APM Chartered Project Professional and Registered Project Professional Coaching

What is Chartered Project Professional?

Becoming a Chartered Project Professional will be the pinnacle of your project management career. It will evidence the fact that you are among the pre-eminent professionals practicing to a defined code of conduct having demonstrated the requisite knowledge and skill.

For those professionals holding the APM Registered Project Professional (RPP) designation your route to Chartered will be relatively straightforward, but for those of you without RPP you may need some support and guidance to help see you through successfully.

ChPP is available to anyone, from any professional project background not just project managers, but programme, portfolio managers as well as specialist skills such as risk management and project controls.

Registered Project Professional (RPP)

Who Is It Suitable For?

To achieve the ChPP standard you must demonstrate competence (knowledge and application) of ten core competencies and two elective competences.

Mandatory competences

Evidence needed for all 10

Team management

The ability to select, develop and manage teams.

Conflict management

The ability to identify, address and resolve differences between individuals and/or interest groups.


The ability to empower and inspire others to deliver successful change initiatives.

Risk, opportunity and issue management

The ability to identify and monitor risks (threats and opportunities), to plan and implement responses to those risks, and to respond to other issues that affect the change initiative.

Consolidated planning

The ability to consolidate and document the fundamental components of a change initiative: scope; schedule; resource requirements; budgets; risks; opportunities and issues; and quality requirements.

Governance arrangements

The ability to establish and maintain governance structures that define clear roles, responsibilities and accountabilities for governance and delivery of change initiatives, and that align with organisational practice.

Stakeholder and communications management

The ability to manage stakeholders, taking account of their levels of influence and particular interests.


The ability to establish and manage reviews at appropriate points, during and after change initiatives, which will inform governance of the change initiatives, by providing evaluations of progress, methodologies and continuing relevance.

Change control

The ability to establish protocols to alter the scope of change initiatives, implementing the protocols when necessary, and updating configuration documentation, including contracts to develop, maintain and apply quality management processes for change initiative activities and outputs.

Budgeting and cost control

The ability to develop and agree budgets for change initiatives, and to control forecast and actual costs against the budget.

Financial management

The ability to plan and control the finances of programmes or portfolios and their related change initiatives, as a means of driving performance and as part of the organisation’s overall financial management.

Elective competences

Evidence needed for two


The ability to secure provision of resources needed for change initiative(s) from internal and/or external providers.

Contract management

The ability to agree contracts for the provision of goods and/or services, to monitor compliance and to manage variances.

Requirements management

The ability to prepare and maintain definitions of the requirements of change initiatives.

Solutions development

The ability to determine the best means of satisfying requirements within the context of the change initiative’s objectives and constraints.

Schedule management

The ability to prepare and maintain schedules for activities and events for change initiatives, taking account of dependencies and resource requirements.

Resource management

The ability to develop, implement and update resource allocation plans (other than finance) for change initiatives, taking account of availabilities and scheduling.

Quality management

The ability to develop, maintain and apply quality management processes for change initiative activities and outputs.

Transition management

The ability to manage the integration of the outputs of change initiatives into business as usual, addressing the readiness of users, compatibility of work systems and the realisation of benefits.

Resource capacity planning

The ability to prepare and maintain an overall schedule for resource use in related change initiatives, which avoids bottlenecks and conflicting demands, and which sequences outcomes in order to enable the efficient realisation of benefits.

Frameworks and methodologies

The ability to identify and/or develop frameworks and methodologies that will ensure management of change initiatives will be comprehensive and consistent across different initiatives. (In this context, ‘framework’ means the parameters, constraints or rules established to standardise delivery.)

Independent assurance

The ability to gather independent evidence that the information from the change initiative is valid, and that the change initiative is likely to achieve its aims.

Our recommendation is that you do this by following the 70-20-10 model for development. Put simply this means you evaluate your current competence and then use CPD to plug any gaps. For more information read out blog post on using the 70-20-10 for project management development and also the guidance published by the APM on the application process.

ChPP Application Process

There are currently three routes to ChPP status. These are:

  • Route 1: for those who have a recognised assessment for technical knowledge. For the moment no qualifications are registered to meet the requirements to advanced technical knowledge. It is up to the awarding bodies to apply to the APM for these to be recognised and we expect to see these emerge over the next few months.
  • Route 2: for those who have a recognised assessment for technical knowledge and professional practice. Currently the RPP qualification is the only recognised assessment in this category.
  • Route 3: an experiential route for those who do not have a recognised assessment but do meet the eligibility criteria. This will be assessed based on the application and a more detailed interview than routes 1 and 2.

In all cases the process involves a paper application and then an interview (which can be conducted face-to-face or on-line). The RPP application is very similar with a written application and then an interview.


How can Parallel Support me?

The APM provide detailed guidance on how to prepare and complete the application. However this guidance primarily focuses on the application process, and not the longer term steps to achieve the standard.  To be successful your application should be based on an honest and detailed review of your competences against the standard.  We recognise that every individual may have very different development needs, so if you feel the need for some external guidance then we would be delighted to offer you one-to-one coaching.

Each session is tailored to your needs but we will typically cover.

  • A review of your employment history
  • A guided benchmarking of your competences against the ChPP standard.
  • Support to prepare a CPD development plan to address any gaps in your knowledge, experience.
  • The development of a plan to consolidate the next steps
  • Advice and guidance across a few chosen competencies
  • Advice and guidance against your project track records

Stage One (Written Application) Support - Follow-On Coaching

Each learner will be provided with a ChPP coach, someone who understands the process fully and is able to provide support and guidance in the preparation of the application. This can happen either remotely or in person and face to face. The time allowed for this is approximately one half day per person. This may be undertaken individually or as part of a larger group on a webinar basis or perhaps over the telephone to support those candidates who work remotely, have time or domestic restrictions on travel or would prefer that approach.

The objective is to arrive at a completed application pack for each candidate suitable for presentation to the APM. It must be stressed that the coaches cannot actually suggest content but can advise on the suitability of the content written by the applicant. Further coaching can be made available on an individual basis at extra cost.

Stage Two (Written Application) Support – One Day Interview Coaching

For candidates who have had a successful outcome from the Stage One process there will be a follow up workshop to prepare the candidate for the stage two interviews. This will include a checklist of preparation and during the one day session candidates will be coached on how to develop their interviewing skills around the material they have presented. Candidates will be invited to interview each other and to provide feedback. A short presentation on effective feedback will be provided as part of the session.

Candidates that have been unsuccessful will have the option of undertaking a further coaching session to review the feedback and determine the best way forward, whether to resubmit immediately or consider accumulating more experience or evidence to re-apply in the future.


Course Dates & Prices


Typical prices £1,200 plus VAT for one-to-one coaching including 1/2 day meeting, 1/2 application review and 1/2 day interview prep. Contact us for group prices.

Recent Blog Posts on Chartered Project Professional

Advancing your career as a project management

Advancing Your Career in a New Profession

By Paul Naybour | 3rd March 2017

Almost all businesses and organisations are now project-centric and either have an in-house project management capability or use external project management consultants. Projects are a major part of all business environments as organisations strive to improve their products in the high-tech landscape and streamline processes for better cost-efficiency. And where projects tend to be complex,…

project management ethics

New Professional Recognition for Project Managers

By Paul Naybour | 15th October 2016

In my last post I discussed the skills and qualities that project managers need to develop to be successful because they have such a varied role it can sometimes be difficult to know what skills are the most important. A good project manager will be able to engage just as effectively with senior management as…

project management profession

Project Management: Is It Really a Profession?

By Paul Naybour | 15th April 2016

One of the major international project management organisations (APM – Association for Project Management) has been working hard to obtain chartered status for the profession in the UK. This is the type of recognition that a lawyer or accountant might enjoy; the case is currently at the court of appeal but it looks likely that…

career in project management

Advancing Your Career in the Emerging Profession of Project Management

By Paul Naybour | 22nd February 2013

Projects are increasingly becoming part of the daily business of many organisations so the need for experienced and well-trained project managers is increasing as these organisations recognise the value of project managers with a track record of delivering complex projects successfully. Many organisations will have learnt the hard way that assigning an individual who has…

default featured image

Professional Project Managers Choose APM Qualifications

By Paul Naybour | 12th March 2012

The not-for-profit Association for Project Management (APM) offers a range of highly-regarded qualifications for project management professionals at all stages of their careers. There is the APM Introductory Certificate for those new to project management, or playing a supporting role in corporate projects for the first time, right through to the Practitioner Qualification (APM PQ)…