New Zealand Representative:
Career Development Association - New Zealand
All of New Zealand remains at Alert Level 1 lockdown. Alert Level 1 means we all need to be ready in case COVID-19 reappears in our community. We must wear face coverings on public transport, be careful about hygiene and wash our hands a lot, keep a record of when and where we have been, and keep our distance. If we are unwell, we are asked to stay at home until we are well again.
There are restrictions at our boarders, but on Monday 9 August, a container ship, came into the Port of Tauranga with 11 of their 21 crew testing positive for COVID-19. As a precaution, around 100 New Zealand port workers who as part of their work, spent time on the vessel while it was in port have been tested and stood down until a negative result is returned.
Te Tiriti ō Waitangi
Our June National Executive Committee meeting focused on how well we are meeting our culture and diversity competencies. This was a wonderful weekend giving us the opportunity to “step aside” from our usual tasks and focus on where we are currently at and to identify areas for action. We worked with a consultant and identified four focus areas:
Work will continue on this long term project, towards becoming a committed Te Tiriti ō Waitangi organisation, at our next face to face meeting in October.
Our AGM on 7 July was again successfully held by Zoom. At the AGM, our President, Heather Lowery-Kappes said:
“CDANZ National Executive Committee are advocating for cross-ministerial co-operation to establish a National Strategy for Careers and Employability so that we can achieve our vision of excellence in career development for everyone in Aotearoa.”
The following is of note in this respect:
Direct Career Service
Initially this service was short term, but the service is now funded for another year. Seventy-five (75) CDANZ members have worked across New Zealand providing Direct Career Services under contract to the Tertiary Education Commission.
Ministry of Education Guidelines Review 2009
The Ministry of Education acknowledges the value of career guidance and there is a potential opportunity for CDANZ and CATE (Career and Transition Education) to be part of the consultation on the integration of career education within and across the NZ curriculum.
Customer Relations Management System
Preparations have taken a lot longer than expected mostly because of the way our membership is structured and the way we have our continuing professional development records submitted. But it all seems to be ready now and we are hopeful that our new CRM will go live this week.
New Zealand has been at Alert Level 1 lockdown this year apart from a seven day change to Alert Level 3 lockdown for Auckland and a move for the rest of New Zealand to Alert Level 2 on February 28.
New Client Relationship Management (CRM) Preparations continue towards going live with our new CRM software and website.
Accident Compensation Corporation (ACC) Liaison Update
ACC’s vision is “to create a unique partnership with every New Zealander, improving their quality of life by minimising the incidence and impact of injury.” They have a significant role in our public “health insurance” system and require people working in Vocational Rehabilitation to be members of CDANZ. Approximately 30% of our members are members of CDANZ because they must be to do this work for ACC. Ten CDANZ members provided feedback on ACC’s “Back to Work Service” which went live on March 1. A CDANZ Liaison Team presented this feedback to ACC at their liaison meeting. ACC have pledged to respond by the end of April.
NZ has now been through two lockdowns, with the first affecting the whole country, and the second largely Auckland focussed. As you may be aware we are incredibly fortunate in NZ and are one of the top 4 countries in dealing with the pandemic. The main activities for us currently are as follows:
THE BIG NEWS! Government Advocacy work reaps results:
CDANZ and TEC (the Tertiary Education Commission whose mandate is to support the career development of all NZ’ers) have partnered to provide a Direct Career Guidance service to those whose employment has been impacted by Covid-19, as well as others who have career issues – any age, any stage.
The service is being provided by CDANZ Associate and Professional members, and includes a national online service (with people directed from a triage service to local practitioners where possible), and a set of “pop-up” services in libraries and other locations around the country that are considered vulnerable (10 locations in total). The service will be available for 6 months and a review may see it continue.
This is especially exciting for three reasons:
Here’s a link to the TEC announcement to give you an idea:
New Membership Association software and website
We have now signed with a provider for our new Client Relationship Management (CRM) software and website development. The work is just beginning on scoping the transfer of data to the new application. We are very happy that our thorough work carried out prior will pay dividends and looking forward to bringing the amazing new functionality to our members. This is a very exciting project for us, as our old system “broke” a couple of years ago and our membership database and management system has literally been a spreadsheet.
CDANZ/CDAA collaboration – MOU just signed
It was announced to our members today (29/10) that CDANZ and CDAA will provide benefit to both organisations by offering equivalent member rates for professional development. This is one part of the 4 projects we are continuing to work on with CDAA with the intention to collaborate where it is of benefit to both memberships. All four project plans have now been approved.
Free online PD offerings: these have been incredibly well received by our members and are continuing, regardless of what happens post-Covid. As with other countries the uplift in tech knowledge means many more people are able to access and enjoy these opportunities.
AGM held in July by Zoom, for 2 reasons: accessibility for members to “attend” in a particularly important year for voting, and to release this from the national event – it’s great there is something we can keep in place! This was extremely fortuitous as we could not have held the AGM in person – it was an incredibly successful event much appreciated by our members. Highly recommend if you’re thinking about it – we did prepare well and had several practices at working together online as an Executive team.
New CPD Process – membership now utilising new Competency Framework to plan and report their CPD.
CDANZ/CDAA collaboration, Mar 2020 – pre-Covid-19
Plans for 2020
In this section I have used the previous report as a framework to show the impact Covid-19 is having on our plans, like most countries. We are currently in the second week of a compulsory 4 week lockdown, anticipating a longer period: schools and all education facilities are closed, only necessary workers allowed out of home, people instructed to stay local and only leave the house for fresh air – the police are now part of the effort to ensure people are abiding by the lockdown “rules”. They have the power to arrest people who might be repeat “offenders” and have been using this power.
Cancelled our visit from Prof Deirdre Hughes at the completion of her Australian tour with CDAA – waiting to hear whether the government arm responsible for NZ’s Careers System Strategy will wish to utilise her expertise in some manner in relation to our Inspiring the Future initiative she has been involved with in the UK.
AGM to be held in July 2020 by Zoom, for 2 reasons: accessibility for members to “attend” in a particularly important year for voting, and to release this from the national event – it’s great there is something we can keep in place!
2 Day PD event to be held in Aug/Sep: Cancelled – to be held in
New CPD Process – membership now utilising new Competency Framework to plan and report their CPD.
Free PD offerings during Covid19 - Using our new Competency Framework to format our new programme of free PD and resources during Covid-19, an initiative rolled out last week to support our members in PD and networking. Includes Career Talk, webinars with experts, chat rooms to connect weekly, and a variety of recommended resources. It will be constantly updated with suggestions and new offerings we come across, and from our members.
New membership framework proposal: Entry Level Quals and Member Pathways.
Having consulted throughout Nov – Mar with our members over a variety of formats, face-to-face around the country, webinars, workstream online discussions, and so on, we have decided our July AGM is no longer the right time to remit on this major potential change for our organisation. This is not a priority for our members at this time and we will reinstate the consultation process when the main threat of Covid-19 is over. We plan to hold a Special Meeting of members, perhaps later in the year.
New Membership Association software and website
Our other major project through 2020 was necessitated by the breakdown of our previous CRM system and the fact our current website is apparently getting past its use-by date. We are now down to two providers and hope to make a decision soon – this will be a sizeable financial burden to be borne by the association, with investment in both time and money.
Government initiatives have slowed, but not ended. As a member of a Reference Group to the govt department responsible for the Career System Strategy, we will now be meeting via Zoom. The key initiative they were undertaking is the Inspiring the Future project, which can no longer continue whilst we are under the influence of Covid-19 as it involves primary schools and volunteers. Our schools are all closed, and all but necessary workers at home. The other key project revolves around a new website to replace careers.govt.nz, which is aimed first and foremost at secondary schools, although govt insists their focus in on a lifelong career strategy.
by Jennie Miller, Career Development Association of New Zealand Career (NZCDA) PresidentNovember 2019 Country report
•New membership framework proposal: Entry Level Quals and Member Pathways.
In June 2019 the CDANZ Exec Committee was presented with a proposal from our Professionalism Project team to make some changes to our membership structure in line with other countries, and to make membership more accessible to practitioners operating in our field. Currently we require quals which are specifically career development related, which is not representative of the people operating. We are therefore not representing many of those in our field. There are many who have the competencies required for our work, but do not hold career specific qualifications. The new Professional Standards that have been developed over several years have culminated in our ability to offer membership to people who can provide evidence of competency alongside a relevant qualification. We have taken our lead largely from CICA, CDAA, and NCDA. The proposal was confirmed by our Executive and taken to our members as a proposal only at this year’s AGM in September. Through the next several months we will be running consultation workshops and webinars with our members to gather feedback. Some of these are occurring over the next couple of weeks and we look forward to hearing what our members have to say. We are sure there will be many questions! We hope to take a remit on this to our AGM in July.
•New Membership Association software and website
Our other major project through 2020 was necessitated by the breakdown of our previous CRM system – we have now been operating from a large spreadsheet for far too long! And we have also been informed our website is becoming somewhat aged and creaky. Our CRM team prepared a thorough brief in 2019 and we are now assessing a handful of remaining systems against the brief. We would love to hear from any countries who may recently have been through this process – it is a huge responsibility.
Support and funding for our sector has been on the wane for some years and, although much lip service is being paid, does not appear to be improving substantially. Our govt no longer employs career development practitioners, let alone industry experts, to support their two main policy thrusts: The Career Action Plan for schools being prepared by our Ministry of Education (over two years in the making and counting…), and the Careers System Strategy from the Tertiary Education Commission, the organisation Careers NZ was merged into some two years ago. Almost the entire team from Careers NZ were made redundant and now there is almost no internal expertise to support or guide the strategy. The new team have come out of commerce. They have, however, been more consultative of late, and I was recently invited (as CDANZ President and Advocacy Lead for CDANZ) to join a small Steering Committee of 6 people across ministries to provide some level of governance and insight as the action plan is rolled out nationally. Our first meeting is in mid-December, a briefing session.
New Zealand Country Report- April 2014 by Julie Urbahn
New Zealand is of a similar geographical size to Japan, with its closer neighbor being Australia 2,230 kilometers away. It is highly dependent on the primary sector, with exports of goods and services accounting for around one-third of its gross domestic product (GDP). It has a small population of 4½ million, with young people aged 12-24 years old representing 20% of the total population. Ethnic diversity is increasing, with Maori, the indigenous people, making up nearly 700,000. The five largest ethnic groups are New Zealand European, Maori, Chinese, Samoan and Indian.
The New Zealand Government has set 10 challenging goals for the public sector to achieve over the next five years. These goals sit under 5 broad headings: Reducing long-term welfare dependence, Supporting vulnerable children, Boosting skills and employment, Reducing crime and Improving interaction with government. For more information, see Better Public Services: Results for New Zealanders.
It is also important to mention that New Zealand is legislated to provide culturally appropriate career services to Maori. This legislation is based on the founding document Treaty of Waitangi, which was signed in 1840 between the British Crown and Maori. The treaty is based on three key principles; protection, participation and partnership. In 2008 the Ministry of Education outlined its Maori Education Strategy, Ka Hikitia. Throughout the strategy the focus is on "supporting local solutions for local change, by local communities" and providing activities to raise awareness, provide support and seek contributions from students, parents, whanau (family and wider families), hapu (sub-tribe), iwi (tribe), Maori organizations, communities and business.
Career service in New Zealand is provided in a range of ways; public, private and through community organizations. Careers New Zealand is the government funded provider and is seen as the government's center of careers expertise. Generally the services are not age segmented. However, there is an important focus on developing the career education and career management skills of young people early during their schooling and transition to work. This focus results in the delivery of programs that are targeted to young people, particularly Maori and Pasifika youth. The Government sees Careers NZ's role as helping to lift educational achievement and employment outcomes for these specific ethno-cultural groups who are seen to have been disadvantaged by previous systems.
Careers NZ's services and products include:
Careers NZ also connects educators and industries through a program of Career Capable Communities and Career Networks to improve the matching of labor skills supply and demand. To find out more about the services that Careers New Zealand provide, read Careers New Zealand's Statement of Intent.
Career education and guidance in New Zealand schools is offered in years 7 to 13. Each school's board has responsibility to:
These requirements are outlined in the National Administration Guidelines.
Secondary schools receive a Career Information Grant, which is based on the decile rating and number of students in that school. Decile ratings are based on a combination of socio-economic factors. The lower the decile, the more funding a school receives. The Career Information Grant is not "tagged," which means that the money may be used for purposes other than career education. Most schools have a Careers Advisor and depending on its size this advisor may be supported by a team. There are a number of career related programs such as Gateway, Vocational Pathways, Star and Academies. For more information go to Career Education and Guidance in New Zealand Schools. The professional body for school staff, working in careers is Careers and Transition Education (Aotearoa) NZ (CATE). Careers New Zealand has developed a set of benchmarks to support schools when reviewing their careers programs. These can be downloaded from the Careers New Zealand website Career Education Benchmarks – Secondary and Career Education Benchmarks – Year 7 & 8. These benchmarks have been endorsed by the Ministry of Education.
Private practitioners and community organizations provide a range of career services to individuals and groups. The professional body that represents career practitioners in New Zealand is the Career Development Association of New Zealand (CDANZ). Members are required to meet a range of professional practice competencies. CDANZ provides regular professional development throughout the country, a range of resources and also publishes a quarterly Ezine.
New Zealand's tertiary system includes universities, institutes of technology, polytechnics, Wananga (publicly owned institutes that provide education in a Maori cultural context), industry training organizations (ITOs), private training establishments (PTEs) and community organizations. These institutions offer a range of career services, which vary depending on the institution and/or type of funding mechanism. To support tertiary providers, Careers New Zealand has developed the Career Development Benchmarks – Tertiary, which you are able to download. The Ministry of Education has recently launched its new Tertiary Education Strategy.
Many employers offer career related support to their staff. Large organizations may offer learning and development opportunities. Some provide career support by hiring consultants, providing career development as an HR function, providing literacy and numeracy support and making ongoing tertiary programs available. Careers New Zealand is developing careers information and resources and already has the For Employers section on their web site. Industry Training Organizations (ITOs) also provide opportunities for training on the job. For more information go to http://www.careers.govt.nz/education-and-training/workplace-training-and-apprenticeships/workplace-and-industry-training-contacts/.
In New Zealand, there are a number of institutions that offer a career guidance qualification:
If you would like more information please feel free to contact Julie Urbahn at Julie.firstname.lastname@example.org. Grad Dip Career Development, CDANZ, Business Development Advisor, Careers New Zealand