Guidance for upgrading to Chartered Member via video assessment
Preparing for your Upgrade Assessment

Preparing for your Upgrade Assessment
This guide will help you prepare for your video assessment to upgrade to Chartered Member. It’ll also give you an idea of what to expect from the professional discussion.
Before preparing for an Upgrade Assessment, make sure you’ve:
Completed the upgrade readiness checker
Received confirmation of your eligibility via email
Also, don’t forget to submit your CV or career summary at least seven days before your discussion.
For full details on the process visit our website.
If you need adjustments to the assessment process, including considerations for recent career breaks due to family leave, please contact our Membership Upgrading team:
We'll assess your workplace examples from the last five years. Please ensure they fall within this timeframe.
Your professional discussion focusses on four key areas. Here are the questions you'll be asked and the examples you need to prepare for a successful outcome.
Tell us about a time when you’ve led the development and delivery of a new or improved people approach that’s had a medium term impact in your organisation.
We may also ask you about
How you’ve taken a lead role in planning and implementing medium term (i.e. one year or more) people change?
We may also ask you about
Can you give an example of when you've made a difficult decision in the face of opposition?
We may also ask you about
Give an example of when you’ve built the people capability of others. This could be other people professionals or line managers.
And, how you connect with other people professionals to inform your thinking, within your organisation and beyond.
We may also ask you about
'People practices' refer to the work you do as part of your people role. This includes the processes and approaches used across the employee lifecycle, as outlined in the Profession Map.
For example:
'Impact' refers to the value your work creates for stakeholders - not the output of your work.
It’s not the ‘what’, but the ‘so what’.
For example, an output of your work might be that you've developed a new approach to performance management. But the value created is that managers are now having more focused development discussions, and employees feel the culture is more positive.
We'd expect most work at Chartered Member level to use metrics as part of measuring impact, but this is dependent on what changes you're delivering. The timescales and scope of the impact we expect to see are:
In your professional discussion, you'll need to explain the 'so what' - the impact of your work and provide evidence, such as:
Please refer to the CIPD’s Upgrade terms and conditions.
If you've any questions contact our membership upgrading team on +44(0)20 8612 6238 (09:00 17:30 UK time, Monday to Friday), or email us at memupgrading@cipd.co.uk.