Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 1

Careers Profession Alliance (CPA)

Blueprint for Register of Career Development Professionals and Career Progression Framework (CPF)

Prepared for the CPA Register Task Group and CPA Executive Group Final

27th April 2012

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Introduction

1. The purpose of this document is to:

Describe the context within which a national Register of Career Development

Professionals (“The Register”) and career progression framework (CPF) has

been developed by the CPA

Set out a model for a professional standards framework for the

CPA/successor body within which the Register of Career Development

Professionals and associated CPF will sit

Set out a blueprint for the national Register of Career Development

Professionals including the qualification and competency requirements for

The Register

The context for The Register

2. The online Register of Career Development Professionals and associated career

progression framework is being developed within the context of the CPA’s remit

to bring together the professional bodies engaged in career development in the

UK to create a careers profession comparable to other Chartered professions,

both in public standing and in the rigour of its supervision of members. The

vision for the CPA is to achieve:

‘ A profession that inspires confidence in the public, dedicated to delivering high quality career development activities and services that help individuals achieve their full potential and support economic productivity while ensuring equality of opportunity for all’ 1

3. The CPA is also currently making arrangements for the future governance and

structure of a successor body for the CPA. The CPA Executive group have agreed

that by January 2013 there will be a single professional body which during the

2012 transition period will operate as a federation. The transition body is likely

to be a continuation of the CPA but with new protocols and roles and

responsibilities for members of the Executive2. The Career Development Institute

(CDI) is agreed as the working title for the unified organisation. Consideration of

the future development of The Register and career progression framework

1 CPA Briefing Note 2 (November 2011)

2 CPA Briefing note January 2012

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should be viewed alongside decisions relating to the future of the CPA/successor

body overall.

4. Current members of the Careers Profession Alliance are the:

Institute of Career Guidance (ICG)

Association of Careers Education and Guidance (ACEG)

National Association for Education Guidance for Adults (NAEGA)

Association of Career Professional International (UK) (ACPI)

Background

5. The CPA Executive Group, in January 2011, commissioned work on a set of Draft

Professional Standards that covered:

A Code of Ethics for career development professionals

A public facing summary of the Code of Ethics called - What to expect from a

career development professional

A draft Professional Standards Framework that proposed categories of

membership for the CPA or its successor body, pending decisions on the

future governance of the CPA.

Referencing the National Occupational Standards (NOS) as the basis for a

competency framework and to support a career progression framework.

6. The CPA, in August 2011, supported by DBIS, established a Task Group, chaired

by Trevor Mason of the CPA Executive Group to deliver, by March 31st 2012:

An online Register of Career Development Professionals and;

An associated career progression framework to support individuals in

developing their skills, competence and qualifications and allow progress on

to The Register.

7. This blueprint has been written based on the work of the Task Group, including

drawing on previous work from January to March 2011 and lessons learned from

the Institute of Career Guidance (ICG) pilot of a revised ICG register of

professional practice.

8. The blueprint for The Register has also been tested against the expectations of

career development professionals through consultation and user testing via:

setting up an informal reference group, mini consultations on qualifications and

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the competency framework, a workshop event in February 2012, user testing

and trialling in February 2012 and further user testing in March 2012.

9. The CPA/successor body Professional Standards Framework, Register and career

progression framework is intended to be ‘fit for purpose’ for the rapid pace of

change in the landscape of career development provision. For example, the

increase in range and type of careers provision delivered in the private sector

and in the changing nature of services delivered to young people in schools and

government funded Back to Work provision.

10. It is critical to the remit and success of the CPA/successor body that the

Professional Standards Framework and Register of Career Development

Professionals meets the needs of and represents all those working in the career

development profession.

Definition of the Career Development Profession

11. Career development professionals provide activities and services which assist

individuals or organisations seeking support to affect a wide range of career

transitions. These may be associated with life and career stages, including the

development of the career ideas of young people. Contexts include educational

choices, work experience and internships, labour market entry, skills and

vocational training, job search, sector/management level change, promotion or

transfer, redundancy, entrepreneurial business development, working identity

change, disability and stress related career development issues, adjustments to

life-work balance, returners to the labour market, portfolio working and pre-

retirement choices.

12. Such activities and services may be delivered in schools, universities, colleges,

training organisations, public employment services, the workplace, community

or voluntary sector and the private sector. They may be provided on an

individual or group basis and may be face-to-face or at a distance (including help-

lines and web-based services). They include the provision of information, ideas,

tools and resources (verbal, printed, web-based or other forms), administration

of assessment and self-assessment tools, career guidance interviews, career

education programmes, career coaching, taster programmes, work search

programmes, outplacement, redundancy and transition services, retention and

talent management reviews, career progression or promotion, training, or other

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forms of career development-related consultancy, research and professional

development3.

Career Development Professionals

13. There are many job titles and descriptions for those working in ‘careers’ across

the UK, as evidenced in research by Lifelong Learning UK (LLUK)4 and others. The

CPA has adopted the term career development professional as an inclusive

description of all individuals working across the whole of the ‘footprint’ of

careers related services and activity as definition in paragraphs 11 and 12.

A national Register

14. The Register should meet the needs of career development professionals

working in each of the four home nations in England, Scotland, Wales and

Northern Ireland. Some work has been undertaken to share understanding of

the needs of career development professionals in the four countries including, of

course, building on the existing remit of some Professional Associations, such as

the ICG, whose membership is already UK wide, and this will be further

developed during 2012.

Employers of career development professionals

15. The involvement and commitment of employers of career development

professionals is key to achieving and maintaining a strong careers profession,

including their continued support for raising the level of qualifications and

competence of their staff, through qualification routes, training and support for

CPD. Examples of employers in this context will include, careers companies,

Headteachers and college leaders, Government agencies and others delivering

contracts or providing services in the voluntary and/or private sector.

16. The CPA/successor body will work with employers of career development

professionals to support consistency and coherence between the needs and

responsibilities of employers for creating a skilled workforce and the imperative

for individuals to take responsibility for their own professional practice and

career development.

3 Adapted by CPA (2011) from the OECD (2004) definition

4 Lifelong Learning UK (LLUK), Occupational Map for Careers Guidance TBR (2009)

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17. The CPA/successor body is engaging with specific parts of the sector to ensure

that the national Register of Career Development Professionals and career

progression framework takes account of a range of specialisms and supports

movement across the sector. For example, we are working with the

Professionalisation of Welfare to Work Expert Reference (Power) Group, with

Providers of qualifications for the profession and private sector career

management companies.

Working with policy makers, funders, and other stakeholders

18. The CPA/successor body will be an independent, member-led professional

organisation. However it will work alongside Government and other policy

making stakeholders, regulators and standards setting bodies, and quality

assurance bodies to promote the profession, membership of the CPA/successor

body and The Register.

19. To these ends the CPA is working with DBIS to secure an expectation that the

professional standards of the CPA/successor body are reflected in expectations

set out in Statutory Guidance to schools and embedded in contracting

arrangements for the new National Careers Service to be launched in April 2012.

Quality Assurance

20. In March 2011 the CPA and Careers England produced a joint statement of

progress for the Careers Profession Task Force (CPTF), an independent task force

set up by the Government in England to provide the vision for high-quality

delivery of careers education, information, advice and guidance. The statement

set out the importance of a coherent approach to three elements of a quality

assurance framework:

‘The CPTF believes that in ‘making arrangements for the provision of career guidance to young people’ (and adults), all organisations must ensure that there are strong links between the three elements of the quality assurance framework:

i. professional standards for the careers advisers delivering the services; ii. CEIAG quality awards for schools and colleges which meet the new kite

mark and; iii. a single national quality standard for all providers of careers services for

young people and adults (whether procured directly by Government or secured by schools under their proposed new duty)’.

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21. The matrix Standard, (a quality framework for organisations delivering

information, advice and/or guidance on learning and work) states that ‘for

careers guidance staff in England this should include professional standards and

qualifications determined by the Careers Profession Alliance or other

representative bodies’. This is a welcome move that creates a clear expectation

for organisations aiming to achieve the matrix Standard that they must adopt the

professional standards of the CPA/successor body. The matrix standard is a

contract requirement for all providers delivering the National Careers Service in

England.

22. Careers England, the trade association for employer organisations involved in the

provision of products and services promoting careers education and guidance in

England, have now published the Quality in Careers Standard (QiCS) in England

which sets out overarching standards for evaluation criteria of careers education,

information, advice and guidance in schools and this also includes a reference to

taking account of the standards set by CPA.

23. Careers Wales has developed the Careers Wales Mark in partnership with

learning providers to support improved outcomes for all learners. Further

information can be found on: www.careerswales.com. This single national

quality award for careers and the world of work has been in place since 2005.

The award was further developed and trialled in summer 2010 with the latest

version, Career Wales Mark (CWM), now available to schools.

24. In Scotland, Skills Development Scotland (SDS) is charged by the Scottish

Government with the development of a quality standard process and CPD

framework for careers staff and this is currently under development.

Professional Standards framework of the CPA/successor body

25. The Register of Career Development Professionals is an integral part of a wider

Professional Standards Framework which will be established and led by the

CPA/successor body. The Professional Standards Framework is integral to

membership structure of the CPA/successor professional body and supports

entry to the aspirational level of The Register of Career Development

Professionals.

26. The CPA proposes Student, Associate/Corporate, Member, and Fellow

membership categories alongside the Registered Career Development

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Professional designation for the new professional body. This model offers an

inclusive approach while maintaining rigour and upholding commitment to QCF

Level 6 or above for The Register.

Professional Standards Framework

27. The Professional Standards Framework below sets out how the CPA/successor

body representing a unified careers profession will support career development

professionals and raise the standards of the careers profession. Four types of

membership are proposed, plus the Registered Career Development Professional

designation:

Associate and corporate member:

Open to any interested party as individuals or as an organisation

Student member: Anyone working towards a relevant recognised career development professional qualification who is not currently working in the profession. (Typically HE route career development qualifications)

Member: Open to those with any level of qualification or none who are currently practising, or have practised in career development. Members must commit to the Code of Ethics and CPD requirements and be subject to the complaints and discipline process of the CPA/ successor body.

Fellow: An honorary title. A minimum of 10 years practice in the career development sector; and must be and have been a Member of the CPA/successor body (or previous CPA Professional Association) for at least 2 years immediately prior to nomination; and must demonstrate a significant contribution to the career development profession through the development of professional practice. Required to sign up to Code of Ethics and subject to complaints and discipline processes.

Registered Career Development Professional:

Open to those qualified to QCF level 6 or above in a specified career development qualification or optionally those with alternative qualifications equivalent to QCF level 6 or above who can also provide robust assessed evidence of competence equivalent to QCF Level 6 or above in career

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development based on National Occupational Standards (NOS). In addition, there is a two year conditional entry available for those with specified NVQ4 qualifications. Sign up to Code of Ethics and must commit to complete CPD as required by the CPA/successor body. Must be currently practising and have practised career development for at least a year.

Membership of the CPA/successor body

28. Membership of the CPA/successor body is open to all who are either practising

or have practised in the career development profession as defined by the

CPA/successor body. All full members of the CPA/successor body will be required

to sign up to the professional standards of the CPA, including a commitment to

the Code of Ethics, completing 20 hours continuous professional development a

year, and be subject to the complaints and discipline process of the

CPA/successor body.

29. The wider membership offer of the CPA will deliver a range of benefits that

would be expected of any strong and progressive professional body. This will be

delivered through the overall remit and business planning for the new

professional body by January 2013 and is not part of this project. However, the

CPA/successor body will offer all its members, including those on The Register:

Access to a network of fellow professionals

Access to the qualifications framework which are based on National Occupational Standards and recognised throughout the UK

Access to appropriate learning resources

Continuing Professional Development (CPD) opportunities and the chance to progress in their career

Subsidised training and events

Recognition outside the careers sector (by employers, contractors and the general public)

Access to information about the profession and the stakeholder environment

Opportunity to influence the future of the profession

A sense of community

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30. The ambition of the CPA/successor body is to be an international centre of

excellence in career development by supporting and enabling members to

acquire and develop qualifications and professional practice standards and

provide access to resources, networks, services and relationships that will

progressively improve the effectiveness and impact of the profession. The

CPA/successor body will continue to provide the services and resources that the

individual membership associations have provided for members which include:

- newsletter and e-bulletins

- professional journal

- web-site

- training/CPD events

- annual conference

- approved/endorsed initial qualifications

- branch networks

- professional interest networks

- members helpline

- recruitment service

- campaigning/lobbying

CPD support for progression

31. Members of the CPA/successor body, including Registered Career Development

Professionals will also have access to a range of CPD supports through the online

resource. This range of CPD resources and support will be available to all

members, including those who are planning for entry to the Register of Career

Development Professionals and those who wish to remain only as members of

the CPA/successor body. CPD support will include:

Keeping track of CPD hours completed

The ability to record the type of learning activity undertaken such as:

- Self (Planned Reading; Reflective Learning; Supervision; Research; Self-

directed Education; External Courses)

- Peer (Practice Forums; Shadowing; Mentoring; Dialogue and discussion)

- Employer (Secondments; Job swaps; Meetings, seminars and workshops;

Internal courses)

- Using Technology (E-learning; Practice sharing websites; Web seminars;

Video feedback)

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The ability to create CPD records such as:

- Reflective Learning Journal (Learning from self-instruction; work shadowing; learning from peers/team meetings/supervision)

- Visit reports - Reports on courses/on-line learning - Project Reports - Client or third party testimonials - Case Studies - Research Reports

Recording what activity was undertaken and reflecting on:

- Why it was completed

- What they learnt from the activity?

- How they have/will put this learning into practice

- Any further action

- Identifying competencies which relate to the CPD record

CPD Resources

32. The on line resource also provides a range of CPD supports that both members

and Registered Career Development Professionals can access to fulfil their

development needs, either to support specific needs in relation to qualifications

and competency requirements or to meet their CPD requirements to maintain

membership or their status as a Registered Career Development Professional.

For, example there is a Hot Topics section of the site that will point to resources

linked to current developments, such as, Science, Technology, Engineering, and

Maths (STEM), Labour Market Information (LMI), or ‘Green’ careers.

Complaints and discipline

33. All members of the CPA/successor body, including those on The Register will be

subject to a complaints and discipline process. The complaints and discipline

policy and process will be independent of any employer based disciplinary

proceedings but will give confidence to employers, stakeholders and the public

that members are committed to their professional standards and subject to

sanctions by the CPA/successor body for any breaches of professional conduct.

34. The CPA/ Successor body will make specific arrangements for establishing a

complaints and discipline process for the new body as part of the transitional

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arrangements and governance of the new body from January 2013 and key

aspects of a robust complaints and discipline process are set out below.

Key aspects of a complaints and discipline process

35. Complaints and discipline procedures are important for convincing the public,

and other bodies, that a profession takes seriously its responsibility both for

ensuring a high standard of service but also that consumers/users are treated

fairly and with respect.

36. The complaints and discipline process should be internal to the professional

body. It would be best practice to involve a mixture of experienced professionals

and lay persons (i.e. people who are not members of the profession) in the

complaints and discipline process, especially at the point of determining guilt or

sanctioning a member. Ideally the outcome of the process should be made

public at the point of a decision being made (for or against the Registrant).

37. Formal written communication systems are necessary for keeping a joint record

of communication between the body and the complainant. There is also a need

for systems to be set up for filtering complaints, identifying which complaints are

valid and matching these against the Code of Ethics.

38. Following the filtering, complaints should be investigated. This could be a passive

process, in which written evidence is submitted by the complainant and the

member, and then inspected, before being assessed in a formal disciplinary

hearing.

39. Disciplinary hearings are usually made up of peers of the Registrant taken from a

voluntary committee which oversees discipline processes and lay persons should

also be included to ensure a measure of impartiality. Decisions made by a

disciplinary panel should be made on a balance of probabilities (rather than

beyond reasonable doubt) based on the evidence presented.

40. A range of different disciplinary actions should be available. All sanctions should

be available at the discretion of the disciplinary panel/committee. Some

potential actions are:

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Formal warning: Letter of reprimand noted in the public register for a time specified period

Removal of privileges:

Loss of honorary status or loss of post on institute/branch committees

Fines: Small fines for minor infractions that incur a cost

to the CPA/successor body. Large fines can be difficult to implement as members may prefer to simply allow membership to lapse

Remedial CPD: Requiring extra CPD to be undertaken, perhaps on

a specific topic to ensure there are no future lapses of professionalism, with monitored compliance to ensure a positive impact on the knowledge/understanding of the member

Suspension of membership:

Temporary barring from membership/registration

Expulsion: Permanent barring from membership/registration

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The Register of Career Development Professionals

41. The CPA/successor body will own and provide access to a national Register of

Career Development Professionals. The Register will be launched on May 1st

2012. Until the establishment of the successor body (likely to be known as the

Career Development Institute) in January 2013 The Register will be accessed

through the websites of the existing CPA Professional Associations.

Aim/purpose for The Register

42. The overarching aim/purpose for The Register is that it becomes the single

national point of reference for ensuring and promoting the professional status of

career development professionals and is recognised as an aspirational standard

by members of the profession, their customers, and employers, as well as policy

makers, funders and all other stakeholders.

Benefits of The Register

43. For The Register to succeed and gain mass acceptance as an aspirational

standard for the whole of the profession the benefits of registration will need to

be recognised by, and then realised for, all career development professionals.

44. These benefits can be described as:

For Registered Career Development Professionals: Professional recognition and confidence in peers on The Register along with ability to promote their professional status in the ‘market’. For customers: Confidence in the competence and ethical standing of the career development professional and the ability to report and have investigated any dissatisfaction. For employers: Confidence in the competence of career development professionals as well as registered staff members having access to a monitored system of CPD and an impartial complaints and discipline service. For policy makers and funders: Able to identify membership of The Register as an assurance of the quality of individuals working as career development professionals

45. The benefits of joining The Register will need to be promoted and marketed as

part of the business plan of the CPA/successor body. Members must be able to

see clear additional benefits to being on The Register and these benefits must

outweigh any extra effort required to become registered and to retain

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registration. This makes the importance of engaging with employers,

stakeholders and funders key, so that they understand, and expect registration

when employing staff at a professional level.

Key Principles for The Register

46. The blueprint for The Register is based on the following key principles. The

Register must be:

Meaningful to all members of the career development profession with clearly

identifiable and realised benefits for customers, members, policy makers and

funders of career development professionals

Robust and rigorous in its entry standard and requirements so that the

public, funders and purchasers of career development services have

confidence that those on The Register are competent, qualified career

development professionals

Accessible to all those career development professionals across the whole of

the career development sector (footprint) who meet and continue to fulfil

the requirements of The Register

Supported by a career progression framework that supports individuals in

their professional development and increases the qualifications levels and

competence of the career development profession

An integral and coherent part of the Professional Standards Framework and

wider membership offer of the CPA/successor body.

Defining a qualified and competent career development professional

47. Any member of the CPA/successor body on the national Register of Career

Development Professionals must:

Make a public commitment to uphold the Code of Ethics of the

CPA/successor body and understand how to apply ethical considerations to

career development interventions with users of career development

activities and services

Be able to evidence their competence as a career development professional

at QCF Level 6 or above (based on National Occupational Standards: Career

Development) including;

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- An understanding of appropriate theories of career development,

including theoretical approaches to career choice and the conduct of

professional interventions with clients

- An understanding of professional practice in career development and be

competent in the conduct of a range of career development

interventions

Make a commitment to their own continuous professional development and

advancement of their professional knowledge and understanding, including

meeting specific CPD requirements for maintaining registration.

Agree to abide by and maintain the standards set for registration and

understand that failure to do so my result in disciplinary action on the part of

the CPA/successor body.

Entry standards for The Register

48. The Register of Career Development Professionals is open to individuals with

QCF Level 6 or above in a specified career development qualification or those

who have alternative qualifications equivalent to QCF level 6 or above who can

also provide robust assessed evidence of competence equivalent to QCF Level 6

or above in career development based on the National Occupational Standards

(NOS): Career Development.

49. Registrants continue to be bound by the CPA Code of Ethics and are subject to

complaints and discipline processes. In addition, those on the Register commit to

an additional five hours of CPD a year (25 hours in total). Registrants must be

currently practising and have practised career development for at least a year in

line with the CPA’s definition of practising set out in paragraph 72.

50. The online resource provides advice and support on the qualifications and/or

competence requirements for entry to The Register, including information on

mapping the progression or ‘gap analysis’ between common qualifications and

providing details of learning providers and assessment centres to support

progression for those who do not yet meet the entry standards. This also

includes access to a range of CPD resources to help plan, record and fulfil those

requirements.

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51. A range of case studies are also available on line to illustrate how some

individuals have developed their skills, qualifications and competence to

progress their careers, including gaining entry to The Register.

Pathways to Registration

52. There are two main pathways to meet the entry standards for the Register of

Career Development professionals. These are:

Immediate entry to the Register of Career Development Professionals who

already meet the qualification requirement for Registration through one of the

qualifications set out below provided all other conditions are met as described in

the professional standards framework in paragraph 27.

Planning for entry to the Register of Career Development Professionals either

through completing additional qualifications (or units of qualifications) or, by

providing evidence of meeting the requirements of a CPA/successor body

competency framework through recognition of prior learning and completion of

CPD.

Immediate Entry

53. Currently the qualifications that are specified as meeting the requirement for

immediate entry to the Register of Career Development Professionals are:

Qualification in Career Guidance

Qualification in Career Guidance and Development (Scotland)

Diploma in Career Guidance (Parts 1 and 2)

QCF Level 6 Diploma in Career Guidance and Development (2011)

Diploma in Career Guidance combined with the NVQ Level 4 in Guidance

Postgraduate Diploma in Career Development and Coaching Studies

(University of Warwick)

Postgraduate Diploma in Career Education, Information and Guidance in

Higher Education (University of Warwick)

NVQ Level 4 Advice and Guidance plus Career Guidance Theory (Wales)

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With, in addition, both the following Level 6 Diploma in Career Guidance and Development Units or equivalent HE Modules in:

o Reflect on and improve professional practice o Use career and labour market information with clients

S/NVQ Level 4 in Guidance With, in addition, all the following Level 6 Diploma in Career Guidance and Development Units or equivalent HE Modules in:

o Career Guidance Theory o Reflect on and improve professional practice o Use career and labour market information with clients

S/NVQ in Advice and Guidance Level 4 With, in addition, all the following Level 6 Diploma in Career Guidance and Development Units or equivalent HE Modules in:

o Career Guidance Theory o Reflect on and improve professional practice o Use career and labour market information with clients

NVQ Level 4 in Learning, Development and Support Services (Supporting Young People Pathway)

With, in addition, all the following Level 6 Diploma in Career Guidance and Development Units or equivalent HE Modules in:

o Career Guidance Theory o Reflect on and improve professional practice o Use career and labour market information with clients

The S/NVQ qualifications listed above must have been undertaken in a career guidance context and include the following units: Develop interactions with clients; Assist clients to decide on a course of action; Assist clients to plan the implementation of a course of action; Assist clients to review their achievement of a course of action.

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Conditional Entry

54. In addition, the following qualifications will be allowed for conditional entry to

the Register of Career Development Professionals for a limited time. The

qualifications allowed for conditional entry are:

NVQ Level 4 Advice and Guidance plus Career Guidance Theory (Wales)

S/NVQ Level 4 in Guidance

S/NVQ in Advice and Guidance Level 4

NVQ Level 4 in Learning, Development and Support Services (Supporting Young People Pathway)

The S/NVQ must have been undertaken in a career guidance context and include

the interviewing units: Develop interactions with clients; Assist clients to decide

on a course of action; Assist clients to plan the implementation of a course of

action.

55. The option for conditional entry to The Register is only open until 1st May 2014.

The Register will show that registration is conditional on achieving specified QCF

Level 6 Diploma in Career Guidance and Development units or equivalent HE

Modules within two years of joining The Register. The required units to achieve

full registration are:

Reflect on and improve professional practice

Career guidance theory

Use career and labour market information with clients

Proof of qualifications

56. When arrangements for the CPA successor body are in place by January 2013,

evidence of an approved qualification (such as certificates) will be required to be

submitted online to the successor body within a specified time period. However,

initially, a declaration from the Registrant that they do hold the qualifications

claimed will be accepted. Originals of certificates should be available to the

CPA/successor body on request. It is possible to attach certificates immediately

via the online resource but this will not initially be a required field.

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Planning for entry to the Register of career development professionals

57. For those people who do not currently hold one of the qualifications set out

above, or who do not fully meet the specific qualification/unit requirements,

allowing immediate or conditional entry to the Register of Career Development

Professionals, there are two possible routes to planning for entry to The Register

in future. This can be achieved by:

Qualification route: Planning to undertake either a full qualification or

units/parts/modules of a qualification to meet the qualification requirements for

entry to The Register. This can be achieved either through a work based route or

through a Higher Education course or modules.

The competency framework route: For those who already hold a Level 6 or

above (graduate/postgraduate level) qualification a competency framework

route has been developed that will allow applicants to evidence their

competence and submit this for assessment by the CPA/successor body.

Successful assessment against the competency framework will then allow entry

to The Register.

The Qualification route

58. The Qualification route for entry to the Register of Career Development

Professionals can be approached in two ways:

Work-based: People can register with an Approved Assessment Centre of an Awarding Body, details of which will be available through the on line resource, and either undertake a full QCF Level 6 Diploma in Career Guidance and Development5 or part thereof. Part time and distance learning modes are also available through some Higher Education Institutions and these may be employer sponsored through part time or distance learning as another work based route to accreditation.

Higher Education: People can apply to a university and undertake the Qualification in Career Guidance/Development (QCG/D) or possibly Higher education modules if they only need to ‘top up’ their qualification requirements. People may be able to use evidence from their existing qualifications to contribute towards the QCG/D. Accreditation of Prior Learning arrangements vary between universities and people will be advised to contact the relevant

5 The QCF Level 6 Diploma in career guidance and development is not available in Scotland

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university for further information. Details of QCG/D centres are available through the on line resource. Postgraduate qualifications

59. The CPA/successor body is committed to continuously raising the standards of

the career development profession and promoting quality assured routes to

achieving QCF level 7/SQCF Level 11 and above career development

qualifications.

60. Specifically, a section of the online resource has been provided for the interests

and achievement of postgraduate qualifications and this will include details of a

range of qualifications at postgraduate level (e.g. Postgraduate Diplomas and

Certificates and Masters Degrees).

61. Because there is a high level of variation between institutions in their course

content and the way in which evidence is assessed it is proposed that Institutions

offering these courses work with the CPA/successor body to map their

qualification against the National Occupational Standards: Career Development

Those qualifications that map successfully to the National Occupational

Standards: Career Development will be added to the approved qualification list

for immediate entry to The Register. This has been proposed to Institutions

offering postgraduate provision and several postgraduate providers have

indicated an interest in mapping their qualifications. This work will be carried out

as part of the next phase of development of The Register.

The Competency Framework route

62. The competency framework has been designed as an option for those people

who are practising in the career development sector and who already have a

qualification at Level 6 or above (degree/post graduate) qualification in any

subject.

63. The competency framework route may, primarily but not exclusively, be most

suitable for those career development professionals who may have a wide range

of experience in the sector and/or may have undertaken related qualifications

that will provide them with prior evidence of competence against the

competency framework, but who may not wish to undertake further

qualifications. For example, those working as private practitioners or as careers

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educators. The online resource will, over time, build a range of qualification

maps to help people identify evidence from their existing qualifications that

could contribute to the requirements of the competency framework.

64. Practitioners following this route will be able to produce a continuous

professional development (CPD) plan and submit a portfolio of evidence to the

CPA/successor body to evidence their qualifications and experience against the

required competencies for entry to The Register.

65. However, this registration pathway will require resource, both in terms of giving

guidance on how to evidence a competence to prospective Registrants and in

training staff or volunteers to act as assessors or verifiers of the evidence

submitted. Arrangements to introduce and maintain this route are being

addressed through transition planning arrangements for the new CPA successor

body between April 2012 and January 2013.

66. The competency framework is based on the competency framework previously

developed (and consulted upon) by LLUK and has been mapped against the

National Occupational Standards: Career Development. Responsibility for the

Standards is currently held by the Learning and Skills Improvement Service (LSIS)

and the CPA has worked with LSIS to develop the competency framework.

A Competency Framework for the Career Development sector

67. The competency framework consists of Core Competencies which are covered by

all practitioners regardless of which part of the sector they practise in and

Functional Competencies which can form part of the role in different parts of the

sector. To become a Registered Career Development Professional through the

Competency Framework route applicants have to meet all the Core

Competencies and choose one of the Functional Competencies relevant to their

specific job role. Each competency has an associated set of Knowledge,

Understanding and Skills. The full competency framework is available from the

CPA as a separate document.

68. The Core and Functional Competencies should be used in the context of the

definition of the career development profession set out in Paragraphs 11 and 12

of this document.

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69. The Core Competencies are:

Ethical Practice

Reflective Practice and Personal Development

Identifying and Responding to Client Needs

Embedding Theory and Research into Practice

Using Information and Communication Technologies

Working in the Career Development Sector

Providing Customer Service

Data Recording and Reporting

Obtaining Labour Market, Learning and Occupational Information and

Managing Its Use

Partnership Working

70. The Functional Competencies are:

Providing Career-Related Learning

Developing Career Planning/Management Skills

Providing on-going support to clients/users of services to help them to

achieve their goals and objectives

Undertaking Research Activities

Leading and Managing Service Delivery in a Career Development Service

Leading and Managing Career Development Work in an Organisation

Representing Clients’ Needs to Others

Promoting the Availability, Value and Effectiveness of the Service on Offer

Monitoring, Evaluating and Improving the Effectiveness of the Service on

Offer.

Supporting Organisations to develop Career Development Work

71. For the next stage of development of The Register it is intended to add two

further Functional Competencies that more closely meet the needs of those

working in Employability Services and for Private Practitioners and a possible

third functional competence for those working to support career development

services and activities.

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Pathway to registration model

Apply for membership

Ethical declaration

Apply for Registration

Declare at least 1 year's practise

and currently practising

Submit evidence of qualifications

Sign up to CPD requirement for

Register

Registered

Plan for Registration

Qualifications/competency gap

fill analysis

Development plan

Submit evidence of competence

through qualifications or

competency framework

Assessment of evidence or

proof of qualification

Declare at least 1 year's practise

and currently practising

If successful: Sign up to CPD

requirement for Register

Registered

If unsuccessful: Back to

development plan

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Definition of practising

72. The Register will be open to all those who meet the requirements who are

currently practising in the field of career development. The CPA has developed a

definition of those who are considered to be ‘practising’ to cover a range of

settings and activities:

Anyone whose main job role requires them to deliver career development

activities or services to an individual or a group of individuals through any

medium (e.g. face to face, by telephone, online or paper based). Including those

career development professionals delivering services in management or related

occupations (e.g. in research, consultancy or training) who do not deal directly

with users of career development activities and services.

73. It is not intended to publicly ‘segment’ The Register according to the nature of

services delivered or job role of the Registrant, although information on the

‘constituency groups’ of those on The Register will be gathered as part of the

management information and reporting functions of The Register and

membership. The equivalent of one year’s full time practice will be required

before registration.

74. In addition, an optional ‘Find a Career Development Professional’ has been

developed for organisations and members of the public to be able search for and

identify career development professionals from The Register who can deliver a

range of career development activities and services to meet their needs.

CPD requirements for The Register

75. Registered Career Development Professionals will sign up to a compulsory CPD

policy with a requirement to complete at least 25 hours CPD spread over a

variety of different relevant topics and through a range of learning approaches. A

compulsory policy means that there are sanctions in place for those not

complying with the CPD policy. To help members plan and complete their CPD

the online resource will provide guidance and an online CPD development plan

to support identifying areas for development and linking to resources to help

meet their development aims.

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76. Those undertaking additional study such as students progressing to a MA or MSc

can count this towards their CPD requirement and thus the CPA will encourage a

culture of research in the field of career development.

CPD Measurement for the Register

77. CPD measurement systems can be inputs-based with requirements set in terms

of time and effort spent on learning or outputs-based with requirements set in

terms of evaluating reflection on, and impact of, learning.

78. It is proposed that a mixed inputs and outputs measurement policy is

established. The online system will send an email alert to both members and

Registered Career Development Professionals who have not completed 75% of

their CPD hours within three months of the end of their CPD year. In addition to

this, it is proposed that a 20% (TBC) random sample of Registrants will be

selected each year to monitor quality and reflections on learning.

Sanctions for non compliance with CPD requirements for Registrants

79. For Registered Career Development Professionals who do not complete their

CPD hours or reflections within the year there will be a warning and a grace

period to encourage them to make up the shortfall. If the member does not

become compliant a range of possible sanctions will be established, from a

warning for minor infractions to temporary or permanent suspension from

registration if a Registrant is persistent in not completing their CPD.

Ongoing resource requirements

80. Several aspects of the blueprint outlined above will require an ongoing

commitment in order to attract and maintain membership, support routes to

registration, maintain The Register and uphold standards. Arrangements for

ongoing infrastructure and resource requirements will be established as part of

the transition arrangements and future governance of the CPA successor body

by January 2013. An implementation plan has been developed by the CPA which

identifies ongoing resource requirements that include:

Making arrangements for the ongoing support, maintenance and hosting of the

online resource as well as future enhancements to the site

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Providing support and advice to members on requirements for membership and

registration and routes to becoming a Registered Career Development

Professional

Providing support and advice on qualification routes and continuing to develop

routes to registration for the wider footprint of the profession, including

reviewing and mapping qualifications and establishing scrutiny arrangements.

Providing infrastructure and resources to support the Competency Framework

route and training staff and volunteers to act as verifiers/assessors to validate

and endorse evidence and make recommendations for Registration.

Monitoring CPD records of members (a 20% annual sample has been suggested)

and staff time and training to act as assessors in order to validate the CPD

records.

Developing and updating supports for CPD and keeping an up to date database

of CPD opportunities

Providing a complaints service and disciplining members that have breached the

Code of Ethics will require resources for staff and volunteer training,

investigating complaints, disciplinary panels, maintaining records and

communicating with complainants and Registrants.

Developing a communications strategy and providing ongoing communications

and promotion of The Register to members, employers of career development

professionals, stakeholders and policy makers.