The document discusses Continuing Professional Development (CPD) requirements for human resources professionals registered with SABPP. It outlines that CPD involves maintaining and enhancing professional knowledge and skills throughout one's career. Members must earn a minimum number of CPD points per year and per three-year cycle through a variety of learning activities, with at least half from verifiable sources. The process involves setting goals in a development plan, tracking learning, and submitting an annual claim for review and potential audit. Non-compliance with CPD requirements could result in fines or loss of professional designation.

2. CPD
means
adding
to
your
professional
knowledge
and
keeping
your
skills
up
to
date
throughout
your
career
Professional
knowledge
is
based
on
formal
qualifica6ons
Professional
skills
are
acquired
through
workplace
experience
CPD
involves
you
seeking
out
learning
and
development
from
a
variety
of
sources
CPD
is
based
on
the
HR
Competency
Model
CPD
is
a
requirement
to
retain
your
professional
designa6on
CPD
hours
SABPP
Professional
registration
level
Minimum
hours
of
learning
in
any
3
year
rolling
cycle
Minimum
hours
of
learning
in
each
year
HR
Professional,
Chartered
HR
Professional,
Master
HR
Professional
120
(30
points)
20
(5
points)
HR
Associate
80
(20
points)
16
(4
points)
HR
Technician
60
(15
points)
12
(3
points)
Verifiable
and
non-­‐
verifiable
CPD
ac6vity
Assess
your
competency
and
draw
up
your
own
development
plan
Keep
track
of
your
learning.
Submit
a
claim
at
year-­‐end
Compulsory
ethics
points
to
be
earned
each
year

3. SABPP New CPD Policy
• Approved by the Board February 2015
• Launching June 2015
• Voluntary phase 2015 – 2016
• Compulsory to submit claim end 2016

4. CPD requirements
• 1
point
is
earned
per
4
hours
of
learning
SABPP
Professional
Registra2on
Level
Minimum
hours
of
learning
in
each
calendar
year
Minimum
hours
of
learning
in
each
3
year
rolling
cycle
HR
Professional,
Chartered
HR
Professional,
Master
HR
Professional
20
(5
points)
120
(30
points)
HR
Associate
16
(4
points)
80
(20
points)
HR
Technician
12
(3
points)
60
(15
points)
• At
least
50%
of
points
must
come
from
verifiable
CPD
• At
least
1
point
per
annum
must
come
from
ethics
development

5. Verifiable / Non-Verifiable
• At least 50% points from verifiable
– Means that there is a document or other means of confirming that
the activity was completed.
• Non-verifiable CPD is also good CPD

6. Verifiable CPD (1)
• Drawing up your IDP = 1 point
– Based on assessment against Competency Model = additional 1
point
– Can use existing IDP from your employment or IDP from other
professional body CPD
• Structured Learning (workshops, events, conferences, web-
based/e-learning = 1 point per 4 hours of attendance
– + 1 point overall where the course/workshop/event has been
quality assured by SABPP (this will reflect in the points allocated
to the learning event by the LQA of the SABPP)

7. Verifiable CPD (2)
• Other = you decide how many points to claim based on hours of
actual learning:
– Further formal qualifications
– HR technical/professional meetings attended
– Research, writing and other academic activities
– Learning through work (projects, process development etc.)
– Being mentored/coached
– Informal learning e.g. discussion groups
– Giving back to the profession
• SABPP Committee work, mentoring, Candidate supervision, voluntary work for
SABPP

8. Non-verifiable CPD - examples
• Reading (business newspapers, professional journals,
blogs)
• Watching HR related DVDs, TED talks, U-tube etc.
• On-the-job training
• Watching relevant TV programmes
• Attending in-house meetings
• Having one-on-one discussion with peers on HR matters.

9. CPD event approval by SABPP
• Process has been in place for some years
• Provider submits application to LQA department
• If the criteria are met, approval is granted and programme
reference number generated
• At the event/course, attendees must sign attendance
register with ID numbers
• Provider sends attendance register to SABPP LQA who will
generate the CPD certificates

10. CPD process summary
Set
up
tracking
system
Draw
up
own
development
plan
Track
achievement
Submit
claim
January
SABPP
audits
5%
March/
April
SABPP
reports
to
Board
May

11. CPD process summary
Set
up
tracking
system
Draw
up
own
development
plan
Track
achievement
Submit
claim
January
SABPP
audits
5%
March
/
April
SABPP
reports
to
Board
May
If
you
have
an
Individual/Personal
Development
Plan
at
work,
you
can
integrate
the
two
so
you
just
have
one
Plan

12.
CPD
CLAIM
FORM
YEAR
ENDING
31
DECEMBER
_______________
REGISTRATION
NUMBER
___________________
MEMBER
SURNAME
_______________________
MEMBER
FIRST
NAME
_____________________
LEVEL
OF
REGISTRATION
(HRT/HRA/HRP/CHRP/MHRP
[please
circle
which
is
applicable]
CPD
3
YEAR
CYCLE
COMMENCING:
1/1/2015
Or
Date
of
original
registration,
whichever
is
later:
_________________________________
CLAIM
FOR
2015:
VERIFIABLE
NON-­‐VERIFIABLE
Points
claimed:
Points
claimed:
CLAIM
FOR
2016:
VERIFIABLE
NON-­‐VERIFIABLE
Points
claimed:
Points
claimed:
CLAIM
FOR
2017:
VERIFIABLE
NON-­‐VERIFIABLE
Points
claimed:
Points
claimed:
SIMPLE CLAIM
FORM –
EXAMPLE
APPENDIX 2 TO
THE POLICY IN
YOUR PACK

13. Consequences of lack of adherence to
CPD requirements
• Failure to submit claims by deadline
– 1st offender – R250 fine after 1 months grace
– Repeat offender (failure to respond to requests) – R500 fine after 3 months grace
– Defaulter (failure to respond for full year) – referred to Professional Registration Committee
for possible downgrading by one level.
• Failure to submit Evidence File when requested
– 1st offender – R250 fine after 1 months grace
– Repeat offender (failure to respond to requests) – R500 fine after 3 months grace
– Defaulter (failure to respond for full year) – referred to Professional Registration Committee
for possible downgrading by one level.
• Negative audit report on Evidence File
– Referral to dispute resolution process in line with Ethics Complaints Procedure
– CPD Committee to manage process and agree on remedial action / sanction.

14. Governance of CPD
• Board monitors through reviewing twice yearly report
• CPD Committee
– Supervises dispute resolution
– Monitors administration reports
– Compiles twice yearly Board reports
– Reviews and updates Policy
• Office
– Develops and manages systems

15. CPD will be phased in
June
2015
Communicate
to
all
members
in
HR
Voice
Launch
at
AGM
25th
June
Members
start
personal
CPD
records
Set
up
electronic
system
September
2015
Enrol
volunteers
to
pilot
new
CPD
Policy
and
tracking
systems
Con6nue
to
communicate
and
encourage
members
to
start
tracking
their
CPD
October
2015
-­‐
February
2016
Pilot
volunteers,
and
any
other
members
who
wish
to,
submit
annual
CPD
claims
together
with
membership
renewal
Test
sample
claims
and
CPD
Evidence
Files
Communicate
that
submission
of
CPD
claims
will
be
compulsory
in
2016
October
2016
-­‐
February
2017
Compulsory
submission
of
annual
CPD
claim
for
all
members
with
membership
renewal
March
2017
-­‐
sample
claims
and
audit
5%
of
CPD
Evidence
files

16. Frequently Asked Questions
• Will it cost me a lot of money?
• Will it take a lot of time?
• Do I need to do CPD if I am at the top of my profession?
• How do I work out my hours of learning?
• Won’t it be a lot of work to record my activities?
• How will I know from the SABPP what is approved CPD
formal learning?

17. New CPD page on SABPP website
• Downloads
– Policy
– FAQs
– Excel sheet to track CPD
– Claim form
• Listing of SABPP approved CPD events

18. Volunteers for the pilot, please complete
form in your pack and hand it in or leave
on the table.
Questions: contact Penny or Naren

19. Any questions?