Continuing Professional Development (CPD)

Continuing Professional Development (CPD) is ongoing learning and development to improve and extend professional practice throughout an individual's career.

For those new to the workforce, induction begins the process of CPD, using the Common Core and Induction Standards as part of the learning process and for keeping evidence of learning gained.

CPD is a shared responsibility, the practitioner being prepared to update their skills and knowledge and the employer offering opportunities to develop. This responsibility has been enshrined in the General Social Care Council (GSCC) Codes of Practice and is an important part for professionals registered with the Health Professions Council (HPC) to continue in developing their knowledge and skills.

Additionally, practitioners in regulated services must maintain evidence of CPD to meet National Minimum Standards (NMS) and it is a registration requirement for a number of professional bodies.

It is good practice for all practitioners, regardless of whether they are, or will be, subject to registration, to maintain CPD. Supervision and appraisal processes should be used to identify learning and development needs.

Practitioners should also use critical reflection to integrate the learning with their practice. This is the process of thinking about what any experience means in a critical way, i.e. evaluating the positives and negatives of the learning and the challenges these present. With that awareness we can develop the way in which we perform our work and deliver services as a result of learning.

Learning and development is a concept that is wider and more holistic than ‘training', which is only one of many ways in which people achieve competence. All practitioners should maintain a portfolio of evidence of learning from activities they take part in. The portfolio will: 

• provide evidence of achievements for registration and appraisal;
• demonstrate personal investment in self-development;
• provide evidence for competence-based or academic qualifications;
• extend options available for learning;
• help to build a CV; and
• give personal satisfaction, having achieved set goals.

There are a number of resources available to help achieve this by giving individuals the tools to be able to plan, prioritise and make the most of their personal development with the support of their manager.

Many of these will provide a structured approach for individuals and their manager, including the planning and evaluation of learning activities and a framework for the recording and evaluating of ongoing development. Completion of a learning log as part of a review of learning will provide good evidence of CPD.