Continuing Professional Competencies (CPC) Program
The CPC Program started on January 1, 2010 for all Regular members of CIPHI.
Questions and concerns regarding the CPC program can be directed to cope@ การพนันฟุตบอล www.flexcareerprofessional.com
To log your PDHs, please visit the Member Service Centre (MSC) at www.ciphimember.ca.
CPC Program Overview
The CPC Program involves four components.
- 1.Code of Ethics: CIPHI’s Code of Ethics provides the baseline expectation for professional conduct of all EPHPs.
- 2.Standards of Practice: The Standards of Practice offer a framework of principles outlining expectations of knowledge, skills and values. They also inform EPHPs of their accountabilities and the public of what to expect of EPHPs.
- 3.Discipline Specific Competencies: CIPHI developed a set of competencies that are specific to the field of environmental public health. These competencies describe the essential knowledge, skills and abilities necessary for ongoing success in the role of an EPHP beyond the CPHI(C) certification. Members will conduct an annual self assessment to help identify personal strengths and development areas to focus on.
- 4.Professional Development Model: CIPHI has also created a Professional Development (PD) Model. The PD Model quantifies the areas in which EPHPs should direct their professional development in order to maintain and improve their professional competency. To achieve this, the PD Model specifies the annual professional development hours (PDHs) required of regular CIPHI members. PDHs include hours worked in the profession (on the job hours) and a combination of other activities.
The CPC Program involves five steps. Every year, CPHI(C) holders will:
- 1.Use the discipline specific competencies to conduct a self assessment
- 2.Identify learning objectives and development goals
- 3.Review CIPHI’s PD requirements
- 4.Collect PDHs
- 5.Submit their PDHs through the CIPHI membership site
Documents & Forms
- CPC Program Reference Guide, Release 1.1 / Manuel de référence DPC, version 1.1
- Table of Contents/Table des matiéres
- Code of Ethics/Code de déontologie
- Standards of Practice/Normes de pratique
- Discipline Specific Competencies/Compétences propres à la discipline
- Professional Development Model/Modèle de perfectionnement professionel
- Learning Plans –?The CPC Program is designed to encourage EPHPs to critically reflect on their practice and to evaluate their capacity against the discipline specific competencies. Through completion of a learning plan, EPHPs can reflect on the learning activities that they take part in. In this way, knowledge developed through learning activities can be used in everyday practice. View a sample learning plan that can be completed and claimed for Professional Development Hours (PDHs) under the Reflective Practice Category. Refer to the?Professional Development Model?for further information.
- The Detail Activity Record Form (Dossier d’activites detaille) is no longer available. Faxed copies of the Detail Activity Record Form to the CIPHI Office will no longer be accepted. Please complete all PDH entries using the on-line module located within the Member Service Centre.
- Environmental Public Health Professionals (EPHPs) who are Non-Practicing or are not practicing full time during the course of the calendar year might not be able to meet the requirements of the CPC Program as readily as those who are practicing full time (e.g. leave of absence, maternity or paternity leave, employed part time). Such individuals can complete a Declaration of Reduction of Professional Development Requirements Form available below and on the?Member Service Centre website?under the Library tab. This form must be completed by the EPHP and attached to the member’s entry under Professional Practice. This will alert auditors that the member did not practice full time for the audited year. For further details and examples of calculations please refer to the PD Model.
Professional Development Hours (PDHs) Approval
- Organization/Group Application for Approval of Professional Development Hours / Organisme/Group – Demande d’approbation pour les heures de perfectionnement professionel
Process for PDHs Approval:
- Please fill out the form.
- Email the completed form with any supporting documents (i.e. an agenda) to cope@ การพนันฟุตบอล www.flexcareerprofessional.com
- Your application will be reviewed by CoPE
- The application form will be e-mailed back to you with the ‘Office Use’ section completed.
*Note: Only organizations/institutions providing professional development opportunities should use this application form for approval of PDHs. Individual members should not apply, but should instead enter the appropriate number of PDHs, with supporting documentation, in the Member Service Centre (MSC).
Approved Events, Courses & Activities
For all pre-approved events, courses and activities, please refer to the list on the Member Service Centre (MSC) website, and click on the library tab. The list of approved courses is updated regularly.
Frequently Asked Questions
CIPHI has developed answers to a list of frequently asked questions regarding the CPC program. Click here to view the questions and answers.
Council of Professional Experience (CoPE)
The Council of Professional Experience (CoPE) is tasked with administration of the CPC Program. CoPE is comprised of members who have been appointed through consultation with the Branches of CIPHI. The Council has now been in operation since early 2010.
- Jenny Brown (AB)?Chair
- Keir Cordner (BC)?Past Chair
- Position Currently Vacant (BC)
- Darcy Garchinski (AB)
- Peter Ross (SK)
- Lorelle Pegus (MB)
- Beth Driscoll (ON)
- Michelle Marcus (ON)
- Position Currently Vacant (NB)
- Stephen Ferguson (NS/PEI)
- Matthew Glover?(NL)
Background Documents and Information
- Setting the Context
- What are Core Competencies for Public Health?
- The Importance of the Continuing Professional Competencies Program
- Reference Documents
- CIPHI Continuing Professional Competencies (CPC) Steering Committee (Updated December 2010)
- CIPHI Continuing Professional Competencies (CPC) Working Group (Updated December 2010)
Setting the Context
Public Health events in Canada such as SARS highlighted the need for an overhaul of the Public Health System in Canada. In September of 2004, the Federal/Provincial/Territorial (FPT) Health Ministers identified Public Health as a top priority and agreed to develop a 10-year pan-Canadian strategy for Public Health. The strategy focused on the importance of interprofessional approaches that will encourage individuals to think outside of the box, leading to improved cooperation and collaboration among Public Health professionals. Another focus of the strategy was human resource planning that included a commitment to invest in post-secondary education and a commitment to establishing core competencies for Public Health in Canada. As part of the overhaul of Public Health in Canada, the Public Health Agency of Canada (PHAC) was established in 2004 and Dr. David Butler-Jones was appointed as Canada’s first Chief Public Health Officer. With PHAC in place, there was clear Federal leadership around Public Health and a mechanism for accountability was created. Combined with the Pan-Canadian Strategy for Public Health and national leadership, the environment for consultative development of core competencies for Public Health and discipline-specific competencies for Environmental Public Health was right.
What are Core Competencies for Public Health?
The five core functions of Public Health in Canada, as identified by the Advisory Committee on Population Health, include:
- Disease and Injury Prevention
- Health Promotion
- Health Protection
- Health Surveillance
- Population Health Assessment
Based on these core functions of Public Health, core competencies span all Public Health practitioners to be the foundation of human resource planning. The knowledge, skills and abilities for all Public Health professionals are what we refer to as Core Competencies. In identifying pan-Canadian core competencies, it becomes possible to bring together people from across the country and allow them to work together cohesively within a common framework of Public Health leading to increased collaboration and a strengthened and effective Public Health infrastructure.
The Importance of the Continuing Professional Competencies Program for CIPHI
Public Health is a challenging and fast-paced field and practitioners recognize the need to keep pace with ever-changing demands and needs of the public. As an integral part of the Public Health team, it is just as important that we also continue to grow and move forward to keep pace with the dynamic world we live in. Additionally, within the context of this initiative, CIPHI also has an opportunity to ‘find our place’ in the public health professional community as well as be recognized by other public health professionals as a colleagues.
The Continuing Professional Competencies Program is important to the profession for many reasons including:
- Provides protection for CPHI(C) holders against challenges to personal competence.
- Offers a quality assessment tool for employers to assess staff competencies and help focus professional development.
- Supports Environmental Public Health Professionals in gaining and maintaining the skills, knowledge, and abilities (competencies) essential to their role.
- Aligns with the CPHI(C) certification proves and will thus enhance the recognized status of EPHPs as specialized professionals.
- Contributes positively to workforce development in Canada by improving consistency in language, clarifying roles and responsibilities, and enhancing mobility across practice settings and provincial/territorial jurisdictions.
- การพนันฟุตบอลThe Need to Implement a Continuing Professional Competency Program for the Environmental Public Health Profession in Canada – September 1,2005
- Opinion Paper on Professionalism for the Canadian Institute of Public Health Inspectors – Summer 2005
- Resolution, CIPHI Annual General Meeting, Toronto, September 2005
- Core Competency Literature Review for the Canadian Institute of Public Health Inspectors – 2004
- CIPHI 2005-2010 Strategic Plan – April 2005
- Building the Public Health Workforce for the 21 Century – A Pan-Canadian Framework for Public Health Human Resources Planning (French version)