ERIC ED341923: How To Fund Career Guidance Programs.

138 Pages·1992·5.3 MB·English

by  ERIC

DOCUMENT RESUME
CG 024 020
ED 341 923
Durgin, Rod W.; Drier, Harry N.
AUTHOR
How To Fund Career Guidance Programs.
TITLE
COIN Educational Products, Toledo, OH.; National
INSTITUTION
Consortium of State Career Guidance Supervisors,
Columbus, OH.
PUB DATE
92
NOTE
140p.
Guides - General (050)
PUB TYPE
MF01/PC06 Plus Postage.
EDRS PRICE
*Career Guidance; *Financial Support; Grants;
DESCRIPTORS
*Grantsmanship; *Guidance Programs; *Proposal
Writing
ABSTRACT
The resources necessary to operate a complete career
guidance program are considerable. This handbook maps the territory
of funding resources for those working in the field of career
guidance. Following two brief introductory sections, the first part
of the handbook deals with defining program needs. The needs that are
identified can serve as the basis for developing funding proposals.
Under each of the need categories (e.g., staff, audiovisual media and
equipment), are questions designed to help focus on the needs in that
category. The next section examines types and sources of funding. The
following categories of proposals are described: major grant
proposals, mini-grants, excess property/corporate donations, and
in-kind giving. Four major sources of funding are considered: the
federal government, state government, local sources, and foundations.
The next section, Using the System, contains guidelines for proposal
development. Included here is information for selecting the best
funding sources to pursue, building a case for the proposal, and
preparing the proposal. Forms include a time line for proposal
development, a proposal development format, a sample budget summary,
and a sample resume. The final section looks at ways to become
involved in policy formation and funding decisions. Contact
addresses, sample foundation descriptions and their grants to career
for developing a career resource center.
guidance, a funded proposal
proposal, and a sample time line are
sample letters, preliminary
included in the appendices.
(LLL)
Aft*Aft*At***************************************************************
Reproductions supplied by EDRS are the best that can be made
from the original document.
******** ********** ***************** ************************************
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"PERMISSION TO REPRODUCE THIS'
MATERIAL HAS BEEN GRANTED BY
Hcirry V Drier
Rod 'W,''Durgiit'Ph.D.
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'COIN Educational PrOducts and
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-LLLO
Harry N Drier Executive Director
,
TO THE EDUCATIONAL RESOURCES
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ational Consortium Of State Career GUidance Supervisors
-
,
INFORMATION CENTER (ERIC)
41
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4111,
COIN
Educational PrOducts
,*
BEST COPY AURAE
HOW TO FUND
CAREER GUIDANCE PROGRAMS
By:
Rod W. Durgin, Ph. D.
COIN Educational Products
and
Harry N. Drier
Executive Secretary
National Consortium of State Career
Guidance Supervisors
COIN Educational Products
3361 Executive Parkway
Suite 302
Toledo, Ohio 43606
Phone
1-800-274-8515
-
[phone]
-
Fax
0 Copyright 1992, COIN Educational Products
TABLE OF CONTENTS
INTRODUCTION
1
3
CAREER GUIDANCE: NEEDS, OBSTACLES, AND OPPORTUNITIES
5
WHAT ARE YOUR NEEDS?
5
Clients
5
Mission
6
Resources
11
Trained Professional Staff
11
Building Space and Office Equipment
12
Printed Guidance and Assessment Materials
13
Audiovisual Media and EcOpment
13
Computers and Guidance Software
13
Resources for Special Populations
13
Planning, Research, and Development Funds
14
Operating Funds
15
CAREER GUIDANCE RESOURCE INVENTORY
34
TYPES OF FUNDING
35
Sources and Types of In-kind Giving
37
SOURCES OF FUNDING
37
Federal Funds
37
The Carl D. Perkins Vocational Education Act of 1990
42
Augustus F. Hawkins Human Services Reauthorization Act of 1990
43
National Apprenticeship Act
44
Work Programs and Job Search Rewirements for AFDC ReceOts
44
Rehabilitation Act of 1973
Augustus F. Hawkins-Roberl T. Stafford Elementary and
46
Secondary School Inprovements Amendments of 1988
49
The Education for all Handicapped Children Act
50
Juvenile Justice and Delicarency Prevention Amendments of 1988
51
The Job Training Partnerships Act of 1982
51
Snyder Act
52
Drug Free Schools and Communities Act Amendments of 1989
52
Indian Self-Determination and Education Assistance Act
52
Americans with Disabilities Act of 1990
53
Augustus F. Hawkins Human Services Reauthorization Act of 1990
54
Higher Education Amendments of 1986
58
State Funds
61
Local Sources
61
School District Appropriations
61
Business
4
wimmoll MINIM III I
111
I
Parents, Relatives, Social Groups, and Alumni
Labor Unbns
Charitable, Civt, and Social Service Groups
Fund Raisers
Foundations
User FeesCost Recovery
Sources of Information on Career Guidance Funding
Professional Associations
USING THE SYSTEM
69
Selecting the Best Funding Sources to Pursue
69
Step I--Know the Guidelines
70
The ApproachWhat to ksk the Funder
70
Other Sources of Information
72
Step IIBuild a Case for Your Proposal
72
Step IIIEstablish That You Can Do the Job
73
Step IVPrepare the Proposal
73
Be Creative
73
75
SteP LightlyStep OuicklY
Time Line for Proposal Development
75
Proposal Development Format
76
Making your Proposal a Winner
79
Proposal Process
79
Proposal Content
83
Follow-up on Unsuccessful Proposals
84
INVOLVEMENT IN THE PROCESS
87
BIBLIOGRAPHY
91
APPENDICES
93
A. Contact Addresses
93
1. Nongovernmental Organizations
93
2. Congressional Committees
94
3. U.S. Department of Education
94
4. U.S. Department of Labor
95
5. State Deporlments of Education
96
a. SCFCC Directors
b. Vocational Education Directors
c. State Level Guidance Leaders
B. Sample Foundation Descriptions and Their Grants to Career Guidance
115
C. Proposal for Developing a Career Resource Center - Funded Proposal
125
D. Sample Letters
131
E. Preliminary Proposal
135
F. Sample Time Line
137
LIST OF EXHIBITS, FIGURES, AND TABLE
Exhibit
7
Assessing Your Clients and Their Needs
1.
2. Services Provided by Career Guidance Programs
15
3. Career Guidance Resource Inventory
31
4. Wish List
35
5. Sources and Types of in-kind Giving
63
6. Sample Form for Funding Resource File
64
7. Blank Sample Form for Funding Resource File
71
8. Outline for Preliminary Proposal
77
9. Time Line for Proposal Development
80
10. Project Time Line Form
81
11. Sample Budget Summary
82
12. Sample Resume
Figure
26
1. Average floor plan
27
2. Minimum space floor plan
28
3. Maximum space floor plan
Table
59
1. Federal Funding Matrix
f;
INTRODUCTION
Computer terminals and othe r technologies will make
Not long ago, career guidance was considered
available previously unimagined (piddles anti wan-
deter-
unnecessary. For mast, a future vocation was
Nies of career information. Assessment programs
mined by their parents' occupations, the offers or
will be interconnected with career exploration activi-
contacts of friends or family, or which local busi-
Personal
ties and skills development programs.
Although these aspects of
nesses were hiring.
guidance and career guidance win often be indistin-
options,
career guidance remain important, new
Clients will be of ail ages, types, and
guishable.
opportunities, and uncertainties have created new
issues. If jobs of the future are uncertain and virtually
unlimited, those seeking employment will increas-
The resources necessary to operate a com-
ingly need information to assist them in making
plete career guidance program are considerable.
career choices.
Information (and materials and equipment for its
in
access and use) is not cheap. Those involved
Until the 70's, career guidance was largely
getting
career guidance are continually faced with
confined to secondary schools. As students pre-
sufficient funding to acquire effective materials and
pared to leave school and enter the world of work,
resources. Most programs must cope with budget-
they were assisted in making entry-level job deci-
for available
ary pressures, making the competition
sions. Now, when an individual changes jobs every
funris intense and often frustrating. Those involved
3-5 years and many future jobs will be different from
in guidance often have high ideals and good inten-
today's jobs, individuals of all ages need career
tions, but they are easily distressed because of the
information. Unforeseen and complex changes in
inadequacy of available resources. To combine the
the world economy may make some jobs obsolete Of
demands and responsibilities of guidance with the
Demographic
may create new areas of employment.
frustrations of fund raising is more than can be
In addition,
changes may increase turnover rates.
reasonably expected.
special populations--the handicapped, incarcerated,
disadvantaged, and elderlyare now subjects for
This handbook maps the territory of funding
career guidance.
with
resources for those in career guidance. As
clients needing information for career preparation
Uncertainties in employment of the future and
and selection, guidance professionals need informa-
create
new populations needing career guidance
tion to identify funding sources and provide neces-
availabililty
new demands. Informing individuals of job
only is
sary skills to obtain needed funding. Not
is not sufficient. Individuals need to know the skills
funding available, but procedures to get it are easier
likely to be useful in the future job market; they must
The information presented here
than imagined.
be helped in developing transferable skills; and they
should enable readers to gain resources to provide
must know how their interests, values, strengths,
Control over program
the program they prefer.
and weaknesses relate to future employment.
funding means control of a program's qualify.
The career guidance center of the future will be
a complex center of information and discovery.
1
7
OBSTACLES, AND
CAREER GUIDANCE: NEEDS,
OPPORTUNITIES
It is projected that most job availability will be
The Chinese curse "May you live in changing
through replacements. The greatest replacement
times" is often cited by those who are unhivpy with
needs will be in low-status, low-paying service jobs
their current situation and their pmspects for the
where the greatest increase in job availability is also
future. Mhough change includes loss of the familiar
predicted. The highest turnover rates will be among
for
and the comfortable, it also creates opportunities
those who have unclear career goals and enter jobs
guidance
shaphg the future. Undoubtedly, career
Today, the average
requiring the least training.
lives in changing times.
turnover rate is 3-5 years--faster for those with less
education and training.
The U.S. Department of Labor projects that the
size of the labor force will continue to grow through
These projetlions indicate that career guid-
will
the 1990$, but that the percentage of growth
ance will be needed tor those who are about to enter
decline. Most of this growth will be due to women
the job market. Training will also be needed in those
The number of youth
entering the job market.
transfer skills that help individuals make their own
entering the job market will decline steadily through
individuals need-
career changes and choices. Most
1995.
ing career guidance will be older than high school
jobs than
age and more often will be changing
At the same time that those entering the job
seeking entry into the job market.
market are expected to have more education, an
oversupply of college graduates is expected also.
In this climate, career guidance cannot be just
Yet, the more educated members of the workforce
the job
career information for youth about to enter
are less often unemployed.
market. Individuals of all ages and types need to
know the characteristics and expectations for various
Uncertainty about future jobs is considerable.
skills
career options and how to acquire technical
FOr exanvle, government gasoline regulations after
needed for a job. But they also need to know the
Middle East oil embargoes led to pressure to make
skills required in getting and changing jobs. They
lighter, more fuel-etficient cars. This pressure pro-
must know how to learn new skills and change as the
duced declines in the steel industry and growth in the
job or the labor market changes. Career guidance
plastics and aluminum industries. Aubamation and
personnel will coordinate these functions for em-
technological advances change employment pat-
ployees and job seekers of the future.
terns and needed skills. Fewer people in the future
will assemble cars - more will assemble and maintain
Career guidance of the future will be a compre-
robots that do. There will be fewer typists and more
hensive program for a varied group of clients in a
In-
people doing data entry and word processing.
rapidly changing world. The resources needed fcr
creasingly, job opportunities are in service areas and
success are rapidly expanding.
This suggests
not in occupations that produce goods.
the
that interpersonal skills may be as important to
Client groups have expanded from 12th grad-
employee of the future as technical skills were in the
include all age
ers who weren't going to college to
Past.
3
groupsfrom individuals in elementary school to
Funding for career guidance has never been
adults making career changes, to retirees seeking
large. And the circumstances that have created
reentry into the job market. Also rewiring special
universal need for such guidance have not created
skills and resources are minorities, disadvantaged,
increased funding to assist in its provision. For those
handicapped, bilinpal, incarcerated and other special
comrrdtted to improving career widance, one major
career guidance challenges which cannot be Ignored.
obstacle to an effective pogram is insufficient fund-
ing. 0 it were possible to obtain the funds necessary
Issues to be faced are no longer just initial job
to build an effective guidance procram, it would be
entry; reentry and late entry are increasingly com-
possible to provide the types of services that are
mon. Skills in job changing may be as importart as
needed and thus demonstrate the value of career
The ability to adapt to the changing
entiy skills.
vidance. Most funding for career guidance Is either
demands of a particular job may be more useful than
part of a school system's or agency'r, ovdget or a
technical job skills. Skills in dealing with rehabilita-
small portion of the activities of a cortiv.'t t. person-
tion, dislocation, and unemployment are increas-
nel office. Without additional sources of funding, the
ingly becoming part of career guidance. Transfer-
services will continue to lag behind the need.
able skills that are useful in any job setting (personal
conduct, problem solving, attitudes, etc.) also must
With fewer opportunities available, how will
be a part of career guidance. Assessment of these
your funding crisis be resolved? Who will take
skills and attitudes has become increasingly com-
advantage of the cpportunilles? Funding for any
plex.
activity does not arise out of a vacuum. Those who
make decisions about funding act on the basis of
A number of obstacles to a successful career
past performance and their perceptions of needs.
guidance program stand in the way of responding to
Concern for job preparation has never been greater.
these needs. Perhaps the most difficult is the least
Unemployment is unacceptable, but not so high that
noticeable: inertia. Thus, If career guidance has a
other issues are overshadowed. The new genera-
secure niche in the guidance office at the local high
tion is deeply concerned with their employability.
school, change is slow. A guaranteed supply of
The job market is changing and is increasingly un-
The ability of the United States to
clients and no accountability for the outcome of effort
predictable.
makes changing or updating even slower.
compete in the world economy is a growing concern.
The labor supply is in flux. All of these things make
According to American tradition, one should
the time ripe for attitudes about career guidance to
make his or her place in the world by hard work.
change.
Currently, the public feels that social programs de-
signed to help the needy have not helped them but
Increasing funding, while an immediate con-
may have even harmed them and their personal
cern, must be built upon changes in attitudes con-
welfare. This creates a strong resistance to programs
cerning career guidance. The approach to obtaining
that appear to assist those who can't or won't help
funds for career guidance must be a systematic one
themselves. Although funding to hire a new math
that will generate needed funds and produce mea-
teacher may be easy to obtain, a much smaller
surable outcomes that will change attitudes toward
amount of funding for career guidance materials is
future funding.
often very difficult to find.
4
WHAT ARE YOUR NEEDS?
course when the forces of circumstance
make
The key to obtaining new funding is knowing
Identifying the mission of your
progress difficult.
The most
what you need and why you need it.
Are you
program may be tougher than you think.
have not been
common difficulty is that these areas
working for employers as well as clients? Are you
clearly stated. The first step in seeking funds is a
providing information as well as counaelirv? Are you
careful program assessment.
working for specific Short-term goals or do you also
consider long-term goals? Where do your tasks
Since the field of career guidance is changing
start? Where do they end? What constkutes success?
and the demands are unclear, this section will review
A clear sense of your mission and Its social value will
what a successful career guidance program needs.
be a valuable aid In explaining your funding needs to
potential funders. Indicate how you, your supervisors,
CLIENTS
and your clients perceive your misstin.
The first thing to consider is who your clients
Look at each categoly of career guidance
are. Don't assume that those you now serve are your
service in exhibit 2 (pp. 8-10). In the first column,
only clients; there may be other groups that you
check the services that are an important part of your
Defining your clients
should or could be serving.
mission. Complete the entire first column first. Go
helps define your mission.
back and repeat the process, checking those ser-
vices that you think your supervisors feel are an
ln the Current Clients column of exhibit 1,
important part of your mission. Finally, repeat the
indicate the individuals you are now serving in each
process in the third column, indicating those services
of the identified categories. Then, consider possUe
that the people you serve perceive as an important
clients you should orcould be serving. Indicate these
part of your mission.
individuals in the Potential Clients column. For each
category in which you have identified clients (current
The next two pages are duplicates of this chart
need of the
or potential), write the most important
for you to give to 1) your supervisor and 2) a client.
members of that group in the Priority Need column.
This will provide you with some useful external
The use of exact numbers in each category is not
information to compare with your perception.
critical; good estimates will do. When you have
completed this exhibit, you will have gained a clearer
Look over your checks. Are there places where
might
sense of who you serve now, others who you
the checks for the three categories differ? Does this
be serving, and the needs of each.
All of
suggest that you should change your mission?
those involved in your activities should agree on the
MISSION
goals if you are to create a united front to a potential
funder.
The goals or mission of your program are the
decisions you
unseen guide for the choices and
Here is a sample career guidance program
make Knowing your mission will help you keep on
mission statement taken from a needs assessment
5