Competency Category: Outreach and Leadership

26.2 – Lead Change

Career development professionals (CDPs) recognize the need for change to achieve business outcomes. CDPs build a change management strategy that engage people within the organization to ensure a successful implementation.

26.1 – Mentor Others

Career Development Professionals (CDPs) share career successes, challenges and lessons learned with mentees. CDPs support the professional growth of career development practitioners to strengthen the talent in the field.

25.5 – Manage Risk

Career Development Professionals (CDPs) manage risk on an ongoing basis to ensure effective and efficient delivery of services. CDPs reduce potential loss and liability by identifying risk factors and implementing appropriate risk management strategies. Considerations may include staff and client safety, protection of client data and information, adherence to professional codes of conduct and industry standards, and financial integrity.

25.4 – Prepare Performance Reports

Career Development Practitioners (CDPs) prepare reports to track organizational progress against performance metrics. The performance reports are used to inform decision making.

25.3 – Develop Performance Monitoring System

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.

25.2 – Build Strategic Partnerships

Career Development Professionals (CDPs) establish strategic partnerships with community-based organizations, third party providers and agencies who share common values and goals. The partnerships provide opportunities to share specialized capabilities and resources to address challenges the organization may not have the capacity to address on its own.

25.1 – Build Strategic Plan

Career Development Professionals (CDPs) develop strategic plans to deliver career development services and achieve organizational goals.

24.4 – Build Public Awareness of Career Development Professionals

Career Development Professionals (CDPs) participate in raising public awareness of the role CDPs play in helping individuals navigate learning and employment transitions across their lifespan. CDPs create collaboration opportunities to promote positive health, social and economic outcomes. Building public awareness helps increase the profile of CDPs in the community and better conveys the importance of the essential services provided.

24.1 – Contribute to the Development of Public Policy

Career Development Professionals (CDPs) participate in the development of public policies to guide decisions and achieve better outcomes for their clients. Policy development is an iterative process that involves collaboration with stakeholders and influencers.CDPs have a unique position in the community, working with and for multiple stakeholders. CDPs are aware of the impact of changing economic, social, and political factors on access to employment, education and social services. Matters such as poverty and unemployment, community capacity building, changing work patterns, increased scrutiny on measuring impacts of programs used, and much more are all informed by public policy and programs that CDPs may be able to influence.