Describes the Individualized Development Program implemented by KLA Instruments Corporation, Santa Clara, California. The program seeks to identify the strengths, shortcomings, and interests of the company's managers. It benefits those whose careers have plateaued as well as managers who have new areas of responsibility. (JOW)

Introduces a "developmental-contextual" framework for conceptualizing and studying career development in adolescence, including implications of such a framework for intervention. (Author/ABB)

The position statement reviews the historical background of career development for exceptional students, the Council for Exceptional Children's (CEC's) current position on the topic, and ideal conditions for career development. Suggestions are offered, both in terms of general considerations that can lead to specific activities and specific…

The purpose of this paper is to present a theory of career development drawn from current work in the physical and biological sciences, specifically work that is associated with chaos and complexity theories. The paper includes specific suggestions for practice based upon the theory and reflections of career professionals on its use. The theory…

Asubjective classification of participants in a career development course for women provides keys to the instructor's role with each type. Students are deciders, explorers, dabblers, or evaders, and the instructor is respectively promoter, facilitator, motivator, or encourager. (CPAD Network, 1190 South Bascom, Suite 211, San Jose, CA 95128) (SK)

To be effective, career development programs in organizations must be linked to other human resource activities that are already in place. Includes a six-stage cycle for the career development process. (Author/JOW)

The author presents a scenario for a shift in career development programs for youth to reflect conditions imposed by our planet's shrinking resources. He discusses characteristics of the new age and how to prepare for it. (CT)

Presents a strategic model for career motivation based on component dimensions of self-identity, self-insight, and career resilience. Identifies these elements as part of the greater construct of career commitment. (SK)

Offers six ways to rise in a career: (1) love what you do; (2) never stop learning; (3) try to get international experience; (4) create new business opportunities; (5) expect more raises, few titles, and fewer people reporting to you; and (6) be outstanding at what you are doing now. (JOW)

Examines four different ways of using career assessment instruments: (1) compass--there is a single "right" career for everyone; (2) credential, the need for competency testing; (3) process, career development is an ongoing series of choices; and (4) empowerment, the responsibility of the counselee for planning a career. (JOW)

Goodyear, Wertheimer, Cypers, and Rosemond refine Ronnestad and Skovholt's counselor development model and some of its implications. Fouad's reaction to the articles in this issue describes how counselors' careers develop and the implications for training. Contains 16 and 9 references respectively. (SK)

An "intelligent careers" framework (knowing why, knowing how, knowing whom) combined with active engagement practices can integrate occupational and organizational career counseling. The Intelligent Career Card Sort is a technique in which clients select themes reflecting their values in the three parts of the framework. (Contains 37…

Portfolios provide documentation of the past and a guide to the future. Participation in the portfolio process implies that owners must become career negotiators, taking responsibility for their own development. (JOW)

Discusses plateauing as a means for long-term career satisfaction, Highlights include a literature review; what plateauing is and why it occurs, including career-based plateauing and life plateauing; some solutions to plateauing for librarians, including management changes and individual changes; and personal examples. (LRW)

Asserts that technology has caused changes that created gaps in the careers of many individuals. Presents proposal to develop counseling system for individuals to begin at the formative years of their careers. (Author/NB)