Demonstrating the Value and Benefits of Career

Development Services to Social and Economic Growth

CDSWG Report: 2009

2

Outline

Background and importance of the projectHow the framework was developedThe Results: Model to demonstrate the Benefits of

Career DevelopmentThe CDS Theory of Change ModelFuture areas for research/studyImpact on Career Development

3

Background and Importance

Need to demonstrate the benefits of CDS; Priority issue for FLMM and the CDSWG

Policy makers require evidence Literature points to need for evaluationAn evaluation framework was necessary

4

How was this framework developed?

Review of relevant literatureJurisdictional review through interviews2 day consultation with CDSWG members and invited

CD expertsUsed a “contribution analysis” approachDrafted an evaluation framework “Theory of Change”

for CDS

5

Results

A model to Demonstrate the benefits for Career Development

Services

Via referrals, partners provide complementary

services/assistance Provision of CD Services to

targeted individuals

Clients with enhanced CD knowledge, skills, attitudes and

a work-life plan

Clients change practice and behaviour: take action

Employers supporting workplace

CD services

Clients get new or maintain/improve current

employment

Clients achieve steady work-life path employment

Employers’ businesses strengthened

Reduced social costs More competitiveness and higher productivity

Assumptions: better skilled and satisfied employees improve productivity

Clients with enhanced CD knowledge, skills, attitudes and

a work-life plan

Clients get new or maintain/improve current

employment

Clients achieve steady work-life path employment

more competitiveness and higher productivity

reduced social costs

Via referrals, partners provide complementary services/assistance

Clients change practice and behaviour: take action

Employers supporting workplace CD services

Assumptions: client is engaged; CD services are available and effective; additional knowledge/skills acquiredRisks: client drops out

Assumptions: client is motivated enough to take action; CD support availableRisks: peers or family not supportive

Assumptions: target audience is reached; access to services is affordable Risks: only small % reached

Provision of CD Services to targeted individuals

Assumptions: client follows work-life plan; CD provider follows throughRisks: work-life plan not realistic about opportunities; economic downturn; peers or family not supportive

Assumptions: work-life plan is sustainable

Assumptions: work-life stability results in less un- and under-employment, less worker turnover, maximum individual productivity, greater work force flexibility Assumptions: work-life stability

results in better health, less risk behaviours

Employers’ businesses strengthened

Assumptions: employers invest in planning with and enhancing their work forceRisks: few employers engaged

Assumptions: businesses with active CD efforts are more attractive to employees

Assumptions: workplace CD interventions especially beneficial

External Influencesｷ economic climateｷ peers and family

8

Summary of the “Theory of Change”

Through the provision of CDSIndividuals develop a realistic work-life plan and acquire

confidence and enhanced capabilities to manage their work-life plan,

As a result of acting on that vision, are better able to gain, create and maintain employment consistent with their work-life plan, self-managing career transitions. The result is less work-related stress, a more competitive

work force, with higher productivity and reduced social costs.

9

The Contribution Claim

Therefore,It is reasonable to conclude that the intervention is

making a difference—it is contributing to (influencing) the results desired

Model provides a basis to start documenting the validity of the theory and identify evidence needed

10

Future research areas based on identified risks and need

for more evidence

1. Intervention delivery

2. Intervention effectiveness

3. Longer-term effectiveness

4. Socio/economic research

11

Future steps

Literature review on each of the 4 areasLikely areas to focus on

Short term effectiveness of CDS longer term effectiveness

Building practitioners’ monitoring & evaluation capacityLongitudinal studies of CDS clients

12

Impact on Career Development

Demonstrating the value of CDS imperative in obtaining funding needed to continue and improve services in increasing fiscal pressures

First step in acquiring common understanding on the value of CDS

The model will help focus research on the key areas that lack evidence

The process of structuring the model and validating the theory will take time, but will lead to a clear demonstration of the benefits of CDS

13

Contact Information

Heather CollierDirectorPh. 780-427-3975Fax. 780-427-0354Email.Heather.collier@gov.ab.ca

Carol ForsterSenior Policy AnalystPh. 780-427-4741Fax. 780-427-0354Email. Carol.forster@gov.ab.ca

For full report and additional questions: Forum of Labour Market Ministers