Career special settings and future possibilities

1. CAREER SPECIAL
SETTINGS AND
FUTURE POSSIBILITIES
Report by: Ms. Lovely Joy B. Bustos

2. Trends and Issues in
Career Information

3. A. CHANGING DEMOGRAPHICS
Key trends in our changing demographic picture that will involve
career planning professionals include:
-- A significantly smaller number of 18-to 24-year-old students than
in years past.
-- A growth of some racial minorities into majorities in many sections
of the country.
-- More than half of all jobs will be held by women.
-- Significant numbers of people will be working part-time
(Kauffman, 1988).

4. B. THE INCREASING ROLE OF
COMPUTERS IN CAREER PLANNING
 Computer Networking. The advent of a personal computer and a
modem allow career planning professionals to tap
into employment opportunities for their students from around the
nation.
 Database Applications. Colleges and universities across the
country are using databases for the listing, storage, and retrieval
of career information. Whether on a mainframe, mini-, or micro-
computer, colleges are turning to database software systems to
store and automate every aspect of their career planning
operations.

5. B. THE INCREASING ROLE OF
COMPUTERS IN CAREER PLANNING
 Desktop Publishing. Another major revolution computers have
brought to career planning is the near typeset quality of
documents that can be produced with a computer, a laser
printer, and a desktop publishing software package. Career
centers are now designing their own brochures, forms, stationery,
and publications such as job vacancy bulletins, job hunting
guides, and employment preparation handouts. Written
communications of all sorts are being transformed through the
use of this new technology.

6. C. A NEW ORIENTATION TO
INTERNATIONAL EMPLOYMENT
 The international status of our economy requires that career
planning professionals expand their counseling orientation
beyond regional, state, and national boundaries. In 1987 and
1988 a career fair, organized by the Ministry of International Trade
and Industry of Japan and Boston University, brought together
Japanese and American firms operating in Japan with
graduating college students from around the United States. The
career fair drew students with Japanese language skills from
colleges and universities all over the United States (Oishi, 1988).

7. D. VIDEO TAPE TECHNOLOGY
 Most colleges offer some form of videotaped "mock interview
program" to assist students in refining their interviewing skills.
However, the uses of video technology have grown far beyond
this application. Most career planning centers now have a
comprehensive videotape library. Libraries contain tapes on
employer organizations to assist students in preparing for
employment interviews, self-help tapes on job search strategy,
resume and cover-letter writing, and interviewing techniques.
Most students, having grown up with the television, are
accustomed to acquiring new information through the television.

8. E. INCREASED EMPHASIS ON
MARKETING
Marketing can be an effective method to stay in touch with the
changing needs of students and employers and allow career
planning professionals to design and offer programs and services
that meet user needs. This is especially significant in light of the
nation's changing demographic picture, and our evolving national
economic outlook. Mergers, down-sizing, and economic shifts are
causing employers to reassess their human resources needs on a
regular basis. A comprehensive view of marketing can allow career
planning professionals to remain in touch with the changing needs
of the employers and students they serve (Kotler & Fox, 1986).

9. II. Career Counseling and
Career Development
Program

10. CAREER COUNSELING AND
CAREER DEVELOPMENT PROGRAM
Your career development is a lifelong process that, whether you
know it or not, actually started when you were born! There are a
number of factors that influence your career development,
including your interests, abilities, values, personality, background,
and circumstances. Career Counseling is a process that will help
you to know and understand yourself and the world of work in order
to make career, educational, and life decisions.

11. CAREER COUNSELING
AND CAREER DEVELOPMENT PROGRAM
Career development is more than just deciding on a major and
what job you want to get when you graduate. It really is a lifelong
process, meaning that throughout your life you will change,
situations will change, and you will continually have to make career
and life decisions. The goal of Career Counseling is to not only help
you make the decisions you need to make now, but to give you the
knowledge and skills you need to make future career and life
decisions.

12.  Help you figure out who you are and what you want out of your
education, your career, and your life.
 Be someone for you to talk to about your thoughts, ideas, feelings,
and concerns about your career and educational choices, who will
help you sort out, organize, and make sense of your thoughts and
feelings.
 Help you identify the factors influencing your career development,
and help you assess your interests, abilities, and values.
 Help you locate resources and sources of career information.
 Help you to determine next steps and develop a plan to achieve
your goals.
YOUR CAREER COUNSELOR WILL:

13. YOUR CAREER COUNSELOR WON’T:
 Tell you what to do, or tell you what you should
major in or what career you should pursue.

14. CAREER DEVELOPMENT PROGRAM
 In all settings, career development programs have some things in
common. In each, the program has unique goals and requires
specific organizational capabilities, program structure and
processes, and staff expertise. In addition, a career development
program:
 • Is identifiable but integrated with other programs within the
institution.
 •Enhances the career development knowledge, skills and
attitudes of individuals by establishing program standards.

15. CAREER DEVELOPMENT PROGRAM
 • Uses coordinated activities designed to support individual
achievement of the standards.
 • Supports the delivery of services through qualified leadership;
diversified staffing; adequate facilities, materials and financial
resources; and effective management.
 • Is accountable, with evaluation that is based on program
effectiveness in promoting individual achievement of the career
development standards.

16. CAREER DEVELOPMENT PROGRAM

17. PROGRAM PROCESSES
 Outreach—provides ongoing information to individuals about the
career development services and resources available to them.
 Counselling—focuses on the interaction between an individual or
a small group and a professional counsellor; helps students and
adults explore personal issues related to life/work decisions;
examines how to apply information and skills learned to personal
plans; and facilitates the building of individualized career plans.

18. PROGRAM PROCESSES
 Assessment—involves the administration and interpretation of a
variety of formal and informal measures and techniques to help
individuals gain an understanding of their skills, abilities, attitudes,
interests, achievements, prior learning experiences, personal style,
learning style, work values and lifestyle needs.
 Instruction—includes group activities, career-related curricula
and peer support groups that help students and adults acquire
the knowledge, skills and attitudes outlined in the career
development competencies.

19. PROGRAM PROCESSES
 Career Information—encompasses a variety of resources that
provide current, unbiased information about work roles,
educational programs and work opportunities. Such resources
include computer-based career information delivery systems, the
Internet, print and media materials, informational interviews,
workplace speakers and more.
 Work Experience—provides opportunities for students and adults
in actual work settings to test life/work decisions and develop
effective work attitudes and behaviors. Internships, youth
apprenticeships, co-op programs, service projects, volunteerism
and paid work are some examples.

20. PROGRAM PROCESSES
 Consultation—assists staff, administrators, trainers, employers and
others in areas of needed expertise related to career
development.
 Referral—develops a network of outside educational institutions,
agencies and other organizations to offer additional services
needed by students and adults.
 Placement—organizes resources and offers assistance so that
individuals can make successful transitions from the program to
work or further education and training.
 Follow-up—establishes and maintains long-term contact with
individuals who have made transitions to determine effectiveness
of life/work decisions.

21. PROGRAM STRUCTURE
 A solid organizational structure enables successful delivery of the
program processes. It is the framework that supports the
program’s activities and includes:
 Leadership—a program management team usually led by a
counsellor or career professional who assumes the role of
program coordinator.
 Management—a process for organizing program planning,
clarifying staff roles and responsibilities, securing resources,
monitoring program delivery and revising the program.

22. PROGRAM STRUCTURE
 Personnel—other staff, community resource persons, para-
professionals and volunteers who can help serve the wide range
of individual career development needs through direct
involvement or linkages with other organizations.
 Facilities—adequate space, materials and equipment which
ensure the delivery of high quality career development services.
 Resources—sufficient funds to purchase materials, equipment
and other items required to implement a career development
program.

23. CAREER DEVELOPMENT PROGRAM
IMPLEMENTATION STRATEGY
 The strategy includes three steps—planning,
development/redesign and implementation. The length of the
process varies, but to establish a comprehensive career
development program typically requires at least a two-year
commitment. If you choose to focus on a limited number of
competencies through some targeted interventions, your start-up
time may be significantly reduced.

24. CAREER DEVELOPMENT PROGRAM
IMPLEMENTATION STRATEGY
 Planning requires forming committees and subcommittees,
conducting needs assessments, establishing program standards
and planning for evaluation.
 Development/Redesign includes effective use of committees,
reviewing the current career development program, developing
a revised program plan, defining staff development needs and
designing the evaluation.
 Implementation focuses on continued use of committees and
subcommittees, conducting staff development, performing the
processes and activities outlined in the revised career
development program, conducting evaluation and using
evaluation results to improve the program.

25. CAREER DEVELOPMENT PROGRAM
IMPLEMENTATION STRATEGY