Multiple agendas in a changing society: Policy challenges confronting career guidance in the USA

Career guidance services in the United States are diverse in the settings in which they are located and comprehensive in their coverage of populations. Even though career guidance services are socio-political mechanisms, as reflected in their support from government policy, legislations and statutes, there is no unifying policy of career guidance at the federal or state government levels. There are, instead, many policies, guidelines, and legislative acts, the influences of which are often not distinguishable. These tend to differentiate career guidance services and practitioners by setting and population rather than co-ordinating such interventions and purposes under a comprehensive policy. Recommendations for the depoliticisation of and the use of a life-cycle approach to public policy in career guidance are discussed.     

Barriers to Adult Career Change

Adults have unique problems in making career changes. They face crucial economic, educational, and psychological barriers that require special guidance services. In this article, barriers to adult career change are identified and a five-county regional learning service using paraprofessionals is described. Results in working with more than 200 adults making career changes is reported. Suggestions for overcoming some of the problems adults face in making career changes are explained.     

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.     

ICT – the new frontier? Pushing the boundaries of careers practice

Much progress has been made in integrating information and communications technology (ICT) into careers practice, but there is still room for improvement. An international lens is adopted to examine some key elements that contribute to the successful integration of ICT into careers practice. We start by exploring the role of policy, using the UK as a case study. Next, the perceptions that Finnish career practitioners have of ICT are reviewed using research findings into the different ways they think about social media and its purpose in career services. Finally, lessons learned from the design and integration of online services within career development programming in Canada are discussed that ensure accessibility both to practitioners and their clients.     

Career Decision‐Making Intervention With Unemployed Adults: When Good Intentions Are Not Effective

This study adapted existing empirically supported interventions to explore options for serving large numbers of unemployed adults. Participants included 150 unemployed adults (72 experimental group, 78 control group) seeking employment office services to maintain U.S. federal unemployment compensation. A 1‐hour workshop was offered to the 72 experimental group participants. The same career development variables were assessed during data collection for both groups. Results revealed the workshop had no impact on negative career thinking and potentially increased career decision‐making difficulties in the experimental group. Intervention effectiveness issues, implications for future research, and intervention options with unemployed adults are discussed.     

making the case: demonstrating the impact of career and employment services

Career development practitioners understand that the value of career and employment services extends beyond attachment to the labor market. However, “soft” outcomes such as increased self‐efficacy and improved ability to manage transitions are difficult to measure. Convincing funders and policy makers of the significance of such outcomes may be challenging; consequently, important interventions may not be mandated or funded. In this article, the importance of effective program evaluation is highlighted, limitations of current evaluation models are identified, and a draft evaluation framework that facilitates tracking long‐term impacts of career and employment services is applied to critique a government‐commissioned summative evaluation report.     

‘ … and now it’s over to you’: recognising and supporting the role of careers leaders in schools in England

ABSTRACT

There is a long history of teachers and schools being involved in the delivery of career education and guidance. As the breadth of career education and guidance activity in English schools grew throughout the twentieth century it became increasingly necessary to have an individual within the school responsible for leading and managing this activity (the careers leader). The transfer of responsibility for career guidance from local authorities to schools following the Education Act 2011 has intensified the need for this role. There have been various attempts to conceptualise and professionalise the role of careers leader and to develop appropriate training and support. This article defines the role and the rationale for the role, sets out its history and makes recommendations for the future professionalisation of the role. It is argued that this will include recognition of the role by policy, professionalisation and the development of a career structure and the development of appropriate training and CPD.     

A Survey of Career Development in Corporations

The article describes a survey that examined career development programs in 118 Fortune 500 Corporations. It reports first the characteristics of the career development service providers. The services themselves can be divided into directly job-related career planning services, and those not so directly related, such as life planning and counseling services. The services offered by the corporations are compared for frequency among corporations and length of time offered. Based on the survey, Griffith draws conclusions concerning the extent of career development practiced within major corporations.     

Ensuring an independent future for young people with special educational needs and disabilities (SEND): a critical examination of the impact of education,health and care plans in England

This article examines the implications of the new education, health and care (EHC) planning process for career professionals in England. The new process comes in the wake of a succession of legislation relating to young people with special educational needs and disabilities (SEND) in England. There is much to recommend the new process as it represents a shift to a more holistic and person-centred approach. However, there are four main criticisms which can be made of the new process: (1) the policy has an excessive focus on paid work as an outcome which is unrealistic (for some young people); (2) the resourcing in local authorities is too limited to successfully operationalise the policy; (3) there is a lack of clarity about the professional base delivering EHC planning (especially in relation to the career elements); and (4) the policy is too narrowly targeted. While the new legislation offers some major opportunities, realising these will be difficult. In this paper, questions are raised about the resources required to deliver these services; the responsibilities relevant to such services; and the role and scope of these services in supporting the transitions of vulnerable young people into learning and work in an environment where universal careers provision has been substantially diminished.     

Empowering high‐risk clients to attain a better quality of life: a career resiliency framework

Career counselors frequently encounter clients who are at high risk for career and life development difficulties. Research suggests there is a connection between resiliency and successful career development in high‐risk clients. Many high‐risk individuals have poor decision‐making skills and lack motivation to succeed in life and career development. This article describes a career resiliency framework in which career resiliency is best understood within the context of psychological resiliency. Specifically, this article explicates how career counseling from a resiliency theory perspective may promote successful career development for populations dealing with multiple barriers.     

A systematic approach to planning a careers education course

The nature of careers education is discussed and a design framework proposed in which careers education is witnessed in terms of process. Five major process skills used by students in choosing a career are identified: discovering, selecting, responding, implementing, and assessing/evaluating. These mediate eight major components each characterised by elements accepted in the literature as impinging upon vocational development and career decision-making. An analysis of the aims, general objectives and specific objectives of careers education is undertaken, and suggestions are made for ways in which the process skills might be used to provide a rationale for programme development and improved classroom interaction.     

The New Focus for Career Development Programs in Business and Industry

The continuing need to deal with technological change and increased economic uncertainty has had an impact on carer development programs in business and industry. The focus of existing career development programs has changed from a shared vision of meeting both individual and organizational goals to an emphasis on fulfilling organizational needs. Although the rationale for implementing these career development programs was to promote both career planning and career management for the individual and the organization, the current programs reflect a new trend. The research on the current economic factors that affect business and industry indicates that the current career development programs tend to stress career management for the organization. This focus on organizational goals leaves the individual employee with a greater responsibility for his or her own career planning. A review of the research results also provides new information and strategies that can assist employees in their career planning.     

Wall‐to‐Wall or Patchwork? Linkages: Vehicles of Partnership

Career development services are often poorly interlinked. They overlap, yet they are can also be too far apart. They reach out, yet they do not always reach out to those who need the services the most. With examples from Denmark, this article indicates how and why career development services are linked in partnerships at different levels. Is a wall‐to‐wall carpet of career development services to be preferred over a patchwork quilt?     

Increasing Career Center Accessibility for the Blind

To improve career planning services for visually impaired persons, the career center at Florida State University developed a self-directed program. This article describes strategies for making career information materials and resources more accessible to the blind.     

Contextual Themes in Career Decision Making of Female Clients Who Indicate Depression

Difficulties concerning female counseling center clients' career decision making were explored in this qualitative study. The authors reviewed counseling intake and progress notes of 18 female students who sought counseling services at a university counseling center and who presented career concerns and reported feeling depressed. Most women in this study described their career decision‐making difficulties in the context of relationships with their parents or significant others. Both external (i.e., family relationships, family and culture, and relationships with significant others) and internal (i.e., developmental, developmental and mental health issues, and skill deficits) conditions emerged as significantly affecting these women's career decision‐making process.     

Career guidance and social exclusion: a cautionary tale

The relationship of career guidance to public-policy interventions designed to address social exclusion is examined.The nature and origin of the concept of social exclusion are analysed, and the roles of career guidance in response to it are reviewed, particularly in relation to young people who have dropped out of formal education, training and employment or are at risk of doing so. It is suggested that such strategies need to take account of the subjective frame of reference of such young people, including understanding the work in which they are already engaged within the informal economies. The issues raised by such considerations provide a rationale for the partnership arrangements - with, for example, youth workers and community mentors - which have characterised these strategies. Within this context, the development of the new Connexions Service is critically examined. It is argued that it contains fundamental design flaws, from which a number of problems have stemmed. It is concluded that while career guidance has an important contribution to make in strategies to address social exclusion, this should be secondary to its role in supporting individual progression and development within the societal structures to which inclusion is being sought.     

Competency development and career success: The mediating role of employability

The present study aims to unravel the relationship between competency development, employability and career success. To do so, we tested a model wherein associations between employee participation in competency development initiatives, perceived support for competency development, self-perceived employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of employability. Moreover, self-perceived employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.     

Helping Callers to the National Suicide Prevention Lifeline Who Are at Imminent Risk of Suicide: The Importance of Active Engagement,Active Rescue,and Collaboration Between Crisis and Emergency Services

In 2012, the SAMHSA‐funded National Suicide Prevention Lifeline (Lifeline) completed implementation of the first national Policy for Helping Callers at Imminent Risk of Suicide across its network of crisis centers. The policy sought to: (1) provide a clear definition of imminent risk; (2) reflect the state of evidence, field experience, and promising practices related to reducing imminent risk through hotline interventions; and (3) provide a uniform policy and approach that could be applied across crisis center settings. The resulting policy established three essential principles: active engagement, active rescue, and collaboration between crisis and emergency services. A sample of the research and rationale that underpinned the development of this policy is provided here. In addition, policy implementation, challenges and successes, and implications for interventions to help Lifeline callers at imminent risk of suicide are detailed.     

Creating hope: Assisting Veterans with Job Search Strategies using Cognitive Information Processing Theory

Providing effective employment services to today's veterans is essential. Given the high unemployment rate that currently exists for the veteran population, it is essential that career development professionals consider ways to effectively address their needs. This article highlights the complexities veterans experience in the job preparation and job search processes, as well as current efforts addressing the veteran unemployment concern. A clinical case study shows how cognitive information processing theory, a theory of career problem solving and decision making, can be used as a foundation for assisting veterans in the job search process.