Prevalence of career planning among mature age Australians (PDF)

Prevalence of career planning among mature age Australians July 2015  © National Seniors Australia 2015 National Seniors Australia owns copyright in this work. Apart from any use permitted under the Copyright Act 1968, the work may be reproduced in whole or in part for study or training purposes, subject to the inclusion of an acknowledgement of the source. Reproduction for commercial use or sale requires written permission from National Seniors Australia. While all care has been taken in preparing this publication, National Seniors Australia expressly disclaims any liability for any damage from the use of the material contained in this publication and will not be responsible for any loss, howsoever arising, from use or reliance on this material. Publisher: National Seniors Australia ABN 89 050 523 003 ISBN 978-0-9925994-3-0 Suggested citation: Lourey E. Prevalence of career planning among mature age Australians. Melbourne: National Seniors Productive Ageing Centre: 2015. The Australian Government accepts no responsibility for the accuracy or completeness of any material contained herein and recommends that users exercise their own skill and care with respect to its use. The material in this report may include views or recommendations of other parties, which do not necessarily reflect the views of the Australian Government or indicate its commitment to a particular course of action. A reference to a particular person, organisation, product or service in any part of this Report in no way implies any form of endorsement by the Australian Government of that person, organisation, product or service. The Australian Government disclaims to the extent permitted by law all liability for claims, losses, expenses, damages and costs the user may incur as a result of, or associated with, the use of the information contained herein for any reason whatever.  Prevalence of career planning among mature age Australians July 2015 i  Prevalence of career planning among mature age Australians ii About National Seniors Productive Ageing Centre National Seniors Australia (National Seniors) is a not-for-profit organisation that gives voice to issues that affect Australians aged 50 years and over. It is the largest membership organisation of its type in Australia with more than 200,000 members and is the fourth largest in the world. National Seniors Productive Ageing Centre (NSPAC) is an initiative of National Seniors and the Australian Government. NSPAC’s aim is to improve quality of life for people aged 50 and over by advancing knowledge and understanding of all aspects of productive ageing. NSPAC’s key objectives are to: • Support quality consumer-oriented research informed by the experience of people aged 50 and over • Inform government, business and the community on productive ageing across the life course • Raise awareness of research findings that are useful for older people • Be a leading centre for research, education and information on productive ageing in Australia. For more information visit productiveageing.com.au or call 03 9650 6144. Acknowledgements The author of this report is Emma Lourey of NSPAC. The author thanks the National Seniors Australia members who participated in the National Seniors Social Survey, Dr Tim Adair of NSPAC and Professor Philip Taylor of Federation University. This report and the associated research were funded by NSPAC. National Seniors Australia and NSPAC gratefully acknowledge the financial and other support provided by the Australian Government Department of Social Services to the NSPAC project. The opinions, comments and/or analysis expressed in this document are those of the authors and do not necessarily represent the views of the Minister for Social Services, and cannot be taken in any way as expressions of government policy.  Productive Ageing Centre iii Executive Summary Background Career planning, often viewed as most relevant for school leavers and university graduates, is now considered just as important for mid-life and later-life careers. It is not only relevant for career success but also for understanding work options, expanding occupational choice, increasing employability and job mobility, improving salaries, engaging in continuous re-skilling and extending working lives. Career planning can help individuals make informed decisions about future training, skill development and career choices, and therefore assist them to have productive and longer careers. Increasing longevity, the changing nature of the workforce (e.g. globalisation, technological advancements), shifts in the working population (e.g. Australia’s rapidly ageing population is predicted to create future labour shortages) and the increasing pension age create the need for many individuals to extend their working lives. In order for mature age people to extend workforce participation, change careers, return to the workforce or undertake an encore career, individuals need to plan ahead well before they begin to consider retirement to allow time for necessary learning and skill development. Career planning can help protect against unemployment and premature retirement by encouraging those who are long-term unemployed, are at risk of being made redundant or are returning to work to develop skills in line with current and future labour market demand or to assess their skills that may be transferable to different types of work. Career planning can help those in occupations where jobs are disappearing (e.g. because of advancements in technology) to plan for the future and re-skill if necessary, before they become redundant. Career planning should ideally be a proactive, ongoing process of reflection, planning, preparing and informed decision-making. Yet many adults do not actively plan for their career and often a change of career direction is a reactive process undertaken when a crisis occurs (e.g. loss of job, ill health). Lack of awareness and access issues can be barriers to uptake of career planning among mature age adults. This study expands on previous research that has identified career development of older adults as an area requiring further exploration. Specifically, this research sought to determine the: • Perceived importance of career planning among mature age people • Extent to which mature age people seek career planning information • Prevalence of career planning participation among mature age people • Barriers and motivators to uptake of career planning among mature age people. Data and methods Data were collected as part of the 2014 National Seniors Social Survey, which covered a range of topics including health, employment, financial and social issues. The survey was conducted among members of National Seniors Australia (National Seniors) aged 50 years and over. There were 1,873 cases eligible for inclusion in the analysis. Data were weighted to be nationally representative of the Australian population aged 50 and over. Both bivariate and multivariate analyses were used to answer the research questions.  Prevalence of career planning among mature age Australians iv Key findings This study has provided new insights into career planning among mature age Australians, including perceived importance, awareness, information seeking, prevalence and barriers and motivators to undertaking career planning. Awareness of career planning among mature age Australians Just over one-third (34%) of those surveyed reported that career planning was very/somewhat important for contributing to quality of life as they age. Many mature age people (50%) reported that career planning was not important for contributing to their quality of life as they get older. Information seeking on career planning among mature age Australians The majority of mature age people (81%) who had been engaged in the workforce during the past five years reported they had not recently sought information on career planning, with just 16% reporting they had sought information about career planning in the past three years. Of those who reported having attempted to access career planning information in the past three years, 46% reported finding career planning information to be somewhat/very difficult. Seniors reported that further education providers (e.g. universities or TAFE institutions) and government agencies were the most common source of career planning advice for mature age people of which they were aware (37% and 36% respectively). Other common sources of mature age career planning advice that respondents were aware of were self-help books and recruitment agencies/employment agencies (both had a 28% respondent rate). Awareness of the Career Development Association of Australia was low (6%). Prevalence of career planning among mature age Australians Of those who had been engaged in the workforce during the past five years, 40% reported they had undertaken some form of career planning in the past. However, 57% of respondents engaged in the workforce during the past five years reported that they had never previously undertaken any kind of career planning. Only 21% of people who had been engaged in the workforce during the past five years indicated they had undertaken career planning in the past three years, while 78% indicated that they had not recently or had never undertaken career planning. Of those who reported previously undertaking career planning, over half (52%) reported having undertaking career planning in the past three years. Thirty-nine per cent (39%) reported doing so once or twice in the past three years and 13% reported doing so on three or more occasions in the past three years. Of those had who previously undertaken career planning, 47% indicated they had not recently undertaken any career planning. Of people who indicated they had attempted to access information about career planning in the past three years, 58% reported they had also undertaken career planning in the past three years, while 42% reported they had not recently or had never undertaken career planning. Conversely, of those who had not attempted to access career planning information in the past three years, only 14% indicated they had recently undertaken career planning, with the remaining 85% reporting they had not recently or never undertaken career planning. Of those who reported undertaking career planning in the past three years, 74% also reported undertaking learning, education or training activities in the past three years. Comparatively, among those who had not recently undertaken career planning, only 38% reported recently engaging in learning, education or training activities.  Productive Ageing Centre v Career planning was most commonly funded by an employer (34%). The main source of career planning that people had most recently received was predominantly provided in-house by an employer, a training officer or a personnel officer (37%). Of those who recently received career planning, the most common way they found the career planning provider was through a work program (38%). Barriers to uptake of career planning among mature age Australians The most common reason those engaged in the workforce during the past five years cited for not having previously undertaken career planning was that they did not need to/did not intend to undertake paid or unpaid work (28%). The next most common reasons given by respondents were that career planning would not help them (18%) and that career planning was not important (14%). Motivators to uptake of career planning among mature age Australians The most common reason reported for recently undertaking career planning was to seek advice on preparing for/transitioning to retirement (31%). This was followed by seeking guidance on learning, education or training courses relevant to their needs (21%) and seeking assistance to identify interests, skills, strengths and weaknesses/matching to suitable jobs (18%). Conclusion Increasing longevity, the changing nature of the workforce, shifts in working population and the increasing pension age create the need for many individuals to extend their working lives. So, it is increasingly important for all individuals to plan for the future, especially for those who have limited qualifications or are employed in declining industries or occupations. This study reveals that many adults do not appear to understand that the evolving nature of the labour market necessitates individuals to continuously improve their skills, which requires individuals to plan and manage their career. Much focus is placed on the importance of individuals planning for their finances, retirement, housing and health to support productive ageing. However, little attention is given to planning for a career in later life, which is interconnected with the areas mentioned above. Due to its critical role in supporting mature age participation, greater recognition of the importance of career planning is needed to encourage mature age people to proactively plan for their career and consider ongoing learning options before a crisis hits. Awareness-raising campaigns promoting the benefits of career planning and career planning services tailored to the needs of mature age people are required to encourage higher uptake among mature age people.  Prevalence of career planning among mature age Australians vi Contents Executive Summary ........................................................................................iii Background.......................................................................................................................... iii Data and methods ................................................................................................................ iii Key findings ..........................................................................................................................iv Conclusion ........................................................................................................................... v Introduction .................................................................................................... 2 Background.......................................................................................................................... 2 Benefits of career planning ................................................................................................... 3 Barriers to career planning .................................................................................................... 6 Purpose ............................................................................................................................... 7 Data and Methods .......................................................................................... 8 Design .................................................................................................................................. 8 Data .................................................................................................................................. 8 Method................................................................................................................................. 8 Analysis ................................................................................................................................ 8 Findings ........................................................................................................ 10 Awareness of career planning among mature age Australians ............................................. 10 Information seeking on career planning among mature age Australians .............................. 11 Prevalence of career planning among mature age Australians ............................................. 15 Barriers to uptake of career planning among mature age Australians .................................. 22 Motivators to uptake of career planning among mature age Australians .............................. 23 Discussion .................................................................................................... 24 Conclusion .................................................................................................... 28 Appendix ....................................................................................................... 29  Prevalence of career planning among mature age Australians  Prevalence of career planning among mature age Australians 2 Introduction Background Career planning is the process of setting career goals, creating a plan to achieve them and identifying areas for learning and skill development to support a productive and fulfilling career.1,2 Career planning can consist of several components: information (e.g. about occupations, about future employment demands and about training opportunities), advice (e.g. from professional career advisers), and guidance (e.g. mentoring).3,4 Although ‘career planning’ is the term primarily used in this report, it is acknowledged that this term is often used interchangeably to refer to a wide range of career management activities, such as the provision of career information, career advice, career education, career guidance, and career counselling.5 Career planning can help reduce unemployment by encouraging people who are long- term unemployed, at risk of being made redundant or returning to work to improve their qualifications, develop skills more relevant to future labour market demands, or to help them assess the skills that may be transferable to different types of work. It can also help those who are employed in occupations where jobs are disappearing (e.g. because of improvements in technology) to plan for the future and re-skill if necessary, before they become redundant.6 Research has found career planning can lead to: • Improved self-awareness and self-confidence about skills • More positive and confident attitudes towards future career options • A greater understanding of education and employment opportunities • A wider range of career options to explore • Improved job search and interview skills.7,8,9 Engaging in career planning can also lead to improved learning outcomes by motivating people to acquire new skills, with higher education attainment levels in turn improving employment opportunities.10,11 1 Department of Education, Employment and Workplace Relations. (2011). Rationale and options for a National Career Development Strategy. Canberra: Department of Education, Employment and Workplace Relation. 2 Lussier, R. (2014). Management Fundamentals: Concepts, Applications, & Skill Development (6th edition). Engelska: SAGE Publications. 3 Department of Education, Employment and Workplace Relations, op. cit. 4 The Scottish Government (2011). Career Information, Advice and Guidance in Scotland. A framework for Service Redesign and Improvement. Edinburgh: The Scottish Government. 5 Access Economics. (2006). The Economic Benefits of Career Development Services. Melbourne: The Career Industry Council of Australia. 6 Ibid. 7 Watts, A.G. (1999). The economic and social benefits of guidance. Educational and Vocational Guidance Bulletin. 63/99. International Association for Educational and Vocational Guidance. 8 Access Economics, op. cit. 9 Organisation for Economic Co-operation and Development (OECD). (2004). Career Guidance and Public Policy: Bridging the Gap. Paris: OECD. 10 Miles Morgan Australia. (2013). The National Career Development Strategy Research Project: Final Report. Newcastle: Miles Morgan Pty Ltd. 11 Sikora, J., & Saha, L. (2011). The Concept of “Talent Loss” in Educational Theory and Research. Educational Practice and Theory, 33 (2), 5–22.  Productive Ageing Centre 3 Career planning is often considered most relevant to school leavers and university graduates. However, it is now becoming more apparent how important career planning is for mid-life and later life careers. This is true not just for career success but also for understanding work options, expanding occupational choice, increasing employability and job mobility, improving salaries, engaging in continuous re-skilling and for extending working lives. In order for mature age people to extend workforce participation, change careers, return to the workforce or undertake an encore career, individuals need to plan well ahead, before they begin to consider retirement, to allow time for necessary learning and skill development.12 Increasing longevity, the changing nature of the workforce (e.g. globalisation, technological advancements), shifts in the working population (e.g. Australia’s rapidly ageing population, which is predicted to create future labour shortages) and the increasing pension age, create the need for many individuals to extend their working lives. It is therefore increasingly important for all individuals to plan for the future, especially those who have limited qualifications or are employed in declining industries or occupations.13,14,15,16,17,18 Benefits of career planning Career planning supports informed decision-making Good information that is gained through undertaking career planning should lead to better decision making in training, education and career choices. This will benefit both the individual and the economy. Career planning can help individuals become informed about the current job market, about opportunities (e.g. directing individuals to occupations where labour shortages exist) and enable them to make decisions about the direction of their career. In the long term, better informed decision-making helps to achieve higher workforce participation, lower unemployment, greater skills development (and in turn higher salaries) and improved career satisfaction.19 Career planning encourages skills development There is a strong link between training and employability, with training increasing an individual’s probability of being employed.20 Career planning can help direct individuals to further education and training. Raising the skill levels and skills development of individuals usually results in higher salaries (salaries are generally positively correlated with the level of qualifications held).21 12 Australian Institute of Management. (2013). Engaging and retaining older workers. North Sydney: Australian Institute of Management. 13 Ministerial Council on Education, Employment, Training and Youth Affairs. (2010). The Australian Blueprint for Career Development. Canberra: Commonwealth of Australia. 14 Hanley, G., McKeown, T., & O‘Connell, M. (2007). A novel way to improve the labour market attachment of older Australian workers. Melbourne: Department of Management, Monash University. 15 Career Industry Council of Australia. (2007). The public benefits of career development services. Hawthorn: Career Industry Council of Australia. 16 Australian Treasury. (2010). Intergenerational report 2010, Australia to 2050: future challenges. Canberra: Commonwealth of Australia. 17 Gilfillan, G., & Andrews, L. (2010). Labour force participation of women over 45. Melbourne: Productivity Commission. 18 Commonwealth of Australia. (2014). Budget 2014–15: Budget Paper No. 2: Budget Measures. Canberra: Commonwealth of Australia. 19 Access Economics. (2006). The Economic Benefits of Career Development Services. Melbourne: The Career Industry Council of Australia. 20 Organisation for Economic Co-operation and Development (OECD). (2004). Employment Outlook. Paris: OECD. 21 Access Economics, op. cit.  Prevalence of career planning among mature age Australians 4 Often through lack of research and planning, people undertake training in areas where skills are in low demand. This costs them time and money and discourages them from future learning. Career planning can help individuals to identify courses that will provide them with skills in areas of current or future demand; encourage those in education and training programs to complete courses; and strengthen the match between an individual’s interests and skills development.22 Career planning supports mature age participation in the labour force and extends working life Career planning can provide economic benefits by increasing participation in the labour force and reducing skills shortages.23,24,25 For example, a disparity between an individual’s knowledge/ skills and the current/predicted future labour market demand can be a cause of unemployment. Career planning can help to reduce this mismatch by encouraging and guiding individuals to develop skills in the areas of greatest labour market demand.26 Career planning can also help to increase participation in the labour force among groups whose participation could be boosted (e.g. older adults), by equipping these individuals with in-demand skills, which also ensures the labour force is highly skilled and fit for purpose.27,28 Accordingly, many countries are beginning to increase their investment in career planning services (e.g. England, New Zealand, Wales, Germany and France).29 Increased life expectancy combined with recent changes to government policy (e.g. eligibility for the Age Pension increasing to age 67 by 2023) means many people will need to work longer to financially support themselves.30,31 By 2035, the number of Australians aged 65 years and over is projected to increase compared with the number of people of traditional working age (15–64 years). It is anticipated that as the ageing population retire, the workforce participation rate will decrease and labour shortages will emerge. These predicted labour shortages can be reduced by encouraging and supporting older workers to work for longer than they do now.32,33,34 Furthermore, a larger workforce can provide taxation revenue for government to offset the costs associated with an ageing population. 22 Access Economics. (2006). The Economic Benefits of Career Development Services. Melbourne: The Career Industry Council of Australia. 23 Miles Morgan Australia. (2013).The National Career Development Strategy Research Project: Final Report. Newcastle: Miles Morgan Pty Ltd. 24 Access Economics, op. cit. 25 Ministerial Council on Education, Employment, Training and Youth Affairs. (2010). The Australian Blueprint for Career Development. Canberra: Commonwealth of Australia. 26 Access Economics, op. cit. 27 Career Industry Council of Australia. (2007). The public benefits of career development services. Hawthorn: Career Industry Council of Australia. 28 Access Economics, op. cit. 29 Department of Education, Employment and Workplace Relations. (2011). Rationale and options for a National Career Development Strategy. Canberra: Department of Education, Employment and Workplace Relations. 30 Australian Treasury. (2010). Intergenerational report 2010, Australia to 2050: future challenges. Canberra: Commonwealth of Australia. 31 Commonwealth of Australia. (2014). Budget 2014–15: Budget Paper No. 2: Budget Measures. Canberra: Commonwealth of Australia. 32 Career Industry Council of Australia, op. cit. 33 Australian Treasury, op. cit. 34 Gilfillan, G., & Andrews, L. (2010). Labour force participation of women over 45, Productivity Commission staff working paper. Melbourne: Productivity Commission.  Productive Ageing Centre 5 Although working for longer has a strong financial benefit for individuals, employers and government, a number of barriers to employment contribute to mature age people being out of the labour force. Some barriers identified include individual circumstances (e.g. poor health, disability, caring responsibilities), job requirements (e.g. physically demanding work), shifts in labour market trends (e.g. changes in demand for certain skills, jobs disappearing in certain occupations) and workplace culture (e.g. age discrimination). The presence of these barriers make older people a population most in need of support to help them remain engaged in the workforce, gain employment, extend their careers and prevent them from being forced into early retirement.35,36,37,38,39 Extending working lives needs active planning by individuals as well as appropriate and timely support from employers and government. Career planning can be used to help extend working life by encouraging individuals to plan for their career and implement actions, such as improving their skills to match demand to help protect against unemployment or early retirement.40 Career planning can also help older adults make informed choices about future career paths, about successful transitions through different stages of their career and support them to extend their working lives in ways that suit the individual demands of their lives.41 Career planning encourages individuals to be equipped for the global economy of the future Not only is career planning necessary to support mature age people to participate in the labour force, it is also necessary to help individuals keep up with the rapid change in today’s work environment. Globalisation, economic restructuring, technological advancements and shifts in social trends have significantly changed the work environment.42,43 It is predicted that many jobs that comprise today’s workforce will not exist in the next decade (either entirely, not in the same number, or roles will have changed beyond recognition) and that many jobs that will make up the future workforce are not yet in existence.44,45,46 35 Adair, T., & Temple, J. (2012). Barriers to mature age employment: Final report of the Consultative Forum on Mature Age Participation. Canberra: National Seniors Productive Ageing Centre. 36 Adair, T., Williams, R., & Taylor, P. (2013). A juggling act: Older carers and paid work in Australia. Melbourne: National Seniors Productive Ageing Centre. 37 Schofield, D., Callander, E., Kelly, S., & Shrestha R. (2014). What’s realistic? The influence of health on Australia’s older workers. Melbourne: National Seniors Productive Ageing Centre. 38 Australian Human Rights Commission. (2015). National prevalence survey of age discrimination in the workplace The prevalence, nature and impact of workplace age discrimination amongst the Australian population aged 50 years and older. Sydney: Australian Human Rights Commission. 39 Australian Treasury. (2015). 2015 Intergenerational Report Australia in 2055. Canberra: Commonwealth of Australia. 40 Hanley, G., McKeown, T., & O‘Connell, M. (2007). A novel way to improve the labour market attachment of older Australian workers. Melbourne: Department of Management, Monash University. 41 National Institute of Adult Continuing Education (NIACE). (2014). The next 20 years: mid life career review: extending working life through career review at mid-life. Leicester: NIACE. 42 Ministerial Council on Education, Employment, Training and Youth Affairs. (2010). The Australian Blueprint for Career Development. Canberra: Commonwealth of Australia. 43 Hanley, G., McKeown, T., & O‘Connell, M., op. cit. 44 PricewaterhouseCooopers Australia. (2015). Future-proofing Australia’s workforce by growing skills in science, technology, engineering and maths (STEM). Sydney: PricewaterhouseCoopers Australia. 45 Organisation for Economic Co-operation and Development (OECD). (2002). OECD Review of Career Guidance Policies - Australia Country Note. Paris: OECD. 46 Beddie, F., Lorey, B., & Pamphilon, B. (2005). Enhancing career development: The role of community-based career guidance for disengaged adults. Adelaide: National Centre for Vocational Education Research.  Prevalence of career planning among mature age Australians 6 The changing work environment combined with the need for longer working lives means that it is imperative for individuals to continually develop skills outside those typically associated with their occupation and to equip themselves with skills and competencies relevant to the current and future demand in the labour market.47,48 The need for lifelong learning requires individuals to possess career planning skills so they can select learning options supportive of their future career path.49 Barriers to career planning Career planning should ideally be a proactive, ongoing process of reflection, planning, preparing and informed decision-making. Yet many adults do not actively plan for their career and often a change of career direction is a reactive process undertaken when a crisis occurs (e.g. loss of job, ill health).50 Lack of awareness and access issues can be barriers to uptake of career planning among mature age adults. Awareness Despite the many benefits career planning can offer, the literature highlights the fact that many adults are not aware of the importance of career planning and the benefits it can offer.51 A recent survey of professionals in the career development industry revealed that 79% believed that older workers did not manage their careers well and were hindered by: • Being unaware of education and training options • Being uncertain about whether their skills and abilities are sufficient • Having fixed ideas about the types of jobs they are willing to do or are suited to • Lacking the skills of effective career management or not understanding the benefits • Failing to plan their careers.52 Widespread failure to undertake career planning may in part be due to the lack of recognition and promotion career planning receives for its role in encouraging lifelong learning, preparing individuals for the changing nature of the work environment, reducing skills shortages and increasing participation in the labour force. Awareness-raising campaigns have been cited as vital for helping people recognise the ongoing need for career planning.53 47 Organisation for Economic Co-operation and Development (OECD). (2012). Employment Outlook. Paris: OECD. 48 Ministerial Council on Education, Employment, Training and Youth Affairs, op. cit. 49 Ibid. 50 Beddie, F., Lorey, B., & Pamphilon, B., op. cit. 51 Beddie, F., Lorey, B., & Pamphilon, B. (2005). Enhancing career development: The role of community-based career guidance for disengaged adults. Adelaide: National Centre for Vocational Education Research. 52 Career Development Association of Australia. (2010). Survey #1: Older Workers. Adelaide: Career Development Association of Australia. 53 Beddie, F., Lorey, B., & Pamphilon, B., op. cit.  Productive Ageing Centre 7 Access As career planning services are limited, access can also be a barrier to uptake of these services, particularly for adults.54 In Australia, access to career planning is impeded by low awareness of the types of career planning services that are available. There is also large variability in the quality of and access to career planning services.55 For many, career planning services can be out of reach as they are too expensive or difficult to locate, or because they are computer- based, which can be daunting for those with low computer literacy skills.56 To date, attention has been focused on arming school leavers with career management skills. However, significant effort is yet to be made to make career planning information and advice readily available to adults, especially tailored information that will help vulnerable groups such as disengaged learners, long-term unemployed, women returning to work and those in casual low skilled jobs.57 Career planning is increasingly being viewed as an important public policy issue. Major reviews have concluded that career planning information and services are essential to support lifelong learning and that all individuals need to develop skills to effectively plan and manage their careers.58 Unfortunately, large gaps still remain between public policy goals and available information and services to support career planning among mature age people.59 Improved access to career planning information and tailored information and services are necessary to support mature age people throughout different phases of their career, to engage in ongoing skill development, to change career paths, to extend working lives and to transition to retirement.60 Purpose This study expands on previous research that has identified career development of older adults as an area requiring further exploration.61,62 Specifically, this research sought to determine the: • Perceived importance of career planning among mature age people • Extent to which mature age people seek career planning information • Prevalence of career planning participation among mature age people • Barriers and motivators to uptake of career planning among mature age people. A second NSPAC report, anticipated to be released in the second half of 2015, will examine career planning perceptions, experiences and needs among mature age people, and their future intentions for engaging in career planning. 54 Organisation for Economic Co-operation and Development (OECD). (2004). Career Guidance and Public Policy: Bridging the Gap. Paris: OECD. 55 Department of Education, Employment and Workplace Relations. (2011). Rationale and options for a National Career Development Strategy. Canberra: Department of Education, Employment and Workplace Relation. 56 Beddie, F., Lorey, B., & Pamphilon, B., op. cit. 57 Ibid. 58 Organisation for Economic Co-operation and Development (OECD), op. cit. 59 Ibid. 60 Beddie, F., Lorey, B., & Pamphilon, B., op. cit. 61 National Seniors Productive Ageing Centre. (2012). Barriers to Mature Age Employment: Final Report of the Consultative Forum on Mature Age Participation. Canberra: National Seniors Productive Ageing Centre. 62 Gibson, D. E., & Barron, L. A. (2003). Exploring the Impact of Role Models on Older Employees. Career Development International, 8(4), 198–209.