Certified Learning & Development Manager

PROJECT GUIDELINES

Note

1. This section contains an overview of the certification process.

2. Contact details of all the relevant people of Middle Earth are mentioned in this section. Should
you have any issues during the entire course, feel free to write to the concerned person.

3. Detailed guidelines on project work are mentioned. Project should be strictly as per the
mentioned format.

4. Break up of marks and overall evaluation details are also documented in this section for your
reference.

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 1.1. The Three Stages Of The Certification Process

Workshop - 2 days

Project - 60 Days

Certification & Evaluation process – 5 weeks after Project Submission

Stage 1:
The first step in our comprehensive learning process is a two day workshop which would
introduce you to the concepts pertaining to the course. The workshop is an interactive session
facilitated by qualified and experienced faculty with a number of exercises, best practices and
cases to enhance applied learning.

Stage 2- Project Work:

As a next step you would have to complete a project work which would be an implementation of
the learning from the workshop. The candidate must note that the certification process follows
globally accepted standards of evaluation based on a combination of knowledge and skill
evaluation which will be done based on the research project submitted by the participant.

It will assess your understanding of the concepts as per certification standards. The project
should have high degree of workplace relevance. It should be comprehensive in terms of the
steps involved. The project could be done in the current organization of the participant or he/she
can choose a previous/dummy organization in a specific industry and complete the project

The detailed guidelines to complete the project are given in section 2 of this guide and the
project should be strictly as per the project guidelines. Support can be taken three levels –
assessment team, project guide, faculty (see 1.3 for complete details)

Stage 3- Certification:
The certification process- post project submission would take around 5 weeks from the date of
submission of the project. The participants have to submit a soft copy of their project for
evaluation. Post evaluation, the certificate would be dispatched to the address mentioned in the
project submission form which you would have to submit along with the soft copy of your
project. A confirmation of the address would be sought before dispatching the certificates.
All the WHRB participants would be sent their individual CAMI certificates and their WHRB
Licentiate/ Fellowship certificate only on successful completion of the course.

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 1.2. Key Points To Note During The three stage certification Process:

 Soft copy of the courseware cannot be sent by MEHR to any participants due to copy right
issues. Do use the hardcopy given to you during the program for reference during the project

 Middle Earth reserves exclusive rights on all the projects submitted and the projects may be
uploaded on the web. Kindly do not mention the name of the company or any
confidential data in the project.

 The project should be a bonafide work of the candidate and must have been submitted
exclusively to MEHR. Any project which is found to be copied or plagiarized would not be
evaluated and the candidate has to re-submit it.

 All the projects have to be strictly as per the project guidelines mentioned in the Project
guide. All the projects should be in single Word document. If you use any Excel/scanned
PDF file, please embed it to the document. All support documents for the project, if any, can
also be embedded. Assignments in any other formats would not be accepted.

 Late Fee: The project has to be submitted within 60 days of the completion of the
workshop. Late submission attracts a penalty of $10 per week for participants outside India/
Rs.500 per week for participants in India and post 3 weeks from the deadline a re-
certification fee of $100 for participants outside India /Rs.3000 for participants in India needs
to be paid. All requests regarding late submission have to be written to
assessmentsupport@middleearthhr.com

 2 people are allowed for doing a single project in case they have attended the program
together. They need to submit the project at a time by mentioning the details of both the
participants in the Project Submission Form.

 A project can be resubmitted in case the person obtains ‘Fail’ grade. One can also resubmit a
project by paying an extra $25 in case his/her marks are low.

 The evaluation process takes 5 weeks as it goes through 3 checkpoints - the first level check
is done by the assessment support team to check completeness of the project as well as the
project submission forms. The second level check is done by an external Verifier who
verifies and assigns a score. After verification transcript is prepared & is kept with the
assessment team for the random audit purpose. After which the certification is prepared,
signed and sent to you. So do be patient and if you would like a status on the project do write
to the assessment support.

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 World HR Board participants doing the CAMI program as part of the fellowship /
licentiate programs would be sent their individual CAMI certificates along with
Licentiate/ Fellowship certificate only on completion of the course

.
1.3. The Three Levels of Support for Project ( stage 2 ) and certification ( stage 3 )

Level 1:
For details regarding certification process, templates, project deadlines, submission please write to
assessmentsupport@middleearthhr.com

Level 2:
For any technical assistance on specific project related queries on CLDM write to
projectguidecldm@middleearthhr.com

Level 3:
The final level of support is your faculty for this program. For any complex queries, please write to
your faculty.

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 2. PREPARING YOUR PROJECT - GUIDELINES

 The project/ assignment would be marked at 100 marks. Each assignment is broken up into
sections and each section carries specific weightage. Missing out any section in your project
will affect your final evaluation scores.

Project 1: Competency Mapping

Section 1- Creating a Job Description

Step 1: Write 3 detailed Job descriptions along with a detailed key responsibility areas or key
deliverable along with Academic qualification and experience criteria.

Step 2: Along with the KRA’s also mention any other tasks which people in that role handle.

Job Description of Training Associate

Job Title: Training Associate Based at: New Delhi, Country Office
Department: Training and Development Reports to: Training Officer
Direct Reports: None Experience: 1-3 years in the similar role and
understanding of social sector
Required Qualification: Bachelor’s degree Preferred Qualification: Master’s degree in
from a reputed University Human Resource Management
Core Competencies: Functional Competencies:
 Passion  Facilitation
 Accountability  Organizing and scheduling
 Ownership  Record Keeping
 Commitment  Technology (MS Word, Excel,
PowerPoint)
 Office Administration
Job Purpose: To have an overall in-charge for all the administrative tasks such as handling
the correspondence, writing e-mails, sending out invites, preparing letters, making copies of
training hand-outs, scheduling training sessions etc.
Key Responsibilities and Accountabilities:

 Assisting with the scheduling of training sessions.

 Taking responsibility for ensuring all training rooms, venues, equipment, catering
arrangements, and other requirements are booked in advance.
 Sending out appropriate pre-course information to trainees in advance of training
courses.
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  Requesting and compiling the objectives/expectations of training course in advance
by all the attendees
 Keeping data of training materials up to date with the help of Training
Officer/Manager.
 Ensuring approval of training course/content is obtained in advance.
 Allocating employees into groups when repeated training sessions are to be
conducted.
 Printing up of training support materials / hand-outs for training courses, and
formatting these documents where relevant.
 Assisting in training venue set up /clears up before and/or after a training event.
 Sending out course evaluation (feedback) questionnaires following training courses
and compiling / communicating feedback to the training manager.
 Recording all staff’s training attendance.
 Keeping training records and files up to date, filing forms.
 Running standard and custom training reports in HR software as required.
 Preparation of staff manuals for all new employees.
 Obtaining training records / certificates of previous training or qualifications achieved
from new Joinees for personnel files and / or HR software.
 Assisting with arranging induction program timetables for new Joinees.
 Any other training admin tasks not covered above

Please make at least three job descriptions

Section 3- Job Element Analysis and identification of competencies

Step 1: Break the tasks (major responsibilities) into sub tasks.

Step 2: Identify the knowledge, skill, traits required to do the respective tasks. After pin
pointing all the knowledge, skills and traits, segregate them into broad competencies required to
effectively perform the role

Step 3: Identify at least 8 competencies relevant for the said position. It can be Functional,
Technical and Behavioral

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Job Element Threshold Differentiating
Facilitation S: Ability to assist a group or S: Ability to engage a
individual with all the support they need as group for a short duration
trainees in situations like trainer is
running late etc.
K: Knowledge of all the arrangements to be
made prior to organizing a training session
Organizing S: Ability to organize trainings efficiently, S: Ability to coordinate and
coordinate attendance organize multiple trainings
Lists, materials and supplies. for different set of groups at
one time
K: Knowledge of standard material and
supplies used in trainings
Scheduling S: Ability to identify appropriate S: Ability to send out
dates, and time for training. Sending out reminders and follow-up
invitations, coordinating throughout with emails to ensure 100%
trainer and the trainees attendance

K: knowledge of process to be followed to

schedule a training starting from booking of
venue to analyzing feedback forms
Record S: Devising ways to automate recording of K: Knowledge of other
Keeping Training data and reduce manual trainings related documents
intervention like measuring
effectiveness etc.
K: Knowledge of various training
documents used in trainings like capturing
attendance, feedback forms etc.
Technology K: Sound knowledge of K: Knowledge of other
(MS Word, Word, Excel, Access, PowerPoint tools like illustrators to
Excel, And web based applications like Internet create training brochures
PowerPoint) explorer, Outlook Express etc. in-house

S: Ability to send e-mails,

Correspondences, reports, develop forms and
formats etc.
Office S: Ability to determine the logistics S: Ability to negotiate with
Administration needs for training program and ensuring the vendors for on-time
same is in place delivery of material
for smooth execution

K: Knowledge of good external vendors

Generating K: Knowledge of HR software and various S: Ability to foresee the
Report reports it can generate related to trainings future training needs and
according build the
S: Ability to use the software to generate additional components into
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 customize reports as per the need HR software
Report S: Ability to analyze the report, share the S: Ability to independently
Analyzing progress or gaps with the manager on regular analyze the most critical
basis and complex data

K: Knowledge of various tools used for

analyzing data

Section 4- BARS

Step 1: Once the critical competencies for a job are identified, behavioral indicators which
demonstrate each competency have to be identified. For example, for communication skills
competency, behavioral indicators may be listening, body language, articulate usage of
vocabulary, written skills.

Step 2: For each competency identify at least 2-3 behavioral indicators

Step 3: After identifying the behavioral indicators, indicate the four levels at which these
behaviors would be exhibited. The following should be four maturity levels
 Beginner
 Learner
 Advanced
 Expert

Kindly refer the courseware for sample BARS. To summarize the above, you have to construct 4
maturity level BARS with 2-3 maturity levels for the 8 (minimum) identified competencies.

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Competency Level 1 Level 2 Level 3 Level 4
Beginner Learner Advanced Expert
Interpersonal Hesitant to Interacts with a Interacts Gives patient
Skill interact in a group but need confidently but hearing to
group for to sound more need to be more audience, also
lengthy confident patient while interacts
conversations listening to confidently
others
Communication Usually writes Carefully looks Email writing Content of the
long emails, at content while has improved to mail is
which generally writing emails a larger extent. absolutely
loses its impact but needs more Communicates appropriate
practice the message
more effectively
now
Energy level Exhibits low Sound positive Sounds excited Always high on
levels of energy and keeps the while energy,
which generally conversation conversing with proactive
kills the interest going with the others, always approach in
of other person other person keen to initiate work that keeps
involved in the her always
communication ahead of
deadlines.
Work Ethic Is not punctual, Is punctual in Keeps Can’t be
tries to attendance, discussion challenged on
manipulate continues to straight, takes ethics, does not
things and shifts blame others, accountability of compromise on
blame on others lacks her work organization
when work is accountability values
not complete on
time
Adaptability Does not adapt Takes time to Easily adapt to Adapts to all
to change easily, adapt changes, change, new kinds of
feels more goes outside the environment, changes, finds
comfortable in scope of work to always keen on her own comfort
doing regular explore new learning new level in
tasks possibilities ways whatever
situation he/she
is in
Body Language Exhibit bored Exhibit Exhibit attentive Exhibit interest
body language, aggressiveness and calm body and curiosity in
which shows which also leads language which all her
lack of interest to gap in keeps the conversations
in the work communication communication that leads to
at various levels flow going both improved
the ways communication
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 at all levels
Etiquette Exhibits rude Exhibit some Exhibits Demonstrate
behaviour more politeness, politeness while highly courteous
often which however, needs communicating, behaviour
leads to conflict to maintain which has led towards all the
consistency her built good employees and
relationship with external
internal and stakeholders
external
stakeholders
Stress Tolerance Cannot stay Stay calm under Stay calm, plans Stress does not
calm under stressful her work in bother anymore.
stressful situation. advance, that Always meets
situations, reacts However, often does not lead to deadlines, has
aggressively demands last minute been able to
with others extension to stress, also able carry a healthy
meet the to meet work life
deadlines deadlines balance

A minimum of three job description along with JEA and BARS would help in better
understanding.

FAQ Answer

1. Can we use only one job
description
2. Should all Job description
be from same department
1. A minimum of 3 will give you a fare idea and
would help in implementing the same practically
2. It can be from same department; but Job description
from multi department would help in making a
clear JEA and BARS. As few technical and
behavioral areas may be same… But for different
departments there would be variation and making
those would help during the learning stage

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Project 2- On Assessment Center

Section 1- Project summary (This should ideally be written after the completion of the
project)

Project summary should be a one page abstract inclusive of:

i. Objective (half a page)
ii. Scope of project in terms of Department/ positions and industry (half a page)
iii. Methodology followed (Put 2-3 lines about what steps you have followed or if you
have added some other methodology)
iv. Brief overview of Findings/Conclusions (What are your key findings in each step -
not more than a page)

Section 2- Creating a Job Description

Step 1: Write a detailed Job description along with a detailed key responsibility areas or key
deliverable along with Academic qualification and experience criteria.

Step 2: Along with the KRA’s also mention any other tasks which people in that role handle.

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Restaurant Manager

ROLE OUTLINE
Job Title: Restaurant Manager Job Code:
Division: Vaango Department/ Location: Operations
Reports to: Area Manager/Regional Head Immediate Subordinates: Shift Manager

Date Reviewed: Date of effect: Grade/ Steps: M4

Core Purpose of the Job (What is the reason that this job exist; what is the overall aim of
this role?
 To manage a QSR+ Outlet & ensure customer satisfaction & profit maximization by
following the policies & guidelines of the company
 To develop and manage a restaurant as a profit center by generating revenue and exceeding
customer expectations.

Areas of Responsibility (AOR) Success Indicators

 Total operational and financial  BSC Scores: Top line and MCP.
responsibility for an individual restaurant
 Provide overall leadership, recognize and  BSC Score: People, Training BSC Score,
motivate members of the team, coach and Great On boarding Score.
train the team for operational excellence.
 Directly perform hands-on work on an  Audit scores.
ongoing basis to train employees, respond
to customer service needs, or otherwise  Audit scores, Cash profit (Budgeted vs.
role model appropriate behaviors in the Actual performance).
restaurant.
 Manage the restaurant within the policies
& guidelines of the company to ensure
customer satisfaction and profit
maximization.

WORK ACTIVITIES:
 Control day-to-day operations by scheduling labour, ordering food & supplies & developing
restaurant team
 Ensure statutory compliances by maintaining registers and licenses.
 Control P&L by following cash/control security procedures, maintaining inventory,
reviewing financial reports, and taking appropriate actions.
 Recruit, Interview & hire team members, conduct performance appraisals, take discipline

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 action, motivate & train.
 Ensure maintenance of equipments, facility, & grounds through the use of a Preventive
Maintenance Plan based on company standards.
 Ensure food quality and 100% customer satisfaction.
 Ensure complete & timely execution of corporate and local marketing programs.
 Ensure a safe working and customer experience environment by facilitating safe work
behaviors of the team.

JOB FEATURES:
Job Dimensions (Quantifiable job features – E.g. Volumes handled, Revenue and budget size,
No. of subordinates, No. of Suppliers, No. of Customer’s served, Variety of functional areas
handled):
Business Volume Work Volume Others
Stand alone Sub business unit Common/Lead resource to the Vendors
(Restaurant). Manage a entire team including 2 shift
business with average sale managers
volume of 60k-100k.
Job Context (Circumstances characterizing the job: Working hours, location, stress, physical
conditions, and resources available):
The job holder will be working as per the standard working hours; however, it may, from time
to time, work on odd hours to suit business/operations exigencies.

KEY RELATIONSHIPS
Internal (i.e., colleagues, other business units) External (i.e., suppliers, customers, service
providers)
Directly reporting to Area Manager. Will interact with local suppliers & vendors.
Interact with other departments. Manage representatives from statutory
May have to interact (one-on-one) with departments.
Regional Operations Manager/COO.

PERSON SPECIFICATION (What capabilities will be required to perform this role?)

QUALIFICATIONS:
Essential (i.e., must possess) Desirable (i.e., added advantage, not
compulsory)
Hotel Management/ at-least 4 Years of Masters/ PGDM
exposure in managing / leading a restaurant.
RELEVANT EXPERIENCE:
Essential (i.e., must possess) Desirable (i.e., added advantage, not
compulsory)
4-5 Years QSR

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Competencies (Technical, Operational, Managerial, Human & Cultural Requirements)
Essential (i.e., must possess) Desirable (i.e., added advantage, not
compulsory)
a) Basic business math’s and accounting Sales expert & knowledge of market research
skills tools
b) Strong interpersonal and conflict resolution
skills
c) Strong analytical & decision making skills
d) Basic computer literacy
e) Must be a team player and a team leader

GENERAL COMMENTS (Use this section to clarify any organizational relationships, special
circumstances or idiosyncrasies that don’t seem to fit elsewhere but which add clarity to
understanding the position responsibilities, impact, influence, etc.)
Must hold skills for Team Management & Building business.

Please make at least three job descriptions

Section 3- Job Element Analysis and identification of competencies

Step 1: Break the tasks (major responsibilities) into sub tasks.

Step 2: Identify the knowledge, skill, traits required to do the respective tasks. After pin
pointing all the knowledge, skills and traits, segregate them into broad competencies required to
effectively perform the role

Step 3: Identify at least 8 competencies relevant for the said position. It can be Functional,
Technical and Behavioral

Skills, Knowledge & Competencies - Restaurant Manager

S.NO Key Job Elements Knowledge Skills & Competencies
Knowledge of
Total operational and financial restaurant operations.
1 responsibility for an individual Knowledge of P&L Planning & Execution
restaurant preparation and other Restaurant Management
operational statements Customer Focus

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 Provide overall leadership, Knowledge of
Team Management
recognize and motivate interviewing
Decision Making
2 members of the team, coach and techniques, appraisal
Conflict Resolution
train the team for operational method and motivation
excellence. techniques
Directly perform hands-on work
on an ongoing basis to train Training Content
employees, respond to customer Development
3
service needs, or otherwise role Posses knowledge of Training Delivery
model appropriate behaviors in restaurant operations Customer Focus
the restaurant. and customer service
Knowledge of set
Manage the restaurant within systems, policies and
the policies & guidelines of the procedures. Customer Focus
4 company to ensure customer Posses knowledge of Team Management
satisfaction and profit restaurant operations Restaurant Management
maximization. and customer service

Section 4- Creating an Assessment Matrix

Steps to Follow:

Step 1: Create an assessment matrix for the identified competency marking the competencies
row wise and games/ exercises in columns.

Step 2: Ensure that each competency is being measured by at least 2 exercises.

Step 3: Refer courseware for sample Assessment Matrix. Include all the assessment center
exercises/ games / instruments after the matrix.

Assessment Matrix -Restaurant Manager

Compute
S.N Role Case- In-Tray One r
Knowledge /Skills/Competencies
O - Studie Writte Exercise -to- Simulatio
Play s n Test s One n
Knowledge of Restaurant
1
Operations

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 Knowledge of P&L preparation
2
and other operational statements
Knowledge of interviewing
3 techniques, appraisal method and
motivation techniques
4 Team Management
Ownership and Accountability of
5
Results
6 Decision Making
7 Conflict Resolution Skills
8 Planning & Execution
9 Customer Focus
10 Restaurant Management
11 Training Content Development
12 Training Delivery

Development of Tools

1) Role-Play

Tool Type: A role-play tool is where the players physically perform the character’s
actions.
The task is to produce a simple project plan for making and laying down a cooked
breakfast for a group of 45-50 customers in 30 mins of time period. The incumbent shall
be assigned the role of a team leader, leading a team of 5 members including the kitchen
staff and the service staff.
The team leader shall be asked to make a presentation of how the task is divided into sub-
tasks and work allocation among the team members. To add the financial element into
this, the plan must also show a breakdown of costs involved and a structure to monitor
the budget for the project by each separate item.
Pens, Paper and a laptop can be issued to every team leader. The exercise need to be run
in a demo restaurant with all ingredients and other food items available.
2) Case-Study

Tool Type: A case-study is a research methodology common in social science.

Richard is a 28-year-old restaurant manager at an independently owned restaurant in the North

West America. He graduated from university in hotel management and took up the role of
restaurant manager out of passion after having served for nine months as a Head Waiter in a
restaurant. Overall he carries a total of 5 years of experience in this industry.
He manages the overall operations of the restaurant with 20 direct reports, handles customer
complaints and needs to have a handle on any personal and professional staff issues.
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Out of 20 reports, 8 are the kitchen staff at Commi I, II and III level, 7 manage the service of 50
cover fine-dining restaurant, 3 take care of housekeeping and utility services and the rest oversee
the operations.
The restaurant has been lively and has been a profit center for last two years. Richard has
decided to expand operations and open another restaurant (similar one -50 cover fine dining
restaurant) under the same umbrella in next Corner Street in nine to twelve months of time.
For this Richard needs to identify and groom members out of 20 direct reports to take up higher
level responsibilities and also plan out the budget, operating expenses and other costs involved in
expansion of business.
He also needs to get fresh members into the team.
Assume you to be Richard and plan out the Individual development Plan for the team members
who would take up higher level responsibilities.
Chalk out the manpower requirement and develop a method of interviewing candidates keeping
the new roles in mind.
For the new restaurant summarize the total budget available and operating costs involved in
expansion of business.

3) Written-Test

Instructions:
1. This assessment should be completed in 45 mins.
2. There will be no negative marking for any wrong answer.

This test has been developed based on the needs and requirements of the role and the changing
industry trends. This assessment is intended to check the knowhow of the restaurant Industry.
1. While facing rush hour at your store, you suddenly find that you are out of chutney
although a large quantity had been prepared well in advance. What will you do?
2. You have just received a complaint about your dish from a loyal customer. What will you
do to handle the situation?
3. Preparation of income statement and deriving operating cash flows.

Waldorf, Co. had the following transactions during the month of August, 2006:

* Cash received from bank loans was $15,000.

* Dividends of $7,500 were paid to stockholders in cash.
* Revenues earned and received in cash amounted to $28,500
* Expenses incurred and paid were $21,000

What amount of net income will be reported from an income statement for the month of
August, 2006?

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 4) One-on-One discussion

This is based on BEI pattern and the following questions can be posed to the candidate.
a) Give a specific example of a time when you had to address an angry customer. What
was the problem and what was the outcome? How would you assess your role in
diffusing the situation?

b) Describe a situation in which you were able to effectively "read" another person and
guide your actions by your understanding of their individual needs or values.

c) Describe a time when you took personal accountability for a conflict and initiated
contact with the individual(s) involved to explain your actions.

d) What have you done to improve relations with your customers?

e) What kinds of problems have you had coordinating technical projects? How did you
solve them?

f) Tell us how you go about delegating work?

---------------------------------------------------------------------------------------------------------------------
------------------------------------ (Other assessment tools which can be used for this position are in-
tray exercises and simulation exercises which involve relevant IT technology for development
and implementation. The evaluation of the performance of the incumbent shall require
development of BARS for each tool taking into consideration the skills and competencies being
assessed through the tool)

FAQ Answer

1. How many Job descriptions to 1. A minimum of Three would be good

be considered (probably at different level from same
department)
2. Should I use only one 2. Prepare such an assessment center questions
assessment center for all the JD. which can be used for the specific job roles.

More than one assessment help in better

understanding the right person and hiring the
perfect candidate

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Section 5 - Preparing your project for submission

NOTE - All the participants have to give a Project Summary for the project, when they submit
their project. The Project summary should be one to two page abstract and must contain the
following heads:
i. Objective – Clearly outlining what was the outcome expected of the project
ii. Scope of project in terms of Department/ positions and industry- this must outline the
position, the industry. location details if important
iii. Methodology followed- this would give detailed steps followed and clarifying each
step
iv. Brief overview of Findings- what was the end result
v. Conclusions- any final conclusions you carried
You need to start the project by completing the project summary form given at the end of this
document – No project would be accepted without the project summary form being appended

Note: All submitted Assignment will be the Intellectual property of Middle Earth
Consultants or Carlton Advanced Management Institute. This may be uploaded on the
net and hence any confidential material that is not to be shared should not be put in the
assignment. All the project options will be given equal weightage.
"Middle Earth will not be responsible for any loss of confidentiality suffered by the
company."

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 Evaluation & Grades

The assessment process will include a set of assignments that you will need to complete. The
assignment totals 100 marks.

Break-up of marks for assignment on Competency mapping

Item Marks
Creating a detailed job description 25
Job element Analysis and identification of competencies 25
Preparing BARS 30
Overall comprehensiveness of the assignment 15
Project Summary Sheet 5

TOTAL 100

Break-up of marks for assignment on Assessment Center

Item Marks
Creating a detailed job description 25
Job element Analysis and identification of competencies 25
Designing the Assessment matrix 15
Designing the Assessment center exercises 15
Overall comprehensiveness of the assignment 15
Project Summary Sheet 5

TOTAL 100

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At the end of the assessment we would like the participants to know how they have done in the
projects. We have calibrated the rankings as given below from high honors to pass i.e. from
excellent to average performance.

Project Rating Level Percentage of candidates

90-100 High Honors 5%
80-89 High Distinction 15%
70-79 Distinction 15%
50-69 Merit 25%
40-49 Pass 15%
Below 40 Incomplete 25%

If a project is rated as incomplete the participant is given another 2 weeks time to resubmit the
project.
The percentage at each level has been arrived at by statistical analysis. This percentage can
vary from year to year depending on the trends.

Certified Learning & Development manager Program

All rights reserved by MEHR & CAMI, © Version 5.1 (November 2015)
 PROJECT SUBMISSION FORM

Your Exact Name (This will be printed on your certificate):

Name of the program:

Date of attendance (will be printed on your certificate):

Date of Submission: / /

IF you a participant from WHRB/CAMI/Inhouse - Your Batch location and year:

Valid Email ID:

POSTAL ADDRESS YOU WANT THE CERTIFICATE TO BE DISPATCHED AT:

Name:

Street Address 1:

Street Address 2:

City: State/Province:

Post/Zip Code: Country:

Working Mobile No:

Working land phone No:

NOTE:
1. Please note that the above given name will be printed on the certificate. Participants need to
take utmost care in giving correct name.
2. In the absence of the above details the project won’t be evaluated.
3. Participants need to provide complete and correct address for the dispatch of the certificates.
In case the address is incorrect – reprinting and courier charges will need to be paid
4. The project must in be in single MS word document not exceeding 5MB
5. By this submission you accept that the project can be used freely as part of the CAMI and
MEC knowledge center / digital library and can be used by them for research and learning.

As per the policy, we request you to fill the project submission form attached in the first
page of your project and send it along with the project in the same file.
If the project submission form is not present in the project document, we cannot process for
certification.
**********THANKYOU**********
Certified Learning & Development manager Program
All rights reserved by MEHR & CAMI, © Version 5.1 (November 2015)