Continuing Education courses primarily consist of readings and videos — there are no live sessions or lectures, except two live labs for DMCS 740. You’ll get access to the module on the Thursday before its Monday start date, and can go through the readings and videos at your own pace, but discussion posts and the final assignment(s) are due by the required deadlines.
This course aims to provide participants with the knowledge and skills to measure the multiple positive impacts of DM programs including at the personal, organizational, and societal levels. It places a special emphasis on creating metrics which have been customized to the organizational context to measure these impacts. The course is organized around the three main themes of 1 – Fiscal Impact for Employers, 2 – DM as a Strategic Public Policy for Government, and 3 – DM as a Key Approach towards Maintaining Equitable Participation in Society.
Learning Outcomes
Upon completion of this course students will be able to:
36 CEC Hours provided for CDMPs and CRTWCs
$950
This module explores mental health in the workplace, including conditions commonly experience by workers such as anxiety and depression. It looks at both how to support individuals whose well-being may be declining and how organizational environments can influence mental health.
Individual supports, which may include stay-at-work and return-to-work strategies such as adapting job tasks, providing tools that reduce job strain, and helping employees connect with appropriate resources, are considered. Responses that can include reducing psychosocial risks and improving how work is organized and managed are identified.
The module also examines approaches that help all employees build skills and resilience so they can better handle life’s challenges as well as the importance of creating a work culture in which stigma is decreased and understanding is enhanced.
$250
Managing Grief at Work is a practical, grief-informed module designed for disability management practitioners. It recognizes the universal experience of grief and the reality that grief is often present in the workplace— affecting concentration, productivity, communication, attendance, and team dynamics. Often there is little direction on how to navigate grief in the workplace.
This module explores the disability manager’s role in responding to effective communication, navigating accommodation, and supporting return-to-work planning with both compassion and accountability. Disability Managers can help organizations create space for compassion, leading to improved engagement, retention, and psychological safety in the workplace. Through real-world scenarios and reflective practice, learners will build confidence implementing sustainable grief-informed practices that support employees while strengthening organizational culture.
$250
This examination preparation workshop provides a structured, competency-based review of the core domains assessed on the CDMP examination. Drawing directly from the CDMP Examination Blueprint and Occupational Standards, the course focuses on how key concepts are tested, how exam questions are constructed, and how candidates can approach both independent and case-based multiple-choice questions with confidence. Emphasis is placed on applied reasoning, legislative interpretation, and practical decision-making, consistent with professional disability management practice.
$325
The capstone module integrates condition-specific knowledge covered in earlier modules with a whole-organization approach to workplace health. Participants will explore how knowledge of best practices, development of policies that facilitate staying at work and return to work, awareness and shaping of an empathetic workplace culture, and continuing evaluation of the workplace situation in regard to chronic and episodic health conditions, can lead to positive outcomes, influencing retention of employees, recovery and productivity.
$250
The certificates you choose will depend on the areas in which you wish to build expertise or to review and update skills and knowledge. You may wish to:
Further suggestions for sequence:
Our suggestion is if you’re new to disability management / return-to-work and want the most broadly useful, practical start — begin with Certificate in Return-to-Work Coordination and Rehabilitation (CRTWCR). It gives core, hands-on skills you’ll use immediately and helps you decide which specialization to take next. You can use the following questions to help you consider where to start:
Evaluation is done at the module level. The DMPCP (25-module program) allows up to six modules of PLAR/exemption credit. Each of the four individual 8-module certificates allows up to two modules of PLAR/exemption credit.
Anyone who registered for their first modules on or before August 31, 2025, has the following options:
Anyone who registers in their first modules after September 1, 2025, will only be eligible for the new certificates.
Yes. Students who complete all 25 modules within 3 years — whether pursued through the four individual 8-module (modules may appear more than one certificate) certificates or the single DMPCP pathway, since the modules are shared between them — can choose to receive either the DMPCP certificate or the four separate certificates.
We don’t expect any of the supporting processes to change. The current approach allows you to access and pay fees for any course that is offered (although a few have the prerequisites) and to opt for a certificate upon completion if the requisite modules.
No. If you completed the 25-module Disability Management Practitioner Certificate Program (DMPCP) before the four individual certificates were introduced, you already hold a credential covering that same content, so it can’t be issued again as four separate certificates. If you’re currently working toward your modules now, see “What happens with students who are currently registered in the DMPCP” above — different rules apply to you.
The Disability Management Practitioner Certificate has been renamed the Disability Management Practitioner Certificate Program (DMPCP), it’s the same 25 modules as before. Students can continue working through modules at their own pace. If a student completes all 25 modules within 3 years, they can choose to receive either the DMPCP certificate or the four individual certificates, based on the modules they’ve completed.
We’ll continue to support this. We’re working with the Academic programs to confirm how the new certificates will map to BDM specific courses; it will be similar to the current approach, but students will likely be able to identify transfer credits earlier, since the certificates are shorter.
Understanding the journey toward reconciliation is essential for building respectful, inclusive
workplaces. There have been considerable shifts in the relationship between the Canadian
Government and First Nations peoples that have had an impact on the way that all citizens
participate in our society. During the past century, many interventions have hindered First
Nations’ ability to benefit from what the country, for which they were the founding people, has
to offer.
This course explores the historical context of the First Nations in Canada and clarifies
the need for reconciliation, and the steps we can take toward meaningful change.
This course is intended to enhance the understanding of those working alongside First Nations
colleagues, including those involved in workplace health programs.
$250
This final course in the Certificate in Disability Management from a Human Resources Management Perspective brings the skills and knowledge acquired in the initial seven modules together and focusses on the interplay between human resources management and disability management. Participants will consider:
$250.00
This course will focus on the role of human resources and disability management professionals in retaining workers with mental health challenges and in optimizing worker capacity in a time of technological, economic, and evolving pandemic-related change. Both a systematic process for the retention and reintegration of workers experiencing negative mental health conditions and the policies, procedures, and processes designed to create a psychologically safe work environment will be explored. Issues arising from disclosure and stigma as well as barriers and facilitators to return to work will be examined. The ongoing development of evidence-based tools to enhance practice decision-making will be considered. The intent is to assist HRM professionals in working with stakeholders to support overall workplace health and a steady recovery for the workers with disabilities with a mental health component.
(If you have previously completed DMCS 780 – Strategies to Retain Workers Experiencing Mental Health Challenges within the last three years, you may be eligible for an exemption that can be used as part of the HR certificate upon presentation of an original transcript.)
$250.00
Disability management and human resource professionals must build and maintain relationships with managers, supervisors, labour representatives, workers with disabilities, treatment providers and others. This course provides a foundation for effective communication with stakeholders, needed to coordinate disability management interventions and services at a worksite.
Course participants will consider how context and environment influence communication and will review interpersonal communication skills that, when put together, form the basis of effective interviewing and group facilitation. These skills include listening, questioning, paraphrasing and summarizing, and non-verbal communication. During the week of study activity, these skills will be applied from the perspective of return-to-work coordination.
(If you have previously completed DMCCG – Communication and Interviewing Skills within the last three years, you may be eligible for an exemption that can be used as part of the HR certificate upon presentation of an original transcript.)
$250.00
Human resources practitioners have commonly been involved in change management processes when economic factors and technological advances have impacted areas such as worker recruitment and retention. Increasingly, workplace health programs such as disability management, occupational health and safety, and health and wellness promotion that support the capacity of employees to make a contribution in the workplace are receiving attention. The ability to manage change in these areas has become more important.
This course will explore how theories of change are applied in the workplace, both in terms of organizational change and personal change, with a specific focus on disability management. The topics covered include the steps involved in most change management models, strategies for overcoming resistance to change and other barriers to change, the role of change agents, effective communication, and processes for evaluating whether a change was successful.
(If you have previously completed DMCCS – Managing Change within the last three years, you may be eligible for an exemption that can be used as part of the HR certificate upon presentation of an original transcript.)
$250.00