A one-page SHRM-SCP reference: exam facts plus the HR knowledge and behavioural competencies you must know. Use it for final review. The SHRM-SCP is the senior, strategy-focused credential and shares its blueprint with the operational SHRM-CP. Confirm all current details on the SHRM certification page.
Exam facts
| Item | Detail |
|---|---|
| Questions | 134 total; 110 scored (~80 knowledge + ~54 situational-judgement) + 24 unscored field-test |
| Time | Four-hour appointment, ~3 hours 40 minutes of testing |
| Pass mark | Not published; scaled 120-200, a pass is reported as 200 |
| Cost | US$595 SHRM member / US$695 non-member (incl. application fee, per SHRM handbook) |
| Eligibility | At least 3 years of strategic-level HR work, or SHRM-CP held 3+ years while moving into strategy; years scale with education |
| Validity | 3 years (60 PDCs to renew, or retake) |
| Delivery | In person at a Prometric test centre |
Eligibility matrix (indicative, confirm with SHRM)
| Education | HR-related program | Non-HR program |
|---|---|---|
| Less than a bachelor’s | ~6 years | ~7 years |
| Bachelor’s degree | ~4 years | ~5 years |
| Graduate degree | ~3 years | ~4 years |
The bachelor’s and graduate rows are well documented; treat all cells as indicative and confirm the current matrix with SHRM, since requirements change.
Two halves of the exam
- HR knowledge (~80 scored items) - tested by knowledge questions across the three knowledge domains.
- Behavioural competency (~54 scored items) - tested by strategic situational-judgement questions across the three clusters.
- SHRM does not publish a percentage weight for each individual domain or cluster.
Three HR Knowledge Domains
- People - talent acquisition, engagement, development, total rewards (as workforce and reward strategy).
- Organization - structure, workforce management, employee relations, technology, global context.
- Workplace - diversity and inclusion, risk, corporate social responsibility, employment law.
Three Behavioral Competency Clusters
- Leadership - leadership and navigation, ethical practice.
- Interpersonal - relationship management, communication, global and cultural effectiveness.
- Business - business acumen, consultation, analytical and critical evaluation.
Situational judgement in one line
You are shown a senior workplace scenario and pick the most effective strategic response - often there is a best answer among several reasonable ones, not just one right and three wrong.
Common traps
- Preparing as if it were the operational SHRM-CP - the SCP’s scenarios are strategic.
- Studying only HR facts and neglecting the situational-judgement half.
- Chasing a target percentage - there is no published passing line.
- Applying before you meet the strategic-experience requirement.