Chartered Professionals in Human Resources (CPHR) - CPHR, Canada

CHARTERED PROFESSIONALS IN HUMAN RESOURCES - CPHR, CANADA

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

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

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

Alberta, Northwest Territories, and Nunavut:
Tel. 403-209-2420
Toll free. 1-800-668-6125
email. info@hria.ca

Saskatchewan
Tel. 306-522-0184
email. info@cphrsk.ca

Manitoba
Tel. 204-943-0886
email. hello@cphrmb.ca

Québec
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

Nova Scotia & Prince Edward Island
Tel. 902-446-3660
email. office@hrans.org

Newfoundland & Labrador
email. cphrnl@cphrnl.ca

https://cphr.ca/