22.3 – Support Employers and Employees in Development of Job Maintenance Strategy

Purpose & Context

Career Development Professionals (CDPs) provide support to employers to create a workplace environment that will foster engagement and retention. CDPs work with employers to ensure human resource practices are designed to reduce turnover, improve employee satisfaction, and contribute to organizational success.CDPs also work with employees to address any challenges that arise during employment.

Effective Performance

Competent career development professionals must be able to:

P1. Inform employee and employer of respective rights and responsibilities
P2. Inform employer on how to build employee engagement, for example:
- Advise on implementation of HR best practices, e.g. selection and recruitment, training and development, healthsafety and wellness, succession planning, performance management
- Offer solutions on how to create a diverse and inclusive work environment, e.g. flexible work arrangements,assistive technology, job redesign, (re)-training, coaching and mentoring, workplace redesign
P3. Inform employee on strategies to keep the job once hired:
- Determine human resources policies in place
- Follow human resource policies and procedures, e.g. attendance, dress code, hours of work, holidays
- Plan and organize work activities
- Ask questions to clarify understanding
- Seek feedback on how to improve behavior
- Find opportunities for growth and development
- Respect others, e.g. avoid gossiping, avoid spreading rumours
- Look for opportunities to help others
P4. Recognize challenges that arise during employment, such as:
- Employee-related, for example:
  - Absenteeism
  - Reduced productivity
  - Substance abuse
  - Unprofessional appearance
  - Problems with interpersonal relationships
  - Workplace accidents due to negligence
  - Excessive use of sick days
- Employer-related, for example:
  - Unpaid wages
  - Occupational health and safety violations
  - Harassment
  - Discrimination
  - Regulatory non-compliance
P5. Negotiate solutions to address challenges, for example:
- Assist employees in finding affordable childcare
- Procure support aids
- Retrain or move employee to a different position
- Modify employee schedule
- Advise on legal issues, e.g. duty to accommodate
- Provide guidance on performance and attendance issues
- Recommend workspace adaptation, e.g. equipment, lighting
P6. Provide ongoing support to employers and employees throughout employment

Knowledge & Understanding

Competent career development professionals must know and understand:

K1. Employment laws and regulations
K2. Human rights as they apply to, for example:
- Practices
- Discrimination
- Duty to accommodate
- Harassment
- Principles of diversity and equity
- Personal information and Electronic Documents Act (PIPEDA)
- Employment equity
K3. Human resource management key concepts, e.g. workforce planning, performance management, training and development,
compensation and rewards, engagement and retention

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Employers may be eligible for government aid in adjusting their workplace, depending on provincial and/or municipal legislation.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

None

Information Sources and Resources for Consideration

None

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Minimal risk: SOMEWHAT CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

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 a minimum experience of working with at least 40 different employers and clients to develop job maintenance strategies.

Autonomy

Practitioners typically perform this competency without supervision, and alone.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None