Professional Documents
Culture Documents
Document
Table of Contents
1
Membership Applications................................................................................................3
Experience Validation Assessment Outcomes.............................................................3
Continuing Professional Development Log Reviews ..................................................3
Continuing Professional Development Log Audits......................................................3
Appeals ..............................................................................................................................3
3.1
3.2
3.3
3.4
3.5
Membership ................................................................................................................. 4
4.1
4.2
4.3
7.1
10
10.1
10.2
10.3
10.4
11
11.1
12
12.1
12.2
12.3
13
13.1
13.2
13.3
13.4
13.5
13.6
13.7
13.8
14
15
15.1
16
16.1
16.2
16.3
16.4
16.5
17
17.1
17.2
17.3
18
18.1
18.2
19
20
21
22
23
24
25
26
The Office of the Registrar is the centre of regulatory activity at HRIA. HRIA is the sole
designating body for the Certified Human Resources Professional (CHRP) designation in the
province of Alberta. HRIA protects the public interest by ensuring that human resources
professionals registered with and certified by HRIA are competent and act in an ethical manner.
HRIA has applied to the Alberta government for the self-regulation of the human resources
profession which would grant HRIA certain legal and regulatory tools to ensure the public
interest is protected.
The Registrar oversees the registration process of the human resources profession ensuring
that applicants seeking certification meet the minimum professional standards set by HRIAs
Board of Directors.
The Office of the Registrar includes a combination of staff, acting on behalf of the Registrar, and
standing regulatory committees including volunteer CHRPs that assess applications and
conducts audits of continuing professional development logs as well as experience validation
assessments. The Registrar ensures the smooth operation of each committee by acting as the
record keeper and facilitator.
The Registrar is also tasked with assisting the Discipline Committee in reviewing complaints
against CHRPs made by the public or other members of the profession. In this role, the
Registrar ensures that each party to a complaint is treated fairly and that due process is
followed at all times.
In addition, the Registrar is responsible for maintaining HRIAs Register of Members.
You may reach the Office of the Registrar by email at registrar@hria.ca.
HRIA | 1
This document is the comprehensive reference for those pursuing the CHRP designation. It
contains information on all criteria and requirements, and all policies and procedures. It covers
information on:
HRIA | 2
3.1
MEMBERSHIP APPLICATIONS
-
3.2
3.3
All experience validation assessments (EVA) will be done by trained EVA assessors
using Board approved guidelines.
EVA outcomes will be sent to all applicants no later than 8 weeks after the EVA
submission deadline.
All applicants will have the opportunity to request a re-assessment of their EVA
application upon submission of a request form outlining the reasons for the reassessment and such other information as necessary.
Re-assessments of EVA applications will be reviewed by EVA assessors not involved in
the first assessment.
All assessments will be conducted independently of HRIA staff.
Should HRIA require more time to process an EVA application the applicant will be
informed of the new timelines.
3.4
All continuing professional development (CPD) logs will be reviewed within 60 days of
receipt and the result will be communicated at that time.
Any errors or required changes to the CPD log will be identified and communicated to
the Certified Member within the 60 day timeline.
3.5
All audits will be performed by a trained HRIA auditor using Board approved guidelines.
An auditor will communicate to the Certified Member undergoing the audit during the
entire process.
A Certified Member will not be required to re-submit a new log should certain hours not
be verified.
Every Certified Member will be given a reasonable opportunity to provide supporting
documentation.
Audits of continuing professional development will be completed within 60 days of
receiving all necessary documentation.
An outcome will be communicated by HRIA staff to the Certified Member undergoing the
audit.
APPEALS
-
All members and prospective members will be permitted to appeal decisions of the
Registrar.
A response on whether the appeal has been accepted will be provided in writing from
the Registrar on behalf of the Chair of the appeals panel of the Registration Committee.
Outcomes of appeals will be provided in writing.
HRIA | 3
MEMBERSHIP
Applications for membership with HRIA can be submitted at different times during the year.
Applications are only reviewed once all supporting documentation is provided.
There are six membership categories including:
4.1
General
Associate
Candidate
Certified (CHRP and FCHRP)
Student
Retired
When membership applications are received, they often require corresponding documents such
as transcripts, resumes, student schedules/confirmation of enrollment letters, etc. These
documents can take a long time to arrive or the applicant may sometimes forget to submit them.
Certain deadlines apply for applications depending on when they are submitted during the year.
If a membership application is received in the first half of the year (from December of
previous year to June 1), and appropriate documents have not been obtained by HRIA:
The applicant will receive an email from HRIA that he/she has until June 30 to submit all
necessary documents or his/her membership application will be deactivated.
If a membership application is received in the second half of the year (from June 2 to
November 30), and appropriate documents have not been obtained by HRIA:
The applicant will receive an email from HRIA that he/she has until December 19 to submit all
necessary documents or his/her membership application will be deactivated.
4.2
HRIA will stop approving new members for that calendar year starting on December 1 each
year and will commence approving membership applications again after the issuance of the
Annual Member Dues for the following year (usually mid-January).
This is to ensure that all of those who have been approved already have sufficient time to pay
their new member dues before the issuance of the annual dues the following year. On
December 2, pending members waiting for New Member Dues will be notified that they need to
pay their dues as of December 20. Pending members who have not yet paid their new
member dues as of December 20 will have their orders deleted, their membership application
deactivated and their status returned to Prospect so that they can apply for membership again.
HRIA | 4
4.3
Associate Member
An Associate Member is one who wishes to obtain the CHRP and is preparing to take the
National Knowledge Exam (NKE).
Acceptable documents for Associate membership include those that verify the completion of a
minimum of an undergraduate degree or Bachelor Degree (any field) including official
transcripts from an accredited Canadian post-secondary institution. These must come directly
from the university in the original sealed envelope.
Post-secondary education from a university outside of Canada (including the U.S.) will need to
be verified by IQAS (in Alberta) using a basic assessment. HRIA will also accept assessments
from other members of the Alliance of Credential Evaluation Services of Canada (ACES) if
applicant previously had their education assessed by them prior to moving to Alberta
(http://www.canalliance.org/).
In both cases, only original assessments mailed from the assessment centre are accepted.
General Member
The general membership category is open to all persons wishing to become members of HRIA.
Professional corporations and businesses may not apply for membership. Applicants must apply
as an individual to conform to the purposes of the Society and the maintenance of the Member
Register.
Student Member
Student membership is valid for individuals who fall into one of the below categories:
1. Enrolled in full-time or part-time studies in any degree program at an accredited postsecondary institution;
2. Enrolled in a continuing education program toward a certificate or diploma in Human
Resources Management;
3. Internationally educated professionals in Human Resources enrolled in a career bridging
program, Language Instruction for Newcomers to Canada (LINC) program at a recognized
post-secondary institution or immigrant-serving agency
Acceptable documents for Student membership that verify current student status include a letter
from the university, a screen shot of the persons current schedule or official working transcripts.
The document will only be accepted if it shows the students name, the school in which he/she
is enrolled, the name of the courses in which he/she is currently enrolled, and the date that
he/she is enrolled.
HRIA | 5
RETIRED MEMBERS
An HRIA Retired Member is a CHRP who has completely retired from the practice of human
resources and no longer actively uses her/his designation for work purposes.
Members requesting retired status must meet all of the following criteria:
1. The member is permanently retired from full-time employment and earning less than
$20,000 annually in active income as defined below*.
2. The member is not engaged in any activity where they would present themselves as a
CHRP.
3. The member is at least 55 years old.
Retired members are not required to submit a continuing professional development log. They
must only represent themselves as CHRP, Retired.
A member who obtains the retired membership status is not eligible to vote at HRIAs Annual
General Meeting.
A Retired Member who re-enters the workforce is required to apply for a change in membership
status to Certified.
Members who are reinstated to CHRP from Retired CHRP will have to pay back dues
from the time they left to the time they reinstate their designation.
These members will not need to pass the NKE or EVA again.
Members who reinstate their designation within their certification period will receive an
extension to submit a CPD log equal to the time they were listed as Retired.
Those who reinstate their designation outside of their certification period will get three (3)
years from the time they successfully reinstate to complete their continuing professional
development log.
There is a maximum of one retirement and one reinstatement per member, subject to
the Registrars discretion.
HRIA reserves the right to request verification of income at any time. The criteria above is
similar to peer professional associations that allow members to seek retired status ensuring the
profession retains knowledgeable and seasoned veterans of the professional practice who want
to give back to their professional association while ensuring the protection of the public interest.
*Active income includes gross income from all employment or director's fees and/or net income
from self-employment; it does not include pension or other retirement income, investment
income, support payments or disability income. All other sources of income are considered
active."
HRIA | 6
FELLOW CHRP
Each year as part of the Awards Program and the Annual Conference, Certified Members may
be nominated as a Fellow CHRP. FCHRP nominations are reviewed by the Fellowship Award
Committee who then makes recommendations to HRIAs Board of Directors on which
nominees, if any, should be granted the FCHRP. FCHRPs are awarded at the annual
Conference as part of the Awards Program.
FCHRPs are exempt from paying any annual membership dues but they must maintain their
CHRP through the usual CPD log process including completing 100 hours in each 3 year
continuing professional development log submission period.
Further information on the FCHRP nomination process can be found on HRIAs website.
HRIA | 7
Most professional associations have a reputation test as part of the registration process that
likely includes the completion of several questions regarding their background and an
attestation or affirmation of their good character. HRIA uses seven good character questions to
verify the good character of current members and new applicants.
The Registrar makes the final decision whether a new applicant or current member meets the
on-going requirement of this good character attestation subject to a potential appeal to the
Registration Committee. Decisions are made based on precedent, a point-in-time assessment
of the reputation of a member or applicant, whether the particular situation would bring disrepute
to the profession and/or whether there is an on-going risk to the public by having an applicant
certified or a current member continue to hold their designated status.
Failing to pass the Good Character Attestation (GCA) in any given year does not prevent future
applications. Depending on the gravity of the matter, the Registrar determines at that point and
time whether an applicant or member passes the good character test. As circumstances change
and applicants or members are able to present a convincing case that their character has
changed or improved then a new decision can be made. There are certain conditions of failing a
GCA, however, which will prevent an applicant or member from ever being a member of the
human resources profession because of the severity or type of offense.
If an applicant answers yes to any of the seven GCA questions, HRIA will notify the individual
via email to communicate the following:
a. The circumstances surrounding the situation to which one replied Yes on the
attestation. This should include a brief outline of the incident or situation and any
follow up or consequences that resulted from the situation.
b. An explanation with regard to why the situation or incident will NOT affect their
ability to provide competent and ethical HR services to the public (i.e.
organizations, clients, employees, etc.).
c. A statement as to why their continued membership should be accepted by the
Registrar, given the situation or incident that prompted the Yes response on the
attestation.
d. Any supporting documentation that is relevant to an appeal. In instances of a
criminal conviction or finding of unprofessional conduct with another professional
body, description of the situation and supporting documents must be provided.
If necessary documents are not received by the noted deadline in the email, HRIA will send a
reminder via regular mail to offer a new deadline by which one must submit this documentation.
Finally, after those two attempts to obtain a response have failed, a letter will be sent via courier
with a required signature notifying the applicant or current member their membership application
has been rejected or their membership has been revoked. Only current members will be sent a
letter via courier. Prospects will be notified that they cannot apply for membership with HRIA via
a letter through regular mail.
HRIA | 8
7.1
A member or membership applicant may appeal the decision of the Registrar directly to the
Registration Committee. A panel of three members of the Registration Committee including a
combination of assessors and auditors will be struck for the review of the appeal. The Chair of
this panel will determine whether the appeal is in order and whether to proceed with a hearing.
An applicant may choose either an oral in-person hearing or a written hearing where they do not
need to appear in-person. The Panel of the Registration Committee would be tasked with
determining whether the Registrar acted properly in making his or her decision. They will
consider whether there were any errors in the administration of the decision or whether there
was bias in the decision-making that would violate the principles of natural justice. An appeal is
not a re-hearing of the decision. The Panel members will determine whether a reasonable
person presented with the facts as they are would have made a similar decision.
The Panel Chair may choose to not hear the appeal if he or she believes there are insufficient
grounds to proceed or if the appeal request is frivolous or vexatious.
HRIA | 9
All former CHRPs and Candidate Members revoked for non-payment of dues will only be
considered for reinstatement pursuant to HRIA bylaws (3.14 Reinstatement Policy), unless they
are seeking to return as General or Associate members.
If a member returns to pay within the calendar year there will be a late fee applied to their
membership renewal unless they were Certified or Candidate Members and revoked.
Members who had their membership revoked for non-payment of dues and did not
communicate with HRIA regarding their dues payment indicating they wished to voluntarily
terminate their membership will be dealt with on a case-by-case basis by the Registrar.
If these members choose to return at a later date they will have to fill out the Good Character
Attestation appropriately. This means that one must answer yes to the question: Has your
registration, membership or a similar status in a professional organization ever been terminated
involuntarily? when they next apply for membership with HRIA.
Certified Members or Candidate Members who have had their certification or status with HRIA
revoked due to non-payment of dues may apply to have their status restored. Upon completion
of the appropriate form and the repayment of past dues as well as any other fee approved by
the Board, a former CHRP or Candidate Member will have their status restored.
If a CHRP missed a CPD submission log during their time as a non-member of HRIA then he or
she will be required to submit the log as directed by the Registrar. Candidates who are
reinstated will still need to complete the EVA within seven years of passing the NKE. No
extension will be granted due to their time away from HRIA.
A CHRP or Candidate Member who had their membership revoked due to a Discipline
Committee finding of unprofessional or unethical conduct may not apply for reinstatement
through this policy.
HRIA | 10
HRIA | 11
HRIA will work to meet requests for accommodation and create a reasonable accommodation
without causing undue financial hardship to the association.
If the date of the exam interferes with a religious observation of an exam writer, HRIA will make
arrangements to have the exam written on a different date - usually the Friday before the
nationally scheduled exam date.
All requests for accommodation must be sent in writing to HRIA no later than 8 weeks in
advance of the exam date. Proctors selected by applicants as part of the accommodation
process will have to prove their qualifications to oversee the exam writing and submit to any
other such requirements as HRIA or CCHRA may require.
10.3 REFUNDS
According to the national standards, exam registrants are able to request to cancel or defer their
exam online and will be reimbursed as follows:
-
60 days or more before the exam, 100% refund for exam cancellation
30 - 60 days before the exam, exams can only be deferred. There is no cost
to defer in this time period and the exam fee is transferred to the new exam
date.
7 30 days before the exam, registrants can defer the exam but there is a
deferral fee of $125.00
Within 7 days of the exam, exams cannot be cancelled and can only be
deferred for serious medical reasons and documentation must be provided to
HRIA. Deferrals approved in this time can be subject to the same deferral fee
of $125.00.
HRIA | 12
HRIA | 13
12.3 NOTIFYING CANDIDATES WHO MUST COMPLETE THE EVA FOLLOWING YEAR
Each year in December, HRIA will find Candidate Members who passed the NKE six years ago
and these Candidates will be notified that:
They need to submit and pass their EVA within the next year in one of the three EVA
submission periods (January, May, or September).
If they do not pass the EVA in the next year, their status will return to Associate and they
will need to re-write the NKE to start the certification process again.
If HRIA does not have confirmation of their degree (official transcripts on file) they will
also be informed that HRIA needs to have these transcripts sent in before their EVA can
be reviewed.
HRIA | 14
HRIA | 15
Functional Dimensions
FD Subsections
Number and Proportion
Strategy
14%
Professional Practice
16%
Engagement
9%
9%
9%
Total Rewards
9%
14%
9%
11%
44
100%
HRIA | 16
To verify whether an applicant qualifies in an enabling competency, they must complete the
EVA form and provide a reasonable example from a current or previous role where their
experience demonstrated that particular competency. Assessors will judge the relevance and
consistency with the application to determine whether it may be validated as part of the EVA
process.
Independence of actions relates to the amount of planning, self-direction, decisionmaking and autonomy involved in the work experience.
Depth of work requirements relates to the extent to which work experience requires
data analysis and interpretation.
Level of interaction relates to the degree to which the individual interacts with a
broad spectrum of contacts, including decision-makers.
Responsibility for work outcome relates to accuracy and extent to which the
individual is held accountable for his/her work and decisions.
Professional does not necessarily mean supervisory or managerial. It does not matter whether
one is working as an independent contractor or as an employee of an organization.
Professional does not need to mean senior level. Professional does not require that one have
overall responsibility for the HR function.
Junior levels within a human resources department performing administrative functions that are
clerical in nature are not considered at the appropriate level. Time spent in these positions will
not be credited towards the work experience component of the CHRP.
HRIA | 17
Recruitment
Posting Jobs
Writing Job Descriptions
Creating Interview Questions
Assisting in Interviews
Implementing innovative
strategies for recruitment or
interviewing
Phone screening of
candidates
Screen resumes for
managers
Talent mapping
Conduct or lead interviews
with prospective candidates
Analysis of talent needs and
gaps
Train and supervise
recruiters
HR Analysts
Identify organizational
learning priorities aligned with
business strategy
Presenting pre-existing
workshops or learning
lunches to employees
HRIA | 18
HRIA | 19
To be credited toward the experience requirement, 50% or more of an applicants time must
be in human resources as defined above to achieve the 3 years full time equivalent. In
instances where the workload is less than 100%, the Candidate Member would have to report a
period of time that is sufficient to meet the 3 years full time requirement. For example, 6 years
of work in a position which is 50% human resources would be required.
A.
General Managers
General management work may be considered if the human resources work comprises at least
50% and there is no HR department in the workplace. The general manager must be the
person who has direct responsibility and accountability for the strategy, design implementation
and coordination of one or more HR functional areas for the organization.
B.
Small Business
Small business owners/operators may gain suitable work experience towards the experience
requirement provided their business is established to provide HR advice. However, time spent
on business development supervising staff, for example is not applicable towards the
experience criteria. The remainder of the work would be calculated to come to the three year
full-time equivalency.
HRIA | 20
C.
D.
Lawyers
Employment lawyers may be able to meet the experience requirement depending on the type
of work they do. Work experience advising clients or conducting litigation is not eligible. Applied
human resources work experience for the law firm they are part a member of may qualify if it is
professional-level and a significant part of their work day. Professional level work for a client,
such as conducting labour negotiations, mediation, or conducting downsizing activities, would be
considered. Negotiating the terms of a contract would be considered human resources work while
writing out the contract at the direction of a client would not. Activities identified as practicing
human resources must be a significant part of the applicant's work experience and will be
prorated accordingly.
E.
Chief Executive Officers and Chief Administrative Officers (CAO) may meet the experience
requirement if the organization they are leading does not have an HR department or HR position
and if they are spending at least 50% of their time performing professional HR work. This
means they are going beyond simply line management work of supervising staff, assigning
work, setting pay, approving sick days or vacations, etc. This means they must be doing this
work independently of an HR professional and not acting on HR advice of others. CAOs may
wish to submit the municipal bylaw outlining their duties and responsibilities in addition to any
other documentation required to properly assess their experience.
F.
Academic research conducted by professors in the field of human resources may be eligible for
experience validation if it is a significant part of their work and/or replaces a course. Only
HRIA | 21
primary research in the field of human resources is eligible for inclusion in the experience
validation.
Junior levels within a human resources department performing functions that are clerical
or administrative in nature are not considered at the appropriate level.
Transactional work is not considered to meet the professional level. Transactional means
work that is of an administrative or support function, meaning, there is no judgment,
analysis or interpretation done to the data or information in the scope of your work.
Professional experience is not considered if all policies and procedures are developed at
a corporate level and not by the on-site HR management. The individual is in effect
administering the managerial decisions made elsewhere. This may be applicable in such
situations as a government, branch plant, mine or mill location with Corporate HR.
All volunteer work for which a Candidate Member is not receiving monetary compensation
or financial reward cannot be credited towards the experience validation.
HRIA | 22
EVA Audit Every year HRIA conducts a verification audit of information submitted by
applicants to confirm the validity of the employment history submitted.
HRIA | 23
7. The Manager, Professional Standards notifies all applicants of their outcome via email.
Those who were unsuccessful will also be mailed their outcome with a note that they
have 30 days to request a reassessment.
8. Those who do not pass the initial assessment have 30 days to apply for a reassessment.
The Candidate Member must fill out the reassessment application form indicating the
reason why their initial assessment was incorrect and submitting any such additional
information they believe would validate their experience. Applying for a reassessment
without a reasonable reason or purpose will result in the reassessment request being
rejected.
9. Reassessment requests are approved by the Registrar at their sole discretion subject to
Board guidelines. Approved reassessment requests will be assigned to two new
assessors with no prior knowledge of the initial assessment. This second round of
assessment will be deemed the final outcome.
HRIA | 24
10. Appeals of the final reassessment must be sent to the Registrar within 30 days of receipt
of the decision. The Registrar will appoint three members of the Registration Committee,
a mix of Assessors and Auditors, who have not been involved in the review of the case
file to consider the appeal as a Panel. The Chair of the Panel will rule whether the
appeal is in order.
If the appeal request is accepted, this Panel will decide if the Registrar erred in process
or in fairness when making the final decision. Fairness can be determined whether the
person requesting the appeal was singled out for refusal, was treated differently from
others or was treated more harshly than another similar applicant. The fairness or
justness of the decision can be also assessed on whether there was bias in the decision.
This Panel will also review the process of assessment to ensure that no errors were
made in the assessment process.
An appeal can go one of three ways:
a. The final outcome was found to be fairly assessed and the process was carried
out correctly. The final outcome stands.
b. An error was made in the processing of the assessment or the outcome was
influenced by bias. Two more assessors would be asked to do one more final
assessment.
c. A clear error or bias is apparent and the outcome is overturned to be replaced
with the Panels decision.
HRIA | 25
A chronological resume;
Job descriptions detailing current and relevant jobs;
An organizational chart, if available; and,
Any other such document as necessary to prove or validate an entry in the form.
Employer documents are preferred; however, if you cannot obtain up-to-date job descriptions, you
should create your own. Applicants are also asked to relate how their position(s) compare to the
criteria for professional level. Applicants must indicate the proportion or percentage of their
activities that fall within the area of human resources.
The member's application is reviewed by the Registrar for completeness before it is forwarded to
the assessors for review. The first step in the experience validation process is to determine
whether the experience is both in human resources and at the professional level. The second step
is to add up the professional experience to confirm it reaches the three year requirement. The
third step is to ensure that a sufficient breadth of HR experience has been shown in the
application.
If the credited time for the current position is less than the required three years, the assessors will
consider the prior position, and so on, up to a maximum of 10 years back.
HRIA | 26
Experience is
Not in HR
Experience is
in HR
Experience is at the
Professional Level
Experience is at the
Professional Level but not
in HR
Experience is in HR and at
the Professional Level
Experience is neither in HR
nor at the Professional
Level
Assessors will make a recommendation to the Registrar that will result in one of the following
outcomes:
1. Determine that the applicants experience meets the requirement and recommend to the
Registrar that the applicant be granted the CHRP.
2. Determine that the applicants experience does not meet the requirement in some respect
and recommend to the Registrar that the applicant not obtain the CHRP at this time.
3. Determine that a further review is needed and request another assessor review the file in
addition to their own review to confirm the finding.
The decision as to whether one fulfills the experience requirement is entirely based on the
criteria outlined above. This means that the only factor that counts is where applicants stand
with respect to these criteria. Assessors must make decisions based on the information
provided by the applicant and cannot make assumptions about the applicants experience
outside of what is contained in the application documents. The experience requirement criteria
are never adjusted based on the number or proportion of applicants that pass the experience
requirementthere are no quotas and there is no targeted pass rate.
HRIA | 27
Reassessment requests are approved by the Registrar at their sole discretion subject to Board
guidelines. Approved reassessment requests will be assigned to two more assessors with no
prior knowledge of the initial assessment. This second round of assessment will be deemed the
final outcome.
Appeals
Appeals of the final reassessment must be sent to the Registrar within 30 days of receipt of the
decision. The Registrar will appoint three members of the Registration Committee, a mix of
Assessors and Auditors, who have not been involved in the review of the case file to consider
the appeal as a Panel. The Chair of the Panel will determine whether the appeal is in order and
whether to accept it.
If the appeal request is accepted, this Panel will decide if the Registrar erred in process or in
fairness when making the final decision. Fairness can be determined whether the person
requesting the appeal was singled out for refusal, was treated differently from others or was
treated more harshly than another similar applicant. The fairness or justness of the decision can
be also assessed on whether there was bias in the decision. This Panel will also review the
process of assessment to ensure that no errors were made in the assessment process.
An appeal can go one of three ways:
d. The final outcome was found to be fairly assessed and the process was carried
out correctly. The final outcome stands.
e. An error was made in the processing of the assessment or the outcome was
influenced by bias. Two more assessors would be asked to do one more final
assessment.
f. A clear error or bias is apparent and the outcome is overturned to be replaced
with the Panels decision.
HRIA | 28
It does not change the beginning of your new Certification Date. For example, if you
submit your log in January but your certification period does not end until August, your
new certification period will begin in August again, not January.
Points gained in the last several months of your Certification period (after you have
submitted your CPD log) will not count towards your next CPD log submission.
Your CPD log can be audited any time in the year after your Certification End date so be
sure to maintain all of your supporting documents for your CPD hours even if you submit
early in case you are audited in the next year or so after your CPD log has been
approved.
HRIA | 29
If this occurs within the Certified Members certification period, they can
simply submit another CPD log before their Certification End Date.
If this occurs within the thirty days after the Certification End Date, the
member can submit another CPD log before their extra thirty days end but
will be charged a late CPD submission fee at that time.
If this occurs past the Certification Expiry Date (65 days after the Certification
End Date) the member will be sent a registered letter notifying them that their
CHRP and membership have been revoked and that they have 30 days to
appeal the revocation to the Registration Committee.
HRIA | 30
HRIA | 31
Date of activity;
Hours of learning for activity;
Content description of the activity; and,
How the learning relates to the Competency Framework if it is not immediately
clear.
Auditors need to see that you have learned from the activity cited and they need to be given a
clear idea of how many hours of learning were gained.
HRIA | 32
HRIA | 33
Printouts from an event with your notes on them as well as an agenda of the course
with name, date and topic
Certificate of Completion from the course or activity provided
Copy of course material
Course outline of courses or workshops developed
Signed confirmation from institute or workplace of courses or workshops developed
HRIA | 34
Certified Member moves from province to province, they must ensure they have their
designation recognized by the provincial HR association responsible for the CHRP designation.
In provinces where human resources is a self-regulated profession this becomes even more
important to ensure compliance with legislated requirements.
Members are responsible for obtaining membership in the new association as provincial
membership is not transferable.
Transfer-Out Process:
1. Log in to member profile and click on Transfer CHRP Designation.
2. Complete "Confirmation of Good Standing" form
3. Pay the $75.00 Transfer out fee.
4. Email Confirmation of Good Standing form to Certification Coordinator
5. HRIA forwards the form to the new association if the member is truly in good standing.
6. Receiving association will complete the CHRP designees enrolment as a professional
member in their province.
HRIA | 36
HRIA | 37
Price
The cost for new certificates is $30 plus GST for each certificate only, and $50 for both
certificate and frame.
HRIA will not place any rush or one-off orders due to higher costs. HRIA only orders certificates
in March, July and November each year and will order replacement certificates in line with one
of those order dates.
Members will be charged for a new certificate when:
Information
To order, please fill out this form and email to info@hria.ca . An order for the applicable
amount will be created and you will be notified when you are able to make that payment.
Once payment is received, HRIA will order your certificate at the next available order
period;
Payment for certificate is non-refundable;
The order will be available online in the Member Profile. A member pays this fee in the
exact way as they pay dues; and,
Payment options: major credit card or cheque or bank draft.
HRIA | 38
21 REVOCATION OF A CHRP
CHRPs may have their designation revoked for the following reasons:
The Registrar will notify CHRPs and Candidates who have not paid dues that their membership
and CHRP or Candidate status are revoked. The letter sent to CHRPs and Candidates who
have lost their membership and designation due to non-payment of dues will be informed they
have 30 days to appeal the revocation as per HRIA bylaws.
After the 30 days appeal period, revoked CHRPs and Candidate Members should refer to the
Reinstatement Policy if their revocation is due to non-payment of dues.
HRIA | 39
22 DUES DEADLINES
Pursuant to section 3.9(b) of HRIA Bylaws state that annual fees must be paid within 60 days of
the due date. The due date is interpreted as the date annual fees are issued.
All emails and mailed invoices are sent to the preferred emails and mailing addresses as
indicated in their profiles. Letters sent back as undeliverable will be sent to alternative member
mailing address on file if there is one recorded.
Below is the general timeline for the dues process.
Dates
Third week of January
End of February
March 1
Late Fees issued for those with outstanding dues items and members
notified by email and automated telephone message.
March 15 (Suspension)
Direct email from the office of the Registrar to CHRP and Candidate
Members notifying of deadline to pay dues and possibility of losing
their status and membership.
April 1 (Revocation)
HRIA | 40
Date:
Yes
No
Comments from the reviewers to the Candidate who has not passed: (if the requirement is not
satisfied, please indicate any guidance to the candidate to assist them in meeting deficiencies)
You show evidence of gaining the right experience, but have not yet met the required three year
benchmark in professional experience. We estimate you need _____________ more
months/years in your current position
Your HR career is progressing well, however, you need to develop more breadth to show
evidence of experience in at least two functional dimensions.
Your current role is a good foundational role in HR, however, you will need to progress to more
advanced responsibilities in order to meet the professional level experience requirement.
Reviewed by:
Name
Signature
HRIA | 41
HRIA | 42
HRIA | 43
HRIA | 44
11. Be proactive by thinking about possible changes of circumstances. For example, keep
in mind that you may change jobs and you might not be able to access some documents
in the future. Ensure that you keep supporting documents somewhere that you will
always be able to access.
12. Keep your CPD log in your personal email and personal computer in case your job
changes. Also, maintain all receipts and CPD supporting documents in a place where
you can access it in the future (for example - Dropbox).
13. Use documents that track not only your mentorship or coaching agreements but which
also note learning outcomes and goals discussed in the mentoring meetings or calls.
14. For any project cited in your CPD log, obtain validation in writing from your
supervisor/leader to support the hours involved and the outcomes.
15. You must be able to validate how many hours you counted in your log so track time for
all activities and maintain documents that will prove these hours.
16. When attending events, remember that meals, breaks and networking times are not
counted towards your CPD hours. Your CPD log is for tracking hours of learning.
17. Provide as much information as you can for each area of the log and activity. Remember
that 100 hours is the minimum.
18. When providing supporting documents to your auditor, ensure you note which activity
each document supports and in which part of the log.
19. Maintain a physical container where you keep everything you receive while attending an
activity over three years. This is helpful in accessing relevant supporting documents if
you are audited.
20. Be sure that you have claimed hours for an activity in only one section of the log.
21. When notified about an audit, gather supporting documents for the activities with the
highest number of points or hours to start and then work your way down from there.
22. If you are not sure you have enough hours, contact HRIA and have a conversation as
sometimes you may need to do some brainstorming to discover activities that may have
been missed.
23. When you have successfully passed the audit process, please pass on the learning
gained to other CHRPs in your office or network. Perhaps host a lunch and learn about
how to prepare your CPD log with audit in mind.
HRIA | 45
Participating in 'new work' projects/initiatives that help you gain greater understanding of the
HR body of knowledge. This can include:
o
implementing a new payroll system
o Implementing an HR training program (eg. Introduce legal requirements,
performance management, compensation etc.)
o merger/restructuring of company or department
o implementing a mentoring program
o establishing a new committee such as a Health and Safety Committee
o creating a monthly performance review program
o creating a new compensation program
Please note that these projects must fall out of the normal daily transactions such as
calculating payroll, conducting exit interviews, screening resumes etc.
Taking a college or university course in HR or a related field. Credit courses include courses
that may add up to a degree. These degree categories include:
o Undergraduate: Bachelor Degree
o Postgraduate: Masters Degree
o Doctoral Degree
o Non-credit courses which may be potentially compiled to meet certificate
requirements are also accepted. Examples of these would include train the
trainer classes, CEBS/CMS designations, Change Management certificate, HR
Management Certificate, Executive Program etc.
Providing leadership services such as mentoring. This can include mentoring agreements
between recruiting agencies, professional coaches, co-op students, interns, work experience
placements, and post-secondary mentoring programs.
Holding a board or committee position in a Non-profit or Charity or volunteering as Chair/CoChair or member of a committee, taskforce, or board. These do not have to be HR in nature.
HRIA | 46
Some examples of such would include Audit Committee, Human Resources and
Compensation Committee, Public Policy Committee, Community Impact Committee,
Communications Committee etc. Examples of boards include United Way Board, MultiEmployer Benefit Consulting Organization (MEBCO), HRIA Board etc.
HRIA | 47