Chair of Education Systems, D-MTEC, ETH Zurich · Transcript · · Updated
Unit 4.3 – Transcript
Video by Chair of Education Systems, D-MTEC, ETH Zurich · Watch the original on YouTube
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- Career guidance acts as a core governance tool in modern education systems by coordinating choices and reducing mismatch and dropouts.
- A structured five-phase reform pathway over three years guides the establishment of a national career guidance framework.
- The final phase of the reform ensures sustainability through an independent national evaluation and long-term financing.
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Welcome back and with this we will cover the question of career guidance as governance instrument. So career guidance is often seen as a service but it's much more than that and we will talk about this in more details.
It helps individuals navigate choices across education and work through their lives. From a governance perspective, it plays a critical coordination role. Of course, by improving information and supporting decision making, it directly influences how people move through the system.
This reduces mismatch and dropouts. It helps align education with labor market needs. So everything is quite simple. So ultimately career guidance contributes to broader public goals such as inclusion, efficiency and economic development. Of course, career guidance is not peripheral. It's a core
governance tool in modern education system. This slide shows that career guidance works as a system of interdependent factors not as isolated interventions.
On the left we see learner facing outcomes informed choices reduce dropouts and equity. These are the most visible effects but they depend on what happens in the system. In the center, adaptability skills and recognition of prior learning acts as key connectors. They translate
individual capabilities into system relevant outcomes. At the bottom, system level factors such as system alignment and employee engagement. They assure that guidance is actually linked to labor market realities and needs. On the right we see the forwardlooking dimensions lifelong learning,
technological change and education to employment transition. The arrows are important also. They show that these elements mutually reinforce each other.
Strong links indicate direct effects. Dashes lines show weaker but still relevant connections. And the key message here is that effective career guidance requires coherence across all these dimensions or otherwise impact remains limited.
Let's look at the example of how to establish a national career guidance framework. The key idea here is that career guidance must be integrated across systems, education, labor market, and policy. The four pillars show that impact only emerges when these areas are
aligned and coordinated. Career guidance works best as part of a coherent national system, not in as isolation. This slide shows why reform is urgent.
We face four key pressures. High mismatch between training and jobs, significant dropout trades, rapid rapidly changing skill demands and limited access to guidance especially for adults. Individually, these are serious challenges. Together they create a systemic problem. The key point is
that a national career guidance framework is not optional. It is a direct response to this pressures. Let's outline a structured five-phase reform pathway over 3 years. We start with diagnosis and mandate to define the problem and secure political backing.
then move to design and consultation ensuring stakeholder alignment. Phase three focuses on piloting and testing before moving into scaling and embedding where successful approaches are institutionalized. Finally, we evaluate and sustain to ensure long-term impact
across all phases. Five principle guide the process. Evidence-led, co-design, equity focused, adaptive and institutionally embedded reform is a sequence iterative and long-term not one of intervention. The first phase is about building the foundation for
reform. It start with diagnostic audit understanding what exists, where gaps are and how the system performs. In parallel, it is crucial to secure political mandate and alignment and cross ministers. Without this, reform will not move forward with an establish a national advisory board bringing
together key stakeholders and expertise. And finally, we define a clear vision and measurable success indicators linking guidance to concrete outcomes.
So strong reform start with clarity, ownership and evidence. Phase two focuses on design the system in detail and building consensus. First we develop the national framework. So we define who gets access setting standards aligning with qualification systems of course. Second, we designed the
workforce strategy ensuring there are qualified practitioners and clear professional pathways. Third, we establish a labor market information system to guidance. So, guidance is based on real upto-date data what labor market needs. Now finally we run broad stakeholder consultations to
validate and improve the design. This phase ensures the reform is technically sound and broadly supported before implementation. Phase three is about testing the system in practice. We start by selecting diverse pilot sites ensuring representation and proper resourcing of course. Then we train the first cohort
of practitioners and introduce tools and platforms. A key element is continuous monitoring and iteration collecting data and adapting their framework based on evidence. Of course, on the right you see typical risks such as resistance, weak data or funding uh funding gaps, each requiring proactive mitigation.
Pilots are not just testing, they are learning and adjustment mechanisms before scaling. Phase four is where reform becomes systemwide and irreversible.
First the framework is anchored in legislation ensuring rights standards and sustainable funings. Second we move to national roll out scaling practitioner capacity and uh professionalizing the field. Third guidance is embedded into quality insurance system linking it to inspection and funding. This is a
critical for sustainability. Finally, of course, a public awareness campaign ensures uptake by learners, employers and institutions.
So scaling is not just expansion. It is institutionalizing into rules, systems and public expectations.
Phase five ensures the reform is sustained and continuously improved. First, we conduct an independent national evaluation, measuring real outcomes such as completion, employment, and equity.
Second, we institutionalize improvement creating permanent structures in ant feedback loops. Third, we secure long-term financing, which is critical to survive political cycles. On the right, the KPIs show that success looks like better complexion, reduced mismatch, wider access, full
professionalization, and high user satisfaction. And sustainability depends on evidence, institutions, and stable funding. not just initial reform success. Let's again take a moment for reflection. How is career guidance organized in your country? Actually, can you reflect on
this? And are all 10 factors that were mentioned before implemented and working well or are there any missing aspects? So, you are more than welcome to reflect yourself or to share your reflections with us. during live Q&A sessions. Thank you so much and see you later.