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Certified Organization Development Professional CODP
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  1. Certified Organization Development ProfessionalCODP “Putting the pieces together – as a community”

  2. What is Certification? • Certification recognizes the experience, knowledge and skill of an individual as measured against a standard of practice or competencies of a profession. Owned and operated by CODI, it would assess that an individual actually demonstrates and meets the standard for the OD profession.

  3. CODP Designation • Completion of CODI’s certification process confers the right to use the title “Certified Organization Development Professional “and the right to use the initials “CODP” after your name. • Certification is a "warrant of competence" or "warrant of expertise"

  4. What the CODP Designation Demonstrates: The CODP will be a mark of quality. It demonstrates to the public that the OD professional has: • Met educational and training requirements • Passed a knowledge specific examination • Obtained experience in the field of organization development • Obtained professional peer references • Accountability to a code of ethics • Commitment to continuing education

  5. Benefits of Certification to the Individual • Enhances professional reputation, credibility and trust • Increases career advancement opportunities • Provides a sense of pride and personal accomplishment • Validates a level of professional achievement and standard of practice • Recognizes a standard level of knowledge and skill • Increases job mobility

  6. Benefits of Certification to the Profession • Creates a standard of practice • Develops and supports a professional code of conduct • Creates a common understanding and language • Increases confidence in the service provision of the profession • Recognizes knowledge, skill and practice

  7. Benefits of Certification to the Employer/Client • Increases competence level of employees • Improves employee satisfaction and engagement • Provides professional development opportunities for employees • Provides standards for use in hiring, performance management and evaluation practices

  8. Research On Other Professional Designations We have done research both nationally and internationally on the following related professions: • Coaching • Training and Development • Human Resources • Change Management • Organization Development • Strategic Planning

  9. Certification Requirements CODI’s certification process has 4 components: • Examination component or knowledge component • Experience component • Education component or degree component • Acknowledgment of ethical guidelines for OD professionals

  10. 2 Paths to Certification • Knowledge and Skill Path • Portfolio Based Assessment Path

  11. Knowledge and Skill Path • 3-4 years experience full time or equivalent * • Degree in related field • Knowledge exam with score of 70% or more • 3 references who can validate skills *4 years full time experience or 3 years full time with MCOD

  12. Portfolio Route – Senior Practitioner10 years full time OD experience Evidence based point system which addresses the following competency areas: • Knowledge (degrees, certificates, teaching experience, continuing education) • 10 years of full time OD experience (validated through portfolio according to Knowledge ) • Skills (demonstration of OD interventions; published author, research, public speaking; leadership in OD network; • 3 client references to validate OD experience • Documentation to validate portfolio

  13. Knowledge Path Vs Portfolio Path

  14. Education Component • For both knowledge and portfolio based paths there should be a degree in a related field (e.g. social sciences; adult education; human resources; Organization Development) • For knowledge and skill path, MCOD will reduce the experience requirement from 4 to 3 years full time experience (other programs may be considered – eg. Certificate in OD from Queen’s University)

  15. Knowledge and Practice Dimension Categories PART ONE: Foundations of OD & Systems Change • 1.1 Basic History of OD and Systems Change • 1.2 Theories and Models of Organization Development and Systems Change PART TWO: Initial Stages of OD & Systems Change • 2.1 Business of OD and Systems Change • 2.2 Organization/System Assessment and Feedback

  16. Knowledge and Practice Dimension Categories • PART THREE: Organization and Systems Change Interventions • 3.1 Strategic Change • 3.2 Change and Leadership • 3.3 Human Process Interventions • 3.3.1 Interpersonal and Group Dynamics • 3.3.2 Team Effectiveness Interventions • 3.3.3 Working with Conflict, Power and Resistance • 3.4 Techno-structural Interventions • 3.4.1. Organization Design and Restructuring

  17. Knowledge and Practice Dimension Categories • PART FOUR: Emerging & Specialized Applications of OD • PART FIVE: Use of Self • PART SIX: Evaluating and Marketing OD and Systems Change

  18. Examination Requirements for those on Knowledge & Skill Path: • Rigorously tests OD knowledge across key knowledge areas (based on knowledge and practice dimensions document) • 150 multiple choice for efficient management and assessment • Readily available study materials to assist learners in preparation for exam (OD textbook and other documents) • Exam prep study package and or study groups • Available in multiple test locations (major centres across Canada) with proctors • Future webinar option availability for remote locations • 70% pass rate

  19. Examination - – Participant Materials

  20. Experience Component

  21. Code of Ethics 4 key areas: • Responsibility to client and client system • Responsibility for professional development & competence • Responsibility to profession • Social responsibility All professionals will be asked to sign off on them and to uphold them while practicing.

  22. Recertification Process • Final phase of implementation for CODP designation • Certification every 3 years • Development of certification logs/journals • Development of certification criteria (e.g. continuing education units/points for experience) • Development of potential continuing education partners and pre-approved courses

  23. Next Steps • Pilot of Senior Practitioner (Portfolio process) done in October 2013. Next session: May/June 2014 • Exam committee working on developing questions/structure for 2014 • Steering committee formed and meeting regularly to address operational and strategic issues (including partnerships; marketing; educational alliances, etc.)