1. Montana State Council of SHRM
Welcome!
Brooks Robertson, SHRM-SCP, SPHR
Montana State Council Director
Montana.SHRM.org

2. Montana State Council Brooks Robertson, SHRM-SCP
Montana State Council Director
Brooks Robertson, SHRM-SCP
Montana State Council Director

3. Today’s Agenda SHRM Overview - Mission
SHRM Organizational structure for volunteer leaders
SHRM Regional map
SHRM Field Services Director & MAC Rep
Montana State Council Board of Directors
Seven Montana SHRM Chapters
Important Event – Montana State Conference
MT State Council SHRM Certification Summary
Thank you to Diana Piccono, MT State Council Certification Director & Dianna Gould, SHRM Field Services Director, SHRM-SCP, CAE
Welcome to your leadership position in your State Council and SHRM! This presentation is designed to guide you in your new role as a volunteer leader.
It will give you an overview of SHRM’s and your State Council’s organization, mission, and services.
Your work as a volunteer leader is vital in helping SHRM realize its goals as a professional human resources association.

4. SHRM Overview
SHRM’s Mission
SHRM is the global HR professional organization that exists to:
Build partnerships
Provide a global community to share expertise & create innovative solutions
Provide thought leadership, education, & research
Be an advocate on the most critical issues facing workplaces & the human resource profession

5. SHRM Volunteer Leader Structure
SHRM’s Volunteer Leadership Structure
Members
SHRM is “profession-focused, member-driven, volunteer-led, and staff-managed.”
The very structure of SHRM and the involvement of the volunteer leaders support this position.
Each of these entities plays an integral part in the success of SHRM – let’s talk about each one in more detail.

6. SHRM Volunteer Leader Structure
SHRM’s Five Geographic Regions

7. SHRM Field Services Director and MAC Rep
Pacific West – Field Services Director
Dianna Gould, SHRM-SCP, CAE
Field Services Director – Pacific West Region AK, ID, MT, OR, WA, WY
Pacific Council (Guam & N. Mariana Islands)
Pacific West – Member Advisory Council Rep
Michael Letizia, SHRM-CP, PHR-CA
business

8. SHRM Montana State Council – Board of Directors
Montana State Council Director
Brooks Robertson, SHRM-SCP, SPHR
Montana State Director-elect /
Conference Coordinator
Dewey Goering, CPC, MA
Treasurer
Elizabeth Rissler Pratt, SPHR
Secretary
Desiree Navarro, SHRM- SCP, SPHR
Past Director
Membership Director
Deborah Jenkins, PHR
Certification Director
Diana Piccono
Legislative Action Director
Joyce Bellwood, CPA, MA, SPHR
College Relations Director
Paula Barber
Workforce Development Director
Maria Gilman, PHR
Diversity Director
Kristina Hanninen, PHR
Foundation Director
Maureen Bryan
Communications Director
Rebecca Morgan, PHR
Technology Services Director
Michelle Cohens, MBA
CHAPTER REPRESENTATION
Big Sky Chapter President
Adam Ragsdale
Continental Divide Chapter President
Kriss Sullivan
Flathead Valley Chapter President
Ronda Gress
Gallatin Valley Chapter President
Robyn Chupka
Great Falls Chapter President
Marlena Halko
Helena Chapter President
Tom Antonick
Yellowstone Valley Chapter President
DeeDee Kane

9. SHRM Montana - Chapters
Big Sky Chapter President-Missoula
Adam Ragsdale
BigSkySHRM.org
Continental Divide Chapter President-Butte
Kriss Sullivan
ContinentalDivide.shrm.org
Flathead Valley Chapter - Kalispell
Ronda Gress, Chapter President
Flathead.shrm.org
Gallatin Valley Chapter President-Bozeman
Robyn Chupka
GVHRA.shrm.org
Great Falls Chapter President
Marlena Halko
GreatFallsSHRM.shrm.org
Helena Chapter President
Tom Antonick
SHRMHelena.shrm.org
Yellowstone Valley Chapter President-Billings
DeeDee Kane
YVC.shrm.org
Be sure that the logo you use has the registrata mark ®, not the trade mark ™
Newly updated “Graphics Standards Manual for Affiliates” available on the VLRC.
Use your chapter logo together with the “Affiliate of” SHRM logo.
Both logos must be the same size to denote a partnership.
If “SHRM” or the “Society for Human Resource Management” is part of your legal name or “also known as” name, as specified in your bylaws, your chapter/state council must submit to SHRM for approval when creating or revising your logo.
All other chapters/state councils are encouraged to submit their logo for approval.
Receiving pre-approval could save time, effort and expense.
If you make a change to your chapter logo, it must be approved by SHRM.
Your chapter logo must be used together with the “Affiliate of” SHRM logo; and, they must be the same size to denote a partnership.

10. Important Event – You won’t want to miss!
2015 Montana State Conference
Wednesday,Thursday & Friday – May 6, 7 & 8th
Crowne Plaza, Downtown Billings, MT
“Sailing the Stormy Seas of HR”
Register online at

11. SHRM Certification Information
Montana State Council Certification Director
Diana Piccono
Dianna Gould

12. 1 2 3 Agenda SHRM Certification Marketing the SHRM-CP and SHRM-SCP
Your Career - Your Choice
Benefits and process
SHRM Certification
what it is and why its important to HR professionals
Marketing the SHRM-CP and SHRM-SCP
to the Business Community 1 3 2
In today’s presentation, we’ll cover the following:
A refresh on the SHRM-CP and SHRM-SCP and the SHRM Body of Competency and Knowledge (SHRM BoCK)
An overview of the types of programming eligible for recertification, along with examples of types of programs you can design
Show you the SHRM marketing materials available for you to promote the new certification including talking points for use with employers
Provide details on how you can become a SHRM Preferred Provider if you are not already

13. SHRM Certification We expect that the SHRM-CP and SHRM-SCP will become
the new standard for HR professionals around the globe.
In creating the SHRM-CP and SHRM-SCP, SHRM is committed to:
Creating a certification that helps HR professionals acquire the knowledge and behaviors required for effective performance and career success;
Establish a certification that reflects the ever-changing demands of business on HR professionals, and focuses on organizational outcomes;
Implementing an aggressive campaign targeting employers to ensure that the SHRM-CP and SHRM-SCP are globally-recognized; and
Structure recertification in a way that empowers individuals, chapters, and state councils to take ownership of their professional development.
As a reminder to everyone, there are two credentials associated with SHRM’s new certification: the SHRM Certified Professional (SHRM-CP) and the SHRM Senior Certified Professional (SHRM-SCP).
The SHRM-CP and SHRM–SCP encourage HR professionals to acquire the knowledge and behavioral competencies they’ll need to effectively perform their jobs and that lead to career success. This certification program was built with employers in mind, will help set the global standard for excellence in HR, and aims to grow certification throughout the HR profession.
Because the HR profession is constantly changing and evolving, it is important for certified professionals to continually update their HR competencies and knowledge. After achieving certification as a SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP), recertifying will demonstrate an HR professional’s commitment to the profession, to their organizations, and to their career through lifelong education and professional development.
Additionally, SHRM will be rolling out an aggressive campaign targeting employers and businesses to ensure that SHRM-CP and SHRM-SCP are globally-recognized and will be structuring the recertification process in a way that empowers individuals, chapters, and state councils to take ownership of their professional development.

14. Billings Federal Credit Union e: dstrever@billingsfcu.org
SHRM Certification
what it is and why its important to HR professionals 1
Debbie Strever
VP, Human Resources
Billings Federal Credit Union e:
Debbie: Just got back from participating in a standard setting panel for SHRM Certification Exams. What an amazing experience!! The due diligence, care and expertise of all involved, SHRM, panelists, AIR, were exceptional. Still not sure why I was chosen as a panelist considering the caliper of others that were participating, but am so grateful I was.
Happy to share my heightened enthusiasm for the certification
Debbie Strever
VP, Human Resources | Billings Federal Credit Union |
p: | d: | f: | e:
2522 4th Avenue North | PO Box 1779 | Billings, MT

15. SHRM Body of Competency and Knowledge (SHRM BoCK™)
A key element of SHRM’s certification is the Body of Competency and Knowledge (BoCK), which can be seen on this slide.
The exam, online tutorial and recertification programming all stem from this SHRM BoCK.
Competencies can either be technical or behavioral – technical competencies reflect what knowledge HR professionals apply to their jobs, and behavioral competencies reflect how they apply this knowledge.
The SHRM BoCK includes eight behavioral competencies: leadership and navigation, ethical practice, business acumen, relationship management, consultation, critical evaluation, global and cultural effectiveness, and communication.
HR Expertise (HR Knowledge) is the single technical competency, and is a foundational piece, of the SHRM BoCK.
In the SHRM BoCK, HR Expertise (HR Knowledge) has been grouped in to four Knowledge Domains: People, Organization, Workplace, and Strategy. These four domains are associated with the knowledge required to perform a specific HR activity (e.g. employee relations, talent acquisition and retention, etc.)
This knowledge component reflects the modern and current skills, including technology, big data and employee engagement, which are critical in today’s global business environment.

16. Marketing SHRM Certification
SHRM has prepared marketing materials to ensure that Chapters, State Councils and Education Partners have the tools and resources they need to launch successful programming.

17. Nationwide Brand Campaign
SHRM has an aggressive brand campaign targeting employers and businesses that highlights SHRM’s work and research and demonstrates the value that certification has
for HR practitioners and the profession.
The brand campaign:
Introduces SHRM as the leader in the HR profession and highlights the value of certification to employers
Consists of a nationwide TV commercial, print advertising and digital marketing
Launched in November 2014
SHRM’s robust marketing and communications efforts, including their partnership with Holmes, includes an aggressive, nationwide branding campaign.
The campaign is focused on the employer-community and will share important aspects of who SHRM is, what SHRM does for HR, and how SHRM is elevating the HR profession with the new SHRM certification.
The multifaceted campaign includes:
A nationwide TV commercial – turn on your TV in the hotel room to see it!
Print ads
Targeted digital marketing on Twitter, Facebook, LinkedIn, websites and blogs

18. Employer Benefits
SHRM has developed powerful talking points for HR professionals to use when discussing their pursuit of the SHRM-CP or SHRM-SCP with their employers, helping them understand the value of certification and build a business case for certification and training as a worthwhile investment.
Sample talking points to use when talking to managers:
My knowledge will be current and relevant.
I will learn practical skills with an impact on my job immediately.
These certifications were developed with employers in mind.
My knowledge and skills will be globally applicable and universally recognized.
My certification and training is provided by the leading advocates for HR professionals.
SHRM has developed powerful talking points for HR professionals to use when discussing their pursuit of the SHRM-CP or SHRM-SCP with their employers, helping them understand the value of certification and build a business case for certification and training as a worthwhile investment.

19. YOUR Career & YOUR Choice
SHRM has prepared marketing materials to ensure that Chapters, State Councils and Education Partners have the tools and resources they need to launch successful programming.

20. Eligibility Requirements
In order to be eligible to sit for the SHRM-CP or SHRM-SCP exam, an applicant must meet the specific educational and work experience criteria, outlined below: j
Eligibility Requirements
Our eligibility criteria eliminates barriers, emphasizes the value of formal HR education, and provide an accelerated path from the SHRM-CP to the SHRM-SCP.
Eligibility Criteria
*Less than a bachelor’s degree includes: associate’s degree; some college; high school or GED
Notes: of HR related activity = 1 year of experience; HR experience may be in an exempt or non-exempt capacity; for more information, see SHRMCertification.org. 4

21. For Existing Certificants
From January 5, 2015, to 31 December 2015, holders of a valid HR generalist certification can be
eligible to obtain the SHRM-CP or SHRM-SCP.
Credential holders will complete a simple three-step process:
Agree to abide by the SHRM Code of Ethics;
Affirm that you hold a valid HR credential; and
Complete the online tutorial on HR competencies.
Holders of credentials like PHR & HRBP* will be eligible for:
Holders of senior-level credentials like SPHR, GPHR, & HRMP* will be eligible for:
SHRM understands the time and energy you’ve invested in to obtaining your existing credentials and our goal is to make earning the new SHRM credential as simple as possible to ensure your continued success.
SHRM will continue to support the current programs through the December January 2015 testing windows. For example:
We will continue to offer the SHRM Learning System for PHR/SPHR, the SHRM Learning System for GPHR, the SHRM Learning System for HRMP® and the SHRM Learning System for HRBP® through November 30, 2014.
We will continue to offer SHRM certification prep programs at SHRM conferences and through our seminars, virtual programs and corporate programs.
We will continue to submit our 2014 programs to HRCI for pre-approved recertification credits.
HR professionals with existing generalist certifications that are in good standing will be eligible for the new SHRM certification – at no cost -- on January 1, 2015, by completing the following by December 31, 2015:
Document that your current certification is in good standing;
Sign the SHRM Code of Ethics; and
Complete a brief online tutorial on HR competencies.
You will not lose or have to give up any of your current credentials in order to obtain the new SHRM certification.
You are not required to give up your existing credentials.
Credentials must have been earned by January 31, 2015, in order to be eligible for the three-step pathway process.
*Note: PHR, SPHR, GPHR, HRBP and HRMP are registered trademarks of the
HR Certification Institute and are not SHRM certifications.

22. For Aspiring Certificants
Individuals interested in pursuing certification this year should register for the exam and begin preparations to
take the SHRM – CP or SHRM - SCP
If you purchased the 2014 SHRM Learning System last year, and decided not to take last year’s exam, you will be eligible to receive the new version of the SHRM Learning System this year at no cost following registration for the May- July 2015 SHRM-CP or SHRM-SCP testing window.
For more information, shrmcertification.org.
SHRM supports your decision to prepare for and take the current exam for the existing credentials.
If you pass your exam, you will be eligible to receive the new SHRM credential free of charge from January 1 – December 31, 2015 by following the three step process.
If you do not pass your exam prior to January 2015 and you purchased the current SHRM Learning System, we will provide the new SHRM Learning System for the new SHRM certification free of charge in preparation for the new assessment.
shrmcertification.org

23. Recertification
To maintain SHRM-CP and SHRM-SCP certification, certified professionals will have three years to acquire 60 PDCs in three categories: Advance Your Education, Advance Your Organization, and Advance Your Profession.
All programs that enhance your competencies will qualify for PDCs, giving you great flexibility in designing your professional development plan!

24. SHRM Certification Web Site
In November, we launched a new SHRM certification website --SHRMCertification.org -- that provides comprehensive information on the SHRM-CP and SHRM-SCP program, and will serves as an entry point for candidates, certificants, and Preferred Providers. 21
Shrmcertification.org

25. SHRM has achieved many key milestones in recent months.
Building Momentum
SHRM has achieved many key milestones in recent months.
Chapters are serving as Preferred Providers
Colleges, universities & training firms have partnered with SHRM to offer SHRM-CP/SHRM-SCP certification preparation
State councils are serving as Preferred Providers
200+
500+ 50
SHRM has achieved many milestones in recent months including:
Reaching partner agreements with 207 colleges, universities & training firms to solely offer SHRM-CP and SHRM-SCP certification prep programs; this includes 20 of our top 28 US partners and 20 international partners.
Additionally, 50 state councils and 496 chapters (as of ) have signed up to serve as Preferred Providers of recertification credits.

26. Benefits of being a Preferred Provider
SHRM has established the SHRM Preferred Provider Program to give organizations that offer education, training and/or other HR-related Competency and Knowledge programming the opportunity to award PDCs, without pre-approval by SHRM, during a 2-year period.
Benefits
Award PDCs for individual programs without pre-approval from SHRM
Market as SHRM Preferred Provider; use Preferred Provider seal on materials
Include program offerings in a searchable database
Listed in a directory of SHRM Preferred Providers
Qualifications
Resources, facilities, and administrative support
Offer appropriate high-quality programming
Address the HR Competencies and/or Knowledge Domains outlined in the SHRM BoCK
Describe learning objectives and Competencies/Knowledge areas to be taught
Program lead must have proven expertise in the field
Operating for one year and previously offered training
First, SHRM has established the SHRM Preferred Provider Program to give organizations that offer education, training and/or other HR-related Competency and Knowledge programming the opportunity to award PDCs, without pre-approval by SHRM, during a 2-year period.
Continued commitment to lifelong learning is a critical component of the SHRM Certified Professional and SHRM Senior Certified Professional. Recertification is a way for certified HR professionals to demonstrate that they are staying current, advancing their HR Competencies and developing their skills in HR Knowledge (HR Expertise).
Key benefits to being a SHRM Preferred Provider include being able to:
Award PDCs for individual HR programs, without pre-approval from SHRM, during a 2-year Preferred Provider status period;
Publicize itself as a SHRM Preferred Provider;
Use the SHRM Preferred Provider seal on materials;
Include program offerings in a searchable database; and
Be listed in a directory of SHRM Preferred Providers.
Let me run through the eligibility requirements for Preferred Provider status.
This is what you will need:
Resources, facilities, and administrative support to effectively deliver HR-related Competency and/or Knowledge programming;
Appropriate high-quality programming, developed and presented by appropriate subject matter experts;
The ability to address the HR Competencies and/or Knowledge Domains needed for effective job performance, as outlined in the SHRM BoCK;
The ability to describe both learning objectives and Competencies/Knowledge areas to be taught, with specific references to the SHRM BoCK;
Proven expertise in the field and the ability to facilitate learning by presenter/instructor/speakers;
You will have to have been in operation for at least a year and have offered at least one year of training in HR Competencies and/or Knowledge Domains.

27. Competency Programming
Example Topics for
Competency Programming
SHRM wants to make sure that rollout of the SHRM certification as simple as possible for Preferred Providers.
This slide provides examples of the subjects you could cover in your competency-related programming.

28. Knowledge Programming
Example Topics for
Knowledge Programming
This slide provides examples of the subjects you could cover in your knowledge-based programming.

29. Questions?

30. Thank you!
Brooks, Diana & Dianna