Internationally Certified by Accredit Global for Testing Professionals
The International Credentialing through Cognexity offers certified practitioners and partners to utilise our globally accredited system to go above and beyond the typical assessment and training to work with special needs of our clients. Cognexity Certification was created by a team of experts, including international leaders in the medical and educational fields, university researchers, master educators, and clinical professionals. The programs were designed based on feedback from leaders in psychology and clinical education to deliver real time insights to your human capital keeping you abreast of improvements and changes in your Work related performance.
There are two levels of Certification available. Level 1 and Level 2. Whilst In depth reporting is your ‘access all areas’ to the health of your business and its people it also delivers instantaneous, unfiltered feedback will help you establish a culture of wellness and place you at the forefront of becoming a best employer. Our certification will:
- Enhance your professional reputation and credibility in this growing global field.
- Recognize your mastery of specialist level training and assessments in cognitive disorders.
- Increase your opportunity for career advancement and increased earnings.
- Recognize your voluntary effort to meet rigorous professional standards in ongoing professional development.
- Include your name on the online public registry of Certified Cognitive Coaches
Level 1: Clinical Practitioners – ( Cognitive Circumplex Certification ) suitable for Registered Psychologists.
( Program Duration 8 Hours)
Organisational psychologists analyse organisations and their people, and devise strategies to recruit, motivate, develop, change and inspire. All practising psychologists are legally required to be registered with the Psychology Board of Australia. Organisational psychologists work with organisations, teams and individual employees to improve their performance and increase effectiveness and productivity in the workplace. They strive to enhance people’s wellbeing by improving their experience at work. Organisational psychologists base their practice on science, drawing on psychological research and tested strategies to influence how people act, think and feel at work. This scientific approach provides confidence that methods produce measurable, replicable and often more cost-effective results. In the workplace, organisational psychologists can play a number of critical roles generally associated with employee performance, including Organisational Development (OD), Manager, Human Resource (HR) Manager, HR Consultant, Personnel Director, Learning and Development Manager, Trainer, OD Consultant, and Researcher. Organisational psychology covers a broad range of disciplines including industrial and organisational psychology (I/O psychology), work psychology, occupational psychology, personnel psychology, human resource management and development, ergonomics, human factors, vocational psychology, managerial psychology, coaching, and consumer psychology.
Cognexity Programs are evidence-based risk and protective focused where factors identified at each level include:
- The design of the job – demands of the job, control in the work environment, resources provided, the level of work engagement, the characteristics of the job and potential exposure to trauma
- Team/group factors – support from colleagues and managers, the quality of interpersonal relationships, effective leadership and availability of manager training
- Organisational factors – changes to the organisation, support from the organisation as a whole, recognising and rewarding work, how justice is perceived in an organisation, a psychosocial safety climate, positive organisational climate, and a safe physical environment
- Home/work conflict – the degree to which conflicting demands from home, including significant life events, interfere with work
- Individual biopsychosocial factors – genetics, personality, early life events, cognitive and behavioural patterns, mental health history, lifestyle factors and coping style.
The Certification Program Report Structure runs through the following areas.
- Introduction
- Presenting Issue
- Personal History Relevant to Assessment
- Cognitive Assessment
- Current Cognitive Performance
- Competence Profile
- Summary Impression
- Appendix : Cognitive Assessment Descriptions
- About Cognexity
Cognitive competence refers to how effectively a person can perform the cognitive requirements of their designated employment position. Such competence encompasses multiple cognitive domains relevant to the various inherent aspects of the role.
Professional employment typically involves the processes of creativity and critical thinking. These dynamic and fluid intellectual abilities include reasoning, making inferences, solving problems and processing information and self-reflection. The ability to do this affects how one performs tasks such as problem solving, critical evaluation and decision making. [1] Subordinate processes involve new learning, information retrieval, attention and rapid efficient information processing speed, and expressive and receptive language skills.
Cognitive assessment, also known as psychometric or neuropsychological assessment, provides a profile of a person’s cognitive capacity across multiple cognitive domains. Testing determines a person’s cognitive capacity to learn, reason, communicate, problem solve, abstract concepts and more. Cognexity assesses key cognitive functions of an individual in response to specific occupational and organisational requirements. This type of assessment provides a summary of a person’s capacity, compares their performance to a relevant reference group and their employment role. Test results are an objective measure of current cognitive status and can be used to enhance performance and guide trainability. Cognexity ensures you maintain the right brain wealth for your organisational needs.
Cognitive Performance is an increasingly important topic in the workplace. It is estimated that, at any point in time, one in five working age people will be suffering from mental and work related stress or illness, which is associated with very high personal and economic costs. Mental illness is one of the leading causes of sickness absence and long-term work incapacity in our work places globally and is one of the main health related reasons for reduced work performance. Individuals with mental health problems, and their caregivers, are some of the most stigmatised and marginalised groups in the workplace and often miss out on the many benefits good work can offer.
There is increasing evidence that workplaces can play an important and active role in maintaining the mental health and well-being of their workers.
Every business has a legal and moral responsibility to provide a safe and fair workplace and this is where our Certified Practitioners will work directly with Boards, Executives, Managers and Employees to create a mentally healthy workplace which brings key benefits to both employers and employees. A well designed workplace should support individual mental health and lead to reduced absenteeism, increased employee engagement and improved productivity.
Cognitive Certification Reviews generally identify several risk and protective factors that may contribute to the level of mental health in a workplace. Traditionally, discussions around workplace mental health have focused on how a few specific aspects of a job may cause mental health problems. Cognexity programs additionally considers the role of factors at the level of work teams, organisational factors, aspects of home/work conflict and the potential role of individual level risk factors. We also identify work factors that can enhance workers’ mental health and psychological resilience.
Cognitive testing is the primary way to establish severity of cognitive impairment and is therefore a necessary component in a neuropsychological assessment. Clinical interviews alone are not sufficient to establish the severity of cognitive impairments, for two reasons: (1) patients are known to be poor reporters of their own cognitive functioning (Edmonds et al., 2014; Farias et al., 2005; Moritz et al., 2004; Schacter, 1990) and (2) clinicians relying solely on clinical interviews in the absence of neuropsychological test results are known to be poor judges of patients’ cognitive functioning (Moritz et al., 2004).
There is a long history of neuropsychological research linking specific cognitive impairments with specific brain lesion locations, and before the advent of neuroimaging, neuropsychological evaluation was the primary way to localize brain lesions; even today, neuropsychological evaluation is critical for identifying brain-related impairments that neuroimaging cannot identify (Lezak et al., 2012). In the context of the SSA disability determination process, cognitive testing for claimants alleging cognitive impairments could be helpful in establishing a medically determinable impairment, functional limitations, and/or residual functional capacity.
Prequisites
All practising psychologists are legally required to be registered with the Psychology Boards of their countries and be credential assessed by www.urbanverified.com for certification.
Qualifications and Registration
Organisational psychologists have usually completed six years full-time university training. This includes, but is not restricted to, postgraduate study in a recognised organisational psychology training program, plus further supervised practice as an organisational psychologist. Accredited organisational psychology courses meeting he rigorous standards required to register as a psychologist are listed on their respective country Psychology Accreditation Council websites. All practising psychologists are legally required to be registered with the Psychology Board their countries. This is to ensure they meet specified standards of competence and ethical practice.