CPD means adding to your professional knowledge and keeping your skills up to date throughout your career Professional knowledge is based on formal qualifications 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 designation CPD hours Verifiable and non- verifiable CPD activity 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 Registration 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

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 –1 st 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 –1 st 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 Continue to communicate and encourage members to start tracking their CPD October 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 February 2017 Compulsory submission of annual CPD claim for all members with membership renewal March 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?