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Career Transition Services – Plan Policy (CTS)

Issuing Authority: Director General, Policy and Research
Effective Date: July 5, 2019
Document ID: 2666

Care has been taken to ensure these policies accurately reflect the acts and regulations. Should any inconsistencies be found, the acts and regulations will prevail.

Purpose

The purpose of this policy is to provide direction on the development and implementation of a Career Transition Plan in respect of Career Transition Services (CTS).

Policy

The Veterans Well-being Act and the Veterans Well-being Regulations,set out the authority, eligibility and other requirements for the Career Transition Services Program.

Assessment of Needs

  1. Under subsection 4(1) of the Act, VAC, on approving an application for CTS, must assess the needs of the member, Veteran, spouse, common-law partner or survivor with respect to the specific services that may be required. This assessment will be performed by the Contractor.
  2. The assessment gathers baseline information, and identifies the participant’s occupational goals and perceived career exploration and/or transition needs. The baseline information could include: employment status at time of intake; current education level; objective of the education and training, if applicable; training and skills summary, and any other information. 
  3. An assessment of needs must be completed prior to developing a career transition plan.

Career Transition Plan

  1. For the purposes of this policy, members of the Supplementary Reserve are eligible for all the services provided to Veterans, and subject to all the same requirements and limitations. Spouses and common-law partners of members of the Supplementary Reserve may also receive services as outlined in paragraphs 11 and 12 of the Career Transition Services General Policy.
  2. CTS services will be provided by the Contractor depending on client type and need, in accordance with Annex A. 
  3. The objective of a Plan is career transition, which includes career exploration, and will depend on the needs of the participant. The plan will identify the services needed, including the identification of education and training needs. The plan will set out steps/goals to be achieved as well as an expected outcome.
  4. A career transition plan for still serving members will have a focus on career exploration. This may include labour market information and online resources and instruction.
  5. A plan for releasing members, spouses/common-law partners, survivors and Veterans will have a focus on career transition. 
    1. A plan may include the following services for releasing members and spouses/common-law partners: educational counseling, labour market information, online resources and instruction, one-on-one career counselling, and referrals to other organizations.
    2. A plan for survivors and veterans may include educational counseling, labour market information, online resources and instruction, one-on-one career counselling, referrals to other organizations, and job finding assistance (including job placement).
  6. A CTS plan for a releasing CAF member, Veteran, spouse, common-law partner or survivor will be individualized, depending upon the participant’s needs and goals but may include:
    1. employment goal(s);
    2. the identification and sequencing of activities and/or resources required to reach those goals (e.g. CTS services, courses or training);
    3. sources of funding to support the implementation of the plan;
    4. a timeframe for completion; and
    5. anticipated date of plan completion.
  7. In the development of the plan, the Contractor will outline specific expectations for the participant regarding their participation in the plan. 
  8. The Contractor, in consultation with the participant, will update the plan at regular intervals to document progress against the plan and when:
    1. identified goals change;
    2. activities are completed, removed, added or changed;
    3. there are changes in the sources of funding to support the plan; and
    4. the anticipated date of program completion has changed.
    5. VAC has otherwise terminated a person’s eligibility for the CTS Program.
  9. A CTS plan may be completed when:
    1. the outcomes are achieved;
    2. the participant no longer wishes to participate in the plan;
    3. the participant is unable to participate in their plan;
    4. the participant becomes eligible for the Rehabilitation Services and Vocational Assistance Program;
    5. the participant no longer resides in Canada; or
    6. VAC has otherwise terminated a person's eligibility for the CTS Program.

Duration of a Career Transition Plan

  1. There is no prescribed timeline for the duration of a plan. The duration of the plan will be set out in the plan and will be based on the needs identified in the assessment, the goals established by the participant and the Contractor, and the CTS required to achieve established goals. Once a plan has been completed, a new plan will be developed if an eligible person re-engages in CTS.

Annex A: Service Available by Client Type

Serving CAF Members

  1. Intake Assessment/Re-assessment.
  2. Planning:
    • Develop an individualized Career Transition Services Plan with a focus on career exploration. Update and record progress as required, including post-employment transition support and plan closure.
  3. Labour Market Information Services:
    • Provide information to clients on labour market trends on a national, regional, provincial and sector basis.
    • Availability of employment, on a national, regional, provincial and sector basis.
    • Skills employers are looking for; which industries are hiring and where they are located.
    • Where to find employers who are hiring; what the working conditions are like for specific industries; what education and training is needed for specific jobs.
    • What factors can prevent obtaining employment; which jobs are growing in the future and other related statistics.
  4. Online Resources and Instruction:
    • Self-assessment of education, skills and experience.
    • Interest inventory; resume and cover letter for a specific job.
    • Military to civilian employment transition.
    • Job search techniques; interview skills.
    • Self-marketing; accessing job banks (leveraging existing and new sources).
    • How to access labour market information. 

Releasing CAF Members and Spouses/Common-Law Partners

  1. Intake Assessment/Re-assessment.
  2. Planning:
    • Develop an individualized Career Transition Services Plan with a focus on career exploration. Update and record progress as required, including post-employment transition support and plan closure.
    • Develop an individualized Educational Plan. Update and record progress as required, including post-employment transition support and plan closure.
  3. Educational Counseling:
    • Provide counseling regarding educational requirements to achieve client identified career goals.
    • Availability of employment, on a national, regional, provincial and sector basis.
    • Skills employers are looking for; which industries are hiring and where they are located.
    • Where to find employers who are hiring; what the working conditions are like for specific industries; what education and training is needed for specific jobs.
    • What factors can prevent obtaining employment; which jobs are growing in the future and other related statistics.
  4. Labour Market Information Services:
    • Provide information to clients on labour market trends on a national, regional, provincial and sector basis.
    • Availability of employment, on a national, regional, provincial and sector basis.
    • Skills employers are looking for; which industries are hiring and where they are located.
    • Where to find employers who are hiring; what the working conditions are like for specific industries; what education and training is needed for specific jobs.
    • What factors can prevent obtaining employment; which jobs are growing in the future and other related statistics.
  5. Online Resources and Instruction:
    • Self-assessment of education, skills and experience.
    • Interest inventory.
    • Resume and cover letter for a specific job.
    • Military to civilian employment transition.
    • Job search techniques.
    • Interview skills.
    • Self-marketing; accessing job banks (leveraging existing and new sources).
    • How to access labour market information.
  6. Provide individualized interactive career counselling and coaching via telephone, online communication tools and/or face to face via webcam (video telephony) relating to:
    • Military to civilian – transferable skills.
    • Self-assessment of education, skills and experience.
    • Aptitude testing.
    • Interest inventory.
    • Resume and cover letter preparation and updating.
    • Tailoring resume and cover letter for a specific job.
    • Military to civilian employment transition.
    • Job search techniques.
    • Interview skills and techniques.
    • Self marketing.
  7. Refer clients to resources including, but not limited to:
    • Provincial/Territorial resources and opportunities.
    • Military Employment Transition (MET) or MET Spouse program.

Veterans and Survivors (Including CFIS recipients)

  1. Intake Assessment/Re-assessment.
  2. Planning:
    • Develop an individualized Career Transition Services Plan with a focus on career exploration. Update and record progress as required, including post-employment transition support and plan closure.
    • Develop an individualized Educational Plan. Update and record progress as required, including post-employment transition support and plan closure.
  3. Educational Counseling:
    • Provide counseling regarding educational requirements to achieve client identified career goals.
  4. Labour Market Information Services:
    • Provide information to clients on labour market trends on a national, regional, provincial and sector basis.
    • Availability of employment, on a national, regional, provincial and sector basis.
    • Skills employers are looking for; which industries are hiring and where they are located.
    • Where to find employers who are hiring; what the working conditions are like for specific industries; what education and training is needed for specific jobs.
    • What factors can prevent obtaining employment; which jobs are growing in the future and other related statistics.
  5. Develop and/or deliver on-line, self-directed modules relating to:
    • Self-assessment of education, skills and experience.
    • Interest inventory.
    • Resume and cover letter for a specific job.
    • Military to civilian employment transition.
    • Job search techniques.
    • Interview skills and techniques.
    • Self-marketing.
    • Accessing job banks (leveraging existing and new sources).
    • How to access labour market information.
  6. Provide individualized interactive career counselling and coaching via telephone, online communication tools and/or face to face via webcam (video telephony) relating to:
    • Military to civilian – transferable skills.
    • Self-assessment of education, skills and experience.
    • Aptitude testing.
    • Interest inventory.
    • Resume and cover letter preparation and updating.
    • Tailoring resume and cover letter for a specific job.
    • Military to civilian employment transition.
    • Job search techniques.
    • Interview skills and techniques.
    • Self marketing.
  7. Refer clients to resources including, but not limited to:
    • Provincial/Territorial resources and opportunities.
    • Military Employment Transition (MET) or MET Spouse program.
  8. Job Finding Assistance, including Job Placement (Telephone, on-line communication tools and/or face to face via webcam, video telephony):
    • Assess and resolve, through tips and techniques or referrals to community sources, employment barriers that may exist in obtaining and/or retaining employment in the civilian workforce.
    • Provide assistance in locating specific job opportunities suited to the client’s skills and experience.
    • Provide individual support in the job application process including assistance with preparation of cover letter, participating in mock interviews, support in organizing, recording and maintaining job search logs.
    • Facilitate client access to existing networks of potential employer contacts, both by industry sector and province, where clients with appropriate skills and knowledge may be further supported to find suitable employment.
    • Provide job placement assistance to navigate to specific jobs and employers when applicable.
  9. Pre-Plan Closure/Employment Transition Support:
    • Follow up within a three month period to closure of a plan which may include during the initial stages of employment.
    • Minimum 1x and maximum 2x follow-up to ensure needs have been met.

    Note: For those eligible for both CTS and ETB, the ETB Plan is included in the CTS Plan.

References

Veterans Well-being Act, sections 3, 4, 5, 5.1

Veterans Well-being Regulations, sections 2, 3, 4, 4.1, 4.2

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