CNI WORKING PRACTICES


CareerNet International™ (CNI) Working Practices support services within the field of Outplacement, Career Counseling and Career Coaching to individuals at all levels within an organization, and to those with complex international Career Transition support needs, including expatriates and international assignees.
CNI places equal focus on solid program Preparation and comprehensive Program Management and adopt an outcomes-focused approach in order to reach a successful program Conclusion: 

The following terminology will apply:
Client:       The organization or individual engaging and paying for Outplacement
                and Career Transition services.
Candidate: The individual receiving service, sponsored by the employer. 
 

 


1. PREPARE – An Effective Start
CNI aims to create the optimum conditions for success in the preparation phase. Before any service is initiated expectations and needs of both client(s) and candidate(s) will be settled. 

Contact
The consultant will contact the candidate within 72 hours and arrange an appointment for a non-binding initial meeting within five working days, unless otherwise agreed.

Non-binding Introductory Meeting
The primary purpose of this meeting is to discuss individual circumstances and objectives along with:
•  Program contents
•  Candidate’s and consultant’s responsibilities
•  Expected results
•  Confidentiality
•  Success measures, motivation and honesty
•  Commitment to making the program a success.
At the end of the meeting the candidate is expected to sign an agreement, providing written consent that the CNI partner may provide feedback to the client and may store personal data in CNI partner’s databases.

Before starting the program it is essential to gather information, to match expectations and to create the necessary conditions for a good relationship with candidate and client.

Gathering Information
This will include getting knowledge about the client organization and situation, as well as any relevant information on the candidate(s) who will be receiving the consulting service.

Matching Expectations
Initially, and together with the client mutual expectations are being matched with respect to:
•  The program to be offered to the client and candidate
•  Results and goals of a given program
•  Communication and reporting requirements (type, frequency etc.) with the
    client
•  Key account management parameters and ownership, and the measurement of
    performance against agreed service levels (SLA’s)
•  Any other issues.

Confidentiality 
The consultant and candidate work together on basis of trust and confidentiality. The content of specific meetings and discussion between consultant and candidate will remain confidential. However, clients will usually expect to receive some feedback on the process and this will be discussed with the consultant, the candidate and the client during this critical phase. Throughout any process CNI partners always comply with local and relevant data protection laws.

Consultant Match
Careful selection of a consultant who matches the candidate’s needs on the basis of the information provided and questions asked. Candidate – Consultant match is usually based on specific industry experience, seniority and specialist needs.


2. PROGRAM – The Consulting Phase
Each program is selected according to the needs and circumstances of the individual candidate.

Although the program content and the process varies internationally from one CNI partner to another according to country specific accepted best practices and legal frameworks , the programs are in general based on regular individual face to face meetings, self-directed learning, seminars, web-contact, email, and phone calls.

Materials
The candidate will be offered access to a range of materials as a supplement to the candidate’s consulting program.

Program Contents
The content of the program can loosely be divided into the following three phases:
1. Assessment
    This is a period of reflection for the candidate: detailed discussion about the
     candidate’s professional experience, skills, competencies and values, attitude
     towards Career Transition and to moving forward.
2. Opportunities
    Short-term and long-term values and goals as well as Career Transition targets
    are clarified, including the following:
    • Re-employment
    • Alternative career choices
    • Further education and other personal and professional development
       opportunities
    • Starting a new business
    • Self-employment support, including interim, contract and consultancy roles
    • Early retirement.
3. Action
    Active and practical support is provided to the candidate to achieve the above
    objectives during the course of the program.

Communication and Reporting
Feedback is to be provided to the client on the progress of the program as agreed during the first stage, including status reports, telephone conversations, follow-up meeting(s).
Project and program updates are provided at an overview level with due respect to candidate confidentiality. Feedback is ongoing and flexibly delivered in a range of formats.
Feedback on Executive Outplacement programs, however, may vary according to the circumstances and wishes of the client and candidate.
The client will always be informed of major changes in the program such as any requested and or necessary breaks in program delivery, the termination of the program, or similar.

 
3. CONCLUSION - A Proper Ending
It is important for all CNI Partners to end each program in a proper, professional and mutually beneficial manner. 

Program Feedback
All CNI partners continually seek to enhance the quality of the Career Transition services they provide. Feedback from both candidates and clients about the various aspects of CNI partners’ work is indispensible to meet candidates and clients needs more effectively.
The program is evaluated by the candidate in writing and verbally.
The client will be informed of the results and the client evaluates the overall process together with the local CNI partner in order to agree on eventual changes for future assignments. 


4. HOW TO MEASURE - Key Performance Indicators (KPI’s)
CNI's aim is that for all Career Transition programs delivered work can be measured against the following KPI's:
•  Confidentiality
•  Pledge
•  Professional Practices
•  Engagement
•  Program Delivery
•  Feedback
•  Issue Resolution
•  Achieving Candidate Goals. 

CNI partners are always delighted to agree clear and unambiguous SLA’s against the KPI’s listed above.

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