1. An introduction to career development Presented by – Date –

2. Aim and objectives Aim: To introduce career development and the principles that underpin it. Objectives By the end of the session learners will be able to: Define career development in your own setting and identify the career development activities you undertake as CLCs Begin to identify other agencies and organisations who you can work with to support your clients’ career development. Identify the benefits of effective career development for the individual and your scheme/organisation.

3. What is a career? A career is defined as the combination and sequence of roles played by a person during the course of a lifetime Super (1980) How does this compare to your definition? What is your CLC scheme’s definition?

4. What is career development? Traditionally: Preparing for the world of work Gaining the skills and experience to find one’s vocation in life Improving one’s employability. Currently: A lifelong process that influences all aspects of a person’s life The knowledge, skills and attitudes that evolve through the lifelong process Continually developing relevant skills for both personal life and work.

5. Career learning timeline Using the Career Learning Timeline sheet, think about your own career and record key transitions e.g. age 16 – unsure what to do next after leaving school; age 30 – returning to work after having children; age 45- made redundant after 25 years in the same job When you have recorded your transitions, consider: 1.What Information, Advice and Guidance did you receive at the time, and from whom? 2.How helpful was this? 3.What career development would have been useful?

6. Activity: Thinking about career development in your own CLC scheme, what activities does this involve at present? How satisfied do you think your clients are with these activities? Think about what career development activities could realistically be offered in your CLC scheme.

7. Activities included in guidance Informing Advising Counselling Assessing Enabling Advocating Feeding Back. The Challenge of Change, UDACE, 1986

8. Career development activities Are these activities still relevant for the 21 st century? Are they being undertaken in your scheme and/or your network? Are there any missing?

9. Career development principles ICG Code of Ethical Principles: Impartiality Confidentiality Duty of care Equality Accessibility Accountability CPD.

10. Why is career development important for your CLC schemes? It is important to: Contribute to achieving government learning and skills sector agendas and targets Motivate young people to benefit fully when the participation age is raised Challenge cultural and gender stereotypes Raise aspirations and motivate clients Increase in number of clients going on to other learning opportunities or taking up more formal learning Improve success, attendance, retention and progression rates on courses

11. Why is career development important for organisations? continued It is important to: Provide intelligence for planning purposes Provide feedback on the client/learner experience Support the development of ‘the learner voice’ Help clients identify the pathway that’s right for them by giving them relevant information Improve people’s wellbeing by encouraging them to take up learning and try something new

12. Why is career development important for clients? It is important because it helps them: Understand themselves and what they want to achieive Expand their understanding and experience of learning and how it can benefit them in all kinds of ways Gain the confidence to take a first step into learning Make wise decisions and select options which are right for them Develop improved employability Succeed in learning, work and volunteering and reach their potential.

13. Career development internal and external networks Think about your role and the boundaries of your own knowledge, who else can support your clients both internally and externally? Write these on the prepared flip chart sheets provided.

14. Continuous quality improvement How does your scheme review and improve the quality of the service it provides? What is your contribution to this process? What improvements have been made as a result?

15. Summary What is a career? What is career development? What are the principles that underpin good practice in career development What have you learned personally about the benefits of effective career development for the individual and the scheme/organisation? Thank you for attending, please complete an evaluation form

16. Super, D. E. A Life-Span, Life-Space Approach to Career Development Journal of Vocational Behavior 16, 282-298 (1980) Career Learning for the 21 st Century: Careers Blueprint Supporting an All Age Guidance Strategy – available from LSIS website UDACE (Unit for the Development of Adult Continuing Education) (1986) The Challenge of Change – Developing Educational Guidance for Adults, Leicester: Hopson, B. (2009) Vocational Guidance to. Portfolio Careers: A Critical Reflection. 12th Annual Lecture. University of Derby References