Transcript Glentworth - revised

CAREER DEVELOPMENT
IN
2009
Vocational
Guidance Model
Vocational Guidance Model
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Steps 1 through 4 apply to the new career
development model. However, now these
steps are recurrent and increase the need for
career information and support services.
Steps 5 and 6 is no longer guaranteed.
Labour Market Changes
The labour market is constantly evolving. Throughout
their work lives, today’s young workers can expect to
experience:
12 - 25 jobs
5+ occupations
3+ sectors
YOUR CAREER
A JOURNEY. . .NOT A DESTINATION!
Career Development Model
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Work is one facet of an individual’s life.
Because of the constant change, there is a need for individuals
to develop better career management skills.
It focuses not so much about individuals making the right
occupational choice, but acquiring the skills they need to make
the many choices that they will face throughout their lives.
Career development theory emphasizes self-management skills.
Key Questions
Rather than asking the question of “What do you
want to be when. . .?” asks questions like:
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“Who are you now and what do you love to do?”
“What are your special talents and skills?”
“What types of situations, environments and work roles
have special appeal to you?”
“What types of organizations need what you can offer?”
“What innovative work arrangements will suit you and
potential employers?”
The High Five
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Change is Constant
Follow you Heart
Focus on the Journey
Lifelong Learning
Access your Allies
Change is Constant
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The labour market is constantly evolving.
Personal change occurs continuously.
We need to recognize change.
Goal-setting must be re-visited.
Adaptability is essential.
We need to spot and create opportunities.
Follow your Heart
The “heart” drives the career path – skills
and knowledge allow path to be followed.
 The heart – our values, beliefs, interests –
needs to be clarified.
 We need to learn to dream and create
visions of what we want our lives to be.
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Focus on the Journey
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Continual change makes the prediction of
occupational destinations difficult.
More emphasis must be put on people
fulfilling their values, beliefs and interests.
Goals needs to be flexible.
We need to look at our own adaptability.
Every decision is a career decision.
Learning is Lifelong
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Constant change means constant learning.
Constant learning does not mean constant
schooling.
We need to take responsibility for our own
learning.
Access your Allies
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We are all already connected to the labour
market.
We learn as much from people in our lives
as we do from educators.
Developing networking strategies,
communication skills and the attitudes of
initiative and confidence are essential.
Job Futures
What’s Hot? What’s Not?
Burning Hot
Health
 Business, Finance and Administration
 Trades, Transport and Equipment
Operation
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Job Futures
What’s Hot? What’s Not?
Warm
Social Sciences, Education,
Government Service and Religion
 Sales and Service
 Processing, Manufacturing and Utilities
 Natural and Applied Science
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Job Futures
What’s Hot? What’s Not?
Brrr….Cold
Art, Culture, Recreation and Sport
 Primary Industry
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Show Me the Money!
According to 2005 average annual income
statistics, the sectors with the highest incomes
include:
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Health ($30,100 – $195,000)
Social Sciences, Education, Government Service and
Religion ($34,900 - $97,300)
Show Me SOME Money!
According to 2005 average annual income
statistics, the clusters with “average” income
include:
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Trades, Transport and Equipment Operation
($20,600 - $61,000)
Processing, Manufacturing and Utilities
($25,000 - $68,800)
Sales and Service ($15,600 - $65,300)
Primary Industry ($23,200 - $62,500)
Natural and Applied Science ($37,100 - $69,800)
Business, Finance and Administration
($27,800 - $69,900)
Where’s the Money?
According to 2005 average annual income
statistics, the sector with the lowest income
is:
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Art, Culture, Recreation and Sport
($20,700 - $47,400)