ARMS to Support Lifelong Learning

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ARMS to Support Lifelong Learning:

ARMS to Support Lifelong Learning How Career Development Systems Can Support Education, Community and Economic Development in the St’at’imc Territory and Close the Skills Gap

Career Service Delivery Models:

All Service Delivery Models in Canada, including the ASETs model, boil down to a few key steps Career Service Delivery Models

Best Models:

Work like a road map Are not strict and inflexible Helps Clients and Practitioners (Employment Counsellors) keep moving towards their agreed upon direction Combines the best of Service Delivery Models and Case Management Systems to co-create a model with the community Reflects a community’s unique strengths and needs Produces information needed for ASET holders but also gathers the data so that the community can see how well they are moving towards their goals Best Models

Key Features of a Service Delivery Model:

Key features of the Model based on a review of the St’át’imc Government Service documents : Assets/Strength-based approach Community-based approach Holistic approach Learning/Developmental/Lifelong approach Practical approach – want community members to succeed Key Features of a Service Delivery Model

Service Delivery Model:

Service Delivery Model

Developing a Working Alliance with Clients and their Community:

The working alliance is the development of a trusting and collaborative relationship between the client and practitioner. It is grounded in respect and enables the client and practitioner to truly collaborate and agree on the goals to be achieved and the tasks to be performed to reach those goals. All service is based on a respectful and trusting relationship between the practitioner, client, and their family/community. This Phase is foundational and ongoing throughout the whole service delivery process. Developing a Working Alliance with Clients and their Community

Phase 2: Client Intake - Assets/Needs Assessment:

Critical to be done well System needs to be supportive of a holistic assessment Practitioner and client work through it together Begin with assets and strengths (including cultural assets, Essential Skills, competencies and certificates) needed for work readiness There is high ROI if this phase is done well! Phase 2: Client Intake - Assets/Needs Assessment

Phase 3: Career Decision Making:

Answering the question – What will success for the client look like? A robust Case Management System can connect client assets and career goals with labour market demand Next phases depend on the results of the asset/needs assessment – a practitioner may do all or only some Phase 3: Career Decision Making

Phase 4: Work Readiness:

Also described as the Pre-employability phase Answering: Are there any specific supports needed or challenges/barriers to overcome? What action plan is necessary to get the supports in place to overcome any challenges or barriers to the client’s goal? Phase 4: Work Readiness

Phase 5: Skills Enhancement:

Skills enhancement – given the goal, are there any skills, competencies or certificates needed ? What learning/development plan is needed to support goal achievement? Phase 5: Skills Enhancement

Phase 6: Job Search – Connecting with Work:

Connecting with Work – achieving the work goal (job search/work development)   What action plan is needed to connect the client with sustainable, stable work? Phase 6: Job Search – Connecting with Work

Phase 7: Work Maintenance – Career Growth:

Lifelong career development (growth) and lifelong learning – maintaining the life they want to live What ongoing monitoring and/or action will support the client to continue to succeed on their chosen path and to make future transitions? Phase 7: Work Maintenance – Career Growth

Benefit of ARMS:

Case Management System is a support rather than a burden to the practitioner Client is engaged in every step because it is interactive and holistic Meaningful community labour force data is easily gathered Interventions are automatically linked and fit specific client needs Capacity to monitor progress and adjust along the way Benefit of ARMS

Benefit of ARMS:

You can position Career Service Delivery within your larger strategy (e.g. within schools) It is co-created so that the St’át’imc Territory is sure that it meets and exceeds its needs. Benefit of ARMS


ARMS has been developing and supporting case managements systems since 2004. ARMS systems have been used to support the delivery of ASETS and other First Nations programs and services and as a labour force database in all provinces and territories over the past 11 years. ARMS works in partnership with Goss Gilroy Inc. (GGI), a national research firm that has been evaluating labour market programs and services since 1981. ARMS, GGI, and the CCDF have worked together on a number of research projects over the past few years. ARMS

The Canadian Career Development Foundation:

The Canadian Career Development Foundation is a project-based national not-for-profit organization that seeks to improve career services nationally and internationally. CCDF develops innovative tools, resources and training that enable career professionals and the career education/development services they deliver to respond to client needs, community needs and local labour market needs. CCDF designs and delivers tailored training for diverse groups of career development professionals and clients including governments, post-secondary institutions, First Nations, Metis and Inuit organizations, school boards, non-profits and businesses. The Canadian Career Development Foundation

The Canadian Career Development Foundation:

Sample Projects: The Common Indicators Project: Transforming the Culture of Evaluation in Career and Employment Services Assessing the Impact of Career Development Resources and Practitioner Support Across the Employability Dimensions The State of Practice: Essential Skills Applications with First Nations, Inuit and Métis in Canada ( ) The Canadian Career Development Foundation

Thank you:

Thank you

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