Swindon & North Wiltshire Branch

Upgrading Workshop14 April 2014

Schedule

• Introduction & Background 10 mins

• Where are we now? 20 mins

– The membership structure – a guided tour

– The CIPD Profession Map

• How do I use these tools? 15 mins

• Table Discussions 45 mins

• A volunteer upgrade assessor’s eye-view 10 mins

• Qs & As 10 mins

• What next? 10 mins

Introduction & welcome• Andrea Moffat, Chartered FCIPD• The Learning Interventions Company Ltd• 1995• Public, private & voluntary sectors• Equal Opportunities & Diversity, Competency

Frameworks and Project Management• UK & overseas

• Gloucestershire Branch Chair 1999 – 2002• Past Member of the Membership and Education

Committee• Former Personal Tutor on previous CTP course• Former Member Continuing Professional Development

Working Group• Upgrade Assessor

Background

• The CIPD Profession Map

• Qualifications

• Upgrade structure

Where are we now?

• the world’s largest Chartered HR development professional body

• driving sustained organisation performance through HR, shaping thinking, leading practice and building HR capability

• setting the global benchmark for HR excellence within the profession

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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

The new membership structure- a guided tour

• 3 levels of professional membership (Associate, Chartered Member, Chartered Fellow)

• + Companion – by invitation only

• Student (studying) and Affiliate membership

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Three levels of professional membership

Routes to professional membership

There are two routes to professional membership;

• Upgrade

• Experience Assessment

CIPD’s Profession Map underpins both routes

CIPD’s Profession Map

• http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/

• https://myhrmap.cipd.co.uk/login.aspx

• By undertaking a ‘my HR Map’ assessment you will be able to assess your capability against the activities, knowledge and behaviours in the CIPD’s Profession Map and access recommendations for development

• Please note that My HR Map cannot be used to upgrade your CIPD membership. However, by using the tool you could gain an insight into how your level of work and understanding match the new professional membership levels.

How do I use these tools?

• Undertake a Profession Map self-assessment• Use this to inform your Continuing Professional

Development (CPD)• Use these to complement your own personal

development reviews• Use the membership criteria to assess the

appropriate level of membership to upgrade• Follow the guidance in the upgrade forms• Refer to the HR Map, and the knowledge, activities

and behaviours you are demonstrating to support your application where appropriate

Eligibility for Upgrading

Student

Chartered Member or Chartered Fellow

Graduate or Associate (having previously held Graduate status)

Chartered Member

Chartered Fellow

Eligibility subject to meeting relevant membership criteria

An Associate who has not completed the PDS qualification cannot upgrade via the standard route; they would need to go via EA.

Always seek clarification on your particular circumstances from CIPD membership. Contact Sarah Hughes on s.hughes@cipd.co.ukTel: +44 (0)20 8612 6622

Current grade of membership Grade can apply for

No active upgrade to Associate – now awarded on successful completion of relevant qualification

Qualifications and upgrading

CIPD Foundation Certificate or Diploma

CIPD Intermediate Certificate or Diploma

CIPD Advanced Diploma

Associate Member

Associate MemberChartered MemberChartered Fellow

Qualification completed Grade awarded / can apply for

How does upgrading work?

• The paper application route

• An 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

How to upgrade

• Check relevant membership criteria before deciding on level of membership

• Download forms at cipd.co.uk/upgrade

• Complete the relevant upgrade application form and ensure your CV is up to date

• Enlist two Colleagues including your line manager to support your application

• Fees

How to upgrade to Chartered Memberhttp://www.cipd.co.uk/binaries/6466-Chart-member-upgrade-app-1-2-(FINAL).pdf

How to upgrade to Chartered Fellowhttp://www.cipd.co.uk/membership/upgrading/upgrading-chartered-fellow.aspx

How does upgrading work?

• The telephone/face to face interview route

• CV provides context of career

• Feedback from Line Manager or Colleague focuses on how the candidate operates and their impact

• Telephone/face to face interview – a bank of questions focusing on your impact in the workplace and covering behaviours and activities

Table discussions

• Working in ‘membership level’ groups discuss the questions on the application form identifying possible examples to satisfy each question

• Imagine that you were a mentor/line-manager/CIPD employee (membership)/a volunteer upgrade assessor

• Offer constructive feedback• Where is it strong?• How might the application be strengthened? • Aim to leave this session with some outlines that

you can begin to transfer directly onto the form

A volunteer upgrade assessor’s eye-view• So before you start - plan your application answers

• Contribution is the key - how have each of your activities benefitted the team/ department /business?

• Demonstrate how you are able to make decisions and influence people. • HR professionals should be good role models which is demonstrated

through leadership, motivation, coaching and influencing. Having the courage to challenge and working under pressure within your role is important to demonstrate and how you resolve conflicts in order to meet your outcomes through staying calm and focused.

• Giving real life examples where your own role is clear. Try not to use the same example too many times – it may be a very strong one but can suggest that this is the only example you have

• Make good use of Plain English instead of business speak and avoid jargon and acronyms.

• Nominate two colleagues, one of whom needs to be your line manager or a client who understands your contributions and can articulate the value you have added with specific examples, to complete your colleague assessment.

A volunteer upgradeassessor’s eye-view• Completing the application form

• Do follow all the instructions on the form and complete all the sections, an incomplete application will fail.

• Provide a clear and concise answer to each of the prompts with what you have done and your achievements.

• Your CPD is very important; make sure you reflect throughout on what you have learned and how it has been applied.

• Avoid using examples that end up as a narrative/observation of the situation which does not highlight what you did, why you did it, how you did it and the beneficial outcome.

• I’m happy to see examples where things did not go as planned or well, as long as these are accompanied by critical, reflective thinking and consideration on what you would do next time.

• Do not add lots of (/any) appendices – confine yourself to the application form itself.

A volunteer upgradeassessor’s eye-view

•Final considerations before you submit your upgrade application

•Your local branch Membership & CPD adviser will be happy to check an application before submission. They can also offer advice on the process and check the examples you wish to use in your application. •You must ensure that you make the case as to why you should be upgraded.

Does it end with upgrading?

• Extracts from the Code of Professional Conduct July 2012

• Professional Competence & Behaviour– Maintain professional competence 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– Accept responsibility for their own professional actions and

decisions– Apply professional high standards of relevance, accuracy

and timeliness in the information and advice they provide to stakeholders

Does it end with upgrading?

• Extracts from the Code of Professional Conduct July 2012

• Professional Competence & Behaviour

• Ethical Standards and Integrity

• Representative of the Profession

• Stewardship

Continuing Professional Development

• What is CPD?• CPD is a combination of approaches, ideas and

techniques that will help you manage your own learning and growth. The focus of CPD is firmly on results – the benefits that professional development can bring you in the real world. Perhaps the most important message is that one size doesn’t fit all. Wherever you are in your career now, and whatever you want to achieve, your CPD should be exactly that: yours.

• http://www.cipd.co.uk/cpd/guidance/CPDrecordandplan.htm

• Templates • Record your CPD online

Continuing Professional Development

• What’s not CPD?• A system of recording a number of points over a

year• About building up an annual number of hours to

make sure members stay in membership• Any particular format• Labouring over it for hours on end• Only for those interested in promotion or moving

on, or up the CIPD member levels

Continuing Professional Development

• CPD is about:

• Applying knowledge and understanding to a situation through action

• Reflecting on the action, drawing conclusions and learning from it, and using this to inform future action

Qs & As

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• A• A• A

For more information

• Phone: +44 (0)20 8612 6208

• Online: cipd.co.uk/membership

• andrea@learninginterventions.co.uk

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