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HRIA Registration Manual External

Table of Contents

Role of the Registrar ................................................................................................... 1

Purpose Of HRIA Registration Manual..................................................................... 2

HRIA Service Standards ............................................................................................. 3

Membership Applications................................................................................................3
Experience Validation Assessment Outcomes.............................................................3
Continuing Professional Development Log Reviews ..................................................3
Continuing Professional Development Log Audits......................................................3
Appeals ..............................................................................................................................3


Membership ................................................................................................................. 4

Membership Application Documents Deadlines ..........................................................4

Policy for Pending Membership Applications at End of Year .....................................4
Documents for Associate, General, and Student Membership Applications ...........5


Retired Members ......................................................................................................... 6

Fellow CHRP ................................................................................................................ 7

Good Character attestation Policies and Processes ............................................. 8

Appeals of Registrar Decisions on Good Character Assessment .............................9


Reapplying for Membership .................................................................................... 10

Reinstatement Policy for CHRPs and Candidate members ................................ 10


National Knowledge Exam (NKE) ........................................................................ 11



Candidate member Policies .................................................................................. 13



Extensions Between Passing NKE and Passing EVA .........................................13

Year End Processes .............................................................................................. 14



Deferral Policies ..........................................................................................................11

Accommodations for Exams .....................................................................................12
Refunds ........................................................................................................................12
Limited Attempts to Pass the National Knowledge Examination ......................... 12

Policy / Process for Transfer Outs End of Year ......................................................14

Process for Changing Student Membership ...........................................................14
Notifying Candidates Who Must Complete the EVA Following Year .................... 14

Experience Validation Assessments................................................................... 15


Functional Dimensions ..............................................................................................16

Enabling Competencies .............................................................................................17
Defining Professional Level Experience ..................................................................17
Defining Human Resources Experience ..................................................................20
Defining what is not professional human resources experience ......................... 22
Other EVA Notes .........................................................................................................22
Documents to Submit .................................................................................................23
Deadlines for EVA Payments .....................................................................................23


Experience Validation Assessment Process ..................................................... 24


APPLYING FOR THE VALIDATION OF EXPERIENCE ........................................................ 26



Certification Policies and Processes .................................................................. 29



Submitting CPD Log Early .........................................................................................29

Submitting CPD Log Late...........................................................................................29
Incomplete CPD Log ...................................................................................................29
Certification Extensions .............................................................................................30
Reminders to Submit CPD Logs ...............................................................................30

Continuing Professional Development Audit .................................................... 31



EVA Reassessments and Appeals ............................................................................27

HRIA Audit Process ....................................................................................................31

Guidelines For CPD Audit Supporting Documents ................................................32
Valid CPD Audit Supporting Documents ...........................................................................33

Moving to another Province and your Designation .......................................... 35


Moving to Alberta ........................................................................................................35

Moving Out of Alberta.................................................................................................35


Recognition of Ontario Designations.................................................................. 37


Replacement of CHRP Certificates ...................................................................... 38


Revocation of a CHRP ........................................................................................... 39


Dues Deadlines ...................................................................................................... 40


Appendix 1 - Experience Validation Assessment Report ................................ 41


Appendix 2 - Tips for filling out the EVA Form .................................................. 42


Appendix 3 Tips for Continuing Professional Development Audit .............. 44


Appendix 4 Tips for Filling Out CPD Logs ...................................................... 46


The Office of the Registrar is the centre of regulatory activity at HRIA. HRIA is the sole
designating body for the Certified Human Resources Professional (CHRP) designation in the
province of Alberta. HRIA protects the public interest by ensuring that human resources
professionals registered with and certified by HRIA are competent and act in an ethical manner.
HRIA has applied to the Alberta government for the self-regulation of the human resources
profession which would grant HRIA certain legal and regulatory tools to ensure the public
interest is protected.
The Registrar oversees the registration process of the human resources profession ensuring
that applicants seeking certification meet the minimum professional standards set by HRIAs
Board of Directors.
The Office of the Registrar includes a combination of staff, acting on behalf of the Registrar, and
standing regulatory committees including volunteer CHRPs that assess applications and
conducts audits of continuing professional development logs as well as experience validation
assessments. The Registrar ensures the smooth operation of each committee by acting as the
record keeper and facilitator.
The Registrar is also tasked with assisting the Discipline Committee in reviewing complaints
against CHRPs made by the public or other members of the profession. In this role, the
Registrar ensures that each party to a complaint is treated fairly and that due process is
followed at all times.
In addition, the Registrar is responsible for maintaining HRIAs Register of Members.
You may reach the Office of the Registrar by email at registrar@hria.ca.

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This document is the comprehensive reference for those pursuing the CHRP designation. It
contains information on all criteria and requirements, and all policies and procedures. It covers
information on:

obtaining, maintaining and reinstating HRIA membership;

filling out the Good Character Attestation;
writing the National Knowledge Exam;
submitting the Experience Validation Assessment;
submitting Continuing Professional Development logs to maintain the CHRP;
what to do if you are selected as part of a CPD audit; and,
moving between provinces and mutual recognition of CHRP status.

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Every membership application will receive a response from HRIA.

Every membership application will be treated fairly and objectively.




All experience validation assessments (EVA) will be done by trained EVA assessors
using Board approved guidelines.
EVA outcomes will be sent to all applicants no later than 8 weeks after the EVA
submission deadline.
All applicants will have the opportunity to request a re-assessment of their EVA
application upon submission of a request form outlining the reasons for the reassessment and such other information as necessary.
Re-assessments of EVA applications will be reviewed by EVA assessors not involved in
the first assessment.
All assessments will be conducted independently of HRIA staff.
Should HRIA require more time to process an EVA application the applicant will be
informed of the new timelines.




All continuing professional development (CPD) logs will be reviewed within 60 days of
receipt and the result will be communicated at that time.
Any errors or required changes to the CPD log will be identified and communicated to
the Certified Member within the 60 day timeline.




All audits will be performed by a trained HRIA auditor using Board approved guidelines.
An auditor will communicate to the Certified Member undergoing the audit during the
entire process.
A Certified Member will not be required to re-submit a new log should certain hours not
be verified.
Every Certified Member will be given a reasonable opportunity to provide supporting
Audits of continuing professional development will be completed within 60 days of
receiving all necessary documentation.
An outcome will be communicated by HRIA staff to the Certified Member undergoing the


All members and prospective members will be permitted to appeal decisions of the
A response on whether the appeal has been accepted will be provided in writing from
the Registrar on behalf of the Chair of the appeals panel of the Registration Committee.
Outcomes of appeals will be provided in writing.
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Applications for membership with HRIA can be submitted at different times during the year.
Applications are only reviewed once all supporting documentation is provided.
There are six membership categories including:


Certified (CHRP and FCHRP)


When membership applications are received, they often require corresponding documents such
as transcripts, resumes, student schedules/confirmation of enrollment letters, etc. These
documents can take a long time to arrive or the applicant may sometimes forget to submit them.
Certain deadlines apply for applications depending on when they are submitted during the year.
If a membership application is received in the first half of the year (from December of
previous year to June 1), and appropriate documents have not been obtained by HRIA:
The applicant will receive an email from HRIA that he/she has until June 30 to submit all
necessary documents or his/her membership application will be deactivated.
If a membership application is received in the second half of the year (from June 2 to
November 30), and appropriate documents have not been obtained by HRIA:
The applicant will receive an email from HRIA that he/she has until December 19 to submit all
necessary documents or his/her membership application will be deactivated.



HRIA will stop approving new members for that calendar year starting on December 1 each
year and will commence approving membership applications again after the issuance of the
Annual Member Dues for the following year (usually mid-January).
This is to ensure that all of those who have been approved already have sufficient time to pay
their new member dues before the issuance of the annual dues the following year. On
December 2, pending members waiting for New Member Dues will be notified that they need to
pay their dues as of December 20. Pending members who have not yet paid their new
member dues as of December 20 will have their orders deleted, their membership application
deactivated and their status returned to Prospect so that they can apply for membership again.

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Associate Member
An Associate Member is one who wishes to obtain the CHRP and is preparing to take the
National Knowledge Exam (NKE).
Acceptable documents for Associate membership include those that verify the completion of a
minimum of an undergraduate degree or Bachelor Degree (any field) including official
transcripts from an accredited Canadian post-secondary institution. These must come directly
from the university in the original sealed envelope.
Post-secondary education from a university outside of Canada (including the U.S.) will need to
be verified by IQAS (in Alberta) using a basic assessment. HRIA will also accept assessments
from other members of the Alliance of Credential Evaluation Services of Canada (ACES) if
applicant previously had their education assessed by them prior to moving to Alberta
In both cases, only original assessments mailed from the assessment centre are accepted.

General Member
The general membership category is open to all persons wishing to become members of HRIA.
Professional corporations and businesses may not apply for membership. Applicants must apply
as an individual to conform to the purposes of the Society and the maintenance of the Member

Student Member
Student membership is valid for individuals who fall into one of the below categories:
1. Enrolled in full-time or part-time studies in any degree program at an accredited postsecondary institution;
2. Enrolled in a continuing education program toward a certificate or diploma in Human
Resources Management;
3. Internationally educated professionals in Human Resources enrolled in a career bridging
program, Language Instruction for Newcomers to Canada (LINC) program at a recognized
post-secondary institution or immigrant-serving agency
Acceptable documents for Student membership that verify current student status include a letter
from the university, a screen shot of the persons current schedule or official working transcripts.
The document will only be accepted if it shows the students name, the school in which he/she
is enrolled, the name of the courses in which he/she is currently enrolled, and the date that
he/she is enrolled.

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An HRIA Retired Member is a CHRP who has completely retired from the practice of human
resources and no longer actively uses her/his designation for work purposes.
Members requesting retired status must meet all of the following criteria:
1. The member is permanently retired from full-time employment and earning less than
$20,000 annually in active income as defined below*.
2. The member is not engaged in any activity where they would present themselves as a
3. The member is at least 55 years old.
Retired members are not required to submit a continuing professional development log. They
must only represent themselves as CHRP, Retired.
A member who obtains the retired membership status is not eligible to vote at HRIAs Annual
General Meeting.
A Retired Member who re-enters the workforce is required to apply for a change in membership
status to Certified.

Members who are reinstated to CHRP from Retired CHRP will have to pay back dues
from the time they left to the time they reinstate their designation.
These members will not need to pass the NKE or EVA again.
Members who reinstate their designation within their certification period will receive an
extension to submit a CPD log equal to the time they were listed as Retired.
Those who reinstate their designation outside of their certification period will get three (3)
years from the time they successfully reinstate to complete their continuing professional
development log.
There is a maximum of one retirement and one reinstatement per member, subject to
the Registrars discretion.

HRIA reserves the right to request verification of income at any time. The criteria above is
similar to peer professional associations that allow members to seek retired status ensuring the
profession retains knowledgeable and seasoned veterans of the professional practice who want
to give back to their professional association while ensuring the protection of the public interest.
*Active income includes gross income from all employment or director's fees and/or net income
from self-employment; it does not include pension or other retirement income, investment
income, support payments or disability income. All other sources of income are considered

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Each year as part of the Awards Program and the Annual Conference, Certified Members may
be nominated as a Fellow CHRP. FCHRP nominations are reviewed by the Fellowship Award
Committee who then makes recommendations to HRIAs Board of Directors on which
nominees, if any, should be granted the FCHRP. FCHRPs are awarded at the annual
Conference as part of the Awards Program.
FCHRPs are exempt from paying any annual membership dues but they must maintain their
CHRP through the usual CPD log process including completing 100 hours in each 3 year
continuing professional development log submission period.
Further information on the FCHRP nomination process can be found on HRIAs website.

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Most professional associations have a reputation test as part of the registration process that
likely includes the completion of several questions regarding their background and an
attestation or affirmation of their good character. HRIA uses seven good character questions to
verify the good character of current members and new applicants.
The Registrar makes the final decision whether a new applicant or current member meets the
on-going requirement of this good character attestation subject to a potential appeal to the
Registration Committee. Decisions are made based on precedent, a point-in-time assessment
of the reputation of a member or applicant, whether the particular situation would bring disrepute
to the profession and/or whether there is an on-going risk to the public by having an applicant
certified or a current member continue to hold their designated status.
Failing to pass the Good Character Attestation (GCA) in any given year does not prevent future
applications. Depending on the gravity of the matter, the Registrar determines at that point and
time whether an applicant or member passes the good character test. As circumstances change
and applicants or members are able to present a convincing case that their character has
changed or improved then a new decision can be made. There are certain conditions of failing a
GCA, however, which will prevent an applicant or member from ever being a member of the
human resources profession because of the severity or type of offense.
If an applicant answers yes to any of the seven GCA questions, HRIA will notify the individual
via email to communicate the following:
a. The circumstances surrounding the situation to which one replied Yes on the
attestation. This should include a brief outline of the incident or situation and any
follow up or consequences that resulted from the situation.
b. An explanation with regard to why the situation or incident will NOT affect their
ability to provide competent and ethical HR services to the public (i.e.
organizations, clients, employees, etc.).
c. A statement as to why their continued membership should be accepted by the
Registrar, given the situation or incident that prompted the Yes response on the
d. Any supporting documentation that is relevant to an appeal. In instances of a
criminal conviction or finding of unprofessional conduct with another professional
body, description of the situation and supporting documents must be provided.
If necessary documents are not received by the noted deadline in the email, HRIA will send a
reminder via regular mail to offer a new deadline by which one must submit this documentation.
Finally, after those two attempts to obtain a response have failed, a letter will be sent via courier
with a required signature notifying the applicant or current member their membership application
has been rejected or their membership has been revoked. Only current members will be sent a
letter via courier. Prospects will be notified that they cannot apply for membership with HRIA via
a letter through regular mail.

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A member or membership applicant may appeal the decision of the Registrar directly to the
Registration Committee. A panel of three members of the Registration Committee including a
combination of assessors and auditors will be struck for the review of the appeal. The Chair of
this panel will determine whether the appeal is in order and whether to proceed with a hearing.
An applicant may choose either an oral in-person hearing or a written hearing where they do not
need to appear in-person. The Panel of the Registration Committee would be tasked with
determining whether the Registrar acted properly in making his or her decision. They will
consider whether there were any errors in the administration of the decision or whether there
was bias in the decision-making that would violate the principles of natural justice. An appeal is
not a re-hearing of the decision. The Panel members will determine whether a reasonable
person presented with the facts as they are would have made a similar decision.
The Panel Chair may choose to not hear the appeal if he or she believes there are insufficient
grounds to proceed or if the appeal request is frivolous or vexatious.

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All former CHRPs and Candidate Members revoked for non-payment of dues will only be
considered for reinstatement pursuant to HRIA bylaws (3.14 Reinstatement Policy), unless they
are seeking to return as General or Associate members.
If a member returns to pay within the calendar year there will be a late fee applied to their
membership renewal unless they were Certified or Candidate Members and revoked.
Members who had their membership revoked for non-payment of dues and did not
communicate with HRIA regarding their dues payment indicating they wished to voluntarily
terminate their membership will be dealt with on a case-by-case basis by the Registrar.
If these members choose to return at a later date they will have to fill out the Good Character
Attestation appropriately. This means that one must answer yes to the question: Has your
registration, membership or a similar status in a professional organization ever been terminated
involuntarily? when they next apply for membership with HRIA.


Certified Members or Candidate Members who have had their certification or status with HRIA
revoked due to non-payment of dues may apply to have their status restored. Upon completion
of the appropriate form and the repayment of past dues as well as any other fee approved by
the Board, a former CHRP or Candidate Member will have their status restored.
If a CHRP missed a CPD submission log during their time as a non-member of HRIA then he or
she will be required to submit the log as directed by the Registrar. Candidates who are
reinstated will still need to complete the EVA within seven years of passing the NKE. No
extension will be granted due to their time away from HRIA.
A CHRP or Candidate Member who had their membership revoked due to a Discipline
Committee finding of unprofessional or unethical conduct may not apply for reinstatement
through this policy.

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The National Knowledge Exam (NKE) assesses the comprehension of academic knowledge
related to the professional competencies across nine functional areas of the human resources
profession. Examples of academic knowledge tested in the exam include the rights and
responsibilities of management and labour during union organizing and negotiation processes,
the various methods of training and developing staff, human rights, employment equity and pay
equity legislation.
The NKE is made up of 160 questions including 10 questions which are added to the exam to
allow new questions to be pre-tested. These pre-test questions are randomly placed into the
exam and will not count towards your total score. The 160 questions are all multiple choice.
Exam writers have 4 hours and 15 minutes to complete the examination.
You may obtain further information at www.chrp.ca.
The NKE is run twice per year on the first Saturday in June and the first Saturday in November.
HRIA will arrange to have exams written in Calgary, Edmonton, Fort McMurray, Grande Prairie,
Lethbridge, Medicine Hat and Red Deer. HRIA can also assist with arranging exams in remote
areas of Alberta, the NWT and Inuvik as needed.
CHRP members of HRIA are selected to proctor exams in each location. Each location has a
minimum of 2 proctors and there is usually 1 proctor per 35 exam writers.


Prior to the exam registration deadline, registrants can either cancel their exam registration or
defer to the next examination date. After the exam registration deadline has passed, registrants
cannot cancel their exam registration. Instead, they must defer to the next exam sitting. Those
who choose not to defer and who do not show up for the exam will be considered a "no show"
and will forfeit the exam fee. Their exam will be recorded as failed.
Registrants who defer to a future sitting and then cancel their registration any time prior to this
sitting will forfeit their initial exam fee plus any deferral fee paid.
A maximum of two deferrals are allowed per exam. If a registrant has reached the maximum of
two deferrals but cannot write the exam, they can request to cancel the exam but will not be
reimbursed any part of the exam or deferral fee.
If an exam registrant becomes ill on the day of the exam and cannot attend, they have a
maximum of two weeks following the exam to submit a doctors note to HRIA to confirm the
medical situation. If a doctors note is received in this time, the exam can be deferred to the next
exam session without charge. If a doctors note is not received in time, the registrant will be
recorded as a no show for the exam and their exam will be recorded as failed.

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Please note that with clear documentation provided by a medical professional, HRIA can make
accommodations for exam writers including:

extra time to write the exam

a private room in which to write the exam

HRIA will work to meet requests for accommodation and create a reasonable accommodation
without causing undue financial hardship to the association.
If the date of the exam interferes with a religious observation of an exam writer, HRIA will make
arrangements to have the exam written on a different date - usually the Friday before the
nationally scheduled exam date.
All requests for accommodation must be sent in writing to HRIA no later than 8 weeks in
advance of the exam date. Proctors selected by applicants as part of the accommodation
process will have to prove their qualifications to oversee the exam writing and submit to any
other such requirements as HRIA or CCHRA may require.

According to the national standards, exam registrants are able to request to cancel or defer their
exam online and will be reimbursed as follows:

60 days or more before the exam, 100% refund for exam cancellation
30 - 60 days before the exam, exams can only be deferred. There is no cost
to defer in this time period and the exam fee is transferred to the new exam
7 30 days before the exam, registrants can defer the exam but there is a
deferral fee of $125.00
Within 7 days of the exam, exams cannot be cancelled and can only be
deferred for serious medical reasons and documentation must be provided to
HRIA. Deferrals approved in this time can be subject to the same deferral fee
of $125.00.


Effective November 1, 2014, Associate Members are allowed three initial attempts to pass the
exam. If, after three attempts they have not passed, they must take a one-year break before
they may sit for the examination a fourth and final time.
Those who had written the National Knowledge Exam prior to this policys introduction will not
have past sittings of the exam counted toward these three failures.

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Candidates must maintain membership with HRIA or another provincial human resources
association outside of Alberta in order to maintain their Candidate Member status. Failure to
pay annual membership dues will result in the loss of the Candidate Member status, potentially
resulting in having to restart the certification process including having to take the National
Knowledge Exam. Candidate Members should be mindful of the reinstatement policy of HRIA.
Candidates must pass the Experience Validation Assessment within seven (7) years of passing
the National Knowledge Exam. If a Candidate Member has held that category of membership
for more than seven (7) years without passing the Experience Validation Assessment, they must
have their status reverted to Associate or to General depending on the status of their degree
and other HRIA requirements for those categories.


Candidate Members have seven (7) years between passing the NKE and applying to pass their
Experience Validation Assessment. Any Member who does not submit their EVA before the
seven (7) year period will have their status reverted to Associate Member.
Extensions on the seven (7) year period between passing the NKE and submitting an EVA will
be granted for maternity leave or medical leave from the workforce in that time or any such
circumstances that the Registrar deems appropriate. Documentation such as a letter from the
employer confirming this leave will be required for the Registrar to approve the extension.

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Each year in December, the Registrar will notify those who have transferred out and who have
clicked not renewing that this is their last opportunity to download receipts or other information
from their profile before we deactivate their record at the end of the year. Members will be given
a last access date to collect necessary documents or receipts and then HRIA will deactivate
their account.


Student Members will be contacted and asked to show proof of their continuing status as a
Student Member every two years. If they can no longer prove that they are still an active
student, their status will be changed to General. Student Members can request to be changed
to Associate Members by choosing the option to Transfer Membership Category through their
member profile and submitting official transcripts which confirm they have now completed their


Each year in December, HRIA will find Candidate Members who passed the NKE six years ago
and these Candidates will be notified that:

They need to submit and pass their EVA within the next year in one of the three EVA
submission periods (January, May, or September).
If they do not pass the EVA in the next year, their status will return to Associate and they
will need to re-write the NKE to start the certification process again.
If HRIA does not have confirmation of their degree (official transcripts on file) they will
also be informed that HRIA needs to have these transcripts sent in before their EVA can
be reviewed.

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The purpose of HRIAs certification process is to ensure its members, employers, and the public
that HR professionals who obtain the Certified Human Resources Professional (CHRP)
designation possess the knowledge and skills required to practice competently and ethically. To
be certified and earn the right to use the CHRP designation, applicants must demonstrate they
have accumulated three years of professional level experience in human resources.
An important distinction between an academic credential and a professional designation is that
an academic credential attests to knowledge of theory and having passed a particular course of
study while a professional designation attests to a certain warranty of competence or expertise.
The certifying body is the third-party that warranties or confirms the competence of a
practitioner. An academic institution may confirm an individual holds a certain degree or other
program completion status with them but does not warrant the work done by them.
The experience validation assessment process is the final step in achieving a CHRP and
requires applicants to prove they have obtained a minimum of three (3) years of professional
level experience in the practice of human resources.
The criteria to pass the EVA includes:

A minimum of three (3) years of professional-level experience in Human Resources

must have been obtained within the past ten (10) years;
A minimum proficiency in two (2) out of nine (9) functional dimensions OR complete
proficiency in one (1) out of the nine (9) functional dimensions;
A minimum proficiency in 20% or 9 of the 44 proficiencies; and,
Qualify in three (3) out of five (5) of the enabling competencies.

The other requirements for obtaining the CHRP designation are:

Membership in good standing with HRIA;

Completion of an accredited university degree or an undergraduate degree from an
international institution that has been assessed as the equivalent of a Canadian degree
by IQAS or another recognized assessment organization;
Successful completion of the National Knowledge Examination (NKE); and,
Successful completion of the Good Character Attestation.

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Applicants are required to attest to the areas in the functional dimensions in which they have
proficiency and at what level it exists. Applications will be assessed comparing the
competencies an applicant believes they have acquired to the content of their application.
Applicants must be able to demonstrate the level of knowledge and/or proficiency in a given
competency through their application. It is highly recommended that applicants cite specific
competencies when describing their role to assist the Assessors.
Applicants must have a majority of the competencies in a functional dimension in order to have
it credited towards their application. For example, the functional dimension of Total Rewards
has four (4) competencies and an applicant would need to possess at least three (3) out of the
four (4) to have this functional dimension with sufficient depth within a particular competency to
count towards the breadth requirement.
Assessors will make the final determination as to whether an applicant qualifies as possessing a
certain proficiency therefore applicants are asked to check all proficiencies that they possess
instead of a minimum of nine (9).

Functional Dimensions

FD Subsections
Number and Proportion



Professional Practice




Workforce Planning & Talent Management


Labour & Employee Relations


Total Rewards


Learning & Development


Health, Wellness & Safe Workplace


HR Metrics, Reporting & Financial




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The Competency Framework outlines that CHRPs need these Enabling Competencies as part
of their skill set:

Strategic and Systems Thinking

Professional and Ethical Practice
Critical Problem-Solving and Analytical Decision Making
Change Management and Cultural Transformation
Communication, Conflict Resolution and Relationship Management

To verify whether an applicant qualifies in an enabling competency, they must complete the
EVA form and provide a reasonable example from a current or previous role where their
experience demonstrated that particular competency. Assessors will judge the relevance and
consistency with the application to determine whether it may be validated as part of the EVA


In determining whether HR experience is at the professional level, the following factors are
taken into consideration:

Independence of actions relates to the amount of planning, self-direction, decisionmaking and autonomy involved in the work experience.

Depth of work requirements relates to the extent to which work experience requires
data analysis and interpretation.

Level of interaction relates to the degree to which the individual interacts with a
broad spectrum of contacts, including decision-makers.

Responsibility for work outcome relates to accuracy and extent to which the
individual is held accountable for his/her work and decisions.

Professional 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.
Professional does not need to mean senior level. Professional does not require that one have
overall responsibility for the HR function.
Junior levels within a human resources department performing administrative functions that are
clerical in nature are not considered at the appropriate level. Time spent in these positions will
not be credited towards the work experience component of the CHRP.

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Professional level experience can be obtained whether one is in a specialist position or a

generalist position.
This chart can help you to determine if your specialized HR role is either too junior in nature or
at the professional level.
Specialized Field

Junior Level Tasks

Professional Level Tasks


Posting Jobs
Writing Job Descriptions
Creating Interview Questions
Assisting in Interviews

Creating Workforce Plans

Attending career fairs

Tracking applicants

Making final decisions on


Checking references and

background checks

Implementing innovative
strategies for recruitment or

Phone screening of
Screen resumes for

Putting in policies and

processes around Talent

Talent mapping
Conduct or lead interviews
with prospective candidates
Analysis of talent needs and
Train and supervise

HR Analysts

Collect and organize

information in report format
Develop presentations based
on info collected

Manage technical, analytical

and audit functions of HR
Responsible for quality
control protocols related to
Conduct and ensure integrity
of overall system
Develop HR policy, analytics,
job analysis, recruitment
plans etc. based on info

Learning and Development

Tracking learning needs and

training progress of

Identify organizational
learning priorities aligned with
business strategy

Presenting pre-existing
workshops or learning
lunches to employees

Implement learning and

development programs

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Coordinating training for

colleagues or employees

Evaluate existing learning

and development priorities
and programs and work to
evolve them to meet current
needs of business
Develop an organizational
culture that enhances the
learning of all employees
Creating workshops, learning
assessment tools, and other
training programs.
Research field of
methodologies and programs
to keep up to date on current
organizational trends and use
this info to improve program

Health and Safety

Performs onsite safety

Provides safety training
Maintain records
Coordinate, implement, and
monitor safety program

Develop health, safety and

wellness policies and
Track and analyze accident
trends and rates
Recommend and give
guidance to operations to
make maintain safe
Review compensation data
and work with company
representatives to resolve
workers compensation
Research and rewrite
recommendations for existing
Health and Safety programs,
policies and procedures

HRIA | 19


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 among employees, between employers or between
employers and employees.
The practice of human resources management includes, but is not limited to, one or more of the
1. The development and implementation of human resources policies and procedures;
2. Consultation in the area of human resources management;
3. Providing advice to clients, managers and employees in matters pertaining to
management of human resources;
4. The representation of clients and organizations in proceedings related to human
resources management;
5. Program development and evaluation in the area of human resources management
6. The supervision of other Human Resources professionals;
7. Coaching of employees, manager, and other individuals in matters relating to work and
8. The conduct of research in the area of human resources management; and,
9. Teaching in the area of human resources management.

To be credited toward the experience requirement, 50% or more of an applicants time must
be in human resources as defined above to achieve the 3 years full time equivalent. In
instances where the workload is less than 100%, the Candidate Member would have to report a
period of time that is sufficient to meet the 3 years full time requirement. For example, 6 years
of work in a position which is 50% human resources would be required.


General Managers

General management work may be considered if the human resources work comprises at least
50% and there is no HR department in the workplace. The general manager must be the
person who has direct responsibility and accountability for the strategy, design implementation
and coordination of one or more HR functional areas for the organization.


Small Business

Small business owners/operators may gain suitable work experience towards the experience
requirement provided their business is established to provide HR advice. However, time spent
on business development supervising staff, for example is not applicable towards the
experience criteria. The remainder of the work would be calculated to come to the three year
full-time equivalency.

HRIA | 20


Labour Union Representatives

Work experience gained while serving as a labour union representative or a union

employee may not necessarily be considered to meet the criteria toward the experience
requirement unless these activities fall within a position clearly identified as an HR position. An
elected labour union position is excluded from qualifying for experience validation.



Employment lawyers may be able to meet the experience requirement depending on the type
of work they do. Work experience advising clients or conducting litigation is not eligible. Applied
human resources work experience for the law firm they are part a member of may qualify if it is
professional-level and a significant part of their work day. Professional level work for a client,
such as conducting labour negotiations, mediation, or conducting downsizing activities, would be
considered. Negotiating the terms of a contract would be considered human resources work while
writing out the contract at the direction of a client would not. Activities identified as practicing
human resources must be a significant part of the applicant's work experience and will be
prorated accordingly.


Chief Executive Officers and Chief Administrative Officers

Chief Executive Officers and Chief Administrative Officers (CAO) may meet the experience
requirement if the organization they are leading does not have an HR department or HR position
and if they are spending at least 50% of their time performing professional HR work. This
means they are going beyond simply line management work of supervising staff, assigning
work, setting pay, approving sick days or vacations, etc. This means they must be doing this
work independently of an HR professional and not acting on HR advice of others. CAOs may
wish to submit the municipal bylaw outlining their duties and responsibilities in addition to any
other documentation required to properly assess their experience.


Instructors and Professors

Teaching in the field of human resources is a practice of human resources. Teaching

experience alone can be used to accumulate all three years of required professional level HR
experience. In order to meet the requirement of being at the professional level in HR, courses
taught must be HR courses taught at an accredited college or university.
Teaching full-time means teaching a course load of at least three HR courses per semester.
Faculty will need to send in a course outline and/or syllabus so the committee can determine if
the course is an HR course. Those who are not teaching at least three HR courses per
semester will have their time pro-rated as follows:

Teaching one HR course per semester 1/3 of 100%

Teaching two HR courses per semester 2/3 of 100%

Academic research conducted by professors in the field of human resources may be eligible for
experience validation if it is a significant part of their work and/or replaces a course. Only

HRIA | 21

primary research in the field of human resources is eligible for inclusion in the experience


Levels of work experience which are not considered to meet the requirement of being in HR at the
professional level include the following:

Junior levels within a human resources department performing functions that are clerical
or administrative in nature are not considered at the appropriate level.

Transactional work is not considered to meet the professional level. Transactional means
work that is of an administrative or support function, meaning, there is no judgment,
analysis or interpretation done to the data or information in the scope of your work.

Work experience gained while serving as a labour union representative or a union

employee (such as a Grievance Officer) is not considered to meet the criteria towards the
experience requirement unless these activities fall within a position clearly identified as an
HR position.

Supervisory work experience refers to the supervision of the strategy, design,

implementation and co-ordination of one or more human resources functions. Supervisory
work does not mean the supervision of staff including assigning work, conducting
performance appraisals, approving vacations etc. This type of activity is a line
management function and does not qualify towards the experience requirement.
Line management experience of supervisors or managers working outside the human
resources field such as in production, accounting, marketing, sales, or customer service
does not qualify towards the experience requirement.

Professional experience is not considered if all policies and procedures are developed at
a corporate level and not by the on-site HR management. The individual is in effect
administering the managerial decisions made elsewhere. This may be applicable in such
situations as a government, branch plant, mine or mill location with Corporate HR.

All volunteer work for which a Candidate Member is not receiving monetary compensation
or financial reward cannot be credited towards the experience validation.


NKE 7 in 10 rule Once an Associate Members passes the NKE exam they have 7 years from
the date of passing to submit an experience validation assessment to HRIA including up to 10
years of work experience for validation.

HRIA | 22

Canadian or International Experience HRIA does not have a Canadian experience

requirement and does not limit the amount of international experience that may be submitted
towards experience validation.
Unemployed Candidates Candidates are requested to submit an Employer Verification from
their most recent employer. If that is not possible then a previous employer would be suitable.
Candidates with Multiple Employers Candidates are instructed to submit one assessment
form per employer, and a separate employer attestation for each.

EVA Audit Every year HRIA conducts a verification audit of information submitted by
applicants to confirm the validity of the employment history submitted.


For an experience validation assessment to be done, applicants must submit a complete EVA
form with a supervisors signature, a current resume, and job descriptions (when possible) for all
roles cited in the EVA form. Additionally, Candidates may be asked for an organizational chart if
assessors feel this will better demonstrate the experience. Instructors must submit course
syllabuses with their EVA application.
Documents received after the EVA submission deadline will not be reviewed within that
submission period. Unless otherwise approved by the Registrar for an exemption, all
documentation for the review must be submitted by the EVA submission deadline.


The EVA submission fee is $100.00 + GST. This fee must be paid by the submission deadline
in order for the EVA to be submitted for review to the Registration Committee. Each year there
are three submission deadlines January 31, May 31 and September 30.
If the EVA application is successful and the Candidate Member is approved as a CHRP,
applicants must pay the second EVA fee for $450.00 + GST. This should be paid within 2
weeks of the notification that the order has been created. A final deadline of 3 months from the
time results were sent is in place. Candidate Members are not updated to Certified and are not
sent the Certificate until they have paid the second EVA fee.

HRIA | 23


Assessors use their professional judgment to determine whether an applicant has the requisite
type of experience to earn their CHRP. Assessors use HRIA Board approved certification
standards and policies when reviewing each and every application.
The Assessors will follow this process for assessing experience:
1. HRIA receives the Candidate Members application including the EVA form, relevant job
descriptions, a current resume, and other such documents as necessary to assess their
2. The Registrar assigns randomly two Assessors to independently review a Candidate
Members application and provide a recommendation as to whether they meet
certification standards.
3. Assessors can only judge an application based on the contents of a Candidate
Members application and any supporting documentation to determine whether the
application meets the minimum experience requirements and are an accurate reflection
of the position, responsibilities and accountabilities described.
4. Assessors determine if the experience documented is sufficient in length and
responsibility to meet the three year requirement.
5. Assessors do not communicate directly with the applicants. If necessary, the Assessors
can request further information or clarification from the applicant through the Manager,
Professional Standards, before making a final recommendation to the Registrar.
6. The Assessors submit their recommendations separately to the Manager, Professional

7. The Manager, Professional Standards notifies all applicants of their outcome via email.
Those who were unsuccessful will also be mailed their outcome with a note that they
have 30 days to request a reassessment.
8. Those who do not pass the initial assessment have 30 days to apply for a reassessment.
The Candidate Member must fill out the reassessment application form indicating the
reason why their initial assessment was incorrect and submitting any such additional
information they believe would validate their experience. Applying for a reassessment
without a reasonable reason or purpose will result in the reassessment request being
9. Reassessment requests are approved by the Registrar at their sole discretion subject to
Board guidelines. Approved reassessment requests will be assigned to two new
assessors with no prior knowledge of the initial assessment. This second round of
assessment will be deemed the final outcome.

HRIA | 24

10. Appeals of the final reassessment must be sent to the Registrar within 30 days of receipt
of the decision. The Registrar will appoint three members of the Registration Committee,
a mix of Assessors and Auditors, who have not been involved in the review of the case
file to consider the appeal as a Panel. The Chair of the Panel will rule whether the
appeal is in order.
If the appeal request is accepted, this Panel will decide if the Registrar erred in process
or in fairness when making the final decision. Fairness can be determined whether the
person requesting the appeal was singled out for refusal, was treated differently from
others or was treated more harshly than another similar applicant. The fairness or
justness of the decision can be also assessed on whether there was bias in the decision.
This Panel will also review the process of assessment to ensure that no errors were
made in the assessment process.
An appeal can go one of three ways:
a. The final outcome was found to be fairly assessed and the process was carried
out correctly. The final outcome stands.
b. An error was made in the processing of the assessment or the outcome was
influenced by bias. Two more assessors would be asked to do one more final
c. A clear error or bias is apparent and the outcome is overturned to be replaced
with the Panels decision.

HRIA | 25


An experience validation assessment application is decided on the merits of the written application
and supporting documentation. Accordingly, an applicant must submit all requested information,
explanations and materials supporting the contention that experience requirements have been met.
The assessors assigned to assess an applicants experience can only judge the merit of an
application based on its contents and the quality of the presented documentation within the
guidelines set by HRIAs board of directors.
The application form was designed specifically to give assessors the information that is most
relevant to judging whether an applicant has sufficient professional experience to meet the
criteria. Applicants must attest that all information provided is accurate and complete. Applicants
should also be aware that they may be contacted for further information if required by the Registrar
and that they may be asked to provide a reference to verify information about their experience.
Assessor may refer to publicly available information to validate certain information contained in
an application.
The initiating step in the experience validation process is for the applicant to fill out the application
form. The form also requires supporting documentation including:

A chronological resume;
Job descriptions detailing current and relevant jobs;
An organizational chart, if available; and,
Any other such document as necessary to prove or validate an entry in the form.

Employer documents are preferred; however, if you cannot obtain up-to-date job descriptions, you
should create your own. Applicants are also asked to relate how their position(s) compare to the
criteria for professional level. Applicants must indicate the proportion or percentage of their
activities that fall within the area of human resources.
The member's application is reviewed by the Registrar for completeness before it is forwarded to
the assessors for review. The first step in the experience validation process is to determine
whether the experience is both in human resources and at the professional level. The second step
is to add up the professional experience to confirm it reaches the three year requirement. The
third step is to ensure that a sufficient breadth of HR experience has been shown in the
If the credited time for the current position is less than the required three years, the assessors will
consider the prior position, and so on, up to a maximum of 10 years back.

HRIA | 26

Experience is
Not in HR

Experience is
in HR

Experience is at the
Professional Level

Experience is at the
Professional Level but not
in HR

Experience is in HR and at
the Professional Level

Experience is not at the

Professional Level

Experience is neither in HR
nor at the Professional

Experience is in HR but not

at the Professional Level

Assessors will make a recommendation to the Registrar that will result in one of the following
1. Determine that the applicants experience meets the requirement and recommend to the
Registrar that the applicant be granted the CHRP.
2. Determine that the applicants experience does not meet the requirement in some respect
and recommend to the Registrar that the applicant not obtain the CHRP at this time.
3. Determine that a further review is needed and request another assessor review the file in
addition to their own review to confirm the finding.

The decision as to whether one fulfills the experience requirement is entirely based on the
criteria outlined above. This means that the only factor that counts is where applicants stand
with respect to these criteria. Assessors must make decisions based on the information
provided by the applicant and cannot make assumptions about the applicants experience
outside of what is contained in the application documents. The experience requirement criteria
are never adjusted based on the number or proportion of applicants that pass the experience
requirementthere are no quotas and there is no targeted pass rate.


Applicants who do not pass the initial assessment have 30 days to apply for a reassessment.
The Candidate Member must fill out the reassessment application form indicating the reason
why their initial assessment was incorrect and submitting any such additional information they
believe would validate their experience.
Applying for a reassessment without a reasonable reason or purpose will result in the
reassessment request being rejected.

HRIA | 27

Reassessment requests are approved by the Registrar at their sole discretion subject to Board
guidelines. Approved reassessment requests will be assigned to two more assessors with no
prior knowledge of the initial assessment. This second round of assessment will be deemed the
final outcome.
Appeals of the final reassessment must be sent to the Registrar within 30 days of receipt of the
decision. The Registrar will appoint three members of the Registration Committee, a mix of
Assessors and Auditors, who have not been involved in the review of the case file to consider
the appeal as a Panel. The Chair of the Panel will determine whether the appeal is in order and
whether to accept it.
If the appeal request is accepted, this Panel will decide if the Registrar erred in process or in
fairness when making the final decision. Fairness can be determined whether the person
requesting the appeal was singled out for refusal, was treated differently from others or was
treated more harshly than another similar applicant. The fairness or justness of the decision can
be also assessed on whether there was bias in the decision. This Panel will also review the
process of assessment to ensure that no errors were made in the assessment process.
An appeal can go one of three ways:
d. The final outcome was found to be fairly assessed and the process was carried
out correctly. The final outcome stands.
e. An error was made in the processing of the assessment or the outcome was
influenced by bias. Two more assessors would be asked to do one more final
f. A clear error or bias is apparent and the outcome is overturned to be replaced
with the Panels decision.

HRIA | 28


It is recommended that CPD Logs not be submitted earlier than a couple months in advance of
the Certification End Date. Please note that if you submit early:

It does not change the beginning of your new Certification Date. For example, if you
submit your log in January but your certification period does not end until August, your
new certification period will begin in August again, not January.

Points gained in the last several months of your Certification period (after you have
submitted your CPD log) will not count towards your next CPD log submission.

Your CPD log can be audited any time in the year after your Certification End date so be
sure to maintain all of your supporting documents for your CPD hours even if you submit
early in case you are audited in the next year or so after your CPD log has been


CPD Logs must be submitted online through Member Profiles by the End Date of their
respective Certification Period. Certified Members will receive a final email the day prior to their
Certification End Date warning that their CHRP designation will be suspended once the End
Date has passed and that they are at risk of having their designation revoked and membership
terminated pursuant to HRIAs bylaws. CPD Logs can still be submitted online within the 30
days after the Certification End Date but a late fee will automatically apply.
If a Certified Member passes the 30 days after their Certification End Date they must contact the
Registrars office to obtain an extension of no more than 30 days to submit their CPD log.
If a Certified Member has not been in touch with the Registrar about an exemption and has not
submitted their CPD log in the 30 days after their Certification End Date then their CHRP
designation is revoked pursuant to HRIAs bylaws. Certified Members whose CHRP designation
has been revoked will be sent a registered letter notifying them that their CHRP has been
revoked and Membership terminated. Certified Members have 30 days from the date of the
letter to contact the Registrar and submit an appeal of the decision to revoke their CHRP
designation and terminate their membership. Appeals submitted after this 30 day period has
elapsed will be denied.


If a Certified Member submits a CPD Log application which contains errors, miscalculations or is
missing information which makes it impossible for HRIA to accept it, the Registrar will contact
the Certified Member and request that they correct the errors and re-send their CPD log. In this
case the Certified Member has 2 weeks to correct the CPD log and submit it to HRIA. If
corrections are not received within 2 weeks, the CPD log will be recorded as denied.

HRIA | 29

If this occurs within the Certified Members certification period, they can
simply submit another CPD log before their Certification End Date.
If this occurs within the thirty days after the Certification End Date, the
member can submit another CPD log before their extra thirty days end but
will be charged a late CPD submission fee at that time.
If this occurs past the Certification Expiry Date (65 days after the Certification
End Date) the member will be sent a registered letter notifying them that their
CHRP and membership have been revoked and that they have 30 days to
appeal the revocation to the Registration Committee.


CHRP renewal extensions may be granted for special circumstances:
a) Short Term Extensions
Based on written requests, the Registrar may grant an extension of 30 days (maximum).
The reasons for requesting an extension may vary and their approval is at the sole
discretion of the Registrar. If the request is approved, Certified Members will be required
to pay a late fee.
b) Leaves of Absence
Members who are granted maternity, disability or personal leave from their workplace
during a given CPD submission interval are entitled to apply for and receive an
extension of that CPD submission interval for any length of time up to the lesser of the
total length of the leave granted or one (1) year.
Members can be granted up to two extensions per certification period, each a maximum of one
year meaning that the maximum a certification period can be extended is two years.
Applications for extension must be accompanied by written confirmation from the workplace of
the type and term of leave granted. In the case of self-employed members, confirmation from a
physician is required in lieu of an employer confirmation. Records of Employment (ROE) and
scanned copies of childs birth certificates are also acceptable documents to allow extensions
as long as the leave is clearly stated there.


Email reminders are sent to Certified Members about their impending Certification End date and
the need to submit a CPD log. These are sent from HRIAs database to members as follows:

6 Month Reminder email

90 Day Reminder email
30 Day Reminder email
15 Day Phone Call Reminder made by HRIA staff

HRIA | 30


Each year, HRIA randomly selects 3% of the approved continuing development (CPD) logs
submitted the previous year to be audited by the Registration Committee. This is consistent with
other professional associations and the practice of other provincial HR associations across
Canada. The Registrar selects CPD logs for auditing using specialized software that
randomizes the selection process to avoid any real or perceived bias.
Only Certified Members can be audited as they are the only ones who submit CPD logs. CPD
audits are undertaken between March and April each calendar year. HRIA is beginning the
transition of its audit period to a January to December timeline each calendar year. There will be
no visible effect on those selected for the audit.
Audited members are notified of their audit via email and have 90 days from the date of the
email to send in supporting documents. Auditors complete the audit within 60 days of receiving
ALL supporting documents.
Extensions may be granted in exceptional cases and will be reviewed and granted based on
individual circumstances. All such requests should be directed to the Registrar and not the
Auditor reviewing the audit files.
Failure of a member to respond to notice of CPD Audit can result in the loss of their CHRP
designation. If the audited member does not respond to email notices, phone calls and
registered mail within 30 days of the registered letters date, their CHRP will be revoked by the
Registrar. They will be offered 30 days to appeal this decision pursuant to HRIA bylaws.
If an audited member is on Maternity Leave when audited, the audit will be put on hold until the
Certified Member returns from leave.


1. The Registrar randomly selects Certified Members for the 3% CPD audit and distributes
evenly the audit files between Auditors on the Registration Committee.
2. A primary Auditor and secondary Auditor (reviewer) are assigned to each audited CPD
log by the Registrar.
3. Auditors identify any real or perceived conflicts of interest. Audit files are re-assigned as
4. HRIA sends communication to audited member (notifying of audit and requesting
documentations) to commence audit process.
5. Audited members have up to 90 days from the date of the notification to submit
documentation to HRIA.
6. HRIA forwards documentation to Auditor for and informs the secondary reviewer of the
receipt of the documents.
7. Extensions may be granted in exceptional cases and will be reviewed and granted by
the Registrar based on individual circumstances.
8. Auditor commences audit upon receipt of supporting documentation.

HRIA | 31

9. Auditor completes audit within 60 days of receipt of ALL supporting documentation,

meaning that the 60 day timeline for the audit starts when the auditor receives the final
supporting documentation required to complete the audit.
10. Auditor may need to seek clarification and/or further information from the audited
member and will communicate directly copying HRIA staff as necessary.
11. Auditors will keep notes and emails from all direct contact with audited members to
retain in the audit file.
12. Situations may arise that may dictate an exception to the aforementioned process. HRIA
will decide on how best to proceed, ensuring that fairness in the audit process is
maintained and the audit can be completed.
13. Auditor assigned as reviewer ensures that primary Auditor has conducted the CPD log
audit appropriately and that no errors were made in the calculation of hours, approval of
documentation or other matters.
14. HRIA staff will communicate to audited members the outcome of their CPD log audit.
15. Audit outcome letters will be mailed/emailed to members within 60 days of receipt of
their supporting documentation received at HRIAs office in Calgary. Failed outcomes
will be sent via registered mail and will note the revocation of the audited members
CHRP designation and membership as well as provide information on the appeal


The supporting documents should contain all the information to align with the CPD log.
Documents should clearly show:

Date of activity;
Hours of learning for activity;
Content description of the activity; and,
How the learning relates to the Competency Framework if it is not immediately

Auditors need to see that you have learned from the activity cited and they need to be given a
clear idea of how many hours of learning were gained.

HRIA | 32


1. Work Projects, Program Development or Implementation, Significant Process Updates and
Official report or documentation of the project or program
Templates provided to track projects with supervisor signature
Official outlines that were publicized within the organization of the programs
developed or processes improved
Meeting attendance / minutes with your name on it are proof of work in project
Use templates provided to track and have managers sign off on projects and save
these as supporting documents

2. Teaching Post Secondary Courses, Facilitating, Presenting, Mentoring or Leading Others

and Personal Development
Official copy of course description taught
Copy of appointment or notification from institute to teach course
Course outline for workshops facilitated to include name of workshop, date
presented and presenters name
Signed contract or agreement to facilitate
Mentorship agreements and signed meeting notes to support mentoring relationships
template for tracking mentoring meetings provided. Documents need name and
signature of mentor and mentee as well as time and dates of meetings; topics
discussed would be helpful. Mentoring done through a non-profit or charitable
organization can be supported by an official letter from the organization confirming
the hours the audited member mentored for their organization.
To support speaking or presenting hours, an outline or agenda from the presentation
noting time, topic, date and presenters name.
Service contract with professional coach outlining meetings, dates and times met,
topics discussed and possibly outcomes.
3. Board or Committee Chair or Membership
Documents outlining the purpose, role and activities of the board or committee from
the organization
Meeting minutes with attendees listed
Letter of confirmation from the organization of the time put into the board or
Volunteer time log signed by the organization outlining hours spent
4. Courses, Seminars, Workshops, Conferences, Development of Courses or Workshops
Document that shows a final grade or outcome of completion (transcript, professional
designation, certification)

HRIA | 33

Printouts from an event with your notes on them as well as an agenda of the course
with name, date and topic
Certificate of Completion from the course or activity provided
Copy of course material
Course outline of courses or workshops developed
Signed confirmation from institute or workplace of courses or workshops developed

5. Research and Publication

Copy of the publication or article
Reference to where the publication can be accessed or viewed
Documentation from post-secondary institute verifying successful defence of
Masters Thesis or Doctoral Dissertation

HRIA | 34


Membership within provincial HR associations is not transferrable but the CHRP designation
and Candidate Member status may be recognized between provincial HR associations when
those members move from one province to another. It is the responsibility of the member to
inform HRIA if they are moving to another province.
Professional designations in Canada are a matter of provincial jurisdiction. Despite the CHRP
being a national designation, the recognition of the certification is done by each province. As a
Certified Member moves from province to province, they must ensure they have their
designation recognized by the provincial HR association responsible for the CHRP designation.
In provinces where human resources is a self-regulated profession this becomes even more
important to ensure compliance with legislated requirements. Other professions have similar
restrictions on their designations and all professional associations in Canada work towards
ensuring a greater amount of labour mobility between the provinces and territories.


When a CHRP or a Candidate applies as a Transfer-In to HRIA, they do not have to pay an
application fee with HRIA. Once approved, they must pay pro-rated New Member Dues to
attain full membership. To approve Transfer-Ins for membership, HRIA must obtain a
Confirmation of Good Standing form from the HR provincial association from which an applicant
is moving from. This form will confirm the status of the member and current good standing
regarding dues payment.
CHRPs that are successful in their application will have the Certification End date by their past
provincial HR association assigned as their current Certification End date for Alberta.
Thereafter, their CPD reporting requirement will continue as normal every 3 years.
If the Confirmation of Good Standing shows that the member moving to Alberta has not
maintained their membership and/or designation with the other provincial association (whether
due to a failure to pay dues or omitting to submit a CPD log), we cannot accept their application
to recognize their CHRP. They must apply as either General or Associate and begin the
designation process again.
CHRPs who move to HRIA from elsewhere in Canada can use CPD activities and hours gained
in their previous province towards their CPD log in Alberta. Professional development
undertaken by a member towards their CPD is not invalidated due to travels across Canada or
outside of Canada.


CHRPs or Candidates who want to move from HRIA to another province must be a member in
good standing with HRIA in order to have their designation or status recognized in the other
province. This means members are up to date with membership fees and have no violations
against them.
Professional designations in Canada are a matter of provincial jurisdiction. Despite the CHRP
being a national designation, the recognition of the certification is done by each province. As a
HRIA | 35

Certified Member moves from province to province, they must ensure they have their
designation recognized by the provincial HR association responsible for the CHRP designation.
In provinces where human resources is a self-regulated profession this becomes even more
important to ensure compliance with legislated requirements.
Members are responsible for obtaining membership in the new association as provincial
membership is not transferable.
Transfer-Out Process:
1. Log in to member profile and click on Transfer CHRP Designation.
2. Complete "Confirmation of Good Standing" form
3. Pay the $75.00 Transfer out fee.
4. Email Confirmation of Good Standing form to Certification Coordinator
5. HRIA forwards the form to the new association if the member is truly in good standing.
6. Receiving association will complete the CHRP designees enrolment as a professional
member in their province.

HRIA | 36


On October 29, 2014 the Ontario Human Resources Professional Association (HRPA)
introduced three laddered HR designations. They retained the nationally recognized Certified
Human Resources Professional (CHRP) and added two new designations including the
Certified Human Resources Leader (CHRL) as well as the Certified Human Resources
Executive (CHRE). Of these three, only the CHRP is considered a self-regulated protected title
in Ontario. Neither the CHRL nor the CHRE enjoy any type of legislated title protection in
Ontario or elsewhere in Canada.
As the designating body in the province of Alberta for the Certified Human Resources
Professional (CHRP), HRIA has future obligations under the Agreement on Internal Trade (AIT)
that require it to ensure labour mobility for HR professionals. HRIA is proactively addressing the
labour mobility concerns of human resources professionals by moving forward with the mutual
recognition of certain HRPA designations after an analysis of their registration requirements.
These decisions will ensure the public in Alberta is protected and that human resources
professionals have clarity regarding the transfer and mutual recognition of other provincial HR
The Ontario CHRP is considered equivalent to the status of Candidate members in Alberta. A
CHRP member from Ontario will be recognized as a Candidate in Alberta if they decide to
transfer their membership. They will enjoy no protected title nor have the permission to use the
CHRP designation until such time as they meet the minimum requirements for the CHRP
designation in Alberta. These Candidates will need to prove that they meet the degree
requirement, complete the good character attestation and pass the Experience Validation
Assessment process to become a CHRP in Alberta.
The CHRL designation in Ontario is equivalent to the CHRP in Alberta and therefore, individuals
holding the CHRL in Ontario will be recognized as equivalent CHRP members when they move
to Alberta and seek membership with HRIA. To maintain the CHRP status in Alberta, these
members will have to follow the process of continuous professional development required of all
Alberta CHRPs which is 100 hours over 3 years. Members in Alberta are expected to use the
CHRP title and not the CHRL.
The CHRE designation in Ontario is not directly comparable to a similar status in Alberta. Any
person seeking to have their CHRE in Alberta will be recognized as a Candidate in Alberta and
considered for registration for the CHRP.
HRIA has a residency requirement it is necessary to be living or working in Alberta or either
the Northwest Territory or Nunavut to be a member of HRIA or to hold a designation granted by
HRIA. Exceptions can be made on a case by case basis. The residency requirement is
necessary as a principal focus of self-regulated professions is the protection of the public in the
jurisdiction of registration which is best achieved by ensuring that certified professionals work or
live near their regulator.

HRIA | 37


The cost for new certificates is $30 plus GST for each certificate only, and $50 for both
certificate and frame.
HRIA will not place any rush or one-off orders due to higher costs. HRIA only orders certificates
in March, July and November each year and will order replacement certificates in line with one
of those order dates.
Members will be charged for a new certificate when:

Member requires second copy of certificate;

Member desires new certificate with new name on certificate (includes adding other
designations or degrees after name, such as PhD, MBA);
Member did not receive initial certificate because they provided an incorrect shipping
address. In this case, member has to pay the return and reshipping charge as well; and,
There is a typo because the member gave us an incorrect name.


To order, please fill out this form and email to info@hria.ca . An order for the applicable
amount will be created and you will be notified when you are able to make that payment.
Once payment is received, HRIA will order your certificate at the next available order
Payment for certificate is non-refundable;
The order will be available online in the Member Profile. A member pays this fee in the
exact way as they pay dues; and,
Payment options: major credit card or cheque or bank draft.

HRIA | 38

CHRPs may have their designation revoked for the following reasons:

failure to pay dues;

failure to comply with continuing professional development requirements including audit;
finding of unprofessional or unethical conduct by the Discipline Committee; and,
failure of the good character attestation.

The Registrar will notify CHRPs and Candidates who have not paid dues that their membership
and CHRP or Candidate status are revoked. The letter sent to CHRPs and Candidates who
have lost their membership and designation due to non-payment of dues will be informed they
have 30 days to appeal the revocation as per HRIA bylaws.
After the 30 days appeal period, revoked CHRPs and Candidate Members should refer to the
Reinstatement Policy if their revocation is due to non-payment of dues.

HRIA | 39

Pursuant to section 3.9(b) of HRIA Bylaws state that annual fees must be paid within 60 days of
the due date. The due date is interpreted as the date annual fees are issued.
All emails and mailed invoices are sent to the preferred emails and mailing addresses as
indicated in their profiles. Letters sent back as undeliverable will be sent to alternative member
mailing address on file if there is one recorded.
Below is the general timeline for the dues process.
Third week of January

Dues issued and notice sent to all members via email.

First week of February

Reminder of dues via email.

Second week of February

Paper invoice sent by mail to all members with outstanding dues


End of February

Final reminder about dues via email.

March 1

Late Fees issued for those with outstanding dues items and members
notified by email and automated telephone message.

March 15 (Suspension)

Direct email from the office of the Registrar to CHRP and Candidate
Members notifying of deadline to pay dues and possibility of losing
their status and membership.

April 1 (Revocation)

Those with outstanding dues inactivated and online access removed.

Membership and status revoked at this time.
Registered letter sent to revoked Certified and Candidate Members
with loss of designation and progress towards achieving the

HRIA | 40


Candidate Name:


Candidate has demonstrated evidence of:



1. Minimum of three years of professional HR experience

2. Minimum required 9 proficiencies met
3. Meets level of proficiency required in a minimum of 2 out of 9 functional areas
or meets complete proficiency required in ONE functional area.
4. Has given reasonable examples of the enabling competencies in at least:
Strategic and Systems Thinking, Professional and Ethical Practice, Critical
Problem Solving & Analytical Decision Making, Change Management &
Cultural Transformation and Communication, Conflict Resolution and
Relationship Management.
5. Signature from their supervisor.
Assessors decision on the validation of experience:
Clear Pass: Candidate fulfills the experience requirement
Time requirement not met: Candidate requires a further period of ________________working in
his/her current capacity to fulfill the three year experience requirement.
Breadth requirement not met: Candidate has not met the required level of proficiency for the
majority of sub-sections in the minimum of two functional dimensions or complete proficiency in
one functional dimension OR
Breadth requirement not met: Candidate has not shown sufficient competency in the required
three Enabling Competencies
Additional assessment requested: evidence of experience unclear, undecided if the
requirement is satisfied, possibly borderline pass, additional information needed or review
Notes to Staff: (please indicate if additional follow up is needed with the Candidate)

Comments from the reviewers to the Candidate who has not passed: (if the requirement is not
satisfied, please indicate any guidance to the candidate to assist them in meeting deficiencies)
You show evidence of gaining the right experience, but have not yet met the required three year
benchmark in professional experience. We estimate you need _____________ more
months/years in your current position
Your HR career is progressing well, however, you need to develop more breadth to show
evidence of experience in at least two functional dimensions.
Your current role is a good foundational role in HR, however, you will need to progress to more
advanced responsibilities in order to meet the professional level experience requirement.
Reviewed by:


HRIA | 41


1. Complete the form in your own words. Using job postings or other similar documents
would not communicate the full extent of influence, independence and responsibility you
may have had. Keep the information you provide succinct and emphasize not only your
tasks and responsibilities, but also the impact that your work has or had on your
organization. The information you provide in these descriptions ought to reflect the
competencies you indicate performing on pages 6-9 of the EVA application form.
2. Ensure that your submission has sufficient detail in the job descriptions to allow the
Assessor to complete an assessment. Submissions lacking in detail, for example, onesentence responses, will not be reviewed by the Assessors.
3. Avoid using company-specific or industry-specific acronyms or jargon that may be
unfamiliar to Assessors from other industries.
4. Provide specific examples of the work you are responsible for and the impact that it has
had on the organization.
5. Avoid repeating information when describing your current position. You have a limited
amount of space to outline your professional HR experience and how it qualifies you for
the CHRP designation.
6. Indicate the types of decisions that you have authorization to make without consulting a
supervisor when describing your level of autonomy in an organization. Simply
quantifying the level of autonomy by saying a high level is too vague and subjective.
7. Indicate the purpose of daily interactions and the influence you have or the guidance you
receive when describing who you interact with on a daily basis. Indicate whether you
are giving or receiving direction, providing advice to managers and executives, or
responding to inquiries from staff members will further clarify your role and contribution
to the organization.
8. Indicate the actions or decisions that follow from your analysis and their impact on the
organization when describing the analysis and interpretation you do.
9. Ensure that you have checked off only those competencies with which you have had full
and direct experience, rather than those indicated in your job description or seen
performed by others. Consider the difference between having the responsibility for those
competencies and supporting others working in those competencies.
10. Bear in mind that this is not a test where 50% or 75% of the competencies are required
to meet the criteria for the assessment or to pass. The Assessors are looking for a
reasonable breadth of experience for the length of time they have documented in the
submission. They are assessing if a Candidate has had sufficient experience and is
continuing to progress as a human resources practitioner. Checking off a large number
of competencies when documenting a relatively short career in HR may warrant closer
scrutiny by the Assessors.

HRIA | 42

11. Remember that if a role in your application appears to be primarily at an administrative

or clerical level, the experience will not be credited for the purpose of the experience
12. It is advantageous to indicate different positions within the same organization separately
if space is available. This helps you provide more detail for each of the positions you
have held and also clarifies the progress you have made in your HR career. Complete
your response in a separate document and include that with your submission if a field is
too small to provide all the information you wish to provide.
13. Use the field on page 10 of the form to provide any necessary or valuable information
that may support your submission, but does not fit in the job descriptions on pages 2-5.
14. Please put your most recent position in the current employment section of the log and
answer the questions on pages 2-3 with respect to that most recent job even if you are
currently unemployed. This will allow Assessors to distinguish that most recent work
from previous positions more easily.
15. Please indicate whether or not the organization has an HR department or dedicated HR
function if you are in an organization where you perform HR duties as part of a wider
range of responsibilities. This will significantly impact how the committee assesses
experience when an applicants role includes a range of management functions.

HRIA | 43


1. Establish a CPD file (define the CPD period) and store all pertinent documents, related
to any event, item, etc. that are recognized for your CPD. Always keep this file for
another 3-year period, as audits are conducted at any time within the following CPD
2. Catalogue all items over the three-year period and do not stop at the minimum 100
hours. In case of changes or refusal to recognize an item by an Auditor, you will have
ample material to substantiate your other CPD hours.
3. For any courses/educational/training/conferences/meetings/ functions/etc. being used
ensure the hours, numbers of days, attendance, accreditations, grades, etc. are stored
in the file for passing on to the Auditor. Please ensure the number of hours you are
claiming are clearly documented for all the activities listed on the log.
4. Keep a copy of the CPD log approved by HRIA, which highlights events attended, dates
of the event, hours devoted, etc. for reference purposes when matching data from the
file to the log for verification to the Auditor.
5. When you receive the request for audit letter from the Auditor, take a moment and
review the CPD program rules and policies. Then formulate your game plan to
accomplish the task at hand and review the log you provided to HRIA for your CPD
6. Please remember your Auditors are your peers, CHRPs, who volunteer their time to
conduct this activity, so respect each other and do not personalize any issues regarding
your audit, recognizing it is a random selection with no ulterior motives or hidden
7. Feel free to contact your Auditor or HRIA directly if you have questions and/or concerns
or require further clarification. Auditors will keep a record of the conversation for
retention in the audit file.
8. Recognize this process typically takes a minimum of 4 weeks from the time the Auditor
receives your supporting documentation. If there are extenuating circumstances
associated with the audit, it may take longer to complete, although the target is
completion within 60 days of receiving all the necessary documentation.
9. Whenever possible, submit your supporting documents electronically. If you are unable
to do so, hard copies should be sent to HRIA for distribution to the respective Auditor.
Any documentation submitted to HRIA for audit purposes will be maintained by HRIA
and not returned.
10. It is a good idea to establish a list of reference contact phone numbers and email
addresses that may be required to be contacted for verification of substantiating
information. Should an Auditor need to contact a reference, the audited member will be
contacted first to seek permission prior to any contact with the reference.

HRIA | 44

11. Be proactive by thinking about possible changes of circumstances. For example, keep
in mind that you may change jobs and you might not be able to access some documents
in the future. Ensure that you keep supporting documents somewhere that you will
always be able to access.
12. Keep your CPD log in your personal email and personal computer in case your job
changes. Also, maintain all receipts and CPD supporting documents in a place where
you can access it in the future (for example - Dropbox).
13. Use documents that track not only your mentorship or coaching agreements but which
also note learning outcomes and goals discussed in the mentoring meetings or calls.
14. For any project cited in your CPD log, obtain validation in writing from your
supervisor/leader to support the hours involved and the outcomes.
15. You must be able to validate how many hours you counted in your log so track time for
all activities and maintain documents that will prove these hours.
16. When attending events, remember that meals, breaks and networking times are not
counted towards your CPD hours. Your CPD log is for tracking hours of learning.
17. Provide as much information as you can for each area of the log and activity. Remember
that 100 hours is the minimum.
18. When providing supporting documents to your auditor, ensure you note which activity
each document supports and in which part of the log.
19. Maintain a physical container where you keep everything you receive while attending an
activity over three years. This is helpful in accessing relevant supporting documents if
you are audited.
20. Be sure that you have claimed hours for an activity in only one section of the log.
21. When notified about an audit, gather supporting documents for the activities with the
highest number of points or hours to start and then work your way down from there.
22. If you are not sure you have enough hours, contact HRIA and have a conversation as
sometimes you may need to do some brainstorming to discover activities that may have
been missed.
23. When you have successfully passed the audit process, please pass on the learning
gained to other CHRPs in your office or network. Perhaps host a lunch and learn about
how to prepare your CPD log with audit in mind.

HRIA | 45


Examples of continuing professional development activities which are acceptable:

Participating in 'new work' projects/initiatives that help you gain greater understanding of the
HR body of knowledge. This can include:
implementing a new payroll system
o Implementing an HR training program (eg. Introduce legal requirements,
performance management, compensation etc.)
o merger/restructuring of company or department
o implementing a mentoring program
o establishing a new committee such as a Health and Safety Committee
o creating a monthly performance review program
o creating a new compensation program
Please note that these projects must fall out of the normal daily transactions such as
calculating payroll, conducting exit interviews, screening resumes etc.

Attending seminars or conferences. These are workshops, seminars, conferences, and

roundtable discussions on topics related to HR and business. These may include such topics
as compensation trends and strategies, employment and labour standards, market trends,
HR Metrics Benchmarking, transitioning foreign workers, or human rights in the workplace
among others.

Taking a college or university course in HR or a related field. Credit courses include courses
that may add up to a degree. These degree categories include:
o Undergraduate: Bachelor Degree
o Postgraduate: Masters Degree
o Doctoral Degree
o Non-credit courses which may be potentially compiled to meet certificate
requirements are also accepted. Examples of these would include train the
trainer classes, CEBS/CMS designations, Change Management certificate, HR
Management Certificate, Executive Program etc.

Developing and/or facilitating a college or university course or professional workshop

Providing leadership services such as mentoring. This can include mentoring agreements
between recruiting agencies, professional coaches, co-op students, interns, work experience
placements, and post-secondary mentoring programs.

Holding a board or committee position in a Non-profit or Charity or volunteering as Chair/CoChair or member of a committee, taskforce, or board. These do not have to be HR in nature.
HRIA | 46

Some examples of such would include Audit Committee, Human Resources and
Compensation Committee, Public Policy Committee, Community Impact Committee,
Communications Committee etc. Examples of boards include United Way Board, MultiEmployer Benefit Consulting Organization (MEBCO), HRIA Board etc.

Conducting research or publishing articles, journals, or books on HR or related business

topics. This can include authoring articles, editorials and other written pieces for business or
HR blogs and publications (HUMANCapital, HUMANConnections, HR Reporter, hrmonline
etc.) This can alos include publishing a textbook, completing a Masters or Graduating thesis,
accepting a dissertation; conducting research for a client, report, or published work.
Do Not Forget To:
1. Date activities with both the month and year
2. Enter the hours claimed for activities
3. Only input activities that fall within your current three year certification
4. Ensure you did not exceed the maximum points allowed per section or
5. Disperse points into a minimum of two sections
6. Provide explanation for activities that may not seem directly related to HR
7. Present description to special work projects in Section 1A (such as
mission, objectives, outcomes, and impact on organization)
8. Make certain that the new CPD Log version (only one available through
login portals as of 2015) is the one submitted
9. Confirm process improvements in Section 1B are not entered as NEW
work projects in Section 1A (difference in maximum points allowed)
10. Make sure learning activities are properly categorized in 4A (credit
courses) or 4B (non-credit courses)

HRIA | 47