Continuing Professional Development

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Continuing Professional Development
Mandip Pabial-Parmar, CPD Manager CPD
Presentation East Anglian Branch 28th September
2007
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CPD Requirements for IOSH Members

• With the introduction of the revised Charter and
  Byelaws in November 2005 the requirement for CPD
  was introduced for
• Chartered Fellows
• Chartered Members
• Technician Members and
• Graduate Members as an integral part of their
  Initial Professional Development (IPD)

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IOSH Membership Structure from November 2005
Chartered Fellow (CFIOSH) Mandatory CPD
Chartered Safety and Health Practitioner
Meet Fellowship Criteria which may include a
peer review
Chartered Member (CMIOSH) Mandatory CPD
Peer Review Interview
2 years experience
IPD portfolio or MSC dissertation
Open Assessment
Technician Member (Tech IOSH) Mandatory CPD
Graduate Member (Grad IOSH) Mandatory CPD
Obtains qualification reflecting Level 3
standards in HS at Work. 5 years in an OHS role
Obtains a professional practice qualification
Affiliate Member
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Continuing Professional Development

• Why? Revised membership structure came into
  effect November 2005 requires mandatory CPD for
  all members above affiliate
• What? CPD is a formalised scheme to record
  activities that both maintain and continually
  build on competence. CPD forms part of
  everyones working life it is not an add-on
  extra!
• How? CPD can be obtained in many ways
• When? NOW for corporate members
• Who? All IOSH members with designations bearing
  the IOSH name

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What is CPD really about?

• Professionals own maintenance and development of
  skills
• Recognition of the competence of the profession
  as a whole.
• The output of an activity i.e. the maintenance or
  development of competence

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The elements of the revised scheme

• Self reflection and development plans
• Maintenance of skills (based on either level 4 or
  level 3 standards)
• Development of new technical skills
• Development of management and other skills for
  effective practice.

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What is self-reflection?

• An ongoing process of recognising what you need
  to know to progress your own professional
  development.
• Plan Do Reflect
• Review

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Development plan

• Normally for three years, but can be reviewed at
  any time during this period
• States intended activities over the next period
• Recognises that plans can change as circumstances
  change so these plans can be amended. However a
  maximum of three points per three year period only

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How do I recognise sufficient CPD?

• This is approximately 5 days per year but varies
  for individuals

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How is this gauged?

• Activities are self assessed for CPD
• Although there is an element of time involved in
  the allocation of credits it is the outcome that
  is more important
• A rough benchmark for credits is 2 points per
  days activity
• However.

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Credit Framework

• 3 credits an activity that has been extremely
  useful that has developed new skills and caused
  you to research and reflect on issues.
• 2 credits a useful activity introducing new
  concepts for reflection and putting them into
  use.
• 1 credit confirming already known facts but
  requiring reflection to do this.
• 0 credit activities which are common place for
  you as an individual

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Recording
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Flexibility of Awarding Credits

• Credits may be awarded in different sections for
  one activity. The reflective process of
  considering how useful an activity is will
  identify this.
• A reflective statement is required for each
  activity identified as CPD.

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• An example
• You attend a meeting with a topic you have some
  knowledge of. The presentation confirms what you
  know but adds considerable new information. You
  allocate 1 credit for maintenance (section B) and
  1 credit for technical development (section C)
  and reflect on why you did this in your CPD log.

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What about auditing for authenticity?

• There will continue to be a 5 random audit as in
  the current scheme
• The audit will look at the development plan and
  assess if the activity and reflective statement
  accompanying it are moving towards this
  development. However, as circumstances change a
  development plan may be revised on an ongoing
  basis. There can, however, only be one allocation
  of points every three years.
• Trained assessors required to undertake this
  function

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• Cpd_at_iosh.co.uk or memberservices_at_iosh.co.uk
• 0116-257 3239

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Competent to the Core