{"id":2503,"date":"2024-09-09T03:39:13","date_gmt":"2024-09-09T03:39:13","guid":{"rendered":"https:\/\/prepsaret.com\/ged\/?p=2503"},"modified":"2024-09-09T13:21:11","modified_gmt":"2024-09-09T13:21:11","slug":"what-are-shrm-cp-scores","status":"publish","type":"post","link":"https:\/\/prepsaret.com\/shrm\/what-are-shrm-cp-scores","title":{"rendered":"What Are SHRM-CP Scores?"},"content":{"rendered":"

Many candidates ask how the SHRM-CP certification examination is scored, and how those scores are reported to examinees. <\/span>The SHRM-CP (Society for Human Resource Management Certified Professional)<\/span><\/a> exam uses a scaled scoring system to determine whether candidates pass or fail.\u00a0<\/span><\/p>\n

SHRM-CP Scoring System<\/b><\/h2>\n

The SHRM-CP exam consists of 134 multiple-choice questions, but only 110 of these questions are actually scored. The remaining 24 questions are unscored field test items used to evaluate potential future exam questions. Candidates have no way of knowing which questions are scored and which are field test items, so it’s important to answer all questions to the best of your ability.<\/span><\/p>\n

The exam uses a scaled scoring system that ranges from 120 to 200. The passing score is set at 200, which means all candidates who pass the exam receive a score of 200. This can be confusing for some candidates, as it may seem like you need to answer all questions correctly to pass. However, this is not the case.<\/span><\/p>\n

Raw Scores vs. Scaled Scores<\/b><\/h2>\n

The SHRM-CP exam employs both raw and scaled scores to evaluate candidate performance accurately and consistently. Understanding the distinction between these two types of scores is essential for comprehending how your results are calculated and reported.<\/span><\/p>\n

Raw Scores<\/b><\/h3>\n

After completing the SHRM-CP exam, candidates receive a raw score, which ranges from 0 to 110. This raw score represents the number of questions answered correctly out of the 110 scored items on the exam.\u00a0<\/span><\/p>\n

Scaled Scores<\/b><\/h3>\n

The raw score is not reported to candidates. Instead, it is converted to a scaled score that ranges from 120 to 200. The use of scaled scores is a common practice in standardized testing, similar to exams like the GMAT.\u00a0<\/span><\/p>\n

This scaling process allows for consistency across different versions of the exam and accounts for slight variations in difficulty between test forms.<\/span><\/p>\n

Purpose of Scaled Scores<\/b><\/h3>\n

The primary purpose of using scaled scores is to ensure fairness and comparability across different test administrations. Each version of the SHRM-CP exam may have slight variations in difficulty.<\/span><\/p>\n

\u00a0By converting raw scores to scaled scores, SHRM can maintain a consistent standard of competency required to pass the exam, regardless of which version a candidate takes.<\/span><\/p>\n

Check Out: What is on the SHRM Exam?<\/a><\/span><\/strong><\/em><\/p>\n

Passing Score Determination\u00a0<\/b><\/h2>\n

The Modified Angoff Method is a widely respected and commonly used approach for setting performance standards in certification and licensure exams, including the SHRM-CP exam.\u00a0<\/span><\/p>\n

This method ensures that the passing score reflects the level of knowledge and competency expected of an early- to mid-career HR professional.\u00a0<\/span><\/p>\n

How the Modified Angoff Method Works<\/b><\/h3>\n

\u00a0Expert Panel Selection<\/b><\/p>\n

The process begins with the selection of a panel of experienced HR professionals. These experts are chosen for their deep understanding of the knowledge and skills required for HR professionals at the operational level.\u00a0<\/span><\/p>\n

Typically, the panel consists of 8-10 experts to ensure reliability, though a minimum of six is acceptable.<\/span><\/p>\n

\u00a0Defining the “Minimally Qualified” Candidate<\/b><\/p>\n

The panel’s first task is to define what constitutes a “minimally qualified” candidate. This is someone who possesses just enough knowledge and skills to be considered competent in the field. This definition serves as a benchmark for evaluating each exam question.<\/span><\/p>\n

\u00a0Item Review Process<\/b><\/p>\n

Each expert independently reviews every exam question. For each question, they estimate the probability that a minimally qualified candidate would answer it correctly.<\/span><\/p>\n

\u00a0This estimation is usually expressed as a percentage, such as 70% of minimally qualified candidates would answer this question correctly.<\/span><\/p>\n

\u00a0Multiple Rounds of Evaluation<\/b><\/p>\n

The process involves two to three rounds of evaluation. After each round, the experts discuss their ratings and the reasons behind them. This discussion helps to identify and resolve any significant discrepancies in ratings.<\/span><\/p>\n

\u00a0Statistical Analysis<\/b><\/p>\n

After each round, the ratings are collected and analyzed. The mean, median, and range of ratings for each item are calculated. These statistics help identify items with high variability in ratings, which may need further discussion.<\/span><\/p>\n

\u00a0<\/span>Consensus Building<\/b><\/p>\n

Through discussion and review of the statistical data, the panel works towards consensus on the difficulty of each item for a minimally qualified candidate. This process helps to reduce the impact of individual biases and ensures a more reliable overall assessment.<\/span><\/p>\n

\u00a0<\/span>Calculating the Passing Score<\/b><\/p>\n

The final ratings for each item are averaged. These averages are then summed across all items to determine the raw passing score. This raw score is then converted to the scaled score of 200 used by SHRM.<\/span><\/p>\n

\u00a0Consideration of Real-World Impact<\/b><\/p>\n

The panel also considers the potential pass rate based on the determined passing score. They may adjust the score if it seems unreasonably high or low based on their professional judgment and knowledge of the field.<\/span><\/p>\n

\u00a0Documentation<\/b><\/p>\n

The entire process is thoroughly documented, including the rationale for decisions made. This documentation is crucial for defending the validity of the exam if challenged.<\/span><\/p>\n

\u00a0Periodic Review<\/b><\/p>\n

The passing score is not permanent. It is reviewed periodically to ensure it remains relevant as the field evolves. This may involve repeating the Modified Angoff process or making adjustments based on new data.<\/span><\/p>\n

The Modified Angoff Method is valued for several reasons. It is based on expert judgment rather than arbitrary standards, considers the specific content and difficulty of each exam question, allows for discussion and consensus-building among experts, and provides a defensible, content-based rationale for the passing score.<\/span><\/p>\n

By using this method, SHRM ensures that the passing score for the SHRM-CP exam accurately reflects the level of knowledge and competency expected of HR professionals at the certified professional level. This approach helps maintain the credibility and value of the certification in the HR field.<\/span><\/p>\n

Check Out: What is the Best Way to Prepare for the SHRM ?<\/a><\/strong><\/p>\n

How to Access SHRM-CP Score After Completing the Exam<\/b><\/h2>\n

After completing the SHRM-CP exam, candidates can access their scores through the <\/span>SHRM Certification Portal.<\/span><\/a> This portal uses the same login credentials as the main SHRM website.\u00a0<\/span><\/p>\n

Official exam results are typically available 2 to 3 weeks after the exam date, and candidates will receive an email notification when their results are ready to view.<\/span><\/p>\n

To access your score report, you should log into the SHRM Certification Portal and navigate to the “My Certifications” section. Here, you will find your official score report, which includes your scaled score.\u00a0<\/span><\/p>\n

For those who pass, this score will be 200, while those who do not pass will receive a score between 120 and 199. The score report also provides a diagnostic graph that illustrates your performance across different areas of the exam.<\/span><\/p>\n

While candidates receive a preliminary pass\/fail result immediately after completing the exam at the testing center, the detailed official score report is only accessible later through the portal.\u00a0<\/span><\/p>\n

If you encounter any issues while trying to access your score report, SHRM recommends reaching out to their support team for assistance.<\/span><\/p>\n

\"SHRM<\/p>\n

\u00a0The Candidate Score and Feedback Report<\/b><\/h2>\n

In addition to their official pass\/fail status, candidates receive a Candidate Score and Feedback Report[2]. This report contains:<\/span><\/p>\n

    \n
  1. The official scaled score<\/b> (200 for those who pass, or a score between 120-199 for those who do not pass)<\/span><\/li>\n
  2. A diagnostic graph<\/b> showing performance on the three Behavioral Competency Clusters and the three HR Knowledge Domain.<\/span><\/li>\n<\/ol>\n

    This feedback is valuable for both successful and unsuccessful candidates. For those who pass, it can help guide professional development activities for recertification.\u00a0<\/span><\/p>\n

    For those who don’t pass, it provides insight into areas that may need improvement if they choose to retake the exam.<\/span><\/p>\n

    Additionally, for candidates who do not pass the exam, SHRM offers a results review process for a fee of $50.\u00a0<\/span><\/p>\n

    This review confirms the accuracy of the scoring process but does not involve re-scoring individual items or providing detailed item-level feedback. Changes to results due to this review are rare, given SHRM’s rigorous quality control procedures<\/span><\/p>\n

    Retaking the Exam<\/b><\/h2>\n

    If you don’t pass, you can <\/span>retake the SHRM-CP exam<\/span> in a future testing window. SHRM allows candidates to take the exam once per testing window, with a 120-day waiting period between attempts. There’s no limit to the number of times you can take the exam, but you must pay the full exam fee for each attempt.<\/span><\/p>\n

    To improve your chances of passing on your first attempt, consider enrolling in the SHRM-CP test prep<\/a> course. Additionally, using SHRM-CP practice questions<\/a> to gauge your understanding of HR concepts can greatly help in your preparation.<\/p>\n

    Score Validity and Confidentiality<\/b><\/h2>\n

    SHRM takes extensive measures to ensure the validity and confidentiality of exam scores for the SHRM-CP and SHRM-SCP certifications. These measures are designed to maintain the integrity of the certification process and protect the value of the credentials.<\/span><\/p>\n

      \n
    1. Data Forensics Analysis: <\/b>SHRM uses sophisticated data forensics techniques to identify any irregular testing patterns or potential fraud. This includes statistical analysis of response patterns, performance comparison across different sections of the exam, time analysis, and more.<\/span><\/li>\n
    2. Score Validity:<\/b> SHRM reserves the right to withhold, cancel, or invalidate an exam score if there is reason to question its validity. This might occur due to suspicious patterns, evidence of cheating, technical issues during the exam, or eligibility concerns.<\/span><\/li>\n
    3. Confidentiality:<\/b> Scores are kept confidential and are only released to the candidate. SHRM does not release individual score information to employers, educational institutions, or any other third parties without the candidate’s explicit consent.<\/span><\/li>\n<\/ol>\n

      How to Use Your SHRM-CP Credential<\/b><\/h2>\n

      Once you receive official confirmation that you’ve passed the SHRM-CP exam, you can start using the credential immediately.<\/span><\/p>\n

      You can add “SHRM-CP” after your name on your resume, business cards, email signature, and professional profiles like LinkedIn.<\/span><\/p>\n

      \u00a0SHRM provides a digital badge that you can display on various platforms to showcase your achievement.<\/span><\/p>\n

      Want to get\u00a0 your SHRM credential? <\/span><\/p>\n

      Learn more on Does SHRM-CP Expire<\/a>?<\/strong><\/span><\/p>\n

      FAQS<\/b><\/h2>\n