Certification was a controversial issue of the 1980s that is continuing to be a controversy in the 1990s. While the debate continues, let's tackle another problem that deals with certification. Who should pay the costs? Accepting and supporting the concept of certification, the process involves money. I support the agency paying the certification fees for several reasons.

Professional associations charge membership fees. According to recent IPRA statistics, 74.9 percent of the membership fees are paid by agencies; 19.6 percent paid by individuals; and 5.5 percent are paid through a shared effort. These figures indicate that our agencies recognize the importance, as well as the benefits, of membership in the state professional association. The reasons for this financial support is primarily due to the benefits received from their membership. One of those benefits include enhancing professional image and upward mobility in the leisure service field. Since these agencies already buy into the concept of professional growth through IPRA membership by paying the fees, then buying into the certification concept is the same.

While we acknowledge the need to recruit college students into the profession, agencies need to recognize the burden of certification costs to new and entry-level professionals. The current national exam fee is $100. The state certification fee is $45. In addition, certification requires attendance at conferences and seminars which also cost money. Our entry-level salaries across the state preclude many from affording the program. If one of the goals of certification is to measure the level of professional excellence, this measurement should be paid for by the employers requiring it. If certification is a requirement for employment, the agency should pay. If the agency does not require, but recommends certification, provisions for sharing the costs should be included as an incentive by the agency.

The intangible benefits the agency receives for its financial contribution of the certification program range from positive public relations to employee job satisfaction to increased proficiency. As we evaluate our own employers or we interview perspective employers, one of our concerns should be the support we receive to grow professionally. Part of this growth and support can be in for form of attendance at seminars and conferences, committee work, networking among professionals and certification. These forms of professional growth can be considered another perk in the employee benefit package. This perk is just a small contribution toward supporting and recognizing the critical need to keep employees content in their jobs as well as in their profession.

Whether you believe in the concept of certification or not, the process for becoming certified should be made easier for the individual through the agency's financial support of the program. Many agencies support employees' membership in the state association and many agencies strive to recruit and retain professionals, whether they are certified or not. Agencies will reap benefits from this practice.

What is not certain is just how far the agencies will go to support the certification program for an interested employee. I hope that paying the costs will be near the top of the list.

Illinois Parks and Recreation 8 September/October 1991

Professional certification fees should be paid by the employee, not the employer. Why? There are a few good reasons.

It's common for park, recreation and conservation agencies to pay membership dues for their employees in various state, national and local professional associations. By doing so, both the employee and employer benefit. Consider the following:

— Employees improve their worth, skill and performance by participating in association conferences and workshops.

— Members receive periodicals and publications that keep both the employee and employer aware of trends and issues,

— Participation in association-sponsored education, committees and other activities enhances the personal resume.

— Employees can plug into an existing network that frequently saves the agency from costly mistakes, or the cost of re-inventing the management wheel.

As stated above, agencies pay tuition for continuing education programs also. The agency usually pays for conferences, management schools, workshops and professional meetings. The employee contributes his or her time. Clearly, an agency benefits from more able, and hence, more productive employees.

With professional certification, the situation is a bit different. Certification does not make an employee more valuable. It attests to that individual's basic value. It proves that the individual meets certain basic standards for performing park, recreation and conservation work. Ideally, certification will be a prerequisite for employment, just as a valid driver's license and proof of citizenship is now. Without certification, individuals may not be considered for employment by some agencies. Knowing this, it is really only the employee who benefits directly from the Certified Leisure Professional (CLP) status. It may also help him or her to get elected or appointed to a national or state association office, or to win an award.

CLP is a label of sorts. It is a label that professionals can use to better themselves. Do agencies have an obligation to provide (pay for) labels that benefit the employee but not the agency? Let the employee who receives the benefit pay for the CLP fee.

There are two final points to consider. First, for full-time professional employees, certification is similar to lifeguard certification, exercise teacher certification, and pesticide application license for example. If an agency has a precedent of paying for these certifications, it may not want to pay for professionals' certification too.

Second, agencies are indirectly paying for part of certification. To become and to remain certified, professionals must accumulate Continuing Education Units (CEUs). Who pays for the fees and tuition for continuing education? Again, it's usually the agency.

Based on the facts and arguments presented, it appears logical that the employee should be paying for his or her certification. Agencies contribute to much of the employer's professional betterment.

Certification is where the professional should assume the financial responsibility.