Member Standards and Ethics

CDAA accreditation is a standard you can trust

CDAA members require substantiated, industry-related qualifications, are committed to a Code of Ethics and are obliged to complete a minimum number of professional development hours every year.

Code of Ethics for Australian Career Development Practitioners 

The Professional Standards include a Code of Ethics for Australian Career Development Practitioners, which guides the professional behaviour and practice of CDAA Members and informs the public about the ethical standards to which these practitioners adhere. 

The Code of Ethics include:

• Ethical principles for professional competency and conduct,
• Ethical principles for career development Practitioner-Client Relationships, and
• Ethical principles for professional relationships.

What if a CDAA member may have not complied with these Ethical Standards? 

Principles for Managing Potential Breaches of the Code of  Ethics

2.1. Procedural Fairness or Natural Justice: 

Procedural Fairness or Natural Justice is a fundamental requirement of sound administrative practice, and will be applied in all investigations of potential breaches of the Code of Ethics. Above all, it provides an opportunity for a person to be heard before a decision is made that adversely affects them. 

The duty to accord procedural fairness consists of three key rules: 

• the hearing rule, which requires a decision-maker to accord a person who may be adversely affected by a decision an opportunity to present his or her case; 
• the rule against bias, which requires a decision-maker not to have an interest in the matter to be decided and not to appear to bring a prejudiced mind to the matter; and 
• the "no evidence" rule, which requires a decision to be based upon logically probative evidence.
  - Commonwealth Ombudsman

2.2. Balance of probabilities:
The requisite standard of proof to be applied in all investigations of potential breaches of the Code of Ethics is the balance of probabilities. The balance of probabilities, when a matter is judged as a whole, is a reference to the likelihood of one party’s version of events being more probable to have occurred than not. This may require the investigation to compare competing versions of events to determine which version is more probable.
- Wise Workplace

 2.3. Educative and Restorative process:
Managing potential breaches of the Code of Ethics will be undertaken as an educative and restorative process, rather than with punitive intent.

2.4. Evidence available to both parties:
To support procedural fairness, any evidence provided by one party in support of a claim will be made available to the other party and open to counter-claim.

2.5. Complaints can only be considered when they clearly align to an element(s) of the Code of Ethics for Australian Career Development Practitioners.

2.6. Complaints cannot be considered if the complainant has any other civil or legal complaint underway or pending against the CDAA member, as the outcomes of other avenues of complaint may have a bearing on the matter.

2.7. For a potential breach of the Code of Ethics to be considered, sufficient tangible evidence must be provided to substantiate and clearly demonstrate the claimed breach. During the investigation, further information may be sought from the complainant or the member for clarification.

2.8. The CDAA process and procedures as outlined for investigating potential breaches of the Code of Ethics are final and must be adhered to, including the provision of the required information, and meeting the identified timelines.

2.9. All complaints are to be kept in the strictest confidence by all parties. This will not restrict reasonable investigation of any alleged breach. 

2.10. The member complained against will be informed and requested to fully co-operate with the investigation. Should they refuse to cooperate, the National Executive Committee (NEC) of the CDAA will be informed and will encourage the member to cooperate and advise the member of the consequences of failing to do so, which may include disciplinary action. 

2.11. Only the parties directly involved in the potential breach are to be involved in the investigation. This is not a legal process and third parties such as lawyers are excluded.

Who can lodge a complaint, and how?

Complaints may be made against a CDAA member by a member of the public (e.g. client), an organisation that the member has had involvement with, another CDAA member or the CDAA itself.

Complaints must be made in writing by fully completing the “Complaint Form - CDAA Member in Potential Breach of the Code of Ethics” and sent In Confidence to the CDAA National Manager at the address on the form. 

Download the word.doc or the pdf.doc.

Career Development Association Australia practitioners have the knowledge, experience and commitment you need on your journey.