C ONTINUING P ROFESSIONAL D EVELOPMENT Adrian Wheatley & Dave Rumens April 2015
I NTRODUCTIONS AND O UTLINE OF W ORKSHOP April 2015 2
Introductions • Presenters: – Adrian Wheatley – Chair of CPD Panel – Dave Rumens – Member of CPD Panel • Attendees – Who? – Why? April 2015 3
Outline • Introductions and Outline of Workshop • Overview of Continuing Professional Development (CPD) – Definitions, Reason, Individual Roles, CPD Cycle • CPD Administration – Formal Aspects of CPD – CPD Forms, Assessment Process, Marking Criteria • Undertaking CPD – Best Practice – Plan, Learn, Exercise, Review, Report, Submit • Wrap-up and Clinic – An Exchange of Ideas April 2015 4
O VERVIEW OF C ONTINUING P ROFESSIONAL D EVELOPMENT April 2015 5
What is CPD? After initial relevant training and work experience, Continuing Professional Development (CPD) is a means by which: • Individuals plan and develop their careers. • Members ensure that they are maintaining their competence and remain current in their elected fields of expertise: – as a responsibility to those affected by their work. April 2015 6
Reasons for CPD – it matters that: • For individual members – – You have worked hard to achieve, and be recognised for, your competence – You have a duty to ensure that you are competent and current in your claimed fields of expertise • Compliant with the IEHF Code of Professional Conduct – Are you going somewhere? Nobody should be more interested in your personal development than you! • For the Institute – – Professional standards are maintained across the discipline – Members follow the membership rules • For everyone else – E&HF is a self regulating discipline – – Ensure those in receipt of or affected by your services (including employers) are secure (ie not harmed) and benefit maximally from your services – Society at large – E&HF expertise is conserved and that you are worthy of chartered status – Your peers – You can be trusted and relied on! April 2015 7
The Individual's Role • Member’s Responsibilities – members need to: – Understand and meet the professional standards set by the Institute – Follow the quality assurance processes prescribed by the Institute, to ensure both compliance and assurance that professional standards are being maintained – Demonstrate and document skill development that is: • Appropriate (breadth) ie Suitable • Substantial (depth) ie Sufficient • The CPD Cycle – complete annually • Review, Planning & Execution – devote enough time and effort • Meet employer and other organisational demands without sacrificing professional development needs April 2015 8
The CPD Cycle Execute Review Plan April 2015 9
CPD Administration – Formal Aspects of CPD April 2015 10
What is CPD Administration? CPD Administration is – – Partly an aid to reviewing and planning CPD – Partly record keeping – Partly an Assurance process CPD Administration represents those formal aspects of CPD concerned with – – Recording evidence of continuing development – • Capturing and analysing individual development activities • Planning and capturing individual development needs – Submitting evidence of CPD (Learning, Exercising and Planning) – Assessing the evidence of CPD as Appropriate and Substantial – Acting on the assessments April 2015 11
The CPD Cycle Execute Review Submit Assess & Plan Feedback April 2015 12
Reasons for CPD Administration – It matters that: • For individual members – – Your knowledge and skill development is documented – Your competence is recognised • For the Institute – – Compliance with the rules of the PAB – There is consistency and quality of aims and outcomes in the practice of CPD – There is evidence that members are suitably experienced and skilled and are exercising and improving their skills to keep up to date – Members and others can be given assurance that professional standards are being maintained across the discipline – Legal duties are being discharged – tbd with Chartership • For everyone else – – Those in receipt of or affected by your services (including employers) – They are assured that members are competent and current – Society at large – E&HF is a self regulating discipline worthy of Chartership – Charlatans are exposed April 2015 13
The Institute's Role • IEHF's Responsibilities – – setting and administering professional standards • Running CPD Administration Cycle – – CPD, report & submit, assess & feedback • Providing CPD Panel – – Chair & team of assessors • Policing CPD Criteria – – ‘appropriate’ and ‘substantial’ • CPD Form – – designed to guide you through the process of reviewing and planning your CPD and recording your decisions and actions April 2015 14
The CPD Cycle Execute Review Submit Plan Assess & Feedback April 2015 15
Report and Submit – What you should know • Not all CPDs are assessed – – IEHF rules – a percentage sample of all returns must be assessed – Entirely random • If not selected for assessment – – Automatic confirmation of acceptance • If selected for assessment – – Anonymised - tbd – Assessed by CPD Panel composed of volunteers – please be patient – Receive an email • Accepted, Accepted with feedback, Not accepted / Insufficient April 2015 16
THE CPD FORM April 2015 17
The IEHF CPD Form – Why its there Its structure and how it supports and aids the CPD cycle & Admin cycle • Context – Personal Details (Grade, Job, Years Experience, Tasks) – CPD completed in the last 12 months (Period, % Time in Practice) – Other pertinent information (e.g. Personal Circumstances) • Reviewing – Performance against previous objectives – Other achievements (in review period) • Planning – CPD forward plan (Period, Goals) • Other Information – Help Notes • Not using the form – IEHF form not mandatory – Other formats acceptable if provide right information April 2015 18
The CPD Form [1] Personal Details (Grade, Job, Years Experience, Tasks) Context CPD completed in the last 12 months (Period, % Time) Reviewing Performance against previous objectives April 2015 19
The CPD Form [2] Reviewing Other achievements (in review period) Context Other pertinent information (eg Personal Circumstances) CPD forward plan (Period, Goals) Planning April 2015 20
The CPD Form [3] Help Notes Other Information April 2015 21
The CPD Form [4] Help Notes (continued) Other Information April 2015 22
Assess Returns – What the Panel are looking for • Two Assessors mark each return • Assessment Marking Scheme – Elements Assessed – Assessment Criteria – Ratings • Overall Assessment (Pass / Going Concern / Insufficient) • What Happens Next – Feedback – Good or suitable CPD – If there is a Cause for Concern – If the Code of Professional Conduct is not met April 2015 23
Marking Scheme Rating Rating Criteria Rating Rating Element Rating Rating Criteria Rating Rating April 2015 24
Marking Scheme Ratings 0 Criteria < Substantial = Element > Planned Learning Work Undertaken 0 Planned Development < Appropriate = > April 2015 25
Marking Scheme – Elements Three elements are assessed: • Planned Learning – skills and knowledge < acquired during the year > • Work Undertaken – skills and knowledge < being exercised during the year > • Planned Development – skills and knowledge < in planned development > April 2015 26
Marking Scheme – Criteria For each element, two Assessment Criteria are considered: • Appropriate (breadth) [suitable] – Is the scope and variety of skills and knowledge acquired, exercised or planned sufficient to maintain capability / currency at the given grade / role? • Substantial (depth) [sufficient] – Is the depth and quality of skills and knowledge acquired, exercised or planned sufficient to maintain capability / currency at the given grade / role? Note: The significance of grade and role. A Registered member specialising in DSE will need different skills to a consultant specialising in MOD HFI, or a Fellow managing a team in the rail sector. April 2015 27
Marking Scheme – Ratings For each element and criteria, one rating is given: • Unknown – No or insufficient information is provided to make a determination. • Less (Inappropriate/Insubstantial) – At risk of losing < capability / currency > in relevant competences due to the limited < scope and variety / depth and quality > of skills and knowledge < acquired / exercised / in planned development >. • Enough (Appropriate/Substantial) – Maintaining < capability / currency > in relevant competences due to the < scope and variety / depth and quality > of the skills and knowledge < acquired / exercised / in planned development >. • More (Advanced) – Maintaining and advancing < capability / currency > in relevant competences due to the < scope and variety / depth and quality > of skills and knowledge < acquired / exercised / in planned development >. April 2015 29
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