FAQS

1) How do I determine if I am eligible?

If you have questions, call us at 425-789-0161.

The simple measurement is:

Do you work in an hourly or salary role in a non-HR department overseeing staff, engaging clients or vendors, or engage in organizational improvement?

OR, do you have one year clerical experience, work hourly, hold an academic degree, and desire to advance into entry-level HR work?

AND, or, do you manage a small office where there is no clearly defined HR staff and team?

Lastly, have you been rejected for the PHR/SPHR certification and meet the applied requirements listed on the CPC.

2) What is the goal of the CPC Certification?

The goal is two-fold: to recognize the min knowledge requirements and applied skills for non-HR supervisors and managers who do not desire advancement into HR but do wish to be advanced based on their applied HR related skills. For example, a supervisor of a finance department engages in HR related work-place activities but would not otherwise be qualified for a PHR. This certification allows them to advance in their career by being recognized for their role engaging human capital in the workplace not just their financial expertise.

The CPC is also balanced to measure the applied clerical support for individuals in all fields interested in advancing their careers into an HR specific role such as HR admin, HR assistant, HR generalist (entry-level), HRIS, HR processor or clerical roles.

For those who are eligible, the CPC Certification™ provides an opportunity to advance toward the esteemed 2-year HR specific Professional of HR (PHR) or Senior-professional of HR certifications (SPHR). For those meeting the eligibility for those questions (contact us on the registration page by phone or send an email for questions from the contact page on SHRM certification eligibility) after earning the CPC, then you would replace the CPC with either the PHR or SPHR designation.

3) How do people know I have passed this exam?

Learners who pass the exam will be allowed to place the designation CPC after their name on all signature blocks. This is conferred by the Board of Directors of the Strategic Learning Alliance which has reviewed the application requirements, the exam requirements, and approved the content provided by the prep programs and the preparation courses. For example, Susie Sample Learner, MBA, CPC

4) What are the benefits of certification over a certificate?

According to the Society of SHRM (2010) nine out of ten HR positions required certification to be advanced within an HR department. Further investigation by the Strategic Learning Alliance, and the Seattle Jobs Initiative suggests that employers want demonstrated applied skills in addition to theoretic (academic) knowledge. Thus, certification not only measures applied technical skill within a professional environment, but also allows those professionals to stand out better that someone completing a certificate. A certificate is valuable for enhancing on-going learning and expertise of the academic theory behind a given subject. However, a certificate does not demonstrate any applied capabilities. Furthermore, many hiring managers and recruiters will screen applications based on applied certification. Therefore, having a certification is deemed to be of considerably more value than having completed a certificate course.

5) Why has this CPC Certification Program been developed?

Due to the demand for entry-level HR positions, many employers are swamped with applications. Unfortunately, the two-year professional requirement of national Human Resource certification results in many employers essentially using the wrong tool to screen for the wrong “seat” on the team. As a result, research indicates that entry-level HR positions are difficult for employers to fill with individuals holding at least basic HR knowledge and applied professional skills; meanwhile, many entry level candidates with these skills have felt unrecognized as there has not been a meaningful tool to define their applied abilities.

The Strategic Learning Alliance and their affiliates have helped over 1300 HR professionals earn certification in the Seattle market alone. Drawing from their vast network they have sought to help HR professionals advancing toward more strategic roles, back-fill by providing an entry-level certification that can measure basic applied HR and support skills. Furthermore, by providing the accreditation for the CPC Certification™ through a not-for-profit board of directors, the alliance has opted to create a process modeled after the SHRM certification to help further promote the over decade long work by SHRM national to advance the recognition and role of Human Resources as strategic advisors to various businesses and organizations. As such, the CPC provides a stepping stone for those seeking HR specific jobs, but also recognizes professionals in non-hr roles (such as the medical field, finance, accounting, IT, etc.) to demonstrate to their internal HR staff their ability to effectively work with other individuals in an organization regardless of their highly technical area of expertise.

6) How is the program related to SHRM certification?

See above. SHRM certification requires specific experience at the salary (exempt) level. For questions contact Strategic Learning Alliance or the CPC at 425-789-0161 to determine eligibility and which exam is right for you.

7) What if I want to take the exam at any-time?

At this time the CPC exam is held only twice a year.

8) What is the pass-guarantee program?

Any learner taking the Professionalism: Effectively Applied Knowledge (PEAK™) Series (www.seattleresearchpartners.com) or the CPC online/blended course or face-to-face course using the SHRM Essentials™ will pass (with 80% more completion of the program). Any learner who does not pass will re-test at no-additional fee after a coaching analysis of where the leaner failed the exam is conducted in partnership with an approved provider.

9) What happens if my exam application is denied?

You may petition within 2 business days if you are denied a chance to sit for the CPC exam due to qualification errors. To complete this process you may be asked for a resume, transcripts, a position description, and a correspondence from a supervisor. Reviews will occur within 48 business hours and all decisions are final. For this reason, the CPC does not require payment until your registration is approved. Any applicant who is audited – the registration is approved for by based on registration volume is randomly selected for an audit, that is deemed to have falsified their application or not meet the minimum standards, will be denied eligibility for the exam. Any learner denied due to a random audit will forfeit all monies paid.

10) What is the refund policy for the exam and program options?

There are no refunds for the exams. Exams are taken online and therefore are not subjected to in-climate weather or personal conflicts. Participants opting for a delay due to unforeseen personal hardship may waive their exam for up to 6 months before forfeiting all paid monies. Preparation providers may set the refund policies based on their sole discretion.

11) Who bills me?

Currently, CPC Certification will have all monies collected by Strategic Learning Alliance. SLA has trusted relationships with organizations and HR professionals. They are donating all proceeds in 2013 to non-profit outreach programs through the Strategic Learning Alliance. For tax questions, please consult a tax advisor. Applicable 501c3 individual tax deduction notifications will be provided at the appropriate time to all paid participants.

12) Who is the ICF and what role do they play in coaching certification?

International Coaches Federation (ICF) is a non-profit organization that has created and promoted an industry standard that is self-certified.

The ICF certification is a $10,000 to $17,000 investment for someone who wants to learn to coach and should be pursued for those seeking graduate level work as a coach.

The Strategic Learning Alliance's coaching credential is for the person who wants to effectively use coaching when the time is right, and wants do so as a professional coach, and/or volunteer.

The Strategic Learning Alliance (SLA) standard is based on external benchmarks including content the ICF tests toward, but also AASCB academic standards.