Éthique et développement de carrière (en anglais)

Dernière mise à jour : octobre 2014

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EN SAVOIR PLUS

Les avantages économiques de l’orientation professionnelle (en anglais)

Dernière mise à jour : mai 2017

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EN SAVOIR PLUS

Intervention précoce en développement de carrière chez les enfants et les adolescents (en anglais)

Dernière mise à jour : janvier 2015

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EN SAVOIR PLUS

Diversité au travail (en anglais)

Dernière mise à jour : avril 2017

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EN SAVOIR PLUS

Responsabilité sociale des entreprises (en anglais)

Dernière mise à jour : septembre 2017

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EN SAVOIR PLUS

Accompagnement en gestion et transition de carrière et développement de carrière (en anglais)

Dernière mise à jour : mai 2019

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Théories de l’orientation professionnelle et modèles de gestion de carrière (en anglais)

Dernière mise à jour : mars 2017

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Rapport annuel 2020

Rapport annuel 2020

Se surpasser, se soutenir et s’efforcer

Fred Cattroll-8

Message de la direction

André Raymond
président du conseil

Riz Ibrahim
directeur général d’administration

Lorsque nous présentons ce rapport annuel à l’occasion de la 16e année d’activité du CERIC, nous pouvons certainement affirmer que 2020 était une année sans précédent. Nous avons entamé l’année avec une participation record au Congrès canadien en développement de carrière Cannexus, tenu à Ottawa en janvier. L’ambiance était euphorique. Tandis que nous célébrions et franchissions cette étape marquante, une nouvelle réalité s’est installée. À la mi-mars, tout le personnel travaillait à domicile. Nos multiples intervenants à l’échelle du pays vivaient la même chose.

Au fur et à mesure qu’une crise sanitaire se répandait dans tout le pays, et partout dans le monde, nous avons remarqué des pressions systémiques et avons réagi en conséquence. Le CERIC percevait son rôle dans le soutien du développement de carrière et des personnes qui y travaillent comme un point d’ancrage stable. Les besoins étaient en train de changer. Nous devions mieux comprendre les façons dont ces besoins évoluaient ainsi que les lacunes et les réactions qui émergeaient. Nous avons procédé à des sondages éclair périodiques pour mieux cerner la situation sur le terrain et en avons diffusé les résultats à vaste échelle. Axés sur la reprise des activités, nos sondages avaient pour but de nous aider à comprendre les besoins des professionnels du développement de carrière après la pandémie, dans un avenir plus ou moins lointain. Les résultats du sondage ont éclairé nos mesures au départ et tout au long de l’année. De plus, ils ont aidé nos intervenants à connaître le contexte en dehors de leur région. Nous avons offert des webinaires gratuits sur des sujets d’actualité, comme le passage en ligne de services d’orientation professionnelle et d’emploi, la gestion du bien-être mental et émotionnel chez les clients et les professionnels, et la structuration d’une année sabbatique pour les diplômés de niveau secondaire. L’acquisition de compétences est assurément importante, mais cette année nous a montré le caractère crucial de certaines compétences et connaissances ainsi que d’une attention particulière accordée à la santé et au bien-être des intervenants. Des conférenciers experts du domaine du développement de carrière ont répondu présents, nous permettant de proposer gratuitement un soutien à l’apprentissage varié. Le CERIC et ses intervenants en étaient reconnaissants.

Par moments, l’année nous a conduits hors des sentiers battus. Le manque de liens avec nos intervenants, qui étaient habituellement assurés par notre horaire bien rempli de tournées dans tout le Canada, était compensé par d’autres points de contact, comme les sondages, les webinaires, les plateformes de contenu sur les sites OrientAction et CareerWise ou le magazine Careering. Nous avons pu étendre notre portée sur le plan international et établir des relations avec des organismes comme l’AIOSP et l’APCDA. La pandémie nous a également obligés à réinventer le congrès Cannexus comme un événement virtuel. Compte tenu des incertitudes économiques grandissantes, nous avons offert des tarifs attrayants et encouragé davantage la participation de groupes et d’étudiants. De plus, nous avons pu tirer parti de nos nouveaux partenariats internationaux pour offrir une série de séances axées sur le contexte mondial, lors du congrès.

À l’interne, nous avons pris le temps de parfaire notre nouveau plan stratégique en 2020. Au début de l’année, nous avons revu notre vision et notre mission, et confirmé deux mandats qui orienteraient notre travail au cours des prochaines années. Il s’agit de promouvoir le développement de carrière à titre d’intérêt public et de faire évoluer les connaissances, les mentalités et les compétences en matière de développement de carrière. Nous avons vite compris que ce mandat double était plus important que jamais. C’est pourquoi nous avons choisi « Développement de carrière : un domaine d’intérêt public » comme thème de notre tout premier congrès Cannexus virtuel. Nous espérions briser l’isolement dans nos communautés et notre travail, offrir un perfectionnement des compétences constant et opportun, et participer à des conversations novatrices et orientées vers l’avenir qui nous aideraient à repenser le développement de carrière dans cette nouvelle réalité que nous vivions.

À la fin de l’année, les mots nous manquaient pour décrire l’engagement et la résilience des membres de notre personnel. Ils se sont montrés à la hauteur pour répondre aux besoins des professionnels du développement de carrière dans tout le Canada. Nous tenons à remercier en particulier les bénévoles du conseil d’administration et des comités du CERIC qui nous ont aidés à défricher ces territoires inexplorés. Enfin, nos remerciements s’adressent aussi à Bruce Lawson et à The Counselling Foundation of Canada pour leur soutien inébranlable, surtout en cette période où nous en avions tellement besoin.

Le CERIC est un organisme caritatif national voué à la progression de l’éducation et de la recherche en matière d’orientation professionnelle et de développement de carrière dans le but d’accroître le bien-être économique et social des Canadiennes et des Canadiens.

Coup d’œil sur notre impact en 2020

59283
téléchargements de ressources
1258
inscriptions au Congrès Cannexus20
19887
participants aux webinaires
1146
réponses au premier sondage éclair sur la reprise des activités du CERIC
37
organisations collaboratives
39
membres du Programme de mobilisation des étudiants aux cycles supérieurs
388745
consultations uniques des sites Web du CERIC
25163
abonnés aux médias sociaux
18355
abonnés aux publications du CERIC

Points saillants

Promotion du développement de carrière à titre de priorité d’intérêt public

Le CERIC s’engage à collaborer avec des intervenants dans tout le réseau du développement de carrière pour faire avancer les efforts visant à montrer la valeur sociale et économique ainsi que l’intérêt public du développement de carrière. Il s’agit notamment de collaborer avec des employeurs, des décideurs gouvernementaux et des éducateurs afin de promouvoir la littératie professionnelle des Canadiens.

Mener des recherches et des activités qui montrent la valeur du développement de carrière

Considérer l’effet du développement de carrière sur la santé mentale

L’année dernière, le CERIC a publié un livre qui fait valoir que le développement de carrière constitue une intervention en santé mentale. Écrit par Dave Redekopp et Michael Huston, le livre Strengthening Mental Health Through Effective Career Development: A Practitioner’s Guide (en anglais seulement) explore comment les intervenants en développement de carrière font bien plus qu’aider les gens à se préparer à un emploi et à parcourir leurs avenues professionnelles : ils changent la vie des gens en améliorant leur santé mentale et leur bien-être global. Ce livre, qu’on peut acheter, ou encore, télécharger gratuitement, s’appuie sur un projet de recherche financé par le CERIC avec les partenaires internationaux Life-RoleDevelopment Group Ltd., l’Université Simon Fraser et l’Australian Centre for Career Education. Dans la foulée du mouvement de santé mentale mondial, qui est devenu d’autant plus urgent en raison de la pandémie, le guide aide les professionnels du développement de carrière à considérer, à améliorer et à évaluer l’incidence de la santé mentale sur leurs services, en plus de communiquer cette incidence aux intervenants, y compris aux décideurs. 

Le CERIC publiera un guide pour soutenir la gestion de carrière dans le secteur public

Une main-d’œuvre qualifiée, inclusive, agile et outillée est essentielle pour les employeurs du secteur public au Canada. Pour contribuer à combler ce besoin, le CERIC a annoncé qu’il rédigerait un guide destiné aux gestionnaires de tous les niveaux gouvernementaux qui souhaitent mettre en œuvre de meilleures approches de la gestion de la carrière dans leurs équipes. Ce guide traitera de l’engagement et de la fidélisation des employés dans le monde du travail en mutation, notamment des façons dont les approches du développement de carrière peuvent aider à surmonter les obstacles systémiques. Le guide, à publier au printemps 2021, souligne également les liens entre le travail des décideurs et l’importance du développement de carrière pour les citoyens. Intitulé Fidéliser et mobiliser : la gestion de carrière dans le secteur public, ce guide est rédigé par Lisa Taylor, présidente de Challenge Factory et l’une des plus grandes expertes au Canada en matière de milieu de travail et de tendances à venir sur le marché du travail. Il tire parti des deux publications précédentes de la série, axées sur les petites entreprises et les organismes à but non lucratif.

Nouvelle étude démontrant que l’éducation au choix de carrière influe sur le cheminement des étudiants du secondaire

Le CERIC a financé une étude qui a révélé que l’éducation au choix de carrière au secondaire influe sur le cheminement et le choix de carrière des étudiants. Selon la recherche réalisée par la Société de recherche sociale appliquée (SRSA), les interventions en développement de carrière aidaient tout particulièrement les étudiants à faible revenu à préciser leur plan de carrière. Ce projet de recherche sur le rôle de l’éducation au choix de carrière dans le choix de programme des étudiants au secondaire et leurs résultats postsecondaires visait à mieux comprendre le moment, l’endroit et la démarche que choisissent les jeunes pour établir leurs objectifs professionnels. Le rapport de ce projet de recherche apporte de nouveaux éléments probants qui reposent sur des données propres au Canada pour appuyer les décisions prises par les décideurs et les intervenants sur a) la façon et le moment d’intervenir pour aider les jeunes dans leur choix de carrière, et b) les personnes pour lesquelles le soutien est utile, mais actuellement déficient.

Amplifier la valeur de la littératie professionnelle et d’un état d’esprit favorable au développement de carrière chez les Canadiens

Le développement de carrière est un superpouvoir qui s’avère plus nécessaire que jamais

Le numéro au thème des superpouvoirs des intervenants en développement de carrière du magazine Careering du CERIC présentait les différentes façons dont les professionnels du développement de carrière aident les clients et les étudiants à devenir les héros de leur propre cheminement professionnel. Ce numéro explorait l’importance du développement de carrière en période mouvementée avec des conseils sur les façons de surmonter les obstacles à la réussite professionnelle, y compris la discrimination. Les compétences et les outils décrits dans ce numéro font partie de ceux que tout le monde peut utiliser ou développer. Qu’il s’agisse de comprendre nos forces, de développer une agilité pour réagir aux nouvelles occasions ou de garder l’espoir d’un avenir meilleur, ces superpouvoirs en développement de carrière nous aident à gérer les transitions difficiles. Le numéro sur les superpouvoirs comportait également une entrevue avec l’astronaute canadien David Saint-Jacques. Au cours de la dernière année, d’autres numéros du magazine Careering, auquel il est possible de s’abonner gratuitement, se sont penchés sur le développement de la main-d’œuvre rurale ainsi que sur le professionnalisme et l’éthique dans le domaine du développement de carrière.  

Les Canadiens regrettent souvent leur choix de carrière : un sondage national du CERIC

Selon un sondage national mené par le CERIC auprès de plus de 1 300 spécialistes de l’orientation professionnelle, plus de 7 Canadiens sur 10 qui consultent un conseiller d’orientation ou un accompagnateur en gestion et transition de carrière affirment qu’ils souhaiteraient avoir pris des décisions de carrière différentes plus tôt dans leur vie. Les résultats ont été dévoilés lors de Cannexus, le plus important congrès en développement de carrière au Canada, qui s’est déroulé en janvier 2020. Les spécialistes en développement de carrière ont signalé que les étudiants et adultes qu’ils conseillent retourneraient dans le temps pour changer leur choix de carrière s’ils le pouvaient. Les résultats révèlent la nécessité pour les Canadiens de posséder de meilleures compétences en développement de carrière, dès leur jeune âge et tout au long de leur vie. De plus, les résultats du sondage soulignent que les Canadiens de tous les âges doivent savoir qu’il existe des professionnels vers lesquels ils peuvent se tourner pour obtenir du soutien en matière de carrière. Les médias ayant manifesté un grand intérêt à l’égard du sondage, le CERIC a participé à des entrevues avec The Globe and Mail, CBC et BNN Bloomberg. 

 Faits saillants du sondage : 

  • 71,7 % disent « Je souhaiterais avoir mieux compris qui je suis et avoir choisi une carrière qui correspond à mes valeurs ». 
  • 66,5 % disent « J’aurais souhaité ne pas subir de pression dans mon choix de carrière afin d’éviter de suivre un parcours qui ne correspond pas à mes aspirations. » 
  • 61 % disent « J’aurais dû éviter de jouer la carte de la sécurité et de laisser la peur orienter mes choix de carrière ». 
  • 58,8 % disent « J’aurais dû éviter de me limiter si tôt dans mes options, afin de pouvoir explorer d’autres carrières. »

Interagir avec des intervenants dans le réseau du développement de carrière au sens large

Le CERIC travaille en collaboration avec un éventail d’intervenants qui jouent un rôle dans la promotion du développement de carrière dans l’intérêt public. Au cours de l’année 2020, nous avons interagi avec de nombreuses organisations qui partagent nos objectifs en matière de défense des intérêts, de changement de systèmes et d’apprentissage mixte. Voici quelques exemples de nos projets collaboratifs : 

Le CERIC a cherché à approfondir son engagement auprès des organisations francophones au cours de l’année. De nombreuses collaborations se sont instaurées dans le cadre des webinaires portant sur le développement de carrière et du congrès Cannexus avec l’Ordre des conseillers et conseillères d’orientation du Québec (OCCOQ), le Réseau canadien des entreprises d’entraînement (RCEE), le Réseau des carrefours jeunesse-emploi du Québec (RJCEQ), le Réseau de développement économique et d’employabilité (RDÉE), la Société Économique de l’Ontario (SÉO) et l’Association québécoise des professionnels du développement de carrière (AQPDDC). 

Le CERIC s’est également montré très actif sur la scène internationale. Notre livre Application pratique de la théorie et des modèles de développement de carrière sera bientôt traduit en japonais, en estonien et en letton. De plus, le passage au mode virtuel de notre congrès Cannexus nous a permis de faire appel à deux nouvelles organisations collaboratives internationales : l’Association internationale d’orientation scolaire et professionnelle (AIOSP) et l’Asia-Pacific Career Development Association (APCDA). Notre projet sur le développement de carrière et la santé mentale nous a amené un nouveau partenaire : l’Australian Centre Career Education. En outre, nous avons poursuivi notre collaboration avec la National Career Development Association aux États-Unis, dans le cadre d’un numéro annuel conjoint du magazine Careering du CERIC.

Faire évoluer les connaissances, les mentalités et les compétences en développement de carrière

Le travail du CERIC est profondément ancré dans la recherche sur le développement de carrière, l’apprentissage et un rôle de centre névralgique dans la communauté. Par le perfectionnement professionnel continu, nous mettons l’accent sur l’expertise et les compétences grandissantes des professionnels du développement de carrière ainsi que des enseignants des écoles primaires et secondaires. Le renforcement d’états d’esprit favorables au développement de carrière et l’interaction avec des réseaux qui peuvent avoir une incidence sur cet aspect constituent de nouveaux champs d’action pour nous. 

Mobiliser les connaissances et élaborer des formations et des ressources pour soutenir les professionnels du développement de carrière

Étendre l’application pratique des théories et des modèles de développement de carrière

Au cours de la dernière année, le livre publié par le CERIC intitulé Career Theories and Models at Work: Ideas for Practice (Application pratique de la théorie et des modèles de développement de carrière) a gagné en popularité au Canada comme à l’étranger, suscitant l’intérêt de professeurs, de chercheurs et de professionnels du développement de carrière dans le monde entier. Ce livre, qui a été dirigé par Nancy Arthur (Université d’Australie-Méridionale), Roberta Borgen (Neault) (Life Strategies) et Mary McMahon (Université du Queensland), propose 43 théories et modèles de développement de carrière essentiels et émergents. Un projet de traduction en français de ce livre, financé par le CERIC, est en cours. Louis Cournoyer (Université du Québec à Montréal) coordonne la traduction, avec Patricia Dionne (Université de Sherbrooke) et Simon Viviers (Université Laval) ainsi qu’une équipe internationale de réviseurs universitaires. La publication de l’édition française est prévue au printemps 2021, dans toute la francophonie.  

Webinaires gratuits tenus en 2020 avec des collaborateurs du livre : 

  • Comprendre la transition de carrière par la théorie de l’adaptation au travail (Making Sense of Career Transitions Through the Theory of Work Adjustment, en anglais), Jon Woodend, Université James Cook, Australie  
  • Une conception de l’orientation professionnelle centrée sur l’action décisionnelle adaptative, Louis Cournoyer, Université du Québec à Montréal, Canada  
  • Santé psychologique au travail : l’importance de prendre soin de son travail, de défendre son métier, Simon Viviers, Université Laval, Canada  
  • La théorie de la psychologie du travail : une approche transformative du travail et de la carrière (Psychology of Working Theory: A Transformative Approach to Work and Career, en anglais), David L. Blustein, Boston College, États-Unis
La seule revue canadienne de développement de carrière évaluée par des pairs élargit les connaissances

La Revue canadienne de développement de carrière est issue d’un partenariat entre le CERIC et l’Université Memorial de Terre-Neuve. Il s’agit de la seule publication canadienne évaluée par les pairs sur la recherche universitaire multisectorielle liée à la carrière et sur les pratiques exemplaires au Canada et partout dans le monde. En 2020, deux numéros de la revue en libre accès ont été publiés. Les anciens numéros depuis 2002 demeurent accessibles gratuitement en ligne.  

Au nombre des articles : 

  • L’intégration des entrevues d’information dans le programme d’études postsecondaires 
  • Incidence d’une personnalité proactive sur l’adaptabilité à la carrière et sur les intentions d’expatriation
  • Comment les professionnels du développement de carrière dans les agences de placement à but non lucratif de l’Ontario trouvent-ils l’inspiration pour demeurer foncièrement motivés?
  • Faire progresser les travailleurs âgés : motivation, adaptabilité et engagement continu à l’égard de la carrière
  • À la rencontre de l’indécision vocationnelle et de l’épuisement professionnel : la flexibilité psychologique comme levier d’intervention  

Grâce à une subvention du Conseil de recherches en sciences humaines du Canada (CRSH), un nouveau site Web et un système de gestion des soumissions sont en cours de développement. Le lancement est prévu en 2021. 

Les nouveaux webinaires gratuits traitent des défis liés à la pandémie et suscitent une croissance exponentielle de la participation

Lorsque la COVID-19 a changé nos façons de travailler, le CERIC a immédiatement pris des mesures pour offrir des webinaires gratuits avec des conférenciers experts sur des sujets d’actualité. Nous avons ainsi voulu reconnaître les divers défis que les professionnels du développement de carrière ont dû relever, notamment la diminution de budgets consacrés au perfectionnement professionnel. La première série de webinaires gratuits (en anglais) portait sur les façons de s’épanouir dans le chaos (Thriving Through Chaos). D’autres ont suivi (également en anglais) : Remote Career Services in Unprecedented Times (les services d’orientation professionnelle à distance dans une période sans précédent), Going Remote with Experiential and Work-Integrated Learning (le passage au mode à distance de l’apprentissage par l’expérience et en milieu de travail); Gap Years as an Answer to Education Disruption (les années sabbatiques en réponse aux perturbations en éducation) et Job Search and Career Exploration During COVID-19 for Newcomers (la recherche d’emploi et l’exploration de carrière durant la pandémie de COVID-19 pour les nouveaux arrivants).  

Avant cette transition, le CERIC a offert une série de webinaires (payants, en anglais) bien accueillie intitulée « Effectively Supporting Clients Living on the Autism Spectrum » (comment offrir un soutien efficace aux clients qui présentent des troubles du spectre de l’autisme) avec un nouveau partenaire, l’Association canadienne de soutien à l’emploi (ACSE). En automne, le CERIC a proposé de nouveaux webinaires payants, avec des partenaires nouveaux et actuels : Les professionnels de carrière du Canada, la Vocational Rehabilitation Association of Canada, l’Ordre des conseillers et conseillères d’orientation du Québec, la British Columbia Career Development Association et l’Association of Service Providers for Employability and Career Training (ASPECT). De plus, au cours de la dernière année, le CERIC a organisé sa toute première série de webinaires commandités, avec l’Association des conseillers en orientation de l’Ontario (ACOSO), qui portait sur le rôle des conseillers scolaires pour soutenir la réussite des élèves noirs.

Les listes de documents se concentrent sur la communauté LGBTQ, les introvertis, la réflexion conceptuelle et les carrières durant la pandémie de COVID-19

Les recherches bibliographiques, qui répertorient de manière exhaustive les principaux travaux de recherche et articles en développement de carrière, font ressortir les points essentiels des connaissances actuelles. En 2020, le CERIC a publié quatre nouvelles recherches bibliographiques. Désormais, un total de 60 listes est à la disposition du public.  

Voici les derniers ajouts : 

  • Développement de carrière dans la communauté LGBTQ 
  • Réflexion conceptuelle pour le développement de carrière 
  • Introvertis et développement de carrière 
  • Développement de carrière durant la pandémie de COVID-19 et au-delà

Favoriser une communauté intersectorielle de professionnels qui s’intéressent au développement de carrière

Passage au mode virtuel du Congrès Cannexus21 après une participation record au Congrès Cannexus20

Un nombre record de délégués de tout le pays et du monde entier s’est réuni à Ottawa, du 27 au 29 janvier 2020, à l’occasion de Cannexus, le Congrès canadien en développement de carrière, pour s’informer et discuter d’enjeux qui façonnent le travail et le bien-être au Canada. Le Congrès a accueilli trois extraordinaires conférenciers d’honneur : Zita Cobb a parlé de son travail inspirant pour raviver l’île Fogo à Terre-Neuve-et-Labrador, transmettant des leçons de préservation des petites communautés du Canada rural; le chercheur du Royaume-Uni TristramHooley a livré un puissant plaidoyer expliquant pourquoi les politiciens devraient s’intéresser au développement de carrière et a présenté les preuves de son impact social et économique; et Natan Obed, président d’Inuit TapiriitKanatami, a discuté de l’amélioration de la vie des 65 000 Inuits du Canada. Une programmation spécialisée proposait également une séance Développement de la main-d’œuvre en vedette, un Café du monde portant sur l’emploi des jeunes, l’exercice avec couverture KAIROS qui se penchait sur l’histoire des Autochtones du Canada et des zones mettant en vedette des organismes qui œuvrent en santé mentale, en entrepreneuriat social et en réconciliation.

Plus de 1 200 délégués 
Plus de 150 séances de formation 
45 exposants
37 organisations collaboratives 
95,9 % des délégués ont qualifié le Congrès de bon à excellent

« J’ai obtenu de précieux conseils et renseignements, des outils et des ressources pour mon propre perfectionnement professionnel, tout comme pour celui de mes clients. Les occasions de réseautage sont inestimables. Les rencontres en personne sont l’un des plus grands avantages de la conférence. »
— Ginette Comeau-Roy, Chef, Formation et perfectionnement des compétences, Spark Employment Services

Lorsque le CERIC a tourné son attention vers la planification du Congrès Cannexus21, il a vite décidé de l’organiser en mode virtuel. Compte tenu de la situation sans précédent, le format virtuel nous permettrait de faire face à l’incertitude tout en continuant d’offrir une occasion aux communautés spécialisées en développement de carrière du Canada de se réunir, d’échanger et d’apprendre. Le Congrès se déroulerait sur quatre jours, soit les 25 et 27 février et les 1er et 3 mars 2021, et les séances enregistrées resteraient accessibles pendant un an. L’édition de 2021 ayant pour thème le développement de carrière pour le bien public a été conçue dans l’objectif de repenser le rôle du développement de carrière et son incidence sur l’éducation, l’économie et la justice sociale. La programmation devait comprendre une série de séances sur la reprise après la pandémie et une série « Autour du monde » avec des conférenciers internationaux ainsi que des occasions novatrices de réseautage virtuel. De plus, en raison des contraintes financières liées à la situation actuelle, le CERIC a instauré un « tarif de reconnaissance » très réduit pour exprimer sa reconnaissance envers les professionnels du développement de carrière canadiens pendant cette période chaotique.

Ressources opportunes offertes sur les sites CareerWise et OrientAction pour composer avec la pandémie de COVID-19

Les populaires communautés bilingues du CERIC, CareerWise (en anglais) et OrientAction (en français, en partenariat avec la GRICS) ont réagi à la pandémie en aidant les professionnels du développement de carrière canadiens à composer avec la réalité en constante évolution en pleine pandémie de COVID-19. Une liste de ressources opportunes compilées sur les deux sites en quelques jours après le premier confinement comprenait des conseils cruciaux sur la recherche d’emploi, la santé mentale et le télétravail dans cette nouvelle réalité. Tout au long de l’année, ces sites, qui ont pour mandat d’aider les professionnels du développement de carrière à l’échelle canadienne à se tenir au courant des actualités et des tendances les plus importantes, ont continué de servir de forum où les membres de cette communauté pouvaient parler de leurs expériences et permettre à leurs pairs de tirer des leçons de sujets comme la gestion de l’incidence inégale de la pandémie sur les groupes marginalisés et le maintien de l’engagement à l’égard de la carrière malgré un stress chronique. 
 
CareerWise a également produit sa première série de vidéos qui présentaient des entrevues avec Jim Stanford (emplois décents après la pandémie de COVID-19), Trina Maher (engagement des communautés autochtones) et Ed Hidalgo (intégration du développement de carrière dans les premières années d’études).

Sondage éclair du CERIC sur la reprise des activités : la résilience et l’innovation dans les services d’orientation professionnelle

Malgré les vastes défis soulevés par la pandémie mondiale actuelle, les spécialistes de l’orientation professionnelle et de l’emploi canadiens affichent une résilience et une capacité d’innovation remarquables alors qu’ils réinventent leurs façons de travailler. En tirant parti des technologies, 89 % des répondants indiquent qu’ils assurent la prestation de programmes et de services à distance, et mettent en œuvre de nouvelles approches pour combler les besoins de leurs étudiants, clients et employeurs. Ces résultats proviennent du premier sondage éclair du CERIC sur la reprise des activités, qui a été mené auprès de 1 146 professionnels du développement de carrière en juin et qui a recueilli de l’information sur l’effet de la pandémie de COVID-19 sur les services d’orientation professionnelle dans tout le pays. Ce sondage avait pour but de recueillir de l’information vitale sur l’évolution du secteur du développement de carrière au Canada pendant la reprise. Il a été réalisé de nouveau en septembre et en novembre pour suivre les changements dans le temps. Les résultats contribuent à une compréhension, dans le secteur, des façons dont les services d’orientation professionnelle sont repensés et dont les professionnels du développement de carrière peuvent les « reconstruire en mieux », ensemble.

Voici quelques commentaires de répondants concernant la transformation des services d’orientation professionnelle :

« C’est une occasion pour les clients de prendre le temps de faire des recherches et de planifier un changement de carrière ou de déterminer un cheminement de carrière. » 

« Dans le but de comprendre en quoi consiste la “nouvelle normalité”, j’ai dû faire preuve de plus de créativité, d’empathie et d’ouverture d’esprit dans mes approches concernant tous les aspects de mon travail. » 

« Offrir plus de services à distance à l’avenir, en élargissant notre territoire géographique et en étant plus accessibles aux personnes aux prises avec des défis liés aux déplacements, à la mobilité ou au soin des enfants. » 

Assurer l’avancement d’un réservoir de futurs dirigeants et la croissance des capacités dans le secteur

Bourse Marilyn Van Norman instaurée pour soutenir les professionnels communautaires

The Counselling Foundation of Canada, qui a fondé le CERIC, a créé la bourse Marilyn Van Norman pour aider les professionnels en développement de carrière et en emploi communautaires à participer au Congrès Cannexus chaque année. La bourse est attribuée en reconnaissance de Mme Van Norman, directrice des initiatives de recherche du CERIC qui a récemment pris sa retraite et est l’une des membres fondatrices de son conseil d’administration. Reconnue comme collaboratrice, visionnaire et agente de liaison, elle est largement respectée pour le rôle de chef de file qu’elle a joué pendant plus de 40 ans dans le domaine du développement de carrière, forte d’une expertise particulière en gestion de centres de carrières et de services aux étudiants.

Mobiliser la prochaine génération de chercheurs en développement de carrière

CERIC entend soutenir les étudiants canadiens à la maîtrise et au doctorat qui poursuivent des études universitaires à temps plein en développement de carrière ou dans un secteur connexe par l’entremise de son Programme de mobilisation des étudiants aux cycles supérieurs. Le Programme a célébré son 10e anniversaire en 2020. Le CERIC a invité 39 étudiants à participer au Programme et a présenté le Prix des cycles supérieurs (une entrée gratuite au Congrès Cannexus21 et 1 000 $ pour y participer et y présenter une affiche) aux personnes suivantes :  

  • Roxy Merkand, doctorante en psychologie industrielle et organisationnelle, Université de Waterloo 
  • Gabrielle Beaupré, doctorante en éducation, Université du Québec à Montréal 
  • Janet Payne, doctorante en éducation, Université de l’Île-du-Prince-Édouard
  • Walaa Taha, candidate à la maîtrise, psychologie de l’éducation, Université de Calgary

Norman Amundson, professeur émérite de l’Université de la Colombie-Britannique, a animé un petit-déjeuner réservé aux participants du Programme de mobilisation des étudiants aux cycles supérieurs au Congrès Cannexus20, et un programme virtuel était prévu pour eux au Congrès Cannexus21. 

Favoriser la recherche universitaire et communautaire qui améliore les pratiques en développement de carrière

Publication d’un nouveau guide sur les carrières émergentes en informatique

Face à la forte demande en diplômés en informatique au Canada et au paysage technologique en pleine transformation, le CERIC a publié une version mise à jour de son guide des carrières en informatique. Rédigée par Randy Connolly, Janet Miller et Faith-Michael Uzoka de l’Université Mount Royal, la deuxième édition du guide intitulé Disciplines informatiques : guide rapide à l’intention des étudiants et des conseillers en orientation fournit les plus récents renseignements sur les types de carrières en informatique, y compris les nouvelles spécialisations comme la bioinformatique, le développement de jeux et la cybersécurité. Offert gratuitement en téléchargement, le guide vise à aider les futurs étudiants, les parents, conseillers pédagogiques et conseillers d’orientation à naviguer dans le labyrinthe de disciplines informatiques et d’options d’études postsecondaires. Il s’inspire des conclusions d’un projet de recherche international financé par le CERIC qui a sondé des milliers d’étudiants et de membres du corps professoral du Canada, des États-Unis et d’Afrique.

Demande de propositions sur la valeur du développement de carrière dans un cadre d’apprentissage par l’expérience

La nécessité de trouver une approche efficace pour combler l’écart existant entre l’école et le monde du travail a suscité de l’intérêt envers l’apprentissage par l’expérience. Par contre, étant donné la récente multiplication d’occasions d’apprentissage par l’expérience proposées à tous les niveaux d’instruction ainsi qu’à l’extérieur du cadre formel du système d’éducation, il est difficile de comprendre comment les programmes lient l’expérience aux compétences en gestion de carrière, tout particulièrement en ce qui concerne l’expérience directe accompagnée d’une réflexion ciblée. Le CERIC a émis une demande de propositions sur les liens entre l’apprentissage par l’expérience et le développement de carrière. Plus particulièrement, l’objectif du CERIC dans ce projet est de mettre en place une ressource facilement accessible qui soutient la création d’une pratique réflexive, dans un but de développement de carrière, qui peut être intégrée à un programme d’apprentissage par l’expérience et appliquée par les apprenants, les éducateurs et les employeurs.  

Étude visant à examiner le rôle des enseignants dans l’acquisition de compétences en développement de carrière chez les enfants

Le CERIC a annoncé l’attribution de son projet Le développement de carrière chez les enfants : déterminer les conditions et les stratégies essentielles à la réussite à une équipe internationale de chercheurs universitaires dirigée par Lorraine Godden, Ironwood Consulting et Université Carleton; Nicki Moore, Université de Derby; ainsi que Heather Nesbitt et Stefan Merchant, Université Queen’s. Ce projet examinera le lien entre les aptitudes essentielles, introduites et élaborées par les enseignants, et l’apprentissage en matière de carrière de la quatrième à la sixième année. Les enseignants représentent la pierre angulaire en organisant diverses activités d’apprentissage et de jeu qui favorisent les aptitudes essentielles (p. ex., compétences sociales et affectives, confiance en soi, empathie, travail d’équipe, pensée critique, conscience de soi), mais qui ne sont généralement pas entreprises sous l’optique du développement de carrière. C’est le point de départ de l’étude. En l’absence d’intégration formelle de ces concepts de carrière aux programmes d’études, ce projet de recherche déterminera les options offertes dans le cadre du système éducatif pour veiller à ce que les enfants assimilent les outils dont ils ont besoin pour évoluer dans un monde du travail impossible à imaginer pour l’instant.

Déclarations financières

État des résultats 

Exercice clos le 31 décembre 2020 

20202019
Produits des activités
Subventions – fondation966 478 $909 600 $
Congrès765 542685 535
Ventes et autres156 948115 185
Subventions – partenariats146 48227 873
Subventions – exécution des programmes140 750140 750
Autres subventions10 00034 191
2 186 2001 913 134
Dépenses
Salaires, avantages sociaux et main-d’œuvre contractuelle801 957 764 532
Congrès687 842 510 709
Subventions – partenariats190 280 125 177
Subventions – exécution des programmes140 750140 750
Services achetés120 556 150 009
Frais d’occupation79 912 79 404
Frais de bureau et frais généraux55 458 59 674
Honoraires 31 800 27 902
Publicité et promotion24 61643 780
Télécommunications12 11812 628
Divers11 530 14 538
Intérêts et frais bancaires8 547 8 105
Assurances 5 307 4 825
Voyages 4 931 47 118
Amortissement 4 629 4 851
Réunions 2 231 6 483
Fournitures 1 6984 984
2 184 1622 005 469
Excédent des produits sur les dépenses (dépenses sur les produits)2 038 $(92 335) $

Remerciements

Les réalisations présentées dans ce rapport annuel ont été rendues possibles grâce au soutien de nombreuses personnes qui partagent l’engagement du CERIC à faire avancer le domaine du développement de carrière au Canada. 

Nous remercions sincèrement notre conseil d’administration, qui a su diriger sans relâche notre changement de cap selon le nouveau plan stratégique; nos trois conseils consultatifs, qui ont guidé nos initiatives recherche, d’apprentissage et de défense des intérêts; les membres du personnel du CERIC, qui se sont montrés à la hauteur au quotidien pendant cette année difficile afin de concrétiser notre vision, et enfin, notre fondateur, The Counselling Foundation, pour son soutien inébranlable qui nous a permis de faire avancer notre projet d’un avenir plus gratifiant pour tous les Canadiens. 

Nous tenons également à remercier nos nombreux partenaires dans le cadre de divers projets, nos organisations collaboratives, nos commanditaires et les exposants de notre Congrès Cannexus, nos champions des connaissances, nos partenaires des webinaires et les collaborateurs qui se sont joints à nous au cours de la dernière année.

Conseil d’administration

André Raymond (président)
Directeur, Service de placement
Université Laval, Québec

Cynthia Martiny
Professeure au Département d’éducation et pédagogie
Université du Québec à Montréal, Québec

Candy Ho (vice-présidente) 
Études pédagogiques 
Université polytechnique Kwantlen,  
Colombie-Britannique 

Rosie Parnass
Guide et consultante en ressources humaines, Ontario

Cathy Keates (secrétaire-trésorière)
Directrice, Services d’orientation professionnelle et de l’apprentissage par l’expérience
Université Queen’s, Ontario

Rob Shea
Vice-président associé, Affaires académiques
Université Memorial, Terre-Neuve-et-Labrador

John Horn (ancien président)
Directeur, Acquisition de talents et apprentissage
Vancity Credit Union, Colombie-Britannique

Lisa Taylor
Présidente
Challenge Factory, Ontario

Lorraine Godden
Formatrice en développement de carrière et employabilité
Université Carleton, Ontario

Sue Watts
Directrice générale
Employment + Education Centre (EEC), Ontario

Darlene Hnatchuk
Directrice, Service de planification de carrière
Université McGill, Québec

Donald G. Lawson (administrateur honoraire – nommé d’office)
The Counselling Foundation of Canada, Ontario

Bruce Lawson (membre exécutif – nommé d’office)
The Counselling Foundation of Canada

Comité de recherche appliquée et universitaire

Tony Botelho (coprésident)
Directeur, Services de carrière et services bénévoles, Université Simon Fraser, Colombie-Britannique

Sharon Hobenshield
Directrice du Département de l’éducation autochtone
Université Vancouver Island, Colombie-Britannique

Sue Watts (coprésidente)
Directrice générale
Employment + Education Centre (EEC), Ontario

Jeff Landine
Professeur agrégé, Faculté de l’éducation
Université du Nouveau-Brunswick, Nouveau-Brunswick

Paul Brinkhurst
Développeur d’innovations
FutureWorx, Alberta

Adriano Magnifico
Spécialiste du développement de carrière
Division scolaire Louis Riel, Manitoba

Cathy Campbell
Consultante, Nouvelle-Écosse

Geneviève Taylor
Professeure au Département d’éducation et pédagogie
Université du Québec à Montréal, Québec

Janice Graham-Migel
Conseillère scolaire, Centre régional d’éducation d’Halifax
Professeure adjointe, Université Acadia,
Nouvelle-Écosse

Yi-Wen Liao (Programme de mobilisation des étudiants aux cycles supérieurs)
Candidate à la maîtrise en éducation
Université de l’Île-du-Prince-Édouard, Île-du-Prince-Édouard

Tannis Goddard
Chef de la direction
Mixtmode Consulting, Colombie-Britannique

Comité du contenu et de l’apprentissage

Darlene Hnatchuk (coprésidente)
Directrice, Service de planification de carrière
Université McGill, Québec

Holly Linkert
Professeure au programme d’enseignement coopératif
Eastwood Collegiate Institute, Conseil scolaire de district de la région de Waterloo, Ontario

Meghan Lavallee (coprésidente)
Directrice des programmes de cheminement
Institut des métiers et de la technologie du Manitoba, Manitoba

Deirdre Pickerell
Doyenne, Réussite des étudiants
Université Yorkville, Colombie-Britannique

Andrea Christensen
Intervenante en développement de carrière et spécialiste de l’apprentissage
Careers for Life Consulting, Alberta

Medina Puskar
Gestionnaire des services d’orientation professionnelle
Manitoba Start, Manitoba

Lucie Demers
Directrice de la rédaction
Septembre éditeur, Québec

Roxane Stonely
Directrice générale
Centre de recherche d’emploi Côte-des-Neiges, Montréal, Québec

Scott Fisher
Gestionnaire de projet de la Faculté de gestion
Université Laurentienne, Ontario

Nkem Onyegbula (Programme de mobilisation des étudiants aux cycles supérieurs)
Doctorant en administration des affaires
Université Royal Roads, Colombie-Britannique

Felicity Morgan
University of Toronto
Mississauga, ON

Comité du marketing, des communications et des services Web

Darrell Cole (coprésident)
Facilitateur
Brickstorming, Manitoba

Jenny Lee Northey
Conseillère d’orientation, Services d’orientation professionnelle
Université Queen’s, Ontario

Valérie Roy (coprésidente)
Directrice générale
AXTRA, Québec

Rob Straby
Professeur, programme de formation des intervenants en développement de carrière
Conestoga College, Ontario

Keka DasGupta
Directrice
Precision Marketing Group, Ontario

Barbara Wilson
Propriétaire et directrice
Thrive Career Consulting, Ontario

Frances Humphreys
Directrice associée, Développement de carrière et relations externes
Université Wilfrid Laurier, Ontario

Trevor Lehmann
Conseiller d’orientation
Université du Manitoba, Manitoba

Lisa Taylor (coprésidente)
Présidente
Challenge Factory, Ontario

Amy Melo
Coordonnatrice des services de cheminement, d’orientation et d’éducation au choix de carrière
Conseil scolaire de district de Peel, Ontario

Aryan Esgandanian (GSEP)
Candidate à la maîtrise en politiques et administration publiques
Université Ryerson, Ontario

Personnel

Diana Castano
Adjointe exécutive et administratrice de bureau

Riz Ibrahim
Directeur général

Thierno Diouf
Coordonnateur, Réseautage avec les partenaires, Marketing et communications (bilingue)

Ye Liu
Spécialiste, Numérique, Marketing et communications

Sharon Ferriss
Directrice principale, Marketing et communications

Lindsay Purchase
Chef, Contenu, Apprentissage et développement

Cyrielle Filias
Spécialiste, Programmes, Apprentissage et développement (Bilingue)

Norman Valdez
Chef, Technologie et conception, Marketing et communications

Sandra Francescon
Directrice, Événements, Apprentissage et développement

Marilyn Van Norman
Directrice des initiatives de recherche

Au cours de l’année 2020, le CERIC a également profité du soutien des stagiaires et d’étudiants de programmes d’enseignement coopératifs Meg Enciso, Stephanie Taylor, Aydolu Simsek et Tokzhan Alibekova.

Le CERIC tient également à remercier Ben Liadsky de The Counselling Foundation of Canada, ainsi que Nayan Biswas et Jonathan Hutchinson de la Foundation House.

Partenaires et organisations collaboratives

EN SAVOIR PLUS

FREE WEBINAR SERIES (en anglais) : CAREER THEORIES AND MODELS AT WORK: JULY 9, 10 & 11, 2019 WITH AUTHORS MICHAEL HEALY (AUSTRALIA), DEBRA OSBORN (USA) AND REINEKKE LENGELLE (CANADA/NETHERLANDS)

This free webinar series offer the opportunity to further explore the career theories and models compiled in CERIC’s book Career Theories and Models at Work: Ideas for Practice. Webinars are led by the contributing authors to the book. More webinars (English and French) presented by the authors of the book will be added to the series soon!

Webinar #1: Managing Our Many Selves: How to Use the Dialogical Self-Theory to Help Your Clients Explore Their Professional Identities

Date: Tuesday, July 9, 2019, 4:00 pm – 5:00 pm ET

Presenter: Michael Healy, Australia

Cost: Free

Overview

When it comes to career choices, we often face clients who have difficulty in narrating their career autobiography and their futures professional inspirations. In this free webinar, Michael Healy will develop the theory behind the career autobiography writing exercise outlined in his chapter called My Career ChapterMy Career Chapter, like career writing in general, is grounded in theory and evidence and has the potential to promote true transformational career learning for the client. This is a qualitative career assessment and counselling tool based on dialogical self-theory (DST) in which clients articulate and mediate I-positions through creative, expressive and reflective writing.

Dialogical self-theory (DST) frames the self as a society of mind comprising a multiplicity of I-positions in dialogue with each other. In difficult times, I-positions conflict with or oppose each other and dialogues between them express self-doubt or self-criticism. DST also conceptualizes several kinds of supportive I-positions that can act as mediators and, when applied to career development theory and practice, provides a way to help people make sense of their career thoughts and cope with difficult experiences.

Webinar Learnings:

  • An introduction to dialogical self-theory, as it relates to career development theory and practice
  • An introduction to career writing and theoretical foundations of My Career Chapter
  • An overview of the process of using My Career Chapter with individuals and groups
  • An account of the evidence base of career interventions, which aligns with key principles of My Career Chapter

Michael Healy is a PhD candidate at the University of Southern Queensland, Australia. His research is focused on pedagogies of career learning in higher education. Michael is a member of the Australian Collaboratory for Career, Employability, and Learning for Living and the Career Development Association of Australia.

Webinar #2: A Career Theory That Works: Cognitive Information Processing Theory

Date: Wednesday, July 10, 2019, 12:00 pm – 1:00 pm ET

Presenter: Debra Osborn, Florida

Cost: Free

Overview

In this free webinar, Debra Osborn will explore Cognitive Information Processing (CIP) Theory from her chapter called Cognitive Information Processing Theory: Applying Theory and Research to Practice. The overall goal of CIP theory is to enhance individuals’ decision-making and problem-solving skills for current and future career decisions.

Best practice in career service delivery is practice that is informed by theory, and the best theories are those that are informed by practice, and have the research to prove their effectiveness. This theory is very manageable for career practitioners as it identifies four key elements involved in making a career decision, and outlines a career decision-making process. CIP is accompanied by practical free resources that career practitioners can use with their clients to aid in the decision-making process. CIP has been in use for over three decades, and has multiple research studies validating various aspects of the theory.

Webinar Learnings:

  • Key elements involved in CIP theory
  • Components of the Pyramid for Information Processing Domain and resources for each
  • Specific steps in the CASVE Cycle
  • Research on the role of dysfunctional career thinking and strategies for managing these
  • Career Readiness and matching readiness to level of service delivery

Dr Deb Osborn is an Associate Professor in the Educational & Psychological Services Department at Florida State University. She is Past President of the National Career Development Association and a fellow of the American Counseling Association. Her research centres on application of CIP theory, technology & counseling and career assessments.

Webinar #3: Scared, Lost or Confused!? Develop Your Warm Inner Compass Through Career Writing

Date: Thursday, July 11, 2019, 12:00 pm – 1:00 pm ET

Presenter: Reinekke Lengelle, Canada/Netherlands

Cost: Free

Overview

In this free webinar, Reinekke Lengelle will introduce you to Career Writing, co-developed with researcher Frans Meijers, and described in their chapter Poetic Creativity: The Career Writing Method for Professional Reflexivity in the 21st Century.

In an ever-complex, insecure and individualized society, being able to determine one’s own career direction is both empowering and necessary. Matching models no longer suffice, and career choices aren’t rational! This is one of the reasons that the best career advice might be wasted!

Career Writing is a narrative method of career learning. This playful writing method allows people to know themselves better and to become more resilient, self-directed and agentic. Poets might get a bad rap when it comes to career success, but their way of thinking and playing is exactly the kind of creativity that is useful for developing a career story that can set someone on a useful course.

Webinar Learnings:

  • What problems career writing aims to address in society (the why)
  • What career writing is – writing creatively, expressively and reflectively for career learning
  • Examples of how career writing can benefit individuals
  • Other applications for this form of writing that may also help clients and practitioners
  • A bit about the research behind this and about the creators

Reinekke Lengelle, PhD, is the co-creator of Career Writing. She is also an Assistant Professor of Interdisciplinary Studies at Athabasca University, a researcher with The Hague University of Applied Sciences, The Netherlands and a symposium co-editor of the British Journal of Guidance and Counselling. She began her career as a playwright, poet and writing teacher and focused her academic work on the topic of “Writing the Self” of which Career Writing is one important branch.

Reinekke developed Career Writing theory with her late husband Dr Frans Meijers. Their publications can be found at: www.writingtheself.ca

Career Theories and Models at Work: Ideas for Practice

CERIC’s book Career Theories and Models at Work: Ideas for Practice is an international collection of contemporary and emerging career development theories and models that aims to inform the practice of career development professionals around the globe. It is also intended to be used as a text for undergraduate and graduate career counselling courses.

  • Contains 43 chapters on the theories and models that define the practice of career development today
  • Contributors are 60 of the leading career researchers and practitioners from four continents and nine countries: Australia, Canada, England, Finland, India, the Netherlands, New Zealand, South Africa and the United States
  • Featured authors include the original theorists and those who have adapted the work in unique ways to inform career development practice

EN SAVOIR PLUS

Free Webinar Series (en angalis) : Career Theories and Models at Work: Oct. 25, Nov. 1 & 4, 2019 with authors Mei Tang (USA), Kimberly A.S. Howard (USA) and Tom Luken (Netherlands)

This free webinar series offer the opportunity to further explore the career theories and models compiled in CERIC’s book Career Theories and Models at Work: Ideas for Practice. Webinars are led by the contributing authors to the book. More webinars (English and French) presented by the authors of the book will be added to the series soon!

Webinar #1: Enhancing Accordance Between Person and Environment Through an Ecological Career Counselling Approach

Date: Friday, October 25, 2019, 12:00 pm – 1:00 pm ET

Presenter: Mei Tang, University of Cincinnati, USA

Cost: Free

Overview

Uncertainty in the future work environment is the new norm for a majority of people in the current social and economic context. Finding an occupational fit, fostering aspiration and motivation, learning decision-making skills, and developing adaptability are all recommendations to deal with the challenge; however, if individuals’ personal and contextual factors are not adequately taken into consideration, these great ideas might fail. Without ecological validity in career interventions, we are unable to help people achieve their optimal potential. The goal of ecological counselling is to help clients find concordance, or positive accommodation between themselves and their environment in all of their life aspects.

Why You Should Attend

In this free webinar, Mei Tang will introduce the ecological career counselling model with an aim for practitioners to acquire strategies to help individuals optimize assets and overcome barriers in the ecosystem in order to achieve sustainable outcomes from our career interventions.

Webinar Learnings:

  • Broaden understanding of interaction of individuals and ecosystem including family, school, work setting, and socioeconomic and cultural context
  • Use ecological assessment to sort out resources and barriers for clients at each level of the ecological system
  • Identify personally meaningful and ecologically valid goals for individual career development through clarification of role and life purpose
  • Optimize person-environment dynamic development by integrating roles, needs, resources and barriers in each layer of their ecosystem
  • Facilitate empowerment and resilience-building of clients through a collaborative process with clients

Photo Mei Tang

Mei Tang, PhD, LPC, Professor, Counselling Program at the University of Cincinnati, US. She has served in various roles in professional organizations for counselling and career development for over 20 years. Her teaching and research focus includes multicultural issues in counselling, career development of minorities, cultural identity and acculturation, counsellor education and supervision, assessment and evaluation, and application of ecological counselling.

Mei Tang is also one of the authors of the Career Theories and Models at Work: Ideas for Practice book, Chapter 38 – Ecological Career Counselling Model: Enhancing Accordance of Person and Environment for a Meaningful Life.

Webinar #2: Developmentally Aligned Career Programming for PK-12 Students: The Conceptions of the Career Choice and Attainment Model

Date: Friday, November 1, 2019, 12:00 pm – 1:00 pm ET

Presenter: Kimberly A. S. Howard, Boston University, USA

Cost: Free

Overview

The most effective learning activities are those designed with the development level of the learner in mind. It is expected that education curricula in academic subject areas, such as math, reading and science, are created and implemented in such a way that they are well matched to the cognitive abilities of the students in the classroom. The same principle should be applied to the area of career development. The Conceptions of Career Choice and Attainment (CCCA) model provides a six-level framework from which we can understand the way children reason about career-related processes, and how this reasoning changes over time.

Why You Should Attend

In this free webinar, Kimberly A.S. Howard will introduce the key features of the CCCA model and how it can be used by school-based professionals and youth development practitioners to identify the types of interventions that encourage children to develop more sophisticated reasoning about career development and occupational goals.

Webinar Learnings:

  • The importance of considering cognitive developmental level when designing career education programs for children and youth
  • The key features of the CCCA model
  • The nature of career reasoning demonstrated by students in each of the 6 CCCA levels
  • How to align their career programming to meet students’ career development needs

Photo Kimberly A. S. Howard

Kimberly A.S. Howard, is an Associate Professor at Boston University, where she serves as training director of the Counseling Psychology PhD program. She is a Fellow of the American Psychological Association (APA) Society of Counseling Psychology and a member of the APA Coalition for Psychology in Schools and Education.

Kimberly A.S. Howard is also one of the authors of the Career Theories and Models at Work: Ideas for Practice book, Chapter 16 – Children’s Reasoning about Career Development: The Conceptions of Career Choice and Attainment Model

Webinar #3: An Innovative Acceptance and Commitment Approach to Career Theory and Practice – Why, What and How?

Date: Monday, November 4, 2019, 12:00 pm – 1:00 pm ET

Presenter: Tom Luken, retired Researcher and Professor, Netherlands

Cost: Free

Overview

In this free webinar, Tom Luken will discuss why he thinks career theory and practice need innovation and why Acceptance and Commitment Therapy (ACT) offers promising ingredients for this.

Why You Should Attend

The first part of the webinar will be devoted to some conundrums in the context of career development. One concerns the need for self-direction, while developmental and brain research suggests that this is out of reach for most adolescents and many adults. Another conundrum concerns pitfalls of conscious thinking and – in many instances – a superiority of “unconscious thinking.” It will be concluded that many traditional career guidance theories and practices are based on assumptions that are increasingly losing credibility.

In the second part of the webinar, some basic ACT views, processes and instruments will be discussed. The contents will be illustrated by some practical exercises and experiences, derived from a toolkit, developed by Tom and Albert de Folter.

Webinar Learnings:

  • Reflection on some fundamental problems in career theory and practice
  • A new understanding of “self-direction”
  • Knowing the basics of Acceptance and Commitment Therapy (ACT)
  • Ideas for innovating career theory and practice
  • Stimulation of finding one’s own ways to apply these ideas

 

Photo Tom Luken

Tom Luken, is a work and organizational psychologist, based in the Netherlands, with a lifelong focus on career development. He has worked as a counsellor, trainer, researcher, professor and editor-in-chief. Now retired, he is focusing on some fundamental questions concerning career development.

Tom Luken is also one of the authors of Career Theories and Models at Work: Ideas for Practice book, Chapter 19 – Acceptance and Commitment Therapy Fuels Innovation of Career Counselling.

Career Theories and Models at Work: Ideas for Practice

CERIC’s book Career Theories and Models at Work: Ideas for Practice is an international collection of contemporary and emerging career development theories and models that aims to inform the practice of career development professionals around the globe. It is also intended to be used as a text for undergraduate and graduate career counselling courses.

  • Contains 43 chapters on the theories and models that define the practice of career development today
  • Contributors are 60 of the leading career researchers and practitioners from four continents and nine countries: Australia, Canada, England, Finland, India, the Netherlands, New Zealand, South Africa and the United States
  • Featured authors include the original theorists and those who have adapted the work in unique ways to inform career development practice

EN SAVOIR PLUS