Quality in Career Guidance: Issues and Methods

Abstract

Quality issues in career guidance can be tackled from a range of different perspectives, related to economic, ethical and/or effectiveness criteria. With selected examples mainly from the USA, Canada, and Europe, this paper highlights how quality is described and measured in terms of statements, guidelines, standards or ''hidden customers''. Some guidelines or standards are aimed at the general public; some are directed towards guidance professionals and their competencies; others deal with the quality of career information. Power issues lie embedded in such efforts: who defines, maintains and, in particular, controls such guidelines or standards? Finally, possible alternative future quality approaches are outlined in terms of green, ethical and knowledge-based quality criteria.Re´sume´: Qualite´en orientation professionnelle: proble`mes et me´thodes. On peut s'attaquer aux proble`mes relatifs a`la qualite´en orientation professionnelle a`partir de diffe´rentes perspectives lie´es a`des crite`res e´conomiques, e´thiques et/ou d'efficacite´. En s'appuyant sur des exemples emprunte´s essentiellement aux Etats-Unis, au Canada et a`l'Europe, cet article met en lumie`re la manie`re dont on de´crit la qualite´et dont on la mesure en termes de spe´cifications, de lignes directrices, de standards ou ''d'habitudes cache´es''. Certains standards ou lignes directrices visent un public ge´ne´ral, d'autres sont destine´s aux professionnels de l'orientation et regardent leurs compe´tences, d'autres encore concernent la qualite´de l'information professionnelle. Des questions de pouvoir contaminent de tels efforts: qui de´finit, maintient et, en particulier, contrle de tels standards ou lignes directrices? Enfin, nous trac¸ons comme solution alternative pour le futur des approches de la qualite´en termes de crite`res de qualite´fonde´s sur l'e´cologie, l'e´thique et la connaissance.Zusammenfassung: Qualita¨t in der Beruflichen Beratung: Themen und Methoden. Qualita¨tsaspekte der beruflichen Beratung ko¨nnen aus verschiedenen Perspektiven angegangen werden, in Abha¨ngigkeit von wirtschaftlichen, ethischen und/oder Effektivita¨tskriterien. Mit ausgewa¨hlten Beispielen vor allem aus USA, Kanada und Europa beschreibt dieser Artikel, wie Qualita¨t beschreiben und gemessen wird, etwa in Form von Leitbildern, Richtlinien, Standards oder mit ''TestKlienten''. Einige Richtlinien oder Standards richten sich an die Ö ffentlichkeit; andere beziehen sich auf Beratungsfachkra¨fte und deren Kompetenzen; weitere befassen sich mit der Qualita¨t berufskundlicher Informationen. Außerordentlich wichtige Aspekte liegen in solchen Bemu¨hungen eingebettet: Wer definiert, wer entwickelt solche Richtlinien oder Standards weiter, und insbesondere, wer kontrolliert sie? Abschließend werden mo¨gliche alternative, zuku¨nftige Qualita¨ts-konzepte im Sinne von ''Gru¨nen'' (o¨kologischen), ethischen und wissensbasierten Qualita¨tskriterien angesprochen.Resumen: Calidad en la Orientacio´n para la Carrera: Cuestiones y Me´todos. Las cuestiones de calidad en la o...

Ensuring quality in online career mentoring

“…The term 'quality' is used in a wide variety of ways and cannot simply be understood as a synonym for effective practice. Plant (2004) has reviewed quality standards for career support and notes that the approach to quality is a matter of perspective -what is good quality for a service commissioner (all the processes were followed) might not be recognised as such by a service user (the service user did not achieve their desired outcome). Plant highlights how different approaches to standardising quality shape practice and serve a range of masters.…”

Programme evaluation toolbox: effective evaluation principles and considerations in career practice

“…Often, an initial needs assessment can help direct the evaluation path. In addition, when assessing evaluation standards, Plant (2004) outlined four distinctions that can be made based on evaluation focus: (a) evaluation relating to inputs and processes versus outcomes, (b) evaluation derived from the perspective of the client versus the perspective of the policy makers, (c) evaluation that is self-assessed versus evaluation for external accountability, and (d) evaluation based on broad guidelines versus explicit measureable standards.…”

Career guidance and counselling efficacy studies: an international research agenda

“…For example, recommendations have been made for the development of new methods and techniques in career interventions to expand career services to include more diverse populations across the life span (e.g., Dagley & Salter, 2004;Goodman & Hansen, 2005;Guindon & Richmond, 2005;Savickas, 2003;Tractenberg, Streumer, &Van Zolingen, 2002). The need for improved counsellor training across countries was noted by McCarthy (2004) and Plant (2004). As another example of the need for improved career guidance and counselling practice, representatives from four countries (Turkey, Romania, Botswana, and Japan) discussed common concerns regarding the future of career guidance and counselling at the International Perspectives on Career Development symposium, with primary emphases on the need for improved counsellor training and human resources, improved career service delivery practices that are culture-specific, and improved career resources (Hartung, 2005).…”

“…(1) Outcome research conducted in field-based settings has the potential to influence policy makers (Plant, 2004;Speer, 1994). …”

“…The Paris 2001 International Association for Educational and Vocational Guidance (IAEVG) Declaration on Educational and Vocational Guidance declared ''guidance and counselling services to be essential in meeting personal, social and economic development needs and to encourage further sustainable development in a knowledgebased society'' (Van Esbroeck, 2002, p. 79). Plant (2004) asserted that career guidance may foster ''efficiency in the allocation of human resources, and social equity in access to educational and vocational opportunities'' (p. 152) as well as improve the functioning of the labour market.…”