Continuing professional development


Continuing professional development

Continuing professional development (CPD) or Continuing professional education (CPE) is the means by which people maintain their knowledge and skills related to their professional lives.

Contents

CPD research

There is much research on the use of CPD in different domains. In an article by Mac Van der Merwe and Alta van der Merwe (2008) the authors focus on the personal and situational tensions impacting on the use of a mathematics-friendly interactive online discussion forum environment as a reflective tool for the CPD of advantaged and disadvantaged mathematics teachers in South Africa.[1]

CPD for medical professionals

Continuing Professional Development (CPD) is defined as the education of physicians following completion of formal training. CPD consists of any educational activity which helps to maintain, develop or increase knowledge, problem-solving, technical skills or professional performance standards all with the goal that physicians can provide better health care. CPD includes 'formal' activities, e.g. courses, conferences and workshops, as well as self-directed activities such as preceptorship and directed reading. The Federation of Medical Regulatory Authorities of Canada (FMRAC, the organization composed of the Colleges of Physicians and Surgeons or Medical Boards of all the provinces and territories), has stated that all licensed physicians in Canada must participate in a recognized revalidation process in which they demonstrate their commitment to continued competent performance in a framework that is fair, relevant, inclusive, transferable, and formative. In BC, the revalidation process came into effect January 1, 2010, and consists of mandatory compliance with continuing professional development (CPD) requirements of either the RCPSC or the CFPC.

CPD for lawyers

In many countries lawyers (attorneys, legal practitioners, legal executives, solicitors, barristers) are encouraged or required to complete a certain number of hours of Continuing Professional Development (CPD) or Continuing Legal Education (CLE).

In England and Wales, all solicitors and legal executives who are in legal practice or employment, or who work 32 hours or more per week, are required to complete a minimum of 16 hours of CPD (= 16 CPD points) per year[2].

In Scotland, all solicitors who are in full time employment and wish to retain their Practising Certificate are required to undertake a minimum of 20 hours of CPD per year[3].

In Queensland, Australia, each legal practitioner is required to undertake 10 hours of CPD each year to acquire 10 CPD points. Within each year, the practitioner must include 1 point for each of three core areas:

  • Professional Skills,
  • Practical Legal Ethics, and
  • Practice Management & Business Skills.

Many of the major legal publishers run seminars for the profession. A variety of providers ensures practitioners have adequate choice of content and style of delivery.

Royal Institution of Chartered Surveyors

The Royal Institution of Chartered Surveyors (UK) approached the definition of CPD by ways of explaining each word in turn.[citation needed] It is (as follows):

  • continuing, because learning never ceases, regardless of age or seniority;
  • professional, because it is focused on professional competence in a professional role; and
  • concerned with development, because its goal is to improve personal performance and enhance career progression, which arguably is much wider than just formal training courses.

Chartered Institute of Logistics and Transport

The Chartered Institute of Logistics and Transport (CILT) in the United Kingdom defines Continuing Professional Development (CPD) as: The systematic maintenance and improvement of knowledge, skills and competence throughout a professional's working life. It is about maintaining and improving standards of competence and professionalism. The onus is on the learner to take responsibility for developing and directing their own career.[4]

The Association of Personal Assistants

APA (The Association of Personal Assistants) defines CPD as 'any process or activity that provides added value to the capability of the individual through an increase in professional knowledge, skills and personal qualities necessary for the appropriate execution of professional and technical duties, often termed ‘competence’.

American Academy of Financial Management

The American Academy of Financial Management The American Academy of Financial Management [5] requirements for continuing uses CPD and continuing education as part of its ongoing requirements for members. Members must complete 15 hours of recognized professional each year to retain their qualification.[6] The AAFM Board regulates certifications worldwide such as CWM Chartered Wealth Manager Certification.[7]

IAM

The Institute of Administrative Management (IAM) requires candidates to complete the following:[8]

This is intended to help the individual carry out some initial thinking about your strengths and weaknesses. In addition, you will need to think about possible directions for your career development and to highlight potential threats.

  • Personal & Professional Development

Development of your PPDP is based upon the individuals SWOT Analysis. Its purpose is to assist them to formulate a set of development activities covering a period of twelve months. Long-term career plans should cover development activities for the next twelve months in the light of their intentions over the next three years.

  • Implementation

Implementing of the individuals plan does not imply that they cannot or should not change it once implementation is underway. Situations and circumstances can and do change.

  • Learning Diary

It is vital that the individual records their efforts and assess the benefits of their planned activities. The activities that they undertake may not always generate the results that were intended. Time spent reflecting on how they have tackled each activity and in assessing the outcomes will enable the individual to adjust their PPDP for the following year. Moreover, by recording their activities they will be building a complete record of their professional/personal development that can form the basis for long-term career progression.

  • Annual Review/Summary

At the end of the twelve month period, having reviewed the individuals activities they are required to complete the Summary Sheet. The process is repeated for the second and subsequent years by reviewing and updating your SWOT Analysis and then drawing up a new PPDP.

Registration for CPD shows the individuals own commitment to learning and allows them to consider best practice within the workplace.

CIPD

According to the Chartered Institute of Personnel and Development (CIPD),[9] CPD should:

  • be continuous - professionals should always be looking for ways to improve performance
  • be the responsibility of the individual learner to own and manage
  • be driven by the learning needs and development of the individual
  • be evaluative rather than descriptive of what has taken place
  • be an essential component of professional and personal life, never an optional extra

FEANI - European Federation of National Engineering Associations

FEANI defines CPD as the acquisition of knowledge, experience and skills, as well as, the development of personal qualities. It contains both the acquisition of new skills, to broaden competence, and the enhancement of existing skills to keep abreast of evolving knowledge.[10]

See also

References

  1. ^ Van der Merwe, M; Van der Merwe, Alta; (2008), Online Continuing Professional Development: tensions impacting on the reflective use of a mathematics-friendly forum environment , South African Computer Journal (42).[1]
  2. ^ http://www.cpd-courses.org/law-cpd/
  3. ^ http://www.lawscot.org.uk/Members_Information/CPDandPCrenewal/continue_prof_dev.aspx
  4. ^ CILT(UK)
  5. ^ AAFM Board of Standards
  6. ^ AAFM CE/CPE
  7. ^ AAFM CE/CPE
  8. ^ Institute of Administrative Management website (accessed 16 March 2007)
  9. ^ Marchington. M. and Wilkinson. A. Human Resource Management at Work (People Management & Development) 3rd Edition 2006 London CIPD ISBN 1-84398-062-2
  10. ^ http://www.feani.org

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