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CIPD Qualifications Review Debbie John Head of Endorsement and Frameworks Autumn 2013

CIPD Qualifications Review Debbie John Head of Endorsement and Frameworks Autumn 2013. Context for review. Scope of review. Qualification architecture – levels, titles, use of Award, Certificate and Diploma at each level Purpose of each qualification Structure and content of qualifications

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CIPD Qualifications Review Debbie John Head of Endorsement and Frameworks Autumn 2013

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  1. CIPD Qualifications Review Debbie John Head of Endorsement and Frameworks Autumn 2013

  2. Context for review

  3. Scope of review • Qualification architecture – levels, titles, use of Award, Certificate and Diploma at each level • Purpose of each qualification • Structure and content of qualifications • Assessment strategy • Business rules for accrediting university awarded qualifications • NB: refresh not complete rewrite!

  4. Educational landscape

  5. Government policy on adult vocational education Richards and Whitehead reviews in England: • Greater employer involvement • Clear purpose for VQs – initial entry or CPD • Less bureaucracy – high level occupational standards, level and credit value to remain, rest of QCF unit format optional • Local tailoring of content • External control of assessment and grading (end of programme assessment for Apprenticeships with synoptic assessment component)

  6. CIPD’s strategic priorities • Increasing impact and voice • Broadening our reach and relevance – particular focus on L&D professionals, SMEs and consultants • CIPD as your career partner – entry, progression, CPD, membership offer • Community and connection • Internationalisation 30-40k CIPD members have international responsibilities or work internationally

  7. Emerging framework for future of HR Changing Context HR & Learning Processes, Practices, Policies Business and Commercial Insight, and Analytics Managing and developing people Organisation of the future Science of HR

  8. Business and commercial insight, and analytics

  9. Changing context

  10. Science of HR – understanding people

  11. Informal feedback from learners and employers • Framework is confusing – what’s the difference between a certificate and a diploma? • I’m new to the profession – which qual is right for me? • Would like named awards • Students lack business acumen and awareness • L&D qualifications need reviewing. Core is too HR focussed. Optional modules should include e-learning, blended learning, more focus on facilitation and consultancy skills. • Create L&D practitioner pathway to Chartered

  12. Informal feedback from learners and employers • Advanced level not sufficiently stretching for brightest or more experienced professionals • Make Advanced level modules more relevant to international students so they are not disadvantaged • I’ve completed a Masters in HRM but I want something to show I am CIPD qualified…

  13. Reminder of current CIPD qualifications framework

  14. Questions for today • How could we make our qualifications framework simpler and easier for users to understand? • Are the core modules fit for purpose? Are there any subjects missing, should be covered in more/less depth or taken out? • Are the optional modules fit for purpose? Are there any subjects missing, should be covered in more/less depth or taken out?

  15. Should we develop any new qualifications – for L&D, named CPD awards, more strategic advanced level? • Should we revise our accreditation policy to enable us to accredit a wider range of university qualifications and modules e.g. accredit MBA HRM modules, with opportunity to gain CIPD award?

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