Accreditation

When we first embarked on the CMI journey in late 2005, we conducted a series of focus groups with practitioners and business users. The message came through loud and clear that accreditation was seen as a major benefit from a professional body. The main issue identified by business users in our more recent research is that they find it hard to know what to look for in a Change Manager as the variety of CVs they receive when recruiting is enormous. Feedback from experienced Change Managers indicates frustration with comments like "everyone thinks they are a Change Manager". Practitioners also feel that the profession is being discredited by a lack of definition and poor quality practitioners.

We researched over 30 similar organisations, in Australia and overseas, and consulted a range of practitioners, academics and business users during the development of our accreditation model.

The CMI accreditation model has two elements:

  1. Change Practitioner Competency Model
  2. Assessment Process
  3. Plans for the future
    • Change Practitioner Assessment Process
    • Master Practitioner and Company Accreditation - Plans for the future

Change Practitioner Competency Model

The CMI Accreditation stream worked with a group of practitioners, business users and academics to develop the Change Practitioner Competency Model.

An industry first Competency Model now available to you free of charge

This is the first competency model for change managers in Australia and as far as we can determine, anywhere. You are welcome to read it, save it, use it and share it.

Feel free to send your questions and feedback on the model to our inbox: cmiinfo@change-management-institute.com

Download Competency Model white paper in PDF format

How could I use the Competency Model?

It’s really easy. The model was designed with practical use in mind and is in plain English.

The content is intended to guide your thinking on the demonstration of specific behaviours i.e it is an assessment of what you ‘do’ rather than what you ‘know’.

This model is free and accessible to anyone with an interest in change management. All we ask is that you protect the integrity of the model and credit CMI as the copyright owner.

I am a change management practitioner – how could I use the model?

You can use it either on your own or with your manager or mentor. Assess your current competence against each of the skill topic areas and use the definitions and indicative behaviours to guide your thinking.

Then use your assessment outcomes to identify areas that you would like to develop. Create or update your professional development plan to address any gaps.

You will then be able to find development activities focused on these areas.

PS: If you’d like help with this, come along to a CMI workshop. You will have the opportunity to assess your current experience against the model and have access to industry experts and seasoned change managers who will guide you with your professional development planning.

I am a manager who needs to find a change manager – how could I use the model?

Use the model to help you look for specific change management experience when filtering CVs. Develop interview questions or assessment centres focusing on the areas of the model that are most important for the role that you are recruiting.

I am a recruitment consultant – how could I use the model?

Use the terminology in the model to ensure your key word search is targeting the experience required for a change management role. Develop interview questions or assessment centres focusing on the areas of the model that are most important for the role that you are recruiting

I manage a couple of change managers – how could I use the model?

Assess your change managers’ performance against the model and ask them to perform a self assessment. Use the results to support performance appraisals and development conversations.

When will the competency model be updated?

The profession of change management has developed considerably over the last few years and we expect this to continue. This increasing in maturity will lead to changing needs and priorities which we will capture in the model.

We will review the model again in 2010.

Plans for the future

Change Practitioner Assessment Process

The Change Practitioner Assessment Process is not currently available. Our research told us that this had to be a rigorous process against a high standard. We will launch the accreditation when we have access to sustainable funding to launch and maintain the accreditation process. CMI is currently seeking funding from industry partners to support its activities. We are also working on some alternative methods of delivery and hope to bring you more news soon.

The proposed accreditation process is in two parts:

Part 1 – The practitioner will be asked to provide written evidence of their demonstration of the competencies. A range of evidence will be submitted including a CV, an outline of a variety of change roles, references and a case study.

Part 2 – The practitioner will attend a face to face assessment. This will involve one or more interviews and the presentation of a case study.

Plans for the future

Practitioners have told us that they would like to a Master Practitioner accreditation to recognise people who have made a significant contribution to the change management profession. We have also spoken to business users about a company accreditation to be awarded to companies with a successful track record in implementing change. We intend to develop these following successful implementation and embedding of the Change Practitioner Accreditation.