1. Welcome to the Cplp cohort!
Your path to becoming a
Certified Professional in
Learning and Performance
By Melanie anderson Allien

2. 3 Objectives for Today: 1. Provide information about the cohort
What it is/is not
How much it costs
Benefits of joining
How you can register
2. Explain the Certification process
Knowledge test
Work product requirement
3. Determine interest levels
Participants
Volunteers

3. American Society of Training and Development/ Association for Talent Development
The Founder of ASTD, Bob Pike, speaks on CPLP: Words from experienced CPLP’s
Voice of experience

4. Reasons to pursue certification
Increases/validates skills and knowledge
Supports continued professional development
Demonstrates a high level of commitment to the field
Demonstrates high level of knowledge and skill
Enhances professional reputation
Communicates credibility
Career advancement/increased earnings opportunities
Differentiator in a competitive job market
Recognition by a third party
Personal accomplishment
Reasons to pursue certification

5. Requirements To become a CPLP
Have at least five (5) years of industry related experience.
Pass a knowledge exam consisting of 150 multiple-choice questions.
Submit a successful work product that focuses on one of four Areas of Expertise:
Performance Improvement
Instructional Design
Training Delivery
Managing Learning Programs
(Previously- Designing Learning, Delivering Training, Measuring and Evaluation- no longer included, Improving Human Performance and Managing the Learning Function)
Requirements To become a CPLP

6. Knowledge Exam Includes 150 multiple choice questions Assesses knowledge in 10 Areas of Expertise Some areas are weighted more than others No penalties for guessing Work Product Submission is in one of four available Areas Of Expertise Work product must be current Need to answer questions about project Need to obtain signed permissions Submission is independently rated by experts in the field
CPLP Components

7. COMPETENCIES FOR THE WORK PRODUCT

8. Performance Improvement
Apply a systematic process for analyzing human performance gaps and for closing them.
Be able to:
Identify the customer.
Conduct performance analysis.
Conduct cause analysis.
Analyze systems.
Gather data.
Incorporate customer and stakeholder needs.
Select solutions.
Manage and implement projects.
Build and sustain relationships.
Evaluate results against organizational goals.
Monitor change. 00
Performance Improvement

9. Design and develop informal and formal learning solutions using a variety of methods.
Be able to:
Conduct a needs assessment.
Identify appropriate learning approach.
Apply learning theory.
Collaborate with others.
Design a curriculum, program, or learning solution.
Design instructional material.
Analyze and select technologies.
Integrate technology options.
Develop instructional materials.
Evaluate learning design.
Instructional Design

10. Deliver informal and formal learning solutions in a manner that is both engaging and effective.
Be able to:
Manage the learning environment.
Prepare for training delivery.
Convey objectives.
Align learning solutions with course objectives and learner needs.
Establish credibility as an instructor.
Create a positive learning climate.
Deliver various learning methodologies.
Facilitate learning.
Encourage participation and build learner motivation.
Deliver constructive feedback.
Ensure learning outcomes.
Evaluate solutions.
Training Delivery

11. Managing Learning Programs
Provide leadership to execute the organization’s people strategy; implements training projects and activities.
Be able to:
Establish a vision.
Establish strategies.
Implement action plans.
Develop and monitor the budget.
Manage staff.
Model leadership in developing people.
Manage others.
Manage and implement projects.
Manage external resources.
Ensure compliance with legal, ethical, and regulatory requirements.
Managing Learning Programs

12. 2014 Schedule (2015 NOT YET POSTED)
Knowledge Exam
Work Product 
 Testing Window
Registration Deadline
Dates for Testing 
Submission Deadline 
Requirements Posted*
Score Notification 
 March
2/10/14
3/15-4/5 
8/22/14 
By 4/1/14
Week of 10/13/14 
 May
4/7/14
5/3-6/7 
 September
8/11/14
9/ /4 
2/20/15 
By 10/1/14
Week of 4/6/15 
 November
11/10/14
11/8 - 12/6 
Week of 4/6/15 
2014 Schedule (2015 NOT YET POSTED)

13. Why People Fail the Work Product
Not answering questions about their work to the raters' satisfaction.
Work product (evidence) MUST be an assessment/evaluation of an actual learning event- not the needs assessment to determine if training is needed.
Didn't follow the directions.
Solely using personal experience to answer a follow-on question, instead of answering the actual question.
Ego. Answering follow-on questions by listing credentials and making the case for why they're qualified to answer the question.
Source: Owl’s Ledge LLC- The Certification Experts
Why People Fail the Work Product

14. Work Product Stats Date Admin Windows Exams Scored
% Individuals Passed
% Individuals Failed
June 2005 – December 2013 16
2,370
67.7%
32.3%
Work Product Stats

15. Written Knowledge Exam Stats
Date
Admin
Windows
Exams Given
% Individuals Passed
% Individuals Failed
June 2005 – December 2013 33
3,772
75.7%
24.3%
Written Knowledge Exam Stats

16. Testing Fees ASTD National Member: $799.00 USD Nonmember: $999.00 USD
Fees Include:
Knowledge exam seat 
Knowledge exam score report 
Work product submission score report 
CPLP certificate and lapel pin
Testing Fees

17. Austin Austin Community College 5930 Middle Fiskville Road Business Communication Solutions, 1508 Dessau Ridge Lane Tactix Consulting Group, 7901 Cameron Road, Building 2, Suite 325 San Antonio Business Communication Solutions, 2379 NE Loop 410 Tactix Consulting Group Inc, 9504 North Interstate 35, Suite 303-3
Local Testing Sites

18. Maximum Allowable Points
Accumulate 60 CPLP recertification points during each three year recertification period
Points are earned in the following approved categories as outlined below:
Categories
Maximum Allowable Points
Continuing Education 30
Speaking and Instructing 20
On-the-Job Experience
Research and Publishing
Leadership and Recognition 15
Professional Membership
Recertification

19. 100% of employers interviewed stated that future recruiting practices for open positions will prefer the CPLP credential 100% of CPLP credential holders felt more capable and more confident at their jobs, now that they have completed the CPLP program “Credentials not only show that the individual is going to keep their skills current, but that the individual is serious about their profession. The credential is not required but they want it anyway because they are passionate” – CLO at a major association
CPLP Evidence

20. Frequently asked questions
Q: Do I have to take the test? No, this can be used for Professional Development Q: How much does it cost to be in the program? $75 for local members Q: What is included? 2 years of access to CPLPs, Wiki, Study Guides and curriculum materials from the 2013 test Q. How much are the curriculum materials? The ASTD Learning System is $449 for National members ($595 for non-members) Q: How much time does it take? Approx. 6-8 hours each month to read the modules and attend the class Q: What will I get out of it? Collaboration with local TD professionals and CPLPs Q: How can I find out more? or call Customer Care at NAT.ASTD Go to:
Frequently asked questions

21. The ASTD Learning System includes content and practice questions for each of the 10 Areas of Expertise (AOEs), a Master Glossary of terms, and the Study Guide for Groups which can be used by ASTD Chapters and others to form local and virtual study groups.
AOE 1:   Performance Improvement AOE 2:   Instructional Design AOE 3:   Training Delivery AOE 4:   Learning Technologies AOE 5:   Evaluating Learning Programs AOE 6:   Managing Learning Programs AOE 7:   Integrated Talent Management AOE 8:   Coaching AOE 9:   Knowledge Management AOE 10: Change Management
The ASTD Learning System comes with both downloadable PDF and digital access options. You may also order a hard copy Print Option for an additional cost. Learn more.
Astd learning system

22. Cohort facilitators Month Module Facilitator(s) 23-Aug Orientation
Melanie Allien/Linda Warren
20-Sep
1. Performance Improvement
KatieO'Malley/Sallia Bandy
18-Oct
2. Instructional Design
Kristin Shalko
15-Nov
3. Training Delivery
Star Fisher/Sallia Bandy
n/a
4. Learning Technologies
17-Jan
5. Evaluating Learning Impact
Shauna Herman/Sallia Bandy
21-Feb
6. Managing Learning Programs
Linda Warren/Dan Young
7. Integrated Talent Management
Linda Warren
28-Mar
8. Coaching
Pamela Villars/Pam Caldwell
9. Knowledge Management
18-Apr
10. Change Management
Jennifer Caruso/ Pamela Villars
Cohort facilitators

23. Thank you for joining us!
Information about the cohort
A fun group of TD professionals who share the responsibility of learning
Access to CPLPs monthly, curriculum from 2013 if you choose
Register online for each class on the local website calendar
$75 for 2 years; payment due by the November session
Certification process
Knowledge test- written exam of 150 questions from 10 competencies
Work product requirement- 4 AOE
Interest levels
Participants- prepare for class by reading curriculum and study guides
Volunteers- assist with responsibilities like librarian, accountant, facilities