We have added a search function on our home page called the CCDP Registry. The registry is a listing of all current CCDP designates. http://bccda.org/ccdp.cfm. Your BCCDA membership must be up-to-date for your name to be included in the registry.
Here is our February Newsletter for your reading pleasure!
In this issue:
- BCCDA’s meeting with Nicola Manning
- An in-depth interview with Gordon MacDonald, longtime career practitioner and BCCDA board member
- Changes to the membership listserv
- Last chance to register for CDC 2014! Registration closes March 5 at 9am.
LMAWorks.com (http://lmaworks.com/) is a site created for individuals, organizations and employers that have first-hand experience with the important role that LMA programs play in communities from coast to coast to coast. The site will document success stories, examples of best practices and provide for a dynamic exchange of support and suggestions for the continuation of adaptive, flexible and responsive LMA programming.
January 15th is LMA Day – Document your success stories and share on social media – Twitter #LMA_Works, Facebook – https://www.facebook.com/pages/LMA-Works/1431737620379968
Dear BCCDA members,
We hope you are keeping warm and dry as colder weather rolls in along with holiday season.
We are quite excited about this issue of the newsletter! Inside you’ll find:
- Highlights from the Career Development Mini-Forum
- A ‘small world story’ from CDC 2014 keynote, Larry Robin
- A link to “Women in Work Boots,” a Canadian magazine celebrating women in trades
We have also launched two new columns:
- Practioners Toolkit, where we publish reviews of assessment tools, books, and other resources written by practioners for practitioners. This month’s feature article is an overview of CAMERA by Pam Khinda, CCDP. Thank you, Pam!
- Member Profiles. The inspiration for this column came from talking to you — our members — about your work, your experiences, and your hopes for the field. If you are interested in sharing your stories and ideas with other practitioners, please contact us at email@example.com.
You can find our newsletter here or on our website at www.bccda.org under the “Sector News and Updates” tab.
Yun-Jou and Donna
BC Career Development Association
Highlights from this month’s newsletter:
- Nominations are now being accepted for the 2014 Career Development Awards of Excellence from now until January 31, 2014. Please consider taking a moment to nominate a colleague, program or employer for their contributions to the field.
- We have created an Association News section, where you can find all of the latest updates from our board and volunteer committees. In November, we will also be profiling individual members and their work in each issue. If you are interested in sharing your story with us, please contact us at firstname.lastname@example.org.
- In November, you can share your expertise with us and earn CECs. We are interested in hearing about assessment tools or programs which have worked for you. Reviews should be 100-250 words. To propose a topic, please email email@example.com.
Is there anything else that you would like to see in our newsletter? Are you being confronted with new challenges? What can BCCDA do for you?
We’d love to hear from you.
Until next time!
Yun-Jou Chang, Newsletter Editor
Canada Career Week is fast approaching! Visit https://www.facebook.com/CCWSCC to join the movement!!
This year, the week of November 4th is devoted to promoting, showcasing and celebrating career development nation-wide. It is a week to get out of our offices and make our work more visible and accessible locally. It is a week to build our professional identity and connect with and inspire one another. It is a week to remind all Canadians of the importance of career development and the value of career development practitioners.
This year, the theme for Canada Career Week is “At the Crossroads – à la croissée des chemins”. A big thanks to Pierre Beaudin for suggesting this theme! The theme evokes many elements of our work and our profession: the role of CDPs in helping those who are “stuck” at a career crossroads, the notion of the career journey, and our own evolution as a profession that is “growing up” and finding its identity…to name just a few.
What are you doing to bring Canada Career Week to life in your community, region or province? A few ideas:
- Get out of your office – go to wherever people in your community go and offer your services from there for a few hours or a day. You might want to visit your nearest bus or subway stop at rush hour and engage commuters in career conversations.
- Plan an open house and invite the community in to find out about your services and our field.
- Ask the local radio station or paper to profile your organization/the value of career development during the week.
- Contact your local elected officials and invite them to find out more about what you do and how it makes your community stronger.
- Invite CDPs in your community to come together for a day – or even a lunch hour – to share ideas and strengthen networks.
The sky is the limit! Think about what you’re going to do…and then visit https://www.facebook.com/CCWSCC to share your idea and inspire others!
Sareena Hopkins – Canadian Council for Career Development
T: +613.729.6164 ext. 203 | F: +613.729.3515 | www.cccda.org
A word from Sareena Hopkins, Co-Executive Director at the Canadian Career Development Foundation (CCDF) on the October 2 round table on the Canada Job Grant Program.
I am writing to report on the October 2nd Round Table on the Canada Job Grant (CJG) Program. First, I want to thank all who shared their thoughts and/or submitted written statements re: the proposed program. These were enormously valuable in shaping my perspective. Second, I want to note this as a bit of a watershed moment for our field. We have long bemoaned the fact that we have not had a strong policy/advocacy voice. The invitation to the CCCD by the Premiers to consult on this important issue was, in my estimation, a significant breakthrough and worthy of celebration!
Now…for the report:
The Round Table was co-hosted by Premiers Christy Clark (BC) and David Alward (NB). They were accompanied by their Ministers (Shirley Bond and Jody Carr) and senior executive. A full list of invited delegates is attached.
The Premiers opened the Round Table with statements that mirrored the FLMM’s Building Skills Together report. It was noted that the Premiers and their Labour Market Ministers had their own watershed moments, when all unanimously agreed on their position vis-à-vis the proposed CJG program. Key points emphasized during the Round Table included:
§ The Premiers and Ministers said in no uncertain terms that the “disconnect” between potential Canadian workers and industry need is the country’s most pressing priority and that skills training must be enhanced.
§ They acknowledged the critical importance of engaging industry more directly in skills training and are keen to collaborate with federal government on this front.
§ As it is currently formulated, the CJG program would represent a $300 million reduction in LMA funds available to critical programming for non EI-eligible citizens, including literacy, essential skills and career development programs that work. At this time of labour/skill shortages, an increase in funding in this area is needed – not a decrease;
§ Many delegates, including industry representatives, spoke to the need to enhance rather than reduce programming for those with low labour market attachment, marginalized citizens and those with barriers to employability;
§ The proposed program leaves little flexibility to meet the unique needs of SMEs and capitalize on innovative local training solutions and tailored programs that meet regional needs;
§ The proposed program will carry a significant administrative and financial burden for the provinces/territories and the current tri-partite investment model was not seen as realistic/appealing to industry representatives;
§ Accountability and evaluation of programming must be improved – the evidence-based research and metrics emerging from our field were noted as promising;
§ The specific nature and depth of labour/skill shortages must be better understood and communicated. Industry represented at the meeting unanimously stated that shortages in their fields are acute and in urgent need of attention, but acknowledged that educational/training and career paths into these high need areas has not been made transparent. Our field is an obvious partner in addressing this.
§ The notion of using the CJG program as a mechanism for re-branding and extending current LMDA programming, such as apprenticeship, was presented. This was acknowledged as a potential win-win in which LMA funds would be protected and LMDA programming potentially enhanced. More broadly, it was suggested that CJG could become a “brand” for a suite of industry-driven programs rather than limited to the current proposed program.
In reviewing your perspectives/submissions prior to this Round Table, I am confident that the substantive points you raised were reflected on October 2. I believe the career development field has much to offer in this ongoing discussion and I encourage you to engage in the discourse occurring nationally, provincially, regionally and/or locally. If you would like to discuss this further, of course don’t hesitate to contact me.
Sareena On behalf of the Canadian Council for Career Development Co-Executive Director Canadian Career Development Foundation (CCDF) 202-119 Ross Avenue Ottawa, Ontario CANADA K1Y 0N6 T: +613.729.6164 ext. 203 F: +613.729.3515 www.ccdf.ca
Mark Wafer, Tim Hortons multi-store franchisee, advises job developers to cultivate a relationship with employers, “stay in touch, drop by, learn the business and what they need.” To paraphrase Mark, ‘Do a shift in my store, then talk to me about hiring your clients.’ Working a shift as a baker, for example, will help job developers assess which clients would work well in the environment.
Mark suggests that if you have placed clients successfully with a business, ask them to be a business champion or reference for other businesses. Employers are more likely to respond to a peer and there is the likelihood of an easier conversation about perceived barriers.
Return on Investment: Mark’s stores have a 30% yearly staff turnover as opposed to the chain average of 70%. At a cost of $4,000 to hire a new employee, clearly low turnover adds to his stores’ profitability.
The speakers, Mark Wafer, Tim Hortons; Gagen Gill, Canada Safeway; and Marv Jones, Marv Jones Honda, spoke of the positive effect an inclusive working environment has on employees and customers.
Kudos to BCCDA member, Gail Finnson for a successful event. Speaker, Marv Jones, credits Gail’s work in helping his company become an inclusive employer. BCCDA board member, Jayne Barron publicized the event through her network and brought BCCDA in as a sponsor of “Financial Benefits of an Inclusive Workplace.”
Join the BCCDA and Titi Adebanjo CCDP for a webinar on “How to Maintain Your Integrity in a Toxic Environment” on September 24, 4-5pm. The seminar is worth 2 CECs (Core C3). Registration only $15.00 for members, $25 for non-members. Warm up for the webinar by taking this 3 question survey on Ethics in the Workplace.
To register or for more information, please visit www.bccda.org.
Note: In consideration of members who may currently be embedded in a toxic workplace, a video recording will be made available to all registrants after the webinar so the information can be reviewed at a later date.
With the Training Days webinar with Titi Adebanjo coming up in just two weeks, we’ve been thinking a lot about toxic workplaces here at the BCCDA office.
The phrase ‘toxic workplace’ has become an accepted member of the modern lexicon over the last few years. We hear it bandied about on the morning radio, during television talk shows, and in management meetings. But what does it really mean? What are some of its common symptoms?
Linnda Durre, author of Surviving the Toxic Workplace (2010) suggests that hostile working environments typically have one or more types of dysfunction. Here’s the list:
- You do the work of two or three people and receive little or no appreciation.
- Coworkers steal your ideas and take credit.
- Some workers get away with things that others don’t.
- Bosses or team members deflect responsibility or project blame for failures onto others.
Immoral and Illegal Activities
- Coworkers ask you to cover or lie for them.
- You are asked to falsify data, reports or documents.
- A coworker uses sexual favors to get ahead at work.
- Someone is having an affair and asks you to lie for him.
Abusive Bosses and Poisonous Coworkers
- You or others suffer sexual harassment
- Coworkers miss deadlines and affect your productivity.
- A coworker or boss routinely tells lewd, racist or sexist jokes.
- Bosses and peers rely on fear and intimidation.
- You or others are at risk because of unsafe conditions.
- You or others have ever been threatened or assaulted.
Just Plain Annoying
- Coworkers interrupt your work, invade your space and help themselves to your files.
- Constant gossip, office politics or spying.
The examples in this list are not exhaustive. According to Durre, any one of these symptoms indicate a toxic workplace. Unfortunately, many employees feel that they have no choice but to accept these conditions as the price of doing business. Workers are convinced that change is impossible, and they often find themselves making the impossible choice of upholding their values or losing their livelihood.
But Titi is here to tell us that change is possible. We can maintain our integrity and keep our jobs. On September 24, she will give us the tools to help us do it.
To register, visit www.bccda.org
Do you agree with Durre’s definition of a toxic workplace? Have you ever worked in one? If so, what did you do? Don’t forget to take our quick 3 question survey on Ethics in the Workplace!
BCCDA Vice President Sylvia Metz brought together the Pro-D Committee for an all day strategy session on Saturday, July 27th in Richmond. Dedicated committee members gave up their Saturday and in one case, a holiday, to talk about professional development in a broad context.
Out of the meeting came three objectives:
- Establish partnerships, resources, structures that support and / or provide competency-based training.
- Coordinate learning opportunities that address identified competencies and trends that enhance members’ professional practices.
- Develop train-the-trainer programs to support internal BCCDA initiatives in collaboration with the Membership Committee