Australian Blueprint for Career Development

1. Australian Blueprint for Career Development Power Point compiled by Dr Peter Carey

2. The Australian Blueprint for Career Development THREE AREAS A: Personal Management B: Learning and Work Exploration C: Career Building ELEVEN MAIN CAREER COMPETENCIES (A) Personal Management: Competency 1: Build and maintain a positive self-image Competency 2: Interact positively and effectively with others Competency 3: Change and grow throughout life (B) Learning and Work Exploration: Competency 4: Participate in lifelong learning supportive of career goals Competency 5: Locate and effectively use career information Competency 6: Understand the relationship between work, society and the economy (C) Career Building: Competency 7: Secure/create and maintain work Competency 8: Make career enhancing decisions Competency 9: Maintain balanced life and work roles Competency 10: Understanding the changing nature of life and work roles Competency 11: Understand, engage in and manage the career building process 11 Career Competencies are broad goals for career development

3. FOUR DEVELOPMENT PHASES ACROSS THE LIFESPAN These career competencies are then expanded across the matrices at four development phases throughout the life span: Phase One – for students in K- Primary years Phase Two – for students in the middle years (Years 8-10) Phase Three – for students in the senior/post-compulsory years (Years 11-12) Phase Four – for adults Performance indicators are specific knowledge, skills and attitudes that individuals need to develop to achieve a career competency LEARNING STAGES AND PERFORMANCE INDICATORS These 11 career competencies are also expanded within each phase with performance indicators that follow a four stage learning taxonomy (Acquisition, Application, Personalisation and Actualisation).

4. Local Standards describe what individuals will do to achieve a specific performance indicator, how well they need to do it, and the conditions under which they will perform the task LOCAL STANDARDS Local standards can than be developed from each performance indicator to suit local needs • Example Phase IV: career competency for an adult population working with an organisation COMPETENCY 11: “Understand, Engage in and Manage the Career Building Process” PHASE IV CAREER COMPETENCY 11.4: “Manage the career building process”. PERFORMANCE INDICATOR 11.4.11: Revisit your preferred future to determine whether or not it is necessary to modify and/or create new goals and aspirations and adjust your short-term action plans. LOCAL STANDARDS – Within the organisation’s annual review process, employees will discuss their coming year’s plans. This discussion will include at least two references to the employee’s preferred future and at least one reference to the employee’s willingness to modify expectations/plans for the coming year.

5. AREA C CAREER BUILDING CAREER COMPETENCY 11 UNDERSTAND, ENGAGE IN AND MANAGE THE CAREER BUILDING PROCESS Phase IV 11.4 Manage the career building process

6. The Australian Blueprint for Career Development (ABCD) identifies: • Eleven core career management competencies with • Performance indicators for each competency with • Four developmental phases across the lifespan. • There are performance indicators for each competency, at each phase, are organised by learning stages. These 4 learning stages include: • Learning stage a: Acquisition • Learning Stage b: Application • Learning Stage c: Personalisation • Learning Stage d: Actualisation Competency 5 – Phase 3 (Years 11-12) Locate, interpret, evaluate and use life/work information The performance indicators, which are organised by learning stages, can be used to measure learning gains and demonstrate the effectiveness of such programs … and the core competencies are the basis upon which career development programs can be designed.

7. For example: ABCD knowledge, skills, understandings, attributes and values Element:Area B: Learning and Work Exploration Phase:3 (Years 11 - 12) Competency: 5.3 Locate, interpret, evaluate and use life/work information Learning Stages: Learning stage a: Acquisition 5.3 a1- Explore the educational and training requirements of various work roles. Learning Stage b: Application 5.3 b1- Use career information resources such as career monographs, occupation classifications systems, labour market information, mass media, computer and Internet-based career information delivery systems to educate oneself to the realities and requirements of various work roles Learning Stage c: Personalisation 5.3 c1- Determine, according to one’s preferences, the advantages and disadvantages of various work alternatives (e.g., full employment, multi-tracking, contracting, consulting, self-employment, entrepreneurship). Learning Stage d: Actualisation 5.3 d1- Improve one’s strategies to locate, interpret, evaluate and use life/work information.

8. Source of Material • The Draft Australian Blueprint for Career Development (ABCD), Summary Information(Prepared by the Career Development Services Branch,Western Australian Department of Education and Training 2006) • WA Guidelines for Career Development Services and Transition Support Services(Joint publication of the Western Australian Department of Education and Training, AISWA and the Catholic Education Office of WA 2007) • The Draft Australian Blueprint for Career Development, DEST 2005 • The “Employability Skills”http://www.dest.gov.au/ty/publications/employability_skills/literature_research.pdf • The Professional Standards for Career Development Practitioners, DEST 2006 (The Professional Standards for Australian Career Development Practitioners have been prepared through the National Standards and Accreditation of Career Practitioners Project, commissioned through the Career Industry Council of Australia by the Australian Government Department of Education, Science and Training). • Guidelines for Career Services and Career Information Products, DEST 2007(CICA has undertaken to develop guidelines to improve the quality of career services and career information in Australia on behalf of the Department of Education, Science and Training (DEST). The guidelines are intended to enhance the quality of career services and career information by providing a framework for each, against which providers of career services and publishers of career information can assess their processes/products).

9. The Australian Blueprint for Career Development Back

11. Employability skills Employability skills are ‘skills needed not only to gain employment, but also to progress within an enterprise to achieve one’s potential and contribute successfully to an enterprise’s strategic directions’ and can be identified as: communication teamwork problem-solving initiative and enterprise planning and organising self-management learning technology. Research has shown that many of these skills are built into units of competency in Training Packages, but they are not always sufficiently clear for teachers seeking to develop and assess them in there subject area or field of study. {Back}