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Advice with Chartered upgrade

Ella

After many years in the profession and operating for quite a few at manager level, I feel it's about time I upgrade to Chartered Member. Reading the standards, I'm definitely operating at that level, but I've always had difficulty in filling out the form.

Is there somewhere I can go and ask the question? Really, I'm just looking for guidance as to what they're wanting to see - how much? Many of the questions read like you need to have specific projects that you've done, with budgets, metrics data etc, but I've never worked for a company that has been that detailed in it's KPI on a change/problem solving initiative etc.

Would be good just to speak to someone and it seems like there are no upgrading workshops or anything like that about.

Thanks

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  • Hi Ella, I successfully upgraded to Chartered Member at the start of 2021 via the form application. I also hold Level 7 qualification like yourself. Happy to guide where I can.
  • in reply to Lynsey
    Hi Lynsey - hope it's OK to jump on the back of your offer! I'm in the process currently and would appreciate any advice - particulary about the type of examples you provided and evidence within the form as I want to pitch my responses correctly. Thanks, David
  • in reply to David Rees
    Yes no problem - can you reach out to me via LinkedIN?
  • in reply to David Rees
    Hi David, I'm one of the internal assessors with the CIPD and very happy to help.
    Have you seen the candidate guidance pack on our website for form assessments? The pack contains a lot of useful advice about both the types of suggested examples as well as what we mean when we talk about impact.
    In essence, we are looking for evidence of the value your work has brought to the organisation. And that value could be demonstrated through hard and soft metrics. Crucially for Chartered Member applications, we are looking for evidence that that value has been sustained over the medium to long-term (ideally over a year). So, changes in employee engagement scores, attrition & retention, promotion, absence figures (depending on your example) etc. as well as qualitative feedback from line managers or employees, reputational impact, a new HR approach becoming the norm, internal awards etc.
    As a thought, we also offer upgrade assessments over video (instead of telehpone, from next week), and some candidates find being able to discuss their examples with a friendly assessor (!), a more helpful approach for them.
    Happy to keep the conversation going David.
    Thank you very much.
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