1. Expired Survey
Results as of

2. Expired Survey Summary
410 respondents
Most former PHR (55%) and SPHR (44%)
With 50 years or less (52%)
Equally distributed in management & non-management levels
Main reasons to let credential expire:
Miscommunication
44% said they were NOT notified when cert. lapsed
49% said they were NOT notified when cert. expired
“I was not notified/reminded that the expiration was upcoming.”
“I didn’t know mine was expired.”
“I have continually kept my certification but do wish for confirmation that it is still valid and/or assist in the process per the offer previously made. Daryl George )
Couldn’t meet the recert requirement due to Monetary reasons
Too hard to meet the recertification requirements
Career change
Retire

3. Expired Survey Summary
72% would consider earning credential again
“To maintain knowledge base and recognition as an HR expert.”
“I enjoyed the knowledge and keeping current. Miss it.”
“Feel it offers proof of professional experience and knowledge.”
“At my level, it would be beneficial to others who are being mentored by me.”
“It is a valuable certification to have and I wish I never let it lapse.”
“Because I was proud of it”
“To be able to put on resume and find other career opportunities.”
“Career change back into HR.”
“I would because having my SHRM certification was everything to me. Sometimes life deals you a "curve ball" without notice and it would have been great if there was a six month or one year grace period for consideration.”
“I intend on retesting as soon as possible.”
“Just signed up to take SPHR.”
“I am saddened that because of circumstances I could not complete the training requirement. Makes me feel like a failure.”
“The company I am currently with values professional HR certifications. I would like the opportunity to recertify if possible.”
I was very proud to be able to say I was a PHR. I worked hard for the title of certified HR Professional. It is a little embarrassing for me to no longer have the recognition of being a PHR because in the past I was a big supporter of the HR Certification Program and would try to recruiter other HR people to become certified.”
70% would earn the same certification(s) held before

4. Expired Survey Summary
An additional 10% would consider earning certification again, if incentive were offered
Types of incentives suggested:
Financial (e.g., discount on cost; if the cost to get the credits were significantly reduced; employer support)
Process related (e.g., recertify without retaking the test; easy/automatic)
Value based (e.g., “Additional compensation from my current employer”; “Having HRCI commit to a meaningful public relations program”)
Reasons for not consider earning credential again for those still active in HR roles are mostly “value based”
“I don't need for my job.”
“Doesn't add value when looking for a job, especially being older generation.”
“Not relevant or significant value to my career.”
“My current Company, Ford Motor Company, does not recognize the certification and it is not needed for promotional opportunities within the Company.”

5. Suggestions of Resources or Assistance
EDUCATION/ COMMUNICATION
“Examples of what work experiences and activities could be used to re-certify.”
“A listing of short, inexpensive continuing education classes (and online certified providers) that are held locally or online.”
“Letting me know of no or low-cost opportunities to retain certification.”
“Did not understand how to submit. Better instruction and expectations would have been helpful.”
“Monthly updates as to events/seminars in my area that qualified for hours for recertification.”
“More notice that the certificate expiration date”
“Receiving a status report of progress & timeline toward recertification would have been helpful.”
RECERT REQUIREMENTS POLICY
“Allowing more recertification credits to be obtained through web based training”
“At the SPHR level, it is my opinion that work experience should be sufficient for recertification. “
“Accepting more on-the-job training/experience. With budget constraints, it's very hard to take external classes, or attend conferences and seminars. Many companies do not have a training and development budget.”
“It would have been nice to be able to been allowed to drop down to PHR since it was the new strategic credits that were difficult/expensive”
“Recognizing that the role I have is certification enough. I am the Chief HR Officer of a $34 billion global company. I don't have time.”
RECERT PROCESS / TECHNOLOGY
“Easier solution to tracing recertification requirements.”
“I was unable to go online to finish the process because the system was repeatedly unavailable (due to heavy use before the deadline).”
“I never received any feedback from my submission showing that I had achieved enough hours for recertification.”
“The process of registering credits is extremely unfriendly and time consuming. I suggest a redesign.”
“I was having trouble working with the login and working within the system to record my recertification credits.”
OTHERS
“Having a real person (mentor/advisor?) available to explain the requirement and help guide me would have been useful inasmuch as the requirement for recertification was new (and, in my opinion, confusing).”
“I live and work in Afghanistan since It was too difficult to try to recertify only online with power outages, internet outages, etc. There are not enough options for recertification for people who live in third world countries.”