Questions to Ask and Answer

4: Questions to Ask and Answer When Determining if a Training Program is Certificate-Eligible and Where to Look for the Answers

The following is a list of questions to consider when reviewing a program of instruction for certificate eligibility. The resources cited for each question are examples of the types of requirements or program policies to look for when attempting to answer the questions. The resources identified are not comprehensive; you may find other resources locally that also support your decision to define a program of instruction as "certificate-eligible". College course catalogues and degree/certificate requirements typically answer many of these questions to the extent necessary to make your determination. Employers who will hire certificate holders can also answer questions that a training catalogue doesn't.

Question 1: Is the program more than one course of instruction? If it is one course only, what can be expected of the participant after successfully completing the course?

What to look for:

Program descriptions in college or training provider catalogues.
Occupational licensing and certification requirements by the certifying agency.

Question 2: Does the training program have structure? Is there a standardized mechanism of delivery?

What to look for:

Lesson plan(s)
Curriculum
Class syllabus
Prerequisites - i.e., the program is completed through a series of training activities that build upon each other to expand the student's breadth and depth of knowledge and skills.
Evidence based on lesson plans, curricula, etc. that instructors typically teach the course in the same sequence, according to the same schedule, each time the course is offered.

Question 3: Does the program fulfill a specific set of occupational requirements with clear and measurable goals and objectives? Can the certificate holder function effectively on the first day of employment with minimal supervision?

What to look for:

Job qualifications or pre-requisites (e.g., licensure, certification or any other evidence the prospective employee must provide as evidence of competency in order to be hired).

Once all training and testing is completed, what does the student obtain for his/her effort? (e.g., license to practice, certificates of competency, eligibility for higher levels of training and education).

The individual can perform the work required by the occupation without additional training immediately after hiring. For example, an emergency medical technician (EMT) can perform Cardiopulmonary Resuscitation (CPR) on a patient at the time of hiring by an ambulance service.

Question 4: Is the certificate and knowledge/skills transferable from one employer to another within the industry that recognizes the certificate?

What to look for:

Employer hiring standards within the industry.
Evidence of reciprocity across state or regional borders (i.e., no further training is required to secure the same job in another location, or minimal training requirements to account for regulatory differences associated with State licensing and certification laws/regulations.) For example, an EMT certified by the National Registry of EMTs in the State of Minnesota would be immediately eligible for EMT licensure and hiring in the State of Wisconsin.

Question 5: Who issues the certificate or license?

What to look for:

Licensing or certification requirements identified by the training program provider.
State, county, tribal or municipal licensing or certification regulations or requirements.
Professional or industry endorsements and standards.
Apprenticeship programs.

Question 6: Can the participant secure a job in the occupation without obtaining the certificate, credential or license? If all other job candidate qualifications are equal, which candidate would the employer choose: the one with the certificate or the one without it?

What to look for:

Eligibility requirements for certificates, licenses or credentials.
Continuing education requirements to renew certificates, licenses or credentials.
Certificate, license or credential expiration dates.
Length of time a certificate, license or credential is valid.
Recertification requirements after a certificate, license or credential has expired.
Employer requirements for maintaining current certification, licensure or credentials.
Employer prerequisites to employment that state a preference for applicants with the certificate/credential.

Question 7:

How is successful program completion determined? What to look for:

A written test must be passed to qualify for a license, certificate or credential.
A practical skills test (if applicable) must be passed to qualify for a license, certificate or credential.
The training program and courses have clearly stated pass-fail criteria that apply to all students.
All students are tested according to the same sets of standards and criteria determined by the occupation to be minimally acceptable.
Reasonable testing accommodations for individuals with disabilities measure the same standards and competencies as any other student who has participated in the program.

Question 8: Does an individual receive a certificate, license or credential even if he/she fails to pass the required tests or evaluations or is not evaluated for competency following program or course completion?

Eligibility requirements for certificates, licenses or credentials.
Minimum acceptable grade point average, examination score.
Program and course attendance requirements.

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eBook	Certificate Requirements and Policy


Table of Contents Questions to Ask and Answer Useful links	Questions to Ask and Answer 4: Questions to Ask and Answer When Determining if a Training Program is Certificate-Eligible and Where to Look for the Answers The following is a list of questions to consider when reviewing a program of instruction for certificate eligibility. The resources cited for each question are examples of the types of requirements or program policies to look for when attempting to answer the questions. The resources identified are not comprehensive; you may find other resources locally that also support your decision to define a program of instruction as "certificate-eligible". College course catalogues and degree/certificate requirements typically answer many of these questions to the extent necessary to make your determination. Employers who will hire certificate holders can also answer questions that a training catalogue doesn't. Question 1: Is the program more than one course of instruction? If it is one course only, what can be expected of the participant after successfully completing the course? What to look for: Program descriptions in college or training provider catalogues. Occupational licensing and certification requirements by the certifying agency. Question 2: Does the training program have structure? Is there a standardized mechanism of delivery? What to look for: Lesson plan(s) Curriculum Class syllabus Prerequisites - i.e., the program is completed through a series of training activities that build upon each other to expand the student's breadth and depth of knowledge and skills. Evidence based on lesson plans, curricula, etc. that instructors typically teach the course in the same sequence, according to the same schedule, each time the course is offered. Question 3: Does the program fulfill a specific set of occupational requirements with clear and measurable goals and objectives? Can the certificate holder function effectively on the first day of employment with minimal supervision? What to look for: Job qualifications or pre-requisites (e.g., licensure, certification or any other evidence the prospective employee must provide as evidence of competency in order to be hired). Once all training and testing is completed, what does the student obtain for his/her effort? (e.g., license to practice, certificates of competency, eligibility for higher levels of training and education). The individual can perform the work required by the occupation without additional training immediately after hiring. For example, an emergency medical technician (EMT) can perform Cardiopulmonary Resuscitation (CPR) on a patient at the time of hiring by an ambulance service. Question 4: Is the certificate and knowledge/skills transferable from one employer to another within the industry that recognizes the certificate? What to look for: Employer hiring standards within the industry. Evidence of reciprocity across state or regional borders (i.e., no further training is required to secure the same job in another location, or minimal training requirements to account for regulatory differences associated with State licensing and certification laws/regulations.) For example, an EMT certified by the National Registry of EMTs in the State of Minnesota would be immediately eligible for EMT licensure and hiring in the State of Wisconsin. Question 5: Who issues the certificate or license? What to look for: Licensing or certification requirements identified by the training program provider. State, county, tribal or municipal licensing or certification regulations or requirements. Professional or industry endorsements and standards. Apprenticeship programs. Question 6: Can the participant secure a job in the occupation without obtaining the certificate, credential or license? If all other job candidate qualifications are equal, which candidate would the employer choose: the one with the certificate or the one without it? What to look for: Eligibility requirements for certificates, licenses or credentials. Continuing education requirements to renew certificates, licenses or credentials. Certificate, license or credential expiration dates. Length of time a certificate, license or credential is valid. Recertification requirements after a certificate, license or credential has expired. Employer requirements for maintaining current certification, licensure or credentials. Employer prerequisites to employment that state a preference for applicants with the certificate/credential. Question 7: How is successful program completion determined? What to look for: A written test must be passed to qualify for a license, certificate or credential. A practical skills test (if applicable) must be passed to qualify for a license, certificate or credential. The training program and courses have clearly stated pass-fail criteria that apply to all students. All students are tested according to the same sets of standards and criteria determined by the occupation to be minimally acceptable. Reasonable testing accommodations for individuals with disabilities measure the same standards and competencies as any other student who has participated in the program. Question 8: Does an individual receive a certificate, license or credential even if he/she fails to pass the required tests or evaluations or is not evaluated for competency following program or course completion? Eligibility requirements for certificates, licenses or credentials. Minimum acceptable grade point average, examination score. Program and course attendance requirements. back to top
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