Competency Category:
Competency Series:

5.2 – Monitor Client Progress

Purpose & Context

Career Development Professionals (CDPs) monitor the progress of each client to assess their engagement and participation in activities and to verify if the actions are appropriate or should be modified to achieve their action plan. If the client is working with multiple service providers, CDPs involve these as appropriate.These findings can also inform organizational strategy, such as the delivery structure, services offered, and partnerships with other service providers.

Effective Performance

Competent career development professionals must be able to:

  • P1. Formulate intervention in measurable outcomes, for example:
    • Resolve pre-employability or job readiness needs
    • Make career decisions
    • Enhance skills
    • Find a job
    • Maintain a job
    • Advance career
  • P2. Review client history
  • P3. Meet with client to:
    • Explore perception of progress to date
    • Review status of action plan
    • Discuss successes and challenges client may be experiencing
    • Identify next actions and timelines
    • Confirm understanding and agreement of next actions
  • P4. Document changes, e.g. progress
  • P5. Follow up in accordance with organizational policy, e.g. after 30 days
  • P6. Review client outcomes regularly:
    • Adjust intervention, as required
  • P7. Recommend improvements to service delivery, as appropriate, for example:
    • Reduce barriers to clients
    • Increase collaboration with other service providers

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Organizational guidelines regarding evaluation and service provision, including reporting
    requirements
  • K2. Data gathering approaches, e.g. interviews, surveys, phone calls
  • K3. Legislative requirements on the use of personal information, e.g. Personal Information Protection and Electronic Documents Act (PIPEDA)

Contextual Variables

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

Complexity of cases may impact the effort required to perform this competency.

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?

No risk, no consequence: NOT 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?

To become fully proficient in this competency, a career development professional requires a minimum of one year of experience with at least 40 different clients, representing a broad range of individuals.

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