OOTR 2018 Summer How-To Webinars CHRE Designation Application Process. The webinar will begin shortly

Transcription

1 OOTR 2018 Summer How-To Webinars CHRE Designation Application Process The webinar will begin shortly

2 Margaret Wilson, CHRL x343 Regulatory Process Specialist Human Resources Professionals Association

3 Office of the Registrar 2018 Summer How-To webinar series Thursday, August 2, 2018 Thursday, August 9, 2018 Thursday, August 16, 2018 Validation of Experience Requirement Explained Coursework Requirement Explained CHRE Designation Application Process

4 On-demand webinars Our previously aired regulatory and how-to webinar series can be found on the Regulatory Webinars page of our website. Listen to recording Download the power point slides View the Questions & Answers 5

5 Housekeeping Webinar will be recorded and posted online Webinar is NOT eligible for CPD Post answers to questions that we could not answer in the webinar

6 Questions Involving Specific Individual Circumstances Not the appropriate place and time to address specific individual circumstances Sometimes the correct answer depends on some details that are not provided with the question Please contact the Office of the Registrar with questions involving specific individual circumstances

7 Agenda HRPA s Objects The Three Designations Profile of a CHRE The Application Process Useful Tips The CHRE Grid Results Q & A

8 HRPA s objects The objects of the Association are, (a) to promote and protect the public interest by governing and regulating the practice of members of the Association and firms in accordance with this Act and the by-laws, including, (i) establishing, maintaining, developing and enforcing standards of qualification, (ii) establishing, maintaining, developing and enforcing standards of practice, (iii) establishing, maintaining, developing and enforcing standards of professional ethics, (iv) establishing, maintaining, developing and enforcing standards of knowledge, skill and proficiency, and (v) regulating the practice, competence and professional conduct of members of the Association and firms

9 The three designations HRPA grants three designations: a) Certified Human Resources Professional (CHRP) Entry level (former CHRP Candidate) b) Certified Human Resources Leader (CHRL) - Professional Level (former CHRP) c) Certified Human Resources Executive (CHRE) - Executive Level (former SHRP)

10 Role is mostly administrative in nature Professional Level HR practitioners Independence of actions Managing projects, programs and initiatives. Senior, high-impact leaders High level of experience and responsibility

11 The achievement model Unlike the CHRP or CHRL, the CHRE is awarded based solely on the applicants achievements as an HR practitioner The Certified Human Resources Executive (CHRE) is granted by assessing what the individual has already done

12 Profile of a CHRE The CHRE is a professional HR designation reserved for senior HR leaders who have demonstrated high-impact leadership within their organizations and the HR profession The CHRE is meant to recognize individuals who, through personal attributes and achievements, have reached the upper echelons of the profession

13 Common titles Chief Human Resources Officer Senior Vice President Human Resources Vice President Human Resources Director Human Resources

14 Bio of a CHRE Often work in the corporate world but can also be found in consulting Have a deep and insightful understanding of human resources, business and organizations Widely sought out for their advice and opinion, and are insightful & astute True business partners, able to align the HR Function to the business strategy Nurture talent through coaching and mentoring

15 A CHRE is.. Recognized as leaders throughout their organization and beyond and are able to mobilize others in the pursuit of organizational objectives; their influence extends beyond the HR Function Forward looking, well-informed about human resources and the full range of business issues ( ahead of the curve )

16 Minimum requirements Minimum 10 years of experience in HR A significant portion of the experience must be at the senior, highimpact level in order to be considered for the CHRE Must be a member with the HRPA in order to have designation granted, but not at the point of application

17 How to obtain your CHRE The CHRE application process is a two-step process: 1. Phase I: Online self-assessment 2. Phase II: Written application

18 Phase I: online self-assessment Indicates whether a potential applicant may qualify for the CHRE Eligibility: Minimum of 10 years of HR experience and substantial & significant experience at a senior level Includes various factors: job title, company size, education, other designations, scope of HR role Score of 115 required to proceed to Phase II

19 Phase I: online self-assessment Honesty is crucial to give an accurate representation of a candidates eligibility If your answers are not honest/realistic you will not be able to pass the next steps of the CHRE application process Important: Passing the Online Self-Assessment does not confirm that you are eligible for the CHRE or that you will be granted the CHRE

20 Phase I: online self-assessment Notified of your online self-assessment results immediately after completing the assessment If successful, you will receive next steps by about 3-5 days after passing the self-assessment Note - permitted to complete the online self-assessment only twice in a six-month timeframe

21 Phase II: written application After successfully passing the online self-assessment, the applicant is sent the following by CHRE Evaluation (Competency) Grid CHRE Phase II Application Guidebook to the CHRE (available online at

22 CHRE Evaluation Grid Rubric lists the 15 competencies that are considered fundamental to a Human Resources Executive Scale of 1-5 Level 1-2 is below the level expected of a CHRE Level 3 5 is at or above the level expected of a CHRE

23 15 Competencies Individual skills 1. Critical thinking and analysis 2. Technological savvy 3. Research skills 4. Quantitative skills 5. Critical Legal Thinking Team skills 6. Emotional intelligence 7. Project management 8. Decision-making skills 9. Business acumen 10. Independence Organizational skills 11. Ethical behaviour and professionalism 12. Relationship management 13. Negotiation and influencing 14. Strategic and organizational leadership 15. Integration

24 Grid Example: Negotiation and Influencing Enabling competency Negotiation and influencing Definition Negotiating solutions that balance the interests of all parties. Delivering persuasive communications that build agreement on a particular course of action. Well below the level expected of a CHRE 1 Negotiates with clients and service providers. Finds common ground to facilitate agreement among opposing people and groups. Somewhat below the level expected of a CHRE 2 Carries out negotiations on behalf of the organization. Does not have final decision-making authority. At the level expected of a CHRE 3 Negotiates service (vendor) and/or collective agreements. Positively influences colleagues to take decisions and actions that ultimately benefit the organization. Called upon to mediate across the organization. Somewhat above the level expected of a CHRE 4 Leads high-stakes critical negotiations that have a direct impact on the financial implications to the company. Well above the level expected of a CHRE 5 Demonstrates very strong negotiation and mediation skills. Consults to handle highstakes negotiations. Is a key member of a merger and acquisitions negotiating team.

25 Providing examples Must provide one example for each of the fifteen competencies Examples should not be repeated more than once if you repeat an example, ensure that you outline how that example meets each of the competencies for which it is being used

26 STAR method Examples should be structured using the S.T.A.R. method. Explain the Situation Outline the Tasks you were facing Detail your Actions Establish what the Results were

27 Organizational charts Required for each organization that is used for an example in an application Ensure your organizational charts are legible Organizational charts must indicate: the size of the organization who you report to Positions reporting to you as well as your direct reports If you do not have an official organizational chart, draft your own Names are not required

28 Resume Your application must include a chronological resume, Resume should provide a high-level overview of your responsibilities and accomplishments in each senior-level position

29 Familiarize yourself with the 15 competencies and the CHRE Grid The Grid forms the basis for the panel s assessment and outlines the criteria an applicant needs to meet to obtain the CHRE Useful tips Make sure your examples are HRfocused Keep on point with the grid when writing your examples The CHRE Review Committee is trained to assess each application by referencing the grid against the applicants examples; Don t rely on supporting documentation it s the information contained in the application itself that matters most Vary your examples, don t use the same example more than twice

30 Application evaluation The completed application is reviewed twice: first by an organizational psychologist then by a CHRE Review Panel Both the organizational psychologist and the panel assess the application using a grid outlining the fifteen competencies and describing the types of functions that fall above, below or meet the level expected of a CHRE

31 Step 1 Review by organizational psychologist Prior to being sent to the CHRE Review Panel, the Application is sent to an organizational psychologist for an initial review The assessment of the organizational psychologist is compiled into a report which is given to the CHRE Review Panel together with the submitted Phase II application, resume & org charts. Note: the decision to grant the CHRE rests solely with the panel of the CHRE Committee Panel will take the assessment report from the organizational psychologist into consideration but the panel is not bound by the report

32 Step 2: Review by a panel of the CHRE Review Committee The CHRE Review Committee consists of over 20 members, each of which hold the CHRE designation Applications are reviewed in panels of three Average score across panel is used and the majority decision stands Office of the Registrar has no influence over the CHRE Review Committee

33 Outcome Results are released via to the address HRPA has on file HRPA strives to release results within 10 days of the panel sitting

34 Successful applications Receive an confirming that they have met the criteria for the CHRE If the applicant is not a current member of HRPA they must become a member first before the designation can be granted. Levied a one-time $350 (plus HST) administrative fee which must be paid before the CHRE will be granted

35 Successful applications Once payment is received (and membership is taken out, if required) a granting letter is sent to the applicant by the Registrar A CHRE wall certificate will be sent printed quarterly. Authorized to include the CHRE abbreviation after name (Joe Smith, CHRE)

36 Unsuccessful applications Provided with the decision of the CHRE Review Decision includes: Unsuccessful applicants may: an overview of their score in each of the 15 competencies, and the reasons for the decision the assessment report of the organizational psychologist 1. Revise and resubmit their application based on the feedback they receive 2. Appeal the decision

37 Resubmissions Applications can be resubmitted at any time The application can be revised and the new information can be submitted as part of a resubmission Use your previous results when deciding how to improve your resubmission

38 Appeals Grounds for an appeal: a failure of due process or a deficiency in the decision Disagreeing with a Panel s decision does not constitute grounds for an appeal In order to appeal the decision, a formal Request for Appeal form must be filed within 30 days of receiving the decision

39 Appeals The Request for Appeal must state the grounds for the appeal No new information may be submitted as part of an appeal If your appeal is successful, your exact same original application will be sent to a new panel

40 CPD requirement Members who hold the CHRE designation have to complete hours of continuing professional development every three years If you have more than one designations, your CPD period remains the same and the CPD requirement itself does not increase Unsure of the CPD submission deadline?

41 Questions Suggestions for webinar topics? Feedback?