1. Branch Meeting July 2014

2. New Branch Finance Model New Branch Finance Model Strengthening our Regional and Branch Networks CIPD Strategic Purpose & Direction Careers and focus on Students Careers and focus on Students New Membership Model We have the opportunity to discuss what interests you most

3. CIPD – Our shared purpose 3

4. Promote and develop the Profession Research to progress thinking and practice Policy leadership to champion the key issues Promote and develop the Profession Research to progress thinking and practice Policy leadership to champion the key issues Be a Career and Capability Partner of choice Recognise the different needs of members at each stage of their career journey Provide differentiated and valued solutions, professional and personal support Be a Career and Capability Partner of choice Recognise the different needs of members at each stage of their career journey Provide differentiated and valued solutions, professional and personal support Set and maintain professional Standards Enable the professionalism of individuals Uphold Code of Conduct Provide CPD solutions Set and maintain professional Standards Enable the professionalism of individuals Uphold Code of Conduct Provide CPD solutions As a Chartered professional body, our purpose translates into the following critical missions... 4

5. The Profile of the Profession Standards setting and maintenance Thought Leadership through research Access and commitment to a CPD agenda and solutions Relevant, differentiated and valued member services and benefits Connectivity through communities and networks Charter Status - independent and trusted voice Charitable Status - Purpose & societal contribution...drive a positive and proactive agenda that enables and builds...for the benefit of members, the Profession, individuals, organisations, economies and society These missions span a number of responsibilities and activities 5

6. “I work in a Profession and belong to a Professional body both of which are recognised and valued” “I am guided by the Profession Map and governed by a Professional Code of Conduct” “I have full access to all the latest research and best practice; both help me do my job better” “I am required to keep my CPD up to date. Membership represents my Professionalism” “Whoever I am, I can access tailored help and support at every stage of my career” “I can connect to professionals just like me and benefit from local CPD events and activities” “I have a strong sense of belonging to a professional body with Purpose, influencing Govt on key Policy agendas and giving me a platform to give back” “As a not-for-profit organisation I can be confident that revenues will be invested for the good of members and the Profession”...combining to derive significant value for CIPD Professional Members 6

7. ...some of the more obvious and tangible benefits include

8. Framework for Future of HR and People Development Work Workforce Workplace HC metrics Bus language of HR Data analytics Behavioural science Psychology Neuroscience Values and ethics Systems thinking Economy Political and regulatory Technologies HR operating models HR capabilities Better work and working lives Insight on Changing Context HR & Learning Processes, Practices, Policies Science of human and organisational behaviour Business, Commercial Insight, and Analytics

9. The Profession for the Future

10. 10 Key Research and Policy themes Human capital management & metrics Eg. Valuing your Talent, analytics Future of skills Eg. skills policy, youth unemployment Rebuilding trust and healthy cultures Eg. trustworthy leaders, fairness, trust in NHS Changing nature of work Eg. zero hour contracts, entrepreneurs, megatrends

11. Refreshing the CIPD brand – what does ‘championing better work and working lives’ look and sound like?

12. 12 Developing a differentiated membership proposition

13. Evolving our member proposition and delivering strategic objectives Rationale for change 1.To deliver a differentiated member proposition better aligned to career and professional development 2.To provide relevant support at all stages of the member journey and to simplify routes into the profession 3.To promote the profession as a career choice and enhance the student proposition to focus on student recruitment and grow pipeline into CIPD 4.To grow all levels of membership, relationships, reputation and relevance and to reinforce the position of CIPD as the pre- eminent leader of the HR and L&D profession in the UK and influence in our chosen international markets 13

14. 14 Value of status and relevance of member proposition with grade progression

17. 17 Focus on student recruitment - pipeline into the profession

18. The touch-points are not necessarily chronological. At each touch-point we will provide: 1. clear, concise and inspiring information, advice and stories of real people /careers 2. the opportunity for interaction face to face or online/telephone with experts for advice, support or feedback 3. practical tools, services, events and networks that improve career success 18 CIPD: your career partner ‘touch-points’

19. Proposed student journey Position HR as an attractive and rewarding career option. Schools, FE and HE PLUS Career advisors and channels. Promote CIPD qualifications. Support centres to attract CIPD students. Provide students with study support during their programme. Support employers – corporate partners Contribute to study experience by providing an engaging community they can interact and grow in. Provide ongoing support towards their development and enable them to progress in their careers. Provide clear guidance and support to helping them achieve professional membership. © CIPD 2012 Revised student website navigation 19

20. 20 The immediate focus for 2014: Testing new career services: student and fellows Website: regroup existing content, develop new in missing areas (webinars, webchats, case studies, videos, blogs etc) focusing on Student Members, Fellows and those changing careers or having a career break Services: career workshops (all levels), career coaching service, CV /application feedback service, mentor matching, work experience/dissertation matching. Materials: support packs for those from branches and others visiting our Student Members, careers events and school children Review and extend to rest of membership as appropriate in 2014/15/16 From June 2014 Pilot June to Dec 2014

21. 21 New Branch Finance Model

22. New Branch Financial model sets out to resolve 3 key questions how we better deliver our financial accounting commitments? adhere to legal/governance challenges support the Treasurer role/skills challenges you can often face locally address the resourcing challenges we have here in Wimbledon how we clarify and resolve the reserves situation? how we better calculate and administer the annual branch funds? better support and embed Business Plan completion....not helped by the fact that CIPD and Branches operate on a different calendar year (1 July to 30 June and 1 April to 31 March respectively)

23. 3 supporting documents will help us deliver the change

24. 24 Strengthening Regions and Branch Networks

25. Strengthening CIPD branch networks and regions to enhance local presence & impact Pan London agenda and business Plan now confirmed 7 Local branches (including new East London & Docklands branch) Engagement with NAP team Early discussion on ambitions and possibilities going forward Northern Ireland Sustainable administrative support solution Scotland 6 months in situ, early wins emerging, with opportunities abundant and lots still to do Wales New boundaries and 3 rd Welsh branch in progress. Pan-Wales meeting delivers a headline Plan Channel Islands Jersey & Guernsey will become a stand-alone branch from July 2014

26. John McGurk Head of CIPD Scotland Louise Harley Events & Partnerships Manager Lee Panglea Market Development Manager Shared Admin Support Donald Gordon Chair of CIPD Scotland Branch Chair North & islands Branch Chair SEast Scotland Branch Chair West Scotland Branch Chair Mid Scotland Branch Committees and Volunteers CIPD employed resources CIPD volunteer resources One effort, working together to deliver impact locally The Scottish model….led as ONE CIPD

27. Scotland was set up to:

28. Supported by: Conferences, events and partnerships Member engagement and segmentation Scottish research, data and insights Supported by: Conferences, events and partnerships Member engagement and segmentation Scottish research, data and insights 3 clear and connected work-streams....

29. Thank you