Certification Information

Section II - Required Professional Capabilities (RPCs®) by exam

  • FUNCTIONAL DIMENSIONTable of contents
    Grouping Within Functional Dimension
    RPC® Required Professional Capability description RPC® Required Professional Capability description
    25% of NKE

    PROFESSIONAL PRACTICE (22.4)

    20% of NPPA
    Academic Knowledge for the
    National Knowledge Exam®    		 Experiential Knowledge for
    the National Professional
    Practice Exam®
    Strategic contribution to organizational success
    RPC:3 Contributes to development of an environment that fosters effective working relationships RPC:1 Contributes to the development of the organization’s vision, goals, and strategies with a focus on human capabilities.
    RPC:5 Keeps current with emerging HR trends. RPC:2 Translates the organization’s business plan into issues, priorities, and human resources strategies and objectives.
        RPC:4 Guides and advises the organization in the development and application of ethical practices.
    Planning and Implementing HR Strategies
    RPC:8 Provides the information necessary for organization to effectively manage its people practices. RPC:6 Develops and implements a human resources plan that supports the organization’s strategic objectives.
        RPC:7 Audits existing HR programs to ensure they are aligned with business objectives.
    Measuring Strategic Organizational Results
        RPC:9 Evaluates the effectiveness of HR strategies, applying various measurement and assessment programs.
    Business Acumen
    RPC:11 Gathers, analyzes, and reports relevant business and industry information (including global trends) to influence the development of strategic business HR plans. RPC:10 Applies business fundamentals of production, operations management, accounting & finance, information technology, marketing, and strategic planning to people management issues.
    RPC:14 Uses communication strategies to advance organizational objectives. RPC:12 Develops business cases for HR initiatives and strategies.
        RPC:13 Sets clear goals, objectives, evaluation standards, and measures for HR programs and strategies.
    Human Resource Information Management
    RPC:16 Provides the organization with timely and accurate HR information. RPC:15 Ensures the HR information management function is fully capable of supporting the organization’s strategic and operational needs.
    RPC:17 Ensures compliance with legislated and contractual requirements for information management (e.g., records of hours worked, records of exposure to hazardous substances).    
    RPC:18 Contributes to development of specifications for the acquisition and/or development of HR information management systems and for their implementation.    
    RPC:19 Evaluates alternatives for meeting current and future information management needs.    
    RPC:20 Contributes to the development of information management systems.    
    RPC:21 Ensures the availability of information needed to support the management decision making processes.    
    RPC:22 Ensures HR administrative requirements conform to organizational policies as well as best practices, balancing confidentiality and operational requirements.    
    Manages Outside HR Contractors and Other Specialists
        RPC:23 Develops budgets, monitors expenditures and performance of outside HR contractors and other specialists.
        RPC:24 Develops requests for proposals (RFP) and reviews submissions by third parties.
    Project Management
    RPC:25 Applies principles of project management to HR activities. RPC:26 Assembles and leads teams to achieve established goals.
    RPC:27 Monitors expenditures and timelines.    
    RPC:28 Evaluates progress on deliverables.    
    Legal/Legislative Framework- General Employment Relationship
    RPC:29 Identifies and masters legislation and jurisprudence relevant to HR functions.    
    RPC:30 Advises on the status of dependent and independent contractors and determinants of employee status.    
    Human Rights
    RPC:31 Ensures the organization’s HR policies and practices align with human rights legislation. RPC:32 Leads an appropriate organizational response to formal or informal complaints or appeals related to alleged human rights, workplace or employment violations.
    Managing Client Relationships
    RPC:33 Develops and maintains the trust and support of collaborators including the immediate supervisor, subordinates and internal clients. RPC:34 Develops and administers a departmental or project budget.
    Professionalism
    RPC:35 Understands and adheres to the Canadian Council of Human Resources Association’s code of ethics and applicable provincial/territorial HR association’s codes.    
    RPC:36 Stays current with professional knowledge.    
    RPC:37 Fosters and promotes advancement of the profession.    
    Governance
    RPC:41 Assesses requests for HR information in light of corporate policy, freedom of information legislation, evidentiary privileges and contractual or other releases. RPC:38 Provides leadership and ensures compliance with legislative requirements concerning conflict of interest and other technical issues.
        RPC:39 Provides advice to governing bodies on design and implementation of HR related issues.
        RPC:40 Develops policy and governance requirements to safeguard the confidentiality of HR information ensuring compliance to applicable legislation and regulations.
         

    >> Top
    8.3% of NKE ORGANIZATIONAL
    EFFECTIVENESS (11.8)    		 15.6% of NPPA
    Academic Knowledge for the
    National Knowledge Exam®    		 Experiential Knowledge for
    the National Professional
    Practice Exam®
    Organizational Design and Development
    RPC:45 Monitors and reports on the progress of major change initiatives. RPC:42 Guides and facilitates change in organizational culture and/or values consistent with business strategies.
    RPC:48 Contributes to improvements in the organization’s structures and work processes. RPC:43 Serves as a change agent to support OD interventions.
        RPC:44 Develops and implements necessary OD intervention models.
        RPC:46 Assesses the contribution of OD initiatives to the performance of the unit or organization.
        RPC:47 Develops an organization or unit design to align with business objectives and environmental factors.
        RPC:49 Formulates organization development strategies in accordance with legislated and/or voluntary diversity and equity goals.
        RPC:50 Plans for and manages the HR aspects of organizational change.
    Employee Involvement Strategies
    RPC:51 Promotes a productive culture in the organization that values diversity, trust and respect for individuals and their contributions. RPC:52 Provides performance feedback, coaching, and career development to teams and individuals to maximize their probability of success.
    RPC:53 Develops processes to engage and involve employees in achieving the objectives of the organization. RPC:54 Ensures performance feedback is an integral part of the organization’s business process.
    RPC:55 Gathers and analyzes information on organizational context (climate, culture) in order to highlight key issues. RPC:57 Develops and implements communications plan that supports strategies for employee involvement.
    RPC:56 Develops and implements programs for employee involvement. RPC:58 Develops internal and external network to facilitate the implementation of OD initiatives.
    Performance Management
    RPC:61 Provides development information, support activities and procedures for learners, supervisors, and managers to assist in achieving performance improvement. RPC:59 Identifies, evaluates, and implements measurement systems for current and future job/team performance.
    RPC:62 Assists and coaches supervisors to help employees achieve required performance levels. RPC:60 Ensures performance feedback is an integral part of the organization’s HR information system.
        RPC:63 Measures the effectiveness of the performance feedback systems.
         

    >> Top
    18.8% of NKE STAFFING (16) 13.3% of NPPA
    Academic Knowledge for the
    National Knowledge Exam®    		 Experiential Knowledge for
    the National Professional
    Practice Exam®
    Human Resource Planning
    RPC:64 Researches, analyzes, and reports on potential people issues affecting the organization. RPC:65 Forecasts HR supply and demand conditions.
    RPC:66 Identifies the data required to support HR planning. RPC:67 Develops people plans that support the organization’s strategic directions.
    RPC:69 Maintains an inventory of people talent for the use of the organization. RPC:68 Assesses the effectiveness of people and talent management plans.
        RPC:70 Develops systems and processes that link the career plans and skill sets of employees with the requirements of the organization.
    Recruitment and Selection
    RPC:72 Identifies the organization’s staffing needs. RPC:71 Oversees the organization’s recruitment and staffing policies and procedures (recruitment, selection, and orientation).
    RPC:73 Identifies the potential source of internal and external qualified candidates.    
    RPC:74 Evaluates the relevance of alternatives to recruitment (developing, outsourcing, contingent workers, agencies, etc.).    
    RPC:75 Develops implements and monitors processes for attracting qualified candidates.    
    RPC:76 Evaluates effectiveness of recruitment process.    
    RPC:77 Analyzes position and competency requirements to establish selection criteria.    
    RPC:78 Establishes screening and assessment procedures.    
    RPC:79 Determines the appropriate selection tools and develops new tools as required.    
    RPC:80 Administers a variety of selection tools, including tests, interviews, reference checks, etc.    
    RPC:81 Evaluates the effectiveness of selection processes, tools and outcomes.    
    RPC:82 Establishes appointment procedures for candidates selected through the recruitment process, ensuring that conditions of employment are documented and consistent with established policies.    
    RPC:83 Supports managers in the selection of candidates.    
    RPC:84 Supports managers in the negotiation of terms and conditions of employment.    
    RPC:85 Develops orientation policies and procedures for new employees.    
    Deployment
    RPC:87 Implements deployment procedures ensuring necessary compensation and benefit changes, and education plans are addressed. RPC:86 Develops deployment procedures (e.g., transfers, secondments and reassignments).
    Terminating and Outplacing Staff
    RPC:93 Participates in the termination process by preparing termination notices, conducting exit interviews, and arranging outplacement services. RPC:88 Develops and implements procedures for employee departures.
        RPC:89 Advises clients on matters of sub-standard performance and discipline.
        RPC:90 Advises on alternatives to terminations.
        RPC:91 Develops procedures for the defensible termination of employees.
        RPC:92 Develops appropriate security strategies to protect corporate assets while preserving the dignity of the terminated employee.
         

    >> Top
    10.4% of NKE EMPLOYEE AND LABOUR
    RELATIONS (13.4)    		 16.7% of NPPA
    Academic Knowledge for the
    National Knowledge Exam®    		 Experiential Knowledge for
    the National Professional
    Practice Exam®
    Employee Relations Practices
    RPC:96 Provides support and expertise to managers and supervisors with respect to managing people. RPC:94 Creates an organizational climate conducive to constructive employee & labour relations.
    RPC:97 Provides advice and counseling for employees. RPC:95 Creates and facilitates joint employer/employee committees.
    RPC:99 Provides advice on issues relating to labour and employee relations including hiring, discipline, and termination. RPC:98 Defines, establishes appropriate terms, conditions and employment programs to meet organizational goals.
    RPC:100 Researches, develops, and implements HR policies.    
    RPC:101 Provides advice on the application of HR policies, procedures and practices.    
    Conflict Resolution
    RPC:102 Analyzes and provides advice on employment rights and responsibilities. RPC:104 Develops policies and procedures for ensuring a respectful and inclusive workplace.
    RPC:103 Effectively handles disagreements and conflicts. RPC:106 Takes appropriate actions at the organizational level in response to known or suspected complaints and conflicts.
    RPC:105 Recommends and/or initiates actions in response to known or suspected incidents of misconduct. RPC:107 Ensures appropriate dispute resolution mechanisms are in place.
        RPC:108 Identifies strategies for the application of appropriate corrective action.
    Labour Relations & Collective Bargaining
    RPC:112 Collects and presents information required for decision-making in the bargaining process. RPC:109 Provides advice on the establishment, continuation and termination of bargaining rights.
    RPC:115 Provides advice on the interpretation of the collective agreement. RPC:110 Prepares the organization for collective bargaining.
        RPC:111 Formulates bargaining strategies consistent with the short and long-term needs of the organization.
        RPC:113 Coaches the bargaining team through all phases of the collective bargaining process.
        RPC:114 Provides advice on interest arbitration.
        RPC:116 Provides consultation and risk assessment in arbitration.
        RPC:117 Anticipates and prepares the organization for work disruptions and return to work.
        RPC:118 Guides the organization in response to legal and illegal job actions.
         

    >> Top
    10.4% of NKE TOTAL COMPENSATION (13.4) 16.7% of NPPA
    Academic Knowledge for the
    National Knowledge Exam®    		 Experiential Knowledge for
    the National Professional
    Practice Exam®
    Total Compensation Strategy
    RPC:121 Monitors the competitiveness of the total compensation strategy on an ongoing basis. RPC:119 Identifies and develops the philosophy, strategy and policy with respect to the total compensation package consistent with the organization’s goals.
        RPC:120 Evaluates the total compensation strategy to ensure it is consistent with the objectives of attracting, motivating and retaining the qualified people.
    Compensation Programs
    RPC:125 Monitors the competitiveness of the compensation program relative to comparable organizations. RPC:122 Recommends the appropriate mix of base and variable compensation.
        RPC:123 Establishes compensation policies and procedures in compliance with the legal framework and company objectives.
        RPC:124 Develops and implements effective job evaluation procedures.
        RPC:126 Recommends job price and pay ranges based on relevant internal and external factors.
    Benefits
    RPC:128 Provides for delivery of payroll services in compliance with applicable legislation, company policy and advises the organization on related matters. RPC:127 Recommends benefit plans most suited to organizational needs.
    RPC:129 Ensures compliance with legally required programs. RPC:131 Develops specifications for the acquisition and day-to-day management of employee benefit programs.
    RPC:130 Performs an analysis of organizational and employee needs related to benefit plans. RPC:132 Ensures the effectiveness and efficiency of benefit programs.
    RPC:134 Integrates the basic benefit programs with disability management. RPC:133 Manages the transition to new benefit plans.
    Pensions
    RPC:139 Provides information and counseling to pension plan participants. RPC:135 Develops specifications for the acquisition or redesign of pension plans, and their administration.
    RPC:140 Administers the reporting, funding and fiduciary aspects of the pension plan(s). RPC:136 Reviews pension proposals submitted by third parties and evaluates the information received.
        RPC:137 Recommends pension plans most suited to organizational needs.
        RPC:138 Manages the transition to a new or revised pension plan.
    Payroll Administration
    RPC:142 Ensures accurate and timely delivery of pay. RPC:141 Establishes payroll guidelines based on relevant legislation, tax laws, company policy, and contractual pay requirements.
    RPC:143 Ensures pay records are accurate and complete.    
         

    >> Top
    18.8% of NKE ORGANIZATIONAL LEARNING,
    TRAINING & DEVELOPMENT (13.9)    		 8.9% of NPPA
    Academic Knowledge for the
    National Knowledge Exam®    		 Experiential Knowledge for
    the National Professional
    Practice Exam®
    Organizational Performance
    RPC:147 Monitors and reports on the impact of development activities on organizational performance. RPC:144 Aligns OLDT with business objectives and needs.
        RPC:145 Determines the most effective learning and development initiatives required for organizational success.
        RPC:146 Develops and implements training and development initiatives to address current capabilities and future training needs.
    Development Programs
    RPC:149 Assesses and recommends internal and external suppliers of development programs. RPC:148 Designs career development programs that align with business needs.
    RPC:150 Applies general principles of adult learning to ensure appropriate development methods and techniques. RPC:152 Develops and implements measurement tools and processes to evaluate program effectiveness.
    RPC:151 Uses a variety of methods to deliver development programs.    
    Career Management
    RPC:153 Helps supervisors/managers to identify career options for employees that align with business needs.    
    RPC:154 Provides assessment tools for career development.    
    RPC:155 Ensures performance management information is an integral component of employee development.    
    RPC:156 Assists employees in identifying career paths, establishing learning plans and activities required for achieving personal and organizational success.    
    RPC:157 Facilitates the implementation of developmental work assignments.    
    RPC:158 Monitors, documents and reports on career development activities.    
    Training
    RPC:159 Ensures compliance with legislated training obligations. RPC:162 Establishes training priorities based on needs analysis.
    RPC:160 Conducts training needs assessments. RPC:164 Develops training budgets and monitors expenditures.
    RPC:161 Recommends the most appropriate way to meet identified learning needs. RPC:166 Develops and reviews requests for proposals (RFP) and reviews submissions by third parties.
    RPC:163 Facilitates post training support activities to ensure transfer of learning to the workplace.    
    RPC:165 Identifies and accesses external sources of training funding available to employees.    
    RPC:167 Recommends the selection of external training providers.    
    RPC:168 Participates in course design and selection and delivery of learning materials.    
    RPC:169 Ensures arrangements are made for training schedules, facilities, trainers, participants, and equipment and course materials.    
         

    >> Top
    8.3% of NKE OCCUPATIONAL HEALTH,
    SAFETY & WELLNESS (9.1)    		 10% of NPPA
    Academic Knowledge for the
    National Knowledge Exam®    		 Experiential Knowledge for
    the National Professional
    Practice Exam®
    RPC:171 Ensures compliance with legislated reporting requirements. RPC:170 Develops, implements, and ensures the application of policies, regulations, and standards relating to occupational health and safety.
    RPC:173 Ensures that policies for required medical testing fall within the limits of statute & contract. RPC:172 Ensures due diligence and liability requirements are met.
    RPC:175 Ensures adequate accommodation, modified work and graduated return to work programs are in place. RPC:174 Develops and implements policies on the workplace environment.
    RPC:176 Ensures that modifications to the work environment are consistent with worker limitations.    
    Employee Wellness and Assistance
    RPC:178 Provides information to employees and managers on available programs. RPC:177 Develops or provides for wellness and employee assistance programs to support organizational effectiveness.
        RPC:179 Ensures that mechanisms are in place for responding to crises in the workplace, including critical incident stress management.
    Safety
    RPC:180 Establishes a joint Health & Safety Committee as required by law. RPC:182 Responds to serious injury or fatality in the workplace.
    RPC:181 Responds to any refusals to perform work believed to be unsafe. RPC:183 Analyzes risks to employee health & safety and develops preventive programs.
        RPC:184 Establishes an investigation process for incidents and accidents in the workplace.
        RPC:185 Ensures that security programs and policies minimize risks while considering the obligation of the employer and the rights of employees, union, and third parties.
    Worker’s Compensation
    RPC:187 Prepares Organizational Health & Safety files for investigation and/or for litigation. RPC:186 Establishes and implements strategies to minimize workers’ compensation costs.
         

    >> Top