How to Take and Pass HR/Benefits Certification Exams Presented By: This manual was created for online viewing. State specific information in this manual is used for illustration and is an example only. MAIL: P.O. Box 509 Eau Claire, WI 54702-0509 • TELEPHONE: 866-352-9539 • FAX: 715-833-3953 EMAIL: [email protected] • WEBSITE: www.lorman.com • SEMINAR ID: 401171 Rob J. Thurston HR Consulting Group, Inc.
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How to Take and Pass HR/Benefits
Certification Exams
Presented By:
This manual was created for online viewing. State specific information in this manual is used for illustration and is an example only.
mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 401171
Rob J. ThurstonHR Consulting Group, Inc.
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mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: [email protected] • website: www.lorman.com • seminar id: 401171
Prepared By:Rob J. Thurston
HR Consulting Group, Inc.
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How to Take and Pass HR/Benefits Certification Exams
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Your Presenter and Thought Leader
Rob J. Thurston
President of HR Consulting Group Partners
Provo, UT 84604 www.hrconsultinggroup.com
One of first 90 Accredited Executives in Personnel (AEP) in 1983 from ASPA (now SHRM). Now Considered a SPHR
Taught CEBS and ECFC Flex Accreditation Classes. Continuing Education Credits.
In 2015 Inducted into the HR/Benefits Hall of Fame at Wynn Hotel in Las Vegas. One of 59 ever honored (most are dead!)
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What should you learn?
Many employers hire, and give promotions to individuals who take the initiative to become a Certified Expert in both HR and Benefits. A Broker or Consultant can differentiate themselves from the competition due to Certifications.
Many professionals have spent hundreds of hours and thousands of dollars in hiring tutors and taking in person classes. Now there have been new and better techniques, online sources and test taking strategies that can reduce time and cost.
Do you know what to do next?
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Learning Objectives
This live webinar will go over the certification process, how to study, how to prepare, and test strategies. You will learn how long it takes to study and can you still get Certified in 1 year.
Timelines and websites with information on study and HR/Benefits information will be provided. Participants will save hundreds of hours and money by attending this presentation.
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Which Certifications are there?
HR Certifications:
A- HRCI
B- SHRM
Benefits Certifications:
A- CEBS from www.IFEBP.org
B- Flexible Compensation & COBRA Specialists www.ecfc.org
C- Certified Specialists www.goghr.com Global HealthCare Resources for Wellness, Health Care, Self Funding, Voluntary Benefits
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HRCI Certifications
HRCI (HR Certification Institute) aPHR - Associate Professional in Human Resources
PHR - Professional in Human Resources
SPHR - Senior Professional in Human Resources
PHRi - Professional in Human Resources (International)
SPHRi - Senior Professional in Human Resources (International)
Test Preparation Fees: $35 - $1199
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HRCI Certification Continued
Several Designations like aPHR and International are not Accredited
OPEN: Exams are given year-round
$395-495 + $100 application fee
150 Multiple Choice Questions+25 Pre-Test Multiple Choice Questions
3 – 3.25 hours in length
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HRCI ReCertification
Must take 60 hours of Continuing Education every three years or recertify by taking the test every three years
$150 USD
Additional Certification = $50 USD8
HRCI Areas to Study
PHR EXAM WEIGHTING BY FUNCTIONAL AREA » Business Management and Strategy (11%) » Workforce Planning and Employment (24%) » Human Resource Development (18%) » Compensation and Benefits (19%) » Employee and Labor Relations (20%) » Risk Management (8%)
SPHR EXAM WEIGHTING BY FUNCTIONAL AREA » Business Management and Strategy (30%) » Workforce Planning and Employment (17%) » Human Resource Development (19%) » Compensation and Benefits (13%) » Employee and Labor Relations (14%) » Risk Management (7%)
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SHRM Certifications
SHRM (Society for Human Resource Management) SHRM-CP - Certified Professional
SHRM-SCP - Senior Certified Professional
Spring: Early-Jan. to Mid-AprilWinter: Mid-May to Early-Nov
$300 (SHRM members)$400 (non-SHRM members)
160 Multiple Choice Questions
Exam Time: 3 hours and 40 minutes
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SHRM Test Preparation Fees
$450 - $1400
SHRM Learning System $870 (USD) for non-members, $695 (USD) for members
Must recertify every 3 years or Continuing Education Credits of 60 hours every three yaers
Recertification Fees: SHRM Members = $100 USDNonmembers = $150 USD (non-refundable, whether or not your application is approved)
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SHRM Certification Study Outlines
www.shrmcertification.org/SHRMBOCK
Leadership Cluster..................................................................11
Leadership & Navigation...........................................................12
Ethical Practice .....................................................................14
Interpersonal Cluster .............................................................. 17
Relationship Management..........................................................18
Communication ..................................................................... 20
Global & Cultural Effectiveness...................................................22
Business Cluster......................................................................25
Business Acumen.....................................................................26
Consultation..........................................................................28
Critical Evaluation .........................................................................................30
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SHRM Study People Knowledge Domain.........................................35
Functional Area #1: HR Strategic Planning .........................................................................36
Functional Area #2: Talent Acquisition...........................38
Functional Area #3: Employee Engagement & Retention..............................................................39
Functional Area #4: Learning & Development..........................................................41
Functional Area #5: Total Rewards ..........................................................................42
Organization Knowledge Domain...................................43
Functional Area #6: Structure of the HR Function................................................................44
Functional Area #7: Organizational Effectiveness & Development ...........................................................................45
Functional Area #8: Workforce Management ...........................................................................46
Functional Area #9: Employee & Labor Relations .......................................................................... 47
Functional Area #10: Technology Management...................4913
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SHRM Study Areas (cont)
Workplace Knowledge Domain..............................51
Functional Area #11: HR in the Global Context.........................................................52
Functional Area #12: Diversity & Inclusion........................................................53
Functional Area #13: Risk Management...................................................54
Functional Area #14: Corporate Social Responsibility....56
Functional Area #15: U.S. Employment Law & Regulations.................................................... 57
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Which Certification fits you?
https://www.hr.com/en/certifications/certification-guidelines-and-comparison-shrm-vs-hr_icnmg6la.html
From www.HR.com
https://www.hrci.org/docs/default-source/web-files/phr-sphr-exam-content-outline.pdf?sfvrsn=2 for PHR and SPHR exams
https://www.hrci.org/docs/default-source/web-files/gphr-exam-content-outline.pdf?sfvrsn=4 for Global GPHR
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Where to find teammates and help?
For HRCI go to Facebook:
Https://www.facebook.com/hrcertificationinstitute/
HRCI go to LinkedIn: https://www.linkedin.com/company/441947/?origin=GLOBAL_SEARCH_HEADER
For SHRM go to Facebook: https://www.facebook.com/societyforhumanresourcemanagement/
SHRM go to LinkedIn: https://www.linkedin.com/company/11282/
For CEBS from IFEBP go to Facebook: https://www.facebook.com/CEBSProgram/
CEBS go to LinkedIn: https://www.linkedin.com/groups/1923258/profile
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Testing Prep Book
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Price of Test Prep Book
New from Amazon $76
Used from $60+
Kindle or online $50+
Online and Practice Exams from HRCI: https://cert.hrci.org/eweb/DynamicPage.aspx?webcode=COEmerchandisesearch&Site=HRCI_DEMO&upd=yes
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Exam Formats
All of our exams are multiple-choice and each question lists four possible answers. There is only one correct answer for each question. Each exam includes scored questions and pre-test questions randomly distributed throughout the exam. Pre-test questions are not counted in the final results.
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Study Tips
If you are a visual learner, you might wish to watch videos, read test exams, and even join a Study Group
If you process better by writing things down; order the Online course guides and take notes. Have an associate or even a Mentor or expert ask you questions and you write down the answers
If you like to hear things, again a Study Group or even audio books and videos might work best for you
Make sure to incorporate all your senses as you study-sight, sound, touch, smell, and feelings, etc.
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Study Results
You will need 10 weeks of study
So take a practice exam or subject test after 20 hours of study
Have a friend, Mentor or expert test you from time to time and discuss your answers
If you get nervous taking timed tests; then take several exams and use your phone or watch to time your tests
Knowledge is power. Preparation is key
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Exam Help and Tips
You will reduce the stress that normally accompanies test day and help you go through the process more smoothly. Watch the What to Expect on Exam Day webinar.
Access this webinar at www.hrci.org/examdaytips
On average, candidates spend 10 weeks preparing for their exam. Having a very comprehensive HR background that covers different industries and areas of responsibilities may go a long way towards preparing you for the exam. Otherwise, you will need to fill experience gaps with learning.
Access the online assessment at www.hrci.org/practiceexam
Find options to suit your learning style using the Exam Preparation Provider Directory. Access the directory and more at www.hrci.org/exam-prep-resources
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Exam Question Formats
All questions are classified according to the following levels:
knowledge/comprehension: recalling factual material, translation or interpretation of a concept
application/problem solving: applying familiar principles or generalizations to solve real-life problems
synthesis/evaluation: combining distantly related elements by making critical judgments that require accuracy or consistent logic
The correct answer is one (1) of the four (4) options representing the correct response or the best correct response. In this case, best means that a panel of experts would agree to this judgment. Some answer choices are written to look correct, but they are not the best answer. This is done to assess your ability to make the right decision and apply knowledge in an actual work experience.
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More Exam Tips
Read every question carefully before looking at the answers. A single word or phrase can be crucial to understanding the question.
Prepare in a variety of ways. Using a variety of preparation methods increases your chances of learning.
Know what to expect at the test center. Knowing what to expect can ease test anxiety.
Examinees are often surprised by security procedures or the number of people taking different kinds of tests.
Access this page at www.hrci.org/examdaytips
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Second Chance Insurance
Second Chance Insurance (SCI) allows a candidate to pre-purchase the opportunity to retake the same exam type a second time if the candidate is unsuccessful the first attempt. The retake exam may not be changed to a different of exam type. The insurance must be purchased at the same time the exam application is submitted online. The insurance is an optional product and cannot be purchased separately. A candidate who is unsuccessful will receive an e-mail notification from HRCI and then may schedule a retake exam appointment beginning 90 calendar days from their previous exam date. The candidate using SCI will have 180 calendar days to schedule and retake the same exam type once the SCI exam application has been automatically set up.
The cost for SCI is $125 USD and is a pre-paid and non-refundable fee.
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Do’s and Don’ts
Do answer all the questions during the time allotted.
Place a mark by the answers you guessed at
Pace yourself so that you finish 5-10 minutes early and can go back and review the answers you guessed at
Remember that your first response and answer is usually the best
Don’t be afraid to change an answer IF you see that it might be a trick question
There is only one correct answer based on the opinion of a panel of HR experts. Think like they do.
Don’t worry if you do not know the exact answer. Just make your best guess by eliminating first the wrong answers that are obvious
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Benefits Certification from IFEBP=Certified Employee Benefits Specialist (CEBS)
https://www.ifebp.org/CEBS-designation/Pages/cebs.aspx
GBA 1— Directing Benefits Programs Part 1
GBA 2—Directing Benefits Programs Part 2
GBA/RPA 3—Strategic Benefits Management
RPA 1—Directing Retirement Plans Part 1
RPA 2—Directing Retirement Plans Part 2
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CEBS
Newest CEBs Course Brochure: http://www.ifebp.org/pdf/cebs/cebs-catalog-us-2017.pdf
Required Successful completion of $450 comprehensive exam Exam opens October 15, 2017
Essential GBA 1 Study Guide, $225 including online access to the modules and practice exam Essential Employee Benefits Design and Compliance: $155
Health and Welfare Plans Mahoney and Maniaci, editors, XanEdu, Inc., 2017. ISBN 978-1-50-669745-1
Supplementary Instructor-led online class $220 12-week session begins September 2017
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CEBs Testing Dates
How to schedule your exam
Once you have submitted the exam application and fee and received a confirmation letter, you can make your exam appointment during your chosen testing quarter at the Prometric testing center of your choice.
Testing quarters January 1-March 31
April 1-June 30
July 1-September 30
October 1-December 31
Please refer to www.cebs.org for scheduling procedures.
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CEBSImportant dates to consider in
your planning: March 31, 2018 Exams on courses in the former program end.
December 31, 2018 New course must be passed to retain credit for GBA and RPA courses transferred from the former program
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Employee Benefits & Regulatory Review
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Regulatory
Employers must comply with terms and conditions that are set forth by either Federal or State guidelines. Severe penalties can be levied if these terms and conditions are not met or followed. Baystate will examine the following specified requirements to determine if any regulatory guidelines are being broken.
Summary Plan Descriptions (SPD’s)
Copies of the last three years 5500 reports
Copies of the last three years Summary Annual Reports
Copies of all employee waiver forms for existing benefits
Family and Medical Leave Act Notices
Written Policy
Plan defining special enrollment rights
Medicare Part D Policies and Procedures
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Regulatory
Health Insurance Portability and Accountability Act of 1996 (HIPAA) policies and procedures
Privacy Committee
Privacy Officer
Signed Business Associate Agreements
Training to all employees with PHI access
Amending documents reflecting HIPAA provisions
Distribution of written policies and procedures
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) policies and procedures
Initial COBRA letters sent to all new hires and their dependents
Notices provided at time of qualifying event
Retaining of copies of all documents provided to employees
Tracking of COBRA election periods and length of coverage
Maintain payment records and correspondence
Invoice COBRA premium payments and send notification of short payments
Notify COBRA participants of benefit changes and any Open Enrollment Periods
Notify active COBRA participants of conversion rights
Notify when COBRA coverage has terminated
Maintain written procedures for administration
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Regulatory
Section 125 Plans Policies and Procedures
Salary Reduction Election and Enrollment Form (Premium Only Plan Documentation)
Prior Years Discrimination Testing
Employee Literature
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Healthcare Coverage Healthcare is the single largest segment of the economy in the United
States. In 2003, we spent nearly $1.7 trillion on healthcare. By 2012, healthcare costs are expected to almost double to nearly $3.1 trillion. Keeping healthcare affordable and improving quality will require all of us to be more knowledgeable about healthcare and to be more vigilant in making cost-effective choices about our healthcare. This is where we at Baystate Benefit Services believe we can become very instrumental to your organizations financial and benefit needs. Our assessment of your medical insurance will focus on the following areas: Prior Plan History
Carrier
Rate
Trend
Eligibility
Hourly Requirements Age 65 or Over Retirees
Under Age 65 Retirees
Evaluation of Offered Medical Choices
Managed Care Approaches
Funding Methods
Flat Dollar Deductible
Cost Sharing35
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Healthcare Coverage Waiting Period
Vision Services
Claims Analysis
Hospital Plan Design
In-Patient Recognized Charges
Out-Patient Recognized Charges
Co-Insurance of Recognized Costs
Individual Out of Pocket Expense Limits
Family Out of Pocket Expense Limits
Routine Office Visits Co-payments
Routine Physical Exam Co-payments
Specialists Co-payments
Limitations
Surgical Co-payments
Maternity Services
Newborn Care
Skilled Nursing Facility
Limits
Emergency Room Co-payments
Emergency Accident Provisions
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Healthcare Coverage Acute Care for Illness or Injury
Anesthesia while Hospitalized
Medications while Hospitalized
Nursing Care while Hospitalized
X-Ray and Lab Services while Hospitalized
Intensive Care while Hospitalized
Coronary Care while Hospitalized
Well-Child Care
OB/GYN Visits
Prenatal and Postnatal Care
Laboratory Tests
Pap Smears
Injections and Immunizations
Mental Health Limitations
In-Patient
Out-Patient
Drug and Alcohol Limitations
In-Patient
Out-Patient
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Healthcare Coverage Durable Medical Equipment
Ambulance Care
Therapy Consultations
X-Ray
Speech
Short-Term Physical
Occupational
Annual Routine Eye Exams
Eyewear Discounts
Overall Plan Maximum Limits Per Lifetime
Disease Management Participants
Overall Success of Disease Management Program
Health Education Programs
Wellness Programs
Fitness Benefits
On-line Education Programs
On-line Participant Claims Review
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Prescription Drug Coverage
Prescription medications are continuously growing in all utilization fields, but the true challenge is the rapidly increasing costs associated with these medications. Baystate Benefit Services believes in the examination of strategies to help lower trend, management of prescription drug benefits and specific prescription drug analysis. Assessing prescription drug plans requires the following information:
Prior Plan History
Rates
Trend
Eligibility
Evaluation of Offered Medical Choices
Funding Methods
Flat Dollar Deductibles
Prior Years Top 50 Drug Usage
Concurrent Drug Utilization Review
Retrospective Drug Utilization Review
Cost Management Strategies
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Prescription Drug Coverage
Generic Co-payments
Non-Brand Co-payments
Brand Co-payments
Mail Order Co-payments
Rebate Benefits
Percentage of Population on Mail Order Plans
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Dental
Dental insurance plans vary greatly, although in many cases patients can expect such basic services as cleanings, x-rays, and fillings to be completely covered by a comprehensive dental plan. More complex procedures such as root canals, crowns, and dental implants can cost your employee thousands of dollars. It is important to have some sort of dental coverage in place, as you never know when you will need an expensive procedure performed, such as a root canal or a bridge.
Prior Plan History
Carrier
Rate
Trend
Eligibility
Hourly Requirements
Evaluation of Offered Dental Choices
Funding Methods
Cost Sharing
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Dental
Plan Design (PPO, Network Access Plan, Indemnity, DMO)
Percentage of Recognized Charges
Preventative
Basic
Endontics
Periodontics
Major
Plan Deductible
Plan Maximum
Orthodontia Coverage
Lifetime Maximum
Dependent Limitations
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Vision Vision Services expand beyond what is typically covered in New England Managed
Care Plans. The typical vision plan offers the option of full coverage for vision care services and materials from a network of providers and optical companies. Employees may also receive coverage for services from non-network providers. When examining your plan structure we will evaluate the following areas:
Separate Plan or Covered under the Medical Plan
Discount Plan Only
Discounts provided by vendor
Eligibility
Tied to Medical or Dental Plan
Cost Sharing
Funding Arrangements
Services Covered
Eyeglass
Lenses
Contact Lenses
Routine Check Ups
Frames
Lasik Surgery43
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Life and Accidental Death and Dismemberment
In all its forms life insurance has one core benefit, it pays an income tax free death benefit to your beneficiary when you pass on. Group life insurance has evolved to include many benefits that may not be available to your employees. Below is a checklist of the areas that we will assess and provide plan feedback:
Eligibility
Waiting Period
Renewal Date
Industry Code used in Rating
Cost Sharing
Methods Used to Determine Amount of Coverage
Benefits Structure
Plan Maximum and Minimum
Waiver of Premium Provision
Convertibility
Portability
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Life and Accidental Death and Dismemberment
Age Reductions
Emergency Travel Assistance
Accelerated Benefits for Terminally Ill Employees
Plan Management Services where all beneficiary and assignment records are managed by the carrier
Guarantee Issue Limit
On-line Evidence of Insurability Capabilities
Definition of Earnings
Relation to Industry and Occupations
Dismemberment Benefit
Seat Belt Benefit
Suicide Exclusions
Plan Exclusions
Beneficiary Services
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Supplemental Life and Accidental Death and Dismemberment
Supplemental benefits offer you the employer the opportunity to greatly enhance the benefits portfolio without adding additional cost to the company. These benefits can also unlock valuable employer services. Below is a list of the areas that we believe essential to the success of your voluntary benefit plans:
Waiting Period
Benefits Structure
Plan Maximum and Minimum
Waiver of Premium Provision
Convertibility
Portability
Capability of benefits professionals to sit down with every employee, communicating all your benefits and any messages you want to convey
Data collected from employees automatically transferred to your HRIS system
Production of benefit statements to portray the value of the benefits
Easier to complete since date is now fully accurate
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Supplemental Life and Accidental Death and Dismemberment
Age Reductions
Accelerated Benefits for Terminally Ill Employees
Guarantee Issue Limit
On-line Evidence of Insurability Capabilities
Suicide Exclusions
Plan Exclusions
Beneficiary Services
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Short Term Disability Short Term Disability provides employees with protection against income loss as a
result of extended illness or injury.
Eligibility
Waiting Period
Renewal Date
Funding Method
Sick Leave or Salary Continuance Plan
Accumulation of Benefit
Varies by Service
Cost Sharing
Exclusion Periods
State Integration and Benefit Coordination
Benefit Percentage of Salary
Maximum Weekly Payment
Benefit Waiting Period
Accident
Sickness
Maximum Benefit Period
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Short Term Disability
Pregnancy Period
Plan Exclusions and Limitations
Pre-Existing Conditions Clause
Exclusions
Taxation of Benefits
Definition of Earnings
Employees currently Disabled
Rating History
Industry Code used in Rating
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Long Term Disability
Long Term Disability Insurance has become a very important employee benefit since it is supplying them with income while they are temporarily or permanently disabled. Carriers now offer many additional benefits to these insurance plans besides the traditional plan besides. Below are the assessment focus areas:
Eligibility
Elimination Period
Cost Sharing
Waiting Period
Monthly Benefit Percentage
Monthly Benefit Maximum
Minimum Monthly Payment
Disability Provisions
Definition of Disability
Duration of Benefit
Own Occupation Earnings Test
Any Occupation Earnings Test
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Long Term Disability
Social Security Integration
Pre-Existing Condition Clause
Definition of Earnings
Survivor Period
Waiver of Premium
Convertibility
Cost of Living Adjustments
Subjective Disorders
Integration Type
Mental and Nervous Limited Benefit Period
Drug and Alcohol Limited Benefit Period
Return to Work Incentive
Rehabilitation Plan
Plan Exclusions and Limitations
Taxation of BenefitsEmployees currently Disabled
Rating History
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Long Term Disability
Industry Code used in Rating
Employee assistance programs which provide face to face visits, 24/7 unlimited telephonic counseling offered to the employee spouse & child and you do NOT have to be disabled to use.
Integration between benefits that allows for early claims intervention and potentially shorten the claims duration.
On-line claims service and employer reporting.
Assistance Programs focusing on prevention of absences and disabilities
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International Benefits
Organizations with employees in different parts of the world often times have benefits requirements that they are unaware of. It is very important to strategically develop a clear and structured approach toward achieving the goals of your unique international benefits strategies. These programs need to reflect and support your unique culture, objectives and strategic direction within national and international marketplaces. Our approach examines the following areas:
Countries employees are in
Annual network negotiations (if pooled)
Complete review of non-pooled nations
Monitoring Carrier Performance
Multinational employment law, compliance and litigation
Foreign company formation and registration services
Employee benefits programs in more than 40 nations
Worldwide base, deferred and incentive compensation programs
Expatriate policies, benefits, immigration and assistance
International and expatriate human resources issues, policies and communication
Multinational organizational development programs
International retirement and capital accumulation plan design
Multinational human resources related mergers and acquisition services
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Retirement Plans (DB & DC)
Go to www.ecfc.org
Go to Plan Sponsor Council of America- www.psca.org
401k basics- www.adp.com/Retirement/401k
Defined Benefit Pensions- https://www.irs.gov/retirement-plans/choosing-a-retirement-plan-defined-benefit-plan
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Still have questions?
Call me (888) 438 9445
Email me at [email protected]
Visit me at: www.hrconsultinggroup.com
LinkedIn or FaceBook me: Rob J. Thurston
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Notes
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