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HR Certification Institute

2013 Certification Policies and Procedures Handbook PHR SPHR GPHR PHR-CA SPHR-CA

Table of Contents
Message from the HR Certification Institutes Chairman of the Board of Directors and the Executive Director:. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Accreditation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Certification Exams . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exam Delivery . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Nondiscrimination Statement. . . . . . . . . . . . . . . . . . . . . 4 5 5 5 5 Application Submission Deadlines . . . . . . . . . . . . . . . . Exempt-Level (Professional) HR Work Experience . . If Your Job Title Is Not Listed on the Application . . . . Documenting Work Experience . . . . . . . . . . . . . . . . . . Exam Application Audit . . . . . . . . . . . . . . . . . . . . . . . . Special Accommodation Requests . . . . . . . . . . . . . . . . Payment Methods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exam Type Change . . . . . . . . . . . . . . . . . . . . . . . . . . . . Review of Exam Score . . . . . . . . . . . . . . . . . . . . . . . . . Duplicate Score Report. . . . . . . . . . . . . . . . . . . . . . . . . After Applying For the Exam . . . . . . . . . . . . . . . . . . . . Application Status Categories. . . . . . . . . . . . . . . . . . . . Appeal Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exam Eligibility Appeal Decision . . . . . . . . . . . . . . . . . Disciplinary and Certification Action/Appeals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 16 16 17 17 17 17 17 18 18 18 19 19 19 20

QUICK REFERENCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
HR Certification Institute: . . . . . . . . . . . . . . . . . . . . . . . 6 Prometric. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

SPECIAL SERVICE FEES . . . . . . . . . . . . . . . . . . . . . . . . 17

2013 CERTIFICATION POLICIES and PROCEDURES HANDBOOK


EXAM PERIODS, APPLICATION DEADLINES AND FEES . . . . 7
Testing Dates and Application Deadlines. . . . . . . . . . . . 7 How to Apply and Schedule Your HR Certification Exam . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

PHR ELIGIBILITY . . . SPHR ELIGIBILITY . . GPHR ELIGIBILITY . . PHR-CA/SPHR-CA

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EXAM TEST CENTERS AND APPOINTMENT SCHEDULING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20


Test Center Locations . . . . . . . . . . . . . . . . . . . . . . . . . . Schedule Early. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exam Scheduling. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Exam Dates Affected By Severe Weather and Local or National Emergencies. . . . . . . . . . . . . . . . . . . 20 20 20 20

CERTIFICATION OVERVIEW
WHAT IS CERTIFICATION? . . . . . . . . . . . . . . . . . . . . . . 10
Components of Professional Certification Programs . 10 Why Earn a Credential? . . . . . . . . . . . . . . . . . . . . . . . . . 10 Choosing the Appropriate Exam . . . . . . . . . . . . . . . . . . 11 Profile of a Candidate . . . . . . . . . . . . . . . . . . . . . . . . . . 11

EXAM RESCHEDULES, RESCHEDULE FEE, CANCELLATIONS AND REFUNDS. . . . . . . . . . . . . . . . . . . 20


Rescheduling Process and Fee. . . . . . . . . . . . . . . . . . . To Reschedule Your Exam Appointment: . . . . . . . . . . . Exam Appointment Cancellation and Application Withdrawal. . . . . . . . . . . . . . . . . . . . . . . . . To Cancel an Exam Appointment. . . . . . . . . . . . . . . . . Exam Refunds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Medical or Personal Emergency Refund . . . . . . . . . . . 20 21 21 21 22 22

EXAM OVERVIEW. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Pretest Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Phr and Sphr Exams . . . . . . . . . . . . . . . . . . . . . . . . . Gphr Exam. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Phr-Ca/Sphr-Ca Exam . . . . . . . . . . . . . . . . . . . . . . . How the Exams Are Developed . . . . . . . . . . . . . . . . . . Passing Score. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 12 13 13 14 14

PREPARING FOR THE EXAM


EXAM PREPARATION . . . . . . . . . . . . . . . . . . . . . . . . . . 23
HR Certification Institutes Online Glossary of Terms. 23 Assessing Your Readiness . . . . . . . . . . . . . . . . . . . . . . . 23 Phr, Sphr, Gphr and California Online Assessment Exams . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

APPLYING FOR AN EXAM


ELIGIBILITY REQUIREMENTS. . . . . . . . . . . . . . . . . . . . . 15
Apply and Schedule Early. . . . . . . . . . . . . . . . . . . . . . . Terms and Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . Application Confirmation . . . . . . . . . . . . . . . . . . . . . . . Application Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . Your Authorization to Test Letter (Att). . . . . . . . . . . Address Changes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Name Corrections and Name Changes. . . . . . . . . . . . . Additional Forms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 15 15 15 15 15 16 16

EXAM DAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
Forms of Identification . . . . . . . . . . . . . . . . . . . . . . . . . Presenting Proof of Identity at International Test Centers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Middle Initial, Signature, and Photo. . . . . . . . . . . . . . . Hyphenated Names. . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 24 24 25

TEST CENTER RULES . . . . . . . . . . . . . . . . . . . . . . . . . . 25


Registration Processes (All Candidates). . . . . . . . . . . 25 Registration Processes (International Candidates). . . 26 Exam Processes (All Candidates) . . . . . . . . . . . . . . . . 26

APPENDIX F
CODE OF ETHICAL AND PROFESSIONAL RESPONSIBILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

AFTER THE EXAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26


Exam Scoring and Official Score Reports . . . . . . . . . . Understanding the Score Report . . . . . . . . . . . . . . . . . How the Passing Score Was Set . . . . . . . . . . . . . . . . . . Why Are Scaled Scores Used?. . . . . . . . . . . . . . . . . . Use of the Designation . . . . . . . . . . . . . . . . . . . . . . . . . Retaking the Exam . . . . . . . . . . . . . . . . . . . . . . . . . . . . Recertification Requirements. . . . . . . . . . . . . . . . . . . . Recertification Through Continuing Professional Development . . . . . . . . . . . . . . . . . . . . . . . Recertification By Exam. . . . . . . . . . . . . . . . . . . . . . . . Record Retention. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Verification Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Examination Results. . . . . . . . . . . . . . . . . . . . . . . . . . . Application Status. . . . . . . . . . . . . . . . . . . . . . . . . . . . . Credential Verification . . . . . . . . . . . . . . . . . . . . . . . . . . Aggregate Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . HR Certification Institute Database. . . . . . . . . . . . . . . 26 26 27 27 27 27 27 28 28 28 28 28 29 29 29 29

APPENDIX G
HRCI Complaints and Disciplinary Policy . . . . . . . . 65

CONFIDENTIALITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

Appendix A
PHR and SPHR BODY OF KNOWLEDGE. . . . . . . . . . . . . . 30

APPENDIX B
GPHR BODY OF KNOWLEDGE. . . . . . . . . . . . . . . . . . . . . 37

APPENDIX C
CALIFORNIA BODY OF KNOWLEDGE . . . . . . . . . . . . . . . . 44

APPENDIX D
FORMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
HR Certification Institute Application Audit Process. 48 Exam Audit Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 Exam Eligibility Appeals Form. . . . . . . . . . . . . . . . . . . 51 Additional Certificate Request Form. . . . . . . . . . . . . . 52 Duplicate Score Report Request Form . . . . . . . . . . . . . 53 Special Testing Accommodation Request Form . . . . . 54 Exam Refund Request Form. . . . . . . . . . . . . . . . . . . . . 56 Exam Type Change Form. . . . . . . . . . . . . . . . . . . . . . . 57 Qualifying HR Work Experience Form. . . . . . . . . . . . . 58 Review of Exam Score Form. . . . . . . . . . . . . . . . . . . . . 60

APPENDIX E
PROMETRIC REGIONAL CONTACT CENTERS. . . . . . . . . . . 62

Message from the HR Certification Institutes Chairman of the Board of Directors and the Executive Director:
Thank you for your interest in attaining professional certification demonstrating your knowledge and experience in Human Resources. We appreciate your commitment to promoting the highest global standards of the HR profession. The HR Certification Institute developed this Handbook to help you achieve your professional goals and to provide the information you need about the different certification options available to you. It outlines the content knowledge and experience required for exam eligibility and provides detailed information to guide you through the entire certification process. The HR Certification Institute welcomes your questions as you prepare to earn your credential. We wish you success as you pursue your HR certification.

THE HR CERTIFICATION INSTITUTE


The HR Certification Institute was established in 1976 as an internationally recognized certifying organization for the human resource profession. The Institute has certified more than 125,000 HR professionals worldwide. HR certification represents a high level of professional achievement valued by employers and organizations in every country.

ACCREDITATION
The HR Certification Institute was accredited by the National Commission for Certifying Agencies (NCCA) in 2008. NCCA is an independent, third party organization that accredits more than 300 programs from 120 organizations in a variety of industries. Certification programs must demonstrate compliance with rigorous standards that represent the best practices in the professional certification industry to earn and maintain accreditation status. For more information on NCCA accreditation, visit www. credentialingexcellence.org.

This booklet provides information about the PHR, SPHR, GPHR and PHR-CA/ SPHR-CA certification programs. For detailed information about the HRBP and HRMP certification exams, please refer to www.hrci.org/ global.

E X AM DELIVERY
HR Certification Institute partners with Prometric for exam delivery. Prometrics full range of test delivery solutions provides convenient locations, flexible delivery models and customized programs. They have one of the largest and most secured test delivery systems in the world. Prometric tests every day of the week, any week of the year, in approximately 8,000 individual testing centers in more than 160 countries.

CERTIFICATION E X AMS
The HR Certification Institute offers different types of certification exams for the human resource profession including: PHR

NONDISCRIMINATION STATEMENT
The HR Certification Institute does not discriminate based on race, color, national origin, sex, age religion, marital status, sexual orientation or any other status that is protected by applicable law.

Professional in Human Resources

PHR-CA SPHR

Professional in Human Resources-California Senior Professional in Human Resources

SPHR-CA Senior Professional in Human ResourcesCalifornia GPHR HRBPsm* HRMPsm* Global Professional in Human Resources Human Resource Business Professional Human Resource Management Professional

* NOTE: the HRBP and HRMP certification exams are not offered in the USA, Alaska or Hawaii.

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QUICK REFERENCE
HR Certification Institute:
1800 Duke Street, Alexandria, VA 22314 USA +1.703.535.6000/866.898.4724 Web site: www.hrci.org For application or test site questions: exams@hrci.org For refunds: refunds@hrci.org For login: HRCI_ID@hrci.org For all other general information: info@hrci.org Service Hours: Monday to Friday, between 8:30 a.m. and 6:30 p.m. (US Eastern Time)

2013 CERTIFICATION POLICIES and PROCEDURES HANDBOOK


This handbook contains complete information about the Professional in Human Resources (PHR), the Senior Professional in Human Resources (SPHR), the Global Professional in Human Resources (GPHR) and the California certification (PHR-CA/SPHR-CA) exams. It outlines the eligibility requirements, exam content, application and testing process. Certification candidates must follow all procedures and deadlines in this handbook. Please contact the HR Certification Institute with additional questions.

Prometric
1501 South Clinton Street, Baltimore MD 21224 USA Web site: www.prometric.com To schedule, reschedule or cancel an appointment, call +1.800.467.9582 Monday-Friday, 8:00 a.m. to 8:00 p.m. Eastern Time (closed during US holidays). To report any problems that occur during your testing experience, call +1.800.853.6769. For test site closure information: http://www.prometric.com/sitestatus/default.htm For general information: http://www.prometric.com/TestTakers/ContactUs/email.htm For test site issues: http://www.prometric.com/TestTakers/ContactUs/ complaintform.htm

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EXAM PERIODS, APPLICATION DEADLINES AND FEES


The HR Certification Institute offers exams during two time periods annually. The chart below outlines the testing dates, the application deadlines and the fees for each exam. All deadlines are postmark dates. The term postmark date refers to the Institutes computer system date/time stamp for online applications. Applications will not be accepted after 11:59 p.m. ET (GMT-5) on the late registration deadline date.

TESTING DATES AND APPLICATION DEADLINES


Exams Testing Dates
SPRING GPHR, PHR-CA & SPHR-CA PHR/SPHR May 1 May 31, 2013 May 1 Jun. 30, 2013 WINTER GPHR, PHR-CA & SPHR-CA PHR/SPHR Dec. 1 31, 2013 Dec. 1, 2013 Jan 31, 2014 Jul. 15 Oct 4, 2013 Jul. 15 Oct 4, 2013 Oct. 5 Nov. 8, 2013 Oct. 5 Nov. 8, 2013 Jan. 22 Mar. 22, 2013 Jan. 22 Mar. 22, 2013 Mar. 23 Apr. 19, 2013 Mar. 23 Apr. 19, 2013

Registration Dates

Late Registration Dates (subject to a 75 USD Late Fee*)

E X AM FEES
NOTE: The exam fee includes a 75 USD nonrefundable administrative fee. Fees are subject to change without notice.

GPHR
HR exam pricing Association member pricing** 525 USD 475 USD

PHR
400 USD 350 USD

SPHR
525 USD 475 USD

PHR-CA/SPHR-CA
325 USD 275 USD

* Applications postmarked during the late registration dates will incur a 75 USD late fee. ** Association Member Pricing is for a person who is a national member of the Society for Human Resource Management (SHRM). Exam candidates must provide their current membership number on their application form at the time it is submitted to receive the reduced pricing.

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HOW TO APPLY AND SCHEDULE YOUR HR CERTIFICATION EXAM


STEP 1
CREATE A PROFILE
1. Create your profile from the login box located on the right side of the web page www.hrci.org. 2. Click Create Login and choose I am an HR professional and I would like to apply for a certification exam. 3. Follow the steps from the online services to create your profile. 4. Enter your first and last name(s) exactly as they appear on your valid government-issued photo identification (ID), such as a drivers license or passport. Do not enter nicknames. 5. Receive a User ID Number generated by the website. Your last name will be your temporary password. Change this password to a more secure one upon logging into the system.

STEP 2
SUBMIT APPLICATION
1. Log into your profile. 2. Click on the link Apply for an Exam/Review Exam App, which is located below your contact information under a list of Action Items. 3. Choose a certification exam from Exam Application Summary. 4. Click Apply for Exam to begin the application process. 5. Review and update your profile when prompted, before clicking on the submit button. 6. Select the role that applies to you. 7. List your HR work experience in the Qualifying HR Work Experience section. 8. Submit the application and pay the fees.

STEP 3
CHECK APPLICATION
1. Log in to your profile. Click the link Apply for an Exam/ Review Exam App. Or, check the status of your application by calling the Institute at +1-866.898.4724. 2. Review your status. If you selected position code 999 or if you need special accommodation, your application status will be Waiting for Documents. 3. Complete any necessary forms. You have five business days from the date you submit your application to send the following forms: special accommodation form, official job description, and the work experience form. These forms are on our website under the Resources tab. The names of the forms are: Qualifying Work Experience Form Special Testing Accommodations Request Form 4. Receive your Authorization to Test (ATT) letter. After your application is approved, you will receive an e-mail saying that your ATT Letter is available in your online profile. If your application is not approved, the Institute will notify you by email and your exam fee will be refunded. 5. If your application is not eligible, we will notify you in an e-mail and refund your exam fee. The application and late fees are nonrefundable.

STEP 4
SCHEDULE THE E X AM
1. Follow the instructions in your ATT letter to schedule the exam. 2. Schedule your exam online as soon as possible at www. prometric.com/hrci or call +1-800-467-9582. If you need special accommodations, call +1.800-.967.1139. . International candidates may schedule online through Prometric or by contacting their regional testing center. 3. Reschedule your exam, if necessary. You can only reschedule within the same testing period. Prometric charges an $85.00 rescheduling fee each time you reschedule. You may change the exam level only once during each testing period. Read the entire policy on our website under the HR Certification tab. 4. Click on Refunds to request a refund. The refund policy is on our website under the HR Certification tab.

HR Certification Institute | hrci.org

Candidates must meet one of the exam eligibility requirements from the chart below to be eligible for the exam(s). NOTE FOR GPHR CANDIDATES: Global HR experience is defined as having direct HR responsibility for more than one country or global region. An applicant who works for a company that operates in two or more countries but who does not have HR responsibility for more than one country is not eligible for the GPHR exam.

PHR ELIGIBILITY
A minimum of 1 year of experience in an exempt-level (professional) HR position with a masters degree or higher OR A minimum of 2 years of experience in an exempt-level (professional) HR position with a bachelors degree OR A minimum of 4 years of experience in an exempt-level (professional) HR position with a high school diploma

GPHR ELIGIBILITY
A minimum of 2 years of global experience in an exemptlevel (professional) HR position with a masters degree or higher OR A minimum of 3 years of experience (with 2 of the 3 being global HR experience) in an exempt-level (professional) HR position with a bachelors degree OR A minimum of 4 years of experience (with 2 of the 4 being global HR experience) in an exempt-level (professional) HR position with a high school diploma

SPHR ELIGIBILITY
A minimum of 4 years of experience in an exempt-level (professional) HR position with a masters degree or higher OR A minimum of 5 years of experience in an exempt-level (professional) HR position with a bachelors degree OR A minimum of 7 years of experience in an exempt-level (professional) HR position with a high school diploma

PHR-CA/SPHR-CA ELIGIBILITY
Needs to be PHR- or SPHR-certified to qualify for the exam

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CERTIFICATION OVERVIEW
This handbook describes the following exams:

requirements ensure that HR professionals continue to remain knowledgeable and current with changes in the field.

COMPONENTS OF PROFESSIONAL CERTIFICATION PROGR AMS


HR Certification Institutes professional certification programs have several components that differentiate them from other training or educational programs, sometimes referred to as certificate programs. Candidates who have passed these rigorous exams demonstrate the following: A high level of knowledge and skill through experience and education in the HR field; A dedication to continued mastery of knowledge and skill through recertification; and The mark of distinction indicating their credential (letters), such as Norman Fowler, PHR, or Sandra Brown, SPHR, GPHR.

Professional In Human Resources (PHR): this exam is designed for HR professionals whose primary responsibilities are operational rather than strategic. Their focus is on HR program implementation rather than creation and their function is primarily within the HR department rather than organization wide. Senior Professional in Human Resources (SPHR): this exam
is designed for HR professionals whose primary responsibilities involve designing and planning HR policies and practices. Their decisions have an impact both within HR and throughout the organization.

Global Professional In Human Resources (GPHR): this exam


is designed for HR professionals with HR management responsibilities in more than one country. They develop and implement HR strategies dealing with global mobility and multinational operations.

WHY EARN A CREDENTIAL?


Certification provides a respected distinction for HR professionals who achieve the credential. The advantages of earning certification include: Hiring managers often consider an HR applicants professional certifications when making hiring decisions. A growing number of organizations prefer to employ HRcertified professionals. Business leaders frequently find HR-certified professionals to be highly motivated, strong performers who are more knowledgeable of the HR field. HR professionals report that having a certified HR staff is good for their organizations financial performance.
SOURCE: The Value of HR Certification Around the World study, 2010 (To obtain a copy of the study, please email exams@hrci.org)

PHR-CA and SPHR-CA: these exams are designed for HR


professionals with job responsibilities in the state of California. Applicants must have a current PHR or SPHR to qualify (see www.hrci.org for more information). The exam focuses on California employment laws and practices and does not test knowledge already covered in the PHR or SPHR exam.

Each exam measures a candidates mastery of a specific HR body of knowledge. See Appendices A, B, & C for descriptions of the content focus for each exam.

WHAT IS CERTIFICATION?
HR certification is a career-long commitment that demonstrates a mastery of essential HR knowledge to peers, employers and the organization. Candidates who earn certification show they are committed to staying current in the HR field. Candidates must also show they have the required education and work experience to be eligible to apply for the exams. Passing the exam is only one part of the certification process. Afterwards recertification
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Achieving certification validates the individuals professional knowledge and helps the industry and the organization become more successful. PHR, SPHR, GPHR, and PHRCA/SPHR-CA certifications show that a professional has mastered the domestic or international HR body of knowledge and will stay informed of new developments in the HR field.

The exams are completely voluntary, although some organizations or employers may have policies that encourage their employees to earn certification. HR professionals should decide if attaining HR certification meets their needs and the needs of their employers.

Follows policies and guidelines for decision-making. Seeks to gain credibility through increasing HR knowledge and experience

SPHR
The Senior Professional in Human Resource (SPHR) certification is designed for the HR professional who: Designs and plans programs in addition to implementing programs; Has authority in the HR department; Has at least four to seven years of wide-ranging and complex HR experience; Has extensive HR generalist knowledge; Can judge complicated situations using HR knowledge acquired over many years; Understands the business beyond HR and has influence within the overall organization; and Seeks to strengthen the HR profession and gain credibility through increasing HR knowledge and experience.

CHOOSING THE APPROPRIATE E X AM


Candidates should choose the exam that best represents their mastery of the HR body of knowledge, as described in appendices A, B, & C. Having the appropriate exemptlevel (professional) HR work experience and educational background contributes significantly to success on the exams. The HR Certification Institute provides online practice exams for the PHR, SPHR and GPHR exams. These assessments help candidates to determine their readiness to pursue certification. (Note: additional information about the practice exams and the corresponding fees are found on the website: http://www.hrci.org/assessmentexam/.) You can hold the GPHR with either the PHR or SPHR. However, you cannot hold the PHR with the SPHR.

PROFILE OF A CANDIDATE
A careful assessment of the individuals skills, knowledge and responsibilities within the HR field is critical when deciding which certification to seek. Below are general job descriptions of candidates who apply for each type of exam.

PHR-CA/SPHR-CA
The PHR-CA and SPHR-CA are programs are designed for HR professionals who currently hold the PHR or SPHR designation and are experts in regulations and legal mandates specific to California. The California certification is designed for the HR professional who: Is currently certified as a PHR or SPHR. Practices or has HR responsibility for employees in the state of California. Understands the unique and complex HR laws and regulations that are specific to the state, and is able to apply them effectively.

PHR
The Professional in Human Resources (PHR) certification is designed for the HR professional who: Focuses on implementing HR programs; Handles operational matters; Reports to another HR professional within the organization; Has at least one to four years of professional-level work experience, depending on education, handling a wide range of general HR responsibilities; Holds a job that focuses on HR department responsibilities rather than on the whole organization; and

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GPHR
The Global Professional in Human Resources (GPHR) certification is designed for the HR professional who: Has HR responsibilities for more than one country and handles global mobility. Understands how to apply HR policies and programs globally. Establishes HR policies and initiatives that support the organizations global growth and reputation. Designs organizational programs, processes and tools to achieve worldwide business goals. Ensures that programs, processes and tools align with competitive practices, the organizations objectives and legal requirements. Oversees practices that balance employer needs with employee rights and needs. Knows the organizations international HR activities.

EXAM OVERVIEW
PRETEST QUESTIONS
The HR Certification Institute is committed to offering exams that contain current and relevant content. The Institute ensures this goal is achieved by reviewing current questions and developing new ones to reflect changes in the industry. All of the Institutes exams include new questions that have not been used on previous versions of the exam. These items are known as pre-test items. Including pre-test items allows the Institute to gather valuable data about the new questions before they are included in the candidates overall score. The HR Certification Institute does not identify the pre-test items and scatters them throughout the exam so that candidates will answer them with the same care in which they address scored questions. The pre-test items are not included in the final score.

PHR AND SPHR E X AMS


The PHR and SPHR exams are based on U.S. federal laws, regulations and practices. The exams are general in nature, so they assess all areas of the HR field. PHR questions test basic knowledge and experience at an operational or technical level. The SPHR questions test knowledge and experience at the strategic or policy-making level. Exam questions relate to the most recently published PHR/ SPHR Body of Knowledge (see Appendix A). The table on the below shows the percentages of questions in each functional area covered in the exams. Each exam has a total of 175 multiple-choice questions, which includes 150 scored questions and 25 pretest questions randomly distributed throughout the exam. Pretest questions are not counted in the final score. Each question lists four possible answers. There is only one correct answer for each question. Candidates have three (3) hours to complete the exam. Please note that seat time on the appointment confirmation from Prometric is a reflection of time needed to occupy the computer and is longer than the actual exam time to allow for the exam tutorial and post exam survey.

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PHR/SPHR EXAM: FUNCTIONAL AREAS


Business Management and Strategy Workforce Planning and Employment Human Resource Development Compensation and Benefits Employee and Labor Relations Risk Management

PHR
11% 24% 18% 19% 20% 8%

SPHR
30% 17% 19% 13% 14% 7%

GPHR EXAM FUNCTIONAL AREAS


Strategic HR Management Global Talent Acquisition and Mobility Global Compensation and Benefits Organizational Effectiveness and Talent Development Workforce Relations and Risk Management

GPHR
26% 22% 18% 22% 12%

PHR-CA /SPHR-CA E X AM
PHR-CA/SPHR-CA exam questions relate to the most recently published California Body of Knowledge (see Appendix C) and does not test knowledge already covered on the PHR or SPHR exam. The table below shows the percentages of questions in each functional area covered in the exam. The exam has 125 multiple-choice questions, which includes 100 scored questions and 25 pretest questions randomly distributed throughout the exam Pretest questions are not counted in the final score. Each question lists four possible answers. There is only one correct answer for each question. Candidates have two hours and 15 minutes (2.25 hrs) to complete the exam. Please note that seat time on the appointment confirmation from Prometric is a reflection of time needed to occupy the computer and is longer than the actual exam time to allow for the exam tutorial and post exam survey.

GPHR E X AM
GPHR exam questions relate to the most recently published GPHR Body of Knowledge (see Appendix B). The table below shows the percentages of questions in each functional area covered in the exam. The exam has 165 multiple-choice questions, which includes 140 scored questions and 25 pretest questions randomly distributed throughout the exam. Pretest questions are not counted in the final score. Each question lists four possible answers. There is only one correct answer for each question. Candidates have three (3) hours to complete the exam. Please note that seat time on the appointment confirmation from Prometric is a reflection of time needed to occupy the computer and is longer than the actual exam time to allow for the exam tutorial and post exam survey.

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PHR-CA/SPHR-CA EXAM FUNCTIONAL AREAS (effective May 2013)


Compensation/Wage and Hour Employment and Employee Relations Benefits and Leaves of Absence Health, Safety and Workers Compensation

PHR-CA/ SPHR-CA
22% 46% 20% 12%

PASSING SCORE
The passing score for each exam is at least 500. The maximum possible score is 700. For more information about scoring, please see Understanding the Score Report and How the Passing Score Was Set on page 26-27.

NOTE REGARDING EMPLOYMENT LAW CHANGES: Employment laws frequently change. HR Certification Institute will test candidates on the current HR laws and regulations that are in effect at the start of each exam period.

HOW THE E X AMS ARE DEVELOPED


The HR Certification Institute follows certification-industry best practices to create and update all of the exams it offers. Practicing HR professionals are involved in every step of the exam development process which is overseen by the testing organization, Prometric. Following are the steps taken to develop the exams:

Step 1: The exams are based on a body of knowledge,


which is created by a small group of practicing HR professionals and then validated by a much larger group through a practice analysis study.

Step 2: Certified HR professionals write the exam questions


(also known as items), based on the body of knowledge.

Step 3: The questions go to another group, the item-review


panel, which checks for accuracy and proper coding.

Step 4: Approved questions are then pre-tested for


reliability.

Step 5: Exam forms are created and reviewed by an exam


forms-review panel.

Step 6: A passing score for each exam formis determined.

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APPLYING FOR AN EXAM


ELIGIBILITY REQUIREMENTS
Candidates must meet both HR work experience and education requirements to qualify for each exam, as described on pages 8. NOTE : if the candidate resides in one of the following countries, additional requirements are required due to the United States trade sanctions: Bosnia, Belarus, Burma/Myanmar, Democratic Republic of Congo, Cuba, Iran, Iraq, Ivory Coast, Kosovo, Lebanon, Liberia, Macedonia, Montenegro, North Korea, Serbia, Somalia, Sudan, Syria and Zimbabwe. This list of countries may change at any time based on United States trade sanctions. You will be notified via email of the next steps after you apply.

APPLICATION CONFIRMATION
You must provide an active e-mail address in your application to ensure you receive all communications from the HR Certification Institute including notifications, confirmations and reminders. Within 24 hours of processing payment, you will receive an auto-generated e-mail confirming receipt of the application. This confirmation does not indicate that you are eligible to take the exam. NOTE: Check the junk mail or spam folder if the email confirmation does not appear in the inbox and ensure emails settings accept emails from hrci.org. You may also check your application status in your online account.

APPLICATION REVIEW
Your application may be denied and therefore set to ineligible for several reasons. Missing payment Late application Incomplete application Missing documentation Failure to meet eligibility requirements The Institute will communicate with you about application issues and help to resolve them, if possible. If the HR Certification Institute denies an application because you did not meet the eligibility requirement or did not submit sufficient documentation, a 100% refund of the exam will automatically be made to the original method of payment.

YOUR aPPLICATION
APPLY AND SCHEDULE EARLY
The HR Certification Institute contracts with Prometric to deliver and administer the exams. For more information about Prometric, see page 2. The earlier you apply, the sooner the HR Certification Institute will review your application and determine if you are eligible. If deemed eligible, you will receive the Authorization to Test (ATT) letter. Once you receive your ATT, you will be allowed to schedule your exam appointment. See Steps to Apply and Schedule Your Exam on page 7.

TERMS AND CONDITIONS


You must agree to the following statements on the application form: 1. Privacy Policy 2. Code of Ethical and Professional Responsibility 3. I declare that all of the information that I have provided on all pages of my application are true and accurate. I understand that misrepresentation or incorrect information provided to the HR Certification Institute may result in disciplinary action, including revocation of my eligibility or credential.

your AUTHORIZ ATION TO TEST LETTER (ATT )


You will receive an email indicating that your ATT letter is available in your online profile within five business days of your application approval. The ATT letter contains detailed instructions for scheduling your exam appointment. ATT letters will be available in your online profile until four weeks after the end of the exam period.

ADDRESS CHANGES
If your address changes, you must notify the HR Certification Institute online or call at +1.866.898.4724. If you pass the exam, your certificate will be mailed to your
hrci.org | HR Certification Institute 15

primary address.

(professional) work experience can be demonstrated by having: Direct supervision of those who deliver HR services; OR overall accountability for a specific HR function. Independent decision-making about important matters; and advanced HR knowledge. If selected for the exam application audit, you must provide official documentation, such as an official job description, verifying the required exempt-level (professional) HR work experience. All managers and supervisors have some HR responsibilities. However, if HR is not your main responsibility, you are not eligible to take the exams. In the United States, exempt-level (professional) HR positions are categorized as: HR practitioners (those whose job duties are normally found in the typical HR function) HR educators (those whose main areas of instruction are in the HR field at an accredited institution of higher learning) HR researchers (those who focus on research in the HR field) HR consultants (those who consult primarily in the HR field)

NAME CORRECTIONS AND NAME CHANGES


To correct small errors in your name (for example, an incorrect middle initial or missing hyphen) as printed on the confirmation notice or ATT letter, please e-mail the HR Certification Institute at exams@hrci.org at least five business days before your exam appointment. To change your legal name, send the HR Certification Institute a scanned copy of a notarized document or government-issued ID at least five business days before your scheduled exam appointment to exams@hrci.org. The HR Certification Institute retains all copies of documents. Please do not send the original, notarized documents. For security reasons, you may not make name changes online after submitting your application.

ADDITIONAL FORMS
Appendix D provides copies of important forms that you may need during your application and certification process. These forms are also available on the HR Certification Institutes web site at www.hrci.org. You must include a copy of the summary page printed from your online application when submitting any of these forms. You have five business days from when you submit your application to send completed documentation to the HR Certification Institute.

APPLICATION SUBMISSION DEADLINES


The HR Certification Institute exam applications must be submitted online by the published deadline. Applications will not be accepted after 11:59 p.m. ET (GMT-5) on the dates specified on page 6. You are responsible for meeting all application deadlines. Complete the online application as early as possible to avoid delays due to increased web site traffic around the deadlines.

IF YOUR JOB TITLE IS NOT LISTED ON THE APPLICATION


You must include your exact job title on the application. Select 999 on the position code if your specific job title is not listed in the job codes. If you select 999, you must also submit a completed Qualifying HR Work Experience Form (see Appendix D) and an official job description as part of your application. The supporting documentation must also include the number of years that you have been working in an exempt-level (professional) HR position. The required years of HR work experience does not need to be current or sequential. However, recent experience will be more helpful for the exam. To review the list of approved job titles, go to www.hrci.org/ approvedjobtitles.

E XEMPT-LEVEL (PROFESSIONAL) HR WORK E XPERIENCE


You must be able to demonstrate that your exempt-level (professional) work experience is in an HR position to meet the exam eligibility requirements. Exempt-level
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DOCUMENTING WORK E XPERIENCE


All candidates must complete the Qualifying HR Work Experience section of the application to document eligibility. We cannot review or approve an application until it has been completed and submitted with payment.

explanation of past accommodations made for the disability, and the specific testing accommodations requested. You must submit the Special Accommodation Testing Request Form within five days of submitting your application. Do not schedule an exam appointment before you have submitted your special accommodation request. If you submit the request after you have scheduled an exam appointment, you must cancel that appointment at least three business days before it is to occur or forfeit all fees. Once the accommodation has been set up, you will receive a new ATT letter and may schedule a new appointment.

E X AM APPLICATION AUDIT
The HR Certification Institute conducts random audits of exam applications. The audit is separate from the application process. This means that you can be chosen for an audit after you receive your ATT letter and after you have scheduled an exam appointment. We will notify you by email if you are chosen for the audit. If selected, you must complete the Audit Documentation Form (Appendix D) and submit it with the required documents which may include proof of your work experience, a copy of your official job description, or a copy of your educational transcript. If you cannot provide this information, your application will be ineligible and you will not be allowed to test. If ineligible, your exam fees will be refunded, less the administrative fee of 75 USD and 75 USD late fee, if applicable.

PAYMENT METHODS
The Institute accepts VISA, MasterCard, American Express, money order, certified check, cashiers check and company or organizational check. Checks must be made payable to the HR Certification Institute. The Institue does not accept cash, personal checks, or wire transfers. Please note: The Institute will not review your application until all fees have been received.

SPECIAL ACCOMMODATION REQUESTS


The HR Certification Institute complies with the Americans with Disabilities Act and Title VII of the Civil Rights Act to accommodate candidates with disabilities who need special arrangements to take the exams. We will provide reasonable auxiliary aids and services. Please note that in some cases, Prometric may not be able to fulfill special accommodation requests made by candidates taking an exam outside of the United States and U.S. territories. Additionally, Prometric will not comply with the request if the operating conditions, local laws, or customs make the request unlawful, impossible or economically unfeasible. You must request special accommodations when you complete the application by marking the appropriate box on the application form and submitting the Special Testing Accommodation Request Form (Appendix D). A person with a professional license or credential must complete the Documentation of Disability-Related Needs section. Their description must include the type of disability, an

Candidates may complete the online application and send payment via certified check or money order via mail. Include a photocopy of the application summary page and include the User ID for candidate with the check. Note: A single check may be used to pay for multiple candidates. Include the name and User ID for each candidate with the payment.

SPECIAL SERVICE FEES


The special service fees below are nonrefundable.

E X AM T YPE CHANGE
The fee to change the exam type is 50 USD in addition to the difference of the exam +/- 125 USD. You may opt to change the exam you are scheduled to take (for example, changing from the PHR to the SPHR) one time per exam period by following these steps: 1. Verify eligibility for the new exam type. 2. Submit the Exam Type Change Form (Appendix D) to the HR Certification Institute at least 10 business
hrci.org | HR Certification Institute 17

days before the scheduled exam date. The Institute may not be able to change exam types if the form is submitted late. By submission of this form, you authorize the Institute to cancel the original test date while processing the change request. 3. Pay the exam type change fee, 50 USD. 4. Pay additional fees if changing to a more expensive exam. If you change to a less expensive exam, the Institute will refund the difference in fees within five business days after the change request has been processed. 5. Schedule a new exam appointment time, date and location once the email notification has been received that a new ATT letter is available. Note: The HR Certification Institute will not process exam change requests until you have submitted all required fees.

HR Certification Institute and mailed to the address on the form. Only current certificants may request an additional certificate.

REVIEW OF E X AM SCORE
The fee for a review of the exam score is 50 USD. You may request a review of your exam score within two months of taking your exam. However, please note that our exam vendors use quality assurance procedures in their testing and scoring so it is not likely that your score will change. To request a review, complete the Review of Exam Score Form (Appendix D) and submit the form using the mailing address on the form. PES will send the results of the review within seven business days.

DUPLICATE SCORE REPORT


The fee for a duplicate score report is 50 USD. You may request a duplicate copy of your examination results for 50 USD by completing the Duplicate Score Report Request Form (Appendix D) and submitting it to Professional Examination Service (PES). The duplicate score report is available for six months after the date of your exam.

ADDITIONAL CERTIFICATE
The fee for an additional certificate is 25 USD. You may request an additional copy of your certificate by completing the Additional Certificate Request Form (Appendix D). The check must be made payable to the

AFTER APPLYING FOR THE E X AM


PROCESSING TIME FOR APPLICATIONS AND FORMS TYPE OF APPLICATION
Application that does not require additional documents Application that requires an official job description and Qualifying Work Experience Form Applications with a Special Accommodation Request Form Application that is selected for audit Exam Type Change Form Cancellation/Refund Request Form

TIME IT TAKES FOR PROCESSING


24 hours 10 business days 10 business days 10 business days 5 business days 5 business days

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APPLICATION STATUS CATEGORIES


Application Category
Incomplete

Why this category?


Your application is missing information OR you didnt pay the fees. Your application requires additional documentation i.e. Qualifying HR Experience Form to verify eligibility Some part of the application needs to be reviewed by the Institute.

Next steps
Submit the additional information and/or pay the application fee by the end of the registration period. You have five business days from the application submission date to send additional documentation. Wait for the Institute approval. If selected for the audit, you must complete the Audit Documentation Form and submit the necessary documentation. Wait for the Institute approval. If selected for the audit, you must complete the Audit Documentation Form and submit the necessary documentation. The Institute will notify you in writing and refund the exam fee. The Institute will not refund the administrative fee or late fee, if applicable

Consequence
The Institute will cancel application if you do not submit additional information and/or pay the fees. The Institute will cancel application if you do not submit the additional documentation within five business days. The Institute will cancel application if you do not submit the additional documentation within five business days.

Waiting for Documents

Under Review

Eligible

The Institute approves the application.

Ineligible

The Institute denies the application.

APPEAL PROCESS
You may appeal an eligibility decision in writing to the HR Certificate Institute Director of Administration & Client Relations. To make an appeal, complete the Exam Application Appeal Form (See Appendix D) and pay the 35 USD fee within 10 business days of the application decision. The appeal must include the following: The Exam Application Appeal Form and payment. A detailed letter explaining the nature of the appeal and a description of the additional documentation submitted to support the claim. New official documentation such as an updated job description or other required documents. NOTE: Letters from a supervisor are not acceptable as new official documentation.

E X AM ELIGIBILIT Y APPEAL DECISION


The HR Certification Institutes Director of Administration & Client Relations will review the appeal and render a decision via email within 10 business days after the application fee is processed. The Institute may deny an application and set it to ineligible, if any of the following is determined: The experience fails to meet the eligibility requirements. The information on the exam application has been falsified. The work experience or other information on the exam application has been misrepresented.

hrci.org | HR Certification Institute 19

DISCIPLINARY AND CERTIFICATION ACTION/APPEALS


An individual who has already earned a designation may have it revoked for the same reasons noted above as part of a disciplinary action in violation of The HR Certification Institutes Code of Ethical and Professional Responsibility (See Appendix F).

The exam for which you are registered (PHR, SPHR, GPHR, PHR-CA or SPHR-CA) Your preferred appointment date, time and location. Have one to two alternate dates, times and locations in case your preferred ones are not available. Online scheduling is better because it is faster and more efficient. You must have an e-mail address to schedule online. To schedule online, visit www.prometric.com/hrci and click on Schedule a Test. Note: Candidates scheduling an appointment during the last two days of the exam period must schedule by phone. Phone scheduling is also available by the appropriate Regional Contact Center. See Appendix E for more information about Regional Contact Centers. Keep the confirmation number Prometric provides after the appointment is scheduled. This number is different from the User ID number and is required to confirm, reschedule or cancel an appointment.

EXAM TEST CENTERS AND APPOINTMENT SCHEDULING


TEST CENTER LOCATIONS
The HR Certification Institute partners with Prometric to deliver the certification exams. Prometric will notify you of any changes in the test site availability due to bad weather, technical issues, or other unscheduled events.

SCHEDULE EARLY
The HR Certification Institute encourages you to schedule your exam appointment date as soon as you receive your email notification that the ATT letter is available in your online profile. Scheduling early increases the chance of receiving the preferred testing date, time and location. Exam appointment dates at the end of each testing period may be difficult to obtain due to the increased volume of test takers during this time. The HR Certification Institute will only refund you 50 percent of your exam fee if you are unable to schedule an exam appointment because the test sites are full. Refer to the Exam Cancellations and Refunds sections of this handbook for more information.

E X AM DATES AFFECTED BY SEVERE WEATHER AND LOCAL OR NATIONAL EMERGENCIES


If there is severe weather, a local emergency or a national emergency near the testing center, go to www.prometric. com/sitestatus for updates on closures or delays, or contact your Regional Contact Center for international test site information (Appendix E). You will not be assessed a rescheduling fee if Prometric cancels an exam due to severe weather or a local or national emergency.

E X AM SCHEDULING
Exam appointments may be scheduled online or by phone. When scheduling an appointment, have the following information ready: Your name exactly as it is printed on your ATT letter Your User ID number as it is listed at the top of your ATT letter Prometric refers to it as an Eligibility ID. Your daytime phone number The name of the exam sponsor (HR Certification Institute)
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EXAM RESCHEDULES, RESCHEDULE FEE, CANCELLATIONS AND REFUNDS


NOTE: You can only reschedule an exam appointment to another date in the same testing period.

RESCHEDULING PROCESS AND FEE


The HR Certification Institute does not charge a rescheduling fee to you if you reschedule an exam appointment before the testing period begins.

If you reschedule your exam appointment after the testing period begins, you must pay Prometrics nonrefundable fee of 85 USD each time you change an appointment. You are not guaranteed a new appointment if you try to reschedule. You must reschedule your exam appointment at least three business days before your original appointment or all fees will be lost. To reschedule your exam appointment, contact Prometric at www.prometric.com/hrci or the Regional Contact Center (Appendix E).

You must cancel your appointment at least three business days before your exam appointment. Failure to do so within this timeframe results in a loss of all fees. If you cancel online, keep a copy of the cancellation notice for your files. If you cancel your appointment by phone, the Institute recommends that you also confirm this transaction online at www.prometric.com/hrci.

TO CANCEL AN E X AM APPOINTMENT
1. Go to http://www.prometric.com/HRCI/default.htm 2. Select Start. 3. Enter country and state, if applicable. 4. Select Reschedule or Cancel an Exam. 5. Enter Prometrics Confirmation Number and the first four letters of your last name. 6. Select the option I want to cancel my appointment. 7. Select Yes, I want to cancel my appointment. 8. Save the Cancellation Summary as proof that you cancelled the appointment at least three business days before the exam appointment. 9. Submit an Exam Refund Request Form to the HR Certification Institute. You must request a refund by the last day of the exam period. 10. Allow 10 days to receive a refund for the eligible portion of your fees

TO RESCHEDULE YOUR E X AM APPOINTMENT:


1. Go to http://www.prometric.com/HRCI/default.htm 2. Select Start. 3. Enter country and state. 4. Select Reschedule or Cancel an Exam. 5. Enter Prometric s Confirmation Number and the first four letters of your last name. 6. Select the option I want to reschedule my appointment. 7. Choose schedule an exam from the applicable test site location. 8. Confirm new exam appointment. 9. A new confirmation will be sent by e-mail with the new appointment date You must verify the change with Prometric after rescheduling your appointment. Contact Prometric immediately if you do not receive a confirmation email with the new appointment information. Call +1.800.967.1137 if you have a special accommodation request and want to reschedule your appointment.

TO WITHDR AW FROM THE TESTING PERIOD IF NO APPOINTMENT


1. Submit an Exam Refund Request Form to the HR Certification Institute. You must request a refund within 30 days of the end of the exam period. If your request is not received within 30 days, you are not eligible for a refund. 2. Allow five business days to receive a refund for the eligible portion of your fees. NOTE: It may take up to two billing cycles for a refund to be reflected on a credit card statement.

E X AM APPOINTMENT CANCELLATION AND APPLICATION WITHDR AWAL


Note: If you withdraw your exam application, you may not reapply for the same exam in the same registration period. You will need to reapply in the next registration period and pay all applicable fees.

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E X AM REFUNDS
NOTE: The following fees are nonrefundable: 75 USD administrative fee, 75 USD late fee, 85 USD reschedule fee (if applicable) and any of the special fees. The HR Certification Institute gives refunds in the same method in which they paid. If you are deemed ineligible by the Institute to take the exam, you will receive a 100% refund of the exam fee. If you withdraw your exam application at least three business days before your exam appointment, you may receive a partial refund (50 percent) of the exam fee. If you withdraw your application and did not have an exam appointment, you may receive a partial refund (50%) of the exam fee. If you qualify for an exam fee refund, cancel your exam appointment, if applicable, request a refund by submitting a completed Exam Refund Request Form (Appendix D) to the HR Certification Institute within 30 days of the end of the exam period. If you do not follow these instructions, you forfeit all fees. You are considered a no show and will not receive a refund if you: Arrive more than 15 minutes late for the appointment. Do not appear for the exam appointment. Do not have proper identification. Do not cancel the exam appointment at least three business days before the scheduled exam appointment. If you do not schedule an exam appointment with Prometric and do not request a refund within 30 days of the end of the testing period, you are considered a no-show candidate and will not receive a refund.

Certification Institute will review each request and inform the candidate of the decision via email.

WHAT IS CONSIDERED A MEDICAL OR PERSONAL EMERGENCY?


A medical or personal emergency is an unplanned event within 72 hours of the exam appointment that prevents you from taking the exam. A medical or personal emergency may apply to candidates themselves or to one of the candidates immediate family members (as defined by the Family Medical Leave Act). Medical events and personal emergencies that can be anticipated as occurring on or near the exam date in which candidates can schedule, reschedule or cancel the exam are not considered medical emergencies. The Institute will not issue a refund if you miss your exam appointment because you are too busy or are unprepared. Work emergencies are not considered a personal emergency. TYPE OF REFUND DEADLINE DATE
If no appointment is scheduled or it is at least three business days prior to the exam appointment Within 30 days of the end of the testing period with official documentation Within 30 days of the end of the testing period with official documentation

REFUND AMOUNT

Withdraw application

50% of the exam fee

Medical or personal emergency if no appointment is missed Medical or personal emergency if appointment is missed No-show candidates Candidates who do not cancel their appointment with Prometric at least three business days before the exam appointment and do not have a medical or personal emergency Candidates who do not submit an Exam Refund Request Form within 30 days of the end of the testing period

50% of the exam fee

Reviewed on case-by-case basis No refund

No refund

MEDICAL OR PERSONAL EMERGENCY REFUND


If a medical or personal emergency prevents you from rescheduling or withdrawing from your exam appointment, you may submit the Exam Refund Request Form (Appendix D). You must send the completed form and documentation to the HR Certification Institute within 30 days of the end of the testing period to be considered for a refund. The HR
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No refund

PREPARING FOR THE EXAM


EXAM PREPARATION
No two candidates come to the exam with the same knowledge base as HR experience and educational background vary. Most candidates spend time studying and preparing for the exams. The exams measure how well a candidate can apply their HR knowledge and experience. Therefore, it is not possible to train for or teach to the exam by reading certain books or memorizing specific information. Before starting a study program, take a few minutes to review the body of knowledge for each exam (Appendices AC). If you feel the need for additional preparation resources, we have compiled a list of resources. However, the Institute doesnt require, endorse or recommend any study course or product. We recommend that you use multiple reference materials when studying for an exam. An updated list of the most common study materials for all exams is listed on our website at www.hrci.org.

PHR, SPHR, GPHR and CALIFORNIA ONLINE ASSESSMENT E X AMS


note: Additional information about the practice exams and fees are found on the website: http://www.hrci.org/ assessmentexam/.

The HR Certification Institute offers online assessment exams for the PHR, SPHR, GPHR, PHR-CA and SPHRCA programs. You can take these practice exams before you submit your application to help you determine if you are ready to take the exam. The assessments use retired test questions which expose you to the various types of questions you will see on the actual exams. They are also a valuable tool to help you focus your study efforts. You will receive a diagnostic report outlining your strengths and weaknesses in each content area that you can use to plan your study program. The assessment exam will: Help you determine if you currently have the right experience and knowledge to take the exam; Show you questions similar to those on the actual certification exam; Assist you in focusing your study efforts; and Help you understand the rhythm and pace of the exam. The HR Certification Institutes assessment exams are the only ones developed by HR Certification Institute using actual, retired exam questions.

HR Certification Institutes Online Glossary of Terms


The HR Certification Institute has developed a glossary with hundreds of HR terms that are commonly used by HR professionals throughout the world. Therefore, the glossary does not include the terms that are unique to HR practices in the United States. Each term in the glossary includes a brief definition. Many of the HR terms appear in the exam questions as well as in the optional answers. The glossary will be of greatest benefit to international candidates However, it is available to all exam applicants by sending a request to info@hrci.org and including your User ID.

The HR Certification Institutes PHR and SPHR Certification Guide


The certification guide is an excellent resource on how to prepare for the PHR and SPHR exams. It has exam content based on the PHR/SPHR Body of Knowledge, exam review methods, sample exam questions and rationales for the answers. It also includes a bibliography organized by functional area and answers to frequently asked questions.

ASSESSING YOUR READINESS


The HR Certification Institute offers a variety of resources to help you assess how ready you are to take the exam, and plan your preparation strategy.

NEW in early 2013: The HR Certification Institutes PHR-CA and SPHR-CA Certification Guide
The new certification guide is a valuable study tool for HR professionals with HR responsibilities in California who are preparing for their California exam. The guide has practice
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questions written by the people who write the exam. Although these questions will never be on the exam, they are similar to the exam questions. The guide also includes tips for exam preparation, suggested resources and a 50-question practice exam, including answers and rationales for the answers.

Valid employer identification card Valid credit card with signature Valid bank card with photo The following are not acceptable forms of identification: Social Security card

The HR Certification Institutes GPHR Certification Guide


The certification guide is a resource for HR professionals with global HR responsibilities who are preparing for the GPHR exam. The guide has practice questions written by the people who write the exam. Although these questions will never be on the exam, they are similar to the actual exam questions. This guide also includes tips for exam preparation, suggested resources and a 75-question practice exam, including answers and rationales for the answers.

Library card

PRESENTING PROOF OF IDENTIT Y AT INTERNATIONAL TEST CENTERS


All identification documents must be in Latin characters. You must have a passport if you are not testing in your own country. If you are testing in your own country, you must show one of the following: Drivers License Military ID Passport National ID If you are outside of the United States and have questions about identification to take the exam, please send an email to exams@hrci.org. NOTE: If you arrive at the test center without the required identification, you will not be permitted to take the exam and your fees will NOT be refunded.

EXAM DAY
The HR Certification Institutes exams are administered in highly secure testing centers. Only approved candidates are admitted to the test centers to take the exams. Upon arrival, candidates must present proof of their identity. Candidates without a valid, government-issued photo ID must contact the Institute at least three business days before their exam appointment to avoid losing all fees paid.

FORMS OF IDENTIFICATION
The following are acceptable forms of government-issued identification: Valid drivers license Valid military identification card Valid passport Valid national identification card Voters registration card (Puerto Rico test sites only) You must have proper identification to take the exam. If your primary ID does not have your photo or signature, you must show a second ID that contains the information that is missing. The name on the second ID must be the same as the name on the first ID. The following are acceptable forms of secondary identification:
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MIDDLE INITIAL, SIGNATURE, AND PHOTO


You do not have to include your middle initial on your application. If you include your middle initial, it must match your ID. If your ID includes your middle name, your middle name must start with the same letter listed as your middle initial on your application. Your signature must match the signature on your ID. You must look like your picture on your ID.

HYPHENATED NAMES
If your last name is hyphenated, your ID must match at least one of the last names. Additionally, your signature must match the signature on the ID and the picture on the ID must match the person presenting it.

REGISTR ATION PROCESSES (ALL CANDIDATES)


Arrive at the Prometric Test Center (PTC) at least 30 minutes before your exam time. You must have a valid, unexpired, government-issued ID with both your photograph and your signature. If you miss your appointment or do not have a valid photo ID, you cannot take the exam and will lose all your fees. If you are late for your appointment, you may not be admitted to the test facility. You will be asked to empty your pockets and turn out your pockets. You cannot leave the test center or use a mobile device during the test or during a break. Your exam will not count if you leave the test center or use a mobile device. Study materials may not be reviewed during the examination or during any break and will result in the termination of your examination and your score will be invalidated. You cannot look at study materials after you arrive in the test site facility or during a break. You can store the following in a locker during the test: Watch Outerwear/Sweater (unless being worn for the entire exam) Mobile Device Medical Supplies (such as inhalers, tissues, eye drops, cough drops) Food or Drink Purse/Bag Hat You cannot smoke or take a smoke break during the exam. Religious headwear may be worn into the testing room. It will be inspected by a Test Center Administrator (TCA) before entry into the testing room is permitted.

EXAMPLES
Name on application
Jennifer Lincoln-Murphy Jennifer Lincoln J.P. Smith John P. Smith Jeffrey C. Johnson Jeffrey Johnson

Name on ID
Jennifer Lincoln Jennifer Murphy John P. Smith Jack Smith Jeffrey Charles Johnson Jeffrey Charles Johnson

Acceptable
Yes No Yes No Yes Yes

Note: Photo and signature must match the individual presenting them.

TEST CENTER RULES


The following rules are enforced at all test centers to ensure a secure, fair and consistent test experience for all test takers. Please review the steps on What to Expect located at www.prometric.com/en-us/for-test-takers/Prepare-forTest-Day/Pages/what-to-expect.aspx so that you are aware of the check-in process at the test site. NOTE: Prometric cannot provide a completely noisefree and distraction-free test environment. Other exams are administered at the same time as HR Certification Institute exams. You may hear noise, including typing, coughing and people walking. The test center provides background sound, known as white noise, to minimize distracting sounds noises. You can request a noisereducing headset from Prometric. Also, you can bring disposable earplugs in a sealed package. The exam site administrator will inspect your earplugs before you can enter the testing room.

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REGISTR ATION PROCESSES (INTERNATIONAL CANDIDATES)


You will be scanned in full view of the TCA DVR camera. The scan will be recorded. You will be scanned each time you enter the test room. You will be scanned after you empty your pockets. If you have concerns or complaints about the scan, Prometric will review the recording. You cannot take the exam if you do not get scanned.

passed the exam, you will receive your certificate through the mail around these same timeframes. You will get unofficial exam results before you leave the test center. However, you should wait for the official exam results before publicly announcing your certification status. To report any problems that occurred during your testing experience that you feel may have impacted your exam results, call Prometric +1.800.853.6769 within 72 hours of taking the exam. Appeals may be submitted in writing up to (3) business days after the examination administration. Written appeals must be submitted with supporting documentation or evidence to the HR Certificate Institute Director of Administration & Client Relations. The Director of Administration & Client Relations will review the appeal request and obtain additional information from the test site proctor as needed (irregularity report, etc). Because of the secure nature of these examinations, neither HRCI nor Prometric will disclose examination questions prior to, or after, the administration. Candidates responses to particular test questions (correct or not correct) will not be disclosed. The HR Certification Institutes Director of Administration & Client Relations will review the appeal and render a decision via email within 14 business days.

E X AM PROCESSES (ALL CANDIDATES)


Everyone will receive a 15-minute tutorial on the computer testing technology prior to the exam. You can submit comments about specific exam items during the exam by following the instructions on the exam. The HR Certification Institute will review all comments but will not respond to comments. You cannot ask questions about exam content. Exams are monitored and may be recorded as audio and/ or video. NOTE: The HR Certification Institute has the right to cancel any test score obtained in a questionable manner. You cannot disclose, publish, reproduce or transmit any part of the exam, in any form, by any means, verbal or written, for any purpose, without the expressed written permission of the HR Certification Institute. Violation may result in civil or criminal prosecution.

UNDERSTANDING THE SCORE REPORT


Our exam vendors, Prometric and Professional Examination Service (PES), follow careful procedures to make sure that the score reports are correct. The score report informs you if you have passed or failed the exam. A scaled score of at least 500 is needed to pass. If you fail, you will receive their individual scaled score indicating how far away from the passing point you were. This information may help you understand how to prepare for a similar version of the exam in the future. You also receive an explanation of your performance level on each of the topic areas (domains) covered on the exam. If you pass the exam, you may use these explanations to guide future professional development activities. If you failed to achieve a passing score, you can use the explanations to guide future study efforts.

AFTER THE EXAM


E X AM SCORING AND OFFICIAL SCORE REPORTS
The HR Certification Institute sends score reports electronically every two weeks. It is very important that you keep your email address updated in your online profile. It may take up to four weeks to receive your official score report depending on when you take the exam. Please note: You may have to wait longer for official results if you took your exam during the first two weeks or the last two weeks of the exam period due to the high volume of candidates testing during this time. If you do not receive your official score report within six weeks of the exam, send an email to the HR Certification Institute at exams@hrci.org. If you
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You may request a review of your exam score (see page 17). However, given the quality control procedures that are in place, it is unlikely that your score will change.

USE OF THE DESIGNATION


Individuals who have: (1) met and continue to meet HR Certification Institutes certification and recertification standards; (2) have demonstrated the requisite experience requirements; (3) agreed to abide by the Code of Ethical and Professional Responsibility are authorized to use the following certification marks or designations in communications and marketing materials, depending on the certification examination successfully taken: PHR SPHR GPHR PHR-CA SPHR-CA

HOW THE PASSING SCORE WAS SET


The HR Certification Institute does not determine the passing score arbitrarily. It uses the statistical Angoff method to decide how many questions the candidate must answer correctly to pass the exam. The Angoff method is commonly used to set passing standards in the credentialing industry. For each exam, a group of randomly selected HR experts discusses the qualifications for each certification. The group also reviews HR tasks covered on the exam, and makes a recommendation for the standard that a minimally qualified candidate must meet in order to pass by rating each item. As an example, an item rated as 50 percent indicates that the panel expects half of the candidates could answer the question correctly. This is a more difficult question than one that is rated as 80 percent. The panel comes to a consensus on the rating for each question and the overall passing rate for the exam.

EXAMPLES:
Correct: Incorrect: John Brown, SPHR John Brown, Senior Professional in Human Resources (SPHR) John Brown, SPHR (Senior Professional in Human Resources) John Brown, S.P.H.R.

WHY ARE SCALED SCORES USED?


The purpose of scaled scores is to report scores for all candidates consistently and fairly. Using this model, scores are converted to a common scale to account for the difference in difficulty on multiple forms (or versions) of an exam. There are multiple forms of the exams for security reasons. As the HR Certification Institute develops new forms, some questions in each domain (or content area) are replaced. These changes may cause one version to be slightly more difficult than another. To account for these differences, the HR Certification Institute uses a process known as equating. The goal of equating is to ensure all exams are scored fairly. The passing point for the exams is set at 500 regardless of the form of exam the candidate takes.

RETAKING THE E X AM
If you do not successfully pass the exam, you must wait until the next exam period and pay the all applicable fees to take the exam again.

RECERTIFICATION REQUIREMENTS
Recertification is an important part of any respected certification program and it is required to maintain the certification after passing the exam. Recertification helps to ensure the validity and credibility of the HR Certification Institutes exams by requiring that individuals holding the certifications remain updated and informed about recent developments and advances in the HR industry. If you are certified by the HR Certification Institute, you must recertify your designation every three years by completing 60 hours of HR-related continuing professional
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development activities or by successfully passing the exam again. If you do not recertify on time, you may no longer use your credentials or represent yourself as certified. If you hold multiple credentials from the HR Certification Institute, you are required to earn 60 credits in total. Please note: there may be some specific requirements for the type of credit the candidate must earn depending on the credential held. For more information see the HR Certification Institutes Recertification Handbook

For more information about recertification, please visit the HR Certification Institute web site at www.hrci.org, and refer to the HR Certification Institutes Recertification Handbook.

RECORD RETENTION
HR Certification Institute retains examination results (scores), summary reports from exam administrations, and active applicant data indefinitely. The HR Certification Institute retains paper documentation for six months. After six months, the HR Certification Institute will shred those documents. You should retain copies of all documentation sent to the Institute.

RECERTIFICATION THROUGH CONTINUING PROFESSIONAL DEVELOPMENT


To maintain their designation, candidates must accumulate 60 hours of HR-related, continuing professional development credits through a combination of the activities listed below. HR education courses or classes, in a classroom or virtual environment On-the-job projects that involve gaining new HR-related skills or knowledge Training and Instruction (teaching HR-related skills or knowledge) Research and publishing in the HR field Leadership, using HR skills in a volunteer capacity Professional membership in an HR-related national or international society. Refer to Recertification Handbook. The most popular method for recertifying is by earning continuing education credits, but recertification is not limited to this method.

VERIFICATION POLICY
The HR Certification Institute will verify your certification for your potential or current employer in two ways: 1. Employers can check our Directory of Certified HR Professionals. 2. Employers can receive written verification For more information, please see http://www.hrci.org/ verification/.

CONFIDENTIALITY
The HR Certification Institute is committed to protecting confidential and/or proprietary information related to applicants; certificants; and the examination development, maintenance, and administration process. The Institute will not disclose any confidential applicant/certificant information unless authorized in writing by the individual or as required by law.

RECERTIFICATION BY E X AM
If you prefer, you can recertify by taking the same exam again. To recertify by taking the exam again, you must: Take the exam before your current certification expires; Wait at least 12 months from the date that you became certified (or recertified) before taking the test again. The exam fees associated with initial certification are the same for recertification.
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E X AMINATION RESULTS
Individual examination results are considered confidential. Exam scores are released only to the individual candidate unless a signed release is provided in advance. Preliminary exam results are released to the candidate at the test center. Final exam results are issued by PES via email within 2-4 weeks. Results are not released by phone or fax. Personal information submitted by applicants/certificants with an application for initial certification or recertification is considered confidential.

Application Status
An individuals application status is considered confidential. HR Certification Institute does not disclose information regarding whether or not an individual has applied for certification or has taken the examination. Current certification status is published and verifiable as noted in the Credential Verification section of this policy.

Credential Verification
The names of certified individuals are not considered confidential and may be published by HR Certification Institute. Published information may include name, city, state, country, certification(s) held, and certification status. An online Directory of Certified HR Professionals is provided for employers. Employers may verify certification using the directory with the individuals first and last name and either the city, state and country or individuals email address. Employers may also receive written verification. Written verification must be requested by the certificant via the HR Certification Institute Online Profile menu.

Aggregate Data
Aggregate exam statistics, studies and reports concerning applicants /certificants will contain no information identifiable with any individual.

HR Certification Institute Database


Personal information retained within the applicant/ certificant database and or applicant/certificant files will be kept confidential. This includes information provided, and any documentation regarding, a disability and the need for accommodation in testing. With the applicant/certificants permission, the Institute shares data information with third parties. This information is not considered confidential and may include name, city, state, country, certification(s) held, and certification status.

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Appendix A
PHR and SPHR BODY OF KNOWLEDGE
The PHR and SPHR exams are created using the following PHR and SPHR Body of Knowledge, which outlines the responsibilities of and knowledge needed by todays HR professional. The PHR and SPHR Body of Knowledge is updated periodically to ensure it is consistent with current practices in the HR field. All questions appearing on the exams beginning with the spring 2012 exam period are linked to the responsibility and knowledge statements outlined below. There are two numbers after each heading. The first number is the percentage of the PHR exam that is about that topic. The second number is the percentage of the SPHR exam that is about that topic.

development of the organizations strategic plan. 03 Participate as a contributing partner in the organizations strategic planning process (for example: provide and lead workforce planning discussion with management, develop and present long-term forecast of human capital needs at the organizational level). SPHR only 04 Establish strategic relationships with key individuals in the organization to influence organizational decision-making. 05 Establish relationships/alliances with key individuals and outside organizations to assist in achieving the organizations strategic goals and objectives (for example: corporate social responsibility and community partnership). 06 Develop and utilize business metrics to measure the achievement of the organizations strategic goals and objectives (for example: key performance indicators, balanced scorecard). SPHR only 07 Develop, influence, and execute strategies for managing organizational change that balance the expectations and needs of the organization, its employees, and other stakeholders. 08 Develop and align the human resource strategic plan with the organizations strategic plan. SPHR only 09 Facilitate the development and communication of the organizations core values, vision, mission, and ethical behaviors. 10 Reinforce the organizations core values and behavioral expectations through modeling, communication, and coaching. 11 Provide data such as human capital projections and costs that support the organizations overall budget. 12 Develop and execute business plans (i.e., annual goals and objectives) that correlate with the organizations strategic plans performance expectations to include growth targets, new programs/services, and net income expectations. SPHR only 13 Perform cost/benefit analyses on proposed projects. SPHR only 14 Develop and manage an HR budget that supports the organizations strategic goals, objectives, and values.

Functional Are a 01: Business Management and Str ategy (11%, 30%)
Developing, contributing to, and supporting the organizations mission, vision, values, strategic goals and objectives; formulating policies; guiding and leading the change process; and evaluating organizational effectiveness as an organizational leader.

Responsibilities:
01 Interpret and apply information related to the organizations operations from internal sources, including finance, accounting, business development, marketing, sales, operations, and information technology, in order to contribute to the development of the organizations strategic plan. 02 Interpret information from external sources related to the general business environment, industry practices and developments, technological advances, economic environment, labor force, and the legal and regulatory environment, in order to contribute to the
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SPHR only 15 Monitor the legislative and regulatory environment for proposed changes and their potential impact to the organization, taking appropriate proactive steps to support, modify, or oppose the proposed changes. 16 Develop policies and procedures to support corporate governance initiatives (for example: whistleblower protection, code of ethics). SPHR only 17 Participate in enterprise risk management by ensuring that policies contribute to protecting the organization from potential risks. 18 Identify and evaluate alternatives and recommend strategies for vendor selection and/or outsourcing. SPHR only 19 Oversee or lead the transition and/or implementation of new systems, service centers, and outsourcing. SPHR only 20 Participate in strategic decision-making and due diligence activities related to organizational structure and design (for example: corporate restructuring, mergers and acquisitions [M&A], divestitures). SPHR only 21 Determine strategic application of integrated technical tools and systems (for example: new enterprise software, performance management tools, self-service technologies). SPHR only

08 Elements of a cost-benefit analysis during the life cycle of the business (such as scenarios for growth, including expected, economic stressed, and worst case conditions) and the impact to net worth/earnings for short-, mid-, and long-term horizons 09 Business concepts (for example: competitive advantage, organizational branding, business case development, corporate responsibility) 10 Business processes (for example: operations, sales and marketing, data management)

Functional Are a 02: Workforce Pl anning and Employment (24%, 17%)


Developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the workforces ability to achieve the organizations goals and objectives.

Responsibilities:
01 Ensure that workforce planning and employment activities are compliant with applicable federal laws and regulations. 02 Identify workforce requirements to achieve the organizations short- and long-term goals and objectives (for example: corporate restructuring, workforce expansion or reduction). 03 Conduct job analyses to create and/or update job descriptions and identify job competencies. 04 Identify, review, document, and update essential job functions for positions. 05 Influence and establish criteria for hiring, retaining, and promoting based on job descriptions and required competencies. 06 Analyze labor market for trends that impact the ability to meet workforce requirements (for example: federal/state data reports). 07 Assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates, utilizing third party vendors or agencies as appropriate. 08 Identify internal and external recruitment sources
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Knowledge of:
01 The organizations mission, vision, values, business goals, objectives, plans, and processes 02 Legislative and regulatory processes 03 Strategic planning process, design, implementation, and evaluation 04 Management functions, including planning, organizing, directing, and controlling 05 Corporate governance procedures and compliance (for example: Sarbanes-Oxley Act) 06 Due diligence processes (for example: M & A, divestitures) SPHR only 07 Transition techniques for corporate restructuring, M & A, offshoring, and divestitures SPHR only

(for example: employee referrals, diversity groups, social media) and implement selected recruitment methods. 09 Establish metrics for workforce planning (for example: recruitment and turnover statistics, costs). 10 Brand and market the organization to potential qualified applicants. 11 Develop and implement selection procedures (for example: applicant tracking, interviewing, reference and background checking). 12 Develop and extend employment offers and conduct negotiations as necessary. 13 Administer post-offer employment activities (for example: execute employment agreements, complete I-9/e-Verify process, coordinate relocations, and immigration). 14 Develop, implement, and evaluate orientation and on-boarding processes for new hires, rehires, and transfers. 15 Develop, implement, and evaluate employee retention strategies and practices. 16 Develop, implement, and evaluate the succession planning process. SPHR only 17 Develop and implement the organizational exit/offboarding process for both voluntary and involuntary terminations, including planning for reductions in force (RIF). 18 Develop, implement, and evaluate an affirmative action plan (AAP) as required. 19 Develop and implement a record retention process for handling documents and employee files (for example: pre-employment files, medical files, and benefits files).

ratios, adverse impact) 13 Recruitment sources (for example: employee referral, social networking/social media) for targeting passive, semi-active and active candidates 14 Recruitment strategies 15 Staffing alternatives (for example: outsourcing, job sharing, phased retirement) 16 Planning techniques (for example: succession planning, forecasting) 17 Reliability and validity of selection tests/tools/ methods 18 Use and interpretation of selection tests (for example: psychological/personality, cognitive, motor/physical assessments, performance, assessment center) 19 Interviewing techniques (for example: behavioral, situational, panel) 20 Impact of compensation and benefits on recruitment and retention 21 International HR and implications of global workforce for workforce planning and employment. SPHR ONLY. 22 Voluntary and involuntary terminations, downsizing, restructuring, and outplacement strategies and practices 23 Internal workforce assessment techniques (for example: skills testing, skills inventory, workforce demographic analysis) 24 Employment policies, practices, and procedures (for example: orientation, on-boarding, and retention) 25 Employer marketing and branding techniques 26 Negotiation skills and techniques

Functional Are a 03: Human Resource Development (18%, 19%)


Developing, implementing, and evaluating activities and programs that address employee training and development, performance appraisal, and talent and performance management to ensure that the knowledge, skills, abilities, and performance of the workforce meet current and future organizational and individual needs.

Knowledge of:
11 Applicable federal laws and regulations related to workforce planning and employment activities (for example: Title VII, ADA, EEOC Uniform Guidelines on Employee Selection Procedures, Immigration Reform and Control Act) 12 Methods to assess past and future staffing effectiveness (for example: costs per hire, selection
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Responsibilities:
01 Ensure that human resources development activities are compliant with all applicable federal laws and regulations. 02 Conduct a needs assessment to identify and establish priorities regarding human resource development activities. 03 Develop/select and implement employee training programs (for example: leadership skills, harassment prevention, computer skills) to increase individual and organizational effectiveness. 04 Evaluate effectiveness of employee training programs through the use of metrics (for example: participant surveys, pre- and post-testing). SPHR only 05 Develop, implement, and evaluate talent management programs that include assessing talent, developing career paths, and managing the placement of highpotential employees. 06 Develop, select, and evaluate performance appraisal processes (for example: instruments, ranking and rating scales) to increase individual and organizational effectiveness. 07 Develop, implement, and evaluate performance management programs and procedures (includes training for evaluators). 08 Develop/select, implement, and evaluate programs (for example: telecommuting, diversity initiatives, repatriation) to meet the changing needs of employees and the organization. SPHR only 09 Provide coaching to managers and executives regarding effectively managing organizational talent.

general and specialized training programs 31 Facilitation techniques, instructional methods, and program delivery mechanisms 32 Task/process analysis 33 Performance appraisal methods (for example: instruments, ranking and rating scales) 34 Performance management methods (for example: goal setting, relationship to compensation, job placements/promotions) 35 Applicable global issues (for example: international law, culture, local management approaches/practices, societal norms). SPHR ONLY. 36 Techniques to assess training program effectiveness, including use of applicable metrics (for example: participant surveys, pre- and post-testing) 37 Mentoring and executive coaching

Functional Are a 04: Compensation and Benefits (19%, 13%)


Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups in order to support the organizations goals, objectives, and values.

Responsibilities
01 Ensure that compensation and benefits programs are compliant with applicable federal laws and regulations. 02 Develop, implement, and evaluate compensation policies/programs (for example: pay structures, performance-based pay, internal and external equity). 03 Manage payroll-related information (for example: new hires, adjustments, terminations). 04 Manage outsourced compensation and benefits components (for example: payroll vendors, COBRA administration, employee recognition vendors). PHR only 05 Conduct compensation and benefits programs needs assessments (for example: benchmarking, employee surveys, trend analysis). 06 Develop/select, implement/administer, update and
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Knowledge of:
27 Applicable federal laws and regulations related to human resources development activities (for example: Title VII, ADA, Title 17 [Copyright law]) 28 Career development and leadership development theories and applications (for example: succession planning, dual career ladders) 29 Organizational development (OD) theories and applications 30 Training program development techniques to create

evaluate benefit programs (for example: health and welfare, wellness, retirement, stock purchase). 07 Communicate and train the workforce in the compensation and benefits programs, policies and processes (for example: self-service technologies). 08 Develop/select, implement/administer, update, and evaluate an ethically sound executive compensation program (for example: stock options, bonuses, supplemental retirement plans). SPHR only 09 Develop, implement/administer and evaluate expatriate and foreign national compensation and benefits programs. SPHR ONLY.

Responsibilities
01 Ensure that employee and labor relations activities are compliant with applicable federal laws and regulations. 02 Assess organizational climate by obtaining employee input (for example: focus groups, employee surveys, staff meetings). 03 Develop and implement employee relations programs (for example: recognition, special events, diversity programs) that promote a positive organizational culture. 04 Evaluate effectiveness of employee relations programs through the use of metrics (for example: exit interviews, employee surveys, turnover rates). 05 Establish, update, and communicate workplace policies and procedures (for example: employee handbook, reference guides, or standard operating procedures) and monitor their application and enforcement to ensure consistency. 06 Develop and implement a discipline policy based on organizational code of conduct/ethics, ensuring that no disparate impact or other legal issues arise. 07 Create and administer a termination process (for example: reductions in force [RIF], policy violations, poor performance) ensuring that no disparate impact or other legal issues arise. 08 Develop, administer, and evaluate grievance/dispute resolution and performance improvement policies and procedures. 09 Investigate and resolve employee complaints filed with federal agencies involving employment practices or working conditions, utilizing professional resources as necessary (for example: legal counsel, mediation/ arbitration specialists, investigators) 10 Develop and direct proactive employee relations strategies for remaining union-free in non-organized locations. SPHR only 11 Direct and/or participate in collective bargaining activities, including contract negotiation, costing, and administration.

Knowledge of:
38 Applicable federal laws and regulations related to compensation, benefits, and tax (for example: FLSA, ERISA, FMLA, USERRA) 39 Compensation and benefits strategies 40 Budgeting and accounting practices related to compensation and benefits 41 Job evaluation methods 42 Job pricing and pay structures 43 External labor markets and/or economic factors 44 Pay programs (for example: variable, merit) 45 Executive compensation methods. SPHR ONLY 46 Noncash compensation methods (for example: equity programs, noncash rewards) 47 Benefits programs (for example: health and welfare, retirement, Employee Assistance Programs [EAPs]) 48 International compensation laws and practices (for example: expatriate compensation, entitlements, choice of law codes). SPHR ONLY. 49 Fiduciary responsibilities related to compensation and benefits

Functional Are a 05: Employee and L abor Rel ations (20%, 14%)
Developing, implementing/administering, and evaluating the workplace in order to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organizations goals and objectives.
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Knowledge of:
50 Applicable federal laws affecting employment in union and nonunion environments, such as laws regarding antidiscrimination policies, sexual harassment, labor relations, and privacy (for example: WARN Act, Title VII, NLRA) 51 Techniques and tools for facilitating positive employee relations (for example: employee surveys, dispute/ conflict resolution, labor/management cooperative strategies) 52 Employee involvement strategies (for example: employee management committees, self-directed work teams, staff meetings) 53 Individual employment rights issues and practices (for example: employment at will, negligent hiring, defamation) 54 Workplace behavior issues/practices (for example: absenteeism and performance improvement) 55 Unfair labor practices 56 The collective bargaining process, strategies, and concepts (for example: contract negotiation, costing, and administration) 57 Legal disciplinary procedures 58 Positive employee relations strategies and nonmonetary rewards 59 Techniques for conducting unbiased investigations 60 Legal termination procedures

03 Develop/select and implement/administer occupational injury and illness prevention programs (i.e., OSHA, workers compensation). PHR only 04 Establish and administer a return-to-work process after illness or injury to ensure a safe workplace (for example: modified duty assignment, reasonable accommodations, independent medical exam). 05 Develop/select, implement, and evaluate plans and policies to protect employees and other individuals, and to minimize the organizations loss and liability (for example: emergency response, workplace violence, substance abuse). 06 Communicate and train the workforce on security plans and policies. 07 Develop, monitor, and test business continuity and disaster recovery plans. 08 Communicate and train the workforce on the business continuity and disaster recovery plans. 09 Develop policies and procedures to direct the appropriate use of electronic media and hardware (for example: e-mail, social media, and appropriate website access). 10 Develop and administer internal and external privacy policies (for example: identity theft, data protection, workplace monitoring).

Knowledge of:
61 Applicable federal laws and regulations related to workplace health, safety, security, and privacy (for example: OSHA, Drug-Free Workplace Act, ADA, HIPAA, Sarbanes-Oxley Act) 62 Occupational injury and illness prevention (safety) and compensation programs 63 Investigation procedures of workplace safety, health and security enforcement agencies 64 Return to work procedures (for example: interactive dialog, job modification, accommodations) 65 Workplace safety risks (for example: trip hazards, blood-borne pathogens) 66 Workplace security risks (for example: theft, corporate espionage, sabotage)
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Functional Are a 06: Risk Management (8%, 7%)


Developing, implementing/administering, and evaluating programs, procedures, and policies in order to provide a safe, secure working environment and to protect the organization from potential liability.

Responsibilities
01 Ensure that workplace health, safety, security, and privacy activities are compliant with applicable federal laws and regulations. 02 Conduct a needs analysis to identify the organizations safety requirements.

67 Potential violent behavior and workplace violence conditions 68 General health and safety practices (for example: evacuation, hazard communication, ergonomic evaluations) 69 Organizational incident and emergency response plans 70 Internal investigation, monitoring, and surveillance techniques 71 Employer/employee rights related to substance abuse 72 Business continuity and disaster recovery plans (for example: data storage and backup, alternative work locations, procedures) 73 Data integrity techniques and technology (for example: data sharing, password usage, social engineering) 74 Technology and applications (for example: social media, monitoring software, biometrics) 75 Financial management practices (for example: procurement policies, credit card policies and guidelines, expense policies) Core Knowledge 76 Needs assessment and analysis 77 Third-party or vendor selection, contract negotiation, and management, including development of requests for proposals (RFPs) 78 Communication skills and strategies (for example: presentation, collaboration, sensitivity) 79 Organizational documentation requirements to meet federal and state guidelines 80 Adult learning processes 81 Motivation concepts and applications 82 Training techniques (for example: virtual, classroom, on-the-job) 83 Leadership concepts and applications 84 Project management concepts and applications 85 Diversity concepts and applications (for example: generational, cultural competency, learning styles) 86 Human relations concepts and applications (for
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example: emotional intelligence, organizational behavior) 87 Ethical and professional standards 88 Technology to support HR activities (for example: HR Information Systems, employee self-service, e-learning, applicant tracking systems) 89 Qualitative and quantitative methods and tools for analysis, interpretation, and decision-making purposes (for example: metrics and measurements, cost/benefit analysis, financial statement analysis) 90 Change management theory, methods, and application 91 Job analysis and job description methods 92 Employee records management (for example: electronic/paper, retention, disposal) 93 Techniques for forecasting, planning, and predicting the impact of HR activities and programs across functional areas 94 Types of organizational structures (for example: matrix, hierarchy) 95 Environmental scanning concepts and applications (for example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST]) 96 Methods for assessing employee attitudes, opinions, and satisfaction (for example: surveys, focus groups/ panels) 97 Budgeting, accounting, and financial concepts 98 Risk-management techniques

APPENDIX B
GPHR BODY OF KNOWLEDGE
The GPHR exam is created using the following GPHR Body of Knowledge, which outlines the responsibilities of and knowledge needed by todays global HR professional. The GPHR Body of Knowledge is updated periodically to ensure it is consistent with current practices in the global HR field. All questions appearing on the exam are linked to the responsibility and knowledge statements outlined below. Knowledge of local laws affecting employment (including recruiting, hiring, reference checking and background checks) has been part of the GPHR Body of Knowledge since its inception. During the most recent practice analysis, respondents were asked to identify the countries/regions for which they had HR responsibility and those with the greatest response rates were Canada, China, India, the United Kingdom, the United States and the European Union. Questions regarding general knowledge of local employment laws will be limited to these six countries/ regions beginning in 2009. During future practice analyses, this list will be updated.

capital, talent management, shared services). 03 Develop an HR infrastructure that supports global business initiatives where HR serves as a subject matter expert and credible business partner. 04 Participate in the strategic decision-making processes and due diligence for business changes (for example, expansions, mergers and acquisitions, joint ventures, greenfield operations, divestitures). 05 Develop measurement systems to evaluate HRs contribution to the achievement of the organizations strategic goals. 06 Participate in the development and integration of the organizations culture, core values, ethical standards, philosophy on corporate social responsibility, and employer brand. 07 Establish internal and external global relationships and alliances with stakeholders (for example, diversity councils, joint venture partners, employers groups, unions, works councils, business leader forums). 08 Determine strategies and business needs for outsourcing and vendor selection (for example, benefits, payroll, relocation, global assignment management). 09 Participate in the development of global change management strategies (including global mindset). 10 Determine strategy for HRIS to meet organizational goals and objectives in a global environment. 11 Develop and implement Corporate Social Responsibility (CSR) programs consistent with corporate philosophy and goals, legal requirements and/or external influences.

Functional Are a 01: Str ategic HR Management (26%)


The development of global HR strategies to support the organizations short- and long-term business goals and corporate values.

Knowledge of: Responsibilities:


01 Participate in the development of the organizations global business strategy (including organizational structure). 02 Develop HR strategies to support the organizations global strategic plans and the business requirements (for example, outsourcing, off-shoring, new product development, transfer of technology and human 01 The organizations vision, values, mission, business goals, objectives, plans and processes 02 Strategic/business planning processes and their implementation, including SWOT and balanced scorecard analysis 03 Strategies to align the global HR function as a strategic business partner

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04 Financial planning processes and budget development 05 Business models and implications (for example, joint ventures, wholly owned subsidiaries, representative offices, outsourcing/off-shoring) 06 Organizational structures (by geography, business unit, product line, and functional discipline) and their design and implementation 07 Financial measures/tools for assessing the value of HR programs (for example, return on investment [ROI], cost/benefit analysis) 08 The organizations values and their fit with the culture and context of other countries 09 Business ethics standards and practices at a global level, while maintaining local relevance 10 Role and expectations of customers, suppliers, employees, communities, shareholders, boards of directors, owners, and other stakeholders 11 HRIS architecture and technology to support global human resource activities 12 Cross-border divestitures and mergers and acquisitions integration practices and procedures 13 International site start-up practices and procedures 14 The organizations business philosophies, financial models and financial statements 15 Due diligence processes appropriate to specific cultures 16 Best practices and application of community relations, environmental initiatives and philanthropic activities 17 Corporate social responsibility practices and policies

01 Ensure that global talent acquisition and mobility policies, practices, and programs comply with applicable laws and regulations. Examples: Employment Contract Act (China), Council Regulation 1612/68 on freedom of movement of workers within the Community (EU), Contract Labor Act (India). 02 Develop strategic approach for global talent acquisition and mobility to ensure alignment with business need requirements.

03 Utilize and promote the employer branding strategy to attract talent from global and local markets. 04 Identify, utilize, and evaluate sources of global talent (for example, personal networks, college recruiting, international job boards). 05 Develop a global staffing plan that supports business needs in collaboration with leadership and line management 06 Calculate cost estimates for global assignments and advise line management on budgetary impact. 07 Develop, implement, and evaluate pre- and posthire polices and procedures (for example, selection criteria/tools, employment/secondment agreements, background checks, medical evaluation) that are culturally and contextually appropriate.

08 Create position descriptions that define job-specific responsibilities, knowledge, skills, and abilities. 09 Develop, implement, and evaluate orientation/ induction processes that are culturally relevant and aligned with organizational strategy. 10 Provide consultation to potential global assignees and line management on terms and conditions of assignment, planning, and expectation-setting to enable a successful relocation/assignment. 11 Monitor staffing metrics (for example, cost-of-hire, quality of hire, retention, return on investment) to evaluate results against global staffing plan. 12 Comply with required immigration regulations (for example, visas, work permits). 13 Coordinate relocation and support services for international assignments (shipment, storage, home/ host housing, property management, destination

Functional Are a 02: Global Talent Acquisition and Mobilit y (22%)


The development, implementation, and evaluation of global staffing strategies to support organizational objectives in a culturally and contextually appropriate manner. This includes utilization of the employer brand; job and cost analysis; and the recruitment, hiring, preparation, and global mobility of employees to meet business needs. Responsibilities:
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services, schooling and educational counseling, spouse/partner career assistance, etc.) 14 Establish and maintain ongoing communication practices with assignees, local management and home-country management.

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Assignment assessment measures to evaluate assignee fit and impact on the business (for example, return on investment) Immigration issues related to global mobility (for example, visas, work permits) Techniques for fostering effective communications with global assignees, line management, and leadership. International assignment costs (cost of living allowances, premiums, housing, shipping)

35 36

Knowledge of:
18 19 20 21 22 23 24 25 26 27 Applicable laws and regulations related to hiring and employment Strategies to promote employer of choice or employment branding initiatives Methods for developing, sourcing, and implementing a global workforce staffing plan Global and country-specific recruiting and hiring practices, methods and sources Job description development Culturally appropriate interviewing techniques and selection systems Employment contract content requirements by country Deployment activities (for example, relocation, immigration) Corporate induction programs Staffing metrics (for example, headcount, cost-of-hire, days-to-fill, return on investment)

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Functional Are a 03: Global Compensation and Benefits (18%)


The establishment and ongoing assessment of a global compensation strategy including remuneration, benefits, and perquisites programs aligned with the companys business objectives.

Responsibilities:
01 Ensure that global compensation, benefits, and perquisite programs are appropriately funded, costand tax-effective and are compliant with applicable laws and regulations. Examples: Employee Provident Fund (India), Fair Labor Standards Act (US), Employment Act (UK). 02 Establish and communicate a global compensation and benefits strategy aligned to support the organizations business requirements while sustaining employee engagement. 03 Design and/or negotiate compensation and benefits programs for business changes (for example, mergers and acquisitions, joint ventures). 04 Develop, implement, and assess job valuation systems aligned with global business strategy. 05 Establish and maintain compensation, benefits, and perquisite programs for key executives in each country of operation, including base salary structures, short- and long-term incentive plans, supplemental benefits programs and tax-effective compensation arrangements. 06 Develop and implement compensation terms and conditions (for example, balance sheet calculations, allowances, end-of-assignment bonuses, salary
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28 Different types of assignments, policies, and practices (for example, short-term, long-term, sequential, commuting, and permanent assignees) 29 30 31 32 Assessment and selection tools and models for international assignments International assignment management, tracking, and reporting Intercultural theory models and their application to the assignment process and success Critical success factors for international assignees (for example, family adjustment and support, communication) Global assignee orientation programs (for example, cross-cultural training, destination services, language training)

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increases). 07 Develop and implement global assignment benefit and perquisite programs (for example, health care, employee assistance programs, club memberships, company car). 08 Develop, implement, and assess programs to address income and social insurance tax obligations and their portability for global assignees. 09 Develop, implement, and evaluate programs, processes, and policies for the transition of global assignees to local employment status. 10 Establish and maintain compensation, benefits and perquisite programs for locally hired employees in each country of operation. 11 Manage and evaluate assignment-related payments, payroll processes, and activities.

employee stock) and their global application and taxation ramifications for the employee and the company 48 The impact of cross-border moves on long- and shortterm incentive programs 49 Portability of health and welfare programs (for example, pension, medical, disability insurance) 50 Finance, payroll, and accounting practices related to country-specific compensation and benefits 51 Procedures to collect and analyze data from global and country-specific compensation and benefits surveys 52 Total remuneration and appropriate mix of types of compensation and benefits for different countryspecific or sectoral markets 53 Global executive compensation, benefits, and perquisites programs (such as annual management incentive, deferred compensation, long-term incentives, and tax-effective compensation methods) 54 Financing of benefits programs, including insured programs, multinational insurance pooling and retirement funding vehicles 55 Information sources on global and country-specific compensation, benefits, and tax trends 56 Due diligence procedures on business changes (for example, mergers and acquisitions, joint ventures) with respect to compensation and benefits issues 57 Job valuation tools (for example, point-factor systems, salary surveys, benchmarking, global applicability) 58 Applicable double-tax treaties and totalization agreements 59 Labor union and works council mandated compensation and benefits 60 Work-life balance programs

Knowledge of:
38 Applicable local compensation, benefits, and tax laws 39 Assignment tax planning and tax compliance requirements and processes 40 Expenses related to international relocation (for example, house-hunting, furniture rental, temporary accommodations, shipment of goods, cultural/ language training, dependent education) 41 Payroll requirements and assignment payment methods (for example, split payroll, home and host country payments) 42 Localization concepts and processes (for example, tax implications, Social Security issues) 43 Global assignee compensation packages 44 Cost-of-living models and their impact for international assignments (for example, commodities and services allowances, efficient purchaser indices) 45 Global and country-specific benefit programs (for example, retirement, Social Security, health care) 46 Global and country-specific perquisite programs (for example, company car, club membership, housing, meal vouchers) 47 Equity-based programs (including stock options, phantom stock, restricted shares and stock purchase,
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Functional Are a 04: Organiz ational Effectiveness and Talent Development (22%)
The design, implementation, and enrichment of organizational structures, programs, and processes to effectively develop and engage a global workforce aligned

with the organizations business needs, culture, and values.

11

Responsibilities:
01 Ensure that human resource development programs are compliant with applicable laws and regulations. Examples: Title VII of the Civil Rights Act (US), Employment Equity Act (Canada), Directive 76/207/ EEC on the principle of equal treatment for men and women (EU). 02 Promote local and regional alignment of corporate vision, organizational culture, and core values. 03 Create and implement global diversity and inclusion programs that are aligned with the organizations philosophy and meet legal requirements, while considering cultural perspectives. 04 Develop systems that support the implementation of global change management initiatives (includes promoting a global mindset). 05 Develop and deploy communication programs that are effective for a global workforce and other stakeholders. 06 Ensure that employees have the appropriate knowledge, skills, and abilities needed to meet current and future business requirements. 12

Implement worldwide performance management processes that support both global and local business objectives and are culturally appropriate. Develop and implement programs to support the organizations growth, restructuring, redeployment and downsizing initiatives globally, including exit management processes (for example, mergers & acquisitions, divestitures, reductions in force, joint ventures) Develop repatriation programs for international assignees that support company strategy.

13

14 Develop and implement global competency models to support global and local business goals in culturally appropriate ways.

Knowledge of:
61 Applicable laws and regulations related to human resource development activities 62 Techniques to promote and align corporate vision, culture, and values with local and regional organizations 63 Global organizational development programs and practices (including succession planning, career development, and leadership development) 64 Needs assessment, for both the business and employees, within a global environment (involving different cultures and countries) 65 Training programs and their application in global environments 66 Global learning models and methodologies 67 Performance appraisal, management, and coaching methods as they apply globally and locally (including expatriate global assignments) 68 Techniques to measure organizational effectiveness in a global business environment (for example, satisfaction surveys, benchmarking, and productivity measurement tools such as scorecards or indicators) 69 Retention strategies and principles and their application in different cultures and countries (including expatriate assignments) 70 Redeployment, downsizing, and exit management strategies and principles and their application in
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07 Implement and evaluate a process to gauge effectiveness of organizational development programs based on global HR metrics/measurements (for example, an HR management system composed of employee satisfaction surveys, attrition, training results, benchmarking, score cards, other indicators). 08 Develop and implement processes, programs, and tools to support career development, leadership development, succession planning, and retention. throughout the organization, in an environment where global roles are not necessarily location-specific. Develop and implement appropriate cultural and language training for employees with global responsibilities and their families, when necessary.

09

10 Develop programs and processes to support geographically dispersed and/or virtual teams (for example, shared leadership, task completion, project management).

different cultures and countries 71 Career planning models for global roles

(including third party vendors) to mitigate risk to the organization. 05 Develop audit procedures to assess HR internal controls, evaluate results and take corrective actions. 06 Establish and maintain employee records with appropriate regard for privacy regulations where applicable (for example, EU Data Privacy Directive, US HIPAA, Australian Federal Privacy Act). 07 Establish alternative dispute resolution/grievance processes in compliance with applicable laws and practices, where permitted. 08 Develop and implement programs to promote a positive work culture (for example, employee recognition, constructive discipline, non-monetary rewards, positive reinforcement). 09 Coordinate collective-bargaining activities and contract administration with national and/or local unions as needed. 10 Confer with employee representative groups in compliance with statutory requirements (for example, works councils, unions, Joint Action committees). 11 Develop, implement, and communicate employmentrelated corporate policies (for example, ethics, code of conduct, anti-discrimination, harassment). Coordinate global risk management, emergency response, and security practices (including intellectual property).

72 Critical success factors for international assignees (for example, family adjustment and support, communication, career planning, mentoring) 73 Repatriation best practices and processes 74 Competency models and their global applicability 75 Trends and practices for global employee engagement 76 Interpersonal and organizational behavior concepts and applications in a global context (including the use of geographically dispersed teams)

Functional Are a 05: Workforce Rel ations and Risk Management (12%)
The establishment of processes and practices that protect or enhance organizational value by managing risk and addressing employee rights and needs on a global basis.

Responsibilities:
01 Ensure that activities related to employee and labor relations (up to & including termination of employment), safety, security, and privacy are compliant with applicable laws and regulations. Examples: TUPE - Transfer of Undertakings (Protection of Employment UK), Directive 22/14/ EC establishing a general framework for informing and consulting employees in the EC (EU), Trade Union Law (China).

12

Knowledge of:
77 Applicable laws affecting employee and labor relations (including termination of employment), workplace health, safety, security, and privacy 78 Major laws that apply extraterritorially (for example, US Title VII, US Americans with Disabilities Act, US Foreign Corrupt Practices Act; EU Data Privacy Directive & Safe Harbor Privacy Principles) 79 Globally-recognized regulations, conventions and agreements (for example, OECD Guidelines for Multinational Enterprises, ILO Conventions, Mercosur, NAFTA, WTO) 80 Employment-related legal compliance and ethical conduct of vendors, suppliers and contractors

02 Comply with extraterritorial laws to mitigate risk to the organization (for example, US Title VII, US Americans with Disabilities Act, US Foreign Corrupt Practices Act, EU Data Privacy Directive & Safe Harbor Privacy Principles). 03 Ensure organizational compliance with globally recognized regulations to enable effective workforce relations and meet acceptable workplace standards (for example, OECD Guidelines for Multinational Enterprises, ILO conventions, Mercosur, NAFTA, WTO). 04 Monitor employment-related legal compliance and ethical conduct throughout the global supply chain
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Internal controls, compliance, and audit processes

97 Global leadership concepts and applications 98 Qualitative and quantitative methods and tools for analysis, interpretation and decision-making purposes and their use globally 99 Intercultural theory and specific cultural behaviors 100 Cross-cultural management techniques 101 Strategies for managing global vendor/supplier relationships, selection processes and contract negotiations 102 Communication processes and techniques and their worldwide applicability 103 Effective use of interpreters, translators, and translations 104 Techniques to promote creativity and innovation 105 Principles and practices that foster diversity/inclusion 106 The strategies of globalization versus localization of HR policies and programs

82 Employee rights to privacy and recordkeeping requirements (for example, EU Data Privacy Directive & Safe Harbor Principles, US HIPAA, Australian Federal Privacy Act) 83 Individual employment rights (for example, employees rights to bargain, grievance procedures, required recognition of unions) 84 Appropriate global or local techniques for facilitating favorable employee relations (for example, small group facilitation, dispute resolution, grievance handling, employee recognition, constructive discipline, labor/management cooperative strategies and programs. 85 Legal and customary roles of works councils and trade unions 86 Location-specific collective bargaining processes, strategies, and concepts 87 Global employment litigation 88 Workplace security risks including physical threats and piracy of intellectual property and other company-proprietary information 89 Local conditions relating to personal security (for example, kidnapping, terrorism, carjacking) 90 Emergency response plans (for example, medical emergencies, pandemics, disaster recoveries, criminal prosecution, evacuation plans, facility safety plans)

CORE KNOWLEDGE RELATED TO MULTIPLE DOMAINS OF GLobal HR ACTIVITY


91 Basic business, global, political, and socioeconomic conditions, demographics, law and trade agreements and how they relate to business operations 92 Globalization and its drivers, consequences, and trends 93 Global management techniques, including planning, directing, controlling and coordinating resources

94 Global project management techniques 95 The global application of human resource ethics and professional standards

96 Change management strategies, processes, and tools


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APPENDIX C
CALIFORNIA BODY OF KNOWLEDGE
The California exam is created using the following California (CA) Body of Knowledge, which outlines the responsibilities of and knowledge needed by todays HR professional as it pertains to the state of California. The CA Body of Knowledge is updated periodically to ensure it is consistent with current practices and employment law in the state. All questions appearing on the exam as of spring 2013 are linked to the responsibility and knowledge statements outlined below.

04 Vacation pay and paid time off (PTO) rules 05 Overtime regulations, including calculating multiple rates of pay and effects of bonus payments on overtime calculations 06 Job classifications for exempt and nonexempt employees 07 Rules pertaining to independent contractors 08 Timing of payments (for example: regular pay, overtime, direct deposit, and final pay) and fines and penalties for non-compliance 09 Rest and meal periods 10 Work day, work week including alternative workweek schedules (AWS) 11 Permitted and prohibited payroll deductions (for example: exempt employees and gratuities) 12 Business expense reimbursement 13 Garnishments and bankruptcy 14 Role and responsibilities of Department of Labor Standards Enforcement (DLSE) 15 State law requirements for timekeeping 16 Legal requirements for individual notices and documentation on pay stubs 17 Legal requirements for postings and notices 18 Documentation and records retention requirements

Compensation/ Wage and Hour (22%)


Develop, implement, and administer compensation programs for all employee groups in compliance with California legal requirements.

Responsibility
01 Develop and implement policies and procedures to comply with state wage and hour laws. 02 Ensure compliance with state wage and hour laws. 03 Develop and implement policies and procedures for engaging independent contractors. 04 Establish and administer payroll, time-keeping, documentation, and records retention policies and procedures required under state law governing compensation.

Employment and Employee Rel ations (46%)


Develop, facilitate, and manage workplace relationships, throughout the employment lifecycle, in compliance with California legal requirements.

Responsibility
01 Develop and implement policies, practices, and procedures to comply with state laws regarding preemployment and hiring. 02 Develop and implement policies, practices, and procedures to comply with state laws regarding employment and termination of employment. 03 Ensure compliance with state laws regarding preemployment and hiring, ongoing employment, and termination.

Knowledge
01 Definition of all wages, (for example: split shifts, reporting time pay, on call, makeup time, travel time, and commissions) 02 Wage ordersIndustrial Welfare Commission (IWC) 03 Minimum wage requirements and exceptions (for example: prevailing wage and living wage)
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04 Ensure compliance with state harassment and discrimination prevention laws. 05 Establish and administer documentation and records retention policies and procedures required under state law governing employment and employee relations.

Benefits and Le aves of Absence (20%)


Develop and implement programs, policies, and procedures related to benefits and leaves of absence in compliance with California legal requirements.

Responsibility
01 Develop and implement policies and procedures to comply with state laws and regulations regarding benefits. 02 Ensure compliance with state laws and regulations regarding benefits. 03 Develop and implement policies and procedures to comply with state laws and regulations regarding leaves of absence. 04 Ensure compliance with state laws and regulations regarding leaves of absence, including coordination of multiple laws and regulations. 05 Develop and implement documentation and records retention policies and procedures required under state law governing benefits and leaves of absence.

Knowledge
01 Provisions of Fair Employment and Housing Act (FEHA) including the interactive process and reasonable accommodations 02 California labor code section 132a 03 Whistleblower protections 04 Pre-employment and hiring procedures (for example: drug testing, background checks, consumer credit reports, Investigative Consumer Reporting Agencies Act (ICRAA), California Consumers Reporting Act (CCRA), postings, and individual notices) 05 Requirements related to privacy and security (for example: permissible employment application procedures and protection of personal data) 06 Rules regarding employment of minors 07 Employment Development Department (EDD) requirements 08 Non-compete, non-disclosure, invention assignment agreements, and Uniform Trade Secrets Act 09 Individual employee rights (for example: Private Attorneys General Act, language translation requirements, and literacy assistance) 10 Required supervisory training for sexual harassment prevention 11 California WARN 12 Required new hire and termination notices 13 Requirements for employers with state contracts 14 Regulations regarding use of medical marijuana 15 Legal requirements for postings and notices 16 Documentation and records retention requirements

Knowledge
01 Legal requirement for employer-sponsored benefit plans (for example: domestic partner coverage and premiums, Cal COBRA) 02 California State Disability Insurance (SDI) 03 Paid Family Leave (PFL) 04 Kin care requirements 05 Integration of SDI, PFL and Kin care requirements 06 Pregnancy Disability Leave (PDL) 07 California Family Rights Act (CFRA) 08 Coordination of state leave protections, including PDL and CFRA, with federal leave protections (FMLA) 09 Other protected time off as required by the California labor code (for example: school leave, crime victims leave, domestic violence and sexual assault victims leave, organ and bone marrow donor, and military leave) 10 Time off for voting 11 Legal requirements for postings and notices
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12 Documentation and record retention requirements

He alth, Safet y and Workers Compensation (12%)


Develop and implement programs, plans, and policies that provide a healthy and safe working environment, and administer workers compensation, in compliance with California legal requirements.

Responsibility
01 Develop and implement policies and procedures to comply with state laws and regulations regarding health and safety administration. 02 Ensure compliance with state laws and regulations regarding health and safety. 03 Provide training programs required under state law governing health and safety. 04 Develop and implement policies and procedures to comply with state laws and regulations regarding workers compensation, including return to work. 05 Ensure compliance with state laws and regulations regarding workers compensation. 06 Establish and administer documentation and records retention policies and procedures required under state law governing health, safety, and workers compensation.

Knowledge
01 Cal/OSHA requirements 02 Injury and Illness Prevention Program (IIPP) requirements 03 Heat illness prevention requirements 04 Ergonomics reporting requirements 05 Workers compensation notification and reporting requirements, claims administration, and fraud 06 Return to work requirements 07 California Drug Free Workplace Act 08 Legal requirements for postings and notices 09 Documentation and records retention requirements

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APPENDIX D
FORMS
1. Exam Audit Form 2. Exam Eligibility Appeals Form 3. Additional Certificate Request Form 4. Duplicate Score Report Request Form 5. Special Testing Accommodation Request Form 6. Exam Refund Request Form 7. Exam Type Change Form 8. Qualifying HR Work Experience Form 9. Review of Exam Score Form

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HR CERTIFICATION INSTITUTE APPLICATION AUDIT PROCESS


PURPOSE
To maintain the integrity of the program, the HR Certification Institute randomly audits candidate exam applications to ensure compliance with eligibility requirements.

During the audit, the HR Certification Institute may: Contact supervisors listed on the audit form to verify work experience. Request additional documentation as needed to verify all submitted information. Candidates who refuse to participate in the audit, fail to respond to the audit request by the deadline outlined in the notification email, or do not have the appropriate documentation to support their experience, degree earned and employment law component will not be allowed to take the exam.

REQUIREMENTS FOR THE AUDIT


An exam candidate must submit ALL of the following documentation at the same time for a determination to be made by the HR Certification Institute regarding eligibility: 1. An official job description on company letterhead for each job listed on the exam application that demonstrates the work experience requirement. 2. A copy of your degree or transcript, if applicable. 3. The audit form must be filled out completely and signed.

AUDIT OUTCOME NOTIFICATION


Candidates selected for an audit will be notified of the outcome via email and/or mail. If deemed ineligible to take the exam, there is no appeals process. Therefore, it is very important to include ALL necessary documentation when submitting the audit information to the Institute.

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Exam Audit Form


PHR, SPHR, GPHR AND CA
To validate eligibility, please document your professional-level work experience in an HR position. This completed form must be submitted with supporting documentation that supports professional-level status (e.g., a job description) of the positions listed under the employment section. The job description must be provided in addition to the information requested below for the audit to be completed.

CONTACT INFORMATION
Last Name First Name M.I. Home Street Address City State Zip Code ( ) Primary E-mail Address Home Phone Number

I, , give HR Certification Institute permission to request verification documentation of my HR exempt-level experience from any current or previous employment contact that I list below

todays date signature

EMPLOYMENT
Current employment (if not currently employed, leave blank)
Organization ( ) Supervisors Name Phone Number Supervisors Email Address Professional-level Candidates Current Position From (mo/ yr) To (mo/ yr) Professional-level Previous Position (if applicable) From (mo/ yr) To (mo/ yr)

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Previous employment
Organization ( ) Supervisors Name Phone Number Supervisors Email Address Professional-level Candidates Position From (mo/ yr) To (mo/ yr)

Organization ( ) Supervisors Name Phone Number Supervisors Email Address Professional-level Candidates Position From (mo/ yr) To (mo/ yr)

Organization ( ) Supervisors Name Phone Number Supervisors Email Address Professional-level Candidates Position From (mo/ yr) To (mo/ yr)

Organization ( ) Supervisors Name Phone Number Supervisors Email Address Professional-level Candidates Position From (mo/ yr) To (mo/ yr)

Organization ( ) Supervisors Name Phone Number Supervisors Email Address Professional-level Candidates Position From (mo/ yr) To (mo/ yr)

Organization ( ) Supervisors Name Phone Number Supervisors Email Address Professional-level Candidates Position From (mo/ yr) To (mo/ yr)

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EXAM ELIGIBILITY APPEALS FORM


HR CERTIFICATION INSTITUTE EXAM ELIGIBILITY APPEALS PROCESS
Exam candidates who have been deemed ineligible to sit for an examination by the Certification Department may appeal in writing to the Director, Administration & Client Relations. There is a $35 nonrefundable processing fee which must accompany the appeal. Please use the Exam Application Appeal Form to submit the fee. the work experience meets the Institutes eligibility requirements. Must be signed by the exam candidate and sent to the HR Certification Institute by traceable mail. The letter and additional documentation must be submitted together with payment and be postmarked no later than 10 calendars days after the date of the ineligibility notification.

Ex am Application Appe als


Exam candidates must submit the following: A letter that states the specific reason(s) for the appeal. Additional official documentation not already reviewed. Letters from supervisors and candidates are not considered official documentation and are therefore not accepted. Documentation should demonstrate that

Appe als Decision


The Director, Administration & Client Relations will review the appeal and notify the candidate in writing of the decision within 10 business days from the date that the appeal fee is processed. The decision will be final and is not subject to additional appeals.

Date Candidate Name User ID Number

PAYMENT INFORMATION

The HR Certification Institute accepts VISA, MasterCard, American Express, money order, certified/cashiers check or organizational/company check. For fee payment by VISA, MasterCard or American Express, provide the following required information.
Charge my: VISA MasterCard American Express

Credit Card Number Expiration Date Cardholder Name Cardholder Signature Billing Address

Card Security Code

City State Zip Code/Country Code Country

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ADDITIONAL CERTIFICATE REQUEST FORM


If you legally change your name,* lose your certificate or want another certificate for personal reasons, please fill out the form below. Be sure to keep a copy of the form for your files.

Candidate Name User ID Number Mailing Address

Ex am and Date

*If you have changed your name, appropriate legal documentation will be required. Documentation may include a drivers license, marriage license or other legal notification. Please do not send originals as they cannot be returned.

PROCESSING FEE: 25 USD

PAYMENT INFORMATION
The HR Certification Institute accepts VISA, MasterCard and American Express.
Charge my: VISA MasterCard American express

Credit Card Number Expiration Date Cardholder Name Cardholder Signature Billing Address

Card Security Code

City State Zip Code/Country Code Country

Please submit to:


HR Certification Institute Attn: Additional Certificate Request 1800 Duke Street Alexandria, VA 22314

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DUPLICATE SCORE REPORT REQUEST FORM


You may request a duplicate copy of your exam results. These duplicate score reports are available for up to six months after the date that you took the exam. Please fill out the form below. Be sure to keep a copy of the form for your files.

Candidate Name User ID Number Mailing Address

Ex am and Date

*If you have changed your name, appropriate legal documentation will be required. Documentation may include a drivers license, marriage license or other legal notification. Please do not send originals as they cannot be returned.

PROCESSING FEE: 50 USD

PAYMENT INFORMATION
Professional Examination Service (PES) accepts VISA and MasterCard.
Charge my: VISA MasterCard

Credit Card Number Expiration Date Cardholder Name Cardholder Signature Billing Address

Card Security Code

City State Zip Code/Country Code Country

Please submit to:


Professional Examination Service (PES) Attn: Duplicate Score Report 475 Riverside Drive, 6th floor New York, NY 10115 USA Fax: +1.212.367.4318

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SPECIAL TESTING ACCOMMODATION REQUEST FORM


Candidates with special testing accommodations needs should complete this form. A special accommodation request must be made by the candidate at the time of application. The information provided and any documentation regarding the disability and the need for accommodation in testing will be treated with strict confidentiality. Please follow the steps below before submitting this form. Please submit both pages of this completed form to the HR Certification Institute within five (5) business days of application submission. You must have an appropriate licensed professional or an educational/testing professional complete the Documentation of Disability-Related Needs section so their requests for accommodations can be processed efficiently. If this form is submitted after an exam appointment has been made, the current appointment has to be cancelled at least three days prior to avoid forfeiting all fees. Once this request has been processed and the accommodation is set up with Prometric, an email notification will be sent to you with instructions to print your new ATT letter from your online profile.

APPLICANT INFORMATION
Last Name First Name M.I. Street Address City State Zip Code/Country Code Country ( ) User ID # Ex am Date Home Phone Number

SPECIAL TESTING ACCOMMODATIONS


Please check the exam for which you are applying. Professional in Human Resources (PHR) Senior Professional in Human Resources (SPHR) Global Professional in Human Resources (GPHR) California-specific exam (PHR-CA/SPHR-CA)

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SPECIAL TESTING ACCOMMODATION REQUEST FORM continued

DOCUMENTATION OF DISABILIT Y-RELATED NEEDS BY A QUALIFIED PROFESSIONAL


This section must be completed by a licensed health care provider or an educational or testing professional to ensure that the HR Certification Institute is able to provide the required test accommodations.

PROFESSIONAL DOCUMENTATION
I have known
(Name of Applicant) (Date)

since

in my capacity as a(n):

(Professional Title)

Please provide the nature of the disability, identification of the test(s) used to confirm the diagnosis, a description of past accommodations made for the disability and the specific testing accommodations requested for this exam.

The applicant discussed with me the nature of the test to be administered. It is my opinion that, because of this applicants disability described above, he or she should be accommodated by providing the following special arrangements:

Check all that apply:


Wheelchair access Reader Recorder Extended testing time Separate testing area Zoom text font size JAWS software (available in spring 2013) Other special accommodations (please specify)

Signature Date Title License # (if applicable)

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EXAM REFUND REQUEST FORM


Please contact Prometric to cancel your appointment before submitting this form to the HR Certification Institute. Refunds will be made according to the refund policies in this handbook. This form must be submitted within 30 calendar days of the close of the exam period in which you had an exam application in order to be processed. Refunds received after this timeframe will not be processed.
PHR SPHR GPHR SPHR-CA GPHR-CA

Date Ex am Type Candidate Name Mailing Address City State Zip Code/Country Code Country User ID Number Ex am appointment date and time (if applicable) Date and time the appointment was canceled (if applicable)

REASON FOR CANCELLATION


Not prepared to test Medical emergency Work conflict Personal emergency Other

Signature Date

Submit to:
HR Certification Institute Exam Refund Request 1800 Duke Street Alexandria, VA 22314 refunds@hrci.org Note: Refunds will be made in the same manner in which the original payment was made. If the refund is declined due to account closure, we will contact you.

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EXAM TYPE CHANGE FORM


An exam level change can only be made once per exam period. If you request an exam level change, you must meet the eligibility requirement for the new designation and provide any supporting documentation. Exam level changes can be requested up to 10 business days before a scheduled exam date. Candidates changing from SPHR to PHR or GPHR to PHR will be refunded the difference. Candidates changing from PHR to SPHR or PHR to GPHR will be required to pay the difference in the exam fees. Exam level changes require cancellation to any previously made scheduled appointments. Once this request has been processed, a new e-mail notification will be sent with information on the availability of the new ATT letter. A new exam appointment may be scheduled with Prometric at that time.

Date Candidate Name User ID Number

T YPE OF E X AM T YPE CHANGE


(CHECK ONLY ONE) PHR to SPHR ** SPHR to PHR * SPHR to GPHR PHR to GPHR **

GPHR to PHR * HRBP sm to PHR HRBP sm to SPHR HRBP to GPHR


sm

SPHR to HRBP sm GPHR to HRBP sm HRMP sm to PHR HRMP to SPHR


sm

PHR to HRMP sm SPHR to HRMP sm GPHR to HRMP sm

GPHR to SPHR

PHR to HRBP

sm

HRMP sm to GPHR

* Refund will be made ** Requires additional monies

E X AM T YPE CHANGE PAYMENT INFORMATION

FEE: 50 USD

in addition to

+/- 125 USD

The HR Certification Institute accepts VISA, MasterCard, American Express, money order, certified/cashiers check or organizational/company check. For fee payment by VISA, MasterCard or American Express, provide the following required information.
Charge my: VISA MasterCard American Express

Credit Card Number Expiration Date Cardholder Name Cardholder Signature Billing Address

Card Security Code

City State Zip Code/Country Code Country

Note: Exam level change request will not be processed until payment is received.

Submit to:  HR Certification Institute


Fax: 703.535.6474

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QUALIFYING HR WORK EXPERIENCE FORM


WHO SHOULD USE THIS FORM?
Candidates who select999 on the position code list should use this form. If more than one position requires supporting documentation, please photocopy this form as needed.

Name Job Title Organization Name Organization Address Dates Employed: FROM TO (Month/ Year) (Month/ Year) ( ) Supervisors Name Phone Number

PHR
1 year of professional (exemptlevel) HR experience and masters degree or higher 2 years of professional (exemptlevel) HR experience and bachelors degree 4 years of professional (exemptlevel) HR experience with less than a bachelors degree

SPHR
4 years of professional (exemptlevel) HR experience and masters degree or higher 5 years of professional (exemptlevel) HR experience and bachelors degree 7 years of professional (exemptlevel) HR experience with less than a bachelors degree

GPHR
2 years of global professional (exempt-level) HR experience and masters degree or higher 3 years of professional (exemptlevel) HR experience (2 of the 3 years must be global experience) and bachelors degree 4 years of professional (exemptlevel) HR experience (2 of the 4 years must be global experience) with less than a bachelors degree

List the countries in which you conduct business:

Job Duties and Responsibilities:

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QUALIFYING HR WORK EXPERIENCE FORM (continued) I attest that the facts presented on this form are accurate and complete. I also understand that the decision regarding my eligibility to take the exam will be made on the basis of this information and the official job description submitted with this form. I certify that this position is/was at the: professional- level* nonprofessional (nonexempt) level* * Checking professional-level and submitting this form is not a guarantee of eligibility.

Candidates Signature Date Candidates Printed Name ( ) User ID # (if previously assigned) Home Phone Number

Please submit this completed form (with your official job description) to the HR Certification Institute.

Submit to:
HR Certification Institute 1800 Duke Street Alexandria, VA 22314 exams@hrci.org

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REVIEW OF EXAM SCORE FORM


DO NOT SUBMIT THIS FORM UNTIL AFTER YOU HAVE RECEIVED YOUR SCORE REPORT.
This request must be received with the appropriate fees and information no later than six months after the test date. Please print or type all information on this form. Review of exam scores will be processed and mailed approximately two weeks from the receipt of the request. Review of exam score results is final. Please check the certification exam that applies to you. Professional in Human Resources (PHR) Senior Professional in Human Resources (SPHR) Global Professional in Human Resources (GPHR) California-specific exam (PHR-CA/SPHR-CA)

Last Name First Name M.I. Street Address City State Zip Code/Country Code Country ( ) Home Phone Number User ID # Ex am Date

If the information above is different from what you provided on the original application, please provide below the information entered on the original exam application.

Last Name First Name M.I. Street Address City State Zip Code/Country Code Country ( ) Home Phone Number User ID # Ex am Date

I hereby request Prometric to review my exam score.

Candidates Signature Date

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PAYMENT INFORMATION
For fee payment by VISA or MasterCard, please provide the following required information.
Charge my: VISA MasterCard

Credit Card Number Expiration Date Cardholder Name Cardholder Signature Billing Address

Card Security Code

City State Zip Code/Country Code Country

Submit to:
Professional Examination Service (PES) Attn: Review of Exam Score 475 Riverside Drive, 6th Floor, New York, NY 10115 USA

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APPENDIX E
PROMETRIC REGIONAL CONTACT CENTERS
Candidates may schedule their exam appointment online at www.prometric.com/hrci or by contacting one of the following Prometric Regional Contact Centers to schedule an appointment after receiving the ATT letter. Location
Latin America North America All Others Australia China Hong Kong India Indonesia Japan Korea Malaysia New Zealand Philippines Singapore Taiwan Thailand Middle East Europe North Africa Sub-Sahara Africa

Hours
M-F 9 a.m.-5 p.m. ET M-F 8 a.m.-8 p.m. ET Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 9:00-17:30 GMT +05:30 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 9:00-18:00 GMT +09:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:00-20:00 GMT +08:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:30-19:00 GMT +10:00 Mon-Fri 8:30-19:00 GMT +10:00 Sun-Thurs 9:00-18:00 GMT +10:00 Mon-Fri 9:00-18:00 GMT +10:00 Sun-Thurs 9:00-18:00 GMT +10:00 Mon-Fri 9:00-18:00 GMT +10:00

Primary
+1-443-751-4995 1-800-467-9582 +603-76283333 +603-76283333 +86-10-82345674 +603-76283333 +91-124-4147700 +603-76283333 +03-5541-4800 +1566-0990 +603-76283333 +603-76283333 +603-76283333 +603-76283333 +603-76283333 +603-76283333 +31-320-239-530 +31-320-239-540 +31-320-239-530 +31-320-239-593

Secondary

1-800-853-6769

+86-10-61957801 (fax)

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APPENDIX F
CODE OF ETHICAL AND PROFESSIONAL RESPONSIBILITY
The HR Certification Institutes Code of Ethical and Professional Responsibility has been adopted to promote and maintain the highest standards of service and conduct for all persons it has recognized and certified to use any of its certifications marks: PHR, SPHR, GPHR, PHR-CA, SPHRCA, HRBP and HRMP. The HR Certification Institutes Board determines who is certified and thus authorized to use the marks. Implicit in the acceptance of this authorization is an obligation not only to comply with the mandates and requirements of all applicable laws and regulations but also to take responsibility to act in an ethical and professionally responsible manner. Adherence to these standards is expected from all who hold an HR Certification Institute credential and serves to ensure the public confidence in the integrity of these individuals. Those holding an HR Certification Institute credential commit to the following:

Measure the effectiveness of HR in contributing to or achieving organizational goals. Comply with the law. Work consistently within the values of the profession. Strive to achieve the highest levels of service, performance and social responsibility. Advocate for the appropriate use and appreciation of human beings as employees. Advocate openly and within the established forums for debate in order to influence decision making and results.

PROFESSIONAL DE VELOPMENT
As an HR Certification Institute certificant you must strive to meet the highest standards of competence and commit to strengthen your competencies on a continuous basis. You will: Commit to continuous learning, skills development and application of new knowledge related to both human resource management and the organizations you serve. Contribute to the body of knowledge, the evolution of the profession and the growth of individuals through teaching, research and dissemination of knowledge.

PROFESSIONAL RESPONSIBILIT Y
As an HR Certification Institute certificant, you are responsible for adding value to the organizations you serve and contributing to the ethical success of those organizations. You accept professional responsibility for your individual decisions and actions. You are also an advocate for the HR profession by engaging in activities that enhance its credibility and value. You will: Adhere to the highest standards of ethical and professional behavior.

ETHICAL LEADERSHIP
As an HR Certification Institute certificant you are expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct. You will: Be ethical and act ethically in every professional interaction. Question pending individual and group actions when necessary to ensure that decisions are ethical and are implemented in an ethical manner. Seek expert guidance if ever in doubt about the ethical propriety of a situation. Through teaching and mentoring, champion the development of others as ethical leaders in the profession and in organizations.

FAIRNESS AND JUSTICE


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As an HR Certification Institute certificant you are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations. You will: Respect the uniqueness and intrinsic worth of every individual. Treat people with dignity, respect and compassion to foster a trusting work environment free of harassment, intimidation and unlawful discrimination. Ensure that everyone has the opportunity to develop their skills and new competencies. Assure an environment of inclusiveness and a commitment to diversity in the organizations you serve. Develop, administer and advocate policies and procedures that foster fair, consistent and equitable treatment for all. Regardless of personal interests, support decisions made by your organizations that are both ethical and legal. Act in a responsible manner and practice sound management in the country or countries in which the organizations you serve operate.

Prioritize your obligations to identify conflicts of interest or the appearance thereof. When conflicts arise; you will disclose them to relevant stakeholders.

USE OF INFORMATION
As an HR Certification Institute certificant you must consider and protect the rights of individuals, especially in the acquisition and dissemination of information while ensuring truthful communications and facilitating informed decision making. You will: Acquire and disseminate information through ethical and responsible means. Ensure only appropriate information is used in decisions affecting the employment relationship. Investigate the accuracy and source of information before allowing it to be used in employment-related decisions. Maintain current and accurate HR information. Safeguard restricted or confidential information. Take appropriate steps to ensure the accuracy and completeness of all communicated information about HR policies and practices. Take appropriate steps to ensure the accuracy and completeness of all communicated information used in HR-related training.

CONFLICTS OF INTEREST
As an HR Certification Institute certificant you must maintain a high level of trust with our stakeholders. You must protect the interests of those stakeholders as well as your professional integrity and should not engage in activities that create actual, apparent or potential conflicts of interest. You will: Adhere to and advocate the use of published policies on conflicts of interest within your organization. Refrain from using your position for personal, material or financial gain or the appearance of such. Refrain from giving or seeking preferential treatment in the human resources processes.

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APPENDIX G
HRCI Complaints and Disciplinary Policy
The HR Certification Institute Boards disciplinary procedures have been devised to ensure a fair and reasonable process for any professional holding one of the HR Certification Institutes credentials against whom allegations of Code of Ethical and Personal Responsibility violations are brought.

Code of Ethical and Professional Responsibility or of other substantive requirements of the certification process by a HRCI certificant, the Complaint Review Panel established by the HRCI Board may reprimand or suspend the certificant, or revoke the certificants certification. The grounds for sanctions under these Procedures are as follows: Fraud or misrepresentation in the application for, or maintenance of, certification. An irregular event in connection with a HR Certification examination, including (but not limited to) copying examination materials, causing a disruption in the testing area, and failure to abide by reasonable test administration rules; Taking the exam for any purpose other than that of becoming credentialed in the area referenced in the title of the exam; Disclosing, publishing, reproducing, summarizing, paraphrasing, or transmitting any portion of the exam in any form or by any means, verbal, written, electronic or mechanical, without the prior express written permission of HR Certification Institute; Unauthorized possession or misuse of HR Certification Institute credentials, examinations, and other intellectual property, including but not limited to: PHR, SPHR, GPHR, -CA, HRBP and HRMP Misrepresentation of credential status; Failure to provide requested information in a timely manner; Conviction of a felony under federal or state law in a matter related to the practice of, or qualifications for, professional activity; 4. Unethical or unprofessional conduct based on demonstrable and serious violations of the Code of Ethical and Professional Responsibility. 5. The HRCI will ensure that information concerning the complaint process as developed by the Board will be available to applicants, certificants, consumers and the public at appropriate locations. These Administrative Procedures apply to all complaints or inquiries received about a HRCI certificant.
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A. Introduction
1. The HR Certification Institute (HRCI) is an independent certifying organization for the human resources profession. As a certifying organization HRCI evaluates individuals who wish to enter, continue and/or advance in the profession through the certification process. The HRCI is governed by the Board of Directors (Board). 2. Those certified by HRCI (referred to as certificants) have successfully completed the required certification process, which includes meeting certain eligibility requirements and passing a certification examination. HRCI certificants subscribe to a Code of Ethical and Professional Responsibility established by the HRCI Board. By applying for certification or recertification, HR professionals agree that they will not challenge the authority of the HRCI to apply the Code of Ethical and Personal Responsibility, the Complaints and Disciplinary Policy or other policies, and will not challenge the results of any HRCI action taken under these policies in a legal or government forum. These disciplinary procedures are not formal legal proceedings, thus many formal rules and practices of a court proceeding are not observed. The rules are intended to afford due process and fairness. 3. Successful candidates are granted certification by the HRCI and may hold themselves out to the public as such. In order to maintain and enhance the credibility of the HRCI certification programs, HRCI has adopted these Administrative Procedures to allow consumers and others to bring complaints concerning certificants conduct to the HRCI. In the event of a violation of the

6. It should be emphasized that actions taken under these Procedures do not constitute enforcement of the law, although referral to appropriate federal, state, or local government agencies may be made about the conduct of the certificant in appropriate situations. Individuals initially bringing complaints are not entitled to any relief or damages by virtue of this process, although they will receive notice of the actions taken.

been a violation of the Code of Ethical and Professional Responsibility or other substantive requirements of the certification process. 5. If so, the submission is disposed of by notice from the COO to its submitter, if the submitter is identified. All such preliminary dispositions by the COO are reported to the Board. 6. If a submission is deemed by the COO to be a valid and actionable complaint, the COO shall see that written notice is provided to the certificant whose conduct has been called into question. The certificant whose conduct is at issue shall also be given the opportunity to respond to the complaint. The COO also shall ensure that the individual submitting the complaint receives notice that the complaint is being reviewed by the HRCI.

B. HRCI Board
1. The Board is responsible for development and administration of the HRCI certification programs and for the implementation of these Procedures. 2. The Board Chair is specifically responsible for ensuring that these Administrative Procedures are implemented and followed. 3. All Board members, staff, and other individuals engaged in investigations or decisions with respect to any complaint under these Procedures may be indemnified and defended by the HRCI against liability arising from HRCI related activities to the extent provided by law.

D. Review of Compl aint


1. For each submission involving an alleged violation of the Code of Ethical and Professional Responsibility that the COO concludes is a valid and actionable complaint, the Board authorizes an investigation into its specific facts or circumstances to whatever extent is necessary in order to clarify, expand, or corroborate the information provided by the submitter. The Board Chair appoints a Complaint Review Panel consisting of: The Chair of Governance Committee who will serve as Chair of the Complaint Review Panel; A former Institute Board Member; One other individual who may or may not be a current or previous member of the Board; The Complaint Review Panel will investigate and make an appropriate determination with respect to each such valid and actionable complaint; the Complaint Review Panel may review one or more such complaints as determined by the Chair of the Board of Directors. The Complaint Review Panel initially determines whether it is appropriate to review the complaint under these Procedures or whether the matter should be referred to another entity engaged in the administration of law. The timeline for responses and for providing any additional information shall be established by the

C. Compl aints
1. Complaints may be transmitted in any manner by any individual or entity, but must be in writing. Inquiries or submissions other than complaints may be reviewed and handled by the HRCI at its discretion. 2. The Complainant must be submitted on the Institutes complaint form and cite the specific policy and/or code of conduct violation that is relevant to this matter. 3. Upon receipt and preliminary review of a submission involving the HRCI certification program or the Code of Ethical and Professional Responsibility, the HRCI Chief Operating Officer (COO) may conclude, in his/her sole discretion, that the submission: contains unreliable or insufficient information, or is patently frivolous or inconsequential. 4. The COO will consult the CEO, Board Chair and/or legal counsel as needed to make this determination. The COO may determine that the submission does not constitute a valid and actionable complaint that would justify bringing it before the Complaint Review Panel for investigation and a determination of whether there has
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Complaint Review Panel. The Complaint Review Panel may be assisted in the conduct of its investigation by other members of the Board or by the HRCI staff and/or legal counsel. The Board Chair exercises general supervision over all investigations. 2. Both the individual submitting the complaint and the certificant who is the subject of the investigation (or his or her employer) may be contacted for additional information with respect to the complaint. The Complaint Review Panel, or the HRCI on its behalf, may at its discretion contact such other individuals who may have knowledge of the facts and circumstances surrounding the complaint. 3. All investigations and deliberations of the Complaint Review Panel and the HRCI Board are conducted in confidence, with all written communications sealed and marked Personal and Confidential, and they are conducted objectively, without any indication of prejudgment. An investigation may be directed toward any aspect of a complaint which is relevant or potentially relevant. Formal hearings are not held and the parties are not expected to be represented by counsel, although the Complaint Review Panel and Board may consult their own counsel.

2. This determination and the imposition of a sanction are promulgated by written notice to the certificant and to the individual submitting the complaint, if the submitter agrees in advance and in writing to maintain in confidence whatever portion of the information is not made public by the Board. 3. In certain circumstances, the Complaint Review Panel may determine that the certificant who has violated the Code of Ethical and Professional Responsibility should be offered an opportunity to submit a written assurance that the conduct in question has been terminated and will not recur. The decision of the Complaint Review Panel to make such a determination is within their discretionary power. If such an offer is extended, the certificant at issue must submit the required written assurance within thirty days of receipt of the offer, and the assurance must be submitted in terms that are acceptable to the Complaint Review Panel. If the Complaint Review Panel accepts the assurance, notice is given to the certificant and to the submitter of the complaint, if the submitter agrees in advance and in writing to maintain the information in confidence.

F. Sanctions
1. Any of the following sanctions may be imposed by the Complaint Review Panel upon a certificant whom the Complaint Review Panel has determined to have violated the Code of Ethical and Professional Responsibility or of other substantive requirements of the certification process, although the sanction applied must reasonably relate to the nature and severity of the violation, focusing on reformation of the conduct of the member and deterrence of similar conduct by others: written reprimand to the certificant; suspension of the certificant for a designated period; or termination of the certificants certification from the HRCI. The HRCI database and certificants file will be promptly updated to reflect any certification suspension or termination. 2. Reprimand in the form of a written notice from the Complaint Review Panel normally is sent to a certificant who has received his or her first substantiated
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E. Determination of Viol ation


1. Upon completion of an investigation, the Complaint Review Panel makes a determination that there has been a demonstrable and serious violation of the Code of Ethical and Professional Responsibility or of other substantive requirements of the certification process. When the Complaint Review Panel determines that a violation has been found, the Complaint Review Panel also imposes an appropriate sanction. A determination with a sanction is prepared under the supervision of the Chair and is presented by a representative of the Complaint Review Panel to the Board along with the record of the Complaint Review Panel s investigation. If the Complaint Review Panel determines that a violation has not occurred, the complaint is dismissed with notice to the certificant and the individual or entity who submitted the complaint; a summary report is also made to the Board.

complaint. Suspension normally is imposed on a certificant who has received two substantiated complaints. Termination normally is imposed on a certificant who has received two substantiated complaints within a two year period, or three or more substantiated complaints. The Complaint Review Panel may at its discretion, however, impose any of the sanctions, if warranted, in specific cases. 3. Certificants who have been terminated shall have their certification revoked and may not be considered for HRCI certification in the future. If certification is revoked, any and all certificates or other materials requested by HRCI must be returned promptly to the HRCI.

the certification process was inappropriate because of: material errors of fact, or failure of the Complaint Review Panel or the HRCI to conform to published criteria, policies, or procedures. Only facts and conditions up to and including the time of the Complaint Review Panel s determination as represented by facts known to the HRCI are considered during an appeal. The appeal shall not include a hearing or any similar trial-type proceeding. Legal counsel is not expected to participate in the appeal process, unless requested by the appellant and approved by the HRCI Board and the Appeal Board. The Complaint Review Panel, HRCI Board and Appeal Board may consult HRCI legal counsel. 3. The Appeal Board conducts and completes the appeal within ninety days after receipt of the request for an appeal. Written appellate submissions and any reply submissions may be made by authorized representatives of the appellant and of the Appeal Board. Submissions are made according to whatever schedule is reasonably established by the Appeal Board. The decision of the Appeal Board either affirms or overrules the determination of the Complaint Review Panel, but does not address a sanction imposed by the Complaint Review Panel. The decision of the Appeal Board, including a statement of the reasons for the decision, is reported to the HRCI Board of Directors. The Appeal Board decision is binding upon the Complaint Review Panel, HRCI Board, the certificant who is subject to the sanction, and all other persons.

G. Appe al
1. Within thirty days from receipt of notice of a determination by the HRCI that a member violated the Code of Ethical and Professional Responsibility or of other substantive requirements of the certification process, the affected certificant may submit to the HRCI in writing a request for an appeal. Upon receipt of a request for appeal, the Chair of the Board establishes an appellate body consisting of at least three voting individuals. The Appeal Board will consist of: One member of the HRCI Board Executive Committee Two former Institute Board members or certified Affiliate Board members The HRCI attorney will participate in the Appeal Board as a non-voting, ex-offico member. This Appeal Board may review one or more appeals, upon request of the HRCI Board Chair. No voting members of the Complaint Review Panel that investigated the complaint and made the determination being appealed or HRCI staff members may serve on the Appeal Board; further, no one with any personal involvement or conflict of interest may serve on the Appeal Board. 2. The Appeal Board may only review whether the determination by the Complaint Review Panel of a violation of the Code of Ethical and Professional Responsibility or of other substantive requirements of
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H. Resignation
If a certificant who is the subject of a complaint voluntarily surrenders his or her HRCI certification(s) at any time during the pendency of a complaint under these Procedures, the complaint will be dismissed without any further action by the Complaint Review Panel, the Board, or an Appeal Board established after an appeal. If this occurs, the information will be retained in the Institutes permanent file for future reference. However, the Board may authorize the Chair to communicate the fact and date of resignation, and the fact and general nature of the complaint which was pending at the time of the resignation, to or at the request of a government entity engaged in the administration of

law. Similarly, in the event of such resignation, the person or entity who submitted the complaint are notified of the fact and date of resignation and that Complaint Review Panel has dismissed the complaint as a result.

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HR CERTIFICATION INSTITUTE
The HR Certification Institute is an independent, internationally recognized certifying body for the HR profession. Established in 1976, the Institute certifies professionals who meet eligibility standards and pass a rigorous examination. The HR Certification Institutes testing requires professionals to demonstrate their expertise in the core principles of HR practice and the practical application of those principles. To remain certified, individuals must fulfill continuing education requirements or demonstrate their current knowledge of the profession through retesting.

FOR THE DELIVERY OF THE E X AMS


Prometric is the testing vendor with which the HR Certification Institute contracts for exam delivery services. These services include providing the scheduling, administering and proctoring of the exams. As a wholly owned subsidiary of ETS, Prometric is the recognized global leader in technology-enabled testing and assessment services and the winner of CLO Magazines Learning in Practice 2007 Customer Service Award. Its comprehensive suite of services, including test development, test delivery and data management capabilities, allows clients to develop and launch global testing programs as well as accurately measure program results and data. Prometric reliably delivers and administers exams on behalf of 450 clients in the academic, professional, health care, government, corporate and information technology markets. It delivers exams flexibly via the web or by utilizing a robust test center network in 135 countries. The HR Certification Institute contracts with the Professional Examination Service (PES) to provide psychometric expertise on item writing, exam construction and item analysis; maintain the item banks; and provide statistical information. In addition, PES mails the certificates. For more information on PES, please visit www.proexam. org.

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Global Privacy Statement


Your privacy is important to the HR Certification Institute. We respect your confidentially. We explicitly will not sell or rent your personal information. This includes name, address, phone number, email address, date of birth, certification status, or other information that identifies an individual personally. We are committed to setting and upholding the highest standards and offer this privacy policy as an extension of this commitment.

Information Security
The HR Certification Institute is committed to ensuring the security of your personal information. To prevent unauthorized access or disclosure, maintain data accuracy, and ensure the appropriate use of information, we have put in place appropriate physical, electronic, and managerial procedures to safeguard and secure the information we collect online. We have in place reasonable commercial standards of technology and operational security designed to protect all personally identifiable information provided by visitors via HR Certification Institute website(s) from unauthorized third party access.

HR CERTIFICATION INSTITUTE
1800 Duke Street Alexandria, Virginia 22314 USA

PHR, SPHR, GPHR, PHR-CA, SPHR-CA, HRBP and HRMP are trademarks of the HR Certification Institute, registered in the U.S. and other countries. The PHR, SPHR, GPHR, PHR-CA, SPHR-CA, HRBP and HRMP Bodies of Knowledge are copyrighted by the HR Certification Institute. 2013-14 HR Certification Institute. All rights reserved.