demonstrating the value and benefits of career development services to social and economic growth...
TRANSCRIPT
Demonstrating the Value and Benefits of Career
Development Services to Social and Economic Growth
CDSWG Report: 2009
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Outline
Background and importance of the projectHow the framework was developedThe Results: Model to demonstrate the Benefits of
Career DevelopmentThe CDS Theory of Change ModelFuture areas for research/studyImpact on Career Development
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Background and Importance
Need to demonstrate the benefits of CDS; Priority issue for FLMM and the CDSWG
Policy makers require evidence Literature points to need for evaluationAn evaluation framework was necessary
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How was this framework developed?
Review of relevant literatureJurisdictional review through interviews2 day consultation with CDSWG members and invited
CD expertsUsed a “contribution analysis” approachDrafted an evaluation framework “Theory of Change”
for CDS
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Results
A model to Demonstrate the benefits for Career Development
Services
Via referrals, partners provide complementary
services/assistance Provision of CD Services to
targeted individuals
Clients with enhanced CD knowledge, skills, attitudes and
a work-life plan
Clients change practice and behaviour: take action
Employers supporting workplace
CD services
Clients get new or maintain/improve current
employment
Clients achieve steady work-life path employment
Employers’ businesses strengthened
Reduced social costs More competitiveness and higher productivity
Assumptions: better skilled and satisfied employees improve productivity
Clients with enhanced CD knowledge, skills, attitudes and
a work-life plan
Clients get new or maintain/improve current
employment
Clients achieve steady work-life path employment
more competitiveness and higher productivity
reduced social costs
Via referrals, partners provide complementary services/assistance
Clients change practice and behaviour: take action
Employers supporting workplace CD services
Assumptions: client is engaged; CD services are available and effective; additional knowledge/skills acquiredRisks: client drops out
Assumptions: client is motivated enough to take action; CD support availableRisks: peers or family not supportive
Assumptions: target audience is reached; access to services is affordable Risks: only small % reached
Provision of CD Services to targeted individuals
Assumptions: client follows work-life plan; CD provider follows throughRisks: work-life plan not realistic about opportunities; economic downturn; peers or family not supportive
Assumptions: work-life plan is sustainable
Assumptions: work-life stability results in less un- and under-employment, less worker turnover, maximum individual productivity, greater work force flexibility Assumptions: work-life stability
results in better health, less risk behaviours
Employers’ businesses strengthened
Assumptions: employers invest in planning with and enhancing their work forceRisks: few employers engaged
Assumptions: businesses with active CD efforts are more attractive to employees
Assumptions: workplace CD interventions especially beneficial
External Influencesキ economic climateキ peers and family
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Summary of the “Theory of Change”
Through the provision of CDSIndividuals develop a realistic work-life plan and acquire
confidence and enhanced capabilities to manage their work-life plan,
As a result of acting on that vision, are better able to gain, create and maintain employment consistent with their work-life plan, self-managing career transitions. The result is less work-related stress, a more competitive
work force, with higher productivity and reduced social costs.
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The Contribution Claim
Therefore,It is reasonable to conclude that the intervention is
making a difference—it is contributing to (influencing) the results desired
Model provides a basis to start documenting the validity of the theory and identify evidence needed
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Future research areas based on identified risks and need
for more evidence
1. Intervention delivery
2. Intervention effectiveness
3. Longer-term effectiveness
4. Socio/economic research
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Future steps
Literature review on each of the 4 areasLikely areas to focus on
Short term effectiveness of CDS longer term effectiveness
Building practitioners’ monitoring & evaluation capacityLongitudinal studies of CDS clients
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Impact on Career Development
Demonstrating the value of CDS imperative in obtaining funding needed to continue and improve services in increasing fiscal pressures
First step in acquiring common understanding on the value of CDS
The model will help focus research on the key areas that lack evidence
The process of structuring the model and validating the theory will take time, but will lead to a clear demonstration of the benefits of CDS
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Contact Information
Heather CollierDirectorPh. 780-427-3975Fax. [email protected]
Carol ForsterSenior Policy AnalystPh. 780-427-4741Fax. 780-427-0354Email. [email protected]
For full report and additional questions: Forum of Labour Market Ministers