1.0 ABOUT
The Chartered Professionals in
Human Resources - CPHR Canada represents 27,000 members in the Human
Resources Profession across nine provinces and three territories in Canada.
Established in 1994, CPHR Canada is the national voice on the enhancement and
promotion of the HR Profession. With an established and credible designation
and collaboration on national issues, we are proactively positioning the
national human resources agenda in Canada and representing the Canadian HR
Profession with HR Associations around the world.
PURPOSE:
We help employers and employees realize
their potential for success.
VISION:
As the national voice of the HR
profession, we lead the recognition, advancement and influence of the HR
profession nationally and globally, all through a spirit of
inter-provincial collaboration.
MISSION:
We protect the public and advance the
economic and social success of our workplaces through strategic
HR leadership.
STRUCTURE
CPHR Canada is overseen by a Board of
Directors representing all member associations, which is responsible for CPHR Canada’s
vision, mission and strategic objectives. The Board meets three times a year. A
national office works in conjunction with individual committees, composed of
volunteers from across Canada, to carry out the strategic and operational
objectives set by the Board.
BYLAWS
CPHR Canada is operated in accordance to
its Bylaws. These Bylaws specify the Board’s rules of internal operation, for
example, number of members of the Board, length of the terms of membership, all
of the officer positions, how meetings are conducted, etc.
HISTORY
The origins of CPHR Canada date back to
1992, when several provincial associations recognized the need to collaborate
on national issues and share information. They also saw the need for one
organization to represent Canadian HR professionals to the federal government
and coordinate a national CPH designation, which had been adopted by several
provinces. On September 15, 1994, the official constitution of CCHRA was
finalized by representatives from across the country. Two years later, Canada’s
National Human Resources Council was formally established.
In 2016, the CCHRA and the member
associations agreed to change the national HR designation to CPHR, and the new
entity CPHR Canada was created.
GLOBAL
ALLIANCES
CPHR Canada proudly and thoughtfully
represents the HR profession in Canada on the international stage. CPHR Canada
is working with counterparts from other countries to identify issues of common
concern, share best practices and strengthen the HR profession.
CPHR is Canada’s representative on the
North American Human Resources Management Association (NAHRMA) and the World
Federation of People Management Associations (WFPMA).
The CPHR recently signed Memorandums of
Understanding (MoU) to collaborate with:
· the
Society for Human Resource Management (SHRM) U.S., the world’s largest HR
professional society;
· the
Australian Human Resources Institute (AHRI),
· the
Bangladesh Society for Human Resource Management (BSHRM),
· the
Singapore Human Resources Institute (SHRI), and
· the
Canadian Employee Relocation Council (CERC).
2.0 WHY
HIRE A CPHR?
Chartered Professionals in Human
Resources are uniquely qualified to help you achieve your business goals. With
proven expertise across nine key business metrics, every CPHR has the knowledge
and the experience to address the factors that underpin the degree of your
immediate and long-term success.
CPHRs advance and expand their professional
knowledge and practice across these competency areas throughout their careers,
offering you the most current, evidence-based practices and technologies.
These are the key areas that, if left
under-attended, become a perpetual struggle; but well-attended, become the
platform upon which individuals, teams, and organizations achieve
their successes.
3.0 THE
NEW CPHR DESIGNATION
In October 2016, CCHRA (the Canadian
Council of Human Resources Associations) changed its name to CPHR (Chartered
Professionals in Human Resources) Canada and changed the CHRP designation to
CPHR, to address the changing HR industry across Canada.
As the human resources role continues to
become more critical to accelerating economic growth through business success,
and improving the lives of employees, the change aligned CPHR Canada and the
member associations to be stronger together.
The nine provinces and three territories
in CPHR Canada opted to maintain one designation — Chartered Professional
in Human Resources — as our standard of quality.
The Association would have proceeded
with this alignment under the CHRP banner, but the Human Resources Professional
Association (HRPA) of Ontario opted to create a three-tiered designation for
their Province and they defined CHRP, which was shared across the country, as
their entry level designation. So the rest of Canada was required to either
accept the tiered model, or make this change.
CPHRs are proven to have the unique
expertise and the experience to meet the challenges of today’s workforce. The
standards that have been set and the quality delivered through CPHR Canada is
second to none in the world.
We have established consistent
requirements for certification and continuing professional development and a
national Code of Conduct. We are moving together toward self-regulation in each
Province, and we are accrediting Post-Secondary Education programs across the
country that align with our educational requirements.
CPHR Canada, 27,000 members strong,
is the voice of HR in Canada. CPHR is Canada’s representative on the North
American Human Resources Management Association (NAHRMA) and the World
Federation of People Management Associations (WFPMA); and the CPHR recently signed a memorandum of
understanding to collaborate with the Society for Human Resource Management (SHRM) in the U.S., the world’s
largest HR professional society, representing 285,000 members in more than 165
countries. SHRM has more than 575 affiliated chapters within the United States
and subsidiary offices in China, India and United Arab Emirates.
4.0 BECOME
A CPHR
The Chartered Professional in Human
Resources (CPHR) designation is a nationally recognized level of achievement
within the field of human resources. It reflects a conviction that the
professional practice of human resources management can safeguard the interests
of employers, employees and the business community. The designation represents
continuing recognition of the bearer’s professionalism.
There are many professional benefits to
attaining your CPHR, but the best evidence of the value CPHRs bring is clear.
CPHRs earn more than non-designated HR professionals.
In addition to the above, here are some
of the advantages to attaining your CPHR designation:
Proven
Expertise: HR
professionals who pursue the CPHR must meet all requirements set out by their
provincial HR association, which aim to measure their competence and experience
as HR professionals. By pursuing the CPHR designation, you’ll prove your
ability to tackle all aspects of HR and demonstrate to employers and colleagues
alike that you are a true HR expert.
Continual
Learning: To
maintain your designation, you will be challenged to continually update your
knowledge and skills in HR. As a CPHR, you’ll gain expertise and leading edge
knowledge to help you manage complex and dynamic HR issues and, ultimately,
become a strategic advisor.
Demonstrated
Commitment: CPHRs must undergo rigorous studies,
comprehensive exam(s) and ongoing learning. They are, in short, committed to
the profession over the long-term. By pursuing your CPHR, you demonstrate your
commitment to constantly updating your HR skills and highlighting your
long-term passion for the profession. You join the class of HR professionals
that employers seek out.
Knowledge
Community: As
a CPHR, you are part of an exclusive, nation-wide community of HR experts.
Through special events, conferences, publications and websites, you can connect
with other HR professionals from across Canada. This powerful network proves
invaluable as HR professionals look for solutions, ideas and the ability to
connect with others in the field.
Ethical
Behaviour: CPHRs
commit themselves to high standards of ethical behaviour. They are held to the
CPHR Canada National Code of Ethics that covers a range of important
professional issues including confidentiality, conflict of interest,
professional growth and more. You gain confidence from your employer,
colleagues and peers with the knowledge that you are committed to a Code of
Ethics that demands the highest standards for the profession.
Join the thousands of HR professionals
across Canada who have discovered the CPHR advantage. Learn more about the
CPHR qualifications in your province, contact your member association.
5.0 REQUIREMENTS
TO ACHIEVE YOUR CPHR
Across the nine Provinces and three
territories that recognize the CPHR designation, the requirements to achieving
your CPHR are consistent, but the specific processes, timing etc, reflect the
needs of each association’s member community.
The CPHR education, examination and
experience requirements are designed to provide candidates opportunities to
develop and demonstrate the required CPHR competencies.
The requirements to become a Chartered
Professional in Human Resources are:
Membership: Meet
the requirements for membership in your CPHR member association.
Knowledge: Demonstrate
theoretical knowledge of the CPHR functional competencies.
Education: Demonstrate
knowledge of the enabling competencies and the ability to apply functional
knowledge, usually through the completion of a minimum of a bachelor’s degree.
Professional
Level Work Experience: Demonstrate professional level
work experience practicing human resources, where the depth of work performed
required independence of action, responsibility for outcomes, and
influence with decision makers.
Professional
Conduct: Commit
to adhere to the Code of Ethics & Rules of Professional Conduct
The CPHR Designation is overseen by your
provincial member association. For specific requirements to achieve the CPHR in
your province, contact your member association.
The
National Knowledge Exam - NKE
The National Knowledge Exam (NKE)
assesses your understanding of HR knowledge and skills. After you have passed
the exam, you are considered a candidate for certification.
NEW – Graduates of Accredited
Post-Secondary programs will be one step closer to receiving their CPHR
designation and may be eligible to waive writing the NKE. Check the
Accredited Post-Secondary Program listing here.
Each provincial member association administers
the NKE for their members. You will find all the information related to the NKE
for your Province on their site. You must register with your member association
as the first step. The cost of writing the exam varies from province to
province.
Normally, the NKE is held the first
Saturday in June and November of each year. Exceptions will be made when these
dates coincide with a major holiday or holiday weekend. Exam dates are posted
one year in advance of the day the exam is held. Please check with your
provincial HR association for the location, times and more information
regarding upcoming exams.
Prepare for the NKE with the online prep
courses and one and two-day preparation workshops available through your member association.
HOW
THE NATIONAL KNOWLEDGE EXAMINATION IS SCORED
The NKE is a multiple-choice assessment
of knowledge in human resources. Of the 160 questions on the examination, 150
are designated as operational (intended to be scored), and 10 unscored are
included for field test purposes. Most candidates write the examination in
paper-and-pencil format, recording their responses on a scantron answer sheet.
A candidate’s total score is calculated as their number of correct answers.
Answer records from the two modes of
administration are combined into a single data set after the answer sheets are
scanned. Then, a preliminary item analysis study is conducted in which the
statistics that describe the quality of each question is used to identify
if any questions demonstrate unsatisfactory measurement properties. Such
questions are then reviewed one-by-one by experts in human resources, and these
experts decide whether or not the questions should be scored. Thus, the number
of questions that ultimately are scored may not equal 150. Once these decisions
are made, they are recorded in the answer key and an additional item analysis
study is conducted to verify that the decisions were recorded correctly.
Using the approved answer key, the
answer records are then scored and equated. Equating is a statistical
process used to ensure that everyone is held to the same passing standard. This
is necessary because there are multiple versions of each exam, and these
versions may vary slightly in difficulty. Thus, scores that result from
this process account for the number of scored questions answered correctly by
each individual as well as the difficulty of the version of the NKE used in the
given test administration, such that scores represent the proficiency of each
candidate relative to the standards established for the NKE. These scores are
then scaled to a distribution that ranges from 200 to 800, with the
criterion-referenced passing standard anchored at 500. A scaled score is a
score that has been mathematically transformed from one scale to another scale
that is used for reporting purposes. This transformation is similar to
converting from pounds to kilograms. The weight of the object has not changed,
only the units being reported. The scaling is performed by multiplying the raw
score for each candidate by the expected standard deviation of the scaled-score
distribution and then adding a constant that places the passing standard
at 500.
6.0 VALIDATION
OF EXPERIENCE
CPHR candidates must demonstrate three
or more years of professional experience in human resources within the last ten
years, as a formal step to the CPHR designation.
HR practitioners need to demonstrate
that they have worked in a position (or positions) that require a cultivated
knowledge and a professional level of responsibility in HR for a minimum of
three years.
HR practitioners can work toward the
Experience Requirement in any sector of the economy: industry, government,
public practice, professional associations, education, healthcare, or
not-for-profits — essentially anywhere that has a human resources management
function.
Validation of Experience is administered
by your member
association.
7.0 NATIONAL
STANDARDS
CPHR Canada’s ‘Code of Ethics and Rules
of Professional Conduct’ expresses the commitment that CPHR Associations make
to the ethical delivery of human resources practice by their members.
The Code of Ethics and the Rules of
Professional Conduct sets out the ethical standards human resource
professionals are expected to meet. These standards require ethical conduct,
competent service and good character and provide both broad general principles
and some details about how those principles should be applied in practice.
8.0 CPHR
COMPETENCY FRAMEWORK
The CPHR Competency Framework details
the pathway to the CPHR designation. Based on the 2013 Professional Practice
Analysis, the framework is based on a dual-competency model, featuring both the
technical (or functional) and general (or enabling) skills, abilities and
knowledge necessary to effectively practice human resources.
The CPHR Competency Framework outlines
44 professional competencies organized in nine functional areas of
knowledge that candidates must know to earn their certification. The framework
also outlines five enabling competencies that complete the
professional’s skill set. It also specifies the proficiency level at which each
competency is to be demonstrated and how it will be assessed.
The competencies and proficiency levels
detailed in the framework represent the minimum requirements to meet CPHR
certification.
CPHRs nine competency areas and
their key functions
STRATEGY
-
strategic perspectives, governance, leadership, planning, alignment of
objectives,
change management
PROFESSIONAL
PRACTICE - modelling ethical practices' supporting ethics in
governance and leadership, risk management, evidence-based policies and
practices
ENGAGEMENT
- alignment,
motivation, increased productivity, innovation, continuous improvement and
affiliation
TOTAL
REWARDS - compensation,
benefits, pensions, consistency, fairness, organizational competitiveness, compliance
with legal requirements, performance, desired behaviour
LABOUR
& EMPLOYMENT RELATIONS - collaborative environments, collective
agreements, legislation, risk mitigation,
HEALTH,
WELLNESS & SAFE WORKPLACE - health, safety, compliance, risk
mitigation, mental health, psychological well-being, disability management
LEARNING
& DEVELOPMENT - Employee professional growth, ROI, alignment
to business objectives, competency, relevance and effectiveness, leadership
mentoring and coaching
WORKFORCE
PLANNING & TALENT MANAGEMENT - predictive
planning, appropriate attraction, sourcing, selecting, hiring, on-boarding, performance
management
HUMAN
RESOURCES METRICS, REPORTING & FINANCIAL MANAGEMENT - HR
metrics, financial and operational decision support, aligning and reporting on
objectives, human capital effectiveness, key performance indicators
9.0 ACCREDITED
POST-SECONDARY PROGRAMS
CPHR Canada and the member associations
are constantly reviewing and accrediting post-secondary programs in each
region. Following is the most current national list. If you have a question
about a program in your province, contact your member association directly.
CPHR
CANADA ACCREDITED UNIVERSITIES AND COLLEGES
Graduates of accredited post-secondary
programs will be one step closer to receiving their CPHR designation and may be
eligible to waive writing the NKE. More details about the accreditation program
as well as program requirements and eligibility can be found on your member association website.
BRITISH
COLUMBIA AND YUKON
Acsenda
School of Management — Bachelor of Business
Administration in Human Resource Management; graduated May 2014 or later, with
cumulative marks of 70% or higher
Ashton
College —
Diploma in Human Resources Management program; graduated May 2017 or later,
with cumulative marks of 70% or higher
British
Columbia Institute of Technology (BCIT) — Human
Resource Management diploma program; graduated May 2013 or later, with
cumulative marks of 70% or higher
Camosun
College —Bachelor
of Business Administration Human Resource Management and Leadership degree
program or Post-Degree Diploma; graduated December 2013 or later, with cumulative
marks of 70% or higher
College
of New Caledonia — Post-Diploma in Human Resources Management
program; graduated August 2016 or later, with cumulative marks of 70% or higher
Kwantlen
Polytechnic University — Bachelor of Business Administration in
Human Resources Management; graduated May 2012 or later, with cumulative marks
of 70% or higher
Okanagan
College —
Bachelor of Business Administration in Human Resources Management degree
program; graduated May 2013 or later, with cumulative marks of 70% or higher
University
of Northern British Columbia — Bachelor of Commerce in Human
Resources Management degree program; graduated May 2017 or later, with
cumulative marks of 70% or higher
University
of the Fraser Valley — Bachelor of Business
Administration in Human Resources Management degree program; graduated May 2017
or later, with cumulative marks of 70% or higher
Vancouver
Island University — Bachelor of Business
Administration in Human Resources Management degree program; graduated May 2017
or later, with cumulative marks of 70% or higher
ALBERTA
Bow
Valley College — Human Resources Diploma Program.
Applies to graduates from April 2016 onward, with an overall cumulative GPA of
2.67 or higher.
Mount
Royal University — Bachelor of Business Administration in Human
Resources. Applies to graduates from November 2011 and onward, with an overall
cumulative GPA of 2.7 or higher.
MacEwan
University —
Bachelor of Commerce with a Human Resources Management Major. Applies to
graduates from January 2012 and onward, with an overall cumulative GPA of 2.7
or higher.
MacEwan
University —
Diploma in Human Resources Management. Applies to graduates from January 2012
and onward, with an overall cumulative GPA of 2.7 or higher.
Northern
Alberta Institute of Technology (NAIT) — Bachelor
of Business Administration in Human Resources Management. Applies to graduates
from April 2012 and onward, with an overall cumulative GPA of 2.7 or higher.
Southern
Alberta Institute of Technology (SAIT) — Bachelor
of Business Administration in Human Resources Management. Applies to graduates
from November 2018 and onward, with an overall cumulative GPA of 2.7 or higher.
University
of Alberta, Alberta School of Business — Bachelor
of Commerce with an HR Management concentration. Applies to graduates from
April 2012 and onward, who have completed 13 certain specific courses with an
overall GPA average of 2.7 or higher.
MANITOBA
Assiniboine
Community College — Business
Administration Diploma (Human Resource Specialization)
Red
River College — Human Resource Management Certificate
Red
River College — Business Administration Diploma
(Human Resource Major)
University
of Manitoba Extended Education — Human Resource
Management Certificate
University
of Winnipeg Professional, Applied & Continuing Education —
Human Resource Management Diploma
University
of Manitoba I.H. Asper School of Business — Bachelor
of Commerce in Human Resources Management and Industrial Relations
QUEBEC
l’Université
Laval —
Bachelor of Social Sciences in Industrial Relations
l’Université
de Montréal — Bachelor of Science in Industrial Relations
l’Université
McGill —
Bachelor of Arts in Industrial Relations
l’Université
du Québec en Outaouais — Bachelor in Industrial Relations
and Human Resources
l’Université
du Québec à Montréal — Bachelor in Human Resource
Management
Please refer to your provincial
association for additional eligibility requirements
Note: The CPHR is a provincially granted
designation. As such, requirements may vary slightly in your province. Please
consult your member
association for details on requirements.
10.0 MAINTAINING
YOUR CPHR
Chartered Professionals in Human
Resources advance and expand their professional knowledge and practice across
the competency areas, throughout their careers.
Once you obtain your CPHR designation,
there is an ongoing requirement to maintain your competency, demonstrated by
achieving the standards for Continuing Professional Development (CPD) each
year.
As a CPHR, you are required to complete
a minimum 20 qualifying CPD hours per year and 100 qualifying CPD hours on an
ongoing three-year rolling basis and to report those activities to your
provincial member association.
There are steadily increasing
opportunities to expand your knowledge and expertise and support the
advancement of your career through CPHR accredited CPD programs and conferences
across Canada.
Because the CPHR is a provincially
granted designation, requirements may vary slightly in your province.
Please consult your member association for
details on requirements.
11.0 STUDIES
AND REPORTS
As the national voice for HR in Canada
and HR’s professional representative on the international stage, CPHR Canada is
committed to developing and offering first hand, high quality, evidence based
information and reporting that is timely and relevant to the profession and to
the businesses and organizations it serves.
12.0 CPHR
CONTACT
Contact CPHR
The CPHR would love to hear from you! If
you have any questions, comments or concerns, please contact the CPHR at:
CPHR Canada
PO Box 17510
Vancouver, BC V6E 0B2
Tel. 604-684-7228
Toll free. 1-800-665-1961
email. info@cphr.ca
PO Box 17510
Vancouver, BC V6E 0B2
Tel. 604-684-7228
Toll free. 1-800-665-1961
email. info@cphr.ca
Ontario residents please contact HRPA at
416-923-2324 or info@hrpa.ca
MEDIA
MEMBERS
If you are looking for expertise on any
HR issue, the CPHR can help. The CPHR have well-versed representatives across
Canada who understand your deadlines.
For media inquiries, please contact:
Anthony Ariganello, CEO
CPHR Canada
Tel. 604-684-7228
Toll free. 1-800-665-1961
email. info@cphr.ca
CPHR Canada
Tel. 604-684-7228
Toll free. 1-800-665-1961
email. info@cphr.ca
Or contact the CPHR member association in
your province.
CPHR
& NKE
Questions about obtaining the
Chartered Professional in Human Resources designation, including questions
about the National Knowledge Exam, should be directed to the association in
your area.
British
Columbia and Yukon:
Tel. 604-684-7228
Toll free. 1-800-665-1961
email. info@cphrbc.ca
Tel. 604-684-7228
Toll free. 1-800-665-1961
email. info@cphrbc.ca
Alberta,
Northwest Territories, and Nunavut:
Tel. 403-209-2420
Toll free. 1-800-668-6125
email. info@hria.ca
Tel. 403-209-2420
Toll free. 1-800-668-6125
email. info@hria.ca
Saskatchewan
Tel. 306-522-0184
email. info@cphrsk.ca
Tel. 306-522-0184
email. info@cphrsk.ca
Manitoba
Tel. 204-943-0886
email. hello@cphrmb.ca
Tel. 204-943-0886
email. hello@cphrmb.ca
Québec
Tél. 514 879-1636
sans frais. 1-800-214-1609
email. info@portailrh.org
Tél. 514 879-1636
sans frais. 1-800-214-1609
email. info@portailrh.org
New
Brunswick / Nouveau-Brunswick
Tel/tél. 506-855-4466
Toll free/sans frais. 1-888-805-4466
email. info@cphrnb.ca
Tel/tél. 506-855-4466
Toll free/sans frais. 1-888-805-4466
email. info@cphrnb.ca
Nova
Scotia & Prince Edward Island
Tel. 902-446-3660
email. office@hrans.org
Tel. 902-446-3660
email. office@hrans.org
https://cphr.ca/
