ICE director of membership explains what is happening with the implement ion of CPD
At its meeting on 3 March , the ICE Council approved the CPD Strategy and in so doing reiterated not only the importance of maintaining and developing professional competence, but also the vital role that CPD plays in this.
The Council also approved the introduction in two years of a system to monitor the CPD of the professionally qualified membership. This latter decision was not taken lightly, nor without lively debate.
The importance of the ICE being able to demonstrate to
society at large that its membership takes the maintenance of professional competence
seriously was obvious to all.
But to introduce formal monitoring of CPD, was this not going too far?
Well the short answer is no, because it is the only realistic way that this commitment can be demonstrated?
Members will already be maintaining and developing their competence in complying with Rule 5 of the Rules of Professional Conduct. So the issue is more one of how can this be demonstrated?
Other professions have already gone down this route, some involuntarily following government intervention after high profile cases of individual failings.
The problem with hastily introduced CPD monitoring, though, is that at best it achieves little, and at worst it is counter-productive.
In the ensuing discussion on CPD that Council’s decision is likely to generate I can guarantee that a number of misconceptions about CPD will appear and re-appear.
The first is that an individual cannot undertake CPD because their employer does not pay for training courses.
The counter to 99% of these misconceptions can be found in ICE 3006: Continuing Professional Development.
I would encourage all to download and read this document.
It has been lauded by other professional institutions within the UK and internationally as a model treatise on the subject, and it’s readable.
Let me try and head off just some of these.
CPD embraces far more than attending lectures (costly or otherwise) and it is down to the individual to determine what constitutes CPD.
Retired members do not have to undertake CPD unless they are practising.
Individual members whose employers operate an appraisal system that incorporates the principles of ICE 3006 do not have to fill in ICE’s specific CPD returns (ICE 3006 will give you a good indication as to whether your employer’s fits this category) as existing documentation will suffice.
The same applies for members who already submit CPD returns for other institutions.
Finally, CPD is not a retrospective exercise completed at the end of the year to produce a list of activities undertaken when asked.
It is this last point that gets lost during debates on CPD, and it is this that can stimulate interest in CPD.
As some Council members commented, having read ICE 3006and completed their returns, the evaluation of your professional development needs and then planning to achieve them can be a very rewarding exercise with a lot of personal value.
David Lloyd-Roach is director of ICE membership