The Commission determined that the primary audiences for the NIGP-CPP are mid to executive level leaders in public procurement.
The Commission adopted the following principles to guide the program development:
- The NIGP-CPP must be perceived as valuable by public procurement professionals, their supervisors and their employing organizations (e.g., district superintendents, finance officers, etc.). Employers should be able to use the NIGP-CPP as a benchmark for finding qualified employees.
- The NIGP-CPP must value competency over years of experience.
- The NIGP-CPP must serve a significant portion of NIGP members and the public procurement community.
- The NIGP-CPP must be flexible and adaptable to remain current and relevant. It must also be rigorous and meaningful.
- The NIGP-CPP must be comprehensive to include enabling competencies (i.e., soft skills) - not just technical competencies.
- The NIGP-CPP must advance the NIGP mission and strategic priorities.
- The NIGP-CPP must follow credentialing best practices and be legally defensible.