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  • 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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 2

    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 CPAs 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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 3

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 4

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 5

    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)

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 6

    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).

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 7

    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

    http://www.careerswales.com/

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 8

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 9

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 10

    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)

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 11

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 12

    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:

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 13

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 14

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 15

    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;

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 16

    - 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 CPAs 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.

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 17

    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)

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 18

    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.

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 19

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 21

    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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 22

    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 years 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

  • Careers Profession Alliance- Register and CPF blueprint - Final (V3) Page 27

    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.