Learning and Assessment Plan –Details how competency requirements met –RPL, Credit Transfer, Study & Assessment –Choose electives –Complete Credit Transfer process if required –Workplace assessment activities identified Step 3 – RPL or Study & Assessment –- follow your plan, access ACDS materials for gap training –Collect RPL evidence Step 4 – Access support - , Skype, phone etc -Step 5 – Assessment ( have until November 2011 to complete) -RPL - -presentation of evidence and Iinterview questions to ascertain knowledge -Study & Assessment – send completed assessments via

12 RMIT University©14/01/2014 School of Education 12 Using your experience – RPL Ready Completion Activity Not What constitutes experience? What constitutes evidence? Evaluating your evidence Relevance Sufficiency Currency Authenticity

13 RMIT University©14/01/2014 School of Education 13 Demonstrating competency …. RPL –Providing evidence process –Underpinning knowledge Gap training –Australian Career Development Studies materials (ACDS) –Workplace assessment tasks –RMIT defined assessment tasks

14 RMIT University©14/01/2014 School of Education Career development theory 6.3.1a Describe major career development theories 6.3.1b Apply career development theories to practice …also underpinning knowledge and skills for –CHCCDP401B Deliver services consistent with a career development framework –CHCCAR501B Conduct career guidance interview –CHCCDP402B Assist clients to plan and access career pathways

15 RMIT University©14/01/2014 School of Education 15 Who you are is suited to particular work… Dr John Holland suggests that sound career decisions be based on an individual s accurate knowledge of his or her personal modal orientation and accurate occupational knowledge. Without such knowledge, individuals are unable to base career decisions on congruent relationships between their personal orientations and their occupational environments. Career fit concept: YOU Your needs, values, abilities, skills, interests, and aspirations OCCUPATION The jobs demands and potential for satisfying your needs MATCH

16 RMIT University©14/01/2014 School of Education 16

17 RMIT University©14/01/2014 School of Education 17 Holland Codes THEME SAMPLE JOB TITLE CODE REALISTIC Horticulturist REI INVESTIGATIVE Dentist IRS ARTISTIC Librarian ACI SOCIAL Secondary school teacher SIA ENTERPRISING Industrial engineer EIR CONVENTIONAL Bookkeeper CSR

18 RMIT University©14/01/2014 School of Education 18 Developmental Theories - careers develop over time Donald Super Life Span Tasks Growth 5-14yrs- childhood exploration, role models,self awareness through play, future orientation Exploratory yrs- narrow choices, education/training, vocational identity Establishment yrs- employment, advancement for some Maintenance 35-65yrs- maybe evaluation before entering (minicycle), holding on, keeping up and innovation Decline/Disengagement 65yrs onwards- planning for retirement, workload reduction, eventual retirement Life Span Life Space Life Space Roles Child Student Leisurite Citizen Worker Spouse Homemaker Parent Pensioner

19 RMIT University©14/01/2014 School of Education 19 Constructivist Approach- we create our career Planned Happenstance Exploration generates opportunities Skills enable us to seize opportunities Recognise, create and use chance Psychological Resiliency Curiosity to explore Persistence to deal with obstacles Flexibility address events Optimism maximise benefits from unplanned events Risk taking Indecision = open mindedness

20 RMIT University©14/01/2014 School of Education 20 Career Management Frameworks- Australian Blueprint for Career Development "… need knowledge about themselves, and the capacity to connect with others. They need to learn and experience the benefits of: Building and maintaining a positive self concept Interacting positively and effectively with others, and Changing and growing throughout life. To take advantage of possible options, people need the knowledge and skills to: Participate in life-long learning that is supportive of their career goals Locate and effectively use career information, and Understand the relationship between work, society and the economy. With interest and support from family members, friends, teachers, and career development practitioners, people can learn how best to: Secure/create and maintain work Make career enhancing decisions Maintain balanced life and work roles, and Understand the changing nature of life and work roles.

21 RMIT University©14/01/2014 School of Education 21 Career Management Frameworks- DOTS Law

22 RMIT University©14/01/2014 School of Education 22 Self awareness Interests Skills Values What else do students need to know about themselves? Occupational awareness What work and other opportunities are available How might you assist students to increase their awareness?

23 RMIT University©14/01/2014 School of Education 23 Decision making Understand factors that influence choice Understand how choice is made Own choice Whats your decision making style? Taking action How Planning - goals, actions, contingency plans What knowledge, skills and attitudes might be required?

24 RMIT University©14/01/2014 School of Education 24 Your role in career development… Old – test & tell, job for life…practitioner was expert, client passive New – life long learning process – practitioner role is to facilitate learning, both engaged…. What does this new way of thinking mean for your role????

25 RMIT University©14/01/2014 School of Education 25 Review

26 RMIT University©14/01/2014 School of Education 26 Conduct career guidance interview What is your role? What do you think clients expect of you? What is client role? What do you expect of clients?

27 RMIT University©14/01/2014 School of Education 27 Communication skills for helping Active listening Questioning Reflection and paraphrase Action planning


Download ppt "Certificate IV in Career Development. RMIT University©14/01/2014 School of Education 2 Outcomes Understand the nature of career development and how it."

Similar presentations


Ads by Google