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Developing Career Competencies based on the new draft framework, the Australian Blueprint for Career Development (ABCD). Jillian Blight – DECS Futures Connect Program Manager email@example.com ph 8226 4273 Phil Jarvis – Food for Thought
based on the new draft framework, the Australian Blueprint for Career Development (ABCD).
Jillian Blight – DECS Futures Connect Program Manager firstname.lastname@example.org ph 8226 4273
Self…parents…peers…close friend/partner…relatives…youth worker…teacher/lecturer…employers…community/sports contacts…media…career promotional materials including internet…others
What are your special talents & skills?
What types of situations, environments & work roles have special appeal for you?
What types of organisations need what you can offer?
What innovative work arrangements will suit you & potential employers?
What do you want to do as you begin to move toward your preferred future?
Career Management ModelThe new career management model is not about making the right occupational choice …Answer these questions and find the work you love, to construct a great career & life.
It is about managing one’s life, learning and work over time. To become a self-reliant manager of one’s own career and life, one needs a range of skills and knowledge.
……career development competencies of the Australian Blueprint for Career Development (ABCD)http://www.dest.gov.au/sectors/career_development/policy_issues_reviews/key_issues/australian_blueprint_for_career_dev/default.htm
Managing life, learning and work in the 21st century - Mary McMahon; Wendy Patton; Peter Tatham
The purpose of this paper is to: establish the context in which the Australian blueprint is being written; provide a rationale for using a lifespan career development framework to guide career policy and practice; and raise awareness about the need for and usefulness of a career development blueprint for Australia.
Area A: Personal Management
1. Build & maintain a positive self image
2. Interact positively & effectively with others
3. Change & grow throughout life
Area B: Learning and Work Exploration
4.Participate in life-long learning supportive of career goals
5. Locate & effectively use career information
6. Understand the relationship between work, society & the economy
Area C: Career Building
7. Secure / create & maintain work
8. Make career enhancing decisions
9. Maintain balanced life & work roles
10. Understand the changing nature of work
11. Understand, engage in & manage the career building process
Phase I: K-Primary Years
Phase II: Middle Years (years 8-10)
Phase III: Senior/Post-compulsory Years (years 11-12)
Phase IV: Adults
Four Developmental Phases Across the Lifespan:
Stage I: Acquisition (acquiring knowledge)
Stage II: Application (experiencing acquired knowledge)
Stage III: Personalisation (integrating acquired and applied knowledge)
Stage IV: Actualisation (striving towards full potential)
Four Learning Stages with performance indicators:
- What an individual can do
- The conditions under which they will perform the task
- How well the individuals should perform the task.
You are well positioned through your practical relationships of the teaching context to help young people to build their competencies, to explore their skills and interests, learning and work options, and to make decisions based on their interests and relevant labour market opportunities (skills shortages).
What can you do?It is the responsibility of all teachers, not just career advisers, to help prepare students for life and their future careers.