CPD    means  adding  to  your  professional  knowledge  and  keeping  your  skills  up  to  date  throughout  your  career    

Professional  knowledge  is  based  on  formal  qualifica6ons  

Professional  skills  are  acquired  through  workplace  experience  

CPD    involves  you  seeking  out  learning  and  development  from  a  variety  of  sources  

CPD  is  based  on  the  HR  Competency  Model  

CPD  is  a  requirement  to  retain  your  professional  designa6on  

CPD  hours    

SABPP  Professional  registration  level  

Minimum  hours  of  learning  in  any  3  year  rolling  cycle  

Minimum  hours  of  learning  in  each  year  

HR   Professional,   Chartered  HR   Professional,   Master   HR  Professional  

 

120  (30  points)  

 

20  (5  points)  

 

HR  Associate   80  (20  points)   16  (4  points)  

HR  Technician   60  (15  points)   12  (3  points)  

 

Verifiable  and  non-­‐verifiable  CPD  ac6vity  

Assess  your  competency  and  draw  up  your  own  development  plan  

Keep  track  of  your  learning.  Submit  a  claim  at  year-­‐end  

Compulsory  ethics  points  to  be  earned  each  year  

SABPP New CPD Policy

•  Approved by the Board February 2015 •  Launching June 2015 •  Voluntary phase 2015 – 2016 •  Compulsory to submit claim end 2016

CPD requirements •  1  point  is  earned  per  4  hours  of  learning  

SABPP  Professional  Registra2on  Level  

Minimum  hours  of  learning  in  each  calendar  year  

Minimum  hours  of  learning  in  each  3  year  rolling  cycle  

HR  Professional,  Chartered  HR  Professional,  Master  HR  Professional  

20  (5  points)   120    (30  points)  

HR  Associate   16  (4  points)   80  (20  points)  

HR  Technician   12  (3  points)   60  (15  points)  

•  At  least  50%  of    points  must  come  from  verifiable  CPD  •  At  least  1  point  per  annum  must  come  from  ethics  development  

Verifiable / Non-Verifiable

•  At least 50% points from verifiable – Means that there is a document or other means of confirming that

the activity was completed. •  Non-verifiable CPD is also good CPD

Verifiable CPD (1)

•  Drawing up your IDP = 1 point – Based on assessment against Competency Model = additional 1

point – Can use existing IDP from your employment or IDP from other

professional body CPD •  Structured Learning (workshops, events, conferences, web-

based/e-learning = 1 point per 4 hours of attendance – + 1 point overall where the course/workshop/event has been

quality assured by SABPP (this will reflect in the points allocated to the learning event by the LQA of the SABPP)

Verifiable CPD (2) •  Other = you decide how many points to claim based on hours of

actual learning: – Further formal qualifications – HR technical/professional meetings attended – Research, writing and other academic activities –  Learning through work (projects, process development etc.) – Being mentored/coached –  Informal learning e.g. discussion groups – Giving back to the profession

•  SABPP Committee work, mentoring, Candidate supervision, voluntary work for SABPP

Non-verifiable CPD - examples

•  Reading (business newspapers, professional journals, blogs)

•  Watching HR related DVDs, TED talks, U-tube etc. •  On-the-job training •  Watching relevant TV programmes •  Attending in-house meetings •  Having one-on-one discussion with peers on HR matters.

CPD event approval by SABPP

•  Process has been in place for some years •  Provider submits application to LQA department •  If the criteria are met, approval is granted and programme

reference number generated •  At the event/course, attendees must sign attendance

register with ID numbers •  Provider sends attendance register to SABPP LQA who will

generate the CPD certificates

CPD process summary

Set  up  tracking  system    

Draw  up  own  development  

plan  

Track  achievement  

Submit  claim  January  

SABPP  audits  5%  March/

April  

SABPP  reports  to  Board  May  

CPD process summary

Set  up  tracking  system    

Draw  up  own  development  

plan  

Track  achievement  

Submit  claim  January  

SABPP  audits  5%  March  /  

April  

SABPP  reports  to  Board  May  

If  you  have  an  Individual/Personal  Development  Plan  at  work,  you  can  integrate  the  two  so  you  just  have  one  Plan  

 

CPD  CLAIM  FORM  

 YEAR  ENDING  31  DECEMBER  _______________    

 REGISTRATION  NUMBER  ___________________  

 MEMBER  SURNAME  _______________________    

 MEMBER  FIRST  NAME  _____________________  

 LEVEL  OF  REGISTRATION  (HRT/HRA/HRP/CHRP/MHRP  [please  circle  which  is  applicable]    CPD  3  YEAR  CYCLE  COMMENCING:      1/1/2015  Or  Date  of  original  registration,  whichever  is  later:    _________________________________    CLAIM  FOR  2015:    

VERIFIABLE   NON-­‐VERIFIABLE    Points  claimed:    

 Points  claimed:  

CLAIM  FOR  2016:    VERIFIABLE   NON-­‐VERIFIABLE  

 Points  claimed:    

 Points  claimed:  

CLAIM  FOR  2017:    VERIFIABLE   NON-­‐VERIFIABLE  

 Points  claimed:    

 Points  claimed:  

 

SIMPLE CLAIM FORM – EXAMPLE APPENDIX 2 TO THE POLICY IN YOUR PACK

Consequences of lack of adherence to CPD requirements •  Failure to submit claims by deadline

–  1st offender – R250 fine after 1 months grace –  Repeat offender (failure to respond to requests) – R500 fine after 3 months grace –  Defaulter (failure to respond for full year) – referred to Professional Registration Committee

for possible downgrading by one level. •  Failure to submit Evidence File when requested

–  1st offender – R250 fine after 1 months grace –  Repeat offender (failure to respond to requests) – R500 fine after 3 months grace –  Defaulter (failure to respond for full year) – referred to Professional Registration Committee

for possible downgrading by one level. •  Negative audit report on Evidence File

–  Referral to dispute resolution process in line with Ethics Complaints Procedure –  CPD Committee to manage process and agree on remedial action / sanction.

Governance of CPD

•  Board monitors through reviewing twice yearly report •  CPD Committee

– Supervises dispute resolution – Monitors administration reports – Compiles twice yearly Board reports – Reviews and updates Policy

•  Office – Develops and manages systems

CPD will be phased in

June  2015  

Communicate  to  all  members  in  HR  Voice  Launch  at  AGM  25th  June  Members  start  personal  CPD  records  Set  up  electronic  system  

September  2015  

Enrol  volunteers  to  pilot  new  CPD  Policy  and  tracking  systems    Con6nue  to  communicate  and  encourage    members  to  start  tracking  their  CPD  

October  2015  -­‐  February  2016  

Pilot  volunteers,  and  any  other  members  who  wish  to,  submit  annual  CPD  claims  together  with  membership  renewal  Test  sample  claims  and  CPD  Evidence  Files  Communicate  that  submission  of  CPD  claims  will  be  compulsory  in  2016  

October  2016  -­‐  February  2017  

Compulsory  submission  of  annual  CPD  claim  for  all  members  with  membership  renewal  March  2017  -­‐  sample  claims  and  audit  5%  of  CPD  Evidence  files  

Frequently Asked Questions

•  Will it cost me a lot of money? •  Will it take a lot of time? •  Do I need to do CPD if I am at the top of my profession? •  How do I work out my hours of learning? •  Won’t it be a lot of work to record my activities? •  How will I know from the SABPP what is approved CPD

formal learning?

New CPD page on SABPP website

•  Downloads – Policy – FAQs – Excel sheet to track CPD – Claim form

•  Listing of SABPP approved CPD events

Volunteers for the pilot, please complete form in your pack and hand it in or leave on the table. Questions: contact Penny or Naren

Any questions?