the Skills Crisis And Workforce
Challenges of the New World Economy
2, Number 3, 2008
submit articles and news items to Barbara
Bolin for inclusion in future newsletters and on the CRCC web
from the CRC Consortium
Southeastern WorkKeys Conference
was a great success again this year. Congratulations to the hard-working
professionals who made our time in Chattanooga an outstanding experience.
Conference organizers reported 339 registrations and the program
was packed with very helpful presentations from new and experienced
WorkKeys users. Once again, the main topic of discussion was the
Career Readiness Certificate, and as a result of the particiaption
of the NOCC, our mailing list has swelled significantly. Welcome
to our new readers, and a reminder that the NOCC maintains the CRC
Consortium web site. Please send your CRC news and numbers updates
next Southeastern WorkKeys Conference will be held in the late January/February
2009 timeframe in Jacksonville, FL. More details as they come to hand.
National WorkKeys Conference
will be held in Indianapolis, April 29-May 2, 2008. Details may be
found at http://www.act.org/workkeys/conf/index/html.
The program this year will feature many new presenters
so these practitioners may well provide new information and insights.
Global NCDA conference will be held at the Hyatt Regency
in Washington, DC July 9-11, 2008. The main theme is Public Policy
and Advocacy: Finding Our Voice and Making It Heard
conference is to be held in San Antonio, TX, February 26-28, 2008.
For more details, visit www.astd.org.
Call for Presentations for the 2008 ACTE Convention
is now open. The deadline for submission
is March 7th. More details at www.acteonline.org.
are now open for the National
conference to be held in tampa, FL, November 29-december 2, 2008.
for more details.
Career Development Facilitator Credential
According to the web site for the National Career Development Association
(NCDA) and related training sites, the occupational title Career
Development Facilitators (CDF's) designates individuals working
in a variety of career development settings.
CDF may serve as a career group facilitator, job search trainer,
career resource center coordinator, career coach, career development
case manager, intake interviewer, occupational and labor market
information resource person, human resource career development coordinator,
employment/placement specialist, or workforce development staff
counseling profession has made great progress in defining professional
counseling and the career counseling specialty through such efforts
as NCDA's career counseling competencies (see below) and code of
ethics, and state licensing and registry requirements. However,
several professional groups recognized that many individuals who
are currently providing career assistance are not professional counselors.
CDF credential was developed to provide standards, training specifications
and credentialing for these career providers. The goal was to define
and differentiate two levels of career practice--career development
facilitator and master trainer.
as a CDF requires approximately 150 hours of college credit study,
and it is offered through universities and on-line.
there are many web sites that will provide you with additional information
about this terrific credential and associated training, it is recommended
that you begin at www.ncda.org
Skills - must be proficient in the basic processes of career facilitation.
Labor Market Information (LMI) and Resources - must understand key
labor market and occupational information and trends and be able to
access and use current resources.
- must comprehend and be able to use both formal and informal career
development assessment tools and resources appropriately, understanding
how different approaches to assessment can impact different populations.
with Diverse Populations - must be able to recognize the special needs
of various groups and adapt service menus to meet unique needs.
and Legal Issues - Follow the CDF code of ethics and know current
Development Theories and Models - must be able to identify the leading
theories of career development and understand how each can be used
at different times to facilitate career development across a wide
Employability Skills - must know and be able to use a variety of job
search strategies and placement techniques, especially in working
with diverse or specific groups of customers or clients.
Clients and Peers - must be able to identify training and development
needs, and prepare and develop materials in support of training programs
or for special presentations.
Management and Implementation - must understand a variety of different
career development programs and be able to assist in the steps related
to successful development, management, or administration.
and Public Relations - must know how to market and promote career
development programs with staff, supervisors, and the local community
and Career Development - must be able to identify, comprehend, and
use computer applications that support and enhance career development
- must be able to identify when the limits of personal expertise
are reached and be able to accept suggestions for performance improvement
from consultants or supervisors
to several reports, the hottest skill in the workplace
now, regardless of the actual job description, is the ability to
work well with others. While we all think we are good at that, it
is wise to look at exactly what that means in the modern workplace.
Here are some definition suggestions:
and writing in a way that customers, clients, and others can understand
what you mean, and that you communicate often enough that others
do not feel left out.
able to work through difficult issues with customers, clients,
and co-workers without screaming at each other.
how to get your point across while preserving relationships.
Friedman talks about this ability to "play with others"
in his book The World Is Flat, and he states that "Although
having good people skills has always been as asset in the working
world, it will be even more so in a flat world". He goes on to
say, "There are going to be a whole slew of new middle jobs that
involve personalized, high-touch interactions with other human beings
because it is precisely those personalized high-touch interactions
that can never be outsourced or automated and are almost always necessary
at some point in the value chain".
age of e-mail and other forms of non- face-to-face communication,
we all need to think about how our message and delivery might affect
or be perceived by the recipient.
many employers are not sold on the value of credentials achieved through
online learning. Mary Bold, an Associate Professor
of Family Studies at Texas Women's University teaches both online
and on campus, and she reports that neither employers nor learners
are convinced that online learning is mainstream. Bold states that
when it is done right, online learning is often superior to landbased
classes. However, she also remarks that many weaker students flounder
in online courses and lazy instructors often produce bad online courses.
DeFleur, Associate Dean for Graduate Studies and Research at Louisiana
State University and D. Jonathan Adams at Florida State University
have conducted research into employer attitudes toward online education.
Adams reports that employers are "far less likely" to
find an online degree as acceptable. "Such degrees are perceived
as being inferior" he says. Employers who had taken an online
course themselves were just as likely to hold this view.
comparisons are made across various employment sectors the following
employers would choose candidates with traditional degrees 98% of
the time, businesses 96%, and healthcare organizations 93% of the
time over candidates with online degrees. The biggest weakness in
online learning is perceived to be the lack of face-to-face classroom
Governor of Arkansas initiated
his statewide CRC deployment project by personally awarding the first
CRC at a ceremony in January. Congratulations to all our hard-working
colleagues in that state, and to the first recipients of the certificate.
Arkansas has now moved into the full deployment column of the CRC
matrix, and we look forward to hearing regular news on the number
of certificates issued.
reported in the last newsletter, the Consortium has now grown to 46
states with the inclusion of Connecticutt. The Department of Labor
in that state is planning to issue CRC's to its TANF clients. Thank
you to those who responded to Victor Fuda's request for assistance
in the process. Your enthusiasm and willingness to assist others in
the "family" is what makes the CRC Consortium a unique organization.
new names have been added to the NOCC mailing list, and we welcome
those additions. News from all NOCC supporters is needed, so send
your information in today!
first overseas CRC enquiry came from the Caribbean recently!
State of Oregon is moving ahead with Phase I of its implementation
of the CRC. Elaine Crawley in OR is working closely with Marcia Olsen
in Alaska as the two states are similar in certain CRC ways. This
is another example of the power of the Consortium!
speaking of Alaska, there is good news on the CRC front. The Alaska
Career Ready Program is now underway, and for more information on
this partnership approach to economic development, visit http://www.ltgov.state.ak.us/news.php?id=3656.
- I have
often reminded NOCC supporters about how important our web page is
and how much it is relied upon. The contact information (www.crcconsortium.org/contacts/htm)
is particularly important. For example, Susan Kuzmic in OK would like
to get in touch with colleagues in Iowa, North Texas, and Nebraska.
If you can help her, and if you can assist me to keep the contact
information current, we would both be very grateful. Thank you.
NOCC supporters and others have enquired about the second edition
of the CRC Implementation Handbook. Because of minor technical difficulties
and my travel schedule, it will now be available for downloading before
the end of this month. I apologize for the delay. If you would like
a copy of the first edition, I have a few copies left and I would
be happy to mail one to you. E-mail me with your postal address, please.
that tax season is upon us, please remember that if you supported
the NOCC as an individual in 2007, your donation is tax deductible.
to free newsletters from the NOCC, click
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NOCC is a 501(c)(3) organization supported by public donations. To make
a contribution to the NOCC, click
here, or call Barbara Bolin at 804-310-2552.
NOCC, January 2008