GCDF Ethic standards


These ethical standards clarify for current and future Global Career Development Facilitators (GCDFs), and to those they serve, he nature of ethical responsibilities based on the Global Career Development Facilitator Scope of Practice. 

GCDF Scope of Practice

Global Career Development Facilitators (GCDFs) provide an important contribution to career programs in a variety of positions such as:

  • Career coache manager 
  • Human resource career development coordinator 
  • Career development cas Intake interviewer 
  • Career group facilitatornter coordinator 
  • Job search trainer
  • Career resource center coordinator
  • Occupational and labor market information resource person
  • Career technician
  • Employment/placement specialist
  • Workforce development personnel

The GCDF Scope of Practice includes the use of the following competencies as an employee of an agency:

  • Are competent in basic helping skills and use these skills in client interactions.
  • Are proficient in the career facilitation process. 
  • Understand labor market and occupational information and trends. 
  • Assist clients in finding and using current resources. 
  • Comprehend and use career development computer resources. 
  • Administer and score career development assessments with proper training. 
  • Recognize the special needs of various groups and adapt services to meet their needs. 
  • Follow the ethical standards for career development facilitators. 
  • Know current legislation and regulations affecting employment. 
  • Understand career development theories, models, and techniques. 
  • Are competent in job search strategies and placement techniques.
  • Prepare and deliver materials for training programs and presentations on how to access career information and how toeffectively interview for a job. 
  • Understand career development programs. 
  • Work as a liaison in collaborative relationships with career counselors and other professionals. 
  • Market and promote career development programs.


Section A: General

1. The GCDF will adhere to this Global Career Development Facilitator Code of Ethics. 

2. GCDFs recognize the extent of their training and provide only services and use techniques for which they are qualified by training and/or supervised experience. GCDFs recognize that their competency is in career assistance, not in career counseling or psychotherapy. 

3. GCDFs improve practices and services through continuing education and in‐service practice throughout the GCDFs' careers. The GCDFs operate within the limits of the GCDF scope of practice. 

4. The use of assessment instruments or procedures must be within the GCDFs' scope of training.

5. It is the responsibility of the GCDFs to balance client and organizational needs. 

. GCDFs avoid public behavior that is clearly in violation of accepted moral and legal standards. 

7. GCDF products and services, including classroom instruction, public lectures, demonstrations, written articles, radio or television programs, or other types of the media, must meet the criteria cited in all sections of these standards. 8. The GCDF will maintain confidentiality regarding content discussed with clients and client records unless the Federal, state or employing nstitution laws and policy require disclosure. 

Section B. Global Career Development Facilitator (GCDF) Relationships with Clients and Employers

1. GCDFs must recognize and advocate for client freedom of choice in CDF services. 

2. The GCDF/client relationship and information resulting from it must be kept confidential, consistent with the obligations of the GCDF's employment setting. 

3. If the GCDF cannot assist the client or the client's needs are outside the GCDF's scope of practice, the GCDF will identify and refer properly.

4. The GCDF must alert the employer to conditions that may be potentially disruptive or damaging to the welfare of clients andgoals of the agency. 

5. The GCDF must inform the employer of conditions that may limit his or her effectiveness. 

6. When computer applications are used, the GCDF must ensure that: (a) the client is intellectually, emotionally and physically capable of using the computer application; (b) the computer application is appropriate for the needs of the client; (c) the client understands the purpose of the computer application; and (d) follow‐up is provided for the client to both correct possible problems (misconceptions or inappropriate use) and to assess further needs. 

7. GCDFs will not be sexually, physically, or romantically intimate with clients. 

8. GCDFs do not condone or engage in sexual harassment that includes deliberate or repeated comments, gestures, or physical contact of a sexual nature. 

9. GCDFs do not bring their personal or work issues into the GCDF/client relationship. 0. GCDFs are aware of the impact of stereotyping and discrimination (i.e., biases based on age, disability, ethnicity, gender, ace, religion or sexual orientation), and guard the individual rights and personal dignity of the client. 

Section C: Consultation/Supervision

1. GCDFs must establish working relationships and agreements with consultants, supervisors, employers and/or subordinates regarding the GCDF/client relationship, confidentiality, distinction between public and private materials, maintenance and dissemination of recorded information, work load and accountability. Working agreements in each instance should be specified and made known to those concerned. 

2. Consultation/supervision will be sought at any time that the GCDFs have concerns, questions, or doubts that they may be racticing outside of their competency area or outside the GCDFs' scope of practice. 

GCDF Code of Ethics­ Approved 7/19/97, Amended 10/14/98


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