Professional Standards For Australian Career Development . - CICA
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2COPYRIGHT NOTICE Career Industry Council of Australia 2019First published in 2006. Revised in 2007, 2011This work is subject to copyright. You may download, print and reproduce this material in unalteredform only (retaining this notice) for study or training purposed subject to the inclusion of anacknowledgement of the source.All other rights are reserved. Requests and enquires concerning this work should be addressed to theCareer Industry Council of Australia, through the website http://www.cica.org.au, or emailed toinfo@cica.org.au
3Table of ContentsProfessional Standards for Australian Career Development Practitioners 4CICA’s Responsibility to Member Associations 4Member Associations’ Responsibility to CICA 4What are Professional Standards? 5Elements of Professional Standards for Australian Career Development Practitioners 5Terminology 5Membership of the Profession 5Code of Ethics 6Entry-level Qualifications 8Continuing Professional Development 9Competency Framework 10Core Competencies 11Specialised Competencies 21Glossary of Terms 27
4Professional Standards for Australian Career DevelopmentPractitionersCareer Development Practitioners provide a wide variety of career development services to diverseclient groups. Career Development Practitioners may deliver services in settings such as, but notlimited to, schools, higher education (e.g., TAFE and Universities), business organisations, governmentagencies and private practice in a range of formats including one-to-one, small groups, via the web,large classes and self-help materials. Such services may include career counselling, careereducation, job placement, employment services, recruitment, career coaching, training, mentoringand coordinating work experience or internships programs. Career Development Practitioners maywork at either a Professional or Associate level.The Career Industry Council of Australia (CICA) is the peak body for the Australian Career industry.CICA’s members are Australian Career Development Associations.The inaugural Professional Standards for Australian Career Development Practitioners were launchedin 2006 and fully implemented in conjunction with CICA’s Member Associations by 1 January 2012 andoutlined the minimum requirements needed by Australian Career Development Practitioners.In late 2017, it was agreed by all CICA Council Member Associations to review the ProfessionalStandards for Australian Career Development Practitioners. In particular, the Core Competencies andSpecialised Competencies of the Professional Standards were reviewed to ensure those entering theprofession are provided with skills and knowledge appropriate for contemporary career developmentpractice.CICA’s Responsibility to Member AssociationsCICA ensures that the membership requirements for Career Development Practitioners who belongto its Member Associations accord with the Professional Standards for Australian CareerDevelopment Practitioners. In conjunction with its Member Associations, CICA monitors the industryand when necessary revises the Professional Standards to ensure that they remain current, relevantand reflect international best practice.Member Associations’ Responsibility to CICACICA Member Associations apply and monitor the Professional Standards for Australian CareerDevelopment Practitioners through their membership requirements. The Professional Standards forAustralian Career Development Practitioners may be supplemented by the CICA MemberAssociations to more accurately reflect their particular constituencies, but not be reduced. In addition,Member Associations ensure that any changes to their career development practitioner membershiprequirements accord with the Professional Standards and inform CICA of such changes.
5What are Professional Standards?A profession is a group of people who possess specialised skills and knowledge that are founded inresearch and developed through high level education and training. The work of a profession is guidedby professional standards.The Professional Standards for Australian Career Development Practitioners are the systems andprocedures that define the career industry, its membership and services. By recognising the skills andknowledge required of Career Development Practitioners, the Professional Standards guide entry intothe field by providing a foundation for training and qualifications.Elements of Professional Standards for Australian CareerDevelopment PractitionersThe key elements of the Professional Standards for Australian Career Development Practitioners are: TerminologyMembership of the ProfessionCode of EthicsEntry-Level QualificationsContinuing Professional Development (CPD)Competency Framework that informs the development of entry-level qualifications.Terminology“Career development” was adopted in 2006 as the overarching term in the Australian career industry.Internationally, the terms “career development” and “career guidance” have been usedsynonymously.Membership of the ProfessionThe Professional Standards for Australian Career Development Practitioners apply to any person whoprovides career development services and/or programs and who belongs to a CICA MemberAssociation. Such practitioners meet the minimum standards defined by the Professional Standardsfor Australian Career Development Practitioners, and the Specialised Competencies relevant to theirrole.
6Code of EthicsThe Code of Ethics guides the professional behaviour and practice of Australian Career DevelopmentPractitioners and informs the public about the ethical standards to which the Australian CareerDevelopment Practitioners adhere.Ethical principles forprofessionalcompetency andconductCareer Development Practitioners: Ethical principles forcareer developmentPractitioner-ClientRelationshipsObtain qualifications necessary to provide career developmentservices, including, where appropriate, those qualificationsrequired to undertake specialised tasks or roles and/or workwith specialised populationsConduct career development services in accordance with thecode of ethics contained in the professional standards forAustralian career development practitioners which is appliedthrough the code of ethics of the CICA member association towhich they belongRepresent their professional competencies, training andexperience accuratelyFunction within the boundaries of their training and experience.Refrain from consciously dictating to, judging or coercing clientchoices, values, lifestyles, plans or beliefsExplain the content, purposes, potential benefits and results oftests and interventions in language that is easily understood bythe person or persons for whom it is intendedMonitor, maintain and enhance professional competenciesSeek and participate in continuing professional development(CPD) in order to remain current with innovations and trends inthe contexts, processes and content of career developmentEnsure that material contained in web-based programs,resource materials and career development programs iscurrent and accurateConduct research and report findings using procedures that areconsistent with the accepted ethical and scientific standards ofeducational, psychological and social research practicesEquity and diversityCareer Development Practitioners: Respect the dignity of each person for whom careerdevelopment services are rendered
7 Respect client’s feelings and cultural customsInform clients, orally or in writing, of the purposes, goals,techniques, polices and ethical standards as appropriate to theservice being providedAccept the rights of the client to make independent choices andto take responsibility for those choices and their consequencesDeal with each person fairly, equitably and without prejudice,respecting their values, beliefs and life experiences and those oftheir families and communities to which they belongAvoid all forms of discriminationEnsure that the services provided are culturally appropriate andrelevant to the clients’ needs, and valid and reliable concerningthe information they provideTake into consideration the career development stage that theirclients are at, and their career/life experiencesUse non-discriminatory, current and accurate information withinwhatever medium is usedApply, and inform clients about, ethical issues (such as privacy,identify, information-sharing practices) associated with mediatechnologies, including social networkingConfidentiality, disclosure and informed consentCareer Development Practitioners: Maintain a current understanding of laws, policies andprofessional ethics that pertain to client rightsInform clients of the limits of confidentialityPreserve confidentialityPreserve the client’s right to privacySeek clients’ expressed consent before disclosure of clientinformationAvoid or disclose conflicts of interest which compromise thebest interests of their clientsScope of practiceCareer Development Practitioners: Conduct career development services for which they areappropriately trained and currently qualifiedMake appropriate referral when their own competency does notmeet the client’s need or when their professional assistancecannot be provided or continued
8 Ethical principles forprofessionalrelationshipsCareer Development Practitioners: Breaches of the Code ofEthicsContextualise career development theory and practiceaccording to work setting, clientele and societal contextAvoid or disclose conflicts of interestResolve conflict between professional ethical standards anddirectives or practices within the workplace through ethicaldecision-making and appropriate consultationAdvocate for and assist in the development of careerdevelopment services that are ethically rendered and relevantto client needs in cooperation with policy-makers, organisations,administrative personnel and community agenciesRespect and acknowledge the contribution of otherprofessionalsCooperate with other professionals and/or colleaguesaccording to the ethical practices and procedures relevant to thesituationBreaches of the Code of Ethics may be reported to the relevant CICAMember Association which will follow up appropriately (e.g., whereappropriate through educative processes or cancellation ofmembership)Entry-level QualificationsEntry-level qualifications ensure that those entering the career development profession have theappropriate career development-specific skills, knowledge and competencies to undertake work inthe career development field. Such qualifications determine membership of the CICA MemberAssociations. The content of the entry-level qualifications is informed by the CICA Competencyframework.Professional Career Development Practitioners work in a range of settings, coordinate teamsincluding Associate Career Development Practitioners, and in supervisory roles.Entry level qualifications for Professional Career Development Practitioners are eithera) a CICA endorsed Graduate Certificate or higherorb) an alternative pathway to Professional status as may be approved on a case by case basis by theCICA Member Associations.
9Associate Career Development Practitioners work in support roles.Entry level qualifications for Associate Career Development Practitioners provide an introduction tocareer development and are eithera) a CICA endorsed Certificate lV in Career Developmentorb) an alternative pathway to Associate status as may be approved on a case by case basis by theCICA Member Associations.Continuing Professional DevelopmentContinuing Professional Development (CPD) is the ongoing maintenance and growth of professionalexcellence through participation in learning activities based on self-assessment and implemented forthe benefits of participants, clients and the community. The CICA minimum standard is 15 hours ofCPD per annum.CICA MemberAssociations Incorporate into their own standards a model of continuingprofessional development (CPD) that accords with the CICAprofessional standardsRequire professional and associate career developmentpractitioners to confirm that they have complied with the CPDrequirements of their association as part of the membershiprenewal processProvide an appropriate program of CPD for their professional andassociate career development practitioner membersProvide a mechanism to enable professional and associatecareer development practitioners to record and provideevidence of their CPD with their membership renewalProvide relevant CPD that enables professional and associatecareer development practitioners to maintain the competenciesas defined in these professional standardsWhere possible, develop cooperative arrangements acrossassociations for the delivery of CPDWhere appropriate, acknowledge that where professional andassociate career development practitioners have complied withthe CPD requirements of one CICA member association, this willbe recognised for the membership renewal process of otherCICA member associations
10Professional andAssociate CareerDevelopmentPractitioners Engage in CPD according to the standards of their CICA memberassociationRecord, retain, and provide evidence of their CPD if requiredConfirm that they have complied with the CPD requirements oftheir professional association as part of their membershiprenewalCompetency FrameworkThe CICA Competency Framework contains Core Competencies and Specialised Competencies.Core Competencies are the skills, knowledge and attitudes required by all Career DevelopmentPractitioners regardless of their work setting.Specialised Competencies are the additional skills, knowledge and attitudes that may be required bysome Career Development Practitioners to undertake specific career development roles or cater forthe needs of specific client groups. Appropriate training must be undertaken to develop theSpecialised Competencies.The CICA Competency Framework informs the content of the CICA endorsed entry-levelqualifications.The Core Competencies are: Career development theoryLabour market informationCommunication and interpersonal skillsEthical practiceDiversity and inclusionTechnology, information and resourcesProfessional practice application Career assessmentCareer counsellingProgram deliveryWorking with diverse clientsProject managementEmployer liaisonResearch skillsThe Specialised Competencies are:
11Core CompetenciesAn overview of the Core Competencies is provided in the table below.Core Competency 11a1bCore Competency 22a2bCareer development theoryDescribe major career development theories, concepts, research, andassociated models and frameworksApply career development theories, concepts, research, and associatedmodels and frameworks to practiceLabour market informationSource, understand and apply credible, reliable labour market informationthat is free of biasUse labour market information to assist clients in job search strategiesand career planningCore Competency 33a3b3cCommunication and interpersonal skillsEstablish and maintain rapportUse effective verbal and written communication skillsWork effectively in a team environmentCore Competency 44a4b4cEthical practiceApply the CICA Code of EthicsDemonstrate commitment to professionalismDemonstrate commitment to lifelong learningCore Competency 55a5bDiversity and inclusionRecognise and respect diversityConduct career development work in culturally sensitive waysCore Competency 66a6b6cTechnology, information and resourcesCollect, analyse and use informationKeep up-to-date with emerging technologies and innovationsIdentify relevant support organisations, resources and servicesCore Competency 77a7b7c7dProfessional practice applicationConduct needs assessmentFollow case and/or project management proceduresUse enterprise skillsEvaluate the service provided to clients
12Core Competencies are the skills, knowledge and attitudes required by all Career DevelopmentPractitioners regardless of their work setting.A detailed description of the Core Competencies is provided in the table below.Professional Standards for Australian Career Development PractitionersCore Competencies1. Career Development TheoryThese competencies address the theoretical base that informs the work of Career DevelopmentPractitioners.1a.Describe major careerdevelopment theories, concepts,research, and associated modelsand frameworksTo demonstrate this competency, Career DevelopmentPractitioners: Understand the constructs of major careerdevelopment theories and their applicationKeep up-to-date with the latest developments intheory, associated models, and researchUnderstand models of career decision-making andtheir application1b.Apply career developmenttheories, concepts, research, andassociated models andframeworks to practiceTo demonstrate this competency, Career DevelopmentPractitioners: Integrate career development theories, concepts,research, and associated models and frameworks intopracticeApply a theoretical framework developed from a rangeof career development theories, associated models,and research to provide a sound context for practiceUse a theoretical framework through which tounderstand client career developmentAssist clients to understand the career developmentprocessAssist clients to understand and balance their multiplelife-rolesApply models of career decision-making to practiceUse theory to inform program development
13 Incorporate into practice theory and researchinformed strategies, resources and processes thatreflect the needs of the setting and client group2. Labour Market InformationThese competencies address the integral role of labour market information in career developmentpractice.2aSource, understand and applycredible, reliable labour marketinformation that is free of biasTo demonstrate this competency, Career DevelopmentPractitioners: Understand how to access local, regional, national andinternational labour market informationKeep current about labour market trends andinformationComprehend local, regional, national and internationallabour market information and their application to worksearch and career objectivesCritically evaluate and interpret labour market statisticsand trendsUnderstand current workplaces, workers’ rights,conditions, and employment and recruitment practicesUnderstand educational and training opportunities andresources and transition pathways as appropriate towork setting2bUse labour market information toassist clients in job searchstrategies and career planningTo demonstrate this competency, Career DevelopmentPractitioners: Expose clients to various career search strategiesAssist clients to interpret labour market information inthe context of their career decision-making andaspirations, skills, knowledge and needsApply accurate labour market information to assistclients in developing labour market informed careerplansAssist clients in self-management and self-promotionAssist clients in creating their own opportunities,including entrepreneurial opportunities
14 Help clients expand their search for prospective jobsIdentify hidden job marketsIdentify cultural differences in expectations of the jobsearch processAssist clients to use job search strategies such as selfmarketing, using portfolios, personal presentations, jobinterviews, networking, letters of application,addressing selection criteria, assessment centrepreparation, use of recruitment agencies, use of onlineresources, the role of professional associations, thepreparation of application forms, online applicationpreparation, online presence, resume and portfoliopreparation3. Communication and Interpersonal SkillsThese competencies address the high-level communication and interpersonal skills that arerequired in the work of Career Development Practitioners to interact effectively with clients.3aEstablish and maintain rapportTo demonstrate this competency, Career DevelopmentPractitioners: Build rapport and relationships with clientsCreate a climate of respect, confidence, openness,trust, confidentiality, positivity and comfortDemonstrate empathy through genuine concern forclients’ wellbeing, welfare and futureAscertain, acknowledge, validate, and respect clients’beliefs, values, opinions, contexts, perceptions, andlearning stylesPromote a cooperative and productive environmentMutually determine and evaluate expectations, needs,and goalsContinuously demonstrate personal integrity, honesty,and sincerity3bUse effective verbal and writtencommunication skillsTo demonstrate this competency, Career DevelopmentPractitioners:
15 Use verbal communication skills including reframing,questioning, reflection and active listening skillsUse communication skills to assess clients’ needsAllow for the transfer of required informationUse written and verbal language appropriate to theaudience and contextUse digital communication ethically and effectivelyModel, support and encourage effectivecommunicationWrite and maintain accurate client recordsProduce effective resources3cWork effectively in a teamenvironmentTo demonstrate this competency, Career DevelopmentPractitioners: Develop appropriate client, colleague, agency andcommunity relationshipsWork cooperatively and respectfully with teammembers to create a healthy and productive workenvironment where team members are kept informedWork with the team in the client’s best interestsBe aware of the boundaries of team roles and avoidconflicts of interestPromote and market services to clients, employersand other agenciesFoster links with and gain cooperation of keystakeholders and external communities includingemployers, professional associations and peakorganisations4. Ethical PracticeThese competencies address the ethical standards that guide the work of Career DevelopmentPractitioners.4a.Apply the CICA Code of EthicsTo demonstrate this competency, Career DevelopmentPractitioners:
16 Understand, reflect on, and adhere to the ProfessionalStandards for Australian Career DevelopmentPractitioners’ Code of Ethics in their practiceEngage in ethical practice with other practitioners,clients, employers and the public4bDemonstrate commitment toprofessionalismTo demonstrate this competency, Career DevelopmentPractitioners: Act as a role model for the professionShow respect to othersAct responsibly and within professional scope ofpracticeOffer quality service to clientsLiaise with relevant bodies to identify best practicerelationships and professional networksDemonstrate reflective practice to identify areas forimprovements that will enhance practiceUnderstand how public policy, legislation, andregulation relevant to career work impact on their roleand practiceObtain feedback on, and conduct evaluation of,services provided4cDemonstrate commitment to andevidence of lifelong learningTo demonstrate this competency, Career DevelopmentPractitioners: Maintain currency through further education andcontinuing professional developmentPlan, and retain a record of, own professionaldevelopment5. Diversity and inclusionThese competencies address the need for Career Development Practitioners to demonstraterespect for the diversity of Australian people and conduct their work in culturally sensitive ways.Diversity includes, but is not limited to, age, gender, disability, sexual orientation, geographiclocation, sporting prowess, culture, religion, Aborigines and Torres Strait Islanders, refugee andmigrant backgrounds, socio-economic status, mental health, and exceptional ability e.g., in sport,the arts or academic achievement.
175aRecognise and respect diversityTo demonstrate this competency, Career DevelopmentPractitioners: Be knowledgeable about legislation related todiscriminationAccept and work respectfully, effectively,appropriately and ethically with diverse clientsAppreciate that clients may not share practitioner’spersonal or professional perspectivesUnderstand the influence and impact of the client’scultural, geographic, social and economic environmentor context in career decision-makingPromote access to services for diverse clientsDemonstrate awareness of, reflect on, and self-critiquecultural beliefs, values, and historical positioning, andhow these impact on one’s practice with clients fromother cultural backgrounds5bConduct career developmentwork in culturally sensitive waysTo demonstrate this competency, Career DevelopmentPractitioners: Address the needs of clients with unique needsEnsure pre-judgment and biases are not affectingservice deliveryIdentify, and work with clients to overcome systemicbiases that limit their career developmentProvide an inclusive environment when working withclientsDetermine whether clients’ needs are within the scopeof practice of the practitioner and, if not, determine anappropriate referral6. Technology, Information and ResourcesThese competencies address the integral role of current and emerging technologies, relevant andeffective information and resources, and their management, to meet client needs.
186aCollect, analyse and useinformationTo demonstrate this competency, Career DevelopmentPractitioners: Identify and critically evaluate the range, sources, andtypes of information availableApply appropriate research strategies to retrieveinformation needed, including the appropriate use ofinformation technology (e.g. Social media and on-lineinformation sources)Access and exchange information relevant to one’spracticeMaintain, retrieve and interpret information effectivelyto assist clientsDevelop and apply information managementstrategiesManage and organise career development informationin a way that is accessible for use by intendedaudiencesHelp clients use relevant information technologyresources and tools ethically and effectivelyCareer Development Practitioners may also: Produce career information and resources that supporttheir work6bKeep up-to-date with emergingtechnologies and innovationsTo demonstrate this competency, Career DevelopmentPractitioners: Remain current and have a sound understanding ofemerging technologies and their application topracticeUse appropriate forms of electronic communicationand social mediaAre aware of changing contexts, including the political,economic, technological, social, environmental, andorganisational contextsAre adaptable and flexible, using and applyingtechnology in their own context
19 Recognise the impact that digital technology andsocial media are having on the world of work andcareer development practiceCareer Development Practitioners may also: Create and deliver information and resources usingtechnology (e.g. Presentations, videos, webinars,multimedia resources)6cIdentify relevant supportorganisations, resources andservicesTo demonstrate this competency, Career DevelopmentPractitioners: Identify and source relevant organisations, resources,and services that address the unique needs of clientsIdentify service gaps in the communityMake appropriate referrals7. Professional Practice ApplicationThese competencies address the practices required to maintain professional standards in careerdevelopment work.7aConduct needs assessmentTo demonstrate this competency, Career DevelopmentPractitioners: Determine the career needs of clientsDetermine whether clients’ needs are within the scopeof expertise and practice and, if not, determineappropriate referralNegotiate and agree the services and support to beprovided to achieve the outcomes for clientsUnderstand and apply appropriate methods toconduct needs assessment e.g. Surveys, interviews7bFollow case and/or projectmanagement proceduresTo demonstrate this competency, Career DevelopmentPractitioners:
20 Monitor client’s situation and progressMaintain client confidentialityWork in the client/client group/class’s best interestsEnsure accountabilityCoordinate and cooperate at intra- and inter- agencylevelsFulfil responsibilities to clients, colleagues, employersand selfStore information that can be easily retrieved fordecisions or future needsUnderstand the implications of record-keeping,including legal implications7cUse enterprise skillsTo demonstrate this competency, Career DevelopmentPractitioners: Provide innovative responses to the changing politicaland organisational contexts and emerging careerdevelopment needs of clients and the communityBe adaptable and flexible in a constantly changingworldPromote and market services to clients, employersand other organisationsAdvocate on behalf of the career developmentprofessionCareer Development Practitioners may also: Apply sound business practices7dEvaluate the service provided toclientsTo demonstrate this competency, Career DevelopmentPractitioners: Understand and apply a range of evaluation strategiesEvaluate cases and/or projects to ensureaccountabilityMeasure and improve client satisfactionUse evaluation to identify new client servicesProvide evidence to assist in service promotion andenhancement
21Specialised CompetenciesSpecialised Competencies are the additional skills, knowledge and attitudes that may be required bysome Career Development Practitioners to undertake specific career devel
to its Member Associations accord with the Professional Standards for Australian Career Development Practitioners. In conjunction with its Member Associations, CICA monitors the industry and when necessary revises the Professional Standards to ensure that they remain current, relevant and reflect international best practice.
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