The new qualification in careers guidance in higher education: A collaborative partnership

The raison d'être for the new Certificate and Diploma in Careers Guidance in Higher Education is outlined. The different perspectives of the partners in this enterprise–the Department of Community Studies at the University of Reading and the Association of Graduate Careers Advisory Services (AGCAS)–are discussed. The initial difficulties and successes are explored and a suggested strategy is offered for other such collaborative ventures.     

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'.     

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 development of computer-aided careers guidance systems: A response to Closs

The veracity of many of the statements in Closs (1994) is challenged. It is suggested that the problems encountered in the implementation of PROSPECT (HE) were not caused by project management but were, as suggested by Watts (1994), economic and political in nature.     

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.     

Policy challenges confronting careers guidance: Introduction

A symposium on policy challenges facing careers guidance in five countries is introduced. The importance and the comparative neglect of the topic are noted. Some common themes of the contributions are highlighted: the impact of change; the politicisation of guidance; policy and service co-ordination; targeting of services; and the professional identity of guidance.     

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.     

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.     

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.     

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.     

Career-learning space: New-dots thinking for careers education

For more than 20 years, both careers education and guidance have drawn much of their rationale from the DOTS analysis which analyses practice for coverage of decision learning (D), opportunity awareness (O), transition learning (T), and self awareness (S). Its assumptions are rooted in theory, unifying the aims of careers education and careers guidance as enabling choice. More recent theory and practice engage a wider range of thinking: they acknowledge the complexity of contemporary career planning, and accommodate interactions which occur in the social and community life of the 'choosing person'. The practical implications are for more progressive career learning, in conditions which enable 'due process' to establish viable bases for both choice and change of mind. This thinking more sharply differentiates careers education from guidance, setting out a strong rationale for the former. It does not replace DOTS, but extends it into a new-DOTS re-conceptualisation termed 'career-learning space'. The effectiveness of career learning is determined by its transferable outcomes. New-DOTS thinking resonates with the conditions for transferable learning. There are possibilities here for building a strong consensus between practice, theory and policy.     

Career orientations of senior executives and their implications for careers guidance

The development of career theory has given little attention to mid-career adults relative to that given to school leavers and young adults. Furthermore, in looking at adult careers the focus has primarily been on the objective patterns of career movements rather than on subjective aspects of career. As objective careers become less easily measured, with the disappearance of clear career ladders, the importance of the subjective career increases. In a questionnaire study of senior executives (n = 132) who undertook a formal counselling programme, there was no evidence of any change in expectations of future employing organisations, or the career signals they held important. Post-counselling clients rated themselves more highly than pre-counselling clients on their knowledge and confidence, their self awareness in regard to careers, their ability to negotiate career change and their attribution of career progress to their own personal qualities. The implications of these findings for careers counselling practice, and for the skills of career management, are discussed.     

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.     

An alternative justification for careers education: A radical response to roberts and daws

K. Roberts and Daws have given what are apparently two divergent views of the place and nature of careers education and guidance. This paper seeks to show that while both provide useful comments on a problem area, both seek to discuss this problem from within a normative view of the world. In the case of Roberts this leads to a deterministic acceptance of the status quo, while Daws' view of careers education as a 'catalyst' seems doomed to remain at the level of hope. It is suggested that a more appropriate conceptual framework can be formulated, based on the idea of career choice as the creation of 'nomos', and on a different view of the relationship between individual, society and reality. This finally leads to a discussion of the place of careers education and guidance, and its further development, as an important contribution to radical education and social change.     

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.     

The case for guidance: testimony before Congress

The author, as a member of APGA's Federal Relations Committee, recently presented testimony on counseling and, guidance services before the U.S. House of Representatives' Subcommittee on Labor, Health, Education and Welfare and Related Agencies. This testimony, on behalf of APGA and ASCA, concerned fiscal year 1973 appropriations for the Elementary and Secondary Education Act, Title III (ESEA, III)—Counseling, Guidance and Testing. This article is drawn from the author's testimony and is directed toward reporting some of the positive outcomes of counseling and guidance, the dilemma of cutbacks in services, and the need for substantial expansion of fiscal and. personal support for counseling and guidance.     

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.     

The development of computer-aided careers guidance systems: Politics and economics v. project management

Watts (1993) attributes the problems encountered in developing computer-aided careers guidance systems to political and economic issues rather than technical and professional ones: a conclusion based largely on experience of the UK PROSPECT system. An alternative view is offered which draws attention to the role of project management in creating some of these problems.