Validation of Professional Experience in Human Resources
Part A:
MEMBER INFORMATION
Name
Address
City
Postal Code
Work Phone
Home Phone
Email
Executive Summary
The overarching objective of the certification process for Certified Human Resources Professionals (CHRPs) is to ensure that individuals possess the knowledge, skills and experience in sufficient degree to competently perform important occupational activities. Completion of the certification process confers the right to use the title ‘Certified Human Resources Professional’ and the right to use the initials C.H.R.P. or CHRP after one’s name.
To become a Certified Human Resources Professional, applicants must:
1. have a recognized degree at the bachelor level or above,
2. complete the requisite certification examinations required in your province of residence, and
3. have accumulated at least three years of approved professional experience in human resources within the past ten years. The CHRP experience requirement is established in compliance with the national guidelines of the Canadian Council of Human Resources Associations (CCHRA). The experience requirement ensures that candidates have, at minimum, demonstrated the experience and capability of performing at the professional level in any area of Human Resources for the requisite three years. Two years of verifiable foreign experience will be accepted, with a minimum of one year verifiable Canadian experience required. In addition, one must have experience in a minimum of two of the seven Functional Dimensions outlined in the CHRP Body of Knowledge.
An important distinction between an academic credential and a professional designation is that an academic credential attests to your knowledge of theory, whereas a professional designation attests to your experience and competence. Not only do you know your subject matter, you have demonstrated experience and competence within the discipline. This assessment form is intended to capture experience only, do not check off areas where you have knowledge but no experience. Your knowledge is asssessed through completion of a degree as well as the requisite certification examinations.
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The CHRP Body of Knowledge outlines specific criteria that define what is meant by ‘HR experience’ and ‘professional level’ as well as the Required Professional Capabilities (RPCs) to become a Certified Human Resources Professional. The professional level RPCs are listed in this assessment form. Your experienced will be assessed by the Practical Experience Sub‐committee to determine if it meets the required standard.
Professional HR Experience ‐ refers to experience gained through intermediate and senior level positions of influence involving independence of action and decision making, depth of analysis and interpretations, and responsibility and accountability for outcomes. Professional does not simply mean supervisory or managerial. Human resources positions performing administrative functions are not considered to be professional level; time spent in these positions will not be credited towards the experience assessment.
INSTRUCTIONS FOR COMPLETING THIS FORM:
1 Use Excel to enter the details below. Mark an "X" in the RPC table for those functions that you have performed in your employment experience
2 Print and sign the form.
3 Submit to your provincial association for review (Scan and email, or print and mail)
Part B:
EMPLOYMENT HISTORY
CURRENT Employer
Title
Month
Year
Employment Start Date (Month ‐ 01, 02, etc. Year ‐ 2005) Employment End Date (Month ‐ 01, 02, etc. Year ‐ 2005) Number of employees with the company?
Number of employees that you supervise (directly and in‐directly)?
Please provide a description of your role:
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Part B:
EMPLOYMENT HISTORY ‐ Past Employment
PAST Employer
Title
Month
Year
Month
Year
Employment Start Date (Month ‐ 01, 02, etc. Year ‐ 2005) Employment End Date (Month ‐ 01, 02, etc. Year ‐ 2005) Number of employees with the company?
Number of employees that you supervised (directly and in‐directly)?
Please provide a description of your role:
PAST Employer
Title
Employment Start Date (Month ‐ 01, 02, etc. Year ‐ 2005) Employment End Date (Month ‐ 01, 02, etc. Year ‐ 2005) Number of employees with the company?
Number of employees that you supervised (directly and in‐directly)?
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Please provide a description of your role:
PAST Employer
Title
Month
Year
Employment Start Date (Month ‐ 01, 02, etc. Year ‐ 2005) Employment End Date (Month ‐ 01, 02, etc. Year ‐ 2005) Number of employees with the company?
Number of employees that you supervised (directly and in‐directly)?
Please provide a description of your role:
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Part C:
PROFESSIONAL EXPERIENCE
Professional Experience ‐ refers to experience gained through intermediate and senior level positions of influence involving independence of action and decision making, depth of analysis and interpretations, and responsibility and accountability for outcomes. Professional does not simply mean supervisory or managerial. Human resources positions performing administrative functions are not considered to be professional level; time spent in these positions will not be credited towards the experience assessment. NOTE: Individuals are expected to demonstrate breadth of experience in at least two of the Functional Dimensions listed below. As this is a comprehensive survey of all aspects of human resources, it is not necessary to have experience in all aspects listed below. This assessment is sufficiently broad in order to capture all of the possible functions that an HR practitioner might fulfill. In addition, you must present three years of criteria related experience that has been obtained in the past ten years prior to becoming a CHRP Candidate.
Complete the checklist below using Excel to enter an "X" to indicate where you have performed these capabilities in either your Past Jobs, or with your Current Employer. Your employer will be asked to attest to this once you have completed the form. If you are currently unemployed, please ask your most recent employer to complete the attestation. If you have more than one employer, please complete a separate form to report Current experience for each employer separately and have each employer complete a separate attestation.
FUNCTIONAL PROFESSIONAL PRACTICE IN HUMAN RESOURCES
DIMENSION 1:
1
Strategic contribution to organizational success
RPC:1
2
3
4
5
Past Jobs
Current Employer
Contributes to the development of the organization’s vision, goals, and strategies with a focus on human capabilities. RPC:2
Translates the organization’s business plan into issues, priorities, and human resources strategies and objectives. RPC:4
Guides and advises the organization in the development and application of ethical practices. Planning and Implementing HR Strategies
RPC:6
Develops and implements a human resources plan that supports the organization’s strategic objectives. Audits existing HR programs to ensure they are aligned with business objectives. RPC:7
Measuring Strategic Organizational Results
RPC:9
Evaluates the effectiveness of HR strategies, applying various measurement and assessment programs. Business Acumen Applies business fundamentals of production, operations management, accounting & finance, information technology, marketing, and strategic RPC:10
planning to people management issues. RPC:12
Develops business cases for HR initiatives and strategies. Sets clear goals, objectives, evaluation standards, and measures for HR programs and strategies. RPC:13
Human Resource Information Management
RPC:15
Ensures the HR information management function is fully capable of supporting the organization’s strategic and operational needs. CHRP Validation of Experience ‐ Short Version ‐ 8Sep11 (2).xlsx
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6
Manages Outside HR Contractors and Other Specialists
Past Jobs
Current Employer
Past Jobs
Current Employer
RPC:23
Develops budgets, monitors expenditures and performance of outside HR contractors and other specialists. RPC:24
Develops requests for proposals (RFP) and reviews submissions by third parties. 7 Project Management
RPC:26
Assembles and leads teams to achieve established goals. 8 Human Rights
Leads an appropriate organizational response to formal or informal complaints or appeals related to alleged human rights, workplace or RPC:32
employment violations. 9 Managing Client Relationships
RPC:34
Develops and administers a departmental or project budget. 10 Governance
RPC:38
Provides leadership and ensures compliance with legislative requirements concerning conflict of interest and other technical issues. RPC:39
RPC:40
Provides advice to governing bodies on design and implementation of HR related issues. Develops policy and governance requirements to safeguard the confidentiality of HR information ensuring compliance to applicable legislation and regulations. FUNCTIONAL ORGANIZATIONAL EFFECTIVENESS
DIMENSION 2:
1
2
3
Organizational Design and Development
RPC:42
Guides and facilitates change in organizational culture and/or values consistent with business strategies. RPC:43
Serves as a change agent to support OD interventions. RPC:44
Develops and implements necessary OD intervention models. RPC:46
Assesses the contribution of OD initiatives to the performance of the unit or organization. RPC:47
Develops an organization or unit design to align with business objectives and environmental factors. RPC:49
Formulates organization development strategies in accordance with legislated and/or voluntary diversity and equity goals. RPC:50
Plans for and manages the HR aspects of organizational change. Employee Involvement Strategies
RPC:52
Provides performance feedback, coaching, and career development to teams and individuals to maximize their probability of success. Ensures performance feedback is an integral part of the organization’s business process. RPC:54
RPC:57
Develops and implements communications plan that supports strategies for employee involvement. RPC:58
Develops internal and external network to facilitate the implementation of OD initiatives. Performance Management
RPC:59
Identifies, evaluates, and implements measurement systems for current and future job/team performance. RPC:60
Ensures performance feedback is an integral part of the organization’s HR information system. RPC:63
Measures the effectiveness of the performance feedback systems. CHRP Validation of Experience ‐ Short Version ‐ 8Sep11 (2).xlsx
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FUNCTIONAL STAFFING
DIMENSION 3:
1
Human Resource Planning
RPC:65
RPC:67
RPC:68
RPC:70
2
3
4
Current Employer
Past Jobs
Current Employer
Past Jobs
Current Employer
Forecasts HR supply and demand conditions. Develops people plans that support the organization’s strategic directions. Assesses the effectiveness of people and talent management plans. Develops systems and processes that link the career plans and skill sets of employees with the requirements of the organization. Recruitment and Selection
RPC:71
Oversees the organization’s recruitment and staffing policies and procedures (recruitment, selection, and orientation). Deployment
Develops deployment procedures (e.g., transfers, secondments and reassignments). RPC:86
Terminating and Outplacing Staff
RPC:88
RPC:89
RPC:90
RPC:91
RPC:92
Past Jobs
Develops and implements procedures for employee departures. Advises clients on matters of sub‐standard performance and discipline. Advises on alternatives to terminations. Develops procedures for the defensible termination of employees. Develops appropriate security strategies to protect corporate assets while preserving the dignity of the terminated employee. FUNCTIONAL EMPLOYEE AND LABOUR RELATIONS
DIMENSION 4:
1
2
Employee Relations Practices
RPC:94
Creates an organizational climate conducive to constructive employee & labour relations. Creates and facilitates joint employer/employee committees. RPC:95
Defines, establishes appropriate terms, conditions and employment programs to meet organizational goals. RPC:98
Conflict Resolution
Develops policies and procedures for ensuring a respectful and inclusive workplace. RPC:104
Takes appropriate actions at the organizational level in response to known or suspected complaints and conflicts. RPC:106
RPC:107
Ensures appropriate dispute resolution mechanisms are in place. RPC:108
Identifies strategies for the application of appropriate corrective action. CHRP Validation of Experience ‐ Short Version ‐ 8Sep11 (2).xlsx
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3
Labour Relations & Collective Bargaining
RPC:109
RPC:110
RPC:111
RPC:113
RPC:114
RPC:116
RPC:117
RPC:118
1
Past Jobs
Current Employer
Past Jobs
Current Employer
Provides advice on the establishment, continuation and termination of bargaining rights. Prepares the organization for collective bargaining. Formulates bargaining strategies consistent with the short and long‐term needs of the organization. Coaches the bargaining team through all phases of the collective bargaining process. Provides advice on interest arbitration. Provides consultation and risk assessment in arbitration. Anticipates and prepares the organization for work disruptions and return to work. Guides the organization in response to legal and illegal job actions. FUNCTIONAL TOTAL REWARDS
DIMENSION 5:
Total Compensation Strategy
RPC:119
2
3
4
5
Identifies and develops the philosophy, strategy and policy with respect to the total compensation package consistent with the organization’s goals. RPC:120
Evaluates the total compensation strategy to ensure it is consistent with the objectives of attracting, motivating and retaining the qualified people. Compensation Programs
RPC:122
Recommends the appropriate mix of base and variable compensation. RPC:123
Establishes compensation policies and procedures in compliance with the legal framework and company objectives. RPC:124
Develops and implements effective job evaluation procedures. RPC:126
Recommends job price and pay ranges based on relevant internal and external factors. Benefits
RPC:127
Recommends benefit plans most suited to organizational needs. RPC:131
Develops specifications for the acquisition and day‐to‐day management of employee benefit programs. Ensures the effectiveness and efficiency of benefit programs. RPC:132
Manages the transition to new benefit plans. RPC:133
Pensions
RPC:135
Develops specifications for the acquisition or redesign of pension plans, and their administration. Reviews pension proposals submitted by third parties and evaluates the information received. RPC:136
Recommends pension plans most suited to organizational needs. RPC:137
Manages the transition to a new or revised pension plan. RPC:138
Payroll Administration
RPC:141
Establishes payroll guidelines based on relevant legislation, tax laws, company policy, and contractual pay requirements. CHRP Validation of Experience ‐ Short Version ‐ 8Sep11 (2).xlsx
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1
2
3
FUNCTIONAL ORGANIZATIONAL LEARNING, TRAINING & DEVELOPMENT
DIMENSION 6:
Organizational Performance
2
3
Current Employer
Past Jobs
Current Employer
RPC:144
Aligns OLDT with business objectives and needs. Determines the most effective learning and development initiatives required for organizational success. RPC:145
RPC:146
Develops and implements training and development initiatives to address current capabilities and future training needs. Development Programs
RPC:148
Designs career development programs that align with business needs. Develops and implements measurement tools and processes to evaluate program effectiveness. RPC:152
Training
RPC:162
Establishes training priorities based on needs analysis. Develops training budgets and monitors expenditures. RPC:164
Develops and reviews requests for proposals (RFP) and reviews submissions by third parties. RPC:166
FUNCTIONAL OCCUPATIONAL HEALTH, SAFETY & WELLNESS
DIMENSION 7:
RPC:170
Develops, implements, and ensures the application of policies, regulations, and standards relating to occupational health and safety. 1
Past Jobs
Ensures due diligence and liability requirements are met. RPC:172
Develops and implements policies on the workplace environment. RPC:174
Employee Wellness and Assistance
Develops or provides for wellness and employee assistance programs to support organizational effectiveness. RPC:177
RPC:179
Ensures that mechanisms are in place for responding to crises in the workplace, including critical incident stress management. Safety
RPC:182
Responds to serious injury or fatality in the workplace. Analyzes risks to employee health & safety and develops preventive programs. RPC:183
Establishes an investigation process for incidents and accidents in the workplace. RPC:184
Ensures that security programs and policies minimize risks while considering the obligation of the employer and the rights of employees, union, RPC:185
and third parties. Worker’s Compensation
RPC:186
Establishes and implements strategies to minimize workers’ compensation costs. CHRP Validation of Experience ‐ Short Version ‐ 8Sep11 (2).xlsx
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SUMMARY OF EXPERIENCE ASSESSMENT
Part D:
OFFICE USE ONLY:
1
2
3
4
5
6
7
Functional Dimension (Total professional level RPCs per dimension)
Professional Practice in Human Resources (18)
Organizational Effectiveness (14)
Staffing (11)
Employee and Labour Relations (15)
Total Rewards (15)
Organizational Learning, Development and Training (8)
Occupational Health and Safety (10)
Total Points
Past Jobs
0
0
0
0
0
0
0
0
Current Employer
0
0
0
0
0
0
0
0
Part E:
MEMBER DECLARATION
I hereby apply to have my experience validated for the purposes of meeting the CHRP experience requirement. I attest that all information on this form or in any supporting documentation requested is accurate and complete and fairly represents my experience. I understand that it is a breach of the National Code of Ethics to provide false or misleading information. Member Signature
Date
Are there any additional comments you would like the Reviewer to consider when assessing your experience:
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Part F:
REFERENCES
Please provide two reference who will be able to verify your Professional Experience if sought by your Member Association.
Name
Relationship
Title
Company
Email
Phone
Name
Relationship
Title
Company
Email
Phone
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