CPD and Personal Effectiveness.

Continuing Professional Development (CPD) is a combination of approaches, ideas and techniques to help manage individual learning and growth. You will find here information on continuous professional development, self development, self managed learning, personal development and effectiveness, personal development plans, emotional intelligence and interpersonal skills.

Continuing Professional Development (CPD) is the term for a framework of learning and development activities which is seen as contributing to an individual's continued effectiveness as a professional. Another associated term is 'lifelong learning', although CPD has become the most commonly used term. This is because CPD comprises more than just learning activities which are largely associated with taking courses and passively receiving information. CPD takes place in a number of contexts and through various activities. It does not simply involve taking a refresher course or two, but taking part in less structured, more job-specific activities such as on-the-job learning or mentoring.

Continuity is very important when it comes to CPD. Learning does not stop with the completion of a formal qualification as knowledge can quickly become outdated, particularly in the areas of technology and legislation, hence the need for CPD.

CPD requires:

• Personal commitment to keeping your professional knowledge up-to-date and improving your capabilities - helping you to be an even better professional.
• Focus on what you learn and how you develop throughout your career.
• Focus on the individual, so you decide what, when and how much you do.
• Formal learning – courses, qualifications.
• Professional learning – conferences, seminars, coaching, mentoring, networking, taking part in working groups.
• Informal learning – reading, keeping up to date.

Continuing Professional Development is not necessarily:

• Imposed on you from above or outside – you decide what you want to do and when.
• Additional work – you’re probably already doing CPD, perhaps without realising it.

What is Continuing Professional Development?

Continuing Professional Development (CPD) is a combination of approaches, ideas and techniques that will help you manage your own learning and growth. Wherever you are in your career now and whatever you would like to achieve in the future, the process will help you identify and acquire the skills and experience you need to realise your goals.

CPD isn’t a fixed process and it’s not just about going on training courses or evidence collecting. It is about gaining useful experiences and reflecting on how what you have learnt is beneficial. The focus of CPD is firmly on results- the benefits that professional development can bring you in the real world.

One of the most common misconceptions about keeping a CPD record is that it takes a lot of time on top of your normal workload to achieve results. Actually CPD is more of an attitude than a time-consuming process; often the most effective personal development is about harnessing the value of what you have learnt from your daily activities.

Ownership of CPD rests with the individual and hence each person’s plan and record is completely personal to them.

This brief overview explores definitions of CPD, its nature and the somewhat elusive notion of effectiveness. It examines the potentially competing moralities (organisational and individual). The main aim was to identify what promotes and what inhibits the effectiveness of CPD. This was explored in terms of 4 broad objectives:

1. To compare and contrast the experiences of continuing professional development across the range of specialties.

2. To identify and describe the range of different models of CPD employed across the different specialties and clinical contexts.

3. To consider the educational potential of reflective practice in CPD and its impact on professional practice.

4. To explore how different professionals judge the effectiveness of current CPD practices.

The research design was developed to address 2 fundamental needs: i) covering the range of medical specialties and posts within those and ii) focusing on what happened in the clinical setting.

It is considered that CPD goes beyond what doctors do and that there is “no single, singular or correct way of doing CPD”. In organisational terms:

• flexibility is of vital importance in the development and provision of CPD, as are principles of justification and transparency. Active modes of learning, linking of CPD with learning needs analysis and integration of knowledge with everyday practice were major contributing factors to effective CPD.

• flexibility raised issues for assessing and accrediting and for recording CPD.

• the range of providers of CPD is extensive and diverse.

• the boundary between CPD and quality assurance can be a grey area.

How can CPD benefit you, the individual?

Planning and recording your CPD is essentially an investment that you make in yourself;

• By engaging in CPD you can develop your professional skills and boost your confidence. Enhanced professional performance will also prepare you for greater responsibilities and accelerate your career prospects.

• CPD allows you to become a more effective, independent and directed self-learner. Through reflective self assessment and learning you will gain a clear idea of your strengths and areas for self-development.

• Keeping a clear CPD record will greatly enhance your CV and enable you to showcase your achievements. You will also be able to confidently discuss these skills and abilities at appraisals or with future employers.

• CPD makes your work life much more interesting and can significantly increase your job satisfaction.

• By keeping your skill set up-to-date you will be able to cope positively with change, whether it is an alteration to your job role or organisational change. In the current economic climate this could prove invaluable.

How will the Organisation benefit from CPD?

The Organisations recognises that its staff is a key resource and is dedicated to attracting and retaining the best possible staff; supporting each individual’s CPD process is fundamental to achieving this aim.

• CPD maximises the potential of each member of staff by linking their learning to the skills required by their role and the theory to their actual workplace. In other words, it adds value to learning activities by asking staff to reflect on the relevance of their development to their role within the organisation.

• CPD is part of a larger programme of staff development at the most governmental organisations. The promotion of this employee training offered by the organisation creates better staff morale and a more motivated workforce.

• The aim of CPD is that both the individual and the Organisation can improve their performance and contribution by providing the environment, direction and opportunity for individuals to develop within organisational priorities.

• CPD links in with the Annual Performance Review process. Maintaining a CPD plan and record is an excellent tool to help all Organisational staff to focus their achievements throughout the year.

Why should I undertake CPD?

CPD enables a professional to:

• Update knowledge and skills in existing and new areas of practice.
  
• Keep professional qualifications up-to-date.
• Raise your profile through certification and networking, making yourself more marketable to future employers.
• Gain recognition for informal CPD that has already been undertaken.
• Increase competence in a wider context benefiting both personal and professional roles.
• Demonstrate commitment to the profession.
• Gain greater job satisfaction.
• Obtain new and improved skills - making challenging tasks easier.
• Increase skills, knowledge and confidence in your professional abilities
• Employers will be more likely to recognise your talents.
• Enhance a CV and show what you can do, so when you are next looking for a promotion, salary increase or new job you will be able to show the supporting activities and knowledge to justify job advancement or a rise.