IPMA Competency Model and HR Certification

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IPMA Competency Model and HR Certification

• Connie Phillips
• City of Anaheim

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Outline

• New Mandate for HR
• Importance and Use of Competencies
• HR Roles
• Training/Learning Program
• IPMA-CP and IPMA-CS Certification Programs

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New Mandate for HR

• Becoming a Partner in Strategy Execution
• Becoming an Administrative Expert -- Improve the
  Efficiency of HR
• Becoming a Change Agent

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Paradigm Shift for HR
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IPMA Professional Development Commitment

• IPMA Long-Range Strategic Plan Includes
  Professional Development For HR Practitioners
• Appointed Committee Developed the HR Competency
  Model and Training Modules in 1996
• The Competency Model Included 22 Competencies

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Importance of Competencies

• More Comprehensive Than Specific Job Skills,
  Knowledge, or Technical Training

• A General Capability Transferable from One
  Job or Task to Another

• Characteristics that Result in Effective and/or
  Superior Job Performance
• Arthur Andersen Study Of 300 Private Sector
  Organizations Finds 1/3 Use Competency-Based HR
  Applications

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Use of Competencies

• Define common standards of excellence
• Enhance Performance Expectations
• Provide A More Integrated HR Process
• Align Behaviors With Core Values
• Provide Individual Career Frameworks
• Provide observable measures of success

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IPMA Professional Development Commitment

• IPMA Competency Model Is Based on the National
  Academy of Public Administration Model
• Training Modules Were Developed By The USDA
  Graduate School

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HR Expert

• Only 1 of 22 Competencies Deals With HR Expertise
• Focuses on 3 Emerging Roles While Acknowledging
  Ongoing Need for HR Expertise
• Assumes General Excellence in Traditional Role
  Access to Technical Training

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IPMA Model
Change Agent
Business Partner
HR Expert
Leadership
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Business Partner

• More Than Provider of Services
• Management Partner Who Shares Accountability for
  Organizational Results
• Works With Management to Devise Solutions
• Involved in Business Strategic Planning Working
  Towards Results Aligned With Mission

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Business Partner Objectives

• Understanding How Business Partner Role Differs
  From Traditional HR
• Understanding How HR Supports Strategic Goals of
  Organizations Understanding and Promoting a
  Collaborative Consultant Role
• Applying Performance Analysis Factors to
  Organizational Problems

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Change Agent

• Help Management Employees Deal With Change in
  Organizational Culture, Skills Requirements Job
  Security

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Change Agent Objectives

• Understand What Drives Change
• Recognize the Impact of Change
• Understand Change Models and Change Processes
• Recognize the Change Agent Role in Managing
  Sustaining Change
• Learn Strategies for Negotiating Change

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Leadership

• Promote Merit Systems Principles
• Foster Diversity
• Balance Employee Satisfaction With Organizational
  Requirements Goals
• Build Teamwork
• Model Collaborative Problem Solving

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Leadership Objectives

• Understand HRs Role in Improving Organizations
• Learn and apply Successful Leadership
  Competencies
• Create an Action Plan to Further Develop
  Leadership Competencies

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IPMA Training/Learning Program

• The Training Program includes Four Modules
• Introduction - Includes Self-Assessment
• Business Partner
• Change Agent
• Leadership

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Self-Assessment Instrument

• Focuses on the Three Major HR Roles the 22
  Competencies

• Self Administered Self Scored

• Promotes Personal Planning
• Creates Awareness of Proficiencies for Current
  Jobs or HR Field

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Training Modules

• Includes Case Studies, Exercises -- Designed to
  Be Interactive
• Designed As a Four Day Program
• Can Be Tailored To Meet the Needs Of An
  Organization
• Over 500 People Have Participated
• Training Materials are Current

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Use of the Model

• Many Government Sponsors
• National Institutes of Health
• Nuclear Regulatory Commission
• States of Maryland, Mississippi, New Jersey,
  North Carolina, Oklahoma and Pennsylvania
• Cities of Anaheim, Rochester, and St. Louis
• Counties of Arlington, VA and Hennepin, MN
• IPMA Arizona, Sacramento MotherLode, Tennessee,
  and Virginia Chapters

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Delivery Options

• IPMA Provides Trainers (currently about 90)
• Sponsoring Organizations Select Their Own
  Trainers Purchase Training Materials From IPMA
• Requires Two Trainers Who Have Completed the
  Program

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Certification

• IPMA Has Established a Human Resource
  Certification Program
• The Certification Designations are
• IPMA-Certified Professional (CP)
• IPMA-Certified Specialist (CS)

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Certification

• Establishes a Critical Body of Knowledge and High
  Standards
• Identifies Qualified Practitioners
• Ensures Recognition of Expertise
• Encourages Continuous Learning
• Helps Develop the Next Generation of Human
  Resource Professionals

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Certification

• Includes A Behavioral Component Based on the HR
  Competency Model
• Includes an HR Technical Component Assessed
  Through Completion of a Candidate Qualification
  Form
• Minimum Experience and Education Requirements
  Must Be Met
• Requires 2 Years of Public Sector Experience

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Certification

• The HR Technical Areas Include Employee/Labor
  Relations Classification Compensation
  Employee Selection Organizational and Employee
  Development and Benefits Administration
• To Be Certified, Candidates Must Demonstrate
  Proficiency At The Journey Level in 4 Areas, or
  Two Journey/1 Mastery Level, or 2 Mastery Level
  Ratings

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Certification

• A Written Examination Based on the Competency
  Model has Been Prepared and Must Be Passed
• Competency Model Training is Available but not
  Mandatory
• The Exam and Study Guide Are Available Online
• Re-certification is Required EveryThree Years

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Specialist Certifications

• IPMA-CS
• Employee/Labor Relations
• Classification and Compensation
• Employee Selection
• Organizational and Employee Development
• Benefits Administration and Risk Management

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Specialist Certifications

• Have mastery-level experience in the area of
  specialization for at least 5 years(two of which
  must be in the public sector)
• Have demonstrated knowledge of behavioral
  competencies included in the IPMA Human Resource
  Competency Model
• Have completed a minimum of 30 hours of
  professional development training in the area of
  specialization

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It takes only a solitary light to guide a
thousand ships in from the night.
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For more information
IPMA www.ipma_at_ipma-hr.org under professional
development or, Contact Sara Shiffert, Senior
Director, Association Services IPMA, at (703)
549-7100. SCPMA sponsored classes Contact
Andrea Cutler Acutler_at_MonteryPark.ca.gov (626)
307-1334