Appb

Appendix B
Sample CPD Records

Explanation

This appendix contains:

1. Suggestions for the CPD records which you will want to keep.

2. Check-lists of what you might want to include in the CPD record

3. an Example of what each record might look like.

Whether you are designing CPD records for use by others or for yourself, then you will want to tailor them to the local requirements. They want to be:

as minimal and simple as possible,
easy and quick to understand (eg with explanatory details on the reverse),
without duplication and without having to search backwards and forwards,
a store of information that will be of direct use to the person filling in the form,
flexible to allow for life's rich variety,
kept up-to-date.

In order to reduce duplication, there is scope for combining records (see the sample which combines Profile of Competence and Profile of Needs), or keeping them on a computer.

The best encouragements to keeping the records up-to-date are by setting a good example, and by expressing an interest in them. Let your colleagues see that you use them and find them useful, discuss how they find them and how they could get more benefit from using them.

1. Suggested CPD Records

i) Introduction
ii) Personal Details
iii) Career Record
iv) Profile of Competence
v) Profile of Needs
vi) Development Plan
vii) Development Record
viii) Evidence of Competence Gained

2. Checklists

i)Introduction

who is this for?
why should you keep it up-to-date ? (obligations, benefits)
who can help you?

ii)Personal Details

to enable the records to be returned to you

your contact details

iii)Career Record

a) Experience

record of your experience, often in reverse chronological order (most recent recorded first)
employers, clients
projects
dates
job titles, roles and responsibilities
competences gained and used

Here you will often store:-

old CVs, project write-ups ,company/promotional materials, press reports, old business cards.
b) Qualifications & Credits

the titles of your academic, vocational and professional qualifications,

plus:

dates, level at which each taken, grades, awarding bodies.

Here you will often store:-

your awards, certificates and reports.

iv)Profile of Competence

name, date.

competences: name/description, reference, level, source.

personal attributes (eg values, learning styles, sources of motivation, blockages).

names of other people involved (eg boss, mentor, friends).

v)Profile of Needs
(this is probably best done In conjunction with other check lists)

name, date.
overall goals.
competences required: name/description, reference, level, source.
competences not yet adequate: name/description, reference, level, source.
priority.
names of other people involved (eg boss, mentor, friends).

vi)Development Plan

name, date.
competences selected for development: name/description, reference, level, source.
proposed development activity, responsibility, resources required (eg funding, authority).
objectives (ie how will you know when competence is achieved?).
names of other people involved (eg boss, mentor, friends).

vii)Development Record

nature of the development activity, location, duration, date.

The nature of the development activity, see above, can be either

work related , on-the-job(eg secondment, special projects, voluntary work, training others, unanticipated problems/opportunities).

informal, self-directed(eg reading, conversation with mentor/colleagues, exhibitions & meetings).

formal, structured(eg full/part-time courses, with/without assessment, conferences, lectures).

relevant development plan, activity/objectives.
evaluation of achievement, consequences.
competences achieved: name/description, reference, level, source.

viii)Evidence of Competence Gained

index to contents of this section.

certificates(eg academic, vocational, professional).

performance appraisal records.

results from: psychometric tests, assessment centres.

press cuttings, testimonials, letters of thanks.

list of publications or other objects/information stored elsewhere.

3. Sample CPD Records (Example)

CONTENTS
i) INTRODUCTION
ii) PERSONAL DETAILS
iii) CAREER RECORD
iv) PROFILES OF COMPETENCE & NEEDS
v) DEVELOPMENT PLAN
vi) DEVELOPMENT RECORD
vii) EVIDENCE OF COMPETENCE GAINED

i)INTRODUCTION

As an individual you are ultimately responsible for planning and executing your own Continuing Professional Development (CPD). This task cannot be delegated to someone else, although there are many - employers, institutions, mentors and so on - who will give help and support.

This Record Book is a tool to help you - confidentially and methodically - to record your achievements; your development plans and the successful conclusion of each stage of your CPD. You will then, doubtless, wish to start a new development cycle.

While the Record Book will hold a record of your ambitions and achievements, it can also be used to contain more mundane details such as your career history and formal education. It can be either a paper record or held on computer.

Many organisations and individuals have developed their own versions for their own use, so feel free to adapt these proformas to fit your own situation.

ii)PERSONAL DETAILS

Name

Address

Post code

Date of birth

Telephone number (home)

		(mobile)
		(work)
		(fax)

iii)CAREER RECORD
This section enables you to record up-to-date details of your career and qualifications. This is useful when you have to compile a curriculum vitae résumé for a potential employer or client. It also helps you - and anyone advising you - when you plan your CPD. For this reason it is valuable to keep details of your career changes and qualifications up-to-date.
iii)a. Experience

Firstly, list details of your PRESENT employment. Then go on to list and describe ALL of the jobs you have held and how long you have held them. Set out your duties and responsibilities in each job (or project) and include any competences gained which you think are important and that others might find relevant. If you are self-employed you might wish to consider a major client as equivalent to an employer.

Present Employer (or client)

Work address and post code			Work telephone/fax/e-mail

			competences gained
Job titles	Dates	job details including duties/responsibilities	(descriptions)	(source/level/ reference)

Notes

Previous Employer (or client)	Attach extra sheets if required
Work address and post code			Work telephone/fax/e-mail

			Competences gained
job titles	Dates	job details including duties/responsibilities	(descriptions)	(source/level/ reference)

Notes

Previous Employer (or client)

Work address and post code			Work telephone/fax/e-mail

			Competences gained
job titles	Dates	job details including duties/responsibilities	(descriptions)	(source/level/ reference)

Notes

iii)b. Your Qualifications and Credits

Secondly list the formal qualifications and credits which you have already achieved. They should include all relevant academic, vocational and professional awards including the appropriate levels and grades. Describe any competences gained which you think were important and that others might find relevant

Qualification

(academic/vocational/professional)	Attach extra sheets if required
Level/grade		Title		Date		Qualifying body

competences gained
(descriptions)	(source/level/reference)

Notes

Qualification

(academic/vocational/professional)	Attach extra sheets if required
Level/grade		Title		Date		Qualifying body

competences gained
(descriptions)	(source/level/reference)

Notes

4.PROFILES OF COMPETENCE AND NEEDS

The previous section 3 has enabled you - probably with the help of your employer, professional institution or mentor - to analyse your personal and career experiences,

as well as your performance and achievements to date. Summarise this experience by listing your current profile of competences at (a) below.

Then identify and set down the competences required by your current job at (b) and anticipated future jobs at (c).

Finally compare (a) with (b) and (c) to arrive at your profile of needs which you should then set down at (d).

(a) Profile of Competences

(b) Competences required

by current job

by anticipated future jobs

(d) Profile of Needs

Remarks

Description

Source/ ref/ level

Description

Source/ ref/ level

Description

Source/ ref/ level

Description

Source/ ref/ level

(priority etc)

5. DEVELOPMENT PLAN

Section 4(d) identified your 'Profile of Development Needs'. You should now use it to make your Development Plan. Here are the steps to take:

List your development needs in column (1) in a convenient format (eg use your own reference, describe the competence or quote the references from a standard ofcompetence) together with their priorities/time-scale.
Identify your development objectives. This might mean breaking up the development needs into sub steps.
Identify the development activities you will use to achieve these objectives.
Identify the assessment you intend to use. It could be your own personal judgement, the opinions of others (eg mentor, colleague, boss), a formal external assessment, or the achievement of something that demonstrates that you are competent.
Identify other considerations that will affect the success of your development plan such as constraints, obligatory/mandatory requirements, availability, cost, source of funding, support, approvals needed, how it matches your preferred style of learning and finally the actions which you will count on others to take.
From time to time record the progress which you have made in preparing to undertake the development activity.

References of competences needed	Priorities/ timescale	Objectives	Development Activity How will you achieve competence?	Assessment How will you know you have gained competence?	Constraints & Resources	Progress in preparing to undertake activity

6. DEVELOPMENT RECORD

This section shows how you have achieved the Development Plan (Section 5)

Development reference	Duration/ dates	Development Activity nature, title, your role & others', location, etc	work-related on-the-job	informal, self-directed	formal/ structured	Competences Achieved (description)	Source/level/ reference	Evidence What, where, assessed by whom	Consequences New/changed development needs, opportunities & benefits, fresh insights/contacts/attitudes/knowledge

7. EVIDENCE OF COMPETENCE GAINED

This section stores the evidence and records of assessment in pockets for future use.
An index sheet relates the evidence to the profiles, planning and development.

Serial Ref.	Description of item of evidence	Applicable to the following competences (describe)	Source/level/reference	Profile reference	Planning reference	Development reference

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