On 23 October, the CDANZ Competency Framework was ratified at CDANZ Annual General Meeting 2018. The full document can now be read here.
CDANZ COMPETENCY FRAMEWORK
The Professionalism Project commenced in 2013 to develop Professional Standards for CDANZ Career Development Practitioners. The Professional Standards support CDANZ’s main principles of promoting professional standards and best practice in career development across New Zealand.
The Professional Standards apply to CDANZ Professional members who support or deliver career development services, either as a part of, or as the majority of their role, in both organisational and individual settings. They are not designed to describe specific roles.
Members have been kept up-to-date with the stages of the project through a series of Briefing Papers circulated directly to members and which are also available here.
Professionalism Project Timeline
Elements of the Professional Project
Significant work has been carried out on the redevelopment of the Competency Framework over the past two years. This work has brought together and built on the previous work of CDANZ members. Using the Professional Standards developed by the Career Industry Council of Australia (CICA) as an exemplar, the Professionalism Project Team has worked on redeveloping the CDANZ competency framework that was ratified in 2008.
Following peer and subject expert reviews, and a review by an international expert, the competencies were moderated and presented to members for feedback via a webinar and four workshops in 2018. This gave all members the opportunity to engage with process and provide feedback on the draft competencies. The final Competency Framework was ratified by members at the recent 2018 AGM.
These competencies have been carefully developed to encompass the core skills, knowledge and attitudes that should be core to any professional practitioner’s kete.
Core competencies are “The skills, knowledge, and attitudes that all career development practitioners require regardless of their employment setting. In some work settings core competencies may be sufficient to deliver the range of services provided. Other work settings may require service providers with competency in one or more of the specialty areas”
([Canadian] National Steering Committee for Career Development Guidelines and Standards, 2004).
In the Competency Framework document you will see that the core competencies are grouped into seven broad categories, specifically:
- Career Development Theory
- Professional Practice Management
- Professional Practice Application
- Technology, Information and Resources
- Advanced Communication Skills
- Te Tiriti o Waitangi
- Culture and Diversity
The core competencies, although numbered, have equal value. There is no hierarchy intended and no area is seen as more or less important than any other. All competency areas are important in providing comprehensive career development services.
Areas of Specialisation
The addition of the ‘Specialisation’ section acknowledges that there are some career development practitioners who require advanced knowledge and skills in an area of specialisation. Specialisations defined in this document include:
- Apply counselling skills
- Working with people with disabilities and/or mental health conditions
- Design and deliver career development programmes
- Undertake research
- Contribute to and/or develop policy
- Provide supervision
- Deliver organisational career development
The full CDANZ Competency Framework can now be read here.