Course Description:  Facilitating Career Development (FCD), is a total of 120 hours of coursework – virtual classes, coaching, assessments and research as part of the 10-part, 2.5 hour training program described below. The FCD course uses the National Career Development Association’s (NCDA) curriculum designed to standardized knowledge for career counselors, transition, and employment counselors. The course has value for front-line staff and counselors who provide instruction and/or coaching on employment and career development services.

Those who complete the FCD program are eligible to take the examinations for the significant credentials for career professionals:  CSSP and the GCDF certifications.

We will be recording each session. We expect you to attend at least 9 out of 10 classes live, because of the interactivity in the classes! Please let us know if you cannot attend a class.

 

The webinar series is based on the Student Text, NCDA Student Manual Chapters. eBook is included in this course fee. 300-pages of content.

Facilitating Career Development, Student Manual, Revised 4th Edition An Instructional Program for Career Services Providers and Other Career Development Providers. The newest edition of the curriculum includes updates to resources, references, and web links. Still included are the five new chapters. The new chapters expand understanding and career practitioner competencies for diverse purposes and audiences. Author/Editor: A. Lisa Jordan, Janet N. Marinaccio Copyright Year: 2020

10-week Series with Virtual  Instructor, 2.5 hours per Class

Chapter 1: Developing a Helping Relationship – Mark Danaher, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Learning Objectives: Customer services, caring, providing quality and expert employment and career advisory services turns into a HELPING RELATIONSHIP with every client who wants your help.  Learn to be proficient and confident in the basic career facilitating process while including productive interpersonal relationships. Developing a helping relationship of trust… building relationships with clients, colleagues, stakeholders, and group facilitators.

Essential Helping Skills Learning Objectives are:

LISTENING – Attending, listening, reflecting, encouraging, questioning
ATTENDING – truly hear the client; how we orient ourselves toward the client
SOLER – this is great for interviewing also by the client and by the coach
REFLECTING – while listening, summarize, paraphrasing, or reflect their statements (I do this in my classes. It is very effective and impressive) I do check out my understanding of what is being stated.

Chapter 2: Training and Leading Groups – Mark Danaher, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Learning Objectives: Every time you lead a class – virtual or live – you will have the opportunity to inspire your class members to “implement your lessons” for job search, interview, resume-writing, resiliency or other important courses. Your audiences are at a critical tipping point in their careers, often a full career change. Your clear messages can keep them focused, moving, engaged, and hopeful for their next career after the military.

In this webinar learn how to teach a lesson, ensure they are listening, utilize questions to get them thinking, and talking/chatting virtually in small groups or with you, the instructor.

Chapter 3: Career Development Theory – Janet Wall, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Career theories help to guide our approach and conceptualize clients’ career concerns. Some theories attempt to explain how careers and developed; others related more to career choice, or the importance of considering career within a broader life context. Regardless, career theories offer a framework for our work, helping to guide our approach and conceptualize client career concerns. This class will give you hands-on experience with several theories and associated tools that you can use in your work with clients.

Chapter 4: The Role of Assessment – Janet Wall, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Using both informal and formal career assessment is a critical function of career development practitioners. Assessment helps you learn more about your clients and your clients about themselves. In this class you will learn about several assessments, how to select an assessment, and why it is important to use high quality assessments to help your clients make better career decisions.

Chapter 5: Ethics and Multicultural Populations and Business Services for Clients with Disabilities – Mark Danaher, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Objectives: Through case studies and the recommended professional code of ethics for career service providers, we will share examples of applying ethical decision-making strategies to specific case examples.  Learn how to apply a process for ethical decision-making to complex cases and when necessary to ask for consultation from supervisors or consultants to assist with decisions about ethics.

Chapter 11: Business Services and Clients with Disabilities – Mark Danaher, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Objectives:  People with Disabilities are seeking careers that will accommodate their disability, as well as their education, skills, and interests.  The Americans with Disabilities Act, created and signed into law by President Truman has been critical for their success and accommodations provided in the workplace.  WE – as Career Professionals – can make the difference in coaching and education jobseekers with disabilities, build their confidence, feature their strengths and education and help them navigate jobs that will be successful for their special needs.  The US government as a program called Schedule A Hiring for People with Disabilities. This is an important program to know about. The government does provide accommodations for people with disabilities in the workplace

Chapter 6: Providing Career Services to Multicultural Populations – Kathryn Troutman, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Objectives: Diversity, Equality, and Inclusion are important in the workplace now and in career services. In this webinar you will focus on your attitudes toward diverse populations; learn the importance of multicultural awareness for a services provider, and consider your own team and client base for cultural diversity. Are you a culturally – competent career services provider?

CLASS ACTIVITIES

Activity 1:   Leveraging Diversity:  Study the Office of Personnel Management’s Senior Executive Service ECQs – Executive Core Qualification Leadership Divisions.  You will see that LEADING PEOPLE includes DIVERSITY as one of the 28 competencies required in government leadership.

https://resume-place.com/federal-resumes/ecqs-and-leadership/ In small groups, discuss how your organization and/or office has leveraged diversity:

2 – Leading People

This core qualification involves the ability to lead people toward meeting the organization’s vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.

Conflict Management: Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner.

Leveraging Diversity: Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.

Developing Others: Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.

Team Building: Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals.

Chapter 7: The Role of Career Information – Janet Wall, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Where can you find quality information on careers, occupations, job openings, pay and companies/organizations. With technology that information is available in abundance. The trick is to identify which set of resources should be used when. In this class we will explore, and you will become familiar with, some of the top-rated career information resources for use with your clients.

Chapter 8: Job Seeking and Employability Skills – Kathryn Troutman, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Your clients want a job or to transition to a new one. In this class you will learn the characteristics of compelling LinkedIn Profile, how to analyze a job description, the latest recommendations for creating a resume that will get you that interview, what to expect during an interview, tips on salary negotiation, and the things to consider before accepting a job offer.

Chapter 9: Designing and Implementing Career Planning Services – Mark Danaher, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Objectives: You are hired as an Airman & Family Readiness Program Manager, Work, and Family Life Consultant, Program Manager – Training and Education, Career Readiness Consultant, Employment Readiness Employment Manager, Personal and Professional Development Advisor, Career Resource Specialist, Family Member Employment Assistance Program Manager or Career Counselor – and you walk in the door of your office and program … you look at the website or Facebook, what do you see?  You see a basic page or service member and family member entrance that doesn’t speak out what services you will provide.  What do you do first, second, and third to create employment and career services programs for your job-seeking client?  Most of your service members have NEVER looked for a job before in their life.  Most of your family members are discouraged about their job search and employability.  There is GREAT opportunity to create new programs to help the service members transition confidently and improve spouse and family members’ job search.

Chapter 10. Business Services and Employer Relations – Mark Danaher, Instructor
Facilitating Career Development, Student Manual, Revised 4th Edition

Objectives: Building Coalitions is one of the government’s Senior Executive Service Executive Core Qualifications.  Your position in an employment, career, and transition center will also depend on your ability to build coalitions with leadership in your organization, outside organizations, corporations, businesses, government agencies, non-profits, and volunteer organizations.   Who do you collaborate and partner with to achieve your employment and career services goals?  You do this in your work – every day!  Let’s define these activities and move them to the top of your list.   Office of Personnel Management’s definition is below…

5 – Building Coalitions

This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.

Partnering: Develops networks and builds alliances, collaborates across boundaries to build strategic relationships and achieve common goals.

Political Savvy: Identifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly.

Influencing/Negotiating: Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals.