Career Development Professionals (CDPs) develop performance monitoring systems to measure organizational performance relevant to career development services. Performance monitoring systems facilitate the collection of data that may help identify how to improve program outcomes.Caseload refers to the number of clients a CDP manages. Caseloads are assigned taking into consideration the complexity of each individual case and the evidence-based approach required for a successful outcome. Information systems are useful tools to inform decisions on how best to allocate resources including staff, local resources, agencies and voluntary organizations.
Competent career development professionals must be able to:
Competent career development professionals must know and understand:
Competent career development professionals must be able to perform this competency in the following range of contexts:
Performance management systems measures vary according to the need of the organization. Transitioning to a performance management system may present challenges, e.g. resistance by users, producing meaningful reports.
Industry-specific terms contained in the standard defined here, where applicable.
Q: What is the consequence of a professional being unable to perform this skill according to the standard?
Q: How frequent and under what conditions is this skill performed?
Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?
Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?
A career development professional requires at least three years of experience delivering services and assessing outcomes.
Practitioners typically perform this competency without supervision, and alone.
It is unlikely that this competency will automate.
