This project evaluated the programme “Laufbahnberatung 45+” (Career Guidance 45+) offered by the Directorate of Education, Social Welfare and Sport (BSS) of the City of Berne. The objectives of the evaluation were to assess the acceptance of the programme, develop potential improvement options and examine a broader embedding of the programme in the Berne city administration.

The experiences with Career Guidance 45+ at the BSS were collected by means of structured interviews with the person in charge of the programme, and eight employees between the ages of 41 and 58 who were seeking advice. Seven interviews were conducted with the heads of HR from the five city directorates on the issue of introducing career guidance at the other city directorates.

The interviews with those seeking advice clearly show that they turned to career guidance for three overriding motives. The change motive is normally characterised by a thought process that has been under way for some time, and by a preliminary decision to make a career change. These persons mainly expect career guidance to confirm that their thoughts are understandable, comparable to a second opinion. With this motive situation, a typical effect of career guidance is professional realignment, which can also lead those seeking advice to a new employer.

In the case of the orientation motive, the situation is characterised by uncertainty. At issue here are gaps in knowledge, which career guidance can close. In many cases, those seeking advice want the counsellor to assess their professional situation so that they can obtain a deeper understanding. This may well be a first step towards a change, but it is by no means mandatory with the orientation motive. Often, this type of guidance results in further training or continuing education, although some who seek advice also come away feeling that they are “in the right place”.

Those who seek guidance because of a currently unsatisfactory or even burdensome work situation value the fact that it can highlight alternative courses of action that are often not apparent to the affected person himself or herself. However, the counsellor normally cannot simply meet the desire for “resolution” of the stressful state. Therefore, the main task of this guidance situation is to strengthen the ability of the person seeking advice to solve and clear up the problem.

Career Guidance 45+ is considered by those seeking advice to be a valuable and useful programme. However, several critical responses are significant: They concern the neutrality of the counsellor, the desire for longer, more frequent guidance talks, and finally the voluntary nature of the programme, which is considered key by all parties involved. Moreover, it should not be forgotten that a voluntary programme may also be subject to selection bias because it presupposes training in self-reflection, which correlates with the level of education.

The results also show that a cross-directorate programme of career guidance needs to be established in a low-threshold form, because the city’s varied workforce means that the directorates have differing needs. Thus, uncomplicated access, communication appropriate for the recipients and giving the programme a name suited to the target group are essential.