Canadian Standards and Guidelines for Career Development Practitioners (S&Gs)

The Canadian Standards & Guidelines for Career Development Practitioners (S & Gs)

The Canadian Standards & Guidelines for Career Development PractitionersStandards and Guidelines (S & Gs) define the competencies Career Development Practitioners need in order to practice effectively and ethically.

The Canadian Standards and Guidelines for Career Development Practitioners (S&Gs) are used extensively within our field. The S&Gs define the competencies Career Development Practitioners need in order to practice effectively and ethically. They shape professional training and development programs, certification, and scope of practice across Canada.

To practice effectively as a Career Development Practitioner, you must have specific Core Competencies. You may also require certain Area(s) of Specialization, and you must comply to the Code of Ethics, which is the foundation upon which everything is built.

Career Competence is a free self-assessment and professional development planning tool developed by Career Professionals of Canada (CPC). Through this interactive form, you will assess your competencies against The Canadian Standards and Guidelines for Career Development Practitioners (S&Gs). Please feel free to use and share this resource widely.

The Canadian Council for Career Development and Canadian Career Development Foundation are committed to ensuring that the S&Gs remain vital and reflect our ever-evolving practice.

Learn More About S&G Competencies

To practice effectively as a Career Development Practitioner, you must have all these specific Core Competencies.

Core Competencies are the skills, knowledge and attitudes common to all career development practitioners, regardless of their employment setting.

S&Gs Core Competencies

AreaFunctionCompetency
C1 Professional BehaviourC1.1 Adhere to the Code of Ethics and the Ethical Decision-Making ModelC1.1.1 Follow the Code of Ethics and apply the Ethical Decision-Making Model
C1 Professional BehaviourC1.1 Adhere to the Code of Ethics and the Ethical Decision-Making ModelC1.1.2 Demonstrate professional attributes
C1 Professional BehaviourC1.2 Demonstrate a Commitment to Professional DevelopmentC1.2.1 Develop relationships with other professionals
C1 Professional BehaviourC1.2 Demonstrate a Commitment to Professional DevelopmentC1.2.2 Demonstrate a commitment to lifelong learning
C1 Professional BehaviourC1.2 Demonstrate a Commitment to Professional DevelopmentC1.2.3 Keep up-to-date with technology
C1 Professional BehaviourC1.3 Deliver Career Development ServicesC1.3.1 Apply a solution-focused framework
C1 Professional BehaviourC1.3 Deliver Career Development ServicesC1.3.2 Collect, analyze and use information
C1 Professional BehaviourC1.4 Manage WorkC1.4.1 Use planning and time management skills
C1 Professional BehaviourC1.4 Manage WorkC1.4.2 Follow case and project management procedures
C1 Professional BehaviourC1.4 Manage WorkC1.4.3 Document client’s interactions and progress
C1 Professional BehaviourC1.4 Manage WorkC1.4.4 Evaluate the service provided to clients
C2 Interpersonal CompetenceC2.1 Respect DiversityC2.1.1 Demonstrate awareness and knowledge about diversity
C2 Interpersonal CompetenceC2.1 Respect DiversityC2.1.2 Demonstrate respect for diversity with all clients
C2 Interpersonal CompetenceC2.2 Communicate EffectivelyC2.2.1 Work with climate and context to enhance communication
C2 Interpersonal CompetenceC2.2 Communicate EffectivelyC2.2.2 Use a framework for verbal communication
C2 Interpersonal CompetenceC2.2 Communicate EffectivelyC2.2.3 Use a framework for written communication
C2 Interpersonal CompetenceC2.2 Communicate EffectivelyC2.2.4 Use effective listening skills
C2 Interpersonal CompetenceC2.2 Communicate EffectivelyC2.2.5 Clarify and provide feedback
C2 Interpersonal CompetenceC2.2 Communicate EffectivelyC2.2.6 Establish and maintain collaborative work relationships
C2 Interpersonal CompetenceC2.3 Develop Productive Interactions with ClientsC2.3.1 Foster client self-reliance and self- management
C2 Interpersonal CompetenceC2.3 Develop Productive Interactions with ClientsC2.3.2 Deal with reluctant clients
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.1 Describe how human development models relate to career development
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.2 Describe major career development theories
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.3 Describe how change and transition affect clients moving through the career process
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.4 Describe how life roles and values impact career development
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.5 Identify major components of the career planning process
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.6 Identify the major organizations resources and community-based services for career development
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.7 Explain components of labour market information
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.8 Keep current about the labour market
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.9 Keep current about diversity issues
C3 Career Development KnowledgeC3.1 Possess Career Development KnowledgeC3.1.10 Describe how diversity issues can impact career development
C4 Needs Assessment and ReferralC4.1 Refer Clients to the Appropriate SourcesC4.1.1 Respond to clients’ needs
C4 Needs Assessment and ReferralC4.1 Refer Clients to the Appropriate SourcesC4.1.2 Develop and maintain a referral network
C4 Needs Assessment and ReferralC4.1 Refer Clients to the Appropriate SourcesC4.1.3 Make appropriate referrals

These are competencies needed if you provide Assessment Services to clients.

Assessment is a process involving gathering information, identifying issues, needs, and clarifying personal and environmental resources in relation to the issues and needs. Assessment helps individuals to increase self-awareness; understand their career issues; establish work, learning, and/or life balance goals; and provides a foundation for taking action and an indicator of ongoing progress. Assessment methods may include a variety of formal and informal techniques such as standardized and nonstandardized instruments, interviews, personality measures, questionnaires, checklists, behavioural observations, and reports by significant others. Assessment can be done in an individual or group context.

S&Gs S1 Assessments

FunctionCompetency
S1.1 Guide Client AssessmentS1.1.1 Describe assessment instruments and methods
S1.1 Guide Client AssessmentS1.1.2 Identify standardized career assessment instruments and informal assessment methods appropriate for your client group
S1.1 Guide Client AssessmentS1.1.3 Explore appropriate instruments and procedures with clients
S1.1 Guide Client AssessmentS1.1.4 Use standardized career assessment instruments
S1.1 Guide Client AssessmentS1.1.5 Review and evaluate results with clients
SSC2.1 Facilitate GroupsSSC2.1.1 Describe the principles of group facilitation
SSC2.1 Facilitate GroupsSSC2.1.2 Facilitate groups

These are competencies needed if you provide Facilitated Individual and Group Learning Services to clients.

Facilitated Individual and Group Learning refers to applying learning principles in order to design, develop, adapt and deliver a range of experiential activities leading to knowledge and skill acquisition. Activities are tailored towards meeting specific career-life planning needs of individuals or groups of clients. Learning activities may occur in one-on-one interview meetings, in classrooms (usually by guidance counsellors and co-operative education teachers), in supervised work experience (cooperative education teachers), and/or workshop settings.

S&Gs S2 Facilitated Individual and Group Learning

FunctionCompetency
S2.1 Possess Knowledge About How to Facilitate LearningS2.1.1 Describe commonly accepted principles of learning
S2.1 Possess Knowledge About How to Facilitate LearningS2.1.2 Define techniques commonly used to facilitate learning
S2.2 Facilitate LearningS2.2.1 Prepare for program delivery
S2.2 Facilitate LearningS2.2.2 Determine clients’ existing competencies
S2.2 Facilitate LearningS2.2.3 Deliver programs
S2.2 Facilitate LearningS2.2.4 Evaluate program
SSC2.1 Facilitate GroupsSSC2.1.1 Describe the principles of group facilitation
SSC2.1 Facilitate GroupsSSC2.1.2 Facilitate groups

These are competencies needed if you provide Career Counselling Services to clients.

Career Counselling refers to an individual or group process which emphasizes self-awareness and understanding, and facilitates people to develop a satisfying and meaningful life/work direction. Career counselling is used to guide learning, work and transition decisions, as well as to manage responses to changing work and learning environments over the lifespan. Career Counsellors (i.e., those who provide Career Counselling services) have a unique scope of practice and specialized counselling competencies – they are fully competent career development practitioners and also fully competent counsellors.

S&Gs S3 Career Counselling

FunctionCompetency
S3.1 Possess Career Counselling KnowledgeS3.1.1 Explain major counselling theories and models
S3.1 Possess Career Counselling KnowledgeS3.1.2 Explain major career development theories and models
S3.1 Possess Career Counselling KnowledgeS3.1.3 Explain major change and transition models
S3.1 Possess Career Counselling KnowledgeS3.1.4 Describe barriers to career development
S3.1 Possess Career Counselling KnowledgeS3.1.5 Access, critically evaluate, and use career resources, labour market information, and educational/training information
S3.1 Possess Career Counselling KnowledgeS3.1.6 Describe types of educational/training opportunities and resources
S3.1 Possess Career Counselling KnowledgeS3.1.7 Work with labour market information
S3.2 Demonstrate Method of Practice in Interactions with ClientsS3.2.1 Develop a method of practice that is grounded in established or recognized ideas
S3.2 Demonstrate Method of Practice in Interactions with ClientsS3.2.2 Establish and maintain a collaborative relationship with clients
S3.2 Demonstrate Method of Practice in Interactions with ClientsS3.2.3 Explore issues
S3.2 Demonstrate Method of Practice in Interactions with ClientsS3.2.4 Develop and implement a therapeutic process for achieving clients’ goals that is consistent with own method of practice
S3.2 Demonstrate Method of Practice in Interactions with ClientsS3.2.5 Monitor and evaluate progress

These are competencies needed if you provide Information and Resource Management Services to clients.

Information and Resource Management refers to developing, organizing, maintaining and disseminating information and resources related to work, learning and life-balance across the lifespan. The keys to effective information and resource management are the currency of the information and resources; the degree to which information and resources meet the needs of individuals and communities in which they are located; and the support services available which coach/assist individuals and communities to research, use and manage information in ways which support their needs and goals.

S&Gs S4 Information and Resource Management

FunctionCompetency
S4.1 Develop and Maintain an Information and Resource BaseS4.1.1 Describe the role of information and resource management in career development
S4.1 Develop and Maintain an Information and Resource BaseS4.1.2 Describe classification systems
S4.1 Develop and Maintain an Information and Resource BaseS4.1.3 Determine the information needs of clients and community
S4.1 Develop and Maintain an Information and Resource BaseS4.1.4 Establish and maintain an information and resource base
S4.2 Provide Clients with Access to InformationS4.2.1 Provide clients with access to information
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.1 Guide clients to identify own skills, strengths, personal characteristics, values and interests
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.2 Guide clients to complete application forms
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.3 Guide clients in writing cover letters
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.4 Guide clients in preparing résumés
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.5 Guide clients in using portfolios
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.6 Guide clients to develop self-marketing plans
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.7 Guide clients in conducting cold calls
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.8 Guide clients with their personal presentations
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.9 Guide clients in networking
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.10 Guide clients in using references
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.11 Guide clients in effective interview skills

These are competencies needed if you provide Work Development Services to clients.

Work Development refers to the processes and procedures whereby workplace, employment and volunteer opportunities are negotiated on behalf of individuals and/or groups of clients. The objectives of Work Development are long-term attachment to the labour market for workers, and employer satisfaction through providing employers with workers who meet their workforce needs and expectations.

S&Gs S5 Work Development

FunctionCompetency
S5.1 Develop Work Opportunities for ClientsS5.1.1 Liaise with clients, employers and professionals
S5.1 Develop Work Opportunities for ClientsS5.1.2 Facilitate work and work-related opportunities
S5.1 Develop Work Opportunities for ClientsS5.1.3 Prepare clients to respond to the labour market
S5.1 Develop Work Opportunities for ClientsS5.1.4 Support clients with work maintenance
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.1 Guide clients to identify own skills, strengths, personal characteristics, values and interests
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.2 Guide clients to complete application forms
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.3 Guide clients in writing cover letters
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.4 Guide clients in preparing résumés
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.5 Guide clients in using portfolios
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.6 Guide clients to develop self-marketing plans
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.7 Guide clients in conducting cold calls
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.8 Guide clients with their personal presentations
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.9 Guide clients in networking
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.10 Guide clients in using references
SSC1.1 Guide Clients in Work Search StrategiesSSC1.1.11 Guide clients in effective interview skills

These are competencies needed if you provide Community Capacity Building Services to clients.

Community Capacity Building refers to the processes and procedures whereby long-term strategies are developed and implemented which connect community, career and economic development in the interests of unemployment reduction and economic growth at the community level.

S&Gs S6 Community Capacity Building

FunctionCompetency
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.1 Initiate and maintain effective relationships with key community partners
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.2 Work with the community to develop a community vision
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.3 Work with the community to assess current community capacity
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.4 Conduct an analysis of sectors based on human resources
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.5 Conduct an analysis of sectors based on physical resources
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.6 Work with the community to determine the gaps between visions, goals and capacity
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.7 Work with the community to develop action plans to address economic, social, educational and employment goals
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.8 Help the community and individuals identify employment and lifestyle alternatives
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.9 Work with the community to implement action plans
S6.1 Promote Community Partnership and Participation to Increase Self- sufficiency and Enhance ProductivityS6.1.10 Work with the community to evaluate action plans
SSC2.1 Facilitate GroupsSSC2.1.1 Describe the principles of group facilitation
SSC2.1 Facilitate GroupsSSC2.1.2 Facilitate groups

Code of Ethics

S&Gs Code of Ethics

Glossary

S&Gs Glossary

This Career Competence Self-Assessment and Professional Development Planning Tool for Career Development Practitioners is developed by Career Professionals of Canada (CPC) and is made possible by The Canadian Standards & Guidelines for Career Development Practitioners.