Welcome to the Branch Chairs Update

1. Welcome to the Branch Chairs Update 1 July 2010

2. Website redevelopment updateKathryn Smith

3. A valued resourcewww.cipd.co.uk Our website provides users with exclusive access to news and information and is a valuable knowledge tool, but there is always room for improvement.

4. A valued resource with even greater potential 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

5. Creating a new website to meet need and reflect change

6. Changing the site structureto aid findability & increase relevance Home CIPD & the HR Profession HR Resources Insight & commentary Training Networking and events Global HR Topics News & blogs Qualifications Membership Store

7. A new, simpler site navigationless clicks to get to what you need Get to exactly where you want, straight fromthe main navigation bar

8. 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

9. HR Topics sectionsimple, intuitive layout Popular content easy to find

10. 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

11. Resources sectionyour favourite content – easier to find Employment law Factsheets Podcasts Survey reports Practical tools Research Online journals Company profiles … and more

12. News and blogs sectionhighly relevant global news Both HR and key business news with links through to stories on selected websites

13. 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

14. International sectionrecognising a need A brand new section Regional and country based overviews, news, resources… and more

15. Networking and events sectiononline and face-to-face

16. Membership sectionget the most from your membership

17. Qualifications

18. 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

19. Current qualifications • Certificate programmes (CPP, CTP, CERLAP, CRS, CCM) • CBAAPS • PDS – nationally and internally assessed • NVQs and teaching qualifications

20. 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

21. 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

22. 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

23. 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

24. 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

25. 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

26. 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

27. 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

28. 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

29. 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

30. What’s changed - assessment • Greater flexibility for centres and learners • No prescribed assessment methods at Foundation level • Centrally set and centrally marked exams only required for 2 units at Advanced level • Competence-based assessment methods permitted for most units • No grading • Development of CIPD Assessment Bank

31. 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)

32. 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 needevidence that can successfully apply knowledge, skills and behaviours in a workplace context – upgrading process

33. Implementation timeline Existing 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

34. Membership assessment(upgrading with CIPD qualifications)Christine WilliamsHead of Membership0208 621 6621

35. Transforming CIPD membership:Professional membership levels Chartered Fellow Chartered FCIPD Chartered Member Chartered MCIPD Associate Assoc CIPD professional competence at three levels, based on practical application of underpinning knowledge: activities, knowledge, behaviours

36. What will be assessed?Professional membership criteria What the candidate does (Impact Report) What the candidate understands (underpinning knowledge (Qualification) How the candidate carries out the activities (Workplace Questionnaire)

37. How CIPD qualifications link to CIPD professional membership

38. 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

39. Chartered MemberChartered 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

40. 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

41. 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:

42. 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.

43. Behaviour criteria, all levels Assessed by Workplace Questionnaire • Curious • Decisive thinker • Skilled influencer • Driven to deliver • Collaborative • Personally credible • Courage to challenge • Role model

44. Membership pathway: example one Building experience / career progression

45. Membership pathway: example two Building experience / career progression

46. Membership pathway: example three Building experience / career progression

47. Example process Candidate receives confirmation from CIPD that they have been successful in their membership assessment Candidate joins CIPD membership using Student Reg Online CIPD send the candidate log in details Bank Centre provides induction for students, including the three level s of membership and overview of the path to membership Candidate chooses level of membership, registers for Associate, MCIPD or FCIPD with CIPD (qual level dependant) Candidate achieves professional membership on completion of qualification Candidate and colleagues submit evidence online (Impact Report and Workplace Questionnaire)

48. 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.

49. 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,

50. 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)