This unit applies to leaders seeking to identify and communicate trends in career development.

Careers are unique to each person and will vary within and across countries, industries, occupations, organisational contexts, individuals involved and jurisdictions. The relevance, currency and validity of the physical and electronic information sources used are central to the success of career development services. The importance of ongoing research is required to determine how changes to the structure of work, organisations and industries impact on learning and career pathways.

ELEMENT

PERFORMANCE CRITERIA

1. Research and confirm career trends

1.1. Apply knowledge of changing organisational structures, lifespan of careers and methods of conducting work search, recruitment and selection processes

1.2. Analyse changing worker and employer issues, rights and responsibilities in a context of changing work practices

1.3. Examine the importance of quality careers development services

1.4. Maintain all research, documentation, sources and references (electronic or physical) to a high degree of currency and relevance

1.5. Analyse implications of relevant policy, legislation, professional codes of practice and national standards relating to worker and employer issues

1.6. Research changes and trends in relation to the theory of career development counselling and practice

1.7. Confirm clusters, levels and combinations of transferable employability skills and preferences that may open employment options spanning more than one occupation or career pathway

2. Assess and confirm ongoing career development needs of a target group

2.1. Analyse history and records in assessing the needs of a target group

2.2. Assess success of previous career development services and techniques used for individuals or target group

2.3. Deploy other means to investigate appropriate care and counselling approaches as required

2.4. Maintain privacy and security of all data, research and personal records according to relevant policy, legislation, professional codes of practice and national standards

2.5. Establish existing work-life balance requirements, issues and needs

3. Maintain quality of career development services and professional practice

3.1. Analyse and review relevance of career theories, models, frameworks and research for a target group

3.2. Incorporate into career development services and professional practice, major changes and trends influencing the workplace and career related options and choices

3.3. Comply with all relevant policy, legislation, professional codes of practice and national standards that influence the delivery of career development services

Required skills

analytical skills to interpret structurally intricate career development information and to develop reports which deal with complex ideas and concepts

communication and teamwork skills to:

determine key elements of effective networking

identify, analyse and model effective consultation and collaboration processes and strategies aimed at achieving shared stakeholder objectives

apply career counselling techniques

planning and organising skills to maintain currency and relevance of information, and to maintain quality of services

problem-solving, initiative and enterprise skills to:

research and identify trends in career development and work contexts

apply verbal, visual or tactile work search strategies and skills

assess and confirm ongoing career development needs

resolve security and privacy of data

self-management and learning skills to:

maintain professional practice

comply with all policy, legislation codes of practice and national standards

maintain privacy and security of client information

review and update career development services

technical skills to access electronic sources of information, and to maintain accuracy and relevance of data.

Required knowledge

client care, counselling techniques and processes in the context of career development services

counselling techniques

diversity and its potential affect on career choices

human psychological development and needs in relation to careers development

organisational guidelines relating to career development

recruitment and selection processes in the context of career development services

research techniques

trend analysis.

The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.

Overview of assessment

Critical aspects for assessment and evidence required to demonstrate competency in this unit

Evidence of the following is essential:

capacity to research current economic, labour market, employment, career and vocational, educational and training trends

identification of choices and career development needs for individuals and target groups within a given context

reporting and documenting management of research and career development materials

compliance with all relevant local, state/territory and national legislation, policies and practices

knowledge of trend analysis.

Context of and specific resources for assessment

Assessment must ensure:

access to an actual workplace or simulated environment

competence is consistently demonstrated over time, and over a range and variety of situations identifying and communicating trends in vocational, educational and training career pathways.

Method of assessment

A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:

direct questioning combined with review of portfolios of evidence and third party workplace reports of on-the-job performance by the candidate

applied projects or assessment activities, especially related to research and communicating trends in vocational, educational and training career pathways

research documentation or portfolio of evidence relating to identifying trends in vocational, educational and training career pathways

observation of contextual application of skills in communicating trends in career development

oral or written questioning to assess knowledge of research techniques.

Guidance information for assessment

Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:

BSBLED707A Establish career development services

BSBLED708A Conduct a career development session.

The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.

Lifespan of careers may include:

duration an individual may be able to do a job or specific work

duration of work - for technological, business, economic or social reasons

opportunities arising from a career option (pathways)

Conducting work search, recruitment and selection processes includes:

access to and a constant review of, physical or electronic sources

showing customers online careers and employment websites and portals established by government or other providers (i.e. employment service agencies)

Worker and employer issues may include:

awards

certified agreements

contract work and self employment

enterprise bargaining

occupational health and safety

terms and conditions

unions

work choices

Quality careers development services may include:

adequate resource needs of the career development service

careers counselling

compliance with regulatory, professional and organisational standards

identification and removal of any gaps in career counselling services

implementation of effective conflict resolution

negotiation, advocacy, enterprising, coaching and mentoring skills

range of choices and advice able to be offered

relevance, currency and appropriateness of services provided to individuals

satisfaction of needs associated with a specific context and target group

Research may include:

evaluations of existing products

focus groups

informal discussions

internet research

interviews

literature reviews

professional communication mechanisms such as physical and electronic journals, professional newsletters, peer networks, subscriptions

questionnaires

workshops

Relevant policy, legislation, professional codes of practice and national standards may include:

competency standards

copyright and privacy laws relating to physical materials and electronic technology

licensing

plagiarism

security of information

Target group may include:

age

career choices

cultural background and needs

employees

employment status/role

learners/students

learning styles and preferences

level of education achieved

literacy and numeracy skills

location

predetermined service user group

skill/competency profile

socioeconomic background

Other means to investigate appropriate care and counselling approaches may include:

direct interviews

investigation of files and records

consultation with stakeholders

contact with previous or other counsellors

peer communication and communities of practice

qualitative and quantitative research

Career development may include:

services intended to assist individuals of any age, and at any point throughout their lives, to make vocational, educational, training and occupational choices and to manage their careers

Major changes and trends encompass local and global causes relating to:

economic

political

social

technological

Unit sector

Workforce Development - Learning and Development

This unit contains employability skills.