Qualifications and CIPD Membership Options

Kelta HR is a corporate member of the CIPD and works closely with the local Sussex CIPD branch, currently chaired by Gill Whensley. There is an excellent annual programme of events, that can all be linked to the HR professional map, to enhance and further the impact HR professionals can and do make in the work place. CIPD - Upcoming Events

"The Directors at Kelta HR always take a proactive approach to their client service and are also keen to keep themselves and their clients up to date with current developments, whether it is employment law or the new CIPD qualifications."
Gill Whensley, Chair of Sussex Branch CIPD

CIPD membership changed (July 2010)

There is a wealth of information on the CIPD website about the new suite of HR qualifications and the HR Professional Map. Here we just want to give a flavour and highlight some of the key changes.

The major change is that membership and qualifications are now separate!

Membership is now all about demonstrating that you have the knowledge, carry out the activities in the workplace and exhibit the behaviours defined in the HR Profession Map CIPD - HR Profession Map

Professional Membership of the CIPD

As of July 2010 there are only 3 professional membership grades recognised by the CIPD which are detailed below.

Associate Member

An Associate member works in a role giving vital support to key areas of HR, using their skills and knowledge to support HR leaders and managers.

All those who were previously Licentiate (Part Qualified) or Graduate Members will be automatically transferred to the Associate level membership when they renew their membership.

NB: For those who remain Graduate Members and choose not to renew their CIPD membership then Graduate CIPD membership ends in June 2014.

Chartered Membership

A Chartered Member demonstrates the expertise needed to plan and manage generalist or specialist HR operations, combining professional knowledge, skills and insights, with the understanding of an organisation's context and structure, creating and delivering HR services and solutions that drive their organisation.

For those who achieved and upgraded to Chartered Membership prior to June 2010 the changes don't affect their membership.

The key change (post July 2010) to how people achieve CIPD Chartered Membership is that the time served criteria has been removed. It used to be 3 years post qualification experience.

To upgrade from Associate CIPD to Chartered CIPD membership is purely based on impact in the workplace and the business context and levers that candidates evidence rather than length of service.

Chartered Fellow of the CIPD

A Chartered Fellow holds a strategic position and demonstrates the expertise to lead the key areas of HR. They determine, develop and implement HR strategies, plans and policies to promote and achieve organisational success.

The key change (post July 2010) to how people achieve FCIPD Membership is that the time served criteria has been removed. It used to be 10 years post qualification experience. To upgrade from Chartered to Fellow Membership is again based on impact in the workplace and the business context and levers that candidates evidence rather than length of service.

The HR Professional Map

The HR Professional Map covers behaviors as well as the technical elements of professional competence required in the HR profession. It describes what you need to do, what you need to know and how you need to do it within each professional area at four bands of professional competence. It's organised around areas of professional competence, not organisation structures, job levels or roles.

In summary it is made up of

  • Eight behaviours
  • Ten professional areas
  • Four bands of professional competence

The New CIPD Qualifications

As of March 2010 new CIPD qualifications are being phased in, to reflect the content of the CIPD HR Profession Map, which define what HR practitioners need to know (knowledge) do (activities) and deliver (behaviours). The qualifications are offered at three levels and highlight the importance of understanding the business and international context within which HR and L&D operates and drives sustainable organisational performance.

Below is a summary of the new qualifications.

However for a more in depth understanding please refer to the CIPD website directly.

Foundation - Level 3

Award in HR or L&D Essentials- or those who are aspiring to, or embarking on, a career in HR or Learning and Development (L&D)

Certificate in HR Practice (CHRP) - pre March 2010 this was the CPP

Certificate in Learning and Development Practice (CLDP)- formally the CPT

Diploma in HR or L&D practice - additional units are available to broaden skills and knowledge and to gain a Diploma in HR or L&D practice (DHRP or DLDP)

Successful completion of CHRP and CLDP gives candidates the knowledge required to apply for Associate CIPD Membership.

Intermediate - Level 5 - A new qualification

Certificate / Diploma in HR Management (CHRM)

Certificate / Diploma in HR Development (CHRD)

For those candidates who work in roles above level 3. Line managers with people management or training responsibilities may consider these units useful for their career development.

Advanced - Level 7 - replaced the Professional Development Scheme (PDS)

Advanced Diploma in HR Management (DHRM)
Advanced Diploma in HR Development (DHRD)

This level gives candidates the knowledge required to become Chartered Members or a Chartered Fellow. The upgrading process will need to be undertaken.

PAC - Professional Level of Competence

This existing route to membership closes on 31st December 2010 and you will have until 31st December 2013 to complete. Successful completion of PAC guarantees Chartered Membership so if you are part qualified this is a good option to consider.

Experience Assessment

This route was be formally launched in January 2011. Experienced professionals will be assessed against the Associate, Chartered Member or Chartered Fellow membership criteria.