1. How to upgrade your CIPD Membership
Wednesday 4 September 2013

2. Aims and objectives By the end of the day
You will have a comprehensive knowledge of the various routes to membership

3. Professional Membership What is it?
CIPD membership recognises the impact that HR professionals are making in the workplace based on what they know, do and deliver. Our three professional levels (Associate member, Chartered Member and Chartered Fellow) set new standards for the HR profession and ensure competent practitioners operating at support, managerial and strategic leadership levels are fully recognised. They represent employers’ expectations of HR professionals in business today and in the future.

4. Three levels of professional membership
Qualification and Upgrade
Qualification develops your HR and business knowledge
Upgrade to demonstrate how you apply the knowledge in the workplace
Experience Assessment
If you don’t hold a qualification, have your experience, knowledge and behaviours assessed
NB you do not have to work your way up through the levels; you can apply at the level that best reflects your achievements in the workplace
Highlight that routes are open to a wide range of HR professionals ie generalists, L&D, other specialisms

5. Benefits of professional membership
By achieving a level of professional membership;
You have shown you meet CIPD’s rigorous criteria and global standards for best practice in HR
You will boost your professional profile
You could enhance your earning power
Supports your Continuing Professional Development
Gives you the recognition you deserve
CCPMO Impact report Dec 2008 concluded that individuals with professional qualifications and membership stand to gain £152k of additional earnings over a career

6. Upgrading

7. Qualifications and upgrading
Qualification completed
Grade can apply for
CIPD Foundation Certificate or Diploma
Associate Member
CIPD Intermediate Certificate or Diploma
CIPD Advanced Diploma
Associate Member
Chartered Member
Chartered Fellow

8. Eligibility for Upgrading
Current grade of membership
Grade can apply for
Student
You must complete your qualification before applying for a grade of membership
Graduate or Associate (having previously held Graduate status)
Chartered Member or Chartered Fellow
Chartered Member
Chartered Fellow
Eligibility subject to meeting relevant membership criteria

10. Upgrade process - step by step
Check eligibility at
Check membership criteria at
Download relevant membership form at
Check CV is up to date
Enlist support from two colleagues, including line manger
Submit completed forms to CIPD with relevant fee
Receive result
At each and every one of these steps
– you can help the candidate
Fees:
Associate: £40
Chartered Member: £60
Chartered Fellow: £80
First upgrade fee is waived if undertaken within 12 months of finishing the qualification
Feedback should be from your line manager and one other colleague who knows your work well – great if that is a business contact within your organisation
Should take people a few hours to do and your referees no more than an hour
NB based on member feedback, we have reviewed this process so this is new from October this year

11. How does upgrading work?
The application form asks about impact in the workplace and covers behaviours and activities in one document
CV provides context of career
Feedback from Line Manager and one Colleague focuses on how the candidate operates and their impact
Assessment conducted by one of our trained Upgrade assessors
Feedback provided if required
Fees:
Associate: £40
Chartered Member: £60
Chartered Fellow: £80
First upgrade fee is waived if undertaken within 12 months of finishing the qualification
Feedback should be from your line manager and one other colleague who knows your work well – great if that is a business contact within your organisation
Should take people a few hours to do and your referees no more than an hour
NB based on member feedback, we have reviewed this process so this is new from October this year

12. Members can access the HRPM on the CIPD website
Members can access the HRPM on the CIPD website. There are PDFs they can download that set out the professional areas and behaviours by band. There are also tools available at CIPD to help navigate the HRPM.
The ten professional areas set out the knowledge needed and the activities and skills required in that particular area of HR.
IMPORTANT: An HR professional may work across all areas, or may focus on one or any number of professional areas, depending on their role, their organisation, the current business needs, location and market. An organisation may choose to focus on one professional area to meet future business needs.

13. CIPD membership levels and the HRPM
Transition
Chartered Fellow
Chartered FCIPD
Transition
Chartered Member
Chartered MCIPD
Associate
Transition
Assoc CIPD
Band 1
Band 2
Band 3
Band 4

14. Any questions?

15. Continuing Professional Development (CPD)

16. Continuing Professional Development
New policy reminds us of the Royal Charter.
CPD is a requirement for all members
The Institute will audit CPD

17. Continuing Professional Development
Inputs versus outputs
All membership levels
Lifelong & reflective learning
It doesn’t matter how it is presented
NOT:
A system of recording points
About building up a number of hours
A shopping list of activities
Use PDP’s; Appraisals; Learning Logs
We are guiding the how – not the what

18. Continuing Professional Development
Importance of Reflective Learning:
•To help you see a clear link between the effort you put into your development activity and the benefits you get out of it.
•To help you see more value in each learning experience, by knowing why you’re doing it and what’s in it for you.
Opportunity to focus on a deeper level of learning and development –not just what you've done, or want to do, but on what you've learnt and how you'll apply it.
•The focus of CPD is firmly on results –the benefits that professional development can bring you in the real world.
•You've learnt the theory, how have you put it in to practice and what was the outcome of that?
Performing a learning intervention upon yourself!

19. Continuing Professional Development
CPD Policy:
The CIPD policy is that Members of the CIPD shall:
Maintain professional knowledge and competence
Seek appropriate support if business needs require involvement in new areas of activity
Ensure that they provide a professional, up to date and insightful service
Upon request, members will provide evidence of compliance with CPD
We’re not looking to catch people out
This important for YOU...
We don’t need to wax lyrical about the benefits, when you engage with the process they speak for themselves

20. Continuing Professional Development
So what are we looking for?
Is it “C” – Continuing?
Is it “P” – Professional?
Is it “D” – Developmental?
Prepare....people will ALWAYS ask you for the “What”
Test out with your peers...what do they think?; Why not discuss at a team meeting?
Have you “stretched” with this learning
It really is as simple as that!
Work with your learning style – if it’s visual, watch a CIPD podcast!; If it’s interpersonal – get involved in the online communities on the CIPD website – or at branches. Learners remember about 10% of words in a workshop

21. Continuing Professional Development
How we can help:
Examples of records and plans
Case studies
Templates
Career breaks
HR Profession Map
My HR Map Tool
FAQ
Gap analysis – My HR Map tool
Now apply it....let’s get moving....

22. Any questions?

23. For more information Phone: +44 (0)20 8612 6208
Online: cipd.co.uk/membership

24. EXPERIENCE ASSESSMENT
A route to Professional Membership and Accreditation from the Chartered Institute of Personnel and Development

25. Contents What is CIPD Experience Assessment?
CIPD Professional Membership
Why people choose Experience Assessment
Experience Assessment process
Assessment detail
Candidate feedback
Individual and Group Assessment
Cost

26. What is CIPD Experience Assessment?
Experience Assessment enables experienced HR professionals to achieve official recognition for their achievements and become a professional member of the CIPD
Developed for HR professionals who wish to benefit from CIPD recognition yet do not have the required CIPD qualification
Often these people enter HR from other disciplines or later in career yet have extensive HR experience as a generalist or specialist
They can apply to become a Chartered Fellow (FCIPD), Chartered Member (MCIPD) or Associate member (Assoc CIPD)
Existing CIPD members with the required qualification, can upgrade to become a professional member

27. CIPD Professional membership

28. Why people choose Experience Assessment
Confidence that I am ‘up there’ with my peers
‘I need accreditation not qualification’
Credibility with colleagues
‘Helps me get a job or promotion’
Being part of a professional community
Professional recognition for achievements
Development hungry, time poor

29. Experience Assessment process
ELIGIBILITY
Before applying, individuals review their experience against our membership criteria available on-line
DIAGNOSTIC
We screen their CVs and conduct a telephone interview which confirms eligibility for this route
FULL ASSESSMENT
Candidates complete an in-depth assessment over 3-4 months designed to test knowledge, experience and the impact the individual has made through their professional practice
OUTCOME
Successful candidates are awarded professional membership of the CIPD. All receive a detailed feedback and development report

30. Assessment detail
Rigorous assessment against CIPD professional standards
Workplace evidence over the last 3 years
Conducted by experienced HR professionals
CV screen and
Diagnostic stage
CV screen and
Diagnostic stage
8 weeks
Impact report
Impact report
Case study
Case study
Workplace feedback
Workplace feedback
Professional discussion
3.5 hours
Professional discussion
Confirmation of Professional Membership and Feedback
Confirmation of Professional Membership and Feedback

31. Diagnostic discussion
Determines whether this is the right route for you, covering:
Whether you have sufficient experience to successfully gain professional membership via this route
The appropriate membership level for your experience
The commitment needed from you throughout the process
Any questions you may have
This is designed to assess the likelihood of success through this route and advise you on your options

32. Impact report
Gives you the opportunity to share your experience in more detail
Involves a written report in which you give specific examples of your work in relation to the membership criteria

33. Workplace feedback
Gathers evidence on how you go about your work and encourages you to reflect on how you operate as an HR professional. It involves:
Self assessment – you give examples that illustrate how you operate in accordance with the behaviours detailed in the HR Profession Map
Colleague assessment – you also nominate two colleagues or clients to give feedback on how you operate against the behaviours

34. Case study
Gives you the opportunity to demonstrate how you apply your professional expertise, involving:
A written case study which includes a range of typical HR and commercial challenges
You are asked to imagine that you work within the HR function (at a level commensurate with your membership application)
You are required to produce a written report analysing the issues and identifying actions you would take
Word count guide for the report is 2,500-5,000 words

35. Professional discussion
Assesses your experience against all aspects of the membership criteria (Activities, Knowledge and Behaviours) and involves:
A face to face half-day discussion with a CIPD assessor
Exploring the contribution and impact you have made in recent roles against the membership criteria for your target level of membership
The opportunity to discuss and explore further all other evidence submitted through the assessment process (Impact Report, Case Study, Workplace Feedback)

36. Don’t just take our word for it!
100% of surveyed candidates would either definitely (92%) or probably recommend Experience Assessment
Out of 10, 78% rated the overall experience as 8 or above

37. Don’t just take our word for it
‘I found Experience Assessment to be a most enlightening period of professional and personal self reflection. It’s a great way to get professional recognition for your achievements’ Toby Lott Chartered MCIPD, Group HR Manager Info Team
‘Lots of people come into HR via other routes and Experience Assessment offers an opportunity for them to engage with the value that CIPD membership can bring’ Julian Sykes Chartered FCIPD, AstraZeneca
‘Experience Assessment has given me a valuable opportunity to reflect on my career progression in HR and invest in my own development. It’s a great way to get recognition of your capabilities, regardless of the career path that you’ve followed’ Simon Lloyd Chartered FCIPD HRD Santander
‘My assessor, was excellent and very professional . She gave me some excellent suggestions for my development and has encouraged me to look further into my career progression and development within the CIPD framework’   HR Advisor Assoc CIPD 

38. Experience Assessment is available via two channels
Individually
Individuals can access Experience Assessment independently by contacting CIPD directly
Via organisations
Enhanced and tailored service for groups within an organisation
Benchmarks HR professionals against CIPD’s industry standards
Partners include Standard Chartered Bank in Singapore, McDonald’s and the UK Ministry of Defence

39. Experience Assessment Fees
Individually
Applications to Chartered Fellow: £ 2,190*
Applications to Chartered Member or Associate: £1,899*
* Fees are subject to change and do not include CIPD membership
Enhanced service for organisations
Fees reflect the level of service required and are available on request
A typical service for a group of 8 people is around £23k