Certified Performance Technologist CPT:

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• Certified Performance Technologist (CPT)
• Setting the Standard
• Put facilitators name here
• Put ISPI contact info here
• Judy_at_ispi.org

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Objectives

• What is Certification?
• Why Certification?
• What is the CPT
• Whats in it for me?
• How do I do it?

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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.

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What is Certification

• An attestation of having
• Met a standard
• Agreed to a code of ethics
• Demonstrated mastery
• Committed to recertification

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Certification v Certificate

• 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
• 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
• Bestows a credential or mark

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Our Work Work EnvironmentArt 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
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Solution Choices

• Retool
• Invest to build
• Peoples capability
• Technology capability

• Outsource
• Use external resources
• to
• Reduce FTEs or avoid adding FTEs
• Buy expertise
• Buy or lease technology

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Economic Drivers for a Credential for Training
Performance

• Amount of money
• Increasing numbers of providers
• Influx of venture capital
• New products
• New jobs new skills

• Technology advancements
• Increasing regulation
• Dispersed workforce
• FTEs overhead
• Avoid long term financial obligations

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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

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Market Effect

• Certifications
• ISPI CPT
• CSTD CPLD
• CSTD - CTP
• ASTD CPLP
• SHRM SPHR
• PMI CPM
• ICF - PCC

• Certificates
• VNU
• ASTD
• ISPI
• Vendors
• Clark
• Sink
• Corporations
• Microsoft

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What it is the CPT?

• A credential offered by ISPI that 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

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What it isnt!

• 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.

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Who is it for?

• Experienced professionals engaged in
• performance improvement,
• training and development,
• organizational development,
• human resource development, and
• other related fields.

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Whats 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.

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What Sets it Apart?

• Both proficiency competency based
• Standards developed by customers consumers of
  our services
• Valued by employers
• Being adopted internationally
• 24 countries

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A Little History

• CPT launched in April of 2002
• Today about 1000 CPTs
• In 24 countries
• 21 were chartered CPTs
• received the designation because of their proven
  work through awards and contributions to the
  field
• Have 123 candidates in process

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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.

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Why ISPI?

• ISPIs 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

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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

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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 ISPIs
  and ASTDs websites.
• Re-validated by the 2008 Practice Analysis.

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Whats 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

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Quote
the certification is an indication for me
to show others that people in our profession
aspire to high standards it is in (Texas
Instruments) 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
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Growing Participation

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

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Wide Support

• 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

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Whats 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.

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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
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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

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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)

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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

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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

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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

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How is the credential managed?

• 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

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Summary
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Summary
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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.