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APTDs and CPTDs must demonstrate continued competence in the talent development field every three years. This ensures APTD and CPTD credential holders remain current about new trends and developments in talent development.

I'm Certified. What Next? APTD and CPTD Credential holders opportunities and resources

I'm Certified, What Next?

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I'm Certified, What's Next?

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Access Recertification Portal

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Recertification Guide

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Ready to Recertify

Inexpensive Recertification Activities

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ATD Micro Courses for Recertification

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ATD Micro Course Library

Pre-Approved Course Providers

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Recertification 101 Webinar Replay

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Refresh Your Learning Plan

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Recertification Resources

Digital Badge Program

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Certification Promotion Toolkit

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Volunteer and Connect with the Certification Community

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Living the Certified Life

Have questions about recertification?

ATD OrgDev will provide you with the skills needed to develop employee programs at all levels and throughout their employment lifecycle. You’ll learn innovative methods at all levels to manage the ever-increasing rate of change in today’s workplace.

ATD OrgDev Registration

Get the Toolbox You Need to Design for All LearnersDesign for All Learners empowers instructional designers, trainers, and all talent development professionals to create learning experiences that are accessible to and inclusive of all people. Learn from practitioners’ vulnerable lived experiences, moving stories, and practical advice. Written with accessibility, inclusion, and L&D experts and edited by Sarah Mercier, this book will help you ensure that individuals can fully participate in the talent development and training programs you offer.Adopt a progress-over-perfection approach, and take steps to build momentum toward accessible, inclusive design. Start with shifting your mindset to consider that all learners are people who have unique experiences, perspectives, backgrounds, and abilities—and that learning design should be built for people, not just to compliance standards. Find what you need to know about designing for the modality you’re using to reach learners—from e-learning and job aids to training in the physical and virtual classroom. Gain a clearer understanding of requirements and standards, and then explore strategic tactics to foster an inclusive mindset throughout your organization.Anyone involved with the practice of design in the learning and development will benefit from the wide range of perspectives and techniques offered, whether you’re a team of one or work in an organization with a variety of resources. If your goal is to become a better designer, developer, teacher, and leader, this book presents a packed toolbox to do so. It will change everything you think you know. Use it as a guide in your journey to accessible, inclusive design for all.

Design for All Learners

Core4 is the premier foundational training and development conference where you’ll learn the fundamentals of instructional design, training delivery and facilitation, evaluating impact, and learning technologies.

ATD Core4 Registration

Measure Learning Impact Despite Limited ResourcesYear after year, talent development professionals report that lack of time, lack of support or partnership from stakeholders, and limited budgets are key barriers to measuring and evaluating their learning programs. Measurement and Evaluation on a Shoestring offers TD professionals a process to measure what matters to the organization with the tools and resources they have available. M&E pro Alaina Szlachta applies the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for making measurement easier while still demonstrating the value and impact of organizational learning.With this book, you will learn to ask the right questions, brainstorm metrics to evaluate learning, and build a measurement strategy that fits your needs. It also guides you on integrating measurement and evaluation into your instructional design approach from the beginning as well as using and analyzing data sources you might already have. You’ll discover how to build stakeholder relationships to secure buy-in and when to look beyond your expertise for external support and technology.The Association for Talent Development’s On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one; for new or “accidental” trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work; and for those who work for small organizations or in industries that have limited training and development resources.

Measurement and Evaluation on a Shoestring

The ATD SELL conference focuses on bringing together the best practices and strategies across sales training, tools and technology, and processes needed to drive incremental sales performance. 

ATD SELL Registration

Various ways learning structures, tools, techniques, and conceptual frameworks can help you catalyze results and enhance a performance culture. 

From WHY to Practice: The Role of Learning When Building a Performance Culture 

The Science of Learning: Embracing the Science Behind TD

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These suggestions will help prepare you to ask for the raise you deserve.

How to Get a Raise

An organization’s perception of performance management affects how it fosters growth. Performance management, however, is often reduced to a box-checking exercise a few times a year that is misaligned with both employee and business goals. What’s missing? True alignment among employees, managers, and the performance management process, facilitated by HR professionals.When performance management shifts toward collaboration, empowerment, and development, it transforms into a powerful catalyst for growth, accountability, and shared success. But such a shift requires guidance and intentional effort from performance management professionals, those uniquely positioned to lead this change.Applying a Librarian Analogy to Performance ManagementLet’s begin with a simple analogy: Imagine a student, a library, and a librarian.The student has goals and the freedom to choose what they want to learn. They are also accountable, however, for milestones like homework and tests. While a good teacher can guide them, much of their learning happens outside the formal classroom. To grow, the student must proactively seek knowledge.The library is a space full of knowledge, open to the public, and stocked with books, resources, and opportunities for learning and growth. It’s a place for personal development and entertainment, but only if an individual chooses to engage with its resources. The library provides the environment, but it’s up to the individual to take advantage of it.The librarian represents the human element. More than just a guardian of books, they are a guide who helps learners make the most of their time. With expertise in the available resources, the librarian can offer recommendations, but they cannot force individuals to read or engage with the materials.The workplace is like the library—full of opportunities for growth and development. Like a library, it only serves those who choose to make use of it. The organization can offer tools for success, but employees must take the initiative to engage and grow.Likewise, the student represents employees. Just like students in a library, employees control their journeys within an organization. They can explore opportunities, ask questions, engage with resources, and choose how to grow and develop within the organization’s environment. If they decide to misuse the space, there’s only so much the library—or the organization—can do to help them succeed.Finally, performance management plays the role of the librarian. Librarians help readers find the right books just as an organization’s performance management function should guide employees toward growth opportunities that align with their professional goals. Performance management creates a framework for discovery and development, much like a librarian helps individuals navigate their options and find the book that best suits their needs. This is where the disconnect lies. Too often, performance management is viewed as a top-down process rather than a partnership between an employee and their organization. Reimagining Performance Management in Your OrganizationHR and performance management professionals who aspire to guide employees toward meaningful growth must:Build a deep understanding of the business, its people, and its priorities. Review organizational goals, objectives and key results (OKRs), and strategies to understand where the business is headed and the skills and experiences required. Meet with leaders and teams to get to know them and how their roles interplay and contribute to the organization’s success.Focus on transparency and alignment to foster collaboration. Create opportunities for open dialogue by offering focus sessions and leveraging employee resource groups. Actively gather feedback from employees and managers to understand their needs and expectations. Clear communication fosters trust, alignment, and an increased understanding of performance management.Leverage knowledge of the business to reevaluate your processes. Use data-driven insights to tailor performance management processes to suit the unique timing and priorities of your stakeholders. Recognize that one size does not fit all. Be creative and adapt your approach to best fit your organization’s culture and goals.Much like the librarian, your role as an HR professional is to curate an environment rich with resources and opportunities for employees to explore. By fostering trust, offering guidance, and encouraging ownership, you can create a system that empowers employees to take charge of their development. By leading this transformation, you can turn performance management into a system that not only measures success but actively drives it. Are you ready to lead this shift?