We encourage you to log into the new system and familiarize yourself with how it works. Your log in information remains the same as what you usually use to log into your account. Upon log in you will be taken to your dashboard, which is a quick and easy way to view your CPD hours. 

Help Videos

We have videos to help with understanding the new platform, including entering, viewing, deleting, printing and declaring your CPD hours. Click here to view these step by step videos. 

CPD Handbook

A CPD Handbook was created and includes information on various topics related to CPD. The following information about Continuing Professional Development (CPD) can be found in the CPD Handbook:

• Maintaining Your Designation

• CPD Requirement

• Earning CPD Hours

• Ethics Requirement

• CPD Audit

• Leave of Absences from CPD

• CPHR Manitoba Events and Programs - CPD Awarding

• Pre-Approved for CPD Program (and applicable maximums)

• Summary of Qualifying Activities

• *Updated* How to Log your CPD balance and check your hours - Online Reporting Process

More information about Continuing Professional Development (CPD) can be found here. If you have any questions, please contact hello@cphrmb.ca. 

The growth of the Fellowship program is something to celebrate and be proud of, and going National allows us to broaden the stature of the program and recognize qualified recipients from across the country.

The Fellowship nominations will be accepted from November 1st, 2023 to January 31st, 2024.

Complete guidelines as well as the nomination form can be found here.

If you know of anyone who might qualify for this esteemed recognition, please consider nominating them!

CPHR Canada has removed the requirement that activities must fall within a minimum of three of the 14 competency areas. While you are no longer restricted to ensuring activities fall within one of the Competency Areas, activities should still be focused on helping you develop in your career and the CPHR Competency Framework can be a useful tool in helping you determine what areas are best for furthering your knowledge.

What does this mean for reporting?

Entries will no longer be linked to the CPHR Competency Framework. Online journal entries will now be entered based on the 6 Categories listed in the CPD Summary of Qualifying Activities:

1. Professional Practice

2. Leadership

3. Governance

4. Learning

5. Research & Publication

6. Ethics

If you have any questions, please contact hello@cphrmb.ca.

While the time frames for experience remain the same, the definitions of the levels of experience have changed. What was defined as foundational experience will become administrative experience; and what was defined as applied experience is now advisory experience. Full definitions can be found in the VOE Handbook.

Additionally, applicants will now demonstrate a minimum of 8 examples aligned to the HR competencies of work experience at the advisory HR level.

“As the CPHR profession advances across Canada and CPHRs take on more strategic roles, it is important that our professional requirements reflect the changing reality,” says Ron Gauthier, CEO of CPHR Manitoba. “This way, our members can demonstrate the confidence that they have the skills, knowledge and experience to meet the expectations.”

In late 2021, CPHR Canada updated the CPHR Competency Framework. The Validation of Experience update ensures the two professional requirements remain aligned.

“We are acutely aware of striking the balance between ensuring our designation remains current and relevant; and providing a clear and predictable path to the designation for candidates,” adds Mr. Gauthier. “CPHRs and candidates can expect updates to the requirements every few years as the profession continues to evolve, but they can rely on the knowledge that their success in the process is of primary consideration.”

A full breakdown of the requirements to pass the VOE can be found here.

CPHR Manitoba recommends anyone considering applying for the VOE attend an info session before completing the application.

The next intake is March 15, 2023.

CPHR Canada’s Competency Framework is Evolving

In 2019, CPHR Canada commenced a review of the CPHR Competency framework, the last being in 2013.

The result of the review includes HR Competencies that are more specific to the work of today’s HR professional as well as broadening the scope of non-HR competencies, now termed General Competencies. The separation of competencies into HR Specific Competencies and General Competencies helps the field move beyond the silos of “functional” HR areas, which results in the structure of the updated framework being more strategic and integrative. These enhancements showcase the greater breadth of the practice of HR and reflect how the evolution of the professional is playing out in workplaces across Canada.

“Our competency framework will always be evolving to reflect the reality of HR,” says Anthony Ariganello, CPHR, CEO CPHR Canada. “Best practice suggests we review and update every five or so years, which is what we have done and is how we plan to proceed in the future.”

Enhancements to the framework have the most direct impact on the people who are preparing for the designation; writing the National knowledge Exam (NKE) and gaining HR experience at the applied level through the Validation of Experience (VOE) requirement. The changes also impact accredited Post Secondary Institutions (PSIs). Each provincial association will work with their primary stakeholder groups and PSIs to educate on the changes and what it means for each of them. The following is the timeline of implementation:

• Beginning fall 2022, the NKE will test the revised Competency Framework;
• Beginning 2023, the VOE assessment process will follow the revised competency framework;  
• Post Secondary Institutions align curriculum to the revised competency framework from 2022, and no later than 2025; and,
• Continuing Professional Development (CPD) reporting will begin using the revised Competency Framework starting June 1, 2022. CPHRs will continue to report CPD hours during the current membership year (June 1, 2021-May 31, 2022) based on the former Competency Framework.
  

For current CPHRs, Ron Gauthier, CEO and Registrar of CPHR Manitoba,  says there is an ongoing benefit. "The format of the revised competency framework has been simplified and has greater useability for current CPHRs through expanded content on what is expected of a CPHR designation holder. This includes a new section covering advanced human resources competencies to support those in more senior strategic roles.” 

To support the supply of emerging HR professionals across the country, minimal impact is anticipated for accredited PSIs and students. Each member association will work with their PSIs over the coming years to meet the 2025 deadline. The overall 80% of curriculum aligned to the competency framework requirement remains unchanged, although there is a requirement for curriculum to now also align to a portion of the General Competencies reflecting the greater breadth of skills needed by future HR professionals.

CPHR Canada Member Associations see this as being a positive step forward for the CPHR designation and their stakeholders to ensure preparation and alignment of members to a quality professional designation standard.

The updated Competency Framework recognizes that there is no longer an ideal role, position or way of functioning for the HR Professional, instead, providing a strategic approach that matches the pace of change. It is made up of HR Specific Competencies and General Competencies as below:

You can see the updated Competency Framework here (the former Competency Framework is also still available here). If you have specific questions about the updated Competency Framework contact:

Ron Gauthier,

CEO and Registrar, CPHR Manitoba

ron@cphrmb.ca or 204-943-0884

Q: When is the first National Knowledge Exam (NKE) that will be based on the revised CPHR Competency Framework?

A: The Fall 2022 NKE sitting will be the first exam based on the updated Competency Framework. (The spring 2022 exam will be based on the former Competency Framework).

Q: When will assessments for the Validation of Experience (VOE) use the revised CPHR Competency Framework?

A: VOE assessments submitted in 2023 will be based on the revised Competency Framework. The documentation for this will come out in 2022. (Assessments made in 2022 will use the existing forms and Competency Framework). 

Q:  What does the revised Competency Framework mean for me as a CPHR designation holder? How does it affect CPD reporting?

A:  This does not impact you directly other than for you as a CPHR to be aware of the revised Competency Framework in your work and learning. You do not have to ‘do’ anything differently, but please review the contents of the revised framework as your updated professional standard. You will continue to report your CPD hours in the current membership year (June 1, 2021-May 31, 2022) using the current Competency Framework as a reference tool.

Q: What does the revised Competency Framework mean for me as a CPHR Candidate?

A: It does not affect your status as a CPHR Candidate, however if you submit your VOE assessment in 2023 onwards, the VOE application will be based on the updated Competency Framework. Further details will be released mid-2022.

Q: What does the revised Competency Framework mean for me as a general (non-CPHR) member?

A: It only impacts those who proceed on a pathway to obtain the designation. See the FAQs above regarding the NKE and VOE.

Q. I see there are 12 General Competencies in the revised Competency Framework. What should I know about these? 

A: The 12 General Competencies replace the 5 Enabling Competencies in the former framework. The General Competencies will account for 10% of the NKE when the NKE adopts the revised Competency Framework in fall 2022 (with 90% of the exam testing the HR Specific Competencies at that time).

CPHR Canada and the member provinces have introduced a mandatory ethics requirement that all CPHR members must follow as part of their CPD curriculum over each rolling three-year period starting in 2021- 2024. As you know, all CPHR’s must meet a mandatory 60-hour CPD requirement over a rolling three years as part of their continued certification. Within that 60 hours, three hours must relate to ethics specifically. The three-hour CPD requirement can be obtained through various providers that offer ethics training. Again, this is only a requirement over a rolling three-year period, not every year.

To help support you in obtaining ethics training, CPHR Canada has partnered with Neovox Media and created a three-hour ethics course called Professionals in Grey Areas – How to Make Ethical Decisions. Completing this free ethics course will provide you with the three-hour minimum.

This course was developed to help you familiarize yourself with the essential concepts of ethics. More specifically, to:

• Raise your awareness to its importance
• Empower you to detect ethical issues
• Introduce you to the ethical analysis of situations

Therefore, upon completion you will be better prepared to play an even more critical role in your workplace.

CPHRs will receive an email with their login info or you can click here for more info.

CPHR Manitoba has added one more program to its growing list of Accredited Post-Secondary Institutions in the Post-Secondary Institution Accreditation Program.

Graduates of the Master of Management program at the Buller School of Business at Providence University College and Theological Seminary will be one step closer to receiving their professional designation upon graduation and may be able to waive writing the National Knowledge Exam (NKE) starting in 2026.

The NKE is a required step for many pursuing the Chartered Professional in Human Resources (CPHR) designation, which is the national industry standard of excellence for those working in the field of HR. The CPHR designation requires an individual to achieve and maintain demonstrated competency and experience relevant to the HR profession.

“We are delighted to partner with Providence through our Post-Secondary Institution Accreditation program and to be able to recognize the coursework their students towards the knowledge component of the CPHR designation, ” said Ron Gauthier, CEO of CPHR Manitoba.  

“This accreditation affirms the quality and intentional design of our graduate HR curriculum,” said Nicole Barnabé, Associate Dean of the Buller School of Business at Providence. “We’ve worked to ensure our program not only meets academic standards, but also reflects the competencies required in today’s HR landscape. We’re grateful for the partnership with CPHR Manitoba, which creates a clear and credible pathway for our graduates to move confidently from the classroom into professional practice.” 

To be eligible for the NKE waiver, graduates of the Master of Management program will need to have achieved a minimum G.P.A. of 3.0, completed the required courses, and apply within five years of graduation. For more information, visit our website here.

Chartered Professionals in Human Resources (CPHR) Canada and the Human Resources Professionals Association (HRPA) are partnering to conduct a national HR trends survey to learn more about the workplace experiences of Canadian HR professionals, and we want to hear from you, our CPHR Manitoba members.

Participation in this survey will help CPHR Canada gain insights to the lived experiences of HR professionals today.

The survey will take approximately 10-15 minutes to complete. The information you provide in this survey will remain strictly confidential and anonymous, and the survey results will be reported in aggregate. Leger, an independent market research company, is responsible for conducting the survey, analyzing the data, and reporting on the findings.

This survey will be closed on November 21 please click here to participate today.

If you have not yet registered for the exam and would like to, the registration deadline has been extended to August 31, 2020. Click here to register for the exam. More information will be communicated to you as we get closer to the exam date, including how to book your seat, date and time, etc.

Individuals who have not graduated from a CPHR Canada member association’s Post-Secondary Institution (PSI) Accreditation Program, or have not covered the courses in an equivalent program, and wish to write the NKE will be required to enrol in the nine accredited HR courses offered by CPHR Manitoba in partnership with Captus Press Inc. These nine foundational courses meet the CPHR Competency Framework.

As of January 2022, CPHR Manitoba will be adding a new educational requirement that must be completed prior to writing the National Knowledge Exam (NKE). This requirement is applicable unless the individual is covered by another eligible path.

You may recall we had initially indicated the start date for the pre-courses to be January 2021, but since the COVID-19 pandemic the world has changed. Our goal has always been to provide the highest level of support to our members, which is why we've decided to extend the pre-course requirement.

Please note: Members can apply to write the Spring or Fall NKE from 2019-2021 without taking any pre-courses.

Starting January 1, 2022, you will need to prove that you meet the educational requirements in order to write the NKE; therefore, if you plan to enrol in the June 2022 NKE, please ensure that you have successfully completed all nine accredited HR courses offered by CPHR Manitoba. An exception to the start date will be made if you have written the exam (and failed) and are still within the timeframe of your three attempts.  

Transferability

If you have successfully completed any courses that are equivalent to any of the listed courses offered, you may be able to transfer credits.

Further information will be available in the coming months.

Graduates from Accredited Programs

If you are a graduate from one of our listed CPHR Post-Secondary Institution (PSI) Accreditation Programs but do not meet our educational requirements - passing with an average of 70% or more, or grade-point average of 3.0 or higher - you will not be required to enrol in the accredited HR courses offered by CPHR Manitoba for up to 10 years upon graduation.

NKE Pre-Courses

Four of the nine pre-courses are now available. Click here for more info.

For more information or to discuss your situation, please contact us at hello@cphrmb.ca.

We have heard from writers who have been preparing and would like to write the exam this spring. For those writers, we have arranged for a remote proctoring of the exam on June 18 & 19, 2020. A remote proctored exam can be taken anywhere in the world.

If you have not yet registered for the exam and would like to, the registration deadline has been extended to April 17, 2020. Click here to register for the exam. Our CPHR Program Manager has been in contact with all those who've already registered for the exam about their options.

If you choose to write the exam in June, more information will be communicated to you in the coming week - including how to book your seat (date & time) - as we finalize the arrangements with the exam vendor.

Thank you for your patience and understanding as we all navigate these unprecedented times.

Taught by leading Canadian HR professors, each course provides extensive multimedia lectures with downloadable PowerPoint slides, progress quizzes, and a discussion board where you will interact with your instructor and other students and post answers to assignments.

Registration

The Spring 2020 Semester begins between May 4 and 15, 2020 and ends between July 24 and August 7, 2020. (Flexible start and completion dates to suit your schedule.) The first four courses available are:

• Training and Development
• Recruitment and Selection
• Strategic Compensation
• Organizational Behaviour

Click here for more information.

A key plank in the Trudeau government platform was to pass proactive pay equity legislation during its mandate. The legislation received Royal Assent on December 13, 2018.

The Act creates a number of obligations for federally regulated organizations. Regulations are currently being drafted and once again CPHR Canada was at the fore sharing expertise on how regulations could be drafted without creating unforeseen consequences. Pay equity legislation will come into force three years after the regulations have been approved. According to pay equity expert, Denise Perron, CRHA, who assisted CPHR Canada in the development of submissions to government, it’s not too early to start preparing a work plan to ensure successful completion of the pay equity project.

On behalf of CPHR Canada, Madame Perron and pay consultant François Trottier appeared before the Standing Senate Committee on National Finance on the legislation in December 2018.

CPHR Canada was again invited by the Standing Senate Committee on National Finance to share its views on amendments to the employment equity legislation.  

The law requires private sector employers under federal jurisdiction to report information on their employees’ compensation. It’s CPHR Canada’s position that these requirements need to align with the requirements of the pay equity legislation in order to reduce the compliance burden for employers. Unfortunately, with the passing of the legislation, employers will be required to submit a different set of data to comply with both laws.

Have Your Say

Budget 2019 announced the creation of a new Canada Training Benefit. CPHR Canada has had the opportunity to participate in round-table discussions on the topic. The training benefit proposes to provide funding to employees to help pay for training through the new Employment Insurance Training Support Benefit while offering job protection for workers who take time away from work to upgrade their skills.

The design of some components of the support benefit is not yet finalized so there is still time to provide your views.

Click here for the online survey. It is available until July 31.

What’s next

The government has mandated an expert committee to study the modernization of the Canada Labour Code.

Specifically, the Committee was studying issues around federal minimum wage, labour standards protections for non-standard workers, the right to disconnect, access and portability of benefits and the collective voice for non-unionized workers.

CPHR Canada weighed in on the topic of the right to disconnect.

At this time, the Committee’s report should be on the Minister’s desk. But with the countdown to the October election, it will be up to the next government to act on these important issues.

For further information, please contact Carole Presseault, Government Relations Consultant to CPHR Canada at carole@presseaultstrategies.ca.

Caption: Anthony Ariganello, CEO, CPHR Canada (right) meets with Wayne Easter, MP, Chair of the House of Commons Standing Committee on Finance

Caption: Denise Perron, CRHA and Francois Trottier, CRHA on Parliament Hill in advance of their appearing before the Standing Senate Committee on National Finance.

CPHR Canada has partnered with Yardstick to offer members its exam delivery software, Measure: a user-friendly and intuitive exam delivery platform that is used by a wide variety of certification and licensure bodies in Canada, the United States, and globally. 

Starting with the Fall 2019 NKE, writers will have flexibility to pick one of the following timeslots to write the exam – Thursday, October 31 at 9 a.m. or 1 p.m. or Friday, November 1 at 9 a.m. or 1 p.m. – at one of our designated locations in Winnipeg, Brandon, Thompson and Flin Flon.

With Measure, exam writers will have access to numerous tools that will aid them in writing the exam while reducing anxiety. This includes:

·       the option to bookmark and revisit questions;

·       a “notes” feature for members to write and make reference to throughout the exam;

·       a question navigator to easily jump back and forth between questions;

·       a time remaining clock with optional reminders at specific intervals (e.g. 5 minutes remaining);

·       a language toggle (for French speakers);

·       accessibility features such as font size increase/decrease;

·       a thumbnail presentation of images with magnification feature;

·       a “Submit with unanswered question” check;

·       a restrictive copy/paste functionality; and

·       question count (e.g. ‘Question 1 of 8’).

Measure provides accessibility for all exam writers and creates efficiencies in answering questions in a completely secured environment.

The NKE registration fees will be as follows:

Exam Fee: $400 + GST

Yardstick Seat Fee: $125 + GST.

Adding computer-based testing to the list of offerings is the next step in CPHR Manitoba’s continued path of growth and advancement for its members and the HR industry.

For more information about the exam and registering for the Fall NKE, visit the NKE section of our website or contact us at hello@cphrmb.ca.

To set the bar for academic comprehension, establish a standard for educational requirements and build on credibility of the CPHR designation, CPHR Canada will be adding a new requirement that’s applicable for anyone writing the National Knowledge Exam (NKE).

As of January 2021, anyone wishing to write the NKE will be required to complete the nine foundational HR courses offered by CPHR Manitoba in partnership with Captus Press Inc. These nine foundational courses meet the CPHR Competency Framework.

Individuals who have not graduated from a CPHR Canada member association’s Post-Secondary Institution (PSI) Accreditation Program, or have not covered the below courses in an equivalent program, and wish to write the NKE will be required to enroll in the nine accredited HR courses offered by CPHR Manitoba in partnership with Captus Press Inc. These nine foundational courses meet the CPHR Competency Framework.

CPHR Academic Program and course descriptions

CPHR Manitoba is offering the following list of semester-length courses:

• Accounting & Financial Management
• Human Resources Management
• Industrial Relations
• Organizational Behaviour
• Occupational Health and Safety
• Recruitment and Selection
• Strategic Compensation
• Strategic Human Resources Planning
• Training and Development

Click here to read the course descriptions.

In each course, students are required to access multimedia online lectures, study readings in the assigned textbook(s), participate in interactive discussion boards with their fellow students and the instructor, submit midterms or assignments, and write a proctored final examination.

Transferability

If you have successfully completed any courses that are equivalent to any of the listed courses offered, you may be able to transfer credits.

Further information will be available in the coming months.

Graduates from Accredited Programs

If you are a graduate from one of our listed CPHR Post-Secondary Institution (PSI) Accreditation Programs but do not meet our educational requirements - passing with an average of 70% or more, or grade-point average of 3.0 or higher - you will not be required to enroll in the accredited HR courses offered by CPHR Manitoba for up to 10 years upon graduation.

Writing the NKE before 2021

Until January 2021, you can apply to write the NKE in June or Fall of 2019-2020 without taking any courses.

Writing the NKE after 2021

Starting January 1, 2021, you will need to prove that you meet the educational requirements in order to write the NKE; therefore, if you plan to enroll in the June 2021 NKE, please ensure that you have successfully completed all nine accredited HR courses offered by CPHR Manitoba.

For more information or to discuss your situation, please contact us at hello@cphrmb.ca.

The type(s) of experiences you log must be at the professional level, using technical HR knowledge with a level of authority, and can be from any sector of the economy - industry, government, public practice, professional associations, education, healthcare, or not-for-profits - that has a human resources function.

Once we’ve received and reviewed your VPE submission, you’ll receive a letter from us either confirming that you’ve passed and met all the requirements or a report card that tells you where your experience is right now and provides you with insight into what further experience(s) you need.

Your submission must:

• demonstrate that it meets at least nine (9) of the 44 competencies;
• demonstrate that the experience covers three (3) of the five (5) enabling competencies; and
• cover breadth in at least two (2) of the nine (9) functional areas or demonstrate complete proficiency in one (1) functional knowledge area.

Our next VPE submission deadline is March 15, 2019 and we’re offering a 50% off discount on your submission fee of $150 (you’ll save $75!).

Start by attending one of our upcoming one-hour VPE Information Sessions, scheduled at noon or 5 p.m. on Wednesday, February 27, 2019. To register, visit www.cphrmb.ca.

To begin your submission process, visit www.cphrmb.ca/page/ExperienceAssessment to download your three-, eight- or ten-year VPE application form.

For more information on the VPE requirements, contact us at hello@cphrmb.ca.

The NKE is a required step for many pursuing the Chartered Professional in Human Resources (CPHR) designation, which is the national industry standard of excellence for those working in the field of HR. The CPHR designation requires an individual to achieve and maintain demonstrated competency and experience relevant to the HR profession.

In order to be eligible for the waiver, graduates of the Bachelor of Commerce program must have graduated after June 2012 and completed the following courses:

• HRIR 4420 – Compensation
•  LABR 3140 - Pensions & Benefits 
• LABR 3060 - Workplace Health & Safety
• HRIR 4410 - Staffing & Management Development 
• LABR 3010 - Labour Law
• HRIR 3450 - Labour & Employment Relations

“Consistent with Asper’s ongoing mission to deliver corporate – ready organizational leaders, the addition to CPHR Manitoba's Post-Secondary Institution Accreditation Program will give a leg up to our graduates pursuing a career as human resources professionals,“ Michael Benarroch, Dean and CPA Manitoba Chair in Business Leadership, Asper School of Business.

The University of Manitoba’s Asper School of Business Bachelor of Commerce program joins our four previously announced Accredited programs:

• Assiniboine Community College (ACC) – Business Administration Diploma Human Resource Specialization
• Red River College (RRC) – Human Resource Management Certificate
• University of Manitoba Extended Education – Human Resource Management Certificate
• University of Winnipeg Professional, Applied & Continuing Education (PACE) – Human Resource Management Diploma

Earlier this year CPHR Manitoba (formerly known as HRMAM) and CPHR Canada announced new enhancements to the CPHR designation, which included an option that allows graduates of accredited programs to waive writing the NKE as one of the requirements as well as introducing non-degree paths to attaining the CPHR. Upon approval of the NKE Waiver application, graduates will become CPHR Candidates. In order to attain the CPHR designation, CPHR Candidates will need to demonstrate three or more years of professional level HR experience. 

“Incorporating post-secondary training into the CPHR designation is an important step in advancing the designation and providing greater value for the business community,” said Ron Gauthier, CEO of CPHR Manitoba.

Accredited programs must cover at least 80% of the CPHR Competency Framework. Applicants must be a member in good standing with CPHR Manitoba. Application for an NKE Waiver must be made within one year of graduating from an Accredited HR Program. At this time, previous graduates of an Accredited Program may be eligible to apply for an NKE waiver depending on program eligibility. Eligibility information specific to each institution can be found on our website. 

The Post-Secondary Institute Accreditation Program is a significant step forward for the Human Resources profession. The program will recognize the knowledge gained throughout the duration of the post-secondary education program and provide a significant advantage to graduates looking to pursue the CPHR designation.

For our initial PSI Accreditation Program announcement from November 2016, click here

For more information about the PSI Accreditation Program, click here

For a full list of Accredited Programs, click here

Graduates will be able to waive writing the National Knowledge Exam.

WINNIPEG – November 16, 2016 - HRMAM announced today four CPHR (Chartered Professional in Human Resources) Accredited post-secondary programs in Manitoba. Graduates of these programs will be one step closer to receiving their professional designation upon graduation and will be able to waive writing the National Knowledge Exam (NKE).

The NKE is a required step for many pursuing their CPHR designation, which is the national industry standard of excellence for those working in the field of HR. The CPHR designation requires an individual to achieve and maintain demonstrated competency and experience relevant to the HR profession.

The CPHR Accredited Programs are:

• Assiniboine Community College (ACC) – Business Administration Diploma Human Resource Specialization
• Red River College (RRC) – Human Resource Management Certificate
• University of Manitoba Extended Education – Human Resource Management Certificate
• University of Winnipeg Professional, Applied & Continuing Education (PACE) – Human Resource Management Diploma

"We're proud to be among the first post-secondary institutions in the province to receive accreditation with the HRMAM," said Derrick Turner, Dean of Business, Agriculture & Environment at ACC. "It speaks to the calibre of our business program and quality of instruction students receive inside the classroom."

“Red River College works in partnership with industry to provide relevant and timely programming that prepares our students to transition from college to career to meet the evolving demands in the workplace,” said Jo-Anne Shay, Dean, School of Continuing Education, Red River College. “Accrediting our HR Management program opens doors to many career opportunities for our students, and provides industry with the necessary talent to make a real impact in their organizations.”

"We have redesigned our Certificate in Human Resource Management program specifically to meet the accreditation requirements of the new CPHR designation," said Dr. Gary Hepburn, Dean of Extended Education, University of Manitoba. "We embrace the challenge of providing an educational response to the changing needs of HR professionals designed with up-to-date content using modern formats and technologies."

"I have had the privilege to serve on the national steering committee making recommendations on an enhanced accreditation system for the HR profession and later working with the HRMAM board to strategize on the implementation of this credential. One of the concerns has been in the ability of the educational sector to provide the needed courses in a timely fashion that meet all of the new knowledge requirements," explained Sylvie Albert, Dean, Faculty of Business & Economics at University of Winnipeg and former HRMAM Board Member. "It is with great pride that I can say that PACE, always a leader in Manitoba in the HR discipline, was following the national and provincial agenda closely so as to be able to amend and improve its own program as early as possible to serve future HR practitioners and provide a pathway to accreditation. Once again, PACE and the University of Winnipeg demonstrate their agility in meeting industry needs. Bravo to our staff at PACE and to our partners at HRMAM."

Earlier this year HRMAM and CPHR Canada announced new enhancements to the CPHR designation, which included an option that allows graduates of accredited programs to waive writing the NKE as one of the requirements as well as introducing non-degree paths to attaining the CPHR.

“Incorporating post-secondary training into the CPHR designation is an important step in advancing the designation and providing greater value for the business community,” said Ron Gauthier, CEO of HRMAM.

Accredited programs must cover at least 80% of the CPHR Competency Framework. Applicants must be a member in good standing with HRMAM. Application for an NKE Waiver must be made within one year of graduating from an Accredited HR Program. At this time, previous graduates of an Accredited Program may be eligible to apply for an NKE waiver depending on program eligibility. Eligibility information specific to each institution can be found on our website.

The Post-Secondary Institute Accreditation Program is a significant step forward for the Human Resources profession. The program will recognize the knowledge gained throughout the duration of the post-secondary education program and provide a significant advantage to graduates looking to pursue the CPHR designation.

Click here for more information

CPHR Canada’s Board and leadership team continues to move purposefully and thoughtfully through the process of aligning under the CPHR brand, working together to elevate the profession on your behalf.

It is time to set the record straight:

Last week, HRPA (Ontario) issued a statement offering the Ontario designations to any CPHR or prospective member in Canada who wants it. In addition, their statement stressed that the CHRP was not going anywhere.  True, it is staying in Ontario and will not be recognized in any other province.

We want to be certain that you, our members, understand clearly what this statement represents, as this offer is not in your professional best interest. 

Here’s why:

The new Canadian designation in HR is Chartered Professional in Human Resources - CPHR. Anyone possessing a designation from Ontario (CHRP, CHRL, CHRE) will be known as having an Ontario designation and not one that is consistent or endorsed by any provincial association across Canada.  The new Canadian designation offers national mobility and recognition across all CPHR Canada member associations.

HRPA redefined CHRP to be an entry level designation in Ontario when they introduced their three-tiered designations of CHRP(Professional), CHRL(Leader) and CHRE(Executive). They made this change despite consistent protests and requests to reconsider from all other HR associations across Canada.

Here is the excerpt from HRPA’s (Ontario) website explaining the CHRP:

The Certified Human Resources Professional (CHRP) is the entry level designation. It is also the best known HR designation in Canada and available exclusively from HRPA. Human Resources professionals at entry level may be entering the workforce, acting in roles that are mostly administrative in nature.

CHRP in every jurisdiction was devalued because of HRPA’s actions.

In order to ensure we maintain the value and credibility our members and our organizations have strived to achieve, and in light of this decision, we changed our designation to CPHR.

HRPA’s claim that their membership insisted on keeping the CHRP because of brand equity is misguided.  Ontario CHRP members all became CHRLs or CHREs.  Although members could keep the old CHRP designation in addition to the new one they received, that CHRP designation was watered down in Ontario and members would be reluctant to identify themselves as having the lowest tiered designation in Ontario.  The new CHRP from Ontario is an inferior designation to the old CHRP. This new CHRP is obtained by individuals who have not satisfied a rigorous path to the designation. It is bestowed to individuals that do not meet the same education and experience requirements that everyone else has met.  If we address brand equity, a study conducted by HRPA in Ontario noted that the brand recognition of the name of the current designation at the time, the CHRP, within the business community was less than 5%.  That is not strong brand equity.

An important caveat as well is that once every province becomes self-regulated, like in Quebec, the use of the CHRL and CHRE will be restricted in provinces outside of Ontario.  

CPHR Canada and the other provincial bodies and territories in Canada felt that there was now a need to totally differentiate themselves from what was happening in Ontario.  It is largely felt that HRPA (Ontario) has done a tremendous disservice to the HR profession in Canada, and seeks only to battle other provincial bodies and territories for ownership of the profession.  As you know however, no one owns a profession.  Members in good standing practice it, and in all other professions, there are no provincial disputes as to territory.

CPHR Canada is the recognized body and member representing Canada at both the World Federation of People Management (WFPMA) and the North American Human Resources Management Association (NAHRMA). HRPA (Ontario) is not!  That means the designation that resonates internationally as the truly Canadian designation is the new CPHR.

We also wanted to highlight the various Memorandums of Understanding that we have signed with like-minded bodies.  These include the USA SHRM, the Australian AHRI, and the Canadian Employment Relocation Council (CERC).  These partnerships offer an opportunity to partner on many HR initiatives to affect policy and standards on the world stage.  We are also working on complete designation transferability with several HR bodies from around the world.  This is the power that a truly Canadian organization and designation has.

Together, (all remaining provinces and territories in Canada, other than Ontario) are well-positioned for growth and we feel very strongly that CPHRs across Canada will see great benefits in 2017/18 as a result of everyone’s collaborative work. We are very excited to move into a new chapter for HR in Canada, establishing ourselves strongly together as Chartered Professionals in Human Resources!

Thank you for your support and patience.

CCHRA becomes CPHR Canada; Designation becomes CPHR.

TORONTO - October 12, 2016 - CCHRA announced today that they, and the eight provincial associations who make up the national body, are aligning under the name and designation CPHR – Chartered Professionals in Human Resources.

“This change further unites and strengthens the organization on behalf of our members” says Shannon Railton, Chair of CCHRA. “The human resources role continues to become more critical in accelerating economic growth through business success and in improving the lives of employees. Our strong, single CPHR designation showcases the unique experience and expertise CPHRs bring to the workplace.”

The eight provincial associations in CPHR Canada opted to maintain one designation - Chartered Professional in Human Resources - as their standard of quality, consistent with many other professions and other HR designations around the world.

“We would have proceeded with aligning our Associations nationally under the previous CHRP banner,” adds Railton, “however, two years ago, the Human Resources Professional Association (HRPA) of Ontario opted to create a three-tiered designation for their Province and 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. We collectively determined that it was in our members’ best interests to proceed with one designation.”

Recently, CPHR Canada established consistent minimum requirements for certification, and a national Code of Conduct; each of the provincial associations is moving forward together toward self-regulation, and they are accrediting Post-Secondary Education programs across the country that align with CPHR educational requirements.

This summer CPHR Canada, which is 27,000 members strong, announced a strategic agreement with SHRM (Society for Human Resource Management), in the US, the largest HR organization in the world, representing 285,000 members in more than 165 countries. CPHR Canada is also Canada’s representative on the North American Human Resources Management Association (NAHRMA) and the World Federation of People Management Associations (WFPMA).

The new CPHR brand and new certificates for designated professionals are expected to be rolled out across the eight participating provincial associations in the coming months.

The Human Resource Member Associations of CPHR Canada include: HRMA (BC); HRIA (Alberta); SAHRP (Saskatchewan); HRMAM (Manitoba); HRANB (New Brunswick); HRANS (Nova Scotia and Prince Edward Island); HRPNL (Newfoundland and Labrador); and CHRA (Quebec).

Frequently Asked Questions 

About CPHR Canada

Established in 1994, the Canadian Council of Human Resources Associations (CCHRA), now CPHR Canada, is a collaborative effort of human resources associations from across Canada. CPHR Canada is the national voice on the enhancement and promotion of the profession across Canada, through established and credible designations, collaborating on national issues related to the profession and proactively positioning the national human resources agenda at the international level.

Under the new system, CHRPs will be required to report a minimum of 100 hours of professional development activity every three years on a cumulative basis. Because you will no longer be recertifying, there will no longer be a recertification fee. 

Why have we made this change nationally?

You are certified for life once you attain the CHRP, but the recertification process implied you were only granted the CHRP for another three years. With an annual reporting process, CHRPs are instead committed to growing their competence and professional capabilities on an annual basis in order to maintain the CHRP.

3-Year Cumulative 100 hours

CHRPs must earn a minimum of 100 hours of CPD activities in any consecutive three (3) year window. By May 31 of each year, 100 hours must have been accumulated in the previous three (3) years. For the next year, the oldest of the three (3) years will be discarded and you will need to accumulate enough hours to reach 100 hours for that previous three (3) year period (with a minimum of 20 hours in any given year). We recommend working towards 40 hours each year in order to stay ahead. Failure to meet the CPD requirements through the annual reporting process will result in revocation. 

Online Reporting

With the move to a simplified annual reporting process, we have moved the log to an online system which can be accessed through your member profile at hrmam.org. Adding your activities is now easier than ever. 

For a step by step tutorial on how to add your activities to the online log, click here

Annual Reporting and You 

Emails are being sent to each CHRP the week of July 4 which outline the above information and how it applies to you. 

For the purposes of meeting the Continuing Professional Development (CPD) requirements through professional development activities, individuals may consult the Continuing Professional Development Summary of Qualifying Activities document. This document outlines development categories, types of activities that fall within each category and the maximum number of hours allowed for each category.

Information Sessions

HRMAM will be holding information sessions on the new CPD process over the course of the next year to assist members in completing their online logs. Visit the HRMAM Calendar of Events for upcoming date(s).

We know you may have questions about this change to the CPD process. We encourage you to visit the HRMAM website for more information. The links below detail all the information you need to become informed of the new requirements that apply to you. The Frequently Asked Questions provides detailed answers to questions we anticipate receiving from members.

CPD Overview

CPD Audit

CPD FAQ 

The CHRP is valued by the employment community and the ability to be officially recognized as a CHRP Candidate will provide you with additional recognition. You may now use this title in resumes, business cards, emails, Linked-In or any other public profiles. 

CCHRA’s mission is to elevate the profession, both nationally and around the globe. The CHRP enhancements are designed to advance the integrity and credibility of the CHRP. Today we are launching the first phase of enhancements which focus on some changes to the experience requirement for obtaining a CHRP. The following changes are effective immediately and HRMAM, as part of CCHRA, will begin the steps to implement these changes in Manitoba.

HIGHLIGHTS – CHRP Enhancements (phase 1):

1.     Changes to experience requirement:

a.     The five Enabling Competencies now form part of the experience requirement

b.     The Functional Knowledge Areas have been updated and now include nine functional areas

c.     Recognition of depth of experience for specialists

2.     Changes to the time period for candidates to acquire professional-level HR experience

More details on these enhancements are provided below. There is also a FAQ document posted on our website to address questions you may have about these changes.

CCHRA and HRMAM are dedicated to creating one voice, one national standard and maintaining one designation, the CHRP. We’re confident that continuous enhancements to the designation will benefit our members and CHRPs by elevating the HR profession, protecting the public and will contribute to a strong reputation of HR in Canada.

Sincerely,

Ron Gauthier                                            Roma Thorlakson

Chief Executive Officer                           Chair, Board of Directors

HRMAM                                                    HRMAM

DETAILS – CHRP Enhancements (phase 1):

1.     Changes to experience requirement - As part of the CHRP Competency Framework launched in summer 2014, CCHRA is updating the experience requirement. This is now part of the Validation of Professional Experience. Specific changes include:

a.       The five Enabling Competencies now form part of the experience requirement:

·       Strategic and Systems Thinking

·       Professional and Ethical Practice

·       Critical Problem-Solving and Analytical Decision-Making

·       Change Management and Cultural Transformation

·       Communication, Conflict Resolution, and Relationship Management

Applicants will be required to demonstrate experience in a minimum of three of the five enabling competencies.

b.       The Functional Knowledge Areas have been updated to:

·       Strategy

·       Professional Practice

·       Engagement

·       Workforce Planning and Talent Management

·       Labour and Employment Relations

·       Total Rewards

·       Learning and Development

·       Health, Wellness, and Safe Workplace

·       Human Resources Metrics, Reporting, and Financial Management

Applicants are still required to demonstrate minimum three years of HR experience at the professional level in at least two of the Functional Knowledge Areas.

c.       Recognition of depth of experience for specialists

Specialized depth of experience in one Functional Knowledge Area will be considered sufficient experience to meet the requirement for those demonstrating proficiency in each of the competencies within that Functional Knowledge Area. If depth does not cover all of the competencies in that Functional Knowledge Area the requirement of experience in two Functional Knowledge Areas would still apply.

2.   Changes to the time period for candidates to acquire professional-level HR experience

It may take time for young or inexperienced HR practitioners, or those new to the HR profession, to obtain positions at the professional level sufficient to satisfy the experience requirement. Once becoming a CHRP candidate, the individual has seven years to complete the process to obtain the CHRP.

For more information, read the FAQ.