What is a CPHR?

Like MBA or CGA, CPHR should be pronounced by saying each letter separately.

To obtain a CPHR designation with CPHR BC & Yukon, you must maintain a CPHR BC & Yukon membership and then select the best path for you. Find out more.

All fees listed below are in addition to general or student dues. Fees and dues are subject to applicable taxes according to the member’s location. In BC and Yukon, all fees and dues are subject to 5% GST.

*Annual Professional Membership Dues become payable from the month a member is granted the CPHR designation. A pro-rated amount will be charged to cover the difference in dues up to the existing membership expiry date.

CPHR BC & Yukon collects CPHR dues to maintain, monitor and promote the CPHR designation throughout BC and Yukon ensuring we increase the value of holding the designation. CPHR BC & Yukon also works in conjunction with the CPHR Canada to maintain the standards and continuously raise the profile of CPHR at a national level. One hundred per cent of CPHR dues collected are reinvested in the CPHR designation.

As long as the CPHR Designate has consented to having their name shared, the names of all new CPHR designates will be shared during our annual CPHR Celebration event. You will also be contacted by our event team for more information on the CPHR Celebration event. Should you not want to have your name be listed publicly, please contact [email protected].

The framework, the result of an extensive Professional Practice Analysis, is a competency model necessary to effectively practice human resources.

The competency Framework (updated Dec. 9 2021) can be found here and establishes 9 HR Specific Competencies and 12 General Competencies:

9 HR Specific Competencies

• Employee and Labour Relations
• HR Technology and Analytics
• Inclusion, Diversity and Human Connections
• Innovation
• Learning, Development & Succession Planning
• Organizational Change and Development
• Total Health and Wellness
• Total Rewards
• Workforce Planning and Mobility

12 General Competencies

• Business Acumen
• Collaboration and Communication
• Continuous Learning
• Data and Sensemaking
• Ethical Practice
• Guide, Coach, Advise
• Leadership
• Leading Projects
• Personal Agility
• Relational Intelligence
• Systems Thinking
• Working Digitally

Five years from your graduation date.

You can apply to renew your agreement based on the revised Competency Framework at any time.

You should aim to renew the agreement by the date your existing agreement ends. However, in the event of this being problematic, you can apply for an extension to your existing agreement with CPHR BC & Yukon.

Graduates of accredited programs have five years from their graduation date to apply for the NKE waiver.

Yes, the National Knowledge Exam will be based on the Competency Framework.

VOE assessments submitted will be based on the Competency Framework. Submission dates are February 15th, May 15th and September 15th each year.

It only impacts those who proceed on a pathway to obtain the designation. See the FAQs above regarding the NKE and VOE.

The competency Framework can be found here and establishes 9 HR Specific Competencies and 12 General Competencies.

The National Knowledge Exam® (NKE) consists of 160 multiple-choice questions which are framed around the The HR Competency Framework as they relate to academic knowledge of the nine functional dimensions of HR. Find out more details about NKE content and structure.

Yes, the registration deadline is two months before the exam date. More information about exam dates and deadlines is available from the CPHR Canada or refer to CPHR BC & Yukon’s online calendar.

CPHR Canada policy states all registrants must be a member of an authorized provincial HR association and complete the coursework requirement in order to write the exam. Association membership must be renewed on an annual basis.

Exam preparation varies based on your education, experience, and study preferences. Information on preparation workshops and self-directed learning resources is available in the CPHR Exam Centre.

The Captus Online NKE Prep Course is optional. The goal of the prep course is to provide a high-level theory review and strategies for writing and preparing for multiple choice exams.

Candidates can fail the NKE four times maximum. A fifth attempt may be permitted following a review process by your provincial HR association.

Yes, you may defer writing the exam by completing a deferral application form and forwarding proof of your extenuating circumstance. Depending on when you submit the deferral form, there may be a fee of $100-$225 to defer writing the exam until the next sitting. Completed deferral forms MUST be received five business days prior to the exam date. Any deferral requests received after the cut off will be considered ‘no shows’ and lose the option to defer the exam to the next sitting. Please note our deferral policy.

No, if you do not attend on the day of the exam, you forfeit your exam fee.

Exam results are emailed about eight weeks after each exam session. This includes the time needed to receive exams, verify all exam documents have been returned, as well as the time to process and score exams. It also allows time for the results to be reviewed and test accuracy verified.

Overall scores are reported as scaled scores to ensure consistent reporting of scores between different versions of the NKE. It is achieved through mathematically converting raw scores into scaled scores with the passing scaled score always equal to 500. Find out more about exam scoring.

Manual re-scores are available for those who believe that there has been an error in the scoring of their exam. Requests for manual rescore will be accepted for 20 days following the release of exam results.

To request a manual re-score for the NKE at a cost of $65 + GST, please contact the CPHR Registrar at [email protected].

Please note that manual rescoring seldom changes the score. Machine scoring is very accurate.

A revised and updated CPHR Competency Framework was announced on December 9, 2021. As such, we are currently in a transition period in regard to which version of the Competency Framework is being used for the NKE. The Fall 2022 NKE sitting will be the first exam based on the revised Competency Framework.

The requirements have been introduced to set the bar for academic comprehension, establish a standard for educational requirements and build on the credibility of CPHR designation. This requirement will be applicable to anyone writing the National Knowledge Exam (NKE).

There are nine (9) required HR courses you must complete to be eligible to write the National Knowledge Exam (NKE). These courses are:

• Accounting and Financial Management
• Human Resources Management
• Industrial Relations
• Organizational Behaviour
• Occupational Health and Safety
• Recruitment and Selection
• Strategic Compensation
• Strategic Human Resources Planning
• Training and Development

These courses align with CPHR Canada’s Competency Framework and are fundamental knowledge areas of human resources.

The coursework requirement may be met in the following ways:

• Through an accredited HR program.
• Completion of an HR Certificate or HR Diploma that covers the foundational courses*
• Continuing Education courses in HR*
• HR courses already completed within your non-HR post-secondary program*
• The CPHR Academic Program

Yes, eligible Human Resource courses you completed within your non-HR diploma or degree in Canada can be applied to the coursework requirement. A review of your official transcript of HR courses can be conducted by Prior Learning Assessment and Recognition (PLAR) by Captus Press Inc. for $70/course. There is also an equivalency database also known as Pre-determined PLAR that will be available that will include courses and program equivalencies. If your course is listed in the database, it would count as one of the required coursework.

An equivalency database is set up and maintained by Captus Press Inc. at no cost. It is a chance for individuals to login to see if their courses or programs have equivalencies to the CPHR Academic Program.

Your official transcripts need to show an average of C+ or a numerical grade of 65% for each course.

There is no limitation for the length of time between the completion of a course and its consideration for PLAR. In all cases, students must be able to supply all required documentation for PLAR to proceed, if such documentation does not pre-exist within the PLAR Equivalency Database.

We will review your Canadian diploma or degree in HR to see if it fulfills the coursework requirement so you can move to the next step in obtaining your designation – registering for the National Knowledge Exam.

We will review any post-secondary certificate programs and courses you have taken to determine the eligibility of waiving some or all the required courses.

If your degree is from outside of Canada, you must have a report completed by either of the following:

• International Credential Evaluation Service (ICES)
• World Education Services

The cost for a basic report is about $125.

You are eligible to register for the NKE when you have completed the coursework requirement and have shown the Registrar documentation.

CPHR BC & Yukon members who do not hold a bachelor’s degree are eligible for the CPHR designation many different ways. Requirements for someone who doesn’t have any post secondary education include taking 9 foundational HR courses, the National Knowledge Exam plus 8 years of professional-level HR experience.

If you received your degree within Canada, contact the university’s registry and have your official transcript sent directly to the CPHR Registrar at CPHR BC & Yukon. The transcript fee varies, and is typically in the range of $10-$15.

If your degree is from outside of Canada, you will need to have a basic report completed by either of the International Credential Evaluation Service (ICES) or World Education Services. The cost for a basic report is approximately $125.

The experience requirement has been established to ensure candidates have demonstrated the capability to operate at a professional level in an area of human resources and that a common standard is met across Canada. The CPHR experience requirement is established in compliance with the National Guidelines of CPHR Canada.

After passing the National Knowledge Exam® (NKE), and having 9 foundational HR courses, candidates for certification who hold a degree must prove they have three years of experience in HR at a professional level in order to earn the CPHR designation. Candidates who have a diploma must have a minimum of 4 years of HR experience. Those candidates with a certificate must have a minimum of 5 years of HR experience. Candidates without a degree must have a minimum of eight years experience within fifteen years with three years of the experience must be gained within the last ten years. For each pathway candidates have a maximum of 10 years to gain the experience. As well 8 specific examples need to correspond to the revised competency framework.

Administrative HR Experience refers to HR work at an administrative or transactional level. It may include HR tasks that are routine in nature, lower in complexity and/or autonomy and executed with direction that is clearly defined.

Administrative HR experience would be gained in an HR entry level position and helps to build the base or foundation of one’s HR career by giving exposure to various HR competencies required at the advisory HR level.

The scope of HR practice is the creation and implementation of all policies, practices and processes to effectively organize and manage human capital resources in the workplace in service of the ultimate goal of enhancing business outcomes. Human Resources Management involves maintaining or changing relations between employees, between employers or between employers and employees.

The Practice of Human Resources includes, but is not limited to, one or more of the following:

• 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;
• Representation of clients and organizations in proceedings related to human resources management;
• Program development and evaluation in the area of human resources management;
• Supervision of other Human Resources professionals/practitioners;
• Coaching of employees, manager, and other individuals in matters relating to work and employment;
• Conduct of research in the area of human resources management and,
• Teaching in the area of human resources management.

In determining whether a candidate’s experience is at the “advisory HR” level, the following factors are taken into consideration.

• Independence of actions – the amount of planning, self-direction, decision- making and autonomy involved in the work experience.
• Depth of work requirements – the extent to which work experience requires data analysis and interpretation.
• Level of interaction – the degree to which the individual interacts with a broad spectrum of contacts, including decision-makers.
• Responsibility for work outcome – the accuracy and extent to which the individual is held accountable for their work and decisions.

Advisory HR experience does not necessarily mean supervisory or managerial. It does not matter whether one is working as an independent contractor or as an employee of an organization.

Advisory HR experience can be obtained whether one is in a specialist position or a generalist position.

All candidates for CPHR certification are required to demonstrate HR experience in order to attain the CPHR designation:

• three years of professional HR experience with a degree (maximum of 1 year of administrative and two years of advisory) or
• four years of professional HR experience with a diploma (maximum of 1 year of administrative and three years in an advisory role) or
• five years of professional HR experience with a certificate (maximum of 1 year of administrative and four years in an advisory role) or
• eight years of professional HR experience without a degree, diploma or certificate (maximum of 3 years of administrative and 5 years of advisory)

Candidates are permitted 10 years to obtain the required amount of professional experience from the time they become a CPHR Candidate. Should additional time be needed, please contact the CPHR registrar to request an extension.

Candidates for certification who have the required experience must submit a completed Validation of Experience form. The form describes the work they have done as it aligns with the Competency Framework. Their current (or, if unemployed, most recent) supervisor must sign the document to verify it. Upon submission, the form is reviewed by a panel of experienced CPHR holders to determine if the experience satisfies the requirements of the designation.

Experience Assessments are reviewed three times per year. The deadline for submissions is February 15, May 15, and September 15 each year. Members will be notified of their results in April, July and November.

No. Your experience is not dependent on your job title. Experience is reviewed based on the competencies, which may be demonstrated in a variety of different positions.

Yes, foreign HR experience may be accepted if it meets our standards outlined in the VOE handbook.

The human resources field is very diverse and presents many opportunities to obtain both a breadth of experience and a specialization. Each individual experience submission presents a unique background and set of accomplishments. We recommend reviewing the CPHR Competency Framework to ensure your current position and any others you might consider, aligns with the competencies set out for an HR professional. Remember, you will need to show 8 specific examples that correspond to the competency framework.

Review the VOE Handbook before completing the form. Give specific examples of the work that YOU are responsible for and have completed including the impact that it has on the organization. For each competency selected, structure your example using the STAR Method.

Experience is reviewed by a panel of CPHR holders who have been selected for their expertise in various employment sectors.

You are eligible to submit your experience for review after becoming a CPHR Candidate and sending in proof of your degree (if applicable). You have 10 years from this time to complete the experience requirement.

All volunteer work for which a Candidate Member is not receiving monetary compensation/financial reward is not eligible work experience.

All CPHR holders must remain a member of their provincial association and comply with the Continuing Professional Development Standards.

All CPHR members must report annual CPD hours by January 31st of the following year.

Refer to the Summary of Qualifying Activities for a list of categories and the number of hours for each activity.

CPHR Canada and its member associations, including CPHR BC & Yukon, have introduced a mandatory ethics requirement that all CPHR designees must include as part of each three-year CPD requirement period.

CPHR Canada has developed a course to satisfy this requirement and to help you familiarize yourself with the essential concepts of ethics. More specifically, to:

• Raise your awareness of its importance.
• Empower you to detect ethical issues.
• Introduce you to the ethical analysis of situations.

Upon completion you will be better prepared to play an even more critical role in your workplace.

CPHRs are required to take an ethics course every three years going forward.

If audited, CPHRs must prove they completed an ethics course.

Note for new CPHRs the year in which you were granted the designation you are not required to report CPD hours therefore you will not have access to the ethics course until the beginning of the following year.

You are required to report 60 hours CPD in each three-year period as part of your continued certification. Three of the 60 hours must now relate to ethics specifically. Each three-year period of 60 hours must contain three hours relating to ethics.

Once you log in as a CPHR BC & Yukon member, you can submit your total CPD hours under “My CPD Hours.”

You can also add your ethics hours under “Self-Reported Hours” if you choose to use this method of recording your hours.

We recommend you keep proof of your ethics course completion in case you are selected for an audit.

There is a mandatory ethics requirement, but CPHR members can choose the provider. To offer more support to its members, CPHR Canada has created a three-hour ethics course which is free by invitation from your provincial association.

The CPHR Canada ethics course is free for CPHR members and will provide you with the three-hour minimum.

CPHR Canada has partnered with illuxi.com to offer a three-hour ethics course called Navigating Change: Ethical Responsibilities in the Digital Age. Completing this free ethics course will provide you with the three-hour minimum. Please note: all CPHR members must take a minimum of one three-hour ethics course to meet this original requirement either through CPHR Canada or another ethics course provider and must continue to do so once again every three years.

An email was sent to all CPHR BC & Yukon designated members from illuxi.com with instructions on how to register. If you did not receive this email or if you became a designated member after this time, please contact [email protected] for assistance.

If you took a three-hour or longer ethics course from a reputable provider that would suffice as your ethics course. Be sure to keep your course outline, and registration information in the event you are audited.

Accreditation or a recognition agreement is formal acknowledgement of CPHR BC & Yukon’s endorsement of an institutional program deemed to have met recognized competency areas culminating in a required level of skills and knowledge satisfying the CPHR body of knowledge.

One of the benefits of a recognition agreement is that students enrolled in programs recognized through an agreement and, upon successful completion of the program, are eligible for exemption from the National Knowledge Exam.

The association is in talks with a number of other post-secondary institutions. For the full list of accredited schools.

As long as you are enrolled in an accredited school’s human resources program, a current member of CPHR BC & Yukon, and achieve a cumulative GPA equivalent to a B-, then you will likely qualify. Each institutional agreement may have additional requirements.  You must also apply for the NKE waiver within five years of graduation.

Send official transcript to the Registrar. The Registrar will review and send an appropriate NKE waiver form. Complete the NKE waiver form and submit fee payment. Note, you must apply for the waiver within five years of graduation.

If you are a new graduate or have graduated within the last 12 months you will save 25% off the exam exemption fee which is regularly $460+GST= $483 (this includes one-time $60 certification application fee). So the reduced fee is $345+GST=$362.25.

With over thirty years of experience that included senior management roles as well as a Professorship in Human Resources, 2018 was the year to pursue my CPHR designation.

The CPHR has provided me with a rounding and confirmation of my years of human resources training both in the United States and Canada. Since obtaining my CPHR, many students are interested and have asked me to aid them in obtaining their eventual CPHR designation.

The hundreds of students who I lead through their academic careers will be provided with a more global Canadian approach to pursuing the CPHR designation. As an educational institution, we are constantly revising and adding curriculum to face the future of HR. My research course is based on Canada as our global partner, where CPHR competencies will be incorporated into our learning modules. Plus, networking with a professional peer community for our students in undergraduate and post-graduate studies will be very instrumental in their future success.

Jerome Collins, CPHR
Professor/Coordinator Human Resources/Management & Economics
St. Clair College, Windsor, ON

Joining CPHR BC & Yukon and earning my CPHR designation came in tandem. I found myself stepping into a world in which I was able to connect and collaborate with other members. Eight years later, I can look back and see the many ways it has positively enriched my career path through connections, collaborations and learnings. The superpower of community never fails to amaze me. As I’ve transitioned and grown my career, I’ve been fortunate to experience the support of an entire association focused around my development and career advancement. I am truly grateful for the power of my network and the support of the profession.

Creating connection then leads to collaboration. As an HR professional and CPHR, I feel I have a duty to use my voice to help steer the profession. I have found great value in partaking in the Advisory Council, Professional Mentorship Program and Conference Steering Committee as it allows me to work alongside others, share ideas, and ultimately generate results for the association and the profession.

From conferences, symposiums and roundtables, there are ample learning opportunities with CPHR BC & Yukon to stay current on trends and best practices and maintain my designation. I highly recommend the CPHR designation and CPHR BC & Yukon to anyone considering it, but would also add, it is what you make of it. I encourage others to actively utilize their designation and membership.

Serena Morphy, CPHR
People, Culture, Inclusion & Engagement Strategist & Facilitator

As a public-school principal, I am responsible for the exceptional delivery of educational services. Working in what is essentially a service-oriented profession, educational leaders manage, supervise and lead school employees as we deliver student success. By way of their roots as school teachers, principals traditionally concentrate on professional development activities that are focused on educational innovation and strategy specific to student development. Given time, the principal is expected to become expert in this area, often at the expense of the acquisition of knowledge, skill and ability in concepts of management and leadership.

Human resource management is a critically important area of my work and in recognizing that my expertise of this field was limited, I began to expand my professional development in this area. Before long, I recognized the impact that HRM study had on my work with school employees. By becoming better at working with the employment and learning needs of the professional and para-professional staff, the more efficient the entire operation became; transferring impressively to the student learning environment.

Personal professional development in this area fostered an interest in the CPHR designation. As a CPHR, learning resources and professional network opportunities extend my expertise and effectiveness as a leader of people. Additionally, the CPHR designation is widely recognizable and, even in the industry of education, employers appreciate the rigor and quality that the CPHR represents.

I often speak to colleagues about the value of study in human resource management and the positive impact this has on my overall practice. There are professionals in unique leadership roles where human resource support is not the core mandate of the operation and where access to such expertise is limited. Many, like myself, can benefit from the learning, recognition, and expanded opportunities for career advancement and diversification that I have enjoyed as a CPHR.

Jacob Sol, CPHR
District Principal
Surrey School District No 36, Surrey, BC

I decided to pursue the CPHR designation because of the value received in confirming my HR knowledge, access to ongoing training and information, updates on legislation and the numerous roundtables, workshops and networking opportunities available.

The impact that the CPHR has had on my career has been instrumental in propelling my growth forward, providing exposure to HR leaders and career contacts, mentors and coaches, as well as providing confidence in my skillset and capabilities.

The connections and deep relationships that I have cultivated through CPHR BC & Yukon have also been invaluable to my career in providing opportunities to discover best practices and emerging trends, develop as an HR leader, and utilize the knowledge of other subject matter experts to work through challenging situations.

Kara Biles, CPHR
Director, Learning and Leadership
Canfor, Prince George, BC

I decided to pursue the CPHR designation because of the value received in confirming my HR knowledge, access to ongoing training and information, updates on legislation and the numerous roundtables, workshops and networking opportunities available.

The CPHR is well known by leaders and executives in many organizations. You know that when a designated professional is hired, they will be able to handle almost any people situation that comes up whether basic or complex. And it should come as no surprise that having an HR professional with a CPHR on your team can save your company time and reputation when people situations are handled right the first time.

Each of the employers I have been privileged to work with has valued the designation. They recognize that HR professionals with the CPHR are experienced professionals providing quality advice, consultation, strategies and ideas that support the organization’s business needs. And that’s a good thing!

I have always been a continuous learner and early in my career I learned about the CPHR. The designation was appealing to me personally because it demonstrates proficiency and competence in the HR field. You know that when someone has completed their CPHR and maintained the Continuous Professional Development requirement, the individual brings a wealth of knowledge and expertise to their role. Additionally, it provides people like me with the confidence to support and provide leaders in our organizations with professional HR advice.

The designation has also opened the door to meet other CPHRs throughout the island and the province. I have enjoyed attending events led by the association and sharing ideas as a collaborative group with other CPHRs too.

Karen Pettit, CPHR
Senior Manager, Strategic Human Resources
Economy Sector, BC Public Service, Victoria, BC