Prolonged transitions to uncertain destinations: The implications for careers guidance

A set ofEuro-wide trends is discussed: the prolongation of young people's transitions, the individualisation of their biographies, and the greater uncertainty of their futures. It is argued that youth's new condition is currently being normalised throughout Europe, and that this process is aided by appropriate careers guidance which must be recurrent, customised, and couched in terms of possibilities. Problems that are posed for young people and their advisers in Britain, and in some other countries, by the persistent jobs deficit, the inability of some families to provide the support that youth's new condition requires, and the fact that some forms of vocational education and training are most likely to be dead-ends, are identified.     

Implications of data-analysis models for careers guidance

Data-analysis models for careers guidance have been mostly of the regression type, operating to transform trait assessments into predictions of career adjustments. If understanding of self and life-space is a prerequisite to decision-making and planning, models of the correlation type - which transform trait distributions of populations into knowledge of the antecedents of variance in careers phenomena - may need to take precedence in guidance programmes. Models of the two types have some guidance implications in common, but each type of model also has some special implications, which are discussed. It is argued that studying correlation models for career development data in the context of a sequential, structured guidance curriculum can provide young people with scientific attitudes and skills which will make them ready for personal predictions, decisions, and planning.     

Crisis, taboos and careers guidance

The relevance of the idea of 'crisis' for careers and careers guidance is examined, together with some of the critical responses that have been made to recent crises. It is argued that careers guidance generally responds to such challenges by seeing them as external problems rather than as changes which may alter its very assumptions and methods. Two particular taboos are noted in this context concerning the value of work and of working for an organisation. The questioning of these taboos leads to four models of alternative careers: the Uncareer, the Guerilla Career, the Cop-Out Career, and the Non-Career. These forms of career raise the broader issues of order and disorder within careers, with their associated implications for careers guidance.     

Girls and women: challenges for careers guidance practice

This article reviews the position of women in the UK labour market and the increasing complexity of their employment patterns. It criticises current career theory for girls and women and examines enhancers and inhibitors of women's career development. Finally, some promising developments in theory-building for girls and women are briefly discussed, together with some implications for practice.     

The politics of careers education and guidance: A case for scrutiny

Political aspects of processes involved in defining careers education and guidance are brought to light through an examination of debates surrounding the definition of guidance at four different points of the journey from policy to practice, and of related 'gaps' between 'theory' and 'practice'. It is argued that these 'gaps' cannot be adequately conceptualised within a curriculum evaluation paradigm. They result from the conflictual nature of curriculum change which, in this case, produced repeated contests over the definition of guidance, with different outcomes in different occupational settings. These outcomes, it is argued, were influenced not only by rational debate but by the distribution of power between the various groups of actors concerned. The politics of careers education and guidance are placed on the agenda for consideration by both researchers and practitioners.     

Interviewee perceptions of an organisational careers guidance scheme

A study was carried out during the early stages of the introduction of a career development scheme in a large government department. Information relating to aspects of various careers counselling issues was gathered from staff who had received such counselling and from personnel staff responsible for its provision. The study shows, amongst other things, that the interviewers were perceived to use some counselling skills, that the interviewers claimed they experienced few problems of role conflict, but that the staff tended to identify the interviewers with management. The findings are discussed relation to the appropriateness of interviewing style and to the broader context of how individuals might influence their career development within the opportunities provided by the organisation.     

Developing careers education and guidance in a tertiary college

The growing number of tertiary colleges presents careers education and guidance with challenges different from and additional to those of secondary schools, sixth-form colleges and further education. This article describes and analyses how one tertiary college, founded four years ago, has responded to these challenges. The background to the setting up of the college, and of careers education and guidance within it, is described and some areas of difficulty and ambiguity are identified. The emergence of principles (comprehensiveness, time-tabling, timing, identification of need, and curriculum negotiation) underlying the organisation of careers education is documented. Four types of careers course (Introductory, Exploratory, Focusing and Practical Guidance) are described and examples of how they are used are given. Particular attention is drawn to the innovatory use of 'Careers Workshops'.     

The social conditions, consequences and limitations of careers guidance

The recent influence of developmental theories of occupational choice upon guidance practice in Britain is criticised. It is suggested that people do not typically 'choose' occupations in any meaningful sense: they simply take what is available. Moreover, the career of the typical industrial worker cannot be meaningfully understood in terms of self-actualisation and implementing a self-concept: guidance work based upon these concepts is accordingly unrealistic. An adequate theory for understanding school-leavers' transition to employment in Britain needs to be based around the concept not of 'occupational choice', but of 'opportunity structure'. Guidance should concentrate not on raising unrealistic expectations, but on helping people to adjust successfully within the opportunity structures open to them.     

Three faces of context and their implications for career: A study of public sector careers cut short

This paper examines the impact of context on careers. It is based on a study of senior managers in an English local authority. It offers two important contributions: first, an empirical contribution examining how context matters to individuals in their career-making in the setting of the UK public sector. Our findings point to three aspects or faces of context: proximal events, ideology and enduring structural features. The first, context as ideology, attends to meaning-making that is collective in nature, and that incorporates concepts of power, domination, subordination and resistance. Our second refers to the enduring structural features. These are on-going trends and developments, predictable and traceable over the medium to long-term which offer rules and resources, thus structuring opportunity and constraint. Finally, the third face, context as proximal events, refers to (often unexpected) contingencies that arise at particular moments. Although bounded both spatially and temporally, they can significantly impact on career decision making. The second contribution of the paper builds upon this empirical base to develop theoretical and conceptual understanding of the link between career and context, illustrating the interconnectedness of the various faces of context and the dynamic ways in which these influence career-making over time.     

Expectations, recall and evaluation of careers guidance interviews by pupils and careers advisers: a preliminary study

The purpose of this study was to examine differences in the perceptions of initial careers guidance interviews as expressed by pupils and careers advisers. A sample of 51 careers guidance interviews were studied, which were carried out by 16 qualified careers advisers operating under normal working conditions. The school pupils were from the lower streams of 16 different secondary level schools, half were male, and the majority were either unsure of leaving or were planning to leave school at the earliest opportunity. The study adopted a quantitative repeated measures design where both interview participants completed pre-interview expectation questionnaires, post-interview recall questionnaires and scales measuring interview evaluations. The results suggested a range of differences between careers advisers' and pupils' expectations, recall and evaluations of careers guidance interviews. However, both participants' overall satisfaction with the careers interview was significantly related to the interpersonal aspects of the process, while the provision of careers advice contributed to overall satisfaction expressed by careers advisers only. The findings are discussed in relation to evaluation of provision and the preparation of clients for participation in careers guidance interviews.     

Measuring clients' experience of careers guidance interviews: Exploratory studies

Initial findings of the development of a measure of client experience of the careers guidance interview are reported. Initially based on the Medical Interview Satisfaction Scale (Wolf et al., 1978), items were derived which sampled across affective, cognitive and behavioural components of careers interviewing. The scale is pilot tested on 60 15 and 16 year-old school pupils, of low academic potential and all of whom had experienced a careers interview with a careers officer. Initial results are only partially supportive of the findings of Wolf et al. (1978). Results of a further field study of the 20-item scale based on 54 careers interviews are also reported where factor analytic data are promising. The contribution of the scale in testing related hypotheses (e.g. met expectation hypothesis) is indicated.     

New frameworks for careers guidance: developing a conceptual model of the interview

Recent research has highlighted limitations in our understanding of the dynamics occurring within the careers guidance interview. A study was conducted of how the client and practitioner engage in the exchange within the interview and how meanings are negotiated and received by each of the participants. The objectives for the study were to examine a sample of guidance interviews in order to: (i) identify which interventions by practitioners are perceived as helpful and unhelpful by clients and practitioners; (ii) establish how helpful and unhelpful interventions relate to change in understanding; and (iii) compare and contrast the identification and commentaries by practitioners and clients. The results showed that practitioners reported significantly more helpful interventions than clients and that there was limited agreement in the identification of interventions. Three thematic categories were derived to group the helpful interventions. This analysis provided the basis for the development of a conceptual model of the interview. Further research to test the model and assess its potential to inform careers guidance training and practice is outlined.     

Educational and careers guidance services for adults: II. A review of current provision

The similarities and differences between existing educational and careers guidance services for adults are analysed in terms of five dimensions: the roles with which the services are primarily concerned, their target groups, their guidance junctions, their staffing policy, and their organisational base. A brief discussion of 'distance-guidance' services is added.     

Educational and careers guidance services for adults: I. A rationale and conceptual framework

A number of current social trends are described which suggest that the career patterns of adults are likely to become more complex than in the past. If such complexity is to offer increased opportunities for choice and for personal growth, rather than simply producing damaging disruption and distress, guidance services could be of critical importance. Three ways of examining the guidance needs of adults are proposed, based respectively on developmental stages, on roles, and on life events.     

Career guidance in Scotland: retrospect and prospect

Devolution of powers to Scotland has accentuated pre-existing divergence from the rest of the UK with respect to education, training and career guidance provision. Scotland now has an all-age national careers service—Careers Scotland. It is suggested that it is unlikely that a national, publicly-funded careers agency would have been established in the absence of devolution. The article outlines the development of career guidance in Scotland over the last 25 years and how the pre-existing Scottish context and the new context of devolution have impacted upon it. The role of Careers Scotland and its relationship with other providers of career guidance in Scotland are examined. Other key issues considered include: the allocation of resources based on need; relationships with local authorities and schools; and training and professional identities in an increasingly diverse UK guidance context.     

Career guidance in Wales: retrospect and prospect

Deregulation of the LEA Careers Service followed by the establishment of the National Assembly for Wales in 1999 led, through consultation, to the establishment of a bi-lingual all-age career guidance service under the banner of Careers Wales. The article traces the history of career guidance in Wales from 1974, showing how it has taken a very different path to England, gaining a positive outcome from an independent review of Careers Wales in 2004 and an accolade from the OECD. Current strengths, especially the innovative use of technology, are explored, and challenges for the future are investigated, including the contributions of other guidance providers. Priority is currently being given to the development of common pan-Wales standards. The need for a stronger research culture is recognised. Most crucial of all, in the authors' opinion, is the maintenance of client entitlement in the face of financial restrictions.     

Career guidance in England: retrospect and prospect

This paper tackles three challenges: first, to sketch the history of career guidance provision in England over the last 25 years; second, to identify what the current structure of career guidance in England is; and finally, to analyse the key issues and challenges which career guidance in England now faces. Whilst its earlier history in this field was in step with the other constituent countries of the United Kingdom, the path taken by England in more recent times (notably the last decade) has diverged; this divergence being exacerbated by a relentless quest for target achievement. England now stands alone in eschewing an all-age guidance service. It is argued that the current situation in England is a fretwork of polarities across which policy is stretched, leading to tension and incoherence.