Helping young people identify their
career paths
Janet Colledge – Council Member for Careers Education
Embedding CEIAG strategy – the building blocks
1.
2.
3.
4.
A philosophy and structure – Gatsby Benchmarks
An external measure of quality – CEIAG Quality Awards
A framework for careers; employability; and enterprise
education - CDI
Capacity building and CPD for career staff in schools
Careers education

Employers can work in partnership with schools and colleges to help develop
young people’s employability skills and career management skills
Careers IAG

Employers can inspire, inform and advise

Employers cannot and do not wish to provide career guidance
Effective employer engagement

Must be managed by the school/college and integrated into the careers
programme

Must be complemented by access to impartial careers guidance, brokerage and
support
Philosophy and Structure
1.
A stable and an embedded programme of career education and guidance
2.
Good quality information about future study options and the labour market
3.
Opportunities for advice and support tailored to their needs
4.
Subject teaching linked to careers
5.
Several opportunities to learn from employers and employees
6.
Experiences of the workplace
7.
Opportunities to hear from representatives of FE & HE, apprenticeship
providers
8.
Personal guidance from an appropriately trained careers adviser, at the right
time
Framework for Careers, Employability and Enterprise Education

Ages 7-19

3 main areas
 Developing yourself through careers, employability and enterprise education
 Learning about careers and the world of work
 Developing your career management, employability and enterprise skills

17 learning outcomes for KS2, KS3, KS4 & Post-16

Supporting resources
www.thecdi.net/New-Careers-Framework-2015
The role is wide ranging and demanding
1.
Advising senior leadership on policy, priorities and resources
2.
Managing careers and related information
3.
Planning careers, employability and enterprise education
4.
Briefing teachers and tutors
5.
Monitoring teaching and learning in career education
6.
Liaising with tutorial managers and mentors
7.
Referring to career advisers
8.
Commissioning career guidance services
9.
Monitoring access to, and take up of, careers guidance
10. Establishing, maintaining and developing links with employers
11.
12.
13.
14.
15.
Reviewing and evaluating CEIAG
Preparing and implementing a CEIAG development plan
Reporting to senior leaders and governors
Managing work of careers support assistant
Maintaining own CPD
There is an urgent need for:
 Recognition
 Qualification
 Access to ongoing CPD
To be effective and sustainable the new career strategy must:

Require career advisers working in schools to be qualified to L6 and
professionally registered

Invest in a national programme of CPD for careers leadership:
 Quickly scale-up the Teach First Pilot (not certified or assessed)
 CDI Certificate in Career Leadership (3 units at L6 externally assessed)

Provide capacity building funding to schools and colleges for two
years:
 Year 1 – commit to work towards a quality award (£1500)
 Year 2 – achieve a quality award (£1500)