By Sandra Lim
I had the opportunity to hear Gillian Johnston deliver a presentation entitled Honouring Boundaries at the OACDP 2001 Annual General Meeting. Using Gillian’s presentation as a framework, this article will highlight the insights I gained with respect to several different boundary issues including: professional, time, and information boundary issues.
By Malcolm Stewart, Ph. D.
In each decade since the 1950s, the average retirement age of Canadians has fallen. In 1994, the average age at first retirement was 60.4. By the mid-1990s the median age of retirement was about 61 for men and 58 for women – well below the ‘traditional’ retirement age of 65 (when pension benefits typically begin). Moreover, most retirees remain retired. In the mid-1990s only a small proportion — around 16 percent of men and 9 percent of women age 45 and over– returned to paid employment after formally retiring. However, the latest figures from Statistics Canada show a significant increase in employment among older Canadians, mirroring a trend that researchers have been tracking in the United States since the 1980s. In 2003, 11.5 percent of men and 4.1 percent of women age 65 and over – over a quarter million seniors — were engaged in paid employment, compared with 9.8 and 3.4 percent respectively in 1999. Why is this ‘up tick’ in labour force participation of older people occurring? Is it likely to continue and perhaps intensify? Are more and more of us likely to be working into our later years, as long as we are physically able to do so?
By Gisela Theurer and Roberta Neault
Jennifer works in an agency that provides employment services to individuals with disabilities1 . One of her colleagues, Margaret, has been struggling with her workload and the stress of the job, and is occasionally very abrupt and impatient with clients. Jennifer observes this behaviour, and tries to talk to Margaret, who brushes her off. Management of the agency appears tolerant of Margaret’s behaviour, as she is a long–term employee and her productivity appears satisfactory.
By Peter Cameron
Career counsellors, labour market analysts, employers and individual job seekers use the National Occupational Classification (NOC), the Career Handbook (CH) and Job Futures (JF) as a standardized way to of describing and understanding the world of work.
Paul Stevens approached us at Contact Point to provide feedback on the SUPER SERIES (Vol. 7 No. 1). Contact Point encourages all Bulletin readers to comment on the articles presented and submit their contributions. See back page for details.
By Paul Stevens
It is inevitable that, as time passes, researchers or practitioners in career and worklife counselling evolve new theories and models or refine those already well known. The Stevens’ Model of Career Development is one of them. I devised an early version of the model in 1981 and since that date, considerable refinements and extensions have been made.
OCEA Annual Conference, Ontario Co-operative Education Association – OCEA, Niagara Falls ON. April 25 – 27, 2004
Building Tommorow Today, Career Development Association of Alberta (CDAA), Edmonton AB. April 28 – 30, 2004
BC’s Annual Career Development Conference Connecting for Success; Linking Life, Work and Learning, Career Management Association of BC – CMABC, Vancouver BC. April 28 – May 1, 2004
2004 CARP (Canadian Association of Rehabilitation Professionals) National Conference, CARP British Columbia Society Victoria BC. May 13-14, 2004
2004 National CED Conference, Canadian Community Economic Development Network (CCEDNet) and Community Economic Development Technical Assistance Program (CEDTAP), Trois-Rivières QC. May 19 – 22, 2004
CCA (Canadian Counselling Association) National Conference 2004, Canadian Counselling Association – CCA, Winnipeg MB. May 26 – 28, 2004
Fields of Dreams – 2004 Annual ACCC Conference, Saskatchewan Indian Institute of Technologies and Saskatchewan Institute of Applied Science and Technology, Saskatoon SK. May 30 – June 1, 2004
The 10th Annual BCCCA Conference, BC Association of Career Colleges – BCCCA, Vancouver BC. June 4 – 5, 2004
65th Annual CPA Convention, Canadian Psychological Association – CPA and Association of Newfoundland Psychologists, St. John’s NF. June 10 – 12, 2004
CACUSS (Canadian Association of College and University Student Services) 2004 Conference, Canadian Association of College and University Student Services – CACUSS, Winnipeg MB. June 13 – 16, 2004
12 th Annual International Conference On Conflict Resolution: “Sharing Tools for Personal / Global Harmony”, CCommon Bond Institute and Harmony Institute, St. Petersburg, Russia. May 9 – 19, 2004
The 13th National Mentoring Conference, National Mentoring Network, Eccles, United Kingdom. May 13, 2004
ACP International Conference – “Intercontinental Career Crossroads: Celebrating 15 Years” , Association of Career Professionals International, Venice, Italy. May 13 – 16, 2004
3rd Annual Coaching Conference, Coachville, San Francisco, CA. US. June 3 – 5, 2004
ASCA (American School Counselor Association) Annual Conference: Renovate – Building Your Professional Net Worth, American School Counselor Association – ASCA, Reno, Nevada. US. June 27 – July 30, 2004
By Marc Verhoeve
The final stage in Donald Super’s career development matrix is the Decline Stage. By age, it is designated as “65 +”, and is characterized by two activities:
By Bruce Andor
The Center for Self-employment Excellence, a Canadian-based online resource center and volunteer organization, is sponsoring a new project aimed at helping people with disabilities better pursue self-employment as a viable career path.
By Susan Qadeer
In the Winter 2003-04 edition of the Contact Point Bulletin, Cathy Keates points out the conflicted feelings of networking among Career Practitioners. Networking is one of the current mantras for Employment Counsellors. This is the activity that encourages job seekers to cultivate contacts and use them for securing a job. Many jobs are now found through networking and are seldom advertised. Is this a good social practice? As a career counsellor, I also have some reservations about networking.
Coming to Your Senses: Soaring with Your Soul
By Sally M. Veillette
Hara Publishing Group, 2003
ISBN: 0974185418
Sally M. Veillette rediscovered her passion and reclaimed her life. In Coming to Your Senses: Soaring with Your Soul, she wants to help her readers do the same.
This is a book for exhausted over-achievers—folks who’ve realized that doing it all just isn’t working for them any more. Chronic Fatigue Syndrome (CFS) was the stimulus that started Sally on her life-changing journey. This book isn’t just for CFS sufferers, however. Sally’s hope is that the framework and activities she provides will facilitate “soaring” for all of us–leaving behind all that keeps us stuck and effortlessly living our lives to the fullest.
Sally identifies an eight step process for reconnecting with ourselves, beginning by reawakening our senses, then decluttering our chaotic, busy lives. Next, begins the “push-pull” of unravelling our potential, learning “to stay our light, bright, shining selves more hours of every day.” (p. 93). The final four steps involve pursuing our passions—less “doing” and more “being.” Sally reminds us that “we’re after one thing and one thing only: a life that’s completely, authentically, and wholeheartedly alive” (p. 124).
In an era where work-life balance is increasingly eluding us, this book is a welcome resource for overworked career practitioners and many of our clients.
Dr. Roberta Neault is a career development specialist and counsellor-educator. Her current projects include developing the online Career Management Professional Program and researching the challenges of attaining work-life balance. You can reach her at info@lifestrategies.ca.