CPHR Manitoba

Validation of Professional
Experience (VPE)
HANDBOOK

Updated December 2017
Table of Contents
About the Validation of Professional Experience (VPE) ........................................................... 1
CPHR Manitoba’s Experience Requirement ............................................................................. 3
What is Professional Experience ....................................................................................................... 4
What is HR Experience ...................................................................................................................... 4
What is NOT HR Experience? ............................................................................................................ 5
Junior vs. Professional HR Experience ............................................................................................... 6
Non-HR Specific Roles ....................................................................................................................... 7
CPHR Competency Framework ......................................................................................................... 9
Breadth of Experience .................................................................................................................... 11
The Application Form ........................................................................................................... 12
Part A – Member Information ......................................................................................................... 12
Part B – Employment History .......................................................................................................... 12
Part C – Professional Experience ..................................................................................................... 13
Part D - Member Declaration ......................................................................................................... 14
Part E – Employer Verification ........................................................................................................ 15
Tips ................................................................................................................................................ 15
The Application Process ........................................................................................................ 16
Cost for Application ........................................................................................................................ 16
The Experience Assessment Committee (EAC) ................................................................................ 16
Appeals .......................................................................................................................................... 17
Frequently Asked Questions ................................................................................................. 17

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About the Validation of Professional Experience (VPE)

The overarching objective of the certification process for Chartered Professionals in Human Resources (CPHRs) is to
ensure that HR professionals who are certified by CPHR Manitoba possess the knowledge, skills and experience in
sufficient degree to competently perform important occupational activities. Completion of the certification process
confers the right to use the title ‘Chartered Professional in Human Resources (CPHR)’ and the right to use the initials
CPHR after one’s name.

To become a Chartered Professional in Human Resources (CPHR), applicants must be members of CPHR Manitoba
and complete the necessary requirements of the chosen path.

There is no requirement to complete the steps for a given path in order. The only exception is that one must be a
member of CPHR Manitoba in order to write the National Knowledge Exam (NKE), apply for an NKE waiver or to
submit an application for the Validation of Professional Experience. For many, the Validation of Professional
Experience will be the last requirement to be met. For experienced applicants who choose to pursue certification
somewhat later in their career, the Validation of Professional Experience could be the first requirement to be met
(after membership). In this case, one would be required to pass the National Knowledge Exam (NKE) within ten years
of passing the VPE.
This booklet outlines the guidelines for the validation of professional experience component of the designation
requirements.

The CPHR experience requirement is established in compliance with the national guidelines of CPHR Canada. The
experience requirement was established as an eligibility requirement to ensure that candidates have, at minimum,
demonstrated the experience and capability of performing at the professional level in Human Resources for the
requisite length of time.

An important distinction between an academic credential and a professional designation is that an academic
credential attests to your knowledge of theory, whereas a professional designation attests to your experience and
competence. Not only do you know your subject matter, you have demonstrated experience and competence
within the discipline. The assessment form is intended to capture professional level experience only. Do not check
off areas where you have academic knowledge but no experience. ONLY check off areas in which you have
professional experience.

The CPHR Body of Knowledge outlines specific criteria that define what is meant by ‘HR experience’ and
‘professional level’ as well as the Professional Competencies to become a Chartered Professional in Human
Resources (CPHR). The professional level competencies are listed in the assessment form. Determinations as to
whether a given applicant’s experience meets the established criteria are made by panels constituted from CPHR
Manitoba’s Experience Assessment Committee to determine if it meets the required standard. It has been
demonstrated that these judgments are made with a high degree of consistency.

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 CPHR Manitoba’s Experience Requirement

1. Degree Paths - Paths 1, 3a, 4

To be certified by CPHR Manitoba, and earn the right to use the Chartered Professional in Human Resources (CPHR)
designation, individuals must have had at least three years of demonstrated experience in HR at a professional level
within the previous ten years.

There are four aspects to CPHR Manitoba’s experience requirement, experience must be:
• In Human Resources,
• At an appropriate level,
• For a cumulative duration of 3 years, and
• Acquired within the previous 10 years

The time limit for documenting three years of experience in HR at a professional level is ten years from the time one
becomes a CPHR Candidate (from the time one passes the knowledge exam or the NKE waiver). If necessary, this
ten-year validity period can be reset by re-writing and passing the knowledge exam. As stated, to qualify,
experience must be acquired within ten years of the date that the Validation of Professional Experience is submitted
for review.

2. Non-degree Paths - Paths 2, 3b

To be certified by CPHR Manitoba, and earn the right to use the Chartered Professional in Human Resources (CPHR)
designation, individuals must have had at least eight years of demonstrated experience in HR at a professional level
within the previous fifteen years.

There are four aspects to CPHR Manitoba’s experience requirement, experience must be:
• In Human Resources,
• At an appropriate level,
• For a cumulative duration of 8 years, and
• Acquired within the previous 15 years

The time limit for documenting eight years of experience in HR at a professional level is ten years from the time one
becomes a CPHR Candidate (from the time one passes the knowledge exam or the NKE waiver). If necessary, this
ten-year validity period can be reset by re-writing and passing the National Knowledge Exam. To qualify, experience
must be acquired within fifteen years of the date that the Validation of Professional Experience is submitted for
review.

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What is Professional Experience

Human Resource experience at the ‘professional level’ refers to the applicant’s direct responsibility and
accountability for the strategy, design, implementation, and coordination of various areas in the scope of practice of
HR. This level of experience should also indicate that there is considerable independent decision making and the
incumbent receives limited supervision. In determining whether HR experience is at the professional level, the
following factors are taken into consideration:

Independence of actions — Does the role involve planning, decision-making and implementation involving HR
knowledge without detailed and specific direction from a supervisor?

Depth of work requirements — Does the role require the individual to analyse and interpret unique situations by
applying HR knowledge, rather than follow specified standard procedures?

Level of interaction and influence — Does the role require the individual to interact directly, using their HR
knowledge, on questions and issues with stakeholders inside and outside the organization?

Responsibility for work outcome — Does the role require the individual to be accountable for the outcomes of
their decisions and actions as it relates to the application of HR knowledge?

To be clear, professional does not mean supervisory or managerial. Professional HR experience does not require
that one has overall responsibility for the HR function.

Junior levels in a human resources department performing administrative functions are not considered to be at the
appropriate level; time spent in these positions will not be credited against the experience requirement.

What is HR Experience

The scope of HR practice is the creation and implementation of all policies, practices and processes to effectively
organize and manage all human resources in the workplace in service of the ultimate goal of enhancing business
outcomes. Human resources management involves maintaining or changing relations between employees, between
employers or between employers and employees.

The practice of Human Resources Management includes, but is not limited to, one or more of the following:

1. The development and implementation of human resources policies and procedures;

2. Consultation in the area of human resources management;
3. Providing advice to clients, managers and employees in matters pertaining to management of human
resources;
4. The representation of clients and organizations in proceedings related to human resources management;
5. Program development and evaluation in the area of human resources management;
6. The supervision of other human resources professionals whether registered or non- registered;
7. Coaching of employees, managers and other individuals in matters relating to work and employment; or
8. The conduct of research in the area of human resources management;
9. Teaching of HR courses at the college or university level.

To be credited toward the experience requirement, fifty-one percent (51%) or more of an applicant’s activities
must be in human resources as defined above. Beyond this, time will be credited proportionally. For instance,
an applicant for whom seventy-five percent (75%) of their time is dedicated to human resources activities as defined
above will have their time multiplied by .75. It would take four years of experience in such a position to be equivalent
to three years of fulltime experience in human resources.

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Teaching “full-time” means teaching at least three HR courses per semester. Part-time teaching will be pro-rated as
follows:
• Teaching one HR course per semester – 1/3 of 100%
• Teaching two HR courses per semester – 2/3 of 100%

The experience must have occurred within the last ten years to count towards the experience requirement (within
fifteen years for the eight-year requirement). If you have a significant absence from work (i.e. maternity/paternity
leave), you must note this absence on your application. Time spent away from the job does not count towards your
professional experience.

If the credited time for the current position is less than required, the panel will consider the prior position, and so on,
up to a maximum of ten years back (fifteen years for the eight-year requirement).

What is NOT HR Experience?

Levels of work experience which are not considered to meet the requirement of being in HR at the professional level
include the following:

! Junior levels within a human resources department performing administrative functions that are clerical in
nature are not considered at the appropriate level. Time spent in these positions will not be credited
towards the work experience component of the CPHR.

! Transactional work is not considered to meet the professional level. Transactional means work that is of an
administrative or support function, meaning, there is no judgment, analysis or interpretation done to the
data or information in the scope of your work.

! Work experience gained while serving as a labour union representative or a union employee (such as a
Grievance Officer) is not considered to meet the criteria towards the experience requirement unless these
activities fall within a position clearly identified as an HR position.

! Supervisory work experience refers to the supervision of the strategy, design, implementation and co-
ordination of one or more human resources functions. Supervisory work does not mean the supervision of
staff including assigning work, conducting performance appraisals, approving vacations etc. This type of
activity is a line management function and does not qualify towards the experience requirement. Neither
does line management experience of supervisors or managers working outside the human resources field
such as in production, accounting, marketing, sales, or customer service.

! Professional experience is not considered if all policies and procedures are developed at a corporate level
and not by the on-site HR management. The individual is in effect administering the managerial decisions
made elsewhere. This may be applicable in such situations as a government, branch plant, mine or mill
location with Corporate HR.

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Junior vs. Professional HR Experience
The following chart can assist you to determine if your specialized HR role is either too junior in nature or at the
professional level.
Specialized Field Junior Level Tasks
Recruitment Posting Jobs • Writing Job
Descriptions • Creating Interview
Questions • Assisting in Interviews •
Attending career fairs • Tracking
applicants • Checking references
and background checks • Candidate
Phone screening • Screen resumes
for managers
HR Analysts Collect and organize information in
report format • Develop
presentations based on info
collected
Learning & Development Tracking learning needs and training
progress of employees • Presenting
pre-existing workshops or learning
lunches to employees •
Coordinating training for colleagues
or employees
Health & Safety Performs onsite safety checks •
Provides safety training • Maintain
records • Coordinate, implement,
and monitor safety program
Professional Level Tasks
Creating Workforce Plans •
Implement policies and processes
around Talent Management •
Making final decisions on hiring •
Implementing innovative strategies
for recruitment or interviewing •
Talent mapping • Conduct or lead
interviews with candidates • Analysis
of talent needs and gaps
Manage technical, analytical and
audit functions of HR department •
Responsible for HR quality control
protocols • Conduct and ensure
integrity of overall system
infrastructure • Develop HR policy,
analytics, job analysis, recruitment
plans etc. based on info collected
Identify organizational learning
priorities aligned with business
strategy • Implement learning and
development programs • Evaluate
existing learning and development
priorities and programs and work to
evolve them to meet current needs
of business • Develop an
organizational culture that enhances
the learning of all employees •
Create workshops, learning
assessment tools, and other training
programs. • Research field of
methodologies and programs to
keep up to date on current
organizational trends and use this
info to improve program
Develop health, safety & wellness
policies/programs • Track and
analyze accident trends and rates •
Provide recommendations/guidance
to operations to make maintain safe
environment • Review compensation
data and work with company
representatives to resolve workers’
compensation issues • Research and
rewrite recommendations for
existing Health and Safety programs,
policies and procedures
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Non-HR Specific Roles

General management work may be considered if the human resources work comprises at least fifty-one percent
(51%) and there is no HR department or manager in the workplace where the general management work takes place.
The general manager must be the person who has direct responsibility and accountability for the strategy, design,
implementation and co-ordination of one or more HR functional areas for the organization.

The following chart can assist you to determine if your non-HR specific role meets the requirements of receiving
credit towards your years of HR professional experience.
Non-HR Specific Fields
General Managers
General Managers may be
considered if the human resources
work comprises at least 51% and
there is no HR department in the
workplace.
Small Business
Small business owners/ operators
may gain suitable work experience
towards the experience
requirement provided their
business is established to provide
HR advice
Labour Union Representatives
Lawyers
Employment lawyers and lawyers
with applied HR work experience
may be able to meet the
experience requirement depending
on the type of work they do.
Activities identified as practicing
human resources must be a
significant part of the applicant's
work experience and will be
prorated accordingly.
Chief Executive Officers and Chief
Administrative Officers
May meet the experience
requirement if the organization they
are leading does not have an HR
department or HR position and if
they are spending at least 51% of
their time performing professional
HR work.
Non-HR Level Tasks HR Professional Level Tasks
Transactional/administrative work Direct responsibility, supervision, and
Line management: accountability for strategy, design
• Supervising staff implementation and coordination of
• Assigning work one or more HR functional areas for the
• Setting pay organization.
• Approving sick days/vacations
Acting on the HR advice of
other professionals
Time spent on business Direct responsibility, supervision and
development or operations accountability for strategy, design
Transactional/ administrative work implementation and coordination of
Line management: one or more HR functional areas for the
Supervising staff organization.
Assigning work
Setting pay
Approving sick days/vacations
Acting on the HR advice of other
professionals
Elected labour representatives Non-elected Labour Union
Union employees Representatives where position is
clearly identified as an HR position
Advising clients or conducting Conducting labour negotiations
litigation writing out a contract at Mediation
the direction of a client Conducting downsizing activities
Negotiating the terms of a contract
Line management: Responsible for strategy, supervision,
Supervising staff design implementation and
Assigning work coordination of one or more HR
Setting pay functional areas for the organization.
Approving sick days/vacations Note: CAOs may wish to submit the
Acting on the HR advice of other municipal bylaw outlining their duties
professionals and responsibilities to properly assess
their experience.

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Instructors and Professors
Teaching in the field of human
resources is a practice of human
resources.
Academic research conducted by
professors in the field of human
resources may be eligible for
experience validation if it is a
significant part of their work and/or
replaces a course.
HR Co-op Student Terms
All co-op work done as part of a
post-secondary HR program is not
eligible work experience.
HR Volunteer Positions
All volunteer work for which a
Candidate Member is not receiving
monetary compensation/financial
reward is not eligible work
experience
Experience is at the
Professional Level
Experience is not at the
Professional Level
Non HR courses HR courses taught at an accredited
Non HR academic research college/university
• Teaching one HR course per
semester – 1/3 of 100%
• Teaching two HR courses per
semester – 2/3 of 100%
• Teaching three HR courses per
semester – 3/3 of 100%
Note: Faculty will need to send in a
course outline and/or syllabus with
their application.
Academic Research: primary research
in the field of human resources only
N/A N/A
N/A N/A
Experience is Experience is
Not in HR in HR
Experience is in HR and at the
Experience is at the Professional
Professional Level
Level but not in HR
Experience is neither in HR nor at Experience is in HR but not at the
the Professional Level Professional Level
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CPHR Competency Framework

The CPHR Competency Framework outlines 44 discipline specific professional competencies that candidates for
certification must demonstrate in order to become a Chartered Professional in Human Resources (CPHR).
Competencies are written as statements that define the work of Chartered Professionals in Human Resources
(CPHRs), so that the Provincial Human Resources Associations can assess whether Candidates have met the standard
expected by employers and the public. The competencies are kept up to date through a national professional
practice analysis.

The CPHR Competency Framework specifies the proficiency level at which each competency is to be demonstrated
and how it will be assessed. The competencies and proficiency levels represent the minimum requirement to meet
CPHR certification.

Functional competencies are those specific to the field and practice of human resources. The 44 competencies are
arranged into 9 Functional Knowledge Areas:

CPHRs Nine Functional Knowledge Areas and their key functions

STRATEGY
• strategic perspectives
• governance
• leadership
• planning
• alignment of objectives
• change management

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PROFESSIONAL PRACTICE
• modelling ethical practices
• supporting ethics in governance and leadership
• risk management
• evidence-based policies and practices

ENGAGEMENT
• alignment
• motivation
• increased productivity
• innovation
• continuous improvement and affiliation

TOTAL REWARDS
• compensation
• benefits
• pensions
• consistency
• fairness
• organizational competitiveness
• performance
• desired behaviour

LABOUR AND EMPLOYMENT RELATIONS

• collaborative environments
• collective agreements
• legislation
• risk mitigation

HEALTH, WELLNESS & SAFE WORKPLACE

• health
• safety
• compliance
• risk mitigation
• mental health
• psychological well-being
• disability management

LEARNING & DEVELOPMENT

• employee professional growth
• ROI
• alignment to business objectives
• competency
• relevance and effectiveness
• leadership mentoring and coaching

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WORKFORCE PLANNING & TALENT MANAGEMENT
• predictive planning
• appropriate attraction
• sourcing
• selecting
• hiring
• on-boarding
• performance management

HUMAN RESOURCES METRICS, REPORTING & FINANCIAL MANAGEMENT

• HR metrics
• financial and operational decision support
• aligning and reporting on objectives
• human capital effectiveness
• key performance indicators

For a breakdown of the 44 competencies into “knowledge of” and “skill in” areas please review the Competency
Framework Classification System.

Enabling Competencies

In addition to the knowledge and skills competencies within the Functional Knowledge Areas, a range of enabling
competencies are also needed.
• Strategic and Systems Thinking
• Professional and Ethical Practice
• Critical Problem-Solving and Analytical Decision Making
• Change Management and Cultural Transformation
• Communication, Conflict Resolution and Relationship Management

For complete description of enabling competencies please see the VPE assessment form.

Breadth of Experience

The Validation of Professional Experience requires applicants to demonstrate professional level human resource
experience in either of the following ways:
• Breadth in 2 of 9 Functional Knowledge Areas – proficiency in 50% or more of the competencies under two
Functional Knowledge Areas
OR
• Complete proficiency in 1 Knowledge Area (Specialization) – proficiency in all competencies under one
Functional Knowledge Area
AND
• Proficiency in a minimum 9 of 44 competencies
AND
• Breadth of experience in a minimum 3 of 5 enabling competencies

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The Application Form

An application for Validation of Professional Experience is decided on the merits of the written application and
supporting documentation. Accordingly, an applicant must submit all requested information, explanations and
materials supporting the contention that experience requirements have been met.

The application form was designed specifically to give panel members the information that is most relevant to the
determinations they are tasked to make (that the experience is in HR, that it is at the appropriate professional level
and that the time requirement has been met). Complete the form in your own words and in the space provided. The
layout and format are intended to capture all the information needed. The form is expandable so you should be
able to capture all the information that is requested in each section.

Applicants for the Validation of Professional Experience must attest that all information provided is accurate and
complete. Applicants should also be aware that they may be contacted for further information if required by the
Experience Assessment Committee and that they may be asked to provide a reference to verify information about
their experience. The Committee may also seek information available in the public realm to make their decision.

Part A – Member Information

The personal information in your application should match what you have entered in your online member profile.

If the CPHR Manitoba staff or Experience Assessment Committee needs to contact you for additional information
they will be doing so during the day. Please provide your daytime email and phone number.

Additional items that must be included with your application:

• Organizational chart (for each position you are submitting in your application)
• Job description (for each position you are submitting in your application)
o Make sure the job description is an accurate representation of your current job responsibilities,
accountabilities and qualifications; if it’s not, have it updated or create your own.
• Chronological resume

All the above listed documents should be employer documents. If unavailable, you are required to create your own.

Part B – Employment History

In this section you will provide detailed information about each of the employment positions you are planning to
include as part of your application to make up the required length of experience. These questions should be
answered for ALL positions that make up the period of time required for your professional experience (3 or 8 years).

In providing a summary of the work you perform(ed) for each position you should not copy directly from your
position/job description. Simply submitting the job description that is used within your organization may not provide
the information the reviewers require. Job descriptions entail what is expected of your role but does not provide an
understanding of the work you have actually performed. It alone does not provide the detail required to ascertain a
CPHR Candidate’s role, professional experience, or professional growth. Keep the description(s) of your role(s)
succinct and emphasize not only your tasks and responsibilities but also the impact that your work has (or had) on
your organization.

Provide specific examples of the work that you are responsible for and have completed including the impact
that it has had on the organization.

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Avoid using company or industry specific acronyms or jargon that may be unfamiliar to the review committee.

Avoid repeating information when describing your position. You have a limited amount of space to outline your
professional level HR experience and how it qualifies you for the CPHR designation.

Questions you will be asked in this section:

1) What level of autonomy and decision-making do you have in your current role (did you have in this role)?
• What kind of decisions are you empowered to make?
• Think about the HR processes or functions you work on. Do you manage, create or develop HR
processes? How much planning is involved in your role? Manage in this sense refers to ownership of
an HR process or procedure.
• When describing your level of autonomy in an organization, indicate the types of decisions that you
have been authorized to make without consulting a supervisor and the independence of your actions.
Simply quantifying the level of autonomy by saying “a high level” does not provide the detail required
for a reviewer to determine your level of experience.
2) Who do (did) you interact with on a daily basis?
• Who in the organization do you interact with on a daily basis?
• When describing who you interact with on a daily basis, indicate what position and what level, the
purpose of those interactions and the influence you have or the guidance you receive in those
interactions. Indicate whether you are giving or receiving direction, providing advice to managers and
executives, or responding to inquiries from staff members.
• Describe the influence your role has over other decision-makers within the department and the
organization. How does this interaction fulfill HR or organizational objectives?
3) What kind of analysis and interpretation do (did) you do in your work?
• Describe what is being analyzed.
• How is the information being received?
• When describing the analysis and interpretation you do, indicate the actions or decisions that follow
from your analysis and their impact on the organization.
4) What are (were) your accountabilities?
• What are the inputs of your role and, as a result, what are the outputs?
• Do you provide HR advice or training to team members or others in the organization?
• Do you develop or create policies, procedures or HR practices?
• Do you ensure work outcomes are accurate, correct and support the organization of HR objects?
• Do you have the authority to make inputs more efficient and effective?

Part C – Professional Experience

For this section you will need to select the competencies you demonstrate. You must exhibit that you have breadth
in 2 of 9 Functional Knowledge Areas (50% or more of the competencies in 2 areas) or complete proficiency in 1
Functional Knowledge Area (all competencies in that area). In addition, you must exhibit a minimum of 9
competencies in total.

Ensure that the professional competencies you have chosen are those with which you have had full and direct
experience, rather than those merely indicated in your job description. If, for example, you have been in your
current position for a relatively brief time, you may not have had time to be truly exposed to many of the
professional competencies relative to that role as you may not have had an opportunity to perform/demonstrate
them yet. Your employer will be asked to attest to this once you have completed the form.

For each competency that you select, you are required to provide a specific example of how you acquired and
demonstrated this competency and identify which position from your Employment History you gained that
experience from. Use the STAR method to describe what you did to qualify for that competency? When space is
available in the form, it would be advantageous to indicate different positions within the same organization
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separately. This helps you provide more detail for each of the positions you have held and also clarifies the progress
you have made in your HR career.

Star Method

HOW TO STRUCTURE YOUR EXAMPLE USING THE STAR METHOD

Using the HR Competency Framework Classification System, review the KNOWLEDGE OF and SKILL IN
sections of the specific COMPETENCY (i.e. Strategy, Professional Practice, Engagement, etc.) you are
claiming. This will help you structure your example.
Note an example from your current position, including the title/organization in which you gained the
experience. If you have an example from a previous position that would qualify for the same COMPETENCY,
you would include it as well. Focus on QUALITY of examples NOT QUANTITY.
Ensure that you have listed an example(s) for each position you have included on the Validation of
Professional Experience Assessment Form. The committee must approve an example listed for each
position, in order for the years in each position to qualify.
For each COMPETENCY you have selected, structure your example using the STAR method.
Situation Describe a specific situation that you were in (not a generalized one) or a task that you
needed to accomplish. Provide context. Where? When? Keep this description short.
Task What needed to be done and why? Avoid using acronyms. Briefly explain what it is that
you had to do and what the success criterion was. If you were working as a group, explain
what the overall task of the group was, but be clear about YOUR own role. Keep this
explanation brief.
Action Describe the actions you took to address the situation, including an appropriate amount
of detail, and keep the focus on YOU. What did YOU do and how did YOU do it? What
tools did YOU use? Be direct and specific. Make this the most substantial part of your
example.
Result What was the outcome? What did you accomplish? If you can quantify the results, do so.
Explain the results (i.e. accomplishments, recognition, savings, etc.).

5 Enabling Competencies:

While the COMPETENCIES focus on what you do, the ENABLING COMPETENCIES focus on how you do it. They
focus on your ability to integrate ideas, to act with integrity, to analyze data, to treat people fairly, and to
communicate effectively. When structuring your examples for the ENABLING COMETENCIES use the STAR
method.

You must have breadth of experience in a minimum 3 of 5 enabling competencies.

Part D - Member Declaration

In this section you are attesting that all information included in the form and in any supporting documentation is
accurate, complete and fairly represents your experience. You must attest that you understand that you may be
asked to provide further information if the review committee requires it. It is a breach of CPHR Manitoba’s Code of
Ethics and Rules of Professional Conduct to provide false or misleading information. A breach of this code will result
in the suspension of your membership with CPHR Manitoba and a revocation of your status as a CPHR Candidate.

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Part E – Employer Verification

In this section, your current employer will sign off and verify the information provided in your application.

If you are currently unemployed, please ask your most recent employer to complete the attestation.

If you have more than one employer, please have each employer complete a separate attestation.

If you are self-employed, please have one or two of your clients who can verify your level of professional experience
complete the attestation.

Tips

The examples should follow the STAR-framework (Situation-Task-Action-Result). Keep answers direct and to the
point, but provide enough information to give the committee a good idea of your daily responsibilities/duties.

Provide specific examples of the work that you are responsible for and have completed including the impact that it
has had on the organization. Keep the description(s) of your role(s) succinct and emphasize not only your tasks and
responsibilities but also the impact that your work has (or had) on your organization.

Use an example that is up to date and relevant. Add a second example from a different position, if possible.

Review the HR Competency Framework Classification System when structuring your examples to make sure that the
Task and Action are as related to the COMPETENCY as possible.

In the Action part of the example, cover the skill and qualities that are being sought.

Spell out any business or organizational acronyms.

Have another HR professional review your application and ask them to describe your jobs back to you, if any
important details are left out, be sure to add them to your application (remember, the committee doesn’t know you).

Other documents that would support your application can be included (letter from your employer).

Be concise.

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The Application Process

1) Submit Application by one of the annual deadlines listed below. Email your completed application to
lori@cphrmb.ca

Application Deadline Results notification date

January 15 March 15
May 15 July 15
September 15 November 15

2) Application reviewed by the Experience Assessment Committee. Applicants are notified of their results two
months following application. The result will be one of the following two (2) outcomes:
a. Clear pass: Candidate fulfills the experience requirement; or
b. Unsuccessful: Candidate does not fulfill the experience requirement due to:
• Time requirement not met
• Breadth requirement not met (2 of 9 Functional Knowledge Areas)
• Specialized depth in one Functional Knowledge Area not met
• Minimum 3 of 5 enabling competencies not met
• Minimum 9 of 44 competencies not met

If it is determined that the applicant’s experience does not meet the requirement in some respect, the Committee
will provide feedback to the applicant.

All Validation of Professional Experience application results are communicated to the applicant via mail.

Cost for Application

A review fee of $150 + GST is payable at the time you submit your Validation of Professional Experience Form. This
fee is non-refundable and covers the work required to review your form and make a decision relative to the
standards required. There is no limit to the number of times an individual may apply. The review fee is required
every time an application is made.

Once your application is approved, you will then be required to pay a certification fee of $400 + GST.
Cheques should be made payable to CPHR Manitoba. Payment can be made using Visa and Mastercard.

The Experience Assessment Committee (EAC)

Determinations with respect to the experience requirement are made by panels constituted by the Chair of the
Experience Assessment Committee from among the members of the Committee.

The Experience Assessment Committee consists of volunteers with the CPHR designation with representation from
the public and private sector who practice at a professional level.

The Experience Assessment Committee is responsible for making determinations as to the appropriateness and
adequacy of qualifications of individuals who have applied for accreditation by CPHR Manitoba in accordance with
parameters developed and approved by the Board.

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Appeals
Appeals must be sent to the CPHR Registrar within 30 days of receiving the decision of the Committee. Appeals will
be considered on the grounds of denial of natural justice or deficiencies in the decision. The fact that the Experience
Assessment Committee’s decision was not the one hoped for is not grounds for appeal. Registrar approved
appeals will be reviewed by the CPHR Manitoba Board of Directors.

Frequently Asked Questions

1. Do I need to have experience in all nine of the Functional Knowledge Areas in order to pass?

Individuals are expected to demonstrate a breadth of experience relating to a minimum of two of the nine
Functional Knowledge Areas. Breadth means that you have met the minimum level of proficiency in at least 50% of
the competencies in a given knowledge area. Alternatively, you may exhibit Mastery in one functional knowledge
area with proficiency in all the competencies in that area. One must also be proficient in a minimum of 9
competencies regardless of path.

2. What is considered professional work experience?

Professional HR experience refers to experience gained through intermediate and senior level positions of influence
involving independence of action and decision making (planning, self-direction, decision-making, autonomy
involved in the work experience); depth of analysis and interpretations (data gathering, analysis, interpretation); and
responsibility and accountability for outcomes (accuracy and extent to which the individual is held accountable for
his/her work and decisions). Professional does not simply mean supervisory or managerial. Human resources
positions performing administrative or transactional functions are not considered to be professional level so time
spent in these positions will not be credited towards the experience assessment.

3. How can I know what job opportunities will meet the work experience requirement?

The human resources field is very diverse and presents many opportunities to obtain both a breadth of experience
and a specialization. Each individual experience submission presents a unique background and set of
accomplishments. We recommend reviewing the CPHR Competency Framework Classification System to ensure
your current position and any others you might consider, aligns with the competencies set out for an HR
professional.

4. What if the majority of my professional experience comes from my previous employer?

If the majority of your experience is based on your work with a previous employer, when you complete the
"Description of your role" section please refer to questions 1 to 4 (Current Employer at the beginning of Part B) as a
guide to completing the section in more detail.

5. Must I have a management title to satisfy the work experience requirement?

No. Your experience is not dependent on your job title. Experience is reviewed based on the professional
competencies, which may be demonstrated in a variety of different positions.

6. When do I need to meet the work experience requirement?

The experience requirement must be assessed to obtain your CPHR. The Validation of Professional Experience
Assessment Form application must be submitted and approved within ten years of becoming a CPHR Candidate.

7. Can I submit additional documentation with my Validation of Professional Experience Assessment Form?
All information should be included in the appropriate section of the Validation of Professional Experience
Assessment Form. Your resume, the relevant job descriptions, and the organizational charts for the applicable
positions need to be sent as attachments.
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