Preparing for CPD
Each member must take responsibility for managing his or her future development and learning and familiarise himself or herself with the concept of reflective practice in order to meet both their personal and career related goals.
To be effective, training must be targeted and timely. You owe it to yourself and your employer to establish the objectives of any event, and who it is aimed at, before you commit valuable resources. (Helen Redmond-Cooper)
1. You should begin by carrying out a situation analysis and skills audit; where are you now? Think in terms of employment, responsibilities and achievements:
- what do you do well?
- what could you do better?
- what new skills could your employer demand of you in the near future?
- what are your long term goals?
2. This will enable you to identify how to move forward and can be translated into short or long term goals, encompassing elements relating to both work place and personal objectives. For instance, it may be necessary for you to familiarise yourself with the Data Protection Act in order that you can operate it in the work place whilst a personal goal may be that you wish to learn a foreign language. Remember to consult your mentor and/or your line manager where relevant.
3. You should now be in a position to construct your Personal Development Plan. Be realistic, accept which learning styles are best for you and place a time scale on each activity. By creating a clear plan of action you will have a far better chance of achieving your goals.
4. For each activity you should complete a Learning and Development Record allowing you to identify your actual learning outcomes and check them against your original objectives. You should reflect on how this may have been improved.
A structured approach to CPD is essential in order to obtain maximum value from it.
Last modified 16/01/2006
