NAF - NAPS Accredited Firm
PROGRAM RULES
1. In order to be eligible to become a NAPS Robert P. Style Firm Accredited Firm ("NAF"), a firm must be primarily engaged in
the placement or staffing business.
2. The term "Qualifying Employee," as used in these rules, means any employee who, as of the anniversary date of the firm's
application for NAF status, has been employed to perform placement, staffing or recruiting functions for at least one year.
The term "Additional Employee" means any employee who has been employed for less than one year, a former employee who was
employed between the application date and anniversary date, or an employee who does not perform placement, staffing or
recruiting functions (for example, administrative assistants or accounting department personnel). In order to determine a
firm's quota in connection with any of its obligations, only the number of Qualifying Employees will be used. However, in
meeting that quota, a firm may include the accomplishments of Additional Employees. For example, if a firm has 12 Qualifying
Employees and 4 Additional Employees, it will be required to have 6 persons (50% of Qualifying Employees) who hold the CPC or
CTS designation. Any Additional Employee who is certified will count toward the quota of 6.
3. A firm applying for the NAF designation must pledge to demonstrate the following commitments by the anniversary date of its application:
a. Commitment to Certification -A number of employees equal to at least 50% of Qualifying Employees must hold the CPC or CTS designation
b. Commitment to Education -
i. The firm must achieve a total of 10 Contact Hours times the number of Qualifying Employees. A "Contact Hour" can be earned in the same manner as Continuing Education Units are earned for the NAPS certification program - by attending association education programs, attending training classes, inside or outside the office, taking post-secondary courses relevant to staffing or recruiting, professional reading or such other activities as might be approved by NAPS; and.
ii. The firm must achieve a total of 5 hours times the number of Qualifying Employees in attendance at local, regional, state or NAPS educational programs. Hours of attendance at such programs can also be counted as Contact Hours.
c. Commitment to the Profession -
i. The firm must be a member, as a firm, of NAPS, or any regional, state or local association of staffing or recruiting firms; and
ii. At least one employee of the firm must have served as an officer, director or committee member of any such association during the past two years, delivered a presentation at any such association's educational function or written an article for any industry publication.
d. Commitment to the Free Enterprise System - the firm or an owner must be a member of an organization (such as a Chamber of Commerce or National Federation of Independent Businesses) which has among its purposes the advancement or protection of the free enterprise system.
e. Commitment to the Community -50% of Qualifying Employees must have actively participated in community service. Examples of such participation are walks in support of AIDS or breast cancer research, service in feeding the indigent or homeless and service on behalf of scouting organizations. Purely financial contributions do not qualify.
4. Firms seeking the NAF designation shall submit an application on a form prepared by NAPS. The application shall be accompanied by the application fee then in effect - currently $1,500 for NAPS firm members or offices of corporate members ($2,500 for non-members).
5. A firm shall hold the NAF designation for a period of one year from the date of its application (the "anniversary date"). Upon the anniversary date, a firm which is eligible to renew under these Rules may submit a renewal application, to be accompanied by the renewal fee then in effect - currently $750 for NAPS firm members or offices of corporate members ($1,250 for non - members).
6 In order to be eligible for renewal, an NAF must have met all of its commitments as of the anniversary date. The NAF must submit a compliance report as of the anniversary date on forms provided by NAPS for that purpose.
7. Any firm which fails to meet all of its commitments by the anniversary date shall immediately relinquish the NAF designation, and shall not be permitted to apply for accreditation for two years. Any NAF which is found, after a complaint and the due process procedures contained in the NAPS bylaws for violations of its Code of Ethics, to have violated the NAPS Code of Ethics may, at the discretion of NAPS, be required to immediately relinquish the NAF designation.
8. Any NAF may refer to itself as an "Accredited Recruiting Firm" or "NAF" and promote and publicize its accreditation in any manner which is not misleading.
9. Upon the initial achievement of the NAF designation, and any renewal, NAPS shall send announcements of the achievement to up to 50 clients or potential clients selected by the NAF, and shall send press releases to 5 newspapers or other publications selected by the NAF.
10. NAPS shall publish on its web site a list of all NAFs, as well as a link to the web site of each NAF, if requested by the NAF.
11. NAPS may develop such additional materials promoting those who hold the NAF designation as it may determine from time to time.
12. NAPS may, in its discretion, take reasonable steps to verify the information presented by the NAF on its Compliance Report, and the NAF shall cooperate with NAPS in that endeavor.
FREQUENTLY ASKED QUESTIONS
1. Why has NAPS developed this program?
We are very proud of how enthusiastically our members have reacted to our
certification programs. We believe we should take the next step, by offering those firms who truly stand out in their
dedication to education, their profession and the community the opportunity to be recognized for that.
2. Please explain the rationale for having both Qualified and Additional Employees.
It would not be fair, for example, to require very small firms to have the same number of educational Contact
Hours as larger firms. Therefore, we base the number of Contact Hours required upon the number of Employees.
Since we require 10 Contact Hours per employee, we also thought it was unfair to require that many hours from
employees who joined the firm late in the year. Therefore, in determining a firm's quota, we only use employees
who have been employed for at least one year to perform staffing or recruiting functions. However, if a new
employee, or former employee, achieved contact hours, those hours count toward the firm's quota.
3. Do researchers count as Qualified Employees?
Yes.
4. By what date must I submit my firm's compliance report?
The report must be submitted by the anniversary date of the firm's application for NAF status. A 30-day extension
may be granted for good cause, if requested at least 10 days prior to the deadline. However, this extension
only extends the time to file the report. It does not extend the time within which compliance with the
commitments is required.
5. I attended my state association's conference. May I use the 6 hours I spent in seminars both as Contact
Hours for accreditation and CEU's for certification?
Yes. Just remember that this would count as 6 hours toward the Contact Hours requirement and .6 CEU's.
6. If more than one of my firm's employees attend the same educational function, can we count both of the Contact Hours?
Yes.
7. What will NAPS do to promote our achieving NAF status?
First we will mail a piece to 50 clients or potential clients you select. You have been provided with a version of
that mailing, but we would be glad to discuss suggested changes with you. Second, we will send a press release to
5 publications of your choosing. Third, we will display on our web site the fact that you are an NAF, and, if you
wish, provide a link to your web site You may add a paragraph describing your firm to both the client announcement
and the press release. We may develop additional promotions from time to time.
8. Is their anything I cannot say in the paragraph I add?
Anything that is not true, and any comparative statement of opinion, such as "XYZ is the nation's best search
firm." That's so we don't have to describe each NAF as being better than any other firm, which could include
other NAFs.
9. May we directly advertise or promote our NAF status?
We actively encourage you to do so, as long as you don't say anything untrue or misleading.
10. I like the release you did for our clients. May I send out more on my own?
Absolutely.
11. May we satisfy the commitment to the community requirement by writing a check to our favorite charity?
No. We encourage you to do that, but what we're looking for here is participation.
12. I'm not sure whether a certain educational or community service activity qualifies toward meeting our requirements.
Contact Dr. Frank Burtnett, NAPS' education consultant, at EDNOW@aol.com.
13. One employee has participated in two charitable events. Can we count them both?
No. The goal is based upon the number of employees participating. In the same way, an employee
who is both a CPC and CTS only counts as one toward your goal However, all Contact Hours earned
by an employee count toward the firm's quota, even those in excess of 10 per year.
14. If we exceed any of our goals, can the excess be carried over from year to year?
No.
15. Our firm is not a NAPS member, but our owner is an individual member. Do we qualify for member rates for NAF accreditation?
No. This is a program for firms, and only firm members qualify for member rates.
16. Suppose we fall just short of one of our goals. Do we get any leeway?
No. We take these commitments very seriously. After all, we have advertised that you will meet
them. You will not be allowed to continue to represent yourself as an ARF, and you may not
re-apply for two years.
COMPLIANCE REPORT
List all Qualifying Employees* (those who have been employed at least for at least one year). Attach a separate sheet if necessary.
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List all employees, including Qualifying Employees and Additional Employees*, who
hold the CPC or CTS designation and specify the designation held. Attach a separate
sheet if necessary.
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On a separate sheet, list all Contact Hours* earned during the past year by Qualifying Employees and Additional
Employees, specifying the name of the employee, the nature of the contact, the number of Contact Hours and the
date of the contact. (For example - Harry Jones, TAPC Annual Conference, 12.0 Contact Hours, April 25-26; Delores
Smith - Greg Doersching teleconference, 1.0 Contact Hours, June 15.)
Is the firm a member of NAPS, or any regional, state or local association of staffing or recruiting firms? If
so, name the association(s).
Has any employee of the firm, during the past two years, served as an officer, director or committee member
of any such association during the past two years, delivered a presentation at any such association's educational
function or written an article for any industry publication? If so, identify the employee and describe the position
held, presentation given, or article written here.
Is the firm a member of any organization which has among its purposes the advancement or protection of the free
enterprise system? If so, name the organization(s).
List all employees, including Qualifying Employees and Additional Employees, who
have actively participated in community service or charitable endeavors during the past
year, describe the participation and the date. Attach a separate sheet if necessary.
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Enclosed is our check for $ for the renewal fee.
NAME OF FIRM
NAME AND TITLE OF PERSON SIGNING THIS REPORT
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SIGNATURE
*This term is defined in the Program Rules
The National Association of Personnel Services is proud to announce that XYZ has
earned the right to be an NAPS Accredited Firm.
The NAPS Accredited Firm designation is reserved for those recruiting and staffing firms who
agree to be bound by the NAPS Code of Ethics and who demonstrate the following commitment:
Commitment to Certification - a commitment to train and educate employees to attain the Certified Personnel Consultant or Certified Temporary Staffing Specialist designation, open to those who pass an examination in which they demonstrate knowledge of the laws against employment discrimination, as well as other laws and ethical standards affecting their duties.
Commitment to Education - The firm's employees must achieve a specified number of hours of education and training credits relating to their duties.
Commitment to the Profession - The firm is active in industry associations which seek to promote education and adherence to ethical standards.
Commitment to the Free Enterprise System - the firm participates in organizations which have as a purpose the advancement or protection of the free enterprise system.
Commitment to the Community - NAFs recognize the need to "give back" to their community, and commit to a specified number of hours of dedication by their employees to community service or charitable endeavors.
NAPS is the oldest national trade association of recruiting and staffing firms. For over forty years, it has enforced a Code
of Ethics and certified individuals who demonstrate knowledge of the laws and ethics relating to their work.
Insert paragraph provided by NAF describing the company. Comparative opinions ("we are the best nurse staffing agency in
the country") are not permitted.
"We are thrilled to grant NAPS Accredited Firm status to XYZ," said NAPS President, Conrad Taylor, CPC, CTS. "XYZ has
demonstrated a commitment not only to do well, but to do good. It is inspirational to note and reward XYZ's commitment to
education of its employees, compliance with ethical standards and the charitable and community service activities of its
employees.
Please join with NAPS in congratulating XYZ on achieving the status of NAPS Accredited Firm.
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