- and policy development in the Nordic Countries and Europe. Presentation by Raimo Vuorinen

1. Recent trends in lifelong guidance practice
and policy development in the Nordic
Countries and Europe
Raimo Vuorinen, Ph.D
Project Manager
University of Jyväskylä, Finland
NVL Dialogmöte, 27 November 2019
Nuuk, Greenland

2. ”The need for career guidance is
greater than ever”
(Anthony Mann, OECD, June 19, 2019)
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3. Increased interest globally
for career guidance by policy makers
• Policy makers are interested in decreasing
the skills mismatch and career guidance
provides a tool for achieving this
Refrences both in OECD & EU policy
documents with regards to unemployment,
early school leaving, adult learning, validation,
early and school education, higher education,
VET, youth, employment and skills policies,
entrepreneurship

4. For example…
• The European Pillar of Social Rights
promotes access to career development
support as an individual right linked to
equal opportunities to learn and to work;
some countries have made access to
guidance a legal right.
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5. Increased interest globally
for career guidance by public
• Changes in labour market fluidity has
resulted increased interest in career
guidance among the public
Need for career information – what
competences are needed in the future?
How competences contribute to well-being?
How can people build new skills?
Formal, non-formal, informal learning, validation
Need for support in phases of transitions

6. Most wanted:
(Cedefop, 2019)
• Cedefop’s current analysis of online job
vacancies across the EU highlights
workers’ adaptability to change as the
skill most sought after by European
employers
“Fostering adaptability is an enormous
challenge, both for individuals and
organisations, and requires investment in new
sets of skills and knowledge usually not
addressed by technical training.”
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7. Basis for successful transitions:
Career Management Skills (CMS):
• Acquisition of competences that enable
citizens at any age or state of development
to manage their learning and work life
paths.
They include awareness about one’s skill needs
and potentials, and capacity to lead one’s own
learning, make decisions, and plan and act
upon career opportunities.
(ELGPN 2015)

8. Transformation of lifelong guidance
• As careers are becoming increasingly
multidirectional individuals need lifelong career
management skills in identifying their strengths
and using their full potential in the labour market.
• The perspective of lifelong guidance has shifted
from an input-oriented perspective (provision of
supporting services, teaching) to an outcome-
oriented view to equip the individual with career
management skills.
• This is connected with a shift in attitude from
helping to enabling an individuals
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9. Definition of Lifelong Guidance?
• a continuous process that enables citizens
at any age and at any point in their lives to
identify their capacities, competences and
interests, to make educational, training and
occupational decisions, and to manage their
individual life paths in learning, work and
other settings* in which those capacities and
competences are learned and/or used.
EU Council of Ministries Resolution on lifelong guidance 2004
* = a ”career”

10. Career education:
A range of structured programmes and activities
which help students to link their learning to the
acquisition of lifelong Career Management
Skills and employability skills.
a stand-alone and timetabled subject,
a series of themes taught across different subjects in
the curriculum,
through extra-curricular activities.

11. Career guidance for disadvantaged youth
• Prevention
Career education in compulsory education
Assisting potential early school-leavers to stay
in school
• Interventions
Assiting to re-enter learning pathways,
apprenticeship, training, internship or job
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12. Examples of activity Work-based
learning
Lifelong
guidance
Examples of activity
Work experience
Employer engagement
in education
Taster courses
Summer schools
Learning
about work
Learning
about jobs
Engagement
Decision-making skills
Labour market information
Building ambition
Broadening aspiration
Apprenticeships
Traineeships/internships
Learning
how to do a
job
Achievement Coaching and mentoring
Prevention of drop-out
Pastoral and study
support
Continuing professional
development
Voluntary work
Job rotation
Learning
how to
progress in
work
Transition
Opportunity awareness
Labour market analysis
CV & interview skills
Resilience
Linking the dual purpose of work-based learning with lifelong guidance
(Borbely-Pecze & Hucthinson 2014)
Career guidance and work-based learning

13. Role of career guidance in education?

14. ICT & GUIDANCE?

15. Roles of ICT in lifelong guidance
• As a tool to assist, enhance, and further develop traditional
approaches to the provision of career development services,
resources and tools;
• As an alternative to traditional approaches to such provision;
• As an agent of change in transforming, accessing, using and
managing career development services, resources, and tools
• As an administrative tool to support, among others,
evidence collection, evidence based policy development,
accountability, quality assurance, and policy and systems co-
ordination and coherence within and across sectors;
• As an integrative agent, establishing a common conceptual
framework for the design and delivery of lifelong guidance
services, resources and tools across different sectors
(education, training, employment, and social).
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16. Expanding and evolving role of
ICT in career services
(Kettunen 2017)
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17. Face-to-face
or distance
one-to-one
counselling
Face-to-face
or distance
group
counselling
Face-to-face
or distance
resources for
assessment
and LMSI
Collaborative
career
exploration in
social media
”co-careering”
Self-screening or
staff-screening
based on needs
Transformation of guidance services
and the use of ICT
Kettunen, J., Sampson, J. P., Jr., & Vuorinen, R. (2015).

18. Inadequate
access to ICT
Inadequate
access to
information
Inadequate
skills and
competencies
Inadequate
integration
Kettunen, J., & Sampson, J. (2018): Challenges in implementing ICT in
career services: perspectives from career development experts
Perceived challenges in implementation
of ICT in career services

19. Career
guidance
- A range of
interventions
Individual
outcomes
- Human capital
- Social capital
- Supported
transitions
Primary economic outcomes
- Increased labour market
participation
- Better match with skills and
demand
- Enhanced skills and knowledge
base
- Flexible and mobile labour market
Secondary economic
outcomes
- Inclusion
- Improved health
Macro-economic
long-term benefits
- Deficit reduction
- Productivity
- Living standards – maintaining
prosperity
- Sustainable economic growth
Hooley, T, & Dodd, V. (2015) The Economic Benefits of Career Guidance. Careers England.
http://hdl.handle.net/10545/559030

20. Lifelong guidance is most effective
where it:
1. Is lifelong and progressive.
2. Connects meaningfully to the wider experience and lives of the
individuals who participate in it.
3. Recognises the diversity of individuals and provides services
relevant to their needs.
4. Combines a range of interventions (e.g. one-to-one and online
support).
5. Encourages the acquisition of career management skills.
6. Is holistic and well-integrated into other support services.
7. Involves employers and working people, and provide active
experiences of workplaces.
8. Is delivered by skilled, well-trained and motivated practitioners.
9. Draws on good-quality career information.
10. Is quality-assured and evaluated.
(Hooley, 2014; ELGPN, 2015)

21. Ways forward…
Interoperability….
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22. International co-operation
• OECD Global Study of Guidance Policies (and
CEDEFOP, ETF, World Bank):
• OECD/EU Policy Handbook 2004 – range of policy
options; examples of effective policies; a treasure to
support policy/practice dialogue
• International Centre for Career Development and Public
Policies; http://iccdpp.org
• European Lifelong Guidance Policy Network;
http://elgpn.eu
• ILO, UNESCO

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International Centre for Career
Development and Public Policy,
ICCDPP (http://iccdpp.org)
• Knowledge base
Documents, studies, reports, publications, news
Proceedings from the international symposia
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ICCDPP Communiqué 2019
Leading career development services
into an uncertain future:
Ensuring access, integration and
innovation
Tromsø, Norway
June 17 – 20, 2019
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Addressing a changing context
• Develop a cross-sectoral strategy for career
development and embed it into wider skills,
education, employment and social policies.
• Strengthen quantitative and qualitative evidence
on career development to support decisions about
policy and practice.
• Create mechanisms for sharing and learning from
international policy and practice.
• Ensure that career development programmes and
services develop citizens' ability to manage their
own careers
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Improving access
• Increase awareness of, and access to,
career development programmes and
services.
• Recognise the diversity of users of career
development programmes and services
and ensure that provision recognises this
diversity.
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Integrating career development into
society
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• Establish mechanisms to support co-
ordination and co-operation between
government departments and agencies with
responsibility for career development and
associated fields.
• Empower citizens to shape career
development programmes and services.
• Develop and resource a national body to
support consultation and co-ordination in
career development

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Supporting innovation
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• Provide resources to support innovation and
space for piloting new career development
programmes and services.
• Adopt an integrated and transformative multi-
channel approach to the delivery of career
development programmes and services.
• Ensure that career development professionals
are highly trained and supported to continue to
innovate and develop their practice

29. ”Siiloista silloiksi …”
(= From silos to bridges….)

30. Thank you!
Raimo Vuorinen, PhD
Project manager
Finnish Institute for Educational Research
University of Jyväskylä
Tel. +358-50-3611909
Email: raimo.vuorinen@jyu.fi