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TORONTO BRANCH PRESENTATION

Fellowship of Our Institute “What, Why, How & When”. Gordon Grant, Deputy President David Stanford, Chairman of Membership Board. 11 NOVEMBER 2006. TORONTO BRANCH PRESENTATION . Format of this talk. Facts, Figures & Philosophy The Detail Section Parting Advice. 11 NOVEMBER 2006.

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TORONTO BRANCH PRESENTATION

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  1. Fellowship of Our Institute “What, Why, How & When” Gordon Grant, Deputy President David Stanford, Chairman of Membership Board 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  2. Format of this talk • Facts, Figures & Philosophy • The Detail Section • Parting Advice 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  3. Facts and Figures 58,000 Associates 12,000 Fellows 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  4. Organisation Chart 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  5. The Philosophy • Fellowship is not “a given” thing - it is awarded only when someone has appropriate experience and therefore reflects tangible achievement • CIMA does not automatically upgrade Associate Membership • It is earned. 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  6. Eligibility Processes Benefits &Opportunities The Detail Section Safeguards 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  7. Safeguards • Questions we ask ourselves: • What Controls exist? • How are assessors chosen? • What does Cima’s organisation structure look like? 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  8. SafeguardsGeneral • The process is impartial and fair - if an assessor knows you, they will not assess your application - it will be sent to different people • The requirements for Fellowship are generic and are applicable to any business sector • Assessment statistics are regularly monitored by staff and the Membership Board to ensure consistency in the assessment activity 9 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  9. SafeguardsThe Assessment Process • All assessments are conducted by trained assessors who are FCMA’s • Applications are assessed by two assessors, one after the other (they need to agree with each other) • If assessors are in disagreement, applications are sent on for adjudication • ISO Quality standard process underpins it. 9 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  10. Benefits &Opportunities What do I get out of it? What does CIMA get out of it? 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  11. Benefits and Opportunitiesto the Individual Increased Prestige Formal Recognition of greater experience Extra Edge for Employability Personal Self Esteem Only marginal increase in subs Eligibility for higher CIMA duty Employer pride 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  12. Benefits and Opportunitiesto the Institute Our members reflect upon each other …. therefore the wider the recognition is of each individual’s achievement, the greater the better reflection will be upon us all. It provides the Institute an opportunity to ‘see’ its membership and to sing our collective praises by way of promoting ourselves. 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  13. Processes The Application Form The Body of the CV How Much should I write? How far back should I go? What do I need to send? 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  14. ProcessesThe Application • All FCMA applications are made in CV format • Use the first page to provide personal details: • full name and CIMA reference number • home and work addresses • telephone numbers, e-mail, fax etc • date of birth, age • date when you became an ACMA or PF 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  15. ProcessesThe Body of the CV • Organise your jobs in chronological order • For each job show, as side headings, your title, precise dates (from and to) when you held the post, and the company/division name • If there are employment gaps, please give details of what you were doing • Details of CPD activities undertaken 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  16. ProcessesHow Much should You write • 4 pages is probably too little, 12 pages is probably too much… but it really does depend on what you want to say! • Entries (one for each post containing strategic experience) ….. will vary in length according to the complexity and duration of job • Describe the whole job, each time (i.e. for each post) 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  17. ProcessesHow far back should you go? • Start with the first post which contained any strategy, and work forward • Describe all the work involved in each job, but ensure that you carefully explain the strategic work you did in each job • If there were any jobs which contained no strategic work, just give the side headings (title, company, dates etc) • Important …….... provide the full picture … ….. start when your ACMA experience left off (concluded)... 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  18. ProcessesWhat you need to send If you are already an Associate: • your detailed CV (about five pages) • the application fee • two references from employer(s), endorsing your application and briefly mentioning your strategic work • an endorsed organisation chart 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  19. ProcessesThe Two References • Ideally from people for whom you have worked in the more strategic roles (if you are in consultancy, this might be major clients) • Alternatively from existing FCMAs who have detailed first hand knowledge of your work over a period of years 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  20. ProcessesWhat the references should say • They need to confirm the period of time you have worked for them….plus…. the name of the company and what the relationship between the two roles was at that time • They need either to confirm the content of your CV, or briefly refer to the senior strategic work you did during that time (……….a few paragraphs are often sufficient) 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  21. ProcessesThe Organisation Charts The chart(s) must: • Graphically show your position in the company • Show all the levels above your post and at least one level below • Give titles of all the posts shown and clearly indicate which is yours • Be signed and dated by your immediate superior/manager 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  22. Eligibility Gaining Experience Strategy Examples 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  23. EligibiltyGaining 3 Years Strategic Experience • In larger organisations, roles tend to be more focused upon specific outcomes. • In smaller organisations, roles tend to be more wide ranging with greater influence. Therefore it’s perhaps easier to gain the experience in a small to medium sized company rather than a larger company. 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  24. EligibiltyStrategy What does strategic actually mean? • Contributing input to original decisions and/or to the plan adopted by the organisation that influences its future direction and success Or in other words… Making a Difference! 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  25. EligibilityLevels of Control in Business ‘What’ the business is about Strategy ‘How’ it manages the business Tactics Actually ‘doing’ things Operations 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  26. EligibilityExamples of FCMA work that you should have • Formulation, implementation, control & review of strategic management and financial plans, policies and procedures • Planning the provision of management information services and systems • Planning, contributing to, and appraising major projects • Analysing, interpreting and presenting reports on the performance of your organisation …….. to Board level • A commitment to continuing professional development, with evidence of courses and activities undertaken to keep up to date with technical developments 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  27. Parting Advice • Re-cap • Tips • Pitfalls to avoid 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  28. Typical FCMA Qualities • 3 Years Senior Experience • Broadly drawn strategic experience • Influential • Strong Personal and Interpersonal Skills • Presentation • Communication • Confidence 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  29. Strong FCMA Applications • Professional looking layout and presentation. • Good use of examples of senior experience that combine directional choices and outcomes. • Maturity (unlikely to be aged under 30) • Working at Director or equivalent level • Making a difference 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  30. Poor FCMA Applications • Solely financial or management accounting experience • managing a small “support” department, such as Accounts or Finance • Bullet points used instead of clear explanations • Lack of maturity • Sloppily presented 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  31. Finally….. • Your Fellowship certificate will be sent with a confirmatory letter • If you are deferred, assessors will suggest: • what needs to be done to meet the requirements • what period of time might be appropriate before re-submission 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

  32. The Chartered Institute of Management Accountants 26 Chapter Street London SW1P 4NP United Kingdom T.+44 (0)20 849 2251 F.+44 (0)20 7663 5442 www.cimaglobal.com Contact Information Claire.Morton@cimaglobal.com 11 NOVEMBER 2006 TORONTO BRANCH PRESENTATION

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