New Branch Chairs Meeting July 2014

1. New Branch Chairs Meeting July 2014

2. CIPD – Our shared purpose 2

3. Strategic priorities • Raising impact and voice – research and policy • Outreach & relevance; Students, Leaders, Members, L&D • Professionalisation – CIPD as your career partner – entry, progression, CPD, membership offer • Extending B2B relationships and support • Community and connection – Branches, Regions, virtual • Internationalisation

4. The CIPD has been changing.... CIPD Strategic Purpose & Direction New Branch Finance Model New Membership Model Strengthening our Regional and Branch Networks Careers and focus on Students Greater engagement and dialogue with Council

5. As a Chartered professional body, our purpose translates into the following critical missions... • Promote and develop the Profession • Research to progress thinking and practice • Policy leadership to champion the key issues • Set and maintain professional Standards • Enable the professionalism of individuals • Uphold Code of Conduct • Provide CPD solutions • Be a Career and Capability Partner of choice • Recognise the different needs of members at each stage of their career journey • Provide differentiated and valued solutions, professional and personal support

6. These missions span a number of responsibilities and activities ...drive a positive and proactive agenda that enables and builds The Profile of the Profession Thought Leadership through research Access and commitment to a CPD agenda and solutions Standards setting and maintenance Relevant, differentiated and valued member services and benefits Connectivity through communities and networks Charter Status -independentand trusted voice Charitable Status - Purpose & societal contribution ...for the benefit of members, the Profession, individuals, organisations, economies and society

7. ...combining to derive significant value for CIPD Professional Members “I work in a Profession and belong to a Professional body both of which are recognised and valued” “I have full access to all the latest research and best practice; both help me do my job better” “I am guided by the Profession Map and governed by a Professional Code of Conduct” “I am required to keep my CPD up to date. Membership represents my Professionalism” “Whoever I am, I can access tailored help and support at every stage of my career” “I can connect to professionals just like me and benefit from local CPD events and activities” “As a not-for-profit organisation I can be confident that revenues will be invested for the good of members and the Profession” “I have a strong sense of belonging to a professional body with Purpose, influencing Govt on key Policy agendas and giving me a platform to give back”

8. ...some of the more obvious and tangible benefits include

9. Framework for Future of HR and People Development Insight on Changing Context • Work • Workforce • Workplace • Economy • Political and regulatory Business, Commercial Insight, and Analytics HR & Learning Processes, Practices, Policies • Technologies • HR operating models • HR capabilities • HC metrics • Bus language of HR • Data analytics Better work and working lives Science of human and organisationalbehaviour • Behavioural science • Psychology • Neuroscience • Values and ethics • Systems thinking

10. Developing a differentiated membership proposition

11. Evolving our member proposition and delivering strategic objectives • Rationale for change • To deliver a differentiated member proposition better aligned to career and professional development • To provide relevant support at all stages of the member journey and to simplify routes into the profession • To promote the profession as a career choice and enhance the student proposition to focus on student recruitment and grow pipeline into CIPD • To grow all levels of membership, relationships, reputation and relevance and to reinforce the position of CIPD as the pre-eminent leader of the HR and L&D profession in the UK and influence in our chosen international markets

12. Value of status and relevance of member proposition with grade progression 12

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17. New Branch Finance Model

18. how we better deliver our financial accounting commitments? • adhere to legal/governance challenges • support the Treasurer role/skills challenges you can often face locally • address the resourcing challenges we have here in Wimbledon • how we clarify and resolve the reserves situation? • how we better calculate and administer the annual branch funds? • better support and embed Business Plan completion New Branch Financial model sets out to resolve 3 key questions ....not helped by the fact that CIPD and Branches operate on a different calendar year (1 July to 30June and 1 April to 31 March respectively)

19. 3 supporting documents will help us deliver the change

20. Strengthening Regions and Branch Networks

21. Strengthening CIPD branch networks and regions to enhance local presence & impact Scotland 6 months in situ, early wins emerging, with opportunities abundant and lots still to do Northern Ireland Sustainable administrative support solution Engagement with NAP team Early discussion on ambitions and possibilities going forward Wales New boundaries and 3rd Welsh branch in progress. Pan-Wales meeting delivers a headline Plan Pan London agenda and business Plan now confirmed 7 Local branches (including new East London & Docklands branch) Channel Islands Jersey & Guernsey will become a stand-alone branch from July 2014

22. The Scottish model….led as ONE CIPD One effort, working together to deliver impact locally CIPD employed resources CIPD volunteer resources John McGurk Head of CIPD Scotland Donald Gordon Chair of CIPD Scotland Louise Harley Events & Partnerships Manager Lee Panglea Market Development Manager Shared Admin Support Branch Chair SEast Scotland Branch Chair West Scotland Branch Chair Mid Scotland Branch Chair North & islands Branch Committees and Volunteers

23. Scotland was set up to:

24. 3 clear and connected work-streams.... Supported by: Conferences, events and partnerships Member engagement and segmentation Scottish research, data and insights

25. Thank you