How do I get started?
We recommend you review your learning over the previous 12 months and set your development objectives for the coming year. Reflecting on the past and planning for the future in this way makes your development more methodical and easier to measure. You may already be doing this as part of your development review with an employer.
There is a set of questions we use when asking you to provide evidence of your CPD. Answering these will help you explore the pattern of your past and planned learning, with the emphasis firmly on the impact of that learning.
How should I present my CPD?
Some people find it helpful to write things down in detail, while others record 'insights and learning points' in their diaries as they go along. This helps them to assess their learning continuously. These records and logs are useful tools for planning and reflection: it would be difficult to review your learning and learning needs yearly without regularly recording in some way your experiences.
We don’t provide rigid templates or lay down restrictive rules, either for planning or recording your development activity. You’ll find examples on our website, but that’s all they are – you don’t have to follow them. As long as you clearly identify the practical value of the things you’ve learned, you can do whatever suits you. The thing to remember is that records and logs are tools for planning and reflection. CPD is what you experience, learn and then apply.
You can also record your CPD online where you create, view and edit your record and plan in your 'My Profile' area.
What should I record?
Your development record should reflect a range of your learning and development. Anything can count as evidence as long as you show that you've learnt something from it. We recommend that you concentrate on the activities that have made the most impact on you and your role.
Fundamentally, it's a question of setting yourself objectives for development and then charting your progress towards achieving them. It's about where you want to be, and how you plan to get there. We have example records and plans as well as a case study to help you get started.
Anything that helps you to meet your development objectives could count as CPD – as long as you can demonstrate real value in your work. So, if you do something at the weekend that changes your perspective on teamwork or teaches you something about interpersonal communication, you can use it in your CPD record. Similarly, if there are personal learning experiences you don’t want to share, leave them out. You decide what goes in and what stays out.
How much CPD do I need to do?
Our approach is based on a reflective model that focuses on outcomes and results, rather than 'time spent' or 'things done'. There are no rules about the amount of CPD you should record, but you should clearly demonstrate how you have developed and what you are now able to contribute that you couldn't before.