CPM, CM & CHSA CANDIDATES
- THE JOURNEY TO A PROFESSIONAL
INTERVIEW
P D Rwelamila, Pr.CPM
You are a CANDIDATE
Within a Candidature, you are expected to be:
In control of the agenda, take responsibility for your
development – no ‘quick fixes’ from the mentor
Committed, for example to attending planned
sessions, taking the actions planned with the mentor
Prepared to be challenged when the mentor feels that
it is necessary
Professional in the relationship with the mentor – e.g.,
being punctual, respecting agreed ground rules, and
talking openly and honestly with the mentor
Your Journey as a Candidate to the
Professional Interview
Where are you?
You should be apple to apply knowledge,
skills, tools and techniques in a project
environment.
Your Journey as a Candidate to the
Professional Interview – Why? (1)
Why Candidature?
Purpose of the Candidature is to help ensure the
development of the CANDIDATE from a graduate
to a fully qualified professional who is technically
and professionally capable of assuming
responsibility for the practice as a professional as
defined in the Project and Construction
Management Professions Act No. 48 of 2000.
Your Journey as a Candidate to the
Professional Interview – Why? (2)
To learn from the Professional Mentor?
The PM is responsible to the SACPCMP for
ensuring that the CANDIDATE is engaged in work
having suitable and sufficient professional
content, and that the experience is acceptable
professional experience which would warrant a
decision by the SACPCMP to recommend the
CANDIDATE to Council for admission as a
professional through the professional interview.
Why Candidature? (1)
The Candidature – through 4 Phases:
Phase 0: Focus on growth
Phase 1: Building rapport
Phase 2: Setting direction
Phase 3: The Candidature proper
Phase 4: Moving on
Understanding the Candidature Process
( Conception, Planning & the Log Book)(1)
Phase 0: Focus on Growth
What are my personal capabilities?
What are my career aspirations?
How do they align with the Organisation objectives?
What are the possibilities within the Org.?
What type of a PMentor do I need? (What I am
going to look for when I meet the PMentor)
Understanding the Candidature Process
( Conception, Planning & the Log Book)(2)
Phase 1: Building Rapport
Knowing each other – My career history; interest
outside work; like & dislike in the Org.; values; and
life goals,etc.
Examining long term objectives - My personal
capabilities; career aspirations; possibilities within
the local authority
Issues of trust – talk about the need for ‘honesty’;
trust to maintain the confidentiality of the
mentoring relationship
Understanding the Candidature Process
( Conception, Planning & the Log Book)(3)
Phase 2: Setting Direction (Contract phase)
Goals - Your goals for the relationship? PMentoring
vision from both sides?
Scope – What areas do not require attention? Any
limits to the scope of your discussions?
Trust– How will you deal with confidentiality? Do
you all agree that openness & trust are essential?
Fit - When & how to check that mentoring
relationship is ‘right’ ? The need to agree to take
responsibility to discuss the decision mutually.
Meeting logistics – When, where & how long will we
meet? How often? Communication medium? Will
there be written notes?, etc.
Understanding the Candidature Process
( Conception, Planning & the Log Book)(4)
Phase 3: Progression (1)
Understanding what will be done – Owning the Log
Book content
Guidelines on hours worked – : Minimum of 1600
hours & Maximum of 3000 hours in a 3 Year Period/
OR a Minimum of 3000 hours & Maximum of 5000
hours in a 4 – 5 Year Period.
Understanding the Candidature Process
( Conception, Planning & the Log Book)(5)
Phase 3: Progression (1)
Development of professional traits (Section 2.3)
Typical challenges during Candidature (Section 3)
Professional development during the Candidature
(Section 4)
Understanding the Candidature Process
( Conception, Planning & the Log Book)(6)
Phase 3: Progression (1)
Writing Project Reports
Active or passive? & What are the don’ts?
Learning from practice
Understanding the Candidature Process
( Post Progression)(1)
Phase 4: Moving On (1)
When will this happen? - depending on selected
duration
The need to take time to discuss the following:
(i) What results have been delivered, including any
unexpected outcomes?
(ii) What has not been delivered and why not?
(iii) What are your future development needs?
(iv) Are there needs that may be met through
CPD/formal training/ by other mentors?
Thank you
for
Listening