Career Development Facilitator Training
Career Development Facilitator (CDF) Training through the National Career Development Association
Next Training starting May 10, 2012.
Face-to-face meeting dates: May 10, 11, and August 16, 2012 Andover, MA. Remainder of course completed on-line/virtually at own pace.
Sponsored by: Career In Progress
Interested in getting credentialed as a Global Career Development Facilitator through the National Career Development Association? Registration for Career Development Facilitator training now open!
TRAINING FORMAT:The CDF curriculum is now available in an eLearning format. It combines 24 face-to-face contact hours; 56 hours thru distance delivery; and 40 hours of Independent Study. With the exception of the face-2-face sessions, each student has control of the pace of the course.
PURPOSE: This training is intended for professionals and paraprofessionals who provide career-related services in a variety of settings such as higher education, K-12 schools, workforce development, government agencies, business and industry, private practice, faith-based, and community-based organizations. It is designed to serve as a vehicle for professional enrichment and as a vehicle to achieve national certification as a Global Career Development Facilitator. (See www.ncda.org for information on history and requirements.)
The GCDF credential was established to recognize the training and background of those working in career development fields, and to establish minimum competency areas. A GCDF may serve as a career group facilitator, job search trainer, career resource center coordinator, career coach, career development case manager, intake interviewer, occupational and labor market information resource person, human resource career development coordinator, employment/placement specialist, or workforce development staff person.
TRAINING COMPETENCIES: The career development competencies addressed in the CDF curriculum offered through NCDA are discussed below. Those professionals who are trained using this curriculum can expect to gain knowledge and skills associated with each of these competencies.
- Helping Skills - must be proficient in the basic processes of career facilitation.
- Labor Market Information (LMI) and Resources - must understand key labor market and occupational information and trends and be able to access and use current resources.
- Assessment - must comprehend and be able to use both formal and informal career development assessment tools and resources appropriately, understanding how different approaches to assessment can impact different populations.
- Working with Diverse Populations - must be able to recognize the special needs of various groups and adapt service menus to meet unique needs.
- Ethical and Legal Issues - Follow the CDF code of ethics and know current legislative regulations.
- Career Development Theories and Models – must be able to identify the leading theories of career development and understand how each can be used at different times to facilitate career development across a wide population group(s).
- Employability Skills - must know and be able to use a variety of job search strategies and placement techniques, especially in working with diverse or specific groups of customers or clients.
- Training Clients and Peers - must be able to identify training and development needs, and prepare and develop materials in support of training programs or for special presentations.
- Program Management and Implementation - must understand a variety of different career development programs and be able to assist in the steps related to successful development, management, or administration.
- Promotion and Public Relations - must know how to market and promote career development programs with staff, supervisors, and the local community (public) served.
- Technology and Career Development - must be able to identify, comprehend, and use computer applications that support and enhance career development processes.
- Consultation/Supervision - must be able to identify when the limits of personal expertise are reached and be able to accept suggestions for performance improvement from consultants or supervisors
OUTCOME: Certificate of completion; training hours for recertification
COST: $975 per person, which includes all instruction, course materials, training DVD, access to on-line blackboard, and refreshments during the face-to-face sessions (lunch and lodging on own if needed). A discount rate may be negotiated for large groups. Please contact instructor directly to discuss.
TO REGISTER/FOR MORE INFORMATION: contact Heather Maietta via email at heather@careerinprogress.com or call 617-925-5289. To register, visit www.careerinprogress.com/courses.
House Moves to Eliminate Funding for WIA, SCSEP
The House is currently debating a new FY11 Continuing Resolution, HR 1, which would cut over $2 billion from workforce development programs This measure would eliminate all new WIA Title I funding for Adult, Youth and Dislocated Worker programs. It rescinds $175 million from national emergency grants and the Dislocated Worker Reserve. The bill eliminates funding for the Senior Community Service Employment Program (SCSEP).
Many legislators are under the false impression that the WIA system is not spending its money wisely since some funds are carried over from year to year. The fact is that most of these carry-over funds have been obligated at the local level to support multi-semester training for current participants. These are not funds that are available to serve new participants.
Action Needed:
While the Senate is unlikely to agree to the zeroing out of all new WIA funding, they also are under significant pressure to make spending cuts. The entire workforce development system, customers and supporters need to quickly, actively, and persuasively educate all members of the Senate about the impact such cuts would have on our ability to serve job seekers and employers. If you do not know how to contact your senators, you may find their contact information at www.senate.gov.
Provide your Senators with specific information about your program, your customers, your effectiveness, and what specifically would happen if they eliminate FY11 funding. If these cuts are accepted by the Senate, many services in our one stop centers and programs that serve older workers will be halted.
Our nationl job seekers will not have access to assistance to help them obtain training, nor will they have assistance in identifying or securing employment.
Our national employers will lose a critical partner that helps them fill their workforce needs at the very time that many are considering adding new positions.
For the 14 million unemployed US citizens, the elimination of funding for job training and workforce development is not a job creation strategy. This is a strategy that will lead to higher unemployment rates, more dependency on entitlement programs, and more barriers to economic recovery.
For more information, visit the National Association of Workforce Development Professionals (NAWDP)
Is Facebook Your Friend?
There is no doubt about it; social media is a part of our lives. It helps us connect and communicate. We use it to keep in touch with friends and family; to share information; to network; to job search; to learn. Recently, I have found it helpful in reconnecting with some of my long lost high school friends – being that our class reunion is fast approaching, using social media to communicate has been a way to catch up with people I've neither seen nor talk to in 20 years.
In working with college students, I frequently lecture on the benefits of social media as a powerful networking and job search tool. The students and I spend countless hours discussing how to they can use social media to present themselves professionally, and how important this presence is to potential employers.
At what point; however, does the use of social media begin to harm us? A recent article published by CareerBuilder.com talks about the misuse of one form of social media: Facebook. The article highlights specific examples of employees who misused Facebook – crossing the line professionally – costing them their jobs. When discussing this article with my students, the major response I received was that their Facebook pages were private and it wasn't the business of their employers (potential or current) to be paying attention to what they were "doing" outside of work. To them, in fact, it was an invasion of their privacy.
We then had to have the conversation about information on the Internet being public – if the information is out there, it is no longer private. We also talked about how important image is to business, and how they represent their employers during and after work hours. This came as quite a shock to most of them, who genuinely thought their information was private, and what they do outside of work has little to no impact to their employers. Scary.
The recent CareerBuilder article, and the conversation with my students made me realize that what is sometimes seemingly obvious, is – in fact – not. The proper use of social media and the risks involved with using is, even in our era of advanced technology, a conversation that needs to be frequently had.
Transitions: Heading Back to the Workforce
It is not uncommon for professional women to give up employment for a period of time to raise children. Most recently, a number of stay-at-home moms are re-entering the workforce as a result of the current economic downturn. Termed "economommies," these women find themselves partially supporting to their families as earnings from only one parent has become increasingly inadequate.
Re-entering the workforce, whether by choice or as a result of family need, can be terrifying. What has happened in my industry since I left? Do I still have what it takes to be successful? How will I explain my professional absence? How will I juggle home and work responsibilities? These are all very real, valid questions that can race through the mind. Typically, anxiety lies in the job seeker having a crisis of confidence. Before you begin your transition back into the workforce, ask yourself “Where does my uncertainty lie?”
Crisis of confidence comes in many forms. Some of the most frequent are technology shortcomings; knowledge of industry trends; unpolished qualifications; scheduling conflicts; employment gaps; and attitude. Let’s address each of these separately.
Problem: Technology shortcomings… Solution: Re-educate yourself. Once you are aware of your obvious gaps, figure out how you'll fill them. Massachusetts has a strong workforce development program, providing skills-based training for those who qualify. Other resources include programs at community colleges and free or inexpensive courses offered at local libraries or through community education programs.
Problem: Knowledge of industry trends… Solution: Put your research cap on. If searching for employment in your previous industry is your goal, now is the time to brush up on the trends, leading employers, and key players in the field. Some helpful ways to achieve this are as follows: 1) Join the professional organization associated with your industry. Professional organizations allow you to take advantage of training opportunities, network with others in your field, and gain access to job boards. 2) Become a member of a women's group. Boston Women’s Network is just one example of many groups offering support for stay-at-home moms re-entering the workforce. Finding and joining a women’s group can be as simple as doing an interest search on meetup.com. 3) Do some research on your companies of interest. This will help you to talk the talk knowledgeably, and learn more about a potential future employer.
Problem: Qualifications…Solution: Translate. You haven’t had the opportunity to build your resume because you’ve been out of work for several years, and you’re worried because employers want qualified individuals. The key here is to translate your stay-at-home qualifications into language employers will understand. Here are some examples: Did you manage a household budget? This translates to fiscal responsibility, financial planning and reconciliation. Did you raise your children? Interpersonal skills, multi-tasking, problem solving, decision-making, and supervision are just a few of the transferable skills you've perfected being a mom. Did you coach your child’s team or volunteer? Think about the scheduling, organizing, transportation, event planning, and fundraising. These skills convert to leadership in the workplace.
Problem: Scheduling conflicts…Solution: Flex. Many moms returning to the workforce will be required to juggle multiple responsibilities. Some are not ready to abandon the various roles they play in their lives: mom, wife, friend, volunteer. Fortunately, many non-traditional careers provide flexible work schedules – an alternative to the traditional 9-5. Some of the companies most sympathetic to stay-at-home moms re-entering the workforce can be found on the 100 Best Companies for Working Moms. These companies offer many perks, including job sharing, flex schedules, and on-site daycare.
Problem: Employment gaps…Solution: Turn time out into time well spent. Being out of the workforce for a period of time will require you to be ready to articulate what you've been doing and why it's relevant to what you want to do next. Verbalizing your transferrable skills in a way that shows you are ready, willing, and qualified to handle anything that comes your way will reassure employers. Figure out how to showcase your skills and successes through meaningful and relatable anecdotes. For instance, if you've coordinated a community event, explain that enormous undertaking and your role in managing it. Great experience doesn’t have to come from the office.
Problem: Attitude…Solution: Attitude. An enthusiastic, can-do attitude is the most important thing you can bring to an employer, and the most important thing you can give to yourself. Keeping a positive attitude will give you the energy needed to make this important transition. Employers will recognize your eager, infectious vibe as something their company cannot operate without.
And finally, for support and advice, seek the assistance of a qualified career coach. Working with a coach can help clarify your professional goals, and offer you the best possible assistance in your transition back into the workforce.
Landing a Federal Job
Within the next four years, one-third of all federal employees (nearly 1.9 million) will be eligible to retire. There are also new federal jobs being created as a result of the American Recovery and Reinvestment Act. Translation: tremendous opportunity for all job seekers and career changers.
The key to navigating the federal employment process is three-fold. First, become aware of the opportunities and benefits available. Second, familiarize yourself with the application and hiring process. Third, begin building relationships with federal agencies, just as you would build ongoing relationships with other potential employers. Here are a few tips:
Prepare: The application process is lengthy. After all, this is the government we are talking about! Increase your chances by allowing plenty of time to thoroughly complete the application process.
Choose Wisely: As with any position, you will be more successful in the search process if you apply for jobs that are a good match for your skills and talents. It is a good idea to do a little research before applying. Here are a couple links of value: www.makingthedifference.org/federaljobs/usajobsresume.shtml
www.makingthedifference.org/federaljobs/ksa.shtml
Practice Patience: It can take weeks to months before you will hear back about an application. Every federal job requires a background check before the agency can make a job offer. If the position is related to national security, applicants will be instructed to complete the security clearance process once they receive an offer. Be patient.
Follow-up: Contact a representative to learn the status of your application or to find out more about a job about a month after the closing date or, if the closing date is extended, about a month after you turn in your application.
To find job openings, visit the federal government job web site—www.usajobs.gov.
