A. G. Watts

The death and transfiguration of career–and of career guidance?

Abstract The predominant understanding of career in the industrial era has focused on progression within hierarchical work organisations. With the move into a post-industrial era, the possibility of such careers is rapidly receding. The concept of career, however, has always been broader than this, and other aspects of it are now claiming increased attention. They focus more upon individual experiences in terms of development in learning and work throughout life. The role of career guidance in relation to such experiences is potentially of much greater social significance. A number of implications for career guidance provision and practice are discussed.

Career guidance and social exclusion: A cautionary tale

The relationship of career guidance to public-policy interventions designed to address social exclusion is examined.The nature and origin of the concept of social exclusion are analysed, and the roles of career guidance in response to it are reviewed, particularly in relation to young people who have dropped out of formal education, training and employment or are at risk of doing so. It is suggested that such strategies need to take account of the subjective frame of reference of such young people, including understanding the work in which they are already engaged within the informal economies. The issues raised by such considerations provide a rationale for the partnership arrangements - with, for example, youth workers and community mentors - which have characterised these strategies. Within this context, the development of the new Connexions Service is critically examined. It is argued that it contains fundamental design flaws, from which a number of problems have stemmed. It is concluded that while career guidance has an important contribution to make in strategies to address social exclusion, this should be secondary to its role in supporting individual progression and development within the societal structures to which inclusion is being sought.

The Role of Information and Communication Technologies in Integrated Career Information and Guidance Systems: A Policy Perspective

The evolution of ICT, and the ways in which it is currently used in the delivery of career information and guidance services, are examined. Such systems have the potential both to expand and to restrict access to career information and guidance. Ways in which ICT can complement and/or be integrated with other ways of providing career services are explored. Finally, a number of key policy issues relating to the role of ICT in national and regional career information and guidance systems are identified, including issues relating to funding and quality assurance.

Guidance in the United Kingdom: Past, present and future

The turn of the century is an apposite time to review the development of guidance in the United Kingdom. The concept of guidance, in the terms in which it is now understood, is very much a 20th-century notion. It draws on two distinct but related traditions: the development of the practice of career guidance; and the development of guidance as an educational concept. The history of these two developments, and the relationship between them, are briefly outlined. Some of the conceptual issues they raise are examined, including the important but somewhat problematic interface with counselling. Challenges for guidance in the new millennium are discussed, in relation both to policy and practice and to theory and research.

'Let your fingers do the walking': The use of telephone helplines in career information and guidance

The UK Learndirect helpline, launched in February 1998, is the largest telephone helpline service in the guidance field so far developed in the world. By the end of 2000 it had responded to 2.4 million calls. The development of the helpline is placed in the context of the transformations in service delivery in other sectors, including the growth of callcentres and helplines. The use of the telephone in career guidance, both in the UK and elsewhere, is reviewed. The evolution of Learndirect is described, with particular attention to its policy context. The current operation of the service is outlined, including its extent, availability, staffing and users. Finally, a number of issues illuminated by the experiences of Learndirect are identified, including the place of in-depth guidance within helpline services, their relationship to wider guidance provision, their impartiality, their framing in relation to national/local, adult/all-age and learning/career dimensions, the synergy of helplines with other forms of technically mediated service delivery, and the implications of helpline work for the professional development of guidance staff.

The role of the computer in careers guidance

The main developments to date in the application of computers to careers guidance are reviewed. Brief descriptions are offered of developments in North America and in Europe generally, with a more detailed account of developments in Britain. The paper examines ways in which the relationship of computers to traditional guidance services can be conceived: as a tool, as an alternative, and as a change agent. Finally, some implications for the role of the careers counsellor are considered.

Applying market principles to the delivery of careers guidance services: A critical review

Abstract Market principles can be applied to careers guidance services through the concept of guidance as market-maker or through the concept of a market in guidance. The notion of a market in guidance can take the form of a real market or of a quasi-market. A quasi-market can take the form of contracts or of vouchers. These three sets of options are explored in relation to current policy developments in the careers guidance field.

The ‘P’ word: productivity in the delivery of career guidance services

ABSTRACT The case for more attention to productivity in career guidance delivery is related to the pressures both for greater public accountability and for increasing access to services without massive increases in resources. The term ‘productivity’ is defined and its applications in a career guidance context are explored. Possible strategies for enhancing productivity are examined, and evidence of productivity gains is reviewed. A case-study is presented to indicate how services might collect and utilise productivity data to enhance their service provision.

The ‘Blueprint’ framework for career management skills: a critical exploration

This article examines the Blueprint framework for career management skills as it has been revealed across sequential implementations in the USA, Canada and Australia. It is argued that despite its lack of an empirical basis, the framework forms a useful and innovative means through which career theory, practice and policy can be connected. The framework comprises both core elements (learning areas, learning model and levels) and contextual elements (resources, community of practice, service delivery approach and policy connection). Each of these elements is explored.

Devolution and Diversification: Career Guidance in the Home Countries.

ABSTRACT The devolution instigated in the United Kingdom in 1997 was a further stage in a long historical process. Nonetheless, prior to the 1990s, the basic structures of career guidance services were broadly similar across the UK. But the marketisation of careers services that took place under the Conservative government in the mid-1990s went further in England than elsewhere. This helped to pave the way for the markedly different directions followed post-devolution, with England seeking horizontal integration of services for young people and adults respectively, whereas Scotland, Wales and Northern Ireland have emphasised vertical integration of career guidance services on an all-age basis. Some sectors have been affected less by devolution than others. It is suggested that the model adopted in England has already weakened the structures for career guidance provision, and is currently at risk of weakening them still further. The relative size of England means that these weaknesses could have ripple effects on the other home countries too—in relation to professional training and professional status, for example. Existing collaborative mechanisms need to be strengthened, and a culture of mutual learning enhanced, if the potential benefits of diversification are to be fostered and its potential risks avoided.