Vous êtes sur la page 1sur 18

Continuing Professional Development

Mandip Pabial-Parmar, CPD Manager CPD Presentation East Anglian Branch 28th September 2007

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)

IOSH Membership Structure from November 2005


Chartered Fellow (CFIOSH) Chartered Safety and Health Practitioner Chartered Member (CMIOSH) Mandatory CPD
Meet Fellowship Criteria which may include a peer review

Mandatory CPD

Peer Review Interview

IPD portfolio or MSC dissertation

Open Assessment

2 years experience

Technician Member (Tech IOSH) Mandatory CPD

Graduate Member (Grad IOSH) Mandatory CPD

Obtains qualification reflecting Level 3 standards in H&S at Work. 5 years in an OHS role

Obtains a professional practice qualification

Affiliate Member

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 addon extra! How? CPD can be obtained in many ways When? NOW for corporate members Who? All IOSH members with designations bearing the IOSH name

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

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.

What is self-reflection?

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

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

How do I recognise sufficient CPD?

This is approximately 5 days per year but varies for individuals

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.

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

Recording
The credit framework minimum requirements
Section A Section B Section C Section D 3 9 9 9

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.

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.

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

Cpd@iosh.co.uk or memberservices@iosh.co.uk 0116-257 3239

Competent to the Core