Study of Registration Practices of the

Transcription

1 Study of Registration Practices of the HUMAN RESOURCES PROFESSIONALS ASSOCIATION, 2008

2 CONTENTS 1. Introduction Background of the Regulatory Body... 3 A. Legislation... 3 B. Protected Titles... 3 C. Definition of the Profession... 4 D. Labour Market/Economic Trends... 4 E. New Developments Within the Profession... 4 F. Staffing Registration Practices... 5 A. Registration Requirements and Application Process... 5 B. Documentation Required from Internationally Trained Individuals... 8 C. Credential Assessment (Third Party and/or Internal)... 8 D. Academic/Program Requirements... 9 E. Work Experience Requirements...10 F. Examinations...10 G. Language Requirements...11 H. Fees...12 I. Third Parties...13 J. Typical Length of the Registration Process...13 K. Accredited Programs...13 L. Internal Review/Appeal Process Bridging Programs Mutual Recognition Agreements

3 6. Applicants Interactions with Regulatory Body A. Nature and Frequency of Communication B. Backlogs C. Complaints Regarding the Registration Process Changes Since the 2005 Survey Registration Information and Statistics Sources

4 1. INTRODUCTION In 2007, the Office of the Fairness Commissioner (OFC) undertook a study of the registration practices of the 34 regulated professions governed by either the Fair Access to Regulated Professions Act, 2006 (FARPA) or the Health Professions Procedural Code (HPPC). The OFC compiled separate reports for each profession, called Study of Registration Practices, summarizing the profession s registration practices on December 31, The OFC then compiled a report that provides a summary of these 34 individual studies entitled Ontario s Regulated Professions: Report on the 2007 Study of Registration Practices. By virtue of the Act, 1990, Human Resources Management is a regulated profession in Ontario and the Human Resources Professional Association (HRPA) is its regulatory body. However, Human Resources Management was not included in Schedule 1 of FARPA, and thus is not among the 34 professions included in the OFC s study. The present report is a Study of the registration practices of the Human Resources Professionals Association as the OFC might have written had HRPA been on their list. The present report follows the same pattern as the OFC s Studies of Registration Practices. It is important to state up front that the OFC had nothing to do with the creation of this report. The HRPA takes full responsibility for the contents of this document. The purpose in using the OFC template was to provide a more direct assessment of where HRPA stands in comparison to the professions studied by the OFC. HRPA has made a commitment to being FARPA-compliant and to pursue inclusion in Schedule 1 of FARPA. The present study establishes baseline data and information that will be useful to HRPA in moving towards compliance with the Fair Access to Regulated Professions Act, 2006 (FARPA) and its objective of inclusion in Schedule 1 of the Act. This report reflects the registration practices of the Human Resources Professional Association as of November 30, On that date, HRPA had 19,004 registered Human Resources Management professionals listed in its register with 6,379 of these having been granted the Certified Human Resources Professional designation. This would put Human Resources Management professionals 3

5 as the seventh largest group of registered professionals in Ontario between the General Accountants (18,131) and the Chartered Accountants (32,656). For the purpose of this report an Internationally Educated Professional (IEP) refers to anyone who is educated outside of Ontario. Information in this report was gathered from various sources by HRPA s staff of the Professional Standards Team. 2. BACKGROUND OF THE REGULATORY BODY A. Legislation The Human Resources Professional Association (HRPA) operates in accordance with the Human Resources Professional Association of Ontario Act, HRPA regulates the Human Resources Management profession on 2 levels: registration and certification. As stated in the Human Resources Professionals Association Act, 1990, the objectives of the Association are: to establish and encourage the acceptance and maintenance of uniform province-wide standards of knowledge, experience and ethics for all persons engaged in the field of human resources management; to promote and further the education and improve the competence of persons engaged in human resources management by granting registration and membership to persons who meet the standards of the Association; to hold examinations and prescribe tests of competency deemed appropriate to qualify membership in and certification by the Association; to maintain discipline among members of the Association; to provide a medium for communication and exchange of information, knowledge and ethical standards for those persons engaged in the field of human resources management; to sponsor, encourage and promote liaison with other individuals, associations, and groups engaged in similar or related fields of activity; and to promote the interests of the Association B. Protected Titles 4

6 Every practicing Human Resources Professional in Ontario must be registered with HRPA and meet the requirement established by the Board in order to use the professional title Certified Human Resources Professional and the initials CHRP in Ontario. Although a regulated profession in Ontario, human resources is not a licensed profession in that an individual is not required to be registered with HRPA nor hold the CHRP designation in order to practice human resources management within Ontario. C. Definition of the Profession The practice of human resources management refers to the application of specific specialized knowledge and skills in the area of human resources to the management of human resources in organizations. The practice of human resources management includes, but is not limited to, one or more of the following: The development and implementation of human resources policies and procedures Consultation in the area of human resources management Providing advice to clients, managers, and employees in matters pertaining to management of human resources The representation of clients and organizations in proceedings related to human resources management Program development and evaluation in the area of human resources management The supervision of other human resources management professionals whether registered or non-registered The conduct of research in the area of human resources management D. Labour Market/Economic Trends Employment for this occupation is expected to grow as fast as the average for all occupations through 2009 with most job openings occurring as older workers retire. According to Statistics Canada latest figures (2006 Census), there are 16,865 persons employed as human resources managers and 20,045 employed as specialists in human resources. This would mean that approximately 44% of human resources professionals are registered by HRPA. Approximately 70% of professionals in Human Resources are female. Approximately 9% of Human Resources 5

7 professionals work as independent practitioners. E. New Developments Within the Profession A large number of CHRP holders will retire within five years, which will have an impact on the size of the HRPA membership. Although registration in and certification by the HRPA is not required to practice HR in Ontario, the CHRP has become the most important designation in HR. An important aspect of HRPA s mission is to ensure current and future registrants are well prepared to meet the needs of business. HR professionals are now expected to play a strategic role in aligning HR strategies with the overall business strategy To guarantee this, effective January 2011, HRPA will be adding the requirement for a degree to the current certification criteria. HRPA is simultaneously examining means to broaden the route to certification entry for all applicants, internationally and domestically educated. F. Staffing HRPA employs 37 full-time staff positions. Six (6) staff members are involved at the registration level and four (4) at the certification level. The association is governed by a board of 19, of whom 15 are elected CHRP holders and four are public representatives, appointed by the Association. The individuals holding the CHRP designation are elected by the membership at large coming from across the province with diverse professional and geographic backgrounds. 3. REGISTRATION PRACTICES A. Registration Requirements and Application Process HRPA has a tiered register comprising two classes of registration: non-certified members ( members ) and certified members ( CHRPs ). i. Basic Requirements for all members To become a member of HRPA, an individual must: Be of good character Agree to abide by HRPA s Code of Ethics (Attestation) 6

8 Agree to be subject to discipline by the Association Pay their membership dues This registration class has 5 categories of membership: general, practitioner, part-time student, fulltime student, and retired. The difference between these categories of membership is in the fee structure and in voting privileges. The general category of membership is reserved for individuals working in HR but not seeking the Certified Human Resources Professional (CHRP) designation. The practitioner membership category is used for a person who at the time of registration is working in human resources and has shown proof through registration in courses that they are working towards the designation. HRPA also has full-time and part-time student membership categories. The part-time category is reserved for individuals who are working towards the CHRP designation but not currently working in HR. ii. Certification requirements To obtain the CHRP designation, members must, in addition to the requirements above, meet the following requirements: Completion of academic prerequisites or their alternative; Completion of the National Knowledge Exam (NKE ); Completion of the National Professional Practice Assessment (NPPA ) Maintain their knowledge and skills current through recertification The certified member class has two categories: CHRP and retired. Individual apply for membership by submitting a completed application form to HRPA. Members must complete the academic requirements before they are permitted to write the National Knowledge Exam, and candidates must pass this first exam before they are permitted to write the National Professional Practice Assessment. IEPs as well as Ontario educated professionals can become members and from there work towards certification. This allows IEPs to become build their networks within the HR community including mentoring opportunities. Internationally trained HR professionals can begin both registration and certification while still abroad and are encouraged to do so. They are eligible to register in the 7

9 membership category to which they fulfill the criteria as outlined in the association bylaws. HRPA facilitates registration dues payment through a payment plan option. iii. Alternatives to academic requirements As described below, HRPA has a number of alternative ways of meeting academic requirements. IEPs will often find one of these alternatives better suited to their particular circumstances. In any case, HRPA s Professional Standards staff will review each applicant s individual circumstances and counsel them on the most accessible way of achieving certification given their particular circumstances. iv. Degree Requirement Effective January 1, 2011, in addition to the current requirements, CHRP applicants will require a degree before they are permitted to write the second exam. As the requirement for a degree has to do with level and type of thinking acquired as part of a degree rather than content, the requirement is not specific a degree in Human Resources. The degree need not be from a post-secondary institution based in Ontario or Canada any degree from a recognized institution will do. Advanced degrees from recognized educational institutions also fulfill the degree requirement. B. Documentation Required from Internationally Trained Individuals i. Standard Documentation Internationally trained HR professionals applying for registration with the HRPA must provide the same documentation that an individual applying locally would supply. As noted above, HRPA has a number of alternative ways of fulfilling the academic requirement; the required documentation will depend on the particular route taken. Dependent upon the route taken to complete the academic prerequisites this could include: official transcripts for courses completed at a university as part of a degree program job descriptions, resume, organizational charts, reference letters attesting to the position(s) held. proof of completion of a degree. 8

10 translations of any documents that are not in English. Although HRPA does not request that the translations be notarized, to date, any translations submitted have been. ii. Options for Applicants with Unavailable/Destroyed Documents As a general rule, HRPA is flexible in working out on an individual basis the alternatives to standard documentation. Again, the alternatives will depend on the route taken. For HRPA to review course curriculum from institutions not directly accredited the association course outlines are required. If course outlines, from the year the course in question was taken, are unavailable, for reasons beyond the applicant s control, HRPA will accept outlines from previous or subsequent years provided that the institution can attest to the changes in content. C. Credential Assessment (Third Party and/or Internal) HRPA does not currently use any third party credential assessment services. Generally there are two approaches. One approach is to establish equivalencies on a course by course basis. To establish coursework equivalencies, HRPA has established an Educational Standards Committee. When an individual chose an alternative route to the academic requirement that does not involve establishing equivalencies on a course-by-course basis, the individuals file is reviewed by the Certification Committee. Members of the Educational Standards Committee that evaluate course equivalencies are academics by profession and trained in curriculum development and evaluation. Members of the Certification Committee have been trained in the application of the alternate routes requirements. Effective January 1, 2011 a degree will take effect. At that point HRPA will accept degree validations through external credentialing services such as World Education Services. D. Academic/Program Requirements The core academic requirements for qualification for the Certified Human Resources Professional (CHRP) designation consist of completion of credit in 9 academic areas or their alternates. There is flexibility in the process in how one fulfills those prerequisites. HRPA call these the alternative routes to fulfilling the academic requirement. The route chosen can be dependent upon previous academic or experiential background. 9

11 Coursework or Course Alternatives. - If choosing this option, individuals must obtain course credit in 9 specific areas. The specific areas are: Human Resources Management (HRM) Organizational Behaviour Finance and Accounting Human Resources Planning Occupational Health and Safety Training and Development Labour Relations Recruitment and Selection Compensation There are various avenues to fulfill these 9 prerequisites: courses offered by accredited postsecondary institutions, challenge exams offered by the Associations, courses offered by the Association, other forms of course equivalency. A combination of methods may be used. Internationally educated professionals are encouraged to exercise the options in the order they appear in order to maximize previous academic and experiential knowledge. The options are: Courses - Courses at the post-secondary level may be taken through Colleges and Universities within Ontario or directly with the association through the HRPA Evening Academic Program. HRPA directly accredits courses from 40 post-secondary schools across Ontario and 1 in Alberta. Many post-secondary institutions offer courses via internet delivery ensuring accessibility globally. Registration is not required to take courses but required to register completed courses with the association. Challenge Exam Challenge Exams are a self- study method designation to assess an applicant s academic currency in an individual subject area and are akin to a final exam in the subject. They enable an applicant to achieve credit in a required subject area without retaking a course thereby accrediting the applicant for previous academic or experiential knowledge in a subject. A Challenge Exam may be sat worldwide. Registration is not required to sit a Challenge Exam. Accreditation Due to differences in legislation between Ontario and other jurisdictions, HRPA does not directly accredit courses taken outside the province. However through the availability of our internal accreditation (equivalency) process an IEP may request HRPA to review the 10

12 curriculum of courses taken. Accreditation is priced at a level that is affordable and significantly less than external credentialing services. The minimum required documentation is course outlines and transcripts. Securing this documentation can prove onerous for internationally trained professionals dependent upon the location of the institution. IEPs are therefore encouraged to gather and submit the necessary information prior to relocation. If institutional documentation is not available HRPA will accept documentation authored by the IEP provided that it has been authenticated by an official at the educational institution, such as the Registrar. Registration is required to apply through this option. The alternatives described above were on a course-by-course basis, HRPA also has a number of alternatives to the coursework requirement as a whole. Alternatives for Experienced Practitioners Options are available for individuals with senior experience in HR. They are: Executive Program Completion -.HRPA currently accredits the Advanced Program in Human Resources Management (APHRM) through the University of Toronto and the Professional Program in Human Resources Management through Carleton University Sprott School of Business Alternate Route This route is ideal for individuals who have been functioning at a strategic level in the profession for 10 or more year. Experience need not be Canadian specific which makes this route feasible for international professionals. To assess an applicant`s submission supporting documentation, spanning the 10 year time frame, is required. The documentation takes the form of position descriptions, organizational charts, resume, and reference letters. Securing this documentation can prove onerous for internationally trained professionals dependent upon the company and how long ago the employment was held. IEPs are therefore encouraged to gather and submit the necessary information prior to relocation. If employer documentation is not available, HRPA accepts documentation authored by the IEP. Although not required, IEPs have provided authentication of the material through attestations by former employers. HRPA is currently reviewing its alternative routes to fulfilling the academic requirement. The purpose of this review is to provide even more flexibility in the ways ( routes ) individuals can meet HRPA s academic requirement. 11

13 E. Work experience requirements At present there are no mandatory work experience requirements for either membership or certification. Nonetheless, it is recommended to certification candidates that they have at least 3 years experience. F. Examinations National Knowledge Exam (NKE) - Once the academic prerequisites are met the second step to achieving the Certified Human Resources Professional (CHRP) designation is sitting and passing of the National Knowledge Exam (NKE). The NKE is an academic examination that tests comprehensive academic knowledge of the material encompassed in the 9 prerequisite subject areas. The exam is offered in English and French. The content domains covered by the test are available online and described in detail. As well, there are e number of exam preparation products available in the marketplace. Once an individual passes the NKE they achieve the status of a CHRP Candidate. National Professional Practice Assessment (NPPA) - The current experiential evaluation is a situational judgment test called the National Professional Practice Assessment (NPPA). Although it is recommended that an individual have practiced in HR for between 3-5 years prior to attempting this assessment, this is not a requirement. Nor is it a requirement that the experience be Canadian. Therefore an international educated professional has the same opportunity of success on the NPPA as their domestically trained counterpart. Both the NKE and NPPA are structured around a body of knowledge outlined in the Required Professional Capabilities (RPCs). These capabilities are divided into seven areas. Professional Practices Organizational Effectiveness Staffing Employee and Labour Relations Total Compensation Organizational Learning, Training and Development Occupational Health, Safety and Wellness 12

14 In order to demonstrate competency an applicant must achieve a passing score of 70% on each of the 2 exams. HRPA endeavors to ensure international accessibility to the NKE and NPPA. CHRP applicants writing in Ontario sit the exams at locations arranged and proctored by HRPA. Exam writers can sit the NKE and NPPA internationally at a post-secondary institution testing centre. If such a centre is not readily available, HRPA works with the writer on a case by case basis to enable the sitting of the exam while ensuring exam security. G.Language Requirements There are no specified language proficiency requirements to become registered or to be certified. The National Knowledge Exam (NKE) and National Professional Practice Assessment (NPPA) are available in both official languages. H. Fees Registration fees are universally applicable however certification fees are dependent upon method used to qualify for the National Knowledge Exam (NKE). Both the NKE and NPPA are written by all registrants seeking certification. Registration Fees Registration fee (an average of the registration categories) $282 Annual Registration Fee for CHRP registrants $386 Certification Fees - Course and Examination Fees Accreditation (assessment of courses attended at non-accredited universities) $50 Challenge Exam (taken in lieu of a course) $150 per exam Post secondary course (average of college and university) $450 Alternate Route (this is taken in lieu of accreditation, challenge exams or courses and $350 13

15 assessed by the Certification Committee) National Knowledge Exam (NKE) $250 National Professional Practice Assessment (NPPA) $500 14

16 I. Third Parties Name of Third Party Canadian Council of Human Resources Associations (CCHRA) Relationship to Regulatory Body Sets National Knowledge Exam and National Professional Practice Assessment in accordance with the Required Professional Capabilities (RPCs). J. Typical Length of the Registration Process HRPA prescribes maximum limits for the completion of the certification process. The limits are consistent for all applicants and generous. The required courses must have been completed no more than ten years prior to the National Knowledge Exam (NKE). There is a maximum allowable window of 5 years between the time the NKE and the NPPA are passed. The exams are offered twice a year and a candidate cannot write both exams the same day. Taking registration for the first exam as the starting point, it takes a minimum one year to complete the certification process. K. Accredited Programs The following institutions offer courses accredited by the HRPA: Athabasca University - online courses Algonquin College - School of Business Brock University - MBA, undergraduate program Cambrian College - continuing education, post graduate program, independent learning program, business administration program. Canadore College- continuing education and post-secondary divisions Carleton University school of business professional development centre and undergraduate programs Centennial College post diploma program, continuing education, business program. Conestoga College applied degree- international business, business division, continuing education, post diploma, internet Confederation College diploma program, internet, post graduate certificate Durham College business diploma, graduate certificate, continuing education 15

17 Fanshawe College continuing education, school of business George Brown College continuing education, post-diploma, school of business Georgian College continuing education, post-diploma HRPA evening academic program (continuing education) Humber College bachelor of applied business, post-diploma, undergraduate level, continuing education. Rotman School of Management Advanced Program in Human Resources Management (executive program) La Cite Collegiate continuing education* Lakehead undergraduate Lambton College various programs (specifications not available) Laurentian University undergraduate programs* Loyalist College business admin. Division, continuing education McMaster University- continuing education, undergraduate, graduate Mohawk College business admin, continuing education, post-diploma Niagara College- business division, continuing education, post-diploma Nipissing University undergraduate programs Northern College various programs Queen s University undergraduate, graduate Redeemer College various programs Ryerson University undergraduate, continuing education Sault College school of business Seneca College bachelor of applied business, business administration human resources diploma, graduate certificate Sheridan College continuing education, diploma, post-diploma Sir Sandford Fleming College continuing education, school of business St. Clair College various programs St. Lawrence College continuing education, diploma, post-diploma Trent University various programs University of Guelph continuing education, undergraduate 16

18 University of Guelph/Humber various programs University of Ottawa faculty of admin, graduate University of Toronto- undergraduate, graduate, continuing education University of Waterloo various programs University of Western Ontario continuing education, undergraduate UOIT undergraduate Wilfred Laurier University undergraduate, graduate University of Windsor business admin., graduate York undergraduate, BBA, continuing education, graduate. * Courses offered in French Many institutions offer courses through internet delivery allowing the IEP to commence and even complete the required coursework prior to arrival. L. Internal Review/Appeal Process For a fee of $25 and $75 respectively, unsuccessful writers can request that the National Knowledge Exam and National Professional Practice Assessment (NPPA) be remarked. The fee is set by the Canadian Council of Human Resources Associations (CCHRA), collected by HRPA, and remitted to the CCHRA. The writer could, through HRPA, request that the fee be waived in extraordinary circumstances. Such requests are required to be in writing. And to date none have been received. Similarly, an internal review process exists for individuals unsuccessful in courses taken through the association`s Evening Academic Program. The review is a 2 tiered process. Upon initial request, the exam/assignment is returned to the instructor to be remarked. If there is no change in the evaluation at the end of the tier 1 review, the student may request that the exam/assignment be remarked by a subject matter expert (SME). The SME does not teach in the Evening Academic Program (EAP). A minimal cost is charged to cover the expense of employing the SME. 17

19 Alternate Route applicants can appeal written decisions of the Certification Committee to the Appeal Committee. No additional costs are incurred. All decisions of the Appeals Committee are appealable to Divisional court. Whenever an appeal is part of a certification process the registrant is advised of it as part of communication of results. With the exception of that targeted information, HRPA however does not make general appeal information available to the members or the public through the website. Both CHRP holders and public representatives sit on the Appeals Committee. The Appeal`s Committee is composed of ten (10) CHRPs and three (3) public representatives who are not CHRPs nor registered with the association, for a total of 13 members. Hearings may be conducted by panels composed of a minimum of three CHRP holding members, the Chair and one public representative. No committee members are decision-makers in respect to the registration decision being appealed. 4. BRIDGING PROGRAMS There are no formal bridging programs; however, an exam preparation course is available to all National Knowledge Exam (NKE) writers. The preparation course was designed to serve as a supplement to other traditional forms of studying as is not intending to be self-contained. HRPA is currently conducting research into the demand for bridging programs in Human Resources Management. 5. MUTUAL RECOGNITION AGREEMENTS The nine provincial associations which are members of the national coordinative body (CCHRA) have agreed to mutually recognize the CHRP designation that is granted by each provincial association. HRPA currently has no reciprocal or mutual recognition agreements with any international HR associations. 6. APPLICANTS INTERACTIONS WITH REGULATORY BODY 18

20 A. Nature and Frequency of Communication Applicants can contact the HRPA by , letter, and telephone. The frequency of contact varies, with more complex files requiring ongoing interaction. To facilitate interaction with members, HRPA has in the process of upgrading its CRM system. It is now possible to apply for membership and register for the exams online. Soon members will be able to verify their progress through the registration, certification, and re-certification processes online. A listing of all courses accredited by the association is available online. Soon, the HRPA register will be made available online. With the next year, HRPA will undertake a complete re-design of its regulatory website. B. Backlogs Currently there is no backlog in the registration process. C. Complaints Regarding the Registration Process Complaints about the registration process are handled by the Registrar. If necessary; complaints are escalated to the Director of HR Excellence. 7. CHANGES SINCE THE 2005 SURVEY The Ministry of Citizenship and Immigration conducted a survey in 2005 to collect information about occupational regulatory bodies in Ontario. HRPA did not participate in that survey. 8. REGISTRATION INFORMATION AND STATISTICS Definitions used in tables (Note that the following definitions are those used by the OFC. In some cases, HRPA usage differs from OFC usage. These differences will be explained below.): Alternate class of license: a class of license that enables its holder to practice with limitations; additional registration requirements must be met in order to be fully licensed. The 19

21 Human Resources Professional Association has no alternate class of license. Applicant: an individual who has applied to start the process for entry to the profession. Given HRPA s tiered register, entry into the profession can have two different meanings. One entry into the profession would be the granting of membership, the other would be granting the CHRP designation. In the tables below, the second definition is used. For membership, the application process starts with the completion of an application for membership. For the CHRP designation, the application process starts with the completion of a knowledge exam registration form. Applicant actively pursuing licensing OFC defines this as an applicant who has had some contact with the regulatory body within the year specified. This definition does not necessarily work well at HRPA. For the certification process, candidates have up to 5 years after passing the first exam to pass the second. In fact the Association recommends that candidates accumulate 2 to 3 years experience before attempting the second exam. Candidates need not advise HRPA that they have abandoned the certification process. At HRPA, the closest match to the category above would be applicant that have passed the first exam and who are eligible to write the second exam. It should also be noted that candidates must maintain membership in the Association in between the two exams to keep their eligibility. Certification: Achievement of the Certified Human Resources Professional (CHRP) designation upon fulfillment of the criteria as set by the Human Resources Professional Association under the authority of the Human Resources Professional Association Act, Inactive applicant: an applicant who has had no contact with the HRPA within the year specified. As noted above, applicants for the designation must maintain membership with the Association. Member: OFC defines a member as an individual who is currently able to use the protected tile or professional designation. At HRPA, member means an individual whose name appears on the register. HRPA s register contains the names of both non-certified and certified members. 20

22 Registration: A member of the public signing up for membership with the HRPA. At HRPA, registration means that a person s name has been placed on the register. Since all members names, non-certified and certified, appear on the register registration is a term that applies to the first step of becoming a member of HRPA. Obtaining the designation is called certification. The tables below were included as they are defined in the OFC s Studies. HRPA does not keep track of the Countries where internationally educated applicants were initially trained in human resources. Therefore, many of the entries in these tables are unknown. Recently, HRPA has applied for a grant to the Ministry of Citizenship and Immigration to put in place the infrastructure required to track this information. Languages in which application information materials are available Language English Yes Yes Yes French No No No Other No No No Countries where internationally educated applicants were initially trained in human resources. Applications Received Largest Number??? Second- largest number??? Third- largest numbers??? Fourth largest number??? Fifth-largest number??? 21

23 Staff employed by the Human Resources Professional Association (HRPA) in the registration, certification, and appeals processes Number of Staff Involved in registration process Involved in the certification process Involved in the appeals process For the purpose of these statistics the Director s position is counted as a.5 FTE due to limited involvement with applicants. 2 Appeals are forwarded through the Office of the Registrar however the Registrar has limited involvement with the actual appeal therefore the Registrar position is counted as a.5 FTE for this purpose. 22

24 Applications Applications Received Total membership (all registered professionals) Total certified (all certified professionals) 5,705 6,242 6,379 Number of new applicants for certification Number of designations granted Percent of all registered professionals that are certified 37.5% 38.5% 33.6% 1 As of year end 23

25 Applicants processed by the Human Resources Professional Association in 2005 Jurisdictions where members where members were initially trained in human resources (before they were granted use of the protected title or professional designation in Ontario) In 2005 (January 1 to December) Ontario Other Canadian Provinces USA Internatio nal Total 1 New applications for certification received 1152??? 1152 Applicants actively pursuing certification 1152??? 1152 Inactive Applicants????? Applicants who met all requirements and were authorized to be certified but did not were not granted the designation Applicants who achieved the designation ??? 906 Applicants who were authorized to receive an alternative class of certification but were not certified Applicants who were issued an alternative class of certification HRPA does not track jurisdiction of training therefore the assumption is that all new applications are Ontario trained 2 HRPA does not track jurisdiction of initial training therefore the assumption is that all applicants activity pursuing licensing are Ontario trained. 24

26 Applicants processed by the Human Resources Professional Association in 2006 Jurisdictions where members where members were initially trained in human resources (before they were granted use of the protected title or professional designation in Ontario) In 2006 (January 1 to December) Ontario Other Canadian Provinces USA Internati onal Total 1 New applications for certification received 1244??? 1244 Applicants actively pursuing certification 1244??? 1244 Inactive Applicants????? Applicants who met all requirements and were authorized to be certified but did not were not granted the designation Applicants who achieved the designation ??? 804 Applicants who were authorized to receive an alternative class of certification but were not certified Applicants who were issued an alternative class of certification HRPA does not track jurisdiction of training therefore the assumption is that all new applications are Ontario trained 2 HRPA does not track jurisdiction of initial training therefore the assumption is that all applicants activity pursuing licensing are Ontario trained. 25

27 Applicants processed by the Human Resources Professional Association in 2007 Jurisdictions where members where members were initially trained in human resources (before they were granted use of the protected title or professional designation in Ontario) In 2007 (January 1 to December) Ontario Other Canadian Provinces USA Internati onal Total 1 New applications for certification received 1504??? 1504 Applicants actively pursuing certification 1504??? 1504 Inactive Applicants????? Applicants who met all requirements and were authorized to be certified but did not were not granted the designation Applicants who achieved the designation ??? 806 Applicants who were authorized to receive an alternative class of certification but were not certified Applicants who were issued an alternative class of certification HRPA does not track jurisdiction of training therefore the assumption is that all new applications are Ontario trained 2 HRPA does not track jurisdiction of initial training therefore the assumption is that all applicants activity pursuing licensing are Ontario trained. 26

28 9. SOURCES Human Resources Professional Association website. Ontario Job Futures website Service Canada Job Futures website 27

29