"We know that recognition and intrinsic motivation are important to our success, but the key is finding ways to effectively operationalize them." 

Everyone likes a shortcut. It makes things easier when there’s a quick way to get somewhere, do something simply or learn a more straightforward technique.

Also, everyone likes a reward for achievement and effort. This is why we have things like certificates, endorsements, awards, diplomas, badges, tickets or a licence (I'm sure you can add to this list). We collect these formal acknowledgements as evidence of our skills, much like the gold star stamped to our hand at school. These credentials have value because they are the symbols that represent time and effort - the so-called “hard yards” - a person has invested in themselves to become a skilled professional. The credentials become a public measure of achievement. They offer recognition of attainment and provide the shortcut to understanding a person's pathway throughout their career. One way of quickly identifying someone’s credentials is by using "postnominals." Post-nominals are those small-type letters you see after a person's name like MD for a Medical Doctor or CPA for Certified Practising Accountant. Initials after your name become a powerful shortcut to people understanding your achievements. There are three good reasons why post-nominal credentials are recognition worth having – they have social currency, they show competency, and send a message about individual achievements.

 

Firstly, credentials have social currency.

Credentials make you look good in the eyes of your peers and place you ahead of the competition. It is a fact of life that people get ranked, especially for job placements in a competitive environment, and that ranking helps those who are at the top. People with the right credentials already have a head start on the competition because they have shown proof of their capabilities. Credentials demonstrate even more value when a recognised standards organisation manages them. They demonstrate levels of best practice and professional standards that others in the industry comprehend. It is in that consistency that the measure becomes "fair" when competition is set against a level playing field. Companies are more willing to pay "top dollar" to people who can easily qualify their skills and credentials as it demonstrates a professional commitment to their career.

 

Secondly, credentials have perceived competency.

Do you remember the feeling of passing your driver's licence test and that first slightly terrifying thrill of knowing you were now qualified to drive a car by yourself? The license was both your permission and proof that you could be trusted on the roads. You now had the skills to drive a car regardless of whether that first drive without L plates sent your knees rattling and palms sweating. You could be confident you had passed and have the licence to prove it. You had a basic competency. Many years after passing that driving test and you can see how much more your skills have evolved - you might even consider yourself a "master" after so many years of safe driving. Credentials are part of a process that establishes the proof of competency. The more specific the role, the more companies are looking for proof of particular skills and abilities. Post-nominals are a way of showing how those competencies grow over time and the status, value, and mastery that come with those achievements

 

Thirdly, credentials send a message.

Having a professional credential sends a signal to your peers and employers that you’re committed to your career and working on your continuous professional development. You have demonstrated your ability to set goals that you achieve. No matter your level of education - especially in the area of managing people - there is no substitute like high-quality professional experience. Learning by doing is extremely valuable. There is also the value of having an experienced network to support you in your career. The ability to learn from others through real-life examples and applying the methodologies you learn from other, more experienced colleagues can become a significant contributor to career success.

 

It’s all about continuous professional development.

The moment you enter a job is the moment you realise you never stop learning. The reality is that what you thought you knew is only the tip of the iceberg of what you want to develop in your career. The time when you discover the gaps in your skills is the moment you should start to look for ways of shoring up your knowledge. This becomes particularly apparent in learning and developing management roles. The skills you learned doing the job are very different when you are leading people within a project. This process of learning is formalised through an activity like continuous professional development.

 

ICI can provide civil people with industry recognition

The Institute of Civil Infrastructure (ICI) has been formed for members of the Australian civil infrastructure industry. It is an industry body developed by civil industry professionals to recognise the skills of Civil Infrastructure Managers (CIM) against national industry standards. CIMs are people managing or likely to manage other people in a civil infrastructure role. ICI is for the first-time supervisor and leading hands through to the highly experienced industry manager and business leader. It can also be for students and recent graduates. The Grading standards are set by the ICI Board on advice of the Grading Standards Committee, comprising a diverse range of industry participants. They ensure the Grades reflect a realistic pathway for individual career development and makes the Grade holder desirable to the industry! CIM Members can apply to be Graded. Grading is a way for you to be recognised for the experienced manager you are and to clearly define your career path. Grading is based on your work experience, which you enter into your work history in the Member portal. There are no exams or tests involved! 

 

What are the ICI Post-Nominals?

Upon successful grading assessment, Members can use the ICI Post Nominals. ICI Post Nominals reflect your civil-specific knowledge, skills, and experience as recognised against the industry standards. There are four levels that represent different levels of experience – Practitioner, Advanced, Expert and Master.

Practitioner - PCIM

Practitioner post nominals represent typically 3-8 years of experience in the industry. To gain these, the CIM must have been in a supervisory role (must supervise at least 1 or more persons) or junior management role. The CIM must achieve the minimum level in each and all five categories detailed in "Grading Scores."

Advanced - ACIM

Advanced post nominals represent typically 9-14 years of experience in the industry in a middle management role. The CIM must achieve the minimum level in each and all five Categories detailed in "Grading Scores."

Expert - ECIM

Expert post nominals represent 15 years of experience or more in the industry in more senior management roles. The CIM must have achieved the minimum level in each and all five categories detailed in "Grading Scores."

Master - MCIM

The Master post nominals are recognition of 20 years of experience or more in the industry and represent strong experience as a senior leader. The CIM must be contributing in a significant way to the industry and the CIM would be required to provide endorsements from referees. Master must achieve the minimum level in each and all five Categories detailed in "Grading Scores."

 

Who can apply for a Grade?

The Entrant CIM is a non-graded membership until the CIM applies for a Grade. If you have some or much experience as a manager or leader, you can join and then apply immediately for a Grading assessment. Civil businesses across the country are clamouring for highly qualified employees with industry credentials. Industry-recognised credentials help employers validate the knowledge and skills of potential employees and save valuable time in assessing the skills of job applicants. Businesses are assured that applicant selected for an interview has the knowledge and skills your company needs. It gives employers peace of mind that their future employees can be ready to hit the ground running. When businesses thrive, communities thrive as well. Highly qualified workers can boost business. These credentials validate you as a CIM, a Civil Industry Manager. You will gain valuable knowledge and industry-specific insight from leaders in our increasingly expanding industry. Plus, you set yourself apart as a motivated Civil Industry leader and Member of The Institute of Civil Infrastructure. With your own industry graded post nominals attached to your name, you can be the manager Industry respects.

 

Multiply your value by becoming a Member of ICI today!