Welcome to the Branch Chairs Update

1 July 2010

Website redevelopment

update

Kathryn Smith

Our website provides users with exclusive access to news and information and is a valuable knowledge tool, but there is always room for improvement.

A valued resourcewww.cipd.co.uk

Over 93% of members are now registered on the website, yet members account for only half of our visitors

Over 160k people receive our weekly e-newsletter

40% of our visitors have never visited us before

11% of visitors have only visited us once before

There are over 500,000 HR related searches on Google per month

A valued resource with even greater potential

Creating a new website to meet need and reflect change

HomeHome

CIPD & the HR ProfessionCIPD & the

HR Profession

HR TopicsHR Topics

HR ResourcesHR Resources

News & blogsNews & blogs

Insight & commentary

Insight & commentary

QualificationsQualifications

TrainingTraining

MembershipMembership

Networking and eventsNetworking and events

StoreStore

GlobalGlobal

Changing the site structureto aid findability & increase relevance

A new, simpler site navigationless clicks to get to what you need

Get to exactly where you want, straight fromthe main navigation bar

CIPD and the HR Profession sectionour institute, our profession

Clean, clear and simple explanations of CIPD and the profession with everything you need to know about using the HR Professional Map

HR Topics sectionsimple, intuitive layout

Popular content easy to find

HR Topics sectioneasy to read, print or share

New page layout highlighting related topics that you might be interested in and explaining how this content relates to the professional map

Resources sectionyour favourite content – easier to find

Employment law

Factsheets

PodcastsSurvey reportsPractical toolsResearch

Online journalsCompany profiles… and more

News and blogs sectionhighly relevant global news

Both HR and key business news with links through to stories on selected websites

Comment and insight sectionthoughts that shape the profession

A brand new section Video and written comment and insight from key individuals within the HR profession – on trends, news and developments in HR and business management

International sectionrecognising a need

A brand new section

Regional and country based

overviews, news, resources… and more

Networking and events sectiononline and face-to-face

Membership sectionget the most from your membership

Qualifications

Agenda

• Reminder of current qualifications and rationale for change

• Overview of CIPD’s new qualifications framework and associated benefits

• New relationship between qualifications and membership

• Implementation timelines

Current qualifications

• Certificate programmes (CPP, CTP, CERLAP, CRS, CCM)

• CBAAPS

• PDS – nationally and internally assessed

• NVQs and teaching qualifications

Employers’ views (1)

• Good for getting in, not for getting on

• Provide sound technical knowledge but less successful in developing business knowledge and behaviours

• Perceive as being ‘old fashioned’ and not up to date in terms of titles, teaching methods and materials

• Do more to bridge the gap between theory and practice

• Need more flexibility to take account of an individual’s existing knowledge and experience

Employers’ views (2)

Skills gaps:

• Business acumen

• Building a delivery model (shared services) e.g. business process design, role of technology

• Organisational design and development

• HR knowledge for ‘Parachutists’ i.e. those moving into senior HR roles from other areas of the business

• Understanding the implications of working in an international/global context

Students’ views

• Very high satisfaction levels

• Value broad coverage of subjects

• Over 50% of Certificate students said there was a qualifications gap between Certificates and PDS

• More than 70% of PDS students were interested in taking a further qualification

Qualification trends (2008)

• Certificate in Personnel Practice (CPP) - experienced moderate grown since 2003. No direct competitors

• Certificate in Training Practice (CTP) - declined since 2003 due to significant competition from other learning and development qualifications

• NVQs and other Certificate programmes - low take up

Qualification trends (2008)

• Growth in HR masters since 2002 – Registrations grown by 11% despite 8% decline in UK student enrolments. Growth due to: • increase in no. of international students (46%) • increase in specialist programmes (not approved

by CIPD)

• Growth in other Post Graduate programmes since 2002 - grown by 5% due to demand for specialist and employer-specific programmes

Strategic objectives for new qualifications (1)

• Create more coherent progression routes that reflect learners’ needs

• Ensure specialist and generalist needs are equally catered for

• Increase business content and embed across units

• Develop more flexible assessment strategies

Strategic objectives (2)

• Restructure current portfolio – build on strengths, take advantage of new growth areas and remove qualifications with low take-up

• Work more closely with centres to encourage innovative delivery and applied learning

• Ensure international dimension is sufficiently addressed

What’s changed - Framework

(see Framework handout)

• Three levels - Foundation, Intermediate and Advanced

• Different size qualifications - Awards, Certificates and Diplomas

• 2 pathways – HRM, Learning and Development

• NB: Foundation level certificates replace CPP/CTP, Advanced level diploma replaces PDS

What’s changed – structure and content(see Foundation and Advanced level handouts)

•Core and options structure - more choice

•Unit content reflects HR Profession Map at bands 1-2

•Business understanding, equality and diversity and international HR embedded throughout

•New areas added at higher levels – organisation design, organisation development, employee engagement

What’s changed – business rules

• Universities can embed Intermediate level qualifications in Foundation and Undergraduate degrees

• Ability to approve more specialist HR post-graduate programmes

• Greater flexibility re: approving blended learning programmes

What’s changed - assessment

• Greater flexibility for centres and learners No prescribed assessment methods at Foundation

levelCentrally set and centrally marked exams only

required for 2 units at Advanced levelCompetence-based assessment methods permitted

for most units

• No grading

• Development of CIPD Assessment Bank

What’s changed - QA

• Move from external moderation to external verification at Foundation and Intermediate levels

• New quality assurance model at Advanced level (under development)

What’s changed - links with membership requirements

Foundation and Intermediate Level Certs/Diplomas

Cover knowledge required for Associate

Advanced Level Diplomas

Cover knowledge required for Chartered Member and Associate

But at all levels – to achieve a grade of professional membership need evidence that can successfully apply knowledge, skills and behaviours in a workplace context – upgrading process

Implementation timelineExisting qualifications• Last registrations: 31st Dec 2010• Last certifications: 31st Dec 2013

New qualifications• Re-approval process ongoing

• Majority of Foundation level and CIPD awarded Advanced level commence Sept 2010

• All centres offering new qualifications by Sept 2011

• Transition arrangements, Marketing and Comms plan being developed

Membership assessment

(upgrading with CIPD qualifications)

Christine WilliamsHead of Membership

0208 621 6621

Transforming CIPD membership:Professional membership levels

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professional competence at three levels, based on practical application of underpinning knowledge:

activities, knowledge, behaviours

What will be assessed?Professional membership criteria

What the candidate

does

(Impact Report)

How the candidate

carries out the activities

(Workplace Questionnaire)

What the candidate

understands (underpinning

knowledge

(Qualification)

How CIPD qualifications link to CIPD professional membership

AssociateAssoc CIPD

The Associate Member applies their specialist skills and

knowledge in the context of the organisation’s

structure, culture and direction.

Activities assessed by Impact Report• How I maintain and produce management

information• How I support HR colleagues and line managers• How I support improvement in processes and policies

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Chartered Member Chartered MCIPD

• A Chartered member demonstrates the expertise needed to plan and manage generalist or specialist HR operations. Combining their HR professional knowledge, skill and insights with an understanding of an organisation's context and structure, they create and deliver integrated HR services and solutions that help drive their organisation

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Chartered Member

Activity criteria assessed by Impact Report• How I maintain awareness of the external and internal

environment• How I review HR policies and practices, and make the

case for change• How I implement and evaluate HR

improvement/innovation• How I advise, influence and coach colleagues and

managers

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Chartered Fellow Chartered FCIPD• A Chartered Fellow holds a strategic position and

demonstrates the expertise to lead the key areas of HR. Using their professional skills, knowledge and experience, they determine, develop and implement HR strategies, plans and policies to promote and achieve organisational success.

• They make a significant impact by integrating HR policies, strategies and practices with the organisation’s core activity, and have the expertise needed to lead one or more aspects of HR in any of the following contexts:

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Chartered Fellow continued

• operating at the strategic and policy-making level as a member of, or as a senior specialist adviser to, the leadership team.

• leading the work of other HR professionals and line managers, to achieve the organisation’s HR objectives and standards

• leading the organisation’s HR as an integrated function, or specialise in one or more professional areas of HR, such as Learning and Development

• providing external consultancy services to organisations, as a generalist or specialist HR professional

• working in or with small, medium or large organisations, in the private or public sector

• operating in the domestic UK HR arena, and/or internationally.

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Behaviour criteria, all levels

Assessed by Workplace Questionnaire• Curious• Decisive thinker• Skilled influencer• Driven to deliver• Collaborative• Personally credible• Courage to challenge• Role model

Building experience / career progression

Membership pathway: example one

Building experience / career progression

Membership pathway: example two

Building experience / career progression

Membership pathway: example three

Candidate chooses level of

membership, registers for

Associate, MCIPD or FCIPD with CIPD

(qual level dependant)

Candidate chooses level of

membership, registers for

Associate, MCIPD or FCIPD with CIPD

(qual level dependant)

Candidate joins CIPD

membership using

Student Reg Online

Candidate joins CIPD

membership using

Student Reg Online

Candidate and colleagues

submit evidence online (Impact

Report and Workplace

Questionnaire)

Candidate and colleagues

submit evidence online (Impact

Report and Workplace

Questionnaire)

CIPD send the

candidate log in details

CIPD send the

candidate log in details

Candidate receives

confirmation from CIPD that

they have been

successful in their

membership assessment

Candidate receives

confirmation from CIPD that

they have been

successful in their

membership assessment

Centre provides induction for

students, including the

three level s of membership and overview of the

path to membership

Centre provides induction for

students, including the

three level s of membership and overview of the

path to membership

BankBank

Candidate achieves

professional membership

on completion of

qualification

Candidate achieves

professional membership

on completion of

qualification

Example process

Roles: CIPD

Management of membership assessment process:

• Provide support and material to help you.• Support on our website for your students/candidates.• Support from our Customer Service Team for

candidates throughout the process.• Manage/administer the online system for candidates

to use as they gather and submit their workplace evidence.

• Assess all submissions from candidates.• Provide feedback and results report to candidate.

Roles:Branches

Support of the membership assessment process:

• Ensure members and students are aware of the CIPD professional membership levels.

• Encourage student members to start collecting evidence and working towards membership whilst undertaking their qualification.

• Give guidance to members when asked: point in the direction of the information on the website, or the information packs,

What does the candidate receive?

Candidate Feedback Report

1: The outcome (achieved Associate,Member etc)

2: Feedback statements, by criteria type

3: Specific development suggestions and CPD recommendations

4: Next steps (membership)

Timelines…what next?

• ‘official’ launch 1 July• System log in from 26 July• Autumn training and workshops for Branches

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