7 Habits of an effective CPD Professional
Presentation Objectives • Update you on what is happening within the sector! • Compulsory vs. voluntary schemes • Benchmarking your scheme against the alternatives available • Good practice examples • Defining success though outputs and outcomes rather than just inputs • Ensuring CPD produces measurable changes in behaviours and practices • Critically assessing the impact of CPD on membership • Making your CPD programme a critical part of your case for membership • Inform and inspire your future CPD-related policy and practice • An opportunity for questions and answers
MemberWise - A FREE online resource that: • Communicates good business practice information and advice • Features over 60 reputable product & service providers servicing the sector • Offers deals, discounts and preferential offers • Enables us to have dialogue with suppliers regarding our current, present and future requirements • Is proud to be a corporate affiliate of the CPD Institute and the Open University
361 Subscribing Organisations Well known examples include: Agricultural Industries Confederation Association for Project Management British Bankers' Association British Medical Council British Retail Consortium British Psychological Society Chartered Institute of Architectural Technologists Chartered Institute of Personnel Development Chartered Society of Physiotherapy College of Optometrists Confederation of British Industry Council of Mortgage Lenders CPD Institute Crafts Council e-skills UK Engineering & Technology Board Energy Industries Council Finance & Leasing Association Home Builders Federation General Medical Council General Optical Council Institute of Certified Public Accountants in Ireland Institute of Payroll Professionals Institute of Healthcare Management Landscape Institute Professional Lighting & Sound Association Royal College of Radiologists The Higher Education Academy The King's Fund The Open University
What is CPD? Commission on Presidential Debates Cable Price Downer Common Picture Display Capacitance Power Dissipation Concert of Parties for Democracy Central Processing Department Construction Products Directive Cephalo-pelvic disproportion Conditional Probability Distribution Certified in Plumbing Design Congress of People's Deputies Certified Professional Drycleaner Contact potential difference Certified Professional Designer Customer Promise Date Cherry Poppin‘ Daddies Cycles Per Degree Chicago Park District Cyclobutane Pyrimidine Dimer Chicago Police Department Cyclopentadiene Chronic Pulmonary Disease Carmel Police Department Collection Processing Dissemination Common Path Distortion Columbus Police Department None of the above!
Continuing Professional Development ‘ The systematic maintenance, improvement and broadening of knowledge and skills, and the development of personal qualities necessary for execution of professional and technical duties throughout the individual ’ s working life ’ (Construction Industry Council, UK, 1986) Ensuring: • Maintain competence • Members keep up-to-date • Improve and broaden knowledge and skills • Support future professional development • Develops personal qualities necessary to execute professional and technical duties • Maintain skills & behaviour
A new concept? No… It has been around in various guises for a very long time. It is only been over the past 25 years that ‘CPD’ (once widely known as CET) has been formalised, endorsed and adopted by professional membership bodies. A potted history: • 1850: Professionals met up in coffee houses to discuss practice and share notes • 1984: IPM (now CIPD) created a Policy Statement on CPD • 1986: Construction Industry Council (CIC) defined CPD • 1990: UKIPG CPD Forum set-up • 1999: CIC definition adopted of CPD most commonly cited definition (Friedman et al) • 1995: CPD become a requirement for all practicing CIPD Members • 2000: IPD was granted a Royal Charter – Now CIPD • 2009: Aspirations to move from input to output and outcome-driven CPD schemes
Some stats to get us started… A UK perspective: 85% have CPD Policies in place • 20% compulsory schemes (increased by 3% since 2003) • 20% obligatory • 43% voluntary • 14% mixed 66% measure CPD (much higher in countries like Australia/Canada) • 28% input-based (60% in hours/24% in points/12% Other) • 20% output-based (competency-based/reflective/peer review etc) • 17% combination • More measurement in other countries like Australia/Canada (Source: 2007 PARN CPD Survey)
More stats & observations… • Smaller bodies tend to have input-based schemes whilst larger bodies have output-based schemes (possibly due to resource issues) • Health, Finance, Law, Business and Management – Mostly input-based schemes • Engineering, construction education, media – Mostly output-based schemes • Professional bodies with regulatory responsibilities appear to currently favour input-based schemes • 88% of professional bodies keep a record of members activities • 47% require evidence of planning • 39% require evidence of reflection • 11% require no evidence at all (Source: 2007 PARN CPD Survey)
What do our members think? • 69% see CPD as either positive or very positive • 73% see CPD (if undertaken online) as either positive or very positive On the positive side: • 88% of professionals believe it is their duty as a professional to do it • 84% of professionals believe it improves their performance On the not-so positive side: • 74% do it because their professional/regulatory body requires them to do it • 48% do it because their employer requires them to do it on an occasional basis (Source: PARN Online CPD Survey) Enough stats – Let’s get on to the Habits!
Habit one: Ensure your CPD scheme is fit-for-purpose via analysis of other offerings within the sector…
Input… • Mainly points or hours • May depend on career stage (E.g Council of the Bar – first 3 years = 45 hours, then 12) • Usually specified within a year or a fixed longer period • Limited number of activities that count • Formal and informal activities • Verifiable and non-verifiable • Accredited providers/agencies
Input-Based Schemes Advantages: • Simple & easy for our members to understand • Implemented relatively easily • Low costs compared with output-based schemes • Recognised as ‘THE way to administer CPD’ internationally • If CPD is administered for personal development there is no need for output to be measured Disadvantages: • Easy to abuse (ZZZZzzzz or ‘Let’s Shop!’) • Test culture in the UK: Merely attending is not enough! • Individuals not monitoring how they are developing • Traditionally not well monitored by professional bodies
A word from Oz… ‘Place much more emphasis on the outcomes of CPD rather than the inputs. The outputs are more important. The number of hours devoted to CPD is admirable but Probably mostly because it is mandatory. What you as a Practitioner achieve is the key factor. There is very little correlation between the inputs and outcomes. You can learn something brilliant in five minutes that is of immense value and importance to the way you carry on Your practice.’ (Barrie Brenna, Academic, University of New England, New South Wales, Australia)
Output-based Schemes • Relatively new activity • Not well understood • Extent to which it takes place somewhat unknown • Some professional bodies have not heard enough about the concept How can we capture, measure, assess and moderate? • Self-assessment • ePortfolios • Qualitative Statements • Questionnaires • Numerical scales • Exams • Peer Review (a favourite for members) • Client Questionnaires • Assess critical competencies (crude) • Analyse and review action plans against achieved results
Output… Advantages: • Attempt to measure what CPD is intended to achieve • Individuals can monitor and reflect upon their own progress and set targets • Professional body can monitor progress of members • Provide benchmarks • Shows competence is a high priority for professional body (incompetence example) • Professionals more in control of learning rather than the professional body Disadvantages: • Confusing due to many output-based approaches out there (inter-profession) • Developing schemes may lead to changes in practice that may confuse the general public • Little systematic evidence that CPD leads to substantially improved practice • Output possibly subjective if not audited or regulated enough
Is output the new input? International Federation of Accountants (IFAC) Report – Approaches to CPD Measurement • Output viewed more favourably - 100% favoured it! • 2 out of 15 unaware of such schemes & keen to learn more! • One organisation - ‘epiphany’! ‘I definitely see the benefits of output now, almost to the point where I wouldn’t be bothered if we scrapped points altogether. So I’ve done a 180 degree turn around over the past couple of years, and now I see the importance of the ‘soft and fluffy’. So do I have to go down one route or the other? No! Consider a mixed approach…
Recommend
More recommend
