Competences for Community Learning and Development

 

Competent CLD workers

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Competent CLD workers will ensure that their work supports social change and social justice and is based on the values of CLD*. Their approach is collaborative, anti-discriminatory and equalities-focused and they work with diverse individuals, communities of place or interest and organisations to achieve change. They can influence or lead people, understanding when this is or is not appropriate. Central to their practice is challenging discrimination and its consequences and working with individuals and communities to shape learning and development activities that enhance quality of life and sphere of influence.

They have good interpersonal and listening skills and their practice demonstrates that they value and respect the knowledge, experience and aspirations of those involved. They will initiate, develop and maintain relationships with local people and groups and work with people using:

  • non-formal contact;
  • informal support; and
  • informal and formal learning and development opportunities

Competent CLD workers will also have self-management skills, such as time management and communication, that are appropriate to the level at which they are practising. While these are not detailed in the competences, they are covered through the SCQF framework and the National Occupational Standards.

Critically Reflective CLD workers

CLD practitioners are aware of their values and principles and critically reflect on their practice and experience so that they integrate their knowledge, skills, values and attitudes and use these effectively in their work. They use self-assessment, participative processes and evidence of the impact of their work to plan and manage their activities.

These are essential to their ability to develop and manage their own practice and identify their own learning and development needs.

*The values of CLD are:

  • Self-determination – respecting the individual and valuing the right of people to make their own choices.
  • Inclusion – valuing equality of both opportunity and outcome, and challenging discriminatory practice.
  • Empowerment – increasing the ability of individuals and groups to influence issues that affect them and their communities through individual and/ or collective action.
  • Working collaboratively – maximising collaborative working relationships with the many agencies which contribute to CLD and/or which CLD contributes to, including collaborative work with participants, learners and communities.
  • Promotion of learning as a lifelong activity – ensuring that individuals are aware of a range of learning opportunities and are able to access relevant options at any stage of their life

The Interim Standards Council commissioned a refresh of the competences for CLD in Scotland in August 2008. The Summary Report and Full Report of the process are available, and you can look at the 1995 CeVe competences for comparison.