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“Putting the pieces together – as a community”. Certification recognizes the experience, knowledge and skill of an individual as measured against a standard.

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Presentation on theme: "“Putting the pieces together – as a community”. Certification recognizes the experience, knowledge and skill of an individual as measured against a standard."— Presentation transcript:

1 “Putting the pieces together – as a community”

2 Certification recognizes the experience, knowledge and skill of an individual as measured against a standard of practice or competencies of a profession. Owned and operated by CODI, it would assess that an individual actually demonstrates and meets the standard for the OD profession.

3 Completion of CODI’s certification process confers the right to use the title “Certified Organization Development Professional “and the right to use the initials “CODP” after your name. Certification is a "warrant of competence" or "warrant of expertise"

4 The CODP will be a mark of quality. It demonstrates to the public that the OD professional has: Met educational and training requirements Passed a knowledge specific examination Obtained experience in the field of organization development Obtained professional peer references Accountability to a code of ethics Commitment to continuing education

5 Enhances professional reputation, credibility and trust Increases career advancement opportunities Provides a sense of pride and personal accomplishment Validates a level of professional achievement and standard of practice Recognizes a standard level of knowledge and skill Increases job mobility

6 Creates a standard of practice Develops and supports a professional code of conduct Creates a common understanding and language Increases confidence in the service provision of the profession Recognizes knowledge, skill and practice

7 Increases competence level of employees Improves employee satisfaction and engagement Provides professional development opportunities for employees Provides standards for use in hiring, performance management and evaluation practices

8 We have done research both nationally and internationally on the following related professions: Coaching Training and Development Human Resources Change Management Organization Development Strategic Planning

9 CODI’s certification process has 4 components: Examination component or knowledge component Experience component Education component or degree component Acknowledgment of ethical guidelines for OD professionals

10 1.Knowledge and Skill Path 2.Portfolio Based Assessment Path

11 3-4 years experience full time or equivalent * Degree in related field Knowledge exam with score of 70% or more 3 references who can validate skills *4 years full time experience or 3 years full time with MCOD

12 Evidence based point system which addresses the following competency areas: Knowledge (degrees, certificates, teaching experience, continuing education) 10 years of full time OD experience (validated through portfolio according to Knowledge ) Skills (demonstration of OD interventions; published author, research, public speaking; leadership in OD network; 3 client references to validate OD experience Documentation to validate portfolio

13 RequirementsKnowledge PathPortfolio Path Experience3 year – 4 years*10 years KnowledgeDegree in related field plus CODP Knowledge Exam based on knowledge and practice dimensions 3 hour exam 150 multiple-choice questions 70% to pass plus Degree in related field plus Portfolio documentation to provide validation of work experience, knowledge and prior achievements in the field plus References Provide 3Provide 3 references with validation letter from each

14 For both knowledge and portfolio based paths there should be a degree in a related field (e.g. social sciences; adult education; human resources; Organization Development) For knowledge and skill path, MCOD will reduce the experience requirement from 4 to 3 years full time experience (other programs may be considered – eg. Certificate in OD from Queen’s University)

15 PART ONE: Foundations of OD & Systems Change 1.1 Basic History of OD and Systems Change 1.2 Theories and Models of Organization Development and Systems Change PART TWO: Initial Stages of OD & Systems Change 2.1 Business of OD and Systems Change 2.2 Organization/System Assessment and Feedback

16 PART THREE: Organization and Systems Change Interventions 3.1 Strategic Change 3.2 Change and Leadership 3.3 Human Process Interventions 3.3.1 Interpersonal and Group Dynamics 3.3.2 Team Effectiveness Interventions 3.3.3 Working with Conflict, Power and Resistance 3.4 Techno-structural Interventions 3.4.1. Organization Design and Restructuring

17 PART FOUR: Emerging & Specialized Applications of OD PART FIVE: Use of Self PART SIX: Evaluating and Marketing OD and Systems Change

18 Requirements for those on Knowledge & Skill Path: Rigorously tests OD knowledge across key knowledge areas (based on knowledge and practice dimensions document) 150 multiple choice for efficient management and assessment Readily available study materials to assist learners in preparation for exam (OD textbook and other documents) Exam prep study package and or study groups Available in multiple test locations (major centres across Canada) with proctors Future webinar option availability for remote locations 70% pass rate


20 RequirementsKnowledge & Skill PathPortfolio Based Path Experience4 years full time *3 years full time with completion of program from CODI (MCOD including Business Acumen and OD practicum) 10 years full time

21 4 key areas: 1.Responsibility to client and client system 2.Responsibility for professional development & competence 3.Responsibility to profession 4.Social responsibility All professionals will be asked to sign off on them and to uphold them while practicing.

22 Final phase of implementation for CODP designation Certification every 3 years Development of certification logs/journals Development of certification criteria (e.g. continuing education units/points for experience) Development of potential continuing education partners and pre-approved courses

23 Pilot of Senior Practitioner (Portfolio process) done in October 2013. Next session: May/June 2014 Exam committee working on developing questions/structure for 2014 Steering committee formed and meeting regularly to address operational and strategic issues (including partnerships; marketing; educational alliances, etc.)

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