For experts – practitioners, who work in the field of career guidance and counselling, continuous professional training and additional training is important. However, this in great part depends on individual's own commitment. Professional work should be based on quality, with the assurance of new knowledge, so that the individual practitioner internally or externally gains:

• specific professional knowledge;
• knowledge from the field of legislation and policies of implementing measures;
• knowledge from the field of social competences, group and individual treatment with target groups;
• knowledge from the field of vocational and professional education programmes and programmes of obtaining national vocational qualifications;
• knowledge from the field of job finding skills and planning future career path for target groups, with a special emphasis on adaptation to the demand on the labour market.

Commitment of individual practitioner only is not enough to obtain this knowledge. In the field of career guidance, there is no organized and systematic professional education and additional education. There is a lack of emphasis on professional meetings, and if these exist, there is no common notification about these events.

The work of guidance practitioners is very complex today. It requires that the individual practitioners is familiar with the fields of administration, finances, finding and ensuring suitable financing sources for provision of activities and similar.

Reasons:

• Lack of systematic monitoring and evaluation of the work of counsellors in the field of career guidance;
• The work of career guidance experts is undervalued;
• Changes of values in the broader system;
• No uniform system in regard to levels of career guidance and quality standards for the provision of counselling by career guidance practitioners.

Consequences:

• Dissatisfaction of career guidance practitioners and their clients;
• Making (un)suitable career decisions;
• Low quality service;
• Surplus of certain professions;
• Increased unemployment level.

Possible solutions:

• Identification and cooperation of guidance services / role-players in the field of career guidance;
• Establishment of a network organization system that will connect all the key role-players / guidance services;
• Formulation of a unified methodology of career guidance and quality standards per fields, according to target group;
• Formulation of education programmes for career guidance practitioners.