Instead of focusing on annual CPE count, take a cue from (ISC)2 and do away with the annual part. Simply remind certified employees they have three years to accumulate the required number. For positions that REALLY require the certification, such as those filling U.S. DoD 8140/8570 contractor positions, make and enforce* a policy that certified employees who lose their certification due to insufficient CPE at the three-year renewal point have three months to re-certify by taking the exam again. Failure to pass the exam within that period will result in termination for cause.
I find the phrasing "due to work schedules and our lazy attitude" laughable. Given that it is possible to maintain CPE using one hour each week for webinars and podcasts, the "due to work schedules" is totally bogus. That leaves us with lazy and inattentive as the root cause. The many ideas in this thread to offer ideas, opportunities, and reminders to the supposedly "professional" workforce are great, and worth pursuing. That internal reminder campaign will eliminate the "I forgot I needed to" (inattentive) excuse.
Finally, review the positions that are identified as requiring a certification, and be sure it really is a true job requirement. If it is good to have and not a must have position requirement, stop bothering folks, but consider a pay boost for those who maintain the certification (reward instead of punishment).
* When you release an employee for failure to remain certified, do not move that employee to a non-certification position; actually terminate. And let it be known across the workforce, without naming the former employee. Word will get out and others will refocus their efforts.
