1. AGCAS Biennial Conference 2011 One-to-one, one to many
AGCAS Biennial Conference One-to-one, one to many? Are traditional practice skills still relevant
Jan Perrett, University of Nottingham
Siobhan Neary, iCeGS University of Derby
Academic Year:2001/12
AGCAS Biennial

2. Previous beliefs
“ The key rationale for the relationship between career guidance and public policy is that career guidance is a public good. It is designed to be of value to the individuals who experience it. But it also yields benefits to the wider society and economy”
NGRF ( SA Barnes, 2007)

3. Benefits of Guidance Learning Goals Supports lifelong learning
Contributes to national and individual economic growth
Contributes to Flexible education and training system
Increases retention
Labour Market Goals
Labour market efficiency
Reduces mismatch in supply and demand
Addresses skills shortages
Reduces extent and duration of unemployment
Minimises dependency on welfare
Social Equity Goals
Addresses
Equality of opportunity
Disadvantaged and marginalised groups
Gender segmentation in the labour market
Watts and Sultana 2004

4. Drivers of Career Guidance Provision
New Labour
Skills development
Advancement
Social inclusion
Age and Stage
Coalition Government
Social mobility
Social Justice
Demand led
All age, universal
Open market
Social justice generally refers to the idea of creating a society or institution that is based on the principles of equality and solidarity, that understands and values human rights, and that recognizes the dignity of every human being

5. Career Guidance in the new world
Limited funding from the public purse
Emphasis on employability and jobs, achievement and progression (not career)
Developing new markets – commodify careers guidance
Limited direction from central government
Chartered Status
The world of work is changing

6. Social-economic context for career guidance
It is difficult to understand either individual behaviour or career guidance in isolation from the social context in which they function
Individual behavior nor career guidance occurs in a vacuum removed from continuous transactions but are constantly immersed in: Social norms, mass media, behavioural expectations policies and regulations, cultural traditions, definitions of acceptable roles, beliefs, values.
Herr (2008)

7. The role of Guidance in the new world

8. Changes in working practice
Career development is impacted on by rapid change
Macro level changes
Increased globalization
Advances in technology and Information
Significant demographic shifts
Global economy
Key changes in working practices; outsourcing, off shoring, career patterns are no longer linear, organisational shift in how work is done and who does it, Impact of technology
Skills needed to do the work available
Workers need to frequently change job

9. Changes in working practice
The top 10 jobs that will exist in 2010 did not exist in 2004
Today’s learners will have had more than 10 jobs by the age of 38
Over 40% of jobs in 2020 will require a graduate level qualifications
In the last 10 years there have been12 jobs created in the knowledge industries for every 1 created elsewhere
Hopson, 2010

10. AGCAS Code of Practice for Guidance
Impartiality
Confidentiality
Individual Ownership
Equality of Opportunity
Transparency
Accessibility
AGCAS web site

11. ICG Code of Ethics Impartiality Confidentiality Duty of Care Equality
Accessibility
Accountability
Continuing Professional Development
17/06/2018

12. In Conclusion…
“I want the Careers profession to return to a position of public recognition, prestige and value where guidance is seen as an essential part of life and experience. It is too important for us to do anything other.”
John Hayes, iCeGS Annual Lecture, June 2011