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Elements and Performance Criteria

1. Analyse career development needs
   • Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.
   • Analyse occupational, job and/or tasks to confirm current organisational requirements.
   • Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.
   • Analyse the results of skills audits, training needs analyses and competency-based assessments.
   • Link career development requirements to organisational initiatives and prioritise on the basis of consultation.
2. Design career development strategies
   • Design career development opportunities to meet the needs of individuals and the organisation.
   • Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.
   • Include support for the development and implementation of individual career development plans in strategies.
   • Provide consultation and advice within the organisation on the most appropriate options for particular needs.
   • Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.
   • Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.
3. Implement and/or manage career development programs
   • Promote career development programs.
   • Manage career development resources.
   • Manage service providers and/or contracts.
   • Promote study assistance programs.
   • Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.
   • Track progression of staff who engage in career development programs to assess program effectiveness.
4. Analyse career development needs
   • Identify the career development priorities of individuals and groups within the organisation through consultation with key stakeholders.
   • Analyse occupational, job and/or tasks to confirm current organisational requirements.
   • Identify competencies related to tasks and jobs as required, to underpin and link career development to other human resource functions in the organisation.
   • Analyse the results of skills audits, training needs analyses and competency-based assessments.
   • Link career development requirements to organisational initiatives and prioritise on the basis of consultation.
5. Design career development strategies
   • Design career development opportunities to meet the needs of individuals and the organisation.
   • Design career development strategies based on adult learning principles, fit with individuals’ work and social contexts, and that support the business and strategic directions of the organisation.
   • Include support for the development and implementation of individual career development plans in strategies.
   • Provide consultation and advice within the organisation on the most appropriate options for particular needs.
   • Establish networks and partnerships to stay up to date with current good practice, and to negotiate joint programs as required.
   • Base strategies and plans on the principles of merit, equity and fairness and design to cater for employees at different career stages.
6. Implement and/or manage career development programs
   • Promote career development programs.
   • Manage career development resources.
   • Manage service providers and/or contracts.
   • Promote study assistance programs.
   • Assess learning programs and delivery options on an ongoing basis to ensure that these are effective in addressing learning and development needs.
   • Track progression of staff who engage in career development programs to assess program effectiveness.

Performance Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the candidate must demonstrate evidence of performance of the following on at least one occasion.

using effective consultation with stakeholders

undertaking counselling and negotiation

explaining ideas to different audiences

interpreting and explaining formal documents and assisting others to apply them in the workplace

preparing written advice and reports requiring reasoning and precision of expression

undertaking discussion involving exchanges of complex oral information

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Knowledge Evidence

Evidence required to demonstrate competence must satisfy all of the requirements of the elements and performance criteria. If not otherwise specified the depth of knowledge demonstrated must be appropriate to the job context of the candidate.

career development and career management as concepts within an organisational context

range of career development strategies and plans

concept of career stages

the organisation’s strategic goals and their implications for career development

importance of retaining human and/or intellectual capital within an organisation

career guidance and counselling strategies

strategies for the management of one’s own career

adult learning principles

succession planning

national competency concept

jurisdictional legislation, policies and practices applying to career development

national and/or international models of good practice in career development

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