THE FIVE STEP CYCLICAL PROCESS FOR CONTINUOUS PROFESSIONAL DEVELOPMENT (CPD) IN GR

There are a number of key features of CPD that frame the delivery of effective programmes:

• It is based on the GR practitioner’s self-identified learning needs, not those identified or imposed externally;
• CPD is self-directed, requiring the learner to demonstrate motivation and responsibility for his/her learning;
• CPD is linked to needs within the practice itself (ie, issues that arise out of the unique features of the individual’s practice context);
• Outcomes (in terms of maintenance of competence, professional development, and the meeting of individual or organizational goals) frame the entire process.

A structured CPD programme must be actively managed to be effective and may include the following five steps:

1. Self appraisal (To identify the learning need)

The identification of CPD needs may arise from one or more of the following: ƒ

• Personal assessment of performance ƒ
• Performance review by professional/peer ƒ
• Professional/company requirement for keeping current ƒ
• Career development for future portfolio opportunities of the company or for a future role

2. Personal plan (Personal Plan to plan how to achieve improvement)

This identifies the resources and actions required to meet the personal CPD needs identified in step 1. A whole list of options can be identified. Examples of possible resources or actions are: ƒ

• Identification of possible training course(s)
• Research into information/literature/references to support ƒ
• Identification of colleague/peers who could provide advice ƒ
• Previous work experiences

3. Action (Take action by engaging in appropriate CPD activities)

 In this step the intentions of step 2 are brought into practice: from step 2 the chosen resource or action is undertaken. This could be in the form of: ƒ

• Mentoring/work-shadowing ƒ
• Training course(s) ƒ
• Professional qualifications ƒ
• Informal discussions with colleagues ƒ
• Participation in professional body working groups ƒ
• Reading and other research

4. Documentation (Document action to record achievements)  

For the reasons identified previously, it is important to document all CPD activities undertaken so that this can be provided as evidence of competence. Company records often merely consist of ‘training records’ so it is important that other types of CPD are systematically recorded. Some national professional bodies may require all aspects of appraisal, planning, action and evaluation to be systematically recorded and then made available for review and inspection. Others may simply require the CPD actions themselves to be recorded.

5. Evaluation (Evaluate the outcomes)

Benefit from participation in any CPD activity should be evaluated. The professional GR specialist should review in how much the action step has covered (or exceeded) the professional plan step. Possible questions to ask include: ƒ

• Were my needs addressed? ƒ
• Can I address what I learned? ƒ
• How will my work improve? ƒ
• What else can I do to support my learning?

This step also needs to be documented properly.