Analysis of CPT Certification for SIUE
By
Lance A. DeCuir
IT 520: Performance Technology
Dr. Wayne Nelson, Instructor
Analysis of CPT Certification Possibilities
The purpose of this report is to discuss the possibility of requiring SIUE Performance Trainers to obtain certification through the Certificate in Performance Technology program provided by International Society for Performance Improvement. In order to facilitate this outcome, this report will begin by providing a brief overview of ISPT and their Certificate in Performance TechnologyProgram.
According to the ISPT Website, they were founded in 1962 with the purpose of “improving productivity and performance in the workplace.” They are represented in by several thousand members in the United States and over 40 other countries. Their stated mission is to “develop and recognize the proficiency of our members and advocate Human Performance Technology.” They oversee a certification program that recognizes training and performance improvement practitioners who demonstrate proficiency in ISPT’s 10 Standards of Performance Technology, which can be found on their website.
The remainder of this report will deal with the following issues:
1. Does CPT certification make a difference?
2. What processes are employed by CPT’s to recognize their work and are they treated differently by those around them, specifically clients, customers, employers, or fellow colleagues, how do these CPT’s differentiate themselves from others, and are they more competitive in the marketplace as a result of the certification?
This report will also provide a comparison of ISPT certification with another program to examine the similarities and differences, as well as a discussion of the necessity or lack of necessity for requiring certification.
1. Does CPT Certification make a difference?
When considering whether or not to require Performance Trainers to become certified in this area, a question that could legitimately be asked is ‘What difference does it make?” In reviewing the many of the testimonials, there is a significant difference professionally. Many of them mention factors like:
1.The setting of higher standards to be attained,
2. Adding legitimacy to the profession,
3. Providing a framework for companies to set their own performance improvement strategies, and
4. A commonality in language and practice
These and other advantages can be found on the ISPT website, all stressing the significance that this type of certification has made in their professional careers and services to their clients.
2.What processes are employed by CPT’s to recognize their work?
Another factor that should be considered is what sort of factors are in place to recognize? According to the ISPT website, there a list of ten performance standards that ISPT certified trainers adhere to when they develop programs that are designed to improve Human Performance. These standards are as follows:
1. Focus on Outcomes,
2. Take a Systems View,
3. Add Value,
4.Work in Partnership,
5. Provide Needs Analysis,
6. Provide a Cause Analysis,
7. Design,
8, Development of Solution{s},
9.Implementation of Solution(s), and
10. Evaluation of Program.
Some other areas that ISPT uses to differentiate their clients as Certified Performance Technologists are listed in the services they offer. They provide such things as:
1. Assessment guides for preparation for certification,
2. Requirements to obtain their certification, and
3. Forms for reviewer evaluations
4. Opportunities for Professional Development, Continuing Education, and Recertification.
ISPT also requires at least three years of experience in the HPT field in order to apply for their certification process, as verifiable performance in each of the areas of their standards that include documentation from clients or supervisors. CPT’s who follow these standards distinguish themselves by several ways. First and foremost, they receive a certificate of completion that shows they are certified by the organization. Secondly, they are listed on a national registry that is available to interested parties. Thirdly, designation as CPT can be added to resume, business cards and other professional materials. Finally, the credential can be used to market CPT’s to future employers. Completion of these programs adds to the competitiveness and marketability of practitioners of Human Performance Technology.
3. How does HPT Certification compare with other areas of certification?
Another question should be addressed is how this certification compares with other types of certification in other fields. The organization that I will focus on is the National Board of Certified Counselors. This is an organization that works with Mental Health Professionals. The similarities to ISPT are many. They require professional standards and a Code of Ethics for those who practice in the Mental Field. They provide avenues for continuing education, professional development, and recertification. They also provide a registry of members for potential clients, and employers for verification. There are also some significant differences. The main difference is that this certification is required by many states, as well as federal agencies, in order for mental health professionals to practice. There are several reasons for this, such as ability to collect payments from clients and third parties. Another reason is to provide legal protection and recourse when the need arises.
4. Should SIUE require certification for their Human Performance Trainers?
As far as this certification being beneficial to organizations, such as SIUE, there aregood reasons to support this. This process does appear to make a difference to those in the Business world. This is due to the fact that this process appears to focus HPT’s on achieving measurable results and setting higher goals for themselves and those whom they provide training to. I can also see this program being implemented for corporate and unit level trainers for companies such as Cracker Barrel, Six Flags, or others in the retail and Restaurant industry who depend on staff members who provide on the job training to new hires. This would make them more efficient in their abilities, more conscious of effective training methods, and as a result, make them more profitable. This program would also benefit SIUE in much the same way. It would also provide an avenue for SIUE Graduates to obtain this same certification and become more marketable in the workplace. This would prepare them and their potential employers to have a more positive effect on the economy on all levels.
One area that should be noted is that certification in Human Performance is not required for those who are practitioners in this area. This is not different then in many other professional areas, such as accounting, Human Resource Management, or other business related fields. There are certainly professional certifications that are related to these areas, but are not required to obtain certain jobs in these fields. This is as it should be. This should be the decision of both the employer who is making the hiring decisions and the potential employee. Having this certification, like that of a CPA, is certainly advantageous for the applicant or employee as it makes this person more marketable. It also serves as a bargaining chip when negotiating compensation packages. It is also e beneficial tool for employers who are interested in recruiting the most qualified applicants for job openings. However, the reasons for not requiring this certification are also market driven. This is due to the fact that not all employers or positions within those companies necessitate such certification. As a result, the determination of whether or not to require this type of certification should be left to employers and applicants for the reasons stated above. In this regard, I would consider pursuing this type of certification for my own personal improvement. The reason for this is related to the comments above about being more marketable as an applicant to a potential employer.
5. How do the ISPT 10 Standards of Performance Technology relate to one’s professional and personal development?
Another area that will be discussed is in relation to ISPT’s Ten Standard’s of Performance Technology that are required for their CPT program. Professionally and personally, some of these standards are certainly applicable. One example is the first standard, which is focusing on the outcome of the training. This is a necessity to help employees become more proficient at their jobs. This is also a necessity in that it directly affects the profitability of the individual unit as a whole. Another helpful standard that can be applied at the local unit level is the second standard, which deals with taking systems view of the training. This is helpful because it requires trainers to relate how each person’s performance in their particular position has an effect on the entire business. Another standard that is useful at the local level is that of working in partnership with other specialists, in this case, trainers in other areas. This helps to develop cooperation and helps to enhance the achievement of the other goals of the training program. The other standards are dealt with at a corporate level, but trainers at local units shouldprovide feedback on how these standards can be achieved.
As far as personal achievement of these standards on a personal and academic level, they are initially dealt with already in much of the coursework for the IDLT coursework here at SIUE. One area of improvement that should be addressed is the exposure to performing an actual Needs Assessment. This would be beneficial in that it would allow students to see both positive and negative examples of Needs Assessments, as well as experiencing how to carry one out.
One final point of discussion is that of certification as an HPT is itself a strategy of performance improvement. This appears to be a very worthy goal and effective method of preparation, It is likened to preparing graduates in the Accountancy program for the CPA exam. Giving these students the knowledge and skills required for this certification provides focus for teaching and a real goal for those who wish to work in those fields. It also helps to increase the marketability of the graduates as they enter into the workforce upon completion of their studies. This should also influence the decision to require SIUE’s trainers to become CPT certified. By requiring them to obtain this certification, the University is setting higher standards for their trainers to abide by. They are also setting an example for their graduates to follow. These standards or others listed by another certifying board allows the trainers to become more focused on providing better, more effective training.