As the 2016-2017 year comes to a close, we have much to … · 2018-04-04 · As the 2016-2017 year comes to a close, we have much to celebrate! Over the past year, along with our

As the 2016-2017 year comes to a close, we have much to celebrate! Over the past year, along with our colleagues across Canada, we have rebranded our professional HR designation. The Chartered Professional in Human Resources (CPHR) designation came to life officially in October of 2016. Similarily, to support this important shift, our association was rebranded to that of CPHR Saskatchewan. On February 1, 2017, we launched the new brand, logo and operating name of the association; we are People Leading Business. It’s a powerful logo and tagline! A special meeting of the membership was then held on April 25, 2017 where a resolution was unanimously carried to formally change the association’s legal name to that of CPHR Saskatchewan. On behalf of the Board of Directors, I would like to thank the membership for their support and encouragement during this time of advancement and change! All of these measures were needed to elevate the profession and to help create clarity and awareness of our brand in Canada. To further support the new designation name and brand, as of April 2017 a national branding effort is underway in print, advertising, and online media. We have continued to make strides over the past year in building awareness of the CPHR designation and HR profession in Saskatchewan with key governmental stakeholders, post-secondary educational institutions, and business leaders; all in an effort to create awareness and support for our drive towards self-regulation. In 2013, CPHR Saskatchewan began its pursuit to become a self-regulated profession. CPHR Saskatchewan was notified in February of 2017 that a bill would not be introduced in the Spring 2017 sitting of the Legislature. Therefore, our goal remains securing a bill to be introduced to the Legislative Assembly of Saskatchewan as early as possible. We will continue to proceed with this important work, collaborating with our membership and with key stakeholders in business and in government to achieve self-regulation. Self-regulation protects the public interest by ensuring both the professional competence and ethical conduct of HR professionals. We will continue to proceed with the significant work of credentialing, offering high-quality professional development to members, and fine-tuning our internal regulatory infrastructure, so we are poised and ready when self-regulation arrives. I would like to thank Nicole Norton Scott, our Executive Director, and her staff for their work, commitment, and flexibility in providing excellent member service and strong operations. I would also like to thank my fellow Board of Directors for their passion and insights! And to our members – each of you is a proud contributor to the professionalism and credibility of the CPHR designation. Thank you for your efforts! In October of 2017, I will formally pass over the Presidency to Angèle Borys, a talented and passionate ambassador for the profession. She, along with her dedicated Board team, will undoubtedly continue to advance our profession and propel the CPHR Saskatchewan forward! I humbly thank you for the opportunity to serve. Sincerely, Lindy Pelletier, CPHR, CPHR Saskatchewan President

With another membership year past, I would like to take a moment to highlight a few of our accomplishments this past year.

One of the most exciting, was the name change to both the association and the designation. Having an association name reflective of the designation creates great unity and strong brand presence for members, organizations, and the public. Nationally, all CPHR Canada member associations have changed their association names to represent themselves consistently and the national marketing and branding campaign which occurred in the spring was very successful.

One of our strategic goals as an association is to protect the public interest. As such, it is of paramount importance that the public and employers recognize the CPHR brand and the inherent competence and professionalism associated with it. This fall, we will be launching a provincial marketing and branding campaign of the designation and association name. We will continue to move toward self-regulation and advancing the CPHR designation. This will include credentialing, a continued focus on learning and development and improving the Continuing Professional Development (CPD) requirements and process. Specifically, we will be implementing a new online tool for CPHRs to track their CPD hours.

The 2017-2018 Professional Development Learning Calendar was released in August and we were very excited to launch the Professional Development Passport; the opportunity to purchase CPHR SK learning events at a reduced rate. Over the next year we will be launching an online Learning Platform as we look to meet your needs for on demand learning outside of the formal ‘classroom’. Additional energy and attention will be dedicated to overcoming geographical challenges to provide professional learning and development opportunities to all HR professionals across Saskatchewan, within all membership categories, and in all stages of practice.

I would like to thank the great people that I am fortunate to work with; CPHR Saskatchewan staff, board of directors, and the numerous volunteers on our very active committees. These 5 committees; Validation of Experience Assessment, Continuing Professional Development, Complaints and Discipline, Professional Development, and Communications are each comprised of teams of 5-10 hard-working and dedicated volunteers. The work you do for the association and/or in your organizations continues to elevate the HR profession in the province of Saskatchewan. To all of you who have chosen this profession; you are People Leading Business.

Sincerely,

Nicole Norton Scott, CPHR Executive Director/Registrar

WHO WE ARE

On April 25, 2017, we officially changed our name from that of Saskatchewan Association of Human Resource Professionals to Chartered Professionals in Human Resources (CPHR) Saskatchewan. CPHR Saskatchewan works to foster public confidence in the HR profession by acting in the public interest and promoting professional excellence. CPHR Saskatchewan is the premiere professional association for human resource professionals and represents over 1,300 human resource practitioners from all industries and geographical areas of Saskatchewan. The association is the granting body of the Chartered Professional in Human Resources (CPHR) designation within the Province of Saskatchewan.

As a member of the Chartered Professionals in Human Resources of Canada (CPHR Canada), CPHR Saskatchewan is linked to over 21,000 CPHRs and 41,000 professionals collectively across Canada. CPHR Saskatchewan represents over 1,400 human resource practitioners from all industries and geographical areas of Saskatchewan.

Our Mission

CPHR Saskatchewan shapes the evolution of the Human Resource profession to serve the public interest and our members by:

Building awareness and credibility for the profession Creating collaborative partnerships with stakeholders Establishing standards for the profession Supporting professional learning and development

Our Vision

Maximizing human potential by shaping the Human Resource profession

Our Values

We lead by:

Being stewards for the practice of HR and advocating for the advancement of the HRprofession

Demonstrating professional integrity Engaging in collaborations and partnerships Serving the Public Interest Being accountable to all stakeholders

MEMBER SERVICES

CPHR Saskatchewan members at June 30, 2017:

Membership Category Professional 615CPHR Candidate 157 Associate 425General 52Students 66Total 1315

Membership Benefits

CPHR Saskatchewan provides value to over 1,300 members by connecting them to the resources that are integral to staying in the forefront of the human resources profession. Below are just some of the benefits of having a membership with CPHR Saskatchewan:

Reach a national level of achievement

Advance your career and earn more by obtaining the Chartered Professional in Human Resources (CPHR) designation.

Get the latest from the HR profession

We offer regular professional development events aligned with the CPHR Competency Framework and HR Knowledge Areas that are of relevance to our members.

Broaden your knowledge base

Take advantage of our research findings, HR Trends reports, white papers and more to bring evidence-based HR practices into your workplace.

Attend a great conference

Spend two days immersed in HR, surrounded by like-minded professionals and return to your organization with new information and ideas.

Open opportunities

Keep an eye on the job board to see who’s hiring and what they’re looking for.

Make Connections

Meet business and HR leaders from all industries and sectors across Saskatchewan.

Take the lead

Hone your leadership skills and elevate your career as you help others find success by participating in our Professional Mentorship Program as a mentor.

Learn from the best

Take your career to the next level and gain insight into the HR industry by participating in our Professional Mentorship Program as a protégé.

Remain current

Read our weekly newsletter and bi-annual magazine to stay current, involved and take advantage of unique opportunities for members.

Professional Development

The Professional Development Committee was created in 2015 to assist with planning the Association’s learning activities, including the luncheon series and the Annual Conference, to ensure alignment with the CPHR HR functional knowledge areas. In 2016/2017, a variety of learning and development opportunities and topics were offered to the CPHR Saskatchewan membership, including:

Transforming Organizations with Emotional Intelligence Networking for Success Thinking Outside the Box Accounting and Finance for Non-Financial Managers Mental Health and Wellness Employment Standards Medical Marijuana in the Workplace Re-inventing Performance Management Duty to Accommodate Managing Substance Abuse, Mental Illness and Stress in the Workplace

The Learning & Development Calendar was released in August and over the next year we will be launching an online Learning Platform that acknowledges and supports the desire of our members to engage in continuous, lifelong learning. This online learning resource will provide members with flexible, self-paced access to a current and diverse knowledge that will complement learning and development opportunities already offered by CPHR Saskatchewan.

Annual Conference

The 10th Annual Conference was held on October 4-5, 2016 in Regina, SK. and brought in over 300 delegates and 34 exhibitors participated in the event. The conference was a great success with high calibre keynote speakers.

The conference opened with King of Culture, Stan Slap as he enlightened us on how and why employee culture will buy any strategic or performance goal and how to avoid the Seven Deadly Sins of Strategic Implementation. On the second day, Brad Karsh gave the delegates an energetic and information filled session on mastering the Art of Executive Presence. Closing the conference, Amanda Lindhout took the audience on an emotional journey and left us with a fuller understanding of the freedom we can all experience if we learn to forgive and embrace compassion.

What our 2016 attendees had to say:

"It was a fantastic event with a lot of value."

"I really enjoyed and learned from the three keynote speakers."

"Bruna's session was top notch for content and delivery. Would love to see her again."

"I enjoy the conference as a chance to renew my energy and focus on areas of professional interest which can be difficult

in the busy day to day work place environment."

The conference would not be possible without the generous support of our sponsors and exhibitors.

Thank you to our Sponsors:

Platinum Sponsor: Farm Credit Canada

Gold Sponsor: Federated Co-operatives Ltd.

Bronze Sponsor: Potash Corporation

Supporter Sponsors: SaskTel

Morneau Shepell

HR Professional Awards

In 2016, CPHR Saskatchewan launched its inaugural HR Professional Awards Program in conjunction with the annual conference.

The 2016 Rising Star Award winner was Shannon Johnson, CPHR Candidate, HR Consultant with the Public Service Commission for her exceptional work on the Bell Let’s Talk Conversation Starter campaign.

Left to Right: Lindy Pelletier (CPHR SK President), Kelly Tunison (CPHR SK Board Member/Nominator), Shannon Johnson (Rising Star Award Winner), Angèle Borys (CPHR SK President Elect)

Marketing & Communications

One of the most exciting accomplishments this year was name change to both the association and the designation. Having an association name reflective of the designation creates great unity and strong brand presence for members, organizations, and the public. Nationally, all CPHR Canada member associations have changed their association names to represent themselves consistently and a national online branding campaign took place from April 17-May 14, 2017.

Key Message focused on how CPHRs are instrumental to Canadian business leaders

Highlights of the Campaign:

Total Campaign ImpressionsAnticipated = 15,000,000 Achieved = 15,645,158

The total number of impressions in Saskatchewan = 1,480,320

The CPHR Canada site had 19,256 visits during the campaign (2.5 times greater thanbaseline). 81.9% of the visitors were new (meaning they hadn’t been to the site in the past 30days).

In the fall, we will be launching a provincial marketing and branding campaign of the designation and association name to elevate and enhance the brand awareness as we continue to move toward self-regulation and advancing the HR profession and the CPHR designation.

CPHR Saskatchewan Professional Mentoring Program

CPHR Saskatchewan’s Professional Mentoring Program provides the framework for members to be matched according to specific self-identified needs and goals, with other members for the purpose of enhancing professional development in a meaningful and supportive way. These relationships enable the program participants and business leaders to exchange knowledge and experience relating to skills, culture and values. Whether you are a new to the field of HR or a senior practitioner, the program provides support for you to expand, refine and build new skills. This member-only program runs annually from October to May.

What our 2016 program participants had to say:

"Being a mentor to those that are just starting out their career is absolutely one of the most rewarding experiences of my career. Being able to share my experiences and help our younger generation pave a path for themselves and watching them grow is truly a fulfilling experience.

I do hope that sharing my stories has made it easier for the next person going on their journey in their HR career." Kimberley Bracken, CPHR Leadership Development Manager

“As a protégé I really enjoyed hearing the “life stories” of my mentor and the HR Professionals at the meet and greet in February 2017. I was very interested in how they climbed in their career and juggled parenthood. As well, it was very insightful to hear how they dealt with different workplace dilemmas.

I am the only HR Professional at my workplace and new in my career. It was very valuable for me to share ideas and challenges with my mentor. In most cases I knew the right answer, but my mentor provided me the courage to stand my ground. My mentor also provided with me with some great articles and tools to use in the workplace.” Michelle Latus Human Resources Manager

HR Trends Report

CPHR Saskatchewan has commissioned in collaboration with Abingdon Public Opinion Research Firm to help fill the labour information void for its members and to discover industry benchmarks that can help human resources professionals make better business recommendations and decisions.

The Saskatchewan HR Trends Reports is a tool for HR professionals and departments in Saskatchewan to make informed decisions with reliable information on what is occurring in Saskatchewan’s workplaces. Good labour market information can help human resources professionals make better decisions in giving human resources advice to their stakeholders.

Some highlights from this year’s report (June - December 2016) - are below:

Expected Change in Employment

• Since the last report, organizations in Saskatchewan are significantly more likely to expect anincrease in their headcount in the next six months. In late 2016, the 23% who expected growth werenearly balanced by the 22% who expected to lose employees. Now 29% expect growth and 20%expect to lose team members.• Termination without cause remains the most common expected reason to lose employees in thenext three months - and is essentially unchanged from last time.

Termination Causes

• In the last report, Termination without cause was essentially tied with resignation for a betteropportunity, as the common reason for employees to leave. Now 39% say that Termination withoutcause is the most common reason for leaving overall in most employee categories.• Interestingly, retirement increased slightly as a reason for leaving and is now the most commonreason among executives.• Nearly two-thirds (65%) of HR managers are confident they can fill vacancies with workers whohave equivalent experience and qualifications. Only 3% are very worried about finding qualifiedreplacements. The overall level of confidence has increased dramatically in the last 6 months.

Temporary Layoffs

• Temporary layoffs are becoming increasingly common in Saskatchewan. Nearly three in tenorganizations report engaging in the practice (up 6%).Employee Turnover• Employee turnover is expensive and getting more so. In Saskatchewan, the costs saw a significantincrease over the last year from just over $15,000 to above $19,000, an increase of $4,000.

HR Consultants

• About a quarter (26%) of organizations in Saskatchewan employ external HR consultants. This ismore common with large organizations (40%).• Among those who use external HR consultants the primary reason they were employed was to

access specialized and expert knowledge to contribute to a specific project (80%).

Pay Equity

• 18% of respondents believe their organization has a gender wage gap. This belief is highest withinmedium-sized organizations (26%).• The top 3 actions that respondents believe that can improve pay equity are primarily aboutcommunication. The most common recommended action - clearer communication on how bonuses,cost of living increases and raises are determined (54%) and clearer communication on how overallcompensation is determined (50%). This practice is much more common among large organizations(52%)

Scholarships and Student Activities

The future of the human resources profession in our province is bright because of our students. Both the University of Saskatchewan and Regina have HR clubs who are dedicated to facilitating the exchange of information between students, alumnus, academics, industry experts, professional associations, dedicated bodies and other business partners.

Each year, CPHR Saskatchewan works with the HR student clubs to provide learning, networking and information events for current and prospective HR students.

CPHR Saskatchewan offers scholarships to the following schools:

University of Regina - Paul J Hill School of Business $1,000

University of Saskatchewan - Edwards School of Business $1,000

Saskatchewan Polytechnic $1,000

Saskatchewan Indian Institute of Technologies (SIIT) $1,000

JDC West Competition

Paul J Hill JDC West Team $1,000

Edwards School JDC West Team $1,000

Every year, universities across western Canada send students of many disciplines to compete in JDC West. This year’s Human Resources team representing the Edwards School of Business (U of S) placed 2nd at the competition this year. Hill School of Business (U of R), won first place in overall School of the Year. Both schools have represented Saskatchewan extremely well in their professionalism and performance at the competition.

Scholarship Recipients

Zachary Yuzdepski - University of Saskatchewan - Edwards School of Business Kristyn Hollinger – University of Regina Cassandra Hensler – Saskatchewan Polytechnic

Self Regulation

A strategic planning session was held in early 2016 and obtaining an Act for self-regulation remains our top priority. Achieving self-regulation allows us to protect the public interest and ensure standards for the HR profession.

Public Interest reasons to self-regulate:

1) The public can’t protect itself

The public does not get to choose who their HR professional is and therefore a standard set of practices is very important. Also, with so many small and medium sized businesses in Saskatchewan human resources roles are often filled by consultants and these consultants also need a standard governance model to follow to fulfil their responsibilities.

2) Reduction of costly controls

Why should the human resource profession be regulated when employers and unions already have access to lawyers, the labour board, etc.? Our position is that although these roles are critical they are put in place to help employees right a wrong after it has already happened. Knowledgeable and influential human resource professionals will be able to deal with issues prior to going to a penalty stage, reduce employer and public litigation costs, and reduce government resources and costs incurred in enforcement.

3) Minimize harm

Effective qualified human resource professionals and strong HR reduces cases of harm caused by abusive employers and/or unions, control and mitigate dangerous working conditions, and are able to identify and eliminate unethical work practices and/or violations of the SK Employment Act.

4) Ensure knowledge gap is handled with care

HR professionals possess a large body of knowledge, 9 professional competencies and 5 enabling ones. They are required to interpret and apply a vast array of legislations, codes, regulations, policies and practices. The consequence of unprepared or overwhelmed HR professionals is inadequate advice that creates poor policy and unintended public harm.

CERTIFICATION

National Knowledge Exam (NKE) The NKE is the first step in the path to becoming a CPHR. The NKE is offered twice annually in November and June.

This past year there was a total of 63 writers and 46 successfully passed the NKE and are CPHR Candidates.

Congratulations to the following:

November 2016 Ballantyne, Laurie

Bensch, Leslie Chomyshen, Bailey Deppeler, Jennifer

Erza, Ian Gagne, Kelsey Gillatt, Kendra Hemani, Hanif Hunter, Tekla

Jakubowski, Jordan Larmour, Deidre

Lebell, Rory Lepage, Madeleine

Nicklin, Jessica Pearson, Hiedi Poitras, Marmie Roge, Vaishali

Stephanson, Deidre Walker, Janine Wiebe, Ashley

Xu, Shelley

June 2017 Axani, Beverley Bondy, Krista

Budnick, Colby Darby, Jenna Ehr, Dayle Eskra, Alex

Faiyaz, Mahwish Gagnon, Emily Geilhufe, Neo

Greyeyes, Shawna Hlady, Lauren Huber, Sarah Jakubowski,

Chelsea Kornelson, Kent McAmmond, Natalie Moeller, Whitney Peel,

Norman Raycroft, Beth Rempel, Mia

Robert, Carla Sigurdson, Bryttany

Tejumade, Wale Ubell, Joanne

Validation of Experience (VOE) Assessment

The VOE Assessment is the final step in earning the CPHR designation that requires CPHR Candidates to demonstrate three or more year of professional experience in human resources within the last ten years. The VOE Assessment is established in compliance with the national guidelines of the Chartered Professionals in Human Resources (CPHR) Canada. There are 4 intake deadlines throughout the year for VOE applications, and assessments are completed by the VOE committee.

As of June 30, 2017 CPHR Saskatchewan received 32 VOE Applications and 23 CPHR Candidates were granted the CPHR designation. The designation is a commitment to professional standard of excellence in the HR profession, congratulations for a job well done!

Barker, Ruth Betker, Ashley Cherkewich, Allison Daniels, Len Dahlman, Sonja Dowling, Andrea Francis, Sarah Jakubowski, Jordan Kukreja, Sonam Maindonald, Stephen Malach, Kirk McClelland, Ory Miller, Kristin Moore, Jenna Odoh, Chidi Orban, Kelley Ring, Laurienne Shelenko, Krista Siman, Charles Spagrud, Nicole Stephanson, Deidre Stenerson, Matthew Styles, Kathryn Topuschak, Ashley Tracksell, Brandi Vogt, Aubrey Yeager, Amy

Continuing Professional Development (CPD)

CPHRs are required to demonstrate their ongoing competence through compliance with the CPD requirements. This requirement ensures that CPHRs stay current with the competencies as set out within the CPHR Body of Knowledge™. To assist our members in meeting this professional obligation, CPHR Saskatchewan offers numerous professional development opportunities throughout the year; monthly events, workshops, annual conference, webinars and volunteering opportunities.

A total of 175 CPD Logs were submitted this year.

CPHR Canada is required to perform annual audits on 3% of Continuing Professional Development applications. Continuing Professional Development logs are randomly selected for audit annually. Audits are conducted to ensure the integrity and standard of professionalism reflected in the granting of the CPHR designation.

CPHR Saskatchewan Accreditation Program

The CPHR Saskatchewan Accreditation Program supports continued Professional Development needs of our growing population of CPHRs, by recognizing quality HR focused professional development programs.

This year we had a record number of partners apply to join the program and we accredited over 300 Continuing Professional Development hours and included the following partners:

Coaching Insights Destination Leadership EXPEDITION Coaching Contact Conference 2017 MLT Aikins LLP Edwards Executive Education Cannabis at Work Express Employment Professionals The Centre for Management Development Morneau Shepell Labour Law Online Achieve Centre for Leadership and Workplace Performance Bridges Health

LOOKING AHEAD

The CPHR Saskatchewan Board of Directors continue to hold strategic planning sessions in order to determine the goals and objectives for the year. Over the next year the Board has identified the following key areas of focus:

Key Area of Focus: Achieving Self-Regulation

Goal: Implement Acquisition Strategy

Key Area of Focus: Strategy for Professional Development

Goal: Expand PD offerings that are aligned with HR competencies

Key Area of Focus: Relationship with CPHR Canada

Goal: Alignment and mutually beneficial participation in the national federation model

Key Area of Focus: Education Requirements

Goal: Align Education Requirements and PSI Curriculum

Key Area of Focus: Governance Capacity

Goal: Ensure proper governance of CPHR Saskatchewan

Key Area of Focus: Marketing & Communications

Goal: Rebrand the professional designation

Goal: Communicate our value and transition our image around PD offerings

OUR PEOPLE

CPHR Saskatchewan Board of Directors

PRESIDENT Lindy Pelletier*, M.A., B. Comm., CPHR Affinity Credit Union

PRESIDENT ELECT Angèle Borys*, CPA, CA, CPHR SK Provincial Auditor

DIRECTOR Gary Mearns*, B. Comm., MBA, CPHR, SHRP GMA Consulting

DIRECTOR Glenda Ball, BASc., SPHRi, CPHR LeadUp Coaching Services

DIRECTOR Erin Kindrachuk, B. Comm., CPHR K + S Potash Canada

DIRECTOR Robert Haynes, B. Admin., J.D. SaskEnergy

DIRECTOR Wade Epp, B. Comm., CPHR University of Saskatchewan

DIRECTOR Glenda Francis, B. Admin., CPHR Government of Saskatchewan

DIRECTOR Lee Knafelc, B.Ed., CPHR PotashCorp

DIRECTOR Renee LaPlante, B. Comm., CPHR Saskatoon Public Schools

DIRECTOR Shannon Whyley, B. Comm., LL. B. MLT Aikins Ltd.

DIRECTOR Kelly Tunison, B. Admin., CPHR Orange Tree Living

DIRECTOR Shauna Flaman, B. Admin., CPHR Farm Credit Canada

DIRECTOR Jill Salamon*, MBA, CPA, CA, CPHR University of Saskatchewan

*Executive Committee Members

Board Meeting Attendance of Directors

The table provides a summary of the Board Directors meeting attendance. In 2016-2017 CPHR Saskatchewan Board of Directors had 6 meetings.

Lindy Pelletier, President 5/6 Angèle Borys, President-Elect 6/6 Gary Mearns, Officer 4/6 Jill Salamon, Treasurer 6/6 Robert Haynes, Director 4/6 Lee Knafelc, Director 6/6 Shannon Whyley, Director 6/6 Renee LaPlante, Director 6/6 Glenda Francis, Director 4/6 Shauna Flaman, Director 5/6 Kelly Tunison, Director 4/6 Glenda Ball, Director 5/6 Wade Epp, Director 5/6 Erin Kindrachuk, Director* 3/6 *commenced a Leave of Absence in May 2017

CPHR Saskatchewan Staff Nicole Norton Scott, BBA, CPHR – Executive Director & Registrar [email protected]

Kit Mazurak, BBA – Marketing & Communications Manager [email protected]

Renee Boehm, B. Comm. – Accounting Coordinator [email protected] Britany Hamilton, BBA – Administrative Coordinator (Term) [email protected]

Lauren Toppings, BBA – Learning & Development Coordinator (On Leave) [email protected]

Charmaine Wintermute, B. Comm., MA, CPHR – Learning & Development/Member Relations Coordinator (Contract) [email protected] CPHR Saskatchewan Volunteer Committees

Validation of Experience Assessment (VOE) Continuing Professional Development (CPD) Complaints & Discipline Professional Development Communications Mentorship

The volunteer members of these committees help to ensure the delivery of valuable and quality services to our members. Thank you for your time and commitment to the HR profession and Association.

CPHR SASKATCHEWAN CODE OF PROFESSIONAL CONDUCT

Preamble

CPHR Saskatchewan (“the Association”) is a dual- object entity; responsible for building awareness, credibility and promotion of the profession as well as regulation of its members in their professional practice. As such, it is important that the Association provide guidance to its members on acceptable professional conduct and behaviors that do not meet the Association’s standards.

The purpose of this Code of Professional Conduct (“the Code”) is to identify those professional obligations that serve to protect the public in general, the client/employing organization, and its’ employees and the overall reputation of our profession.

All CPHR Saskatchewan members must abide by the entirety of this Code as a condition of their CPHR Saskatchewan membership.

If at any time there is doubt regarding the principles of the code, members should seek advice from the President or Executive Director of the Association to ensure that they avoid any actual or apparent conflicts.

Our Principles

1. Public Interest Members shall conduct themselves at all times in manners that shall portray a positive image of the profession and its ability to serve the public interest. Members shall familiarize themselves with the provisions of the Association’s Complaints and Discipline process and govern themselves accordingly. 2. Competence Members must maintain competence in carrying out all professional responsibilities and provide services in an honest, capable and diligent manner, ensuring that their services fall within the limits of their knowledge, experience and skill. Members must exemplify integrity, equity and diligence in their practice of the profession. 3. Legal Compliance Members must adhere to any and all statutory Acts, Regulations or By-Laws relating to the field of human resource management, as well as all civil and criminal laws, statutes and regulations applicable in the jurisdiction of Saskatchewan or Canada.

Members must not engage in, counsel, aid and abet or condone any activity that would, or could reasonably be construed to circumvent the clear intention of any of the foregoing laws, statutes and regulations. Members must not knowingly lend themselves, their names or their services to any unlawful act of their client or employer as the case may be. 4. Confidentiality Members must hold in strict confidence all confidential information acquired in the course of the performance of their services and not divulge such information unless required by law to do so,

unless serious harm would be likely to occur without disclosure, or where otherwise authorized or required to disclose it.

Members must refrain from obtaining personal advantage, benefit or privilege gained from being a member or holding a position of trust within the Association. 5. Balancing Interests Members must support, promote and apply the principles of human rights, equity, dignity and respect in the provision of their services. Members must also seek to balance organizational and employee/client interests and needs in their professional practice. 6. Conflict of Interest Members must either avoid or disclose a potential conflict of interest that might influence or could be perceived to influence their actions or professional judgment. 7. Professional Growth and Development

Members shall maintain growth in the profession by engaging in activities that enhance the credibility and value of the profession. Without limiting the generality of the foregoing, members will engage in continuing professional development (CPD) activities whether sponsored by the Association or otherwise that seek to expand their competence and enhance their skill set. 8. Compliance With the Authority of the Association Members shall promote and uphold the profession of Human Resource Management, support the goals and objectives of the Association, abide by all by-laws and published policies of the Association, and support other members in doing the same.

When requested by the Association, members shall promptly provide a response to any matter addressed to them by the Registrar, Executive Director or Secretary of the Complaints and Discipline Committee as the case may be. Members are subject to the disciplinary authority of the Association regardless of where their conduct occurs.

CHARTERED PROFESSIONALS IN HUMAN RESOURCES OFSASKATCHEWAN CORPORATION

(Operating as CPHR Saskatchewan)

Financial Statements

Year Ended June 30, 2017

MANAGEMENT'S RESPONSIBILITY FOR FINANCIAL REPORTING

The financial statements of Chartered Professionals in Human Resources of Saskatchewan Corporation,(Operating as CPHR Saskatchewan), have been prepared in accordance with Canadian accountingstandards for not-for-profit organizations. When alternative accounting methods exist, management haschosen those it deems most appropriate in the circumstances. These statements include certain amountsbased on management's estimates and judgments. Management has determined such amounts basedon a reasonable basis in order to ensure that the financial statements are presented fairly in all materialrespects.

The integrity and reliability of Chartered Professionals in Human Resources of Saskatchewan Corporation,(Operating as CPHR Saskatchewan), 's reporting systems are achieved through the use of formal policiesand procedures, the careful selection of employees and an appropriate division of responsibilities. Thesesystems are designed to provide reasonable assurance that the financial information is reliable andaccurate.

The Board of Directors is responsible for ensuring that management fulfills its responsibility for financialreporting and is ultimately responsible for reviewing and approving the financial statements. Following itsreview of the financial statements and discussions with the auditors and management, the Board ofDirectors will approve the financial statements and consider the engagement or re-appointment of theexternal auditors.

The financial statements have been audited on behalf of the members by MWC Chartered ProfessionalAccountants LLP, in accordance with Canadian generally accepted auditing standards.

Executive Director President

Regina, SKSeptember 18, 2017

INDEPENDENT AUDITOR'S REPORT

To the Members of Chartered Professionals in Human Resources of Saskatchewan Corporation(Operating as CPHR Saskatchewan)

We have audited the accompanying financial statements of Chartered Professionals in Human Resourcesof Saskatchewan Corporation, (Operating as CPHR Saskatchewan), which comprise the statement offinancial position as at June 30, 2017 and the statements of operations, changes in net assets and cashflows for the year then ended, and a summary of significant accounting policies and other explanatoryinformation.

Management's Responsibility for the Financial Statements

Management is responsible for the preparation and fair presentation of these financial statements inaccordance with Canadian accounting standards for not-for-profit organizations, and for such internalcontrol as management determines is necessary to enable the preparation of financial statements that arefree from material misstatement, whether due to fraud or error.

Auditor's Responsibility

Our responsibility is to express an opinion on these financial statements based on our audit. Weconducted our audit in accordance with Canadian generally accepted auditing standards. Those standardsrequire that we comply with ethical requirements and plan and perform the audit to obtain reasonableassurance about whether the financial statements are free from material misstatement.

An audit involves performing procedures to obtain audit evidence about the amounts and disclosures inthe financial statements. The procedures selected depend on the auditor's judgment, including theassessment of the risks of material misstatement of the financial statements, whether due to fraud orerror. In making those risk assessments, the auditor considers internal control relevant to the entity'spreparation and fair presentation of the financial statements in order to design audit procedures that areappropriate in the circumstances, but not for the purpose of expressing an opinion on the effectiveness ofthe entity's internal control. An audit also includes evaluating the appropriateness of accounting policiesused and the reasonableness of accounting estimates made by management, as well as evaluating theoverall presentation of the financial statements.

We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis forour audit opinion.

(continues)

2

Independent Auditor's Report to the Members of Chartered Professionals in Human Resources ofSaskatchewan Corporation (continued)

Opinion

In our opinion, the financial statements present fairly, in all material respects, the financial position ofChartered Professionals in Human Resources of Saskatchewan Corporation, (Operating as CPHRSaskatchewan), as at June 30, 2017 and the results of its operations and its cash flows for the year thenended in accordance with Canadian accounting standards for not-for-profit organizations.

Emphasis of Matter

We draw your attention to Note 1 of the financial statements which provides details relating to theAssociation's name change that occurred during the fiscal year. Our opinion is not modified with respect tothis matter.

Chartered Professional Accountants

Regina, SaskatchewanSeptember 18, 2017

MWC Chartered Professional Accountants LLP 3

CHARTERED PROFESSIONALS IN HUMANRESOURCES OF SASKATCHEWAN CORPORATION


Statement of Financial Position

June 30, 2017

2017 2016

ASSETS

CURRENTCash $ 454,751 $ 385,509Short term investments (Note 3) 382,809 376,064Accounts receivable 10,639 9,622Prepaid expenses 25,233 33,945

873,432 805,140

CAPITAL ASSETS (Note 4) 9,396 661

$ 882,828 $ 805,801

LIABILITIES AND NET ASSETS

CURRENTAccounts payable $ 24,728 $ 37,443Goods and services tax payable 10,628 6,853Member and other prepayments (Note 5) 330,461 260,156

365,817 304,452

NET ASSETS 517,011 501,349

$ 882,828 $ 805,801

LEASE COMMITMENTS (Note 6)

ON BEHALF OF THE BOARD

_____________________________ Director

_____________________________ Director

See notes to financial statements




Statement of Operations


2017 2016

REVENUESDues $ 349,284 $ 314,511Provincial conference registrations, fees and sponsorships 211,417 213,062Advertising sales 87,073 96,925CPHR designation fees (exam, validation of experience and

continuing professional development 53,115 68,593Program fees 34,600 45,790Commissions 7,868 8,029Interest 7,173 6,435Other 4,734 185

755,264 753,530

EXPENSESAdvertising and promotion 13,897 394Amortization of capital assets 3,761 186Bank and credit card charges 18,388 17,956CPHR Canada dues 52,578 47,462CPHR Canada meetings 6,707 10,793CPHR certificates 1,962 1,683Exams 17,660 22,354Insurance 4,724 3,400Office 32,442 27,066Professional fees 21,130 41,307Provincial conference and programming 194,585 208,017Public relations 12,305 14,735Rent 26,700 24,275Scholarship and academic support 3,500 5,000Travel 19,186 18,292Volunteer and presenter recognition 220 165Wages and benefits 300,766 269,762Website maintenance 9,091 9,976

739,602 722,823

EXCESS OF REVENUES (EXPENSES) $ 15,662 $ 30,707





Statement of Changes in Net Assets


2017 2016

NET ASSETS - BEGINNING OF YEAR $ 501,349 $ 470,642

Excess of revenues (expenses) 15,662 30,707

NET ASSETS - END OF YEAR $ 517,011 $ 501,349





Statement of Cash Flows


2017 2016

OPERATING ACTIVITIESExcess of revenues (expenses) $ 15,662 $ 30,707Item not affecting cash:

Amortization of capital assets 3,761 186

19,423 30,893

Changes in non-cash working capital: Accounts receivable (1,017) (3,050)Accounts payable (12,715) (1,973)Prepaid expenses 8,712 5,448Goods and services tax payable 3,775 (9,321)Member and other prepayments 70,305 (1,060)

69,060 (9,956)

Cash flow from operating activities 88,483 20,937

INVESTING ACTIVITYPurchase of capital assets (12,496) -

INCREASE IN CASH FLOW 75,987 20,937

CASH - BEGINNING OF YEAR 761,573 740,636

CASH - END OF YEAR $ 837,560 $ 761,573

CASH CONSISTS OF:Cash $ 454,751 $ 385,509Short term investments 382,809 376,064

$ 837,560 $ 761,573





Notes to Financial Statements


1. DESCRIPTION OF OPERATIONS

The Chartered Professionals in Human Resources of Saskatchewan Corporation, previouslySaskatchewan Association of Human Resource Professionals Inc., (the "Association") wasincorporated under the Non-profit Corporations Act, 1995 of the Province of Saskatchewan in June of2005. Its mission is to promote and encourage leadership and expertise within human resourcepractitioners in all functional areas of human resource management through provincial networks anddevelopment opportunities while supporting professional standards to influence organizationalexcellence. The Association is exempt from income tax under Section 149 of the Income Tax Act.

On April 25, 2017 the Association changed its name from Saskatchewan Association of HumanResource Professionals Inc. to Chartered Professionals in Human Resources of SaskatchewanCorporation (operating as CPHR Saskatchewan).

2. SUMMARY OF SIGNIFICANT ACCOUNTING POLICIES

Basis of presentation

The financial statements were prepared in accordance with Canadian accounting standards for not-for-profit organizations (ASNFPO).

Revenue recognition

The Association follows the deferral method of accounting. Revenue from dues are recognized in themembership period to which they relate. Revenue from program and exam fees, sponsorships andadvertising are recognized when the related service is provided or in the period the event occurs.Interest, commissions and other revenue are recognized when earned.

Capital assets

Capital assets are stated at cost less accumulated amortization and are amortized over theirestimated useful lives at the following rates and methods. A full year of amortization is taken in theyear of acquisition.

Computer equipment 30% declining balance methodFurniture and fixtures 20% declining balance method

Volunteer services

The Association benefits from the volunteer efforts of many of its members. Due to the difficulty ofmeasuring the value of these efforts the services are not included in the financial statements.

(continues)






2. SUMMARY OF SIGNIFICANT ACCOUNTING POLICIES (continued)

Financial instruments policy

Financial instruments are recorded at fair value when acquired or issued. In subsequent periods,financial assets with actively traded markets are reported at fair value, with any unrealized gains andlosses reported in income. All other financial instruments are reported at amortized cost, and testedfor impairment at each reporting date. Transaction costs on the acquisition, sale, or issue of financialinstruments are expensed when incurred.

Financial assets including cash, short term investments and accounts receivable are reported atamortized cost.

Financial liabilities including accounts payable and accrued liabilities are measured at amortized cost.

3. SHORT TERM INVESTMENTS 2017 2016

Cash $ 2,263 $ 6Fixed income securities 380,546 376,058

$ 382,809 $ 376,064

The short-term investments consist of cashable and non-redeemable GICs bearing interest at a rateof 1.65%-2.20% (2016 - 1.65%-2.20%) with maturity dates in November 2017 and April 2018.

4. CAPITAL ASSETS

2017 2016Cost Accumulated Net book Net book

amortization value value

Computer equipment $ 14,079 $ 6,171 $ 7,908 $ 115Furniture and fixtures 5,149 3,661 1,488 546

$ 19,228 $ 9,832 $ 9,396 $ 661

5. MEMBER AND OTHER PREPAYMENTS

Deferred revenue consists of membership fees paid for the 2017-18 year, conference fees, examfees, and tradeshow fees.






6. LEASE COMMITMENTS

The Association leases premises under a 30 month lease that expires on September 30, 2018.Under the lease, the Association is required to pay a base rent of $1,875 which includes utilities andproperty taxes for the leased premises.

Future minimum lease payments as at year end are as follows:

2018 $ 22,5002019 5,625

7. FINANCIAL INSTRUMENTS

The Association is exposed to various risks through its financial instruments and management isresponsible to monitor, evaluate and manage these risks. The following analysis providesinformation about the Association's risk exposure and concentration as of June 30, 2017.

Credit risk

Credit risk arises from the potential that a counter party will fail to perform its obligations. TheAssociation is exposed to credit risk from members. The Association has a significant number ofmembers which minimizes concentration of credit risk. In addition, most of the member fees arepaid for by the member's employer and the likelihood of default is considered small. The risk isconsidered to be low.

Liquidity risk

Liquidity risk is the risk that an entity will encounter difficulty in meeting obligations associated withfinancial liabilities. Liquidity risk also includes the risk of the Association not being able to liquidateassets in a timely manner at a reasonable price.

The Association is exposed to this risk mainly in respect of its receipt of funds from its members,accounts payable, and accrued liabilities. The Association holds assets that can be readilyconverted into cash; therefore, risk is considered low.

Interest rate risk

Interest rate risk is the risk that the value of a financial instrument might be adversely affected by achange in the interest rates. The Association's risk to interest rate fluctuations is largely related toits short term investments and credit facilities. As a consequence, the Association has a portfoliothat limits exposure to changes in market interest rates and the credit usage is not significant;therefore, risk is considered low.

Unless otherwise noted, it is management’s opinion that the Association is not exposed tosignificant other price risks arising from these financial instruments.






8. CORRESPONDING FIGURES

Some of the corresponding figures have been reclassified to conform to the current year'spresentation. There was no change to previously reported excess of revenues (expenses).


As the 2016-2017 year comes to a close, we have much to … · 2018-04-04 · As the 2016-2017 year comes to a close, we have much to celebrate! Over the past year, along with our

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