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APA APA-CPP-Remote : CPP-Remote Certified Payroll Professional Exam Dumps

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Exam Number : APA-CPP-Remote
Exam Name : CPP-Remote Certified Payroll Professional
Vendor Name : APA
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APA-CPP-Remote Exam Format | APA-CPP-Remote Course Contents | APA-CPP-Remote Course Outline | APA-CPP-Remote Exam Syllabus | APA-CPP-Remote Exam Objectives


Title: CPP-Remote Certified Payroll Professional (APA APA-CPP-Remote)

Test Detail:
The CPP-Remote Certified Payroll Professional is a designation offered by the American Payroll Association (APA). It is designed to validate the knowledge and skills of payroll professionals in the areas of payroll administration, compliance, and best practices. The certification demonstrates expertise in payroll processing, payroll systems, tax and legal considerations, and payroll management.

Course Outline:
The CPP-Remote certification program covers a comprehensive range of topics related to payroll administration. The course provides participants with a solid foundation in payroll principles, regulations, and practices. The following is a general outline of the key areas covered in the CPP-Remote certification program:

1. Payroll Core Concepts:
- Understanding payroll fundamentals
- Roles and responsibilities of a payroll professional
- Employment and labor laws
- Fair Labor Standards Act (FLSA)
- Wage and hour regulations

2. Payroll Calculation and Processing:
- Calculating gross pay
- Deductions and exemptions
- Overtime calculations
- Payroll adjustments and corrections
- Payroll accounting and reporting

3. Payroll Systems and Technology:
- Payroll software and technology solutions
- Time and attendance systems
- Payroll data management and security
- Integrating payroll with other HR systems
- Reporting and analytics

4. Tax and Legal Considerations:
- Federal and state tax withholding
- Social Security, Medicare, and FUTA taxes
- Form W-2 and year-end reporting
- Compliance with tax laws and regulations
- Payroll audits and penalties

5. Payroll Management and Administration:
- Payroll policies and procedures
- Recordkeeping and documentation
- Payroll audits and controls
- Employee benefits and deductions
- Garnishments and wage assignments

Exam Objectives:
The CPP-Remote certification exam assesses candidates' understanding of the course topics and their ability to apply payroll knowledge to real-world scenarios. The exam objectives include, but are not limited to:

1. Demonstrating knowledge of payroll principles, regulations, and compliance requirements.
2. Applying accurate payroll calculations, including gross pay, deductions, and overtime.
3. Understanding payroll systems, technology, and integration with other HR systems.
4. Complying with tax laws and regulations, including tax withholding and reporting.
5. Implementing effective payroll management practices, policies, and controls.
6. Ensuring data security and confidentiality in payroll operations.
7. Analyzing and interpreting payroll reports and conducting payroll audits.

Syllabus:
The CPP-Remote certification program typically spans several weeks or months, depending on the delivery format and schedule. The syllabus provides a breakdown of the topics covered throughout the course, including specific learning objectives and milestones. The syllabus may include the following components:

- Introduction to Payroll Principles and Practices
- Payroll Core Concepts and Legal Considerations
- Payroll Calculation and Processing
- Payroll Systems and Technology
- Tax Compliance and Reporting
- Payroll Management and Administration
- Review and Practice Sessions
- Mock Exams and Exam Preparation
- Final CPP-Remote Certification Exam



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APA Certified Exam Questions

 

Frequently Asked Questions - Certified Court Interpreters

In which languages may one become a certified court interpreter?

Washington offers certification in the following languages: Arabic, Bosnian/Croatian/Serbian, Cantonese, French, Khmer, Korean, Laotian, Mandarin, Portuguese, Russian, Spanish, Tagalog (Filipino), and Vietnamese.

Anyone who wants to interpret in these languages in a legal proceeding must pass the state certification exam, which consists of a written component and an oral component. Candidates are tested on their knowledge of vocabulary, ethics, and court terminology on the written portion of the exam. Those who pass the written component are eligible to take the oral component, which tests their skills in simultaneous and consecutive interpretation and sight translation.

What is the difference between certified and registered court Interpreters?

To become certified, interpreters must pass a rigorous exam testing their ability to interpret accurately in English and their non-English language in the three interpreting modes: consecutive, simultaneous, and sight translation.

These national certification exams are costly and time-consuming to develop and maintain, and therefore are only available in the most commonly used languages.

The registered credential was adopted in Washington in 2007 to provide a measurement of quality for interpreters of non-certifiable languages. To become registered interpreters are not tested in interpreting skills, but rather their ability to speak and comprehend the non-English and English language. All other requirements (written exam, mandatory classes, oath, and criminal background check) are the same as for interpreters seeking to become certified.

What are the criteria to become a certified court interpreter?

  • Pass the written exam administered by the Administrative Office of the Courts (AOC) with a score of 80% or better.
  • Complete the orientation program on interpreting skills sponsored by the AOC.
  • Pass the oral interpreting exam administered by the AOC with a score of at least 70% in each section.
  • Submit a completed fingerprint card and application fee to the AOC. (The AOC will submit the fingerprint card to the Washington State Patrol for processing.)
  • Attend a mandatory class sponsored by the AOC on courtroom protocol and interpreter ethics.
  • Take the Oath of Interpreter to abide by the Court Interpreter Code of Professional Responsibility for Judiciary Interpreters.
  • Obtain an interpreter ID badge for court proceedings.
  • What is the cost to become a certified court interpreter?

    The cost to take the Written Exam is $75. The cost for the Oral Exam is $300 for Washington State residents and $550 for out-of-state residents. The classes are offered at no charge. The cost of the criminal background check is approximately $30.

    What advantages do I have as a certified court interpreter?

    By securing your credentials as a certified interpreter, your contact information will be available on the Administrative Office of the Courts' website, which is accessed by courts, interpreter coordinators, law offices, and other agencies seeking credentialed language interpreters. Many private businesses also use credentialed court interpreters since they have demonstrated their interpreting skills.

    Courts are required by RCW 2.43.030(1)(b) to use the services of only those interpreters who are certified by the Administrative Office of the courts, unless good cause is found and noted on the record. By being a certified court interpreter, you will have an advantage to be hired over un-credentialed interpreters in your language.

    What is a court interpreter?

    A court interpreter is anyone who interprets in a civil or criminal court proceeding (e.g., arraignment, motion, hearing, deposition, trial) for a witness or defendant who speaks or understands little or no English. Court interpreters must accurately interpret in the simultaneous and consecutive modes for individuals with a high level of education and an extensive vocabulary, as well as persons with very limited language skills without changing the language register of the speaker. Interpreters are also sometimes responsible for sight translating written documents, often of a legal nature, from English into the target language and from the target language into English.

    What kinds of skills does it take to be a good court interpreter?

    In addition to total fluency in both English and the foreign language, a court interpreter should have excellent public speaking and interpersonal skills. Sometimes the testimony to be interpreted is shocking and traumatic and the interpreter must be able to deal with such matters without becoming emotionally involved. The interpreter must also be able to refrain from expressing personal opinions or acting as an advocate for one side or the other in a court case, and must be able to work unobtrusively. The interpreter must be willing to work well under pressure and react quickly to solve complex linguistic and ethical problems as they arise. On the other hand, when a problem cannot be solved by the interpreter alone, the interpreter must demonstrate the good judgment required to inform the court of that fact and take whatever steps are necessary to resolve the situation. Finally, good court interpreters constantly strive to improve their skills by reading from a wide variety of sources, attending conferences, researching new terms and concepts, and honing their interpreting techniques.

    Is special training required to become a court interpreter?

    Yes, court interpreting is a very demanding profession that requires complete fluency in both English and the foreign language. The level of expertise required for this profession is far greater than that required for everyday bilingual conversation. The interpreter must be able to deal with the specialized language of judges and attorneys, as well as with the street slang of witnesses and the technical jargon of criminologists, police officers, and expert witnesses. Most people do not have full command of all registers of both English and the foreign language and, therefore, require special training to acquire it. Although there are no minimum requirements that must be met in order to apply to take the state certification test, applicants are encouraged to complete formal, college-level course work and training in both languages and modes of interpreting before applying for the examination. Bellevue College offers some courses. They encourage you to contact local colleges and request information about their programs. If no college-level courses are available, the following self-study techniques are suggested: (1) expand your vocabulary, (2) develop your own glossaries, and (3) develop interpreting techniques. In order to pass the certification examinations you must enhance your skills in (1) consecutive interpretation, (2) simultaneous interpretation, and (3) sight translation.

    What is the job market like for court interpreters?

    There is a great demand for court interpreters in areas with large immigrant populations. Most court interpreters work as independent contractors (freelancers), meaning that they are hired on an hourly basis, rather than being permanent employees of the trial courts. A freelance interpreter must be willing to travel from one trial court to another, perhaps even from one county trial court system to another depending on the language, in order to make a living as an interpreter. Court interpreters are generally paid by the hour.

    How will courts recognize my status as a certified court interpreter?

    As a certified court interpreter, you will receive an ID badge to wear during your work as an interpreter. They encourage you to wear your badge at all court-related jobs and they request that judges, court clerks, and court administrators ask to see your badge when you appear for jobs. Your name will also be listed on Washington's list of credentialed interpreters.

    Who establishes the rules and requirements for becoming a certified court interpreter?

    The Supreme Court established the Court Interpreter Commission through General Rule 11.1. The Commission is responsible for maintaining a policy manual for the interpreter program and staffing committees on Issues, Discipline, and Judicial and Court Manager Education.

    Once I become a certified court interpreter, are there ongoing requirements to remain certified?

    Yes, to maintain a certified status, at the completion of each two-year compliance period, interpreters must complete and submit the following to the Administrative Office of the Courts:

  • 16 hours of continuing education (two of which must be ethics)
  • 20 hours of court interpreting
  • A declaration regarding personal conduct

    All continuing education classes must be approved by the Administrative Office of the Courts. Interpreters are required to keep documentation of proof of compliance for five years.

    How are providers of continuing education activities for court interpreters selected?

    Interested continuing education providers must adhere to the guidelines developed by the Interpreter Commission. The providers must comply with guidelines for application procedures and provider responsibilities.

    Where can I obtain more information about becoming a court interpreter?

    Professional associations may offer workshops and conferences at which novices are welcome. Introductory courses in court interpreting at colleges and universities are also good sources of information. They encourage you to contact them. Attending court sessions at your local courthouse will give you a good idea of the kinds of proceedings in which you will be expected to interpret, and you may be able to observe a court interpreter at work.

    How do I sign up for the testing and training process?

    The process of becoming a certified court interpreter begins with taking and passing the written exam. That exam is typically administered in February in both Eastern and Western Washington. Registration is open during the month of January, and at that time, all necessary forms are available on their website.

    Who do I contact to find out more about the Certified Court Interpreter Program?

    If you have additional questions after reviewing the certified court interpreter information, please contact Interpreters@courts.wa.gov.

    Updated April 2021

  • APA Accredited Internship in Health Services Psychology

    APA Accredited Internship in Health Services Psychology

    Letter from Dr. Matthew LeRoy, Training Director / Associate Director of Counseling (msl335@drexel.edu)

    Welcome to the Drexel University Counseling Center (DUCC) Doctoral Internship website! It is a meaningful step for candidates to search for internships, and indicates many years of hard work have been accomplished. Congratulations to you for reaching this milestone, and they feel honored to be included in your search parameters. They view the doctoral internship as a capstone experience, and during the year prepare interns for independent practice. Interns have the opportunity to participate in the full array of roles a counseling center psychologist would be expected to perform. Their training program is based on a developmental approach, where training is sequential and cumulative as interns gain more autonomy and responsibility as the year progresses.

    Our internship is APA-accredited and offers four full-time positions for the 2024-2025 training year. DUCC’s mission is to create inclusive spaces to support the academic and personal goals of their diverse students. They support students by affirming, valuing, and celebrating diversity, centering issues of equity, access, and justice. They meet students’ needs by attending to their unique presentations. The Counseling Center seeks to be fully integrated into the University community through their robust outreach and group program.

    Drexel University is centrally located in a vibrant, exciting city. Drexel students are integrated into the city, with many of them working at co-ops where they engage in paid internships during their programs to provide work experience, prior to entering the job market.

    The conceptual framework of Drexel University’s Counseling Center's training model is based on a practitioner-scholar model that incorporates issues of equity. They facilitate learning through the integration of science and practice under clinical supervision, mentorship and didactic programming. Their mission in training is four-fold:

  • To foster the growth of previously acquired competencies and personal interests
  • To facilitate the development of a broad range of new clinical competencies using clinical theory and empirical research
  • To support and nurture professional growth as their interns prepare to become independent practitioners
  • To facilitate reflective practice around how one’s identity and personal history influences therapeutic engagement
  • There are a number of activities they view as crucial components to their training philosophy, which include clinical supervision, didactics, informal peer-to-peer consultation, mentorship, consultation with staff members and review of professional literature. They believe in the importance of using a developmental and individualized approach that tailors supervision for each intern. They encourage the exploration of identities and beliefs to understand how their unique experiences and background informs their approaches to treatment. The areas of functioning emphasized at their training site include: individual and group psychotherapy, crisis intervention, supervision, outreach, and consultation.

    Professional Development

    We believe professional development to be a cornerstone of training during internship year. Interns at DUCC are trained as generalists to prepare them to enter a career as a psychologist in an array of settings not only college counseling centers. Interns are expected to develop skills and qualities that will assist them in becoming a valued professional. In their view of professionalism they focus upon emphasizing clinical care, collegiality, and encourage reflection of how one’s views can be influenced by their context and relationship to systems of oppression. Support to interns is provided in the form of supervision, collaboration opportunities with other staff, mentorship, and seminars focusing on important topics.

    Diversity and Inclusion

    Drexel University is a culturally-diverse, urban institution, attracting students from around the globe (see Drexel's FactBook for more detailed statistics on diversity at Drexel). Their center treats students from various ethnic and cultural groups, and therefore is committed to training interns to integrate an intercultural approach into all areas of their work. Trainees are expected to provide individual and group therapy to students from diverse backgrounds, as well as participating in outreach efforts with multicultural groups on campus, and to consult and collaborate with culturally diverse professionals. Ongoing supervision and diversity seminars are provided with an expectation that interns self-reflect to better understand how their lived experiences and backgrounds shape their work with students and others, as all interactions are intercultural in nature. 

    Interdisciplinary Approach

    Our site is comprised of psychologists, a psychiatrist, a licensed professional counselor, social workers and a case manager. Additionally, the Counseling Center is integrated within the university; collaborating with various departments including physicians through the Student Health Center, Center for Black Culture, the Career Counseling office, the Office of Disabilities, and the International Student Support office. Therefore, they emphasize the importance of consultation and collaboration from an interdisciplinary approach. Through case conference and staff meetings, supervision, seminars, and staff collaboration, interns are supported in their development of interfacing with various campus partners.

    Goal #1: Conceptualization and Intervention

    Interns will further develop case conceptualization and intervention skills and will use these skills when working with a range of presenting problems and identities in various treatment modalities (individual and group therapy).

  • Objective #1A: Interns will demonstrate effective skills in formulating and conceptualizing cases and planning interventions utilizing evidence-based interventions.
  • Objective #1B: Demonstrate effective evidence-based, brief therapy skills to a diverse student body presenting with a range of psychological issues and concerns.
  • Objective #1C: Provide effective group therapy service to a diverse student body.
  • Goal #2: Assessment and Diagnosis

    Interns will acquire intermediate to advanced skills in clinical exam and diagnosis of problems.

  • Objective #2A: Develop competence in clinical interview exam in initial consultation, group consultation, workshops, and crisis situations.
  • Objective #2B: Demonstrate competence in using outcome exam information/data to establish a client baseline, monitor progress of treatment and formulate diagnosis based in the context of stages of development.
  • Objective #2C: Develop competence in acknowledging how systems of oppression, and institutional trauma affect client presentations.
  • Goal #3: Responding to Crisis Situations

    Interns will demonstrate the ability to respond to crisis situations and display sound clinical judgment when performing crisis intervention services.

  • Objective #3A: Interns will demonstrate the consultation, collaboration, and documentation skills necessary to effectively assess all safety and risk factors.
  • Objective #3B: Interns will participate in on-call rotation (with ongoing clinical backup from Director/professional staff) and will provide clients with crisis in interventions/services that fit the needs of the clients (e.g., attentive listening, containment, etc.).
  • Objective #3C: Interns will demonstrate the ability to effectively handle disposition and follow-up with crisis situations.
  • Goal #4: Providing Supervision

    Interns will demonstrate intermediate to advanced skills in clinical supervision.

  • Objective #4A: Interns will gain familiarity and understanding of models of supervision theory and issues related to providing clinically competent supervision.
  • Objective #4B: Interns will engage in the provision of supervision and will maintain effective supervisory relationships.
  • Objective #4C: Interns will develop skills in honoring the sociopolitical identities and histories of supervisees.
  • Objective #4D: Interns will practice clinical supervision within a legal and ethical framework.
  • Goal #5: Multicultural Competence

    Interns will increase their awareness, sensitivity and skills in providing culturally-competent care with all individuals.

  • Objective #5A: Interns will demonstrate the awareness to monitor and examine one’s own attitudes, assumptions, behaviors, values, and worldview in working with individual and cultural diversity issues. This awareness will attend to sameness and difference of identities and perspectives.
  • Goal #6: Professional Development

    Interns will further develop behavior that reflects on-going professional development and identity as a psychologist.

  • Objective #6A: Interns will demonstrate the ability to interact professionally with clients, peers, supervisors and professional staff.
  • Objective #6B: Interns will demonstrate professional responsibility with case management, documentation, and time management.
  • Objective #6C: Interns will demonstrate emerging professional identity as psychologist.
  • Goal #7: Consultation and Outreach

    Interns will demonstrate the ability to support the work of others in the university and perform consultation and outreach functions in a university setting.

  • Objective #7A: Interns will demonstrate knowledge and competent application of outreach.
  • Objective #7B: Interns will demonstrate knowledge and competent application of consultation skills.
  • Goal #8: Ethical Standards and Law

    Interns will demonstrate the application and awareness of an ethical decision-making model and function in an ethically and legally sound manner.

  • Objective #8A: Interns will increase their knowledge of A.P.A. Ethical Principles and Code of Conduct.
  • Objective #8B: Interns will demonstrate knowledge of the laws, statutes, rules and regulations related to the practice of professional psychology in the state of Pennsylvania.
  • Objective #8C: Interns will integrate their own moral principles/ethical values in professional conduct.
  • Interns at Drexel University receive ongoing formal and informal evaluative feedback from their supervisors throughout the training year. These evaluations are comprehensive in nature, and are based on their program's training model, philosophy, goals and objectives, and competencies and benchmarks established by their profession. Twice a year, the Internship Training Director sends the Intern’s Director of Clinical Training a letter summarizing the intern's performance to date along with a copy of the primary supervisor's evaluation of the intern. Therefore, if you are enrolled in an academic training program that requires additional training contracts and/or evaluations, these will not be completed by the Drexel University training staff. Your program may choose to use the data from the Drexel University evaluations to complete their own forms. You are strongly encouraged to consult with your Director of Clinical Training or the Drexel University Counseling Center Training Director if you have questions about this policy.

    Intern offices have a desk, computer, bookshelves, and a private space for counseling. Each intern office is equipped with digital video cameras to record sessions for review by interns and supervisors. The Counseling Center uses Titanium for scheduling and clinical notes, and all interns have access to Titanium on their computers. Their front office staff is friendly, helpful and provide excellent administrative support to interns.

    The stipend for the training year is currently $38,094.00. Interns are entitled to full university employee benefits, including health insurance and vacation. Interns will need to document completion of at least 2,000 hours as a part of satisfactorily completing the internship program, at least 500 of which must be in direct clinical service. Interns are entitled to the following benefits:

  • A total of fifteen (15) annual vacation/personal/sick days *
  • Paid leave for all major holidays, including: Labor Day; Columbus Day; Thanksgiving break; Christmas break; New Year's Day; Martin Luther King, Jr. Day; Memorial Day; and Independence Day
  • Flex time for on-call duties and late-night coverage *
  • Leave time for conferences and dissertation defense *
  • Health insurance
  • Use of University facilities such as the library
  • *Given concerns about FLSA, this may change.

    INTERNSHIP PROGRAM TABLES

    Updated: October 2023

    Internship Program Disclosures

    Does the program or institution require students, trainees, and/or staff (faculty) to comply with specific policies or practices related to the institution’s affiliation or purpose? Such policies or practices may include, but are not limited to, admissions, hiring, retention policies, and/or requirements for completion that express mission and values: NO

    If yes, provide website link (or content from brochure) where this specific information is presented: N/A

    Internship Program Admissions

    The Drexel University Counseling Center Internship Program offers four full-time 12-month positions to applicants enrolled in APA–accredited graduate programs in Clinical or Counseling Psychology. Applicants who may be a strong fit should have and be able to demonstrate the following: Interest in and commitment to university counseling work and college student development; willingness and ability to use self-awareness and self-reflection; flexibility, openness to feedback, team player mentality, maturity and ability to work in a fast-paced environment; and dedication to diversity and deepening multicultural awareness/sensitivity and competence.

    Does the program require that applicants have received a minimum number of hours of the following at time of application? If Yes, indicate how many: YES, 450 intervention hours Total Direct Contact Intervention Hours: Yes 450 hours Total Direct Contact Assessment Hours: No N/A Describe any other required minimum criteria used to screen applicants:
  • Current enrollment in an APA-accredited (or CPA-accredited) doctoral program in Counseling or Clinical Psychology
  • Completion of all required coursework prior to the application deadline for internship
  • Successful completion of comprehensive exams prior to the application deadline
  • Dissertation proposal approved by the start of internship
  • Certified as ready for internship by doctoral home program
  • A minimum of 450 intervention hours by the application deadline
  • Financial and Other Benefit Support for Upcoming Training Year*

    Annual Stipend/Salary for Full-time Interns: $38,094.00Annual Stipend/Salary for Half-time Interns: N/A

    Program provides access to medical insurance for intern:

    Yes

    Trainee contribution to cost required:

    Yes

    Coverage of family member(s) available:

    Yes

    Coverage of legally married partner available:

    Yes

    Coverage of domestic partner available:

    NO

    Hours of Annual Paid Personal Time off (PTO and/or Vacation)

    15

    Hours of Annual Paid Sick Leave

    Included in the 15 above

    In the event of medical conditions and /or family needs that require extended leave, does the program allow reasonable unpaid leave to interns/residents in excess of personal time off and sick leave?

    Yes

    Other Benefits:
  • Paid leave for 10 University holidays and is closed for a week between December 24 to January 2nd (Drexel announces these holidays on an annual basis)
  • Access to excellent University facilities (e.g., library, athletic facilities)
  • Faculty/Staff discount at the campus bookstore
  • Dissertation and Licensing exam release time
  • Flextime for on-call participation and late night coverage
  •   Initial Post-Internship Positions 2018-2021 Total # of interns who were in the three cohorts: 12   Total # of interns who did not seek employment because they returned to their doctoral program/are completing doctoral degree: 0   PD ED Academic teaching 0 0 Community mental health center 0 0 Consortium 0 0 University Counseling Center 6 0 Hospital/Medical Center 0 0 Veterans Affairs Health Care System 0 0 Psychiatric facility 0 0 Correctional facility 0 0 Health maintenance organization 0 0 School district/system 0 0 Independent practice setting 6 0 Other 0 0

    PROGRAM CODE 2260.

    The Drexel University Counseling Center considers applicants from APA of CPA accredited Clinical and Counseling Psychology programs. Preference is given to applicants who demonstrate a strong and genuine interest in working within a college counseling center and demonstrate a commitment to assisting clients of diverse backgrounds who present with a wide range of clinical presentations. Applicants should have passed their comprehensive exam by the application deadline and have their dissertation proposal approved by the start of internship. Applicants should have a minimum of 450 intervention hours and be certified as ready for internship by their doctoral programs.

    Electronic application should include:

  • The completed AAPI on-line application form (https://portal.appicas.org/);
  • Cover letter;
  • A current vitae/resume;
  • Transcripts of all graduate work;
  • Three letters of recommendation by professionals who are familiar with your counseling/clinical experiences and skills. At least one letter should be from a supervisor of a recent clinical experience.
  • Drexel University strives to provide the safest possible environment for all in the University community, including Student Workers, Faculty, Professional Staff, Temporary Staff, Non-Employee Associates, Volunteers, and Finalist Candidates. This policy supports the University’s efforts to minimize institutional risk and assists hiring authorities in making sound hiring decisions.

    Applicants should note that under the revised Drexel University Background Check Policy, the University will require all new hires to have their background check clearance from Human Resources prior to starting employment. There is a provision in the policy for a waiver that would possibly allow a new hire to start work prior to obtaining the clearances if certain specific criteria are met. In addition, all new and current Drexel faculty, professional staff (including those affiliated with a collective bargaining unit), student workers, volunteers, temporary staff and non-employee associates who have direct contact with minors (which includes Drexel students under the age of 18) must undergo the Act 153 background checks, which include: FBI Fingerprinting, PA State Police Criminal Record Check (PATCH) and PA Child Abuse History Clearance. These checks are valid for 36 months. Those individuals who have already obtained the Act 153 clearances through Drexel are not required to renew them for 36 months from the issuance date.

    Since under the law a minor is considered to be anyone under the age of 18, Human Resources will be conducting background checks for all current faculty, TAs and GAs who teach freshman classes and/or labs or are involved in programs that include minors. Those covered under this policy will not be permitted to have any contact with minors until the Act 153 background checks are completed and cleared by HR.

    Policy

    The University will conduct background investigations on Faculty, Professional Staff Members, Student Workers, Volunteers, Temporary Staff, Non-Employee Associates, and Finalist Candidates to determine or verify background information. This is to ensure that individuals who serve the University are well qualified, have a strong potential to be productive and successful, and have accurately presented their background and qualifications in oral representations and in written materials including the Application for Employment Form and résumé.

    The University complies with the Fair Credit Reporting Act, which regulates the use of information gathered by consumer reporting agencies and which may determine an individual’s eligibility for employment, credit or insurance. Results of the background investigation are kept confidential by Human Resources, but may be shared on a strict need-to-know basis.

    The University reserves the right to decline an Applicant or Finalist Candidate or to discipline, revoke the privileges of and/or terminate any Faculty, Professional Staff Member, Student Worker, Volunteer, Temporary Staff Member, Non-Employee Associate or other person to whom this policy applies, who has provided false, misleading, erroneous, or deceptive information on an application, résumé, or during an interview or who has omitted material information during the hiring process. The University reserves the right to share false, misleading, erroneous and deceptive information to probation officers and other appropriate authorities. Drexel University reserves the right to conduct a background investigation at any time as a matter of law or based on the nature of the position. Please review the Background Check Policy at: http://drexel.edu/hr/resources/policies/dupolicies/hr52/ and direct any questions related to Act 153 Background Checks to Monée Pressley, HR Compliance Specialist, at 215.895.6245.

    It is expected that each intern will secure professional liability insurance prior to the start of internship. Professional liability insurance is available at a nominal fee to student members of APA. Information about student liability insurance can be obtained by contacting the APA Insurance Trust at 800.477.1200.

    We abide by the APPIC Policy on Internship Offers and Acceptances. This internship site agrees to abide by the APPIC policy that no person at this training facility will solicit, accept, or use any ranking-related information from any intern applicant. For the most updated Policy statement, please access the APPIC website. Drexel University prohibits discrimination against individuals on the basis of: race, color, national origin, religion, sex, age, lifestyle, sexual orientation, gender identity or expression, or disability. Inquiries concerning the above should be referred to Drexel University Human Resources at 215.895.2000.

    The Drexel University Counseling Center internship program is a participating member of APPIC. The internship program is accredited by the American Psychological Association. Questions related to the program’s status should be directed to the Commission on Accreditation:

    Office of Program Consultation and Accreditation American Psychological Association 750 1st Street, NE, Washington, DC 20002 Phone (202) 336-5979 Email: apaaccred@apa.org

    Current Interns 2023-24 Yamilet Santiago Davila Clinical Psychology – Albizu UniversityUniversity of Hartford Ali Perez Clinical Psychology – Lasalle UniversityLaSalle University Alyssa Shapiro Clinical Psychology - Long Island University – PostFordham University Andrew Wilkins Clinical Psychology – Chestnut Hill CollegeUniversity of Louisville Previous Interns 2022-23 Robert Durst Clinical Psychology – University of HartfordLehigh University Zachary Hankle Counseling Psychology – Chatham UniversityImmaculata University Ariadne Lyon Clinical Psychology – Binghamton UniversityChestnut Hill College Alexandra Weis Counseling Psychology – University of FloridaGeorge Washington University 2021-22 Sri Harathi Clinical PsychologyUniversity of Hartford Julia Saul Clinical PsychologyLaSalle University Katrina Selverian Counseling PsychologyFordham University Jojo Yao Counseling PsychologyUniversity of Louisville 2020-21 Monica Kim Counseling PsychologyLehigh University Sarah Maver Clinical PsychologyImmaculata University Liora Schneider-Mirmanas Clinical PsychologyChestnut Hill College Jordan Watson Clinical PsychologyGeorge Washington University 2019-20 Arthur Dalton Clinical PsychologyLaSalle University Clarie-Ann Henriques Wollach Clinical PsychologyLaSalle University James Kim Clinical PsychologyGeorge Fox University Christopher Ratkis Clinical PsychologyLaSalle University 2018-19 Kimberly Ashby Counseling PsychologyBoston College Rachael Goldberg Clinical PsychologyLaSalle University Amy Horton Counseling PsychologyChatham University Alexandra Roscigno Clinical PsychologyLong Island University Post 2017-18 Margaret Edwards Clinical PsychologyMarywood College Rachel Fallig Clinical PsychologyChestnut Hill College Megan Norman Clinical PsychologyGeorge Washington University Melanie Soilleux Clinical PsychologyGeorge Washington University 2016-17 Steven Clark Clinical PsychologyRutgers University Robert Deady Clinical PsychologyThe Wright Institute Emma Higgins Clinical PsychologyImmaculata University Teddi Zuckerman Clinical PsychologyGeorge Washington University 2015-16 Mary McManaman Clinical PsychologyBryn Mawr College Jillian Neill Clinical PsychologyBryn Mawr College Maxwell Wallace Clinical PsychologyMarywood University

    How To Get PMP Certification: Is PMP Certification Worth It?

    Editorial Note: They earn a commission from partner links on Forbes Advisor. Commissions do not affect their editors' opinions or evaluations.

    Project Management Professional (PMP)® certification can make you stand out against the competition in the field of project management. If you’ve wondered how to get PMP certification, know that you must first complete work experience, training courses and an exam.

    But is PMP certification worth it? In this article, we’ll explore what it takes to get certified, how much you might have to pay and how PMP certification can help you level up your project management career.

    What Is PMP Certification?

    Professional certifications verify your career skills and allow you to learn more about important concepts and industry best practices that can help in your day-to-day operations.

    PMP certification is the most widely recognized in the world of project management. It’s available through the Project Management Institute (PMI), which publishes the Project Management Body of Knowledge (PMBOK). The PMBOK is the Holy Grail of knowledge when it comes to project management concepts.

    PMP certification demonstrates a strong understanding of the concepts set forth in the PMBOK and other reference materials. This designation can help you distinguish yourself from your peers and gain respected credentials in your field. Along the way, you’ll learn about concepts like Agile, waterfall project scheduling, leadership and business management.

    How to Sign Up for PMP Certification

    The first step to earning PMP certification is to begin work in the field of project management. PMP certification requires months of work experience. Precise requirements vary depending on your level of education. If you have a bachelor’s degree, you’ll need 36 months of relevant project experience to qualify for the PMP credential. Without a degree, you must complete 60 months of experience.

    If you have this work experience or are working toward it, the next step is to complete at least 35 hours of formal PMP training, also called “contact hours,” or hold a current CAPM certification. You can complete contact hours through a PMP certification course, which you may take online or in person. These courses take a few weeks to a few months to complete, and they teach the concepts you should understand before taking the PMP certification exam.

    Below, we’ll discuss how to get a PMP certification in more detail, including prerequisites and PMP exam costs.

    PMP Certification Requirements

    You must accomplish a certain amount of professional experience and formal training before you qualify for PMP certification.

    If you have completed high school or an associate degree but not a bachelor’s, PMP certification requirements are as follows.

  • 60 months leading projects
  • 35 contact hours
  • If you have a bachelor’s degree, you must complete the following before pursuing PMP certification.

  • 36 months leading projects
  • 35 contact hours
  • PMP Cost

    Most PMP certification training programs (through which you can earn your contact hours) range in cost from around $300 to around $3,000. Courses offered through well-known colleges and universities tend to cost more, but many also offer for-credit programs that result in undergraduate or graduate certificates. Consider a program that holds GAC accreditation when searching for courses. Free PMP certification training is available through some resources, but usually only for short trial periods.

    To sit for the exam, the cost is $405 for PMI members or $575 for nonmembers.

    PMP Time Commitment

    How long does it take to get PMP certification? The most time-consuming part of the PMP certification process is completing the required work experience. Start documenting your work experience as soon as you consider applying for PMP certification. Once you get that experience under your belt, the rest of the certification process involves studying and scheduling your test. The time spent on this step can vary depending on your schedule and study habits, location and testing center availability.

    Most PMP certification training courses take only a few weeks to a few months to complete. After that, it’s up to you how much time you spend studying for the certification exam. Retakes cost $275 for PMI members and $375 for nonmembers, so it’s best to go into the exam as prepared as possible.

    PMP Renewal Costs

    Once you’ve passed the PMP exam, you must complete a certain level of continuing education to keep your certification active. The renewal fee, due every three years, is $60 for PMI members or $150 for nonmembers.

    Is PMP Certification Worth It?

    To determine whether PMP certification is worth it to you, weigh the costs of certification against the potential benefits. Since we’ve listed the costs of PMP certification above, you likely have a good idea of the investment you’d need to make to get certified. Now, it’s time to consider your potential return on that investment.

    Benefits of PMP certification
  • Salary increase. PMPs in the U.S. earn about 32% more than their non-certified peers in project management.
  • Greater respect in the industry. The Project Management Institute is the leading organization for project management knowledge and the publisher of the PMBOK. Earning PMP certification through PMI carries lots of weight in the project management industry.
  • Greater career opportunities. Holding PMP certification should make you more marketable when it comes to looking for better or different positions in project management.
  • Consider Your Career

    Are you looking to make a career change? Move into a higher role in your current team? In either case, PMP certification could be just what you need to level up your career. As part of the certification process, you’ll learn industry best practices that you can start incorporating into your day-to-day work life immediately.

    Look at Earning Potential vs. Certification Cost

    According to PMI, PMP-certified professionals in the U.S. earn a median annual salary of $123,000, compared to a median of $93,000 for their non-certified colleagues. This translates to a 32% salary increase for certified PMPs.

    Multiply your current salary by 1.32 to estimate your potential PMP certification salary. You can then weigh that salary increase against the cost of PMP certification training and the PMP exam. This cost vs. benefit analysis can help you understand whether PMP certification would be worth it for you.


     


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