CONTINUING PROFESSIONAL DEVELOPMENT
WHY CONTINUING PROFESSIONAL DEVELOPMENT?
The Continuing Professional Development requirement is intended to ensure that CHRPs, not only maintain their competence, but continue to
grow in their competence and professional capabilities. The Certified Human Resources Professional (CHRP) designation is a nationally recognized
level of achievement signifying a practitioner meets specific professional criteria, including: standardized certification requirements; continuing
professional development; and commits to abiding by the professional Code of Ethics. The CHRP represents both an achievement and a
responsibility for the individual practitioner, and a conviction that the professional practice of human resources can safeguard the interests of the
public.
Acceptable CPD activities can encompass: ongoing learning, both formal and informal; leadership activities; volunteer activities; academic research
or publications; and significant work projects. Meeting this ongoing requirement demonstrates one’s commitment to continuous learning in a
profession impacted by economic, social, business and legislative changes.
PROFESSIONAL DEVELOPMENT STANDARD
CHRPs must report a minimum of 100 hours of professional development activities in each three year reporting cycle.
SUBMISSION & REVIEW PROCESS
1. Document your professional development – in the attached CPD Log – (Extensions to the three-year timeframe may apply if the applicant has
had parental, disability or retirement leave(s) during the CPD reporting period. Please refer to your provincial association for more information.)
2. Submit online the following information on or before your CPD reporting date: (Submission prior to your reporting date does not change your
original certification period. Check with your association if you are unsure of the expiry date.) Keep a copy of your completed Log, receipts and
supporting documentation. This supplementary information may be requested for audit purposes by the CPD Audit Committee. *
3. Please keep copies of receipts and supporting documentation in the event that supplementary information is requested by the CPD Audit
Committee at the time of your submission for audit purposes.
*SUBMISSIONS SELECTED FOR AUDIT - To ensure the integrity and standard of professionalism reflected in the granting of the CHRP designation, a
portion of submissions are randomly selected for audit each year. It is important to retain supporting documentation to validate your submission;
however do not submit your supporting documentation unless requested to do so.
PRIVACY POLICY - Your provincial association is committed to protecting the privacy of your personal information. Information collected from this
form will be used for purposes of maintaining your certification only.
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NOTICE: This document is enabled with Form Fields to allow you to fill it out
electronically. Please tab through the fields below. Handwritten forms are
not accepted. Please submit your log online at www.hria.ca through your
Member Profile.
If you need additional guidance or assistance contact your provincial association office.
Name: Jane Doe
Company: HR Workplace Co.
Job Title: HR Manager
Bus. Tel: 403-123-0000
Email: Jdoe@hrworkplace.com
Company Address: 123 Rainbow Place SE
Line 2:
City: Calgary Postal Code: T3K 1Y1
CCHRA Identification #: 11888
CPD Renewal Date: February 31, 2015
Res: Tel: 403-123-8888
Residence Address: 1223 Gold Avenue NE
Line 2:
City: Calgary Postal Code: T2K 1Y5
Please send correspondence to:
Business
Residence
Checklist:
X Current biography, resume, curricula vitae is attached
X
Declaration:
During the three-year period, you must obtain a minimum of 100 hours of professional
development activities in at least two of the following categories:
CATEGORIES
X
Hours
1. PROFESSIONAL PRACTICE – Consulting, Work
Projects/Initiatives
35
X
2. LEADERSHIP - Mentoring, Teaching & Facilitation
142
X
3. COMMUNITY PARTICIPATION – Boards, Committees, etc.
60
4. LEARNING – Formal and informal
305
5. RESEARCH & PUBLICATIONS –Articles, journals or textbooks
165
Total Hours Reported
707
I declare that this is an accurate record of my
professional development activities in the past
three-years.
I agree to provide further documentation on
request by the association.
I understand that any misrepresentation by me in
this application, or in any documentation I provide,
will be sufficient cause for revocation of my
designation and termination of my membership.
Date declaration made: February 3, 2015
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X
By submitting this document for approval, I declare my continued commitment to advancing my own professional development and
to the CHRP Code of Ethics below :
Professional Code of Ethics
1. Competence
• Maintain competence in carrying out professional responsibilities and provide services in an honest and diligent manner.
• Ensure that activities engaged in are within the limits of one’s knowledge, experience and skill.
• When providing services outside one’s level of competence, or the profession, the necessary assistance must be sought so as not to compromise
professional responsibility.
2. Legal Requirements
• Adhere to any statutory acts, regulation or by-laws which relate to the field of Human Resources Management, as well as all civil and criminal
laws, regulations and statutes that apply in one’s jurisdiction.
• Not knowingly or otherwise engage in or condone any activity or attempt to circumvent the clear intention of the law.
3. Dignity in the Workplace
• Support, promote and apply the principles of human rights, equity, dignity and respect in the workplace, within the profession and in society as a
whole.
4. Balancing Interests
• Strive to balance organizational and employee needs and interests in the practice of the profession.
5. Confidentiality
• Hold in strict confidence all confidential information acquired in the course of the performance of one’s duties, and not divulge confidential
information unless required by law and/or where serious harm is imminent.
6. Conflict of Interest
• Either avoid or disclose a potential conflict of interest that might influence or might be perceived to influence personal actions or judgments.
7. Professional Growth and Support of Other Professionals
• Maintain personal and professional growth in Human Resources Management by engaging in activities that enhance the credibility and value of
the profession.
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Enforcement
• The Canadian Council of Human Resources Associations works collaboratively with its Member Associations to develop and enforce high
standards of ethical practice among all its members.
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CPD REPORTING LOG
1. PROFESSIONAL PRACTICE– Consulting or Work Projects
A: Work/Consulting Initiatives – new project or program development, application or implementation related to HR and general business.
(Includes secondments and/or assignments outside your normal job duties) For each project, you must provide details and metrics on the following:
What was the mission of the project? What were the objectives of the project? What was the outcome of the project? What was the impact on the
organization? Maximum 25 hours per project, maximum 50 hours per reporting period.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
March 2012Mission: Create and deliver a classification plan for Sales Professionals base wage
HR Workplace Co.
25
May 2012
escalation. The company never had something like this. Objective: The goal was to
implement gradual increments based on satisfactory job performance in a three week
timeframe by a set deadline. In the past, there was no process in place for salary
increases. They were done on a case-by-case basis. A spectrum of base salary was
created and annual increases were only given with management approval and
submission of an annual performance review. Outcome: The movement within the
base salary grid was also adjusted annually by the average CPI increase for Calgary,
Edmonton, and Saskatchewan. In the beginning of the execution, all Outside Sales
staff was informed of the change via phone. Additionally, explanatory letters for each
Outside Salesperson was written which laid out the classification plan, what level he
or she was sitting at, and how they could move to the next step. Additionally, the
letter offered an explanation of the CPI adjustment for all the steps. Management and
employee signed and dated each letter. This enabled all Outside staff to understand
the new procedure and how it affected them. Impact on company: Management had
a better handle on costing. Another impact was contributions to the company Group
RRSP increased for most employees
B: Significant updates/process improvements - E.g. course, project, program or consulting service provided. Maximum 20 hours per reporting
period. Maximum 10 hours per occurrence.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
June 2013
Streamline hiring and on boarding process: This includes improving current training
HR Workplace Co.
10
manuals and checklists, scheduling and planning more effective shadowing sessions,
adding to the New Hire Portal (new hires can go online to access administrative
documents, sign up for training etc.)
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2. LEADERSHIP
LEADERSHIP –Teaching of Post-Secondary Courses
A. Teaching a University, College or Institute Course for the first time for which students receive credit towards a degree, diploma or certificate and
for which assignments, papers and/or exams have to be marked. Credit is granted for the first time the course is taught. The course must be taught at
an accredited post-secondary institution. 30 hours per new course taught.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
April 2013-July Human Resources and Organizational Dynamics 311-An organization behaviour and
University of Calgary
30
2013
human resource management course focusing on interpersonal and group
communication, decision making, management and other skills required to be a
effective manager.
LEADERSHIP – Facilitating
B: Facilitating a new Course, Workshop or Seminar - Credit is only granted for the first time the course, workshop or seminar is facilitated for a nonpost secondary institution, workplace or client. Maximum 12 hours per day of course duration, and 36 hours per course.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
June 2012
Training seminar on development essentials (performance management system)
HR Workplace Co.
12
• Learn formal performance management process
• Reflect on areas for self development
• Recognize behaviours necessary to manage members of team
August 2013
Manager training on Operational Management
HR Workplace Co.
12
• Highlight best practices to develop effective operations management system
• Give overview of quality management, research, project management
December
Seminar on screening and interviewing job candidates (phone and face-to-face)
HR Workplace Co.
12
2012
• Setting up quality interview process focused on correct interview topics
• How to evaluate quality of answers
March 2012
Building Your Brand Training for Managers.
HR Workplace Co.
2
• Facilitated a 2 hour session about managing personal brand and how to
change their brand effectively while being an effective manager
LEADERSHIP – Presenting
C. Keynote Speaker/Guest Lecture - At a national, provincial or regional conference. Credit is only granted for the first time the presentation is given.
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Maximum credit of 8 hours per event.
Date(s)
April 2014
September
2013
List Activity
Keynote speaker-HRIA Conference
Guest Lecture- Public Sector HR Conference 2013: Transformation, Innovation, and
Performance
Institution/Organization
HRIA
Conference Board of
Canada
D: Panel Member - National, provincial or regional conference/seminar. Maximum credit of 1 hour per event.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
8
8
Hours
Claimed
1
1
January 2013
Canadian Effective Transformation Conference
Buscana
October 2012
Learners Becoming Leaders: The Westbridge Project
Westbridge
LEADERSHIP – Mentoring/Leading Others
E. Mentoring - Acting as a one-on-one mentor, typically outside job duties (i.e. not direct reports). There must be a signed agreement between
mentor and mentee. Maximum of 25 hours per reporting period.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
April 2013
Professional coach to John McDoe: Coached him on HR metrics benchmarking as he is ICF
10
new to HR field.
February 2014 Mentor to Lisa McJohnson: Through HRIA, established mentoring relationship. This
HRIA
10
agreement had us meeting to discuss labour relations rules and application in the
workplace.
F. Providing Guidance/Coaching to an HR Practicum Student - during a formal co-op, internship or work-experience placement where written
appraisal is provided along with regular feedback. Maximum 25 hours per reporting period.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
May 2012-May Provided coaching to Ryan Reagan from U of C Co-op program: Ryan had a one year
University of Calgary
25
2013
co-op work term with us in his last school year. I met with him once a week to
provide him feedback and offer professional HR advice to grow in construction field.
LEADERSHIP – Personal Development
G. Participating in an Executive Coaching Program or Formal Mentoring Program (as mentee) – must be a formal program with a service contract
with a qualified professional coach or a signed mentoring agreement. Maximum 15 hours per reporting period.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
June 2013
Mentored by Lisa Leeger (she is an ICF Master Certifed Coach): She has over 30 years ICF
11
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working in HR and we met to discuss how to refine my coaching skills, give feedback
and develop talent in my organization.
3. COMMUNITY PARTICIPATION– Boards, Committees or Societies, Community involvement in a Non-profit or Charity
A. Board Service – Chair/Co-Chair Must be able to demonstrate responsibilities for meeting organizational objectives, completing project work
and/or leading sub-committees. Maximum 20 hours per year per board.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
June 2012-July Chair of the Drug & Alcohol Risk Reduction Project (DAARRP)– works to develop
DAARP
20
2013
effective D&A policies and gather figures on harm cutback through these programs
and policies
B. Board Service – Sitting on a board for a registered non-profit or charitable organization. Must be able to demonstrate responsibilities for
completing project work and/or leading sub-committees. Maximum 15 hours per year per board.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
April 2013Diversity Committee-Set up to look after a fund set up under a project labour
BCB Company
15
April 2014
agreement to attract and keep workers such as females, aboriginals and other groups
not traditionally employed in the construction sector
C. Committee/Taskforce – Chair/Co-Chair - Must be able to demonstrate responsibilities for completing project work and/or leading subcommittees. Maximum 15 hours per year per committee.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
Public Policy Committee Chair
December
United Way of Calgary
15
2013and Area
• Assisted the Board in analyzing how public policy trends could impact the
December
organization’s activities and performance
2014
• Contribute to policy dialogue related to not for profit
• Assist the Board of Directors in recognizing, assessing and monitoring social,
political and environmental trends
D. Active Committee Membership - Must be able to demonstrate responsibilities for completing project work and/or leading sub-committees.
Maximum 10 hours per year per committee.
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Date(s)
March 2012March 2013
List Activity
Institution/Organization
World Partnership Walk Committee Member-implement world fundraising event
Aga Khan Foundation
(Calgary location) including ensuring message is consistent, national fundraising goal is
met, and increase awareness of AKF and projects they do.
Hours
Claimed
10
4. LEARNING
LEARNING – Formal Activities
A. University, College and Technical Institute – undergraduate or graduate credit coursework. Passing grade required, and transcript will be
required if audited. Maximum 30 hours per half credit course (one semester).
Date(s)
List Activity
Institution/Organization
Hours
Claimed
September
MBA Program: MKTG 763
University of Calgary
30
2013December
2013
January 2014MBA Program: ENTI 785
University of Calgary
30
April 2014
May 2014MBA Program: BSEN 691
University of Calgary
30
August 2014
September
MBA Program: HROD 745
University of Calgary
30
2014December
2014
B. Non-credit Courses - Attendance at courses that may lead to a certificate. Maximum allowed is 15 hours per course.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
June 2013
CRN 30365 (Change Management Fundamentals)
Mount Royal University
15
July 2013
CRN 30367 (Leading and Implementing Change)
Mount Royal University
15
LEARNING - Informal Activity
C. Seminars/Workshops/ Conferences/Roundtables - online or in person, offered internally or externally. This includes seminars, breakfast meetings
or dinner speakers with educational components, or brown bag lunch sessions. Maximum of 8 hours per day.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
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HRWSA
8
AB Human Rights
4
Commission
February 2012 Employment Standards Seminar
HR Society of
6
Professionals
October 2012
Workplace Investigations Workshop
HRIA
8
D. Self-directed Learning - Readings which include (but not limited to): HR and Business magazines (either hard copy or online), HR and Best Practice
books, and research, online discussion forums. Maximum of 5 hours per year.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
April 2012
“Confessions of an HR Professional” By Lee Ranger
McGraw Hill
5
June 2013
“Human Capital” magazine
HRIA
5
May 2014
“Quiet before the Storm: How to be an Effective Leader During a Crisis” By June
McGraw Hill
5
Jillson
LEARNING – Course Development, Formal
E. Developing a new and first time University, College or Institute Course for which students receive credits towards a degree, diploma or certificate
with formal learning (papers and/or exams). The course must be offered at an accredited post-secondary institution. Credit will be granted for the
first time the course is developed. 50 hours per new course developed.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
January 2013
August 2013
Compensation Trends and Strategies Seminar
Human Rights in the Workplace
HROD 3124: Employment Relationships in North America
LEARNING – Course Development, In-Formal
F. Developing a new and first time course, workshop or seminar. Credit will be granted for the first time the course is developed. 16 hours per day
of course duration for a new course developed.
Date(s)
September
2013
List Activity
Training Seminar Week for all Managers across Canadian branches: Trained
managers on new onboarding packages, OHS seminar, updated policies across
branches, andnew payroll computer system updates.
Institution/Organization
HR Workplace Co.
Hours
Claimed
64
5. RESEARCH or PUBLICATION– articles, journals, books, etc.
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A. Conducting Research, Authoring a Journal or Case Study - Related to HR or general business, culminating in either a significant client or company
report or published work (e.g. white paper). This is also applicable to HR consultants, both internal and external. Maximum 10 hours per project.
Date(s)
List Activity
Institution/Organization
Hours
Claimed
May 2013
HUMANCapital –authored “Gender Equality in the Workplace” journal
Wiley Online Journal
10
B. Publishing a Textbook – New Textbook – maximum 50 hours per textbook. New Edition of an Existing Text – maximum 15 hours per edition
Date(s)
List Activity
Institution/Organization
April 2013-May “Investing in the Right People for the Workplace”
2014
C. Co-authoring or Editing a Major Work – Maximum 25 hours per project
McGraw Hill
Date(s)
Institution/Organization
List Activity
Hours
Claimed
50
Hours
Claimed
25
May 2013-May Co-authored “12 Steps to Becoming A Better HR Manager” with Dr. Philip Right
McGraw Hill
2014
D. Acceptance of Master's Thesis/Graduating Paper at a Master's Level Must be in HR or a business related subject. Maximum 25 hours per thesis
Date(s)
List Activity
Institution/Organization
Hours
Claimed
April 2012
“ Job and Competency Analysis of Supervisors Across Western Canada”
McMaster University
25
E. Acceptance of Doctoral Dissertation in an area directly related to HR or a business related subject. Maximum 50 hours per dissertation
Date(s)
List Activity
Institution/Organization
March 2012
“An Analysis of Women’s Roles in the HR Profession In North America”
McMaster University
F. HR or Business Related Book Review, Editorial or Article published. Maximum 5 hours per independent article
Date(s)
August 2014
List Activity
“The State of HR in North America”
Institution/Organization
Calgary Herald
Hours
Claimed
50
Hours
Claimed
5
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