Association for Talent Development (ATD)

Certified Professional in Talent Development (CPTD)


Credential: Certified Professional in Talent Development (CPTD)  In-Demand resource  GI Bill resource
Credentialing Agency: Association for Talent Development (ATD)

Renewal Period: 3 years

The Association for Talent Development (ATD), Certified Professional in Talent Develop (CPTD), formerly the Certified Professional in Learning & Performance (CPLP), is a certification for talent development professionals. CPTDs have skills and knowledge in building personal capability, developing professional capability, and impacting organizational capability. Candidates must meet specific educational and experience eligibility requirements. Candidates must also take and pass a written exam.

More information can be found on the certifying agency's website.

Certified Professional in Talent Development (CPTD)

MINIMUM REQUIREMENTS

Attainability:    medium

Eligibility Requirements (View Details)

  • Credential Prerequisite
  • Experience: 5 years
  • Education: Semester/Course Hours
  • Training
  • Membership
  • Other
  • Fee

Note: This credential may have multiple options for a Service member to meet eligibility requirements. Requirements listed here are based on the minimum degree required. To view other options, see the Eligibility tab.

Exam Requirements (View Details)

  • Exam
  • Written Exam
  • Oral Exam
  • Practical Exam
  • Performance Assessment

Exam Administration (View Details)

  • In-person exam
  • Remote proctored on-line exam
  • Third-party test vendor

RECERTIFICATION SUMMARY

Renewal Period: 3 years

  • Continuing Education
  • Exam
  • Continuing Education OR Exam
  • Fee
  • Other

AGENCY CONTACT INFORMATION

Association for Talent Development (ATD)

1640 King Street
Alexandria, VA  22314

Phone: (800) 628-2783

Fax: (703) 683-1523
Email: customercare@td.org

Pathway 1:

Standard Pathway: 

  • Candidate must have at least five years (60 months) of paid, professional work experience with adults in the talent development field or a related discipline. 
  • Candidate must have 60 hours of professional development over the past 60 months in talent development content. Talent development content is considered to be topics related to developing professional capability and impacting organizational capability within the ATD capability model. 

Pathway 2:

Associate Professional in Talent Development (APTD) Pathway: 

  • Candidate must have four years (48 months) of paid, professional work experience with adults in the talent development field or related discipline. Related disciplines include human resources, higher education or similar. 
  • Candidate must hold a current APTD credential. The APTD must be current and in good standing at the time of application. 

Pathway 3:

Association for Talent Development (ATD) Master Pathway: 
  • Candidate must have five years (60 months) of paid, professional work experience with adults in the talent development field or related discipline. Related disciplines include human resources, higher education or similar. 
  • Candidate must have successfully completed any ATD Master Series Certificate within the past five years (60 months). 

The Certified Professional in Talent Development (CPTD) credential has the following other requirements:

  • Candidate must affirm their endorsement of the ATD CI Code of Ethics agreement and acknowledge their commitment to uphold its principles, and agree to the policies and rules set forth in the CPTD Handbook.
  • Candidate must submit a current resume.
  • Candidate must sign a release and agreement document. For more information see the CPTD Handbook.

Written Exam

  • Building Personal Capability (20%)
    • Communication
      • Skill in using communication strategies that inform and influence audiences.
      • Skill in applying verbal, written, and/or non-verbal communication techniques.
      • Skill in conceiving, developing, and delivering information in various formats and media.
    • Emotional Intelligence & Decision Making
      • Knowledge of theories of emotional intelligence.
    • Collaboration & Leadership
      • Knowledge of theories, methods, and techniques to build and manage professional relationships, for example group dynamics, teamwork, shared experience, and negotiation.
      • Knowledge of conflict management techniques.
      • Knowledge of theories of leadership, for example transformational, inclusive, and situational.
    • Cultural Awareness & Inclusion
      • Skill in integrating diversity and inclusion principles in talent development strategies and initiatives.
    • Project Management
      • Skill in evaluating and prioritizing implications, risks, feasibility, and consequences of potential activities.
      • Skill in establishing, monitoring, and communicating progress toward the achievement of goals, objectives, and milestones.
    • Compliance & Ethical Behavior
      • Knowledge of laws, regulations, and ethical issues related to the access and use of information, for example intellectual capital, personally identifiable information, and customer data.
  • Developing Professional Capability (45%)
    • Learning Sciences
      • Knowledge of theories and models of adult learning, for example Knowles’ Adult Learning Theory, Bloom’s Taxonomy, Gagne’s Nine Levels of Learning, Mager’s Criterion-Referenced Instruction Approach, social and collaborative learning, and experiential learning.
      • Knowledge of the foundational learning theories of behaviorism, cognitivism, and constructivism.
    • Instructional Design
      • Skill in selecting and aligning delivery options and media for training and/or learning events to the desired learning or behavioral outcomes.
      • Skill in developing learning and behavioral outcome statements.
      • Skill in designing blueprints, schematics, and/or other visual representations of learning and development solutions, for example wireframes, storyboards, and mock-ups.
      • Skill in designing and/or developing learning assets, for example role plays, self-assessments, training manuals, job aids, and visual aids that align to a desired learning or behavioral outcome.
    • Training Delivery & Facilitation
      • Knowledge of facilitation methods and techniques.
    • Technology Application
      • Skill in identifying, selecting, and/or implementing learning technologies, for example using evaluative criteria and identifying appropriate applications in an instructional environment.
      • Skill in selecting, integrating, managing, and/or maintaining learning platforms, for example learning management systems, knowledge management systems, and performance management systems.
    • Knowledge Management
      • Skill in curating instructional content, tools, and resources, for example researching, evaluating, selecting, and/or assembling publicly available online courseware.
      • Skill in designing and implementing knowledge management strategy.
    • Career & Leadership Development
      • Skill in sourcing, designing, building, and evaluating leadership development experiences.
      • Knowledge of how to develop and implement qualification programs.
    • Coaching
      • Skill in helping individuals or teams identify goals, develop realistic action plans, seek development opportunities, and monitor progress and accountability.
      • Skill in coaching supervisors and managers on methods and approaches for supporting employee development.
    • Evaluating Impact
      • Knowledge of models and methods to evaluate the impact of learning and talent development solutions.
      • Skill in creating data collection tools, for example questionnaires, surveys, and structured interviews.
      • Skill in identifying and defining individual and/or organizational outcome metrics based on evaluation strategy and/or business objectives of a solution.
  • Impacting Organizational Capability (35%)
    • Business Insight
      • Skill in creating business cases for talent development initiatives using economic, financial, and organizational data.
      • Skill in managing budgets and resources.
    • Consulting & Business Partnering
      • Skill in synthesizing information to formulate recommendations or a course of action to gain agreement, support, and/or buy-in from stakeholders.
      • Skill in establishing and managing organizational and/or business partnerships and relationships.
      • Skill in partnering with other organizational units to provide guidance on departmental or organizational talent requirements.
      • Skill in identifying, minimizing, and overcoming organizational barriers to implementing talent development solutions and/or strategies.
    • Organization Development & Culture
      • Skill in designing and implementing organizational development strategy.
      • Knowledge of theories and frameworks related to the design, interaction, and operation of social, organizational, and informational systems, for example, systems thinking, open systems theory, chaos and complexity theory, network theory, and action research.
      • Skill in identifying formal and informal relationships, hierarchies, and power dynamics in an organization.
      • Skill in creating a culture which encourages and/or creates opportunities for dialogue and feedback between individuals and groups, for example designing collaborative work practices and/or spaces, and role-modeling effective feedback techniques.
      • Skill in assessing and evaluating employee engagement.
      • Skill in designing and implementing employee engagement strategy.
    • Talent Strategy & Management
      • Skill in designing and implementing performance management strategy.
      • Skill in developing a talent strategy that aligns to organizational strategy to influence organizational outcomes in a positive direction.
      • Skill in designing and implementing strategic plans for talent development projects, programs, and/or functions.
      • Skill in identifying anticipated constraints or problems affecting talent development initiatives, for example resource deficiencies or lack of support.
      • Skill in establishing and executing a marketing strategy to promote talent development.
      • Skill in designing and implementing communication strategy in order to drive talent management objectives.
      • Skill in communicating how talent development strategies and solutions support the achievement of targeted business/organizational results.
      • Skill in communicating the value of lifelong learning and professional development.
    • Performance Improvement
      • Skill in designing and implementing performance support systems and tools, for example instructional resources, data, process models, job aids, and expert advice.
      • Skill in designing and developing performance improvement solutions to address performance gaps.
      • Skill in conducting performance analysis to identify goals, gaps, or opportunities.
      • Skill in conducting analysis of systems to improve human performance, for example determining how organizations learn, closing knowledge or skill gaps, and addressing human factors issues.
      • Knowledge of theories, models, and principles of human performance improvement.
    • Change Management
      • Knowledge of change management theories and models, for example Lewin, Kotter, Bridges’ transition model, Kubler-Ross change curve, and appreciative inquiry.
    • Data & Analysis
      • Skill in selecting and/or using data visualization techniques, for example flow charts, graphs, plots, word clouds, and heat maps.
      • Skill in identifying stakeholders' needs, goals, requirements, questions, and objectives to develop a framework and/or plan for data analysis.
      • Skill in analyzing and interpreting results of data analyses to identify patterns, trends, and relationships among variables.
      • Skill in gathering and organizing data from internal and/or external sources in logical and/or practical ways to support retrieval and manipulation.
    • Future Readiness
      • Knowledge of techniques to promote, support, and/or generate innovation and creativity, for example design thinking, brainstorming, and ideation.
      • Knowledge of internal and external factors that influence talent development, for example organizational/business strategies, availability of labor, developments in other industries, societal trends, and technological advances.

Exam Preparation Resources

There are a number of resources available to help you prepare for the Certified Professional in Talent Development (CPTD) examination:

An additional resource is O'Reilly Learning Safari Books Online, a searchable digital library that provides online access to thousands of books, training videos and conference sessions. See the Educational Resources section on the Related Sites page here on COOL to learn how to get free access.

Testing Information

  • Exam Administration

    Credential exams may be administered in-person at a testing site, proctored on-line remotely, or have options for both. If an exam is administered through a test vendor, the third-party test vendor box will be checked. The following test administration options apply to the Certified Professional in Talent Development (CPTD) credential where checked:

    • In-person exam
    • Remote proctored on-line exam
    • Third-party test vendor
  • For more information on the Association for Talent Development (ATD) testing process, visit the agency website.

RECERTIFICATION

Certified Professional in Talent Development (CPTD)

Renewal Period: 3 years

The Certified Professional in Talent Development (CPTD) credential has the following recertification information:

  • To recertify, CPTD certification holders must accrue 60 recertification points with at least 20 points in continuing education during the three-year recertification cycle or re-take the certification exam. Additional information regarding recertification can be found in the CPTD Handbook.
  • Note: Marine Corps COOL will only pay recertification fees for the current year, no arrears will be paid. Voucher requests for recertification fees must be submitted with proof of the current status of the certification (for example, a screen shot of your credentialing agency dashboard or a copy of a current fee receipt).

In Demand

This certification is considered in demand. The U.S. Department of Labor sponsored CareerOneStop's analysis indicates the certification is frequently mentioned in online job postings.

Click for external link to CareerOneStop's Credentials Center.

COOL Bucks

See your installation Education Service Officer for credential exam information and coordinating instructions.

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Some

Credential is related to some tasks associated with the duties of the military occupation (at least one critical task but less than 80%)

Most

Credential is directly related to most of the major duties associated with the military occupation (at least 80%)

Other

Credential is related to this military occupation, but is more advanced or specialized and therefore will likely require additional education, training, or experience

CA Eligible

This certification is eligible for CA.

Star

Star credentials are MOS enhancing, as designated by the Proponent. MOS enhancing credentials are directly related to an MOS or ASI, are taught either partially or completely as part of a Program of Instruction (POI), and improves the MOS technical proficiency.

Skill Level

The Skill Level reflects the level, based on MOS training and/or experience, the Soldier should be the most prepared to successfully earn the credential. See the Table Legend for details about each level.

Navy Bucks

Credential voucher or reimbursement for credential exam, re-certification, or maintenance fee has been approved for payment through the Navy's Credential Program Office. To get a voucher request form, click Menu at the top of any page, then click "2 Complete Voucher and Apply" under Credentialing Steps.

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Current Coast Guard policy states all credentials listed on CG COOL may be reimbursed assuming the enlisted service member meets the eligibility requirements as outlined in the Coast Guard Voluntary Credentialing Program Policy (COMDTINST 1540.1(series))

Early Career

1-3 years experience; Enlisted E1 through E4

Mid Career

4-10 years experience; Enlisted E5 through E6

Late Career

10+ years experience; Enlisted E7 through E9

Early Career

1-3 years experience; Enlisted “A” School through E5

Mid Career

4-10 years experience; Enlisted E6 through E7

Late Career

10+ years experience; Enlisted E8 through E9

Early Career

1-6 years experience; Officer O1 through O2

Mid Career

6-12 years experience; Officer O3 through O5

Late Career

12+ years experience; Officer O6 and Above

GI Bill®

Reimbursement for exam fees has been approved for payment through the GI Bill.

Note: GI Bill approval data is updated quarterly. For the latest information, visit the WEAMS Licenses/Certifications Search page. Make sure to select "Both" in the LAC Category Type drop-down before searching.

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ANAB (ANSI)

This credential has been accredited by ANAB (ANSI).

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ICAC

This credential has been accredited by ICAC.

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ABSNC

This credential has been accredited by ABSNC.

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NCCA

This credentialing program has been accredited by NCCA.

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IAS

This credential has been accredited by IAS.

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Low

May be difficult to attain: minimum education requirement is a Bachelor's degree, and/or minimum experience is 10 or more years.

Note: In some cases “years of experience” refers to time actively on duty or while holding a certain occupation or prior certification and not always in consecutive calendar years. Additional years required for certain preliminary stages may not be included in this classification. For requirements measured in hours, 1080 hours was considered a year. For days, 365 days was considered a year. Please review all prerequisites and requirements for eligibility, and additional information for details.

Medium

Moderate ease of attainment: minimum education requirement = Associate's and/or prerequisite and/or minimum experience = more than 2 years and less than 10 years of experience.

Note: In some cases “years of experience” refers to time actively on duty or while holding a certain occupation or prior certification and not always in consecutive calendar years. Additional years required for certain preliminary stages may not be included in this classification. For requirements measured in hours, 1080 hours was considered a year. For days, 365 days was considered a year. Please review all prerequisites and requirements for eligibility, and additional information for details.

High

Highly attainable: minimum education requirement = HS or less and/or minimum experience = 2 years or less experience and no additional requirements.

Note: In some cases “years of experience” refers to time actively on duty or while holding a certain occupation or prior certification and not always in consecutive calendar years. Additional years required for certain preliminary stages may not be included in this classification. For requirements measured in hours, 1080 hours was considered a year. For days, 365 days was considered a year. Please review all prerequisites and requirements for eligibility, and additional information for details.

MOS is Military Occupational Specialty
ASI is Additional Skill Identifier
WOMOS is Warrant Officer Military Occupational Specialty
AOC is Area Of Concentration Officer
Functional Area
Branch

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Registered Apprenticeship

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Updated: October 30, 2020
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