Certified Performance Technologist (CPT): Setting the Standard Put facilitator’s name here

1. Certified Performance Technologist (CPT): Setting the Standard Put facilitator’s name here Put ISPI contact info here Judy@ispi.org

2. Objectives • What is Certification? • Why Certification? • What is the CPT • What’s in it for me? • How do I do it?

3. A Profession • According to SHRM and the Department of Labor, a profession has an organization that: • Speaks as a unified voice for its members • Fosters the development of the field. • Conducts applied research. • Has a code of ethics that identifies standards of behavior relating to fairness, justice, truthfulness, and social responsibility. • Has a defined body of knowledge. • Offers a credential.

4. An attestation of having: Met a standard Agreed to a code of ethics Demonstrated mastery Committed to recertification What is Certification

5. Certification Purpose is assessment Assessed against pre-determined standards Assessment is independent of course of study Scope defined by a JTA/CA Time limited Autonomous Governing Body Measures enhanced competency through recertification Bestowsa credential or mark Certificate Purpose is learning & development Assessed against learning objectives Assessment is based on a course of study Scope unique to curricula One time Oversight not required May not require additional assessment based on changes to content No mark is given Certification v Certificate

6. Our Work & Work Environment**Art Isaacs Products & systems Increasing Complexity Simple Stand alone Systems New Materials Miniaturization Computerization Workers & contractors Increasing Diversity Skilled Unskilled Technical Specialization Mixed skills Multi skilled Government supplier customer Increasing Interface Directive Collaborative Quality approach Increasing Quality 1930 Craftsman 1940-1950 Inspection 1960 Quality control 1970-1980 Quality assurance 1990-200+ Total quality

7. Retool Invest to build: People’s capability Technology capability Outsource Use external resources to: Reduce FTE’s or avoid adding FTE’s Buy expertise Buy or lease technology Solution Choices

8. Amount of money Increasing numbers of providers Influx of venture capital New products New jobs = new skills Technology advancements Increasing regulation Dispersed workforce FTE’s & overhead Avoid long term financial obligations Economic Drivers for a Credential for Training & Performance

9. Other Performance Drivers • Increasing cost of training • 30 – 60B depending on who you ask • Inability to link training to business results • Typically measure reaction, learning (test scores) • Being pushed to measure adoption of behaviors on the job & the business impact

10. Certifications ISPI – CPT CSTD – CPLD CSTD - CTP ASTD – CPLP SHRM –SPHR PMI – CPM ICF - PCC Certificates VNU ASTD ISPI Vendors Clark Sink Corporations Microsoft Market Effect

11. A credential offered by ISPIthat recognizes people who have consistently demonstrated proficiency in human performance technology: The application of systematic process that helps people in organizations do important worthy work effectively, efficiency, and ethically What it is the CPT?

12. A certificate of completion of a training or education program. ISPI does give certificates for completing their Institutes, however they are not required to achieve the certification. What it isn’t!

13. Who is it for? Experienced professionals engaged in: • performance improvement, • training and development, • organizational development, • human resource development, and • other related fields.

14. What’s Required? • Three years of experience in performance improvement efforts. • Demonstrated proficiency in the 10 Standards of Performance Technology: • Proficiency in all ten Standards three times • Using a minimum of 3 projects and a maximum of 7. • Commitment to a code of ethics. • Commitment to recertification every three years.

15. What Sets it Apart? • Both proficiency & competency based • Standards developed by customers & consumers of our services • Valued by employers • Being adopted internationally • 24 countries

16. A Little History • CPT launched in April of 2002 • Today about 1000 CPT’s • In 24 countries • 21 were chartered CPT’s – • received the designation because of their proven work through awards and contributions to the field • Have 123 candidates in process

17. How it got started Members and Industry asked for: Standards with which to select and develop performance improvement professionals and for a designation that identifies those who have been successful in producing measurable results.

18. Why ISPI? ISPI’s mission is to: • develop and recognize the proficiency of its members and • advocate the use of human performance technology • The certification is one way we recognize proficiency

19. Who Developed the Standards? A team of over 30 Performance Improvement Experts known as the “Kitchen Cabinet”: • Managers of Performance & Learning • Consulting Firms • Independent and Internal Practitioners • Academics • With the Leadership of Dr. Judith Hale

20. How were the standards validated? • Literature reviews by graduate students at Indiana University: • Mark Lauer & Erika Gilmore [did content analysis] • Under the guidance of James Pershing • Review by independent experts. • Available for public review and comment on ISPI’s and ASTD’s websites. • Re-validated by the 2008 Practice Analysis.

21. What’s in it for organizations? • Standards for selection and development • A Code of Ethics to guide behavior and decisions • Criteria for contracting for products and services

22. Quote “… the certification is an indication for me to show others that people in our profession aspire to high standards… it is in (Texas Instrument’s) best interest to keep the highest level of professional development, and certification is one sure way to indicate this excellence.” Debbie Simpson, CPT Training Manager, Texas Instrument

23. Growing Participation Industry sector groups: • Education • Defense • Law enforcement • Financial services • Pharmaceuticals • Retail • Energy • Environment • Restaurant/food service • Emergency Management • Professional services

24. USCG Busch Gardens Walgreens Defense Intelligence Agency Home Depot Lowes Office Max Automobile Assn of Michigan Oracle HP Apple Ceridian Lilly Red cross Florida Power & LIght Pacific Gas & Electric First Energy Corp Maritz Raytheon Lifespan Cable one Wells Fargo Kepner-Tregoe PNC Citigroup Wide Support

25. What’s in it for you? • Stay competitive. • Be recognized for your work. • Distinguish yourself to potential employers and clients. • Join others throughout the world who have received the CPT designation.

26. Quote “When clients ask about the CPT designation, I have an opportunity to explain my systematic approach to solving their performance problems. I find this distinction sets me apart from other organizational consultants.” Jeanne Strayer, CPT Performance Solutions Group

27. Standards • Four principles that guide our overall activities • Six phases that help us be systematic when we: • Identify needs & performance gaps • Design & develop solutions • Implement solutions • Prove the value gained

28. Principles • Focus on Outcomes/Results • (start with the end in mind) • Think systemically • (consider the context or constraints within which work must occur) • Add value • (focus on the goal) • Establish partnerships • (work collaboratively)

29. Systematic Approach • Performance Analysis – • Identify the Need & Gap • Cause Analysis – • Identify barriers and factors preventing performance or thwarting the opportunity • Design – • Identify the elements of the solution from creation to implementation • Development – • build & test the elements • Implementation • Roll out the solution and take actions to sustain new behaviors • Evaluation – • Measure to find out if the need was met

30. Who are the reviewers? Professionals who: • Have received the CPT designation • Are trained in the review process • Note: a double-blind review process • Reviewers do not know you • Reviewers do not know each other

31. Re-certification Requirements • Continued practice and proficiency • Done through self-attestation. • 40 re-certification points every three years • Attend conferences, institutes, for-credit courses, non-credit courses, training related to one or more of the Standards • Up to 15 hours from teaching, research, publishing and/or volunteering within a professional group. • Recommit to the Code of Ethics • Pay a recertification fee

32. Certification Governance Committee: Seven member committee Three year revolving terms Mixed representation of employer, government, practitioners, academics Chair appointed by the ISPI Board of Directors ISPI Director of Certification How is the credential managed?

33. REQUIREMENTS CERTIFICATION RE-CERTIFICATION 1. Minimum Years of Experience 3 years Not applicable 2. Accept the Code of Ethics Yes Yes 3. Continuing Education and Professional Development No Yes 4. Documentation Document experience and work done on multiple projects, and how the work meets the Standards List your continued professional development, contributions to the field and volunteer work Summary

34. REQUIREMENTS CERTIFICATION RE-CERTIFICATION 5. Attestation by Client or Supervisor Attest that the projects were satisfactorily done by you and the documentation is accurate Self-attest to your continued work in the field and adherence to the Code of Ethics 6. Review To ensure that each Standard was met three times To ensure completeness and factual accuracy 7. Pay a fee ISPI, or other affiliated organization member rate: Non-member rate: $995 $1195 $175 $250 Summary

35. Summary • Study the standards. • Determine your readiness with the self-assessment form. • Identify those areas you need to develop. • Identify developmental resources. • Commit to the Code of Ethics. • Identify clients and projects to submit. • Prepare the clients. • Describe your work. • Submit your descriptions to the clients for attestation. • Submit your application & fee.