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An Evidence Based Practice Model

This model, adapted from a framework from John Killeen, sets out the possible benefits of information, advice and guidance services against a variety of levels of evidence.
  • S.Byshhe, D.Hughes, and L.Bowes, (2002), The Economic Benefits of Guidance: a Review of Current Evidence. Derby: Centre for Guidance Studies, University of Derby.

Byshee, Hughes and Bowes have adapted a framework from Killeen that sets out the context within which IAG services are delivered and then lists the possible benefits, ranging from the immediate and intermediate outcomes for the individual (eg changes in knowledge, motivation and decision-making) to the longer-term outcomes for the individual (eg take up of education and training) and for the economy (eg reduction of skills gap and shortages).

The adapted framework also grades the available evidence for the benefits of guidance into a series of levels of robustness and objectivity. The authors conclude that the most convincing evidence available is for the immediate and intermediate outcomes, with less convincing evidence available for the longer-term outcomes. What kind of evidence, and at what level, do you have for the impact of your service in terms of this model? If would be interesting to see if your health check results mirror the conclusions of Byshee, Hughes and Bowes.

An Evidence Based Practice Model
Contextual factors and determinants of IAG
Individual:
Factors include - gender; age; ethnicity; educational attainment; employment status; locus of control; vocational maturity; information and guidance needs.
Personal situation:
Factors include - domestic situation; local labour market conditions; geographic location; access to IAG services.
Institutional:
Factors include - employer requirements; benefit conditions; school and college policies.
Information, Advice and Guidance
Factors include:
intensity/duration of interventions/support; types of support available (including whether it is discreet, or integrated into other provision).
Ancillary IAG outputs can include:
placement into work or learning; advocacy on behalf of clients; feedback to opportunity providers, and other bodies.
Immediate outcomes
The can include enhanced knowledge/skills in the following areas:
decision-making skill; opportunity awareness; career management (including the ability to make effective transitions and plan progression).
Attitudinal change in regard to: increased optimism; locus/sense of control; reduced anxiety/stress; enhanced levels of decidedness.
Motivation:
n relation to work, and/or learning.
Intermediate Outcomes
Search:
improved search strategy (for learning and work opportunities); intensity of search; channels/progression routes explored; duration of search.
Decision-making:
Enhanced behaviour (e.g. ability to cope with, and plan beyond, disappointments).
Longer-term outcomes (individual)
Training & education:
take-up of opportunities; levels of attainment; skills match; relevance to employment choice; duration of study/learning.
Labour supply effects:
impact on reservation wages; labour market entry and withdrawal.
Job effects:
Increased levels of job entry; career development/progression; performance and productivity improvements.
Longer-term outcomes (economy)
Employers:
increased productivity; reduced recruitment and turnover costs; increased flexibility; improved ability to introduce new processes.
Learning Providers:
Enhanced learner recruitment/retention and income levels; improved attainment; improved ability to adapt/tailor provision to meet needs.
Economy:
GDP growth; reduction of skills gap and shortages; lower unemployment; exchequer savings.
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