Produced by The Canadian Career Development Foundation, this workbook has pages of questionnaires, activities and templates that you may be able to use or adapt to use with your own clients.
What can the release of the Australian Government’s industry and occupation projections reports tell us about employment trends in Australia over the coming years?
Industries in demand
The Industry Employment Projections report from the Department of Jobs and Small Businesses found that 886,100 new jobs will open up in the next five
years to May 2023, signalling a total employment growth of 7.1 per cent. These jobs are expected to grow through turnover rather than net employment growth, due to key factors such as job changes, returning to study, caring for family, retiring and travelling. Employment is predicted to increase in 17 of 19 industries by May 2023, with declines expected in the Wholesale Trade and Agriculture, Forestry and Fishing sectors. The report suggests that Australia is undergoing a structural shift in employment that is concentrated in service industries, with four of these areas being projected to contribute almost two-thirds (or 66.4 per cent) of total employment growth over the next five years.
Healthcare and Social Assistance Read more
In the report you will find:
- An assessment of how schools and colleges are performing against the eight Gatsby Benchmarks, which measure the quality of careers education and guidance
- An assessment of progress over time among the thousand schools and colleges who have completed our Compass self-assessment tool on multiple occasions
- An overview of how schools and colleges in different areas of the country are performing against the Benchmarks
- A look at the factors that make a difference when it comes a school or colleges’ benchmark score
Women in Management: Article by DHM Associates
Despite years of gender equality legislation, men outnumber women in management positions by two to one.
While structural barriers continue to impede women’s career advancement, women themselves may be deterred from becoming managers if they perceive that it would have a negative impact on their working and personal lives. What is the experience of women in management roles and how can their underrepresentation in management be addressed? These are the questions this policy brief published by Eurofound seeks to answer by looking at the job quality of managers, both female and male, and the impact a management job has on personal life.
This policy brief looks at the latest data on women in management from the 2015Eurofound’s European Working Conditions Survey (EWCS). It begins by clarifying the meaning of manager and identifies the different roles that exist under this banner. It looks at how management breaks down along gender lines according to type of manager, country, sector, company ownership, and the characteristics of reporting staff. It then turns to job quality, asking whether the working conditions of managers are better than those of non-managers and whether they are similar for women and men. Finally, it probes whether manager status influences men’s and women’s well-being differently and looks the experience of spillovers between work and personal life. Read more
The author of this article is Nicole Poff, MA, a Career Services Specialist and Online Associate Faculty member at Ashford University San Diego, California. As a Career Services Specialist, Nicole works collaboratively across the university to embed career service components into the classroom
At a recent conference, a fellow attendee complained: “Our students are so over-programmed with university initiatives that our department can’t compete for attention.”
Another attendee responded, “Well, you should consider yourself lucky – we have such a small department that our calendars are completely booked with student appointments, so we have no time to create programming.” Over the next hour, counsellors from across the country shared their career services dilemmas. One small complaint created a domino effect of career counsellors revealing their strongest pain points. Beyond just over-programming and a small department, some of the most common issues were: lack of student engagement, limited funds, low workshop attendance, unprepared students, and overzealous students who expect to become CEOs upon graduation.
Uncertain about how my peers would respond, I anxiously raised my hand and said: “We don’t have a huge budget; we have a pretty small team in comparison to our massive student and alumni population; our engagement is frequently subpar, but we have found that integrating career components into existing courses is working very well for us. In fact, we have successfully integrated career service components into a lot of our education courses, and we are seeing great success.” At that moment, I was met with both curiosity and resistance as other counsellors asked, “Would curriculum integration work for us? If so, how?” Read more
The following was written by Jim Bright, Professor of Career Education and Development at Austrailian Catholic University (ACU), and was published in The Sydney Morning Herald
Imagine if a school or college could offer the promise of moving students from mostly D grades to mostly A grades, could increase their engagement with learning and give them a clearer and more confident sense of their vocational identity. Too good to be true? Well perhaps not, according to a team of Canadian and US researchers who have made and connected the missing links between career counselling and positive psychology.
Recently here I wrote about my concerns that some schools appear to have embraced positive psychology so uncritically that they have all but abandoned properly informed career counselling. I argued that this was an over-reaction. However, what I like about this North American research is the way that key concepts in positive psychology have been employed in the service of career counselling and education, rather than erroneously supplanting it.
Spencer Niles, Norman Amundson and Hyung Joon Yoon from William and Mary College, University of British Columbia and Pennsylvania State University have developed a hope-centred model of career development. The central notions combine hope, self-clarity, vision, planning and adaptability.
What sets this work apart is that they have conducted large-scale studies in educational settings linking these concepts to measures such as a person’s confidence in and clarity of their career interests, talents and personality. They also linked hope to student engagement – for instance, the degree to which a student spontaneously worked harder than they thought to meet a teacher’s expectations. Finally, they linked it to the very tangible measure of grade-point average – the number of As, Bs, Cs or Ds that a student is achieving. Read more
The following article by Dr Deirdre Hughes OBE, Director, DMH & Associates Ltd,, was published in FE News.
In late 2017, the Board of Careers Yorkshire and the Humber: National Careers Service commissioned dmh associates to undertake an economic review and analysis of the productivity and economic benefits of the service, “Productivity and the Economic Benefits: National Careers Service – Careers Yorkshire and the Humber“
The period under review focuses on data available from early 2015 – mid year 2017 and the primary focus is on face-to-face careers guidance for adults.
Three key questions that were asked:
- What level of fiscal return does the National Careers Service: Careers Yorkshire and the Humber make to HM Treasury?
- Is the National Careers Service priority target group, set by the Education & Skills Funding Agency (ESFA), linked to a payment by results, sufficient to meet regional/local needs?
- What lies ahead in Yorkshire and the Humber when it comes to the National Careers Service face-to-face careers guidance work with adults in the coming year(s)?
Level of fiscal return
For every £1 invested in the National Careers Service: Careers Yorkshire and the Humber £9 is returned in fiscal benefits to the Treasury and the wider economy. The service paid for itself in less than 2 months. This would imply the service has already paid for itself 4 times over halfway through this fiscal year. Read more
A really useful article to use with pupils before their career guidance interview written by Oliver Jenkin, a qualified Careers Adviser and has supported and guided students in schools and the community for a number of years.
Whether you are in Year 11 or 13 working towards GCSE or A-Level exams, the chances are that at some point you will be offered (or will seek out) an interview with a professional Careers Adviser.
This article seeks to help you get a better idea of what to expect from your interview so as to gain the most from the help offered.
What is the guidance interview for?
People seek career guidance with different career, educational and training-related needs. While at school or college you may need support with making effective subject choices or with weighing up the pros and cons of options such as going to college/university versus doing an apprenticeship for example. You may also need help sifting through the vast (and ever-changing) range of occupations available. While significant people in your life such as teachers, parents or carers will be able to help with this to some extent, they may only know about the jobs they have held themselves and their knowledge may also be out-of-date. Whatever you need to discuss with your Adviser, there are some common features to career guidance which should apply in all cases. Read more
The BBC reports that accountancy giant PwC has launched a scheme that allows some new recruits to work the hours they want.
The Flexible Talent Network allows people to list their skills and preferred work pattern when they apply.
PwC says the aim is to attract skilled people who don’t want to be tied to traditional 9-to-5 hours.
Flexible working patterns can include anything from shorter weekly working hours, to only working for a few months a year.
PwC, which will match recruits to relevant projects rather than specific roles, hopes the move will give more diverse talent a route into the firm.
PwC, one of the so-called Big Four accountancy giants, said that it decided to embrace the gig economy after a study it carried out showed that almost 46% of 2,000 respondents prioritised flexible working hours and a good work-life balance the most when choosing a job.
So far, more than 2,000 people have registered with the new network in the two weeks since the initiative was launched.
Apart from the flexible working scheme, PwC is also recruiting for its six-month paid senior internship programme Back to Business, which is designed to help senior professionals to restart their career after an extended break. Read more
The Civil Service Fast Stream will open for applications at noon on Thursday 20 September 2018 at www.faststream.gov.uk.
If you have clients interested in applying to the Fast Stream, they are warmly invited to do some window shopping on the website, ahead of applications opening.
They will be able to see which of the 15 schemes can best support their progression into a rewarding career and pre-register their details ahead of the application window. Read more