1. D Arizona SHRM SHRM Certification Overview Kelsie McClendon, SHRM-SCP AZ State Certification/Professional Development Director https://www.linkedin.com/in/kelsiemcclendon Bhavna Dave Director of Talent SHRM member since 2005

2. SHRM Overview Agenda 2 AZSHRM’s Certification Plan SHRM Certification Program Overview SHRM Certification Pathway and Exam 1 3 2

3. D SHRM Certification Bruce Elliot Manager, Compensation & Benefits SHRM member since 2011

4. 4 What SHRM is ? Why We Hate HR  Why We Hate HR is an example of the call to action our profession has to continue to advance in order to meet the needs of society, organizations, and people now and in the future.

5. 5 How did we get here? Advancing the Profession  Part of this call to action is a paradigm shift in the certification of Human Resources Professionals. This is utilizing the underlying model of certification to encompass both the knowledge and behavioral competencies needed to meet the needs of HR’s stakeholders. Also, for being certified as demonstration of those qualifications as a predictor of performance. It is more than what HR knows but also what HR does in challenging organizational situations that determines performance.

6. 6 How did we get here?  SHRM has always focused on making sure HR practitioners are seeking and attaining certification.  We are committed to ensuring that the certification our members achieve is recognized as best in class and distinguishes them in the marketplace.  This certification is the culmination of over three years of research, and based on the SHRM Competency Model, which was validated by more than 35,000 HR professionals around the world. These HR professionals identified the skills needed to grow and succeed in HR careers.  Studies were conducted with four major corporations and four major research universities, including Walmart, Boeing, Michigan State University, Pennsylvania State University, Lusiada University (Lisbon, Portugal), and University of North Carolina-Charlotte.

7. SHRM Overview SHRM Certification Objectives 7  Incorporate the behavioral competencies that HR professionals need for career success  Create the basis for a relevant & credible certification that receives widespread employer support  Establish a universal standard and global brand for HR certification that will be recognized in every region  Provide a streamlined certification program that expands access, minimizes bureaucracy, and supports the continued development of the HR profession

8. SHRM Overview SHRM Certification Homepage 8 www.shrmcertification.org

9. 9 Competency  IntroductionIntroduction  A competency is a cluster of highly interrelated attributes, including knowledge, skills, and abilities (KSAs) that give rise to the behaviors needed to perform a given job effectively.  Competencies can be either technical or behavioral. Technical competencies reflect the knowledge required to perform a specific role. Behavioral Competencies describe the KSAs that facilitate the application of technical knowledge to job-related behavior. In other words, technical competencies reflect what knowledge HR professionals apply to their jobs, and Behavioral Competencies reflect how they apply this knowledge.  A competency model is a set of competencies that collectively defines the requirements for effective performance in a specific job, profession, or organization. There are eight Behavioral Competencies and one Technical Competency, HR Expertise (HR Knowledge) in the SHRM Competency Model, which forms the foundation of the SHRM BoCK.

10. SHRM Overview SHRM Body of Competency and Knowledge (BoCK) 10 The SHRM-CP and SHRM-SCP are based on the SHRM Body of Competency and Knowledge, which includes four key HR Knowledge Domains and the eight Behavioral Competencies that HR professionals need for career success. Value for Employers The SHRM-CP and SHRM-SCP are based on the SHRM Body of Competency and Knowledge, which includes four key HR Knowledge Domains and the eight Behavioral Competencies that HR professionals need for career success. Value for Employers

11. 11 Competency

12. D SHRM Certification Pathway and Exam Bruce Elliot Manager, Compensation & Benefits SHRM member since 2011

13. SHRM Overview SHRM Online Tutorial Pathway 13  All holders of valid HR generalist certifications may obtain their SHRM-CP or SHRM-SCP via the “pathway” process  Candidates can obtain their SHRM certification by going to SHRMCertification.org, agree to the SHRM Code of Ethics, and complete the online tutorial on the SHRM Competency Model  The tutorial takes approximately one-hour to complete  Pathway participants are not asked to “give up” existing certifications.

14. SHRM Overview SHRM Online Tutorial Pathway 14 To date, how many individuals have completed the SHRM Online Tutorial Pathway process?

15. SHRM Overview SHRM-CP & SHRM-SCP Eligibility Criteria 15 *Less than a bachelor’s degree includes: associate’s degree; some college; high school or GED Notes: 1000+ 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. Our eligibility criteria: Eliminates barriers Emphasizes the value of formal HR education, and Provides an accelerated path from the SHRM-CP to the SHRM-SCP.

16. SHRM Overview SHRM-CP & SHRM-SCP Comparison 16 SHRM-CPSHRM-SCP Certified ProfessionalSenior Certified Professional HR professionals who implement policies and strategies, serve as point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions, should take the SHRM-CP exam. HR professionals who develop strategies, lead the HR function, foster influence in the community, analyze performance metrics, and align HR strategies to organizational goals, should take the SHRM-SCP exam. Computer-based experience. Up to 4 hours in length. 160 questions (90 knowledge/40 situational judgment/30 field test items). Computer-based experience. Up to 4 hours in length. 180 questions (90 knowledge/60 situational judgment/30 field test items). SHRM Member: $300* USD Nonmember: $400*USD *Includes $50 nonrefundable application fee.

17. SHRM Overview SHRM-CP & SHRM-SCP Comparison-Exam Questions 17 SHRM-CPSHRM-SCP Behavioral Competencies35%50% People20%10% Organization20%10% Workplace15%10% Strategy10%20%

18. SHRM Overview SHRM-CP & SHRM-SCP Comparison-Exam Questions 18 Examples of Situational Judgment Items: Scenario Jim’s team is having some problems with the IT support staff responsible for finishing their deliverables. According to Jim, the IT folks aren’t providing very timely help and as a result, some of Jim’s team members seem to be wasting time. Jim thinks that HR should do something to get everyone to work together more effectively. However, the CEO is considering outsourcing IT services to increase productivity. The IT manager insists that her staff members are doing everything they can; she says that Jim’s team is impossible to satisfy and asks for HR’s help to change the CEO’s mind.

19. SHRM Overview SHRM-CP & SHRM-SCP Exam Windows 19 For more information on how to apply, visit us online.online

20. D SHRM Re-Certification Bruce Elliot Manager, Compensation & Benefits SHRM member since 2011

21. SHRM Overview Recertification 21 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 align to the SHRM BoCK, will qualify for PDCs, giving you great flexibility in designing your professional development plan!

22. SHRM Overview Professional Development Credits (PDCs) 22  State Councils and Chapter will be allocating PDCs to programming using the following example: –1-hour educational program = 1 PDC –1-hour-and-15-minute concurrent conference session = 1.25 PDCs –3-hour e-Learning course = 3 PDCs *Welcomes, introductions, meals, and breaks do not count as educational time and should be omitted from the total program count. There is no distinction of credit type (strategic/general) for SHRM PDCs.

23. SHRM Overview AZ Chapters Posting the Preferred Provider Seal 23

24. SHRM Overview SHRM State Council & Chapter Support 24 State Councils 50 Chapters 515 6 Arizona Chapters Registered

25. D AZ SHRM’s Certification Plan Overview Devon Conley Human Resources Manager SHRM member since 2005

26. SHRM Overview AZSHRM Certification Plan Overview-Organization 26  Rebranding Certification function as Professional Development  Future focus will be to expand to all educational offerings and e-learning options  Kelsie McClendon, SHRM-SCP, Professional Development Director  (Vacant) Deputy Professional Development Director (interim)

27. SHRM Overview AZSHRM Certification Plan Overview-Tutorial 27  Winter/Spring  Focus on Tutorial for currently HRCI Certified SHRM Members  Via communication plan directly to members and through chapters  Plan on a press release in the 2 nd Quarter  Summer  Evaluate  Fall  Continue, if needed but hopefully turn attention to uncertified members  Incorporate into AZSHRM State Conference

28. SHRM Overview AZSHRM Certification Plan Overview-Prep Class 28  Winter/Spring-2015  No Prep Course as we adjust to new SHRM Certification  Educational Partner Options will be listed  Summer 2015  Develop Pilot Course  Fall-2015  Offer a SHRM Certification Prep Course Pilot  Offer with purchase of SHRM Learning System  Cost will be approx. $8,000 for instructor fees and an online platform  Offer it via ground and virtually via webcast to reach statewide audience  Winter/Spring-2016  Offer SHRM Certification Prep Course

29. SHRM Overview AZSHRM Certification Plan Overview-Prep Class 29  Communication Plan  Winter/Spring-Pathway Tutorial  Fall-SHRM Certification Prep Class Pilot  AZSHRM Certification Page revamp to SHRM Certification Information  Recertification Credits  Linda Hatch taking the lead on assisting AZSHRM Programs Committees and supporting chapters in applying for SHRM Recertification Credits  2015-Programs will be dual certified in HRCI and SHRM Re-certification Credits  2016-TBD, likely depends on if SHRM decides to continue the tutorial pathway in 2016  Note: Members will always be able to apply programs to any certification

30. SHRM Overview 30 SHRM Certification Video

31. SHRM Overview 31  SHRM Certification Website SHRM Certification Website  SHRM Body of Competency and Knowledge SHRM Body of Competency and Knowledge  SHRM Recertification Handbook SHRM Recertification Handbook  SHRM Exam Preparation SHRM Exam Preparation  SHRM Certification FAQs SHRM Certification FAQs Certification Information & Resources

32. SHRM Overview (Please note that these slides are copyrighted material and may only be distributed to an audience at a SHRM speaker presentation. Further distribution is not allowed, except with permission by SHRM.) ©SHRM 2015