CPD Explained

An introduction to Continuing
Professional Development

The CPD Certification Service

www.cpduk.co.uk
Table of contents
What is CPD? 4

Background of CPD and its purpose 5

About The CPD Certification Service 6

Who requires CPD? – Professional Bodies & Associations 7

Who is CPD for? 8

Benefits of completing CPD 9

From an individual perspective 9
From an organisation perspective 9
From an industry perspective 9

Types of CPD 10
Structured / Active 10
Reflective 10
Informal / Self-directed 10

Methods of Learning 12
Training course 12
Seminar 12
Workshop 12
Webinar 12
Events 13
Training Video 13
Literature 13
Online Course 13

The CPD Cycle 14

Stage 1 – Identifying Needs 14
Stage 2 – Planning 14
Stage 3 – Acting / Doing 15
Stage 4 – Reflecting on learning 15
Stage 5 - Implementing 15

CPD Hours and Points explained 16

How do you manage and record your CPD? 17

Becoming a CPD provider 18

What is CPD?
CPD stands for Continuing Professional Development and is the term used
to describe the learning activities professionals engage in to develop and
enhance their abilities. CPD is a holistic approach towards the enhancement
of personal skills and proficiency throughout a professional’s career.

At its core, Continuing Professional Development is about the individual and their commitment
to ongoing lifelong learning. It encourages looking forward and identifying opportunities to
learn something new, refresh existing knowledge, improve skills, or simply keep up-to-date
with the latest developments within a particular profession or industry. In practice, it could
mean everything from taking a training course or attending an educational event, to studying
for new qualifications or learning new aspects of a job.
CPD enables learning to become conscious and proactive, rather than passive and reactive.
It involves an individual documenting and keeping a record of the increasing skills, knowledge
and experience they gain throughout their career.
CPD combines different methodologies to learning, which includes training courses, seminars,
workshops, conferences and events, webinars and online eLearning programs, as well as
sharing best practice techniques, thoughts and ideas, all focused towards an individual
methodically improving within the work environment.
Engaging in CPD activities ensures that both academic and practical qualifications do not
become outdated or obsolete, and allows for individuals to continually ‘up skill’ or ‘re-skill’
themselves regardless of their occupation, age or educational level. Continuing Professional
Development is an ongoing process of frequently improving skills and competencies to
enhance workplace performance and future career prospects.
Background of CPD and its purpose
The concept of Continuing Professional Development can broadly
trace its roots to the decades following World War II, when institutional
bodies identified a need for more structured further learning post formal
qualification.

Up until this point it had largely been assumed that qualified professionals would identify
and initiate their knowledge enhancements on a casual or voluntary basis. However, in an
increasingly litigious and technologically advancing world, the need became apparent for a
more disciplined approach to ongoing learning and development.
By the 1980s Continuing Professional Development had begun to establish within leading UK
professional bodies. Industry sectors such as healthcare and medical, construction, architecture,
engineering, and law took the decisions to implement organisational CPD policies and helped to
build the foundations and frameworks of a proactive learning culture within each profession.
Highly skilled individuals such as doctors, surgeons, dentists, architects, engineers, barristers
and solicitors led the way to include CPD as a practical and methodical approach to enhance
their work-related skills and learning.
Continuing Professional Development has continued to grow from this strong starting
position and is increasingly becoming known as the international terminology for professional
further learning. The CPD Certification Service is a key driving force in the promotion of
Continuing Professional Development across the world, with CPD members in over 100
countries and growing.
Continuing Professional Development is a powerful learning tool that professionals from across
all industries can apply to their lives to remain focused on improving skills, ensuring academic
qualifications do not become outdated, and take an empowering approach to career progression.
About The CPD Certification Service
Established in 1996, The CPD Certification Service provides accreditation for organisations
ranging from small consultancy firms to large training providers, multi-national corporations,
conference & events organisers, universities, further education colleges, local authorities,
councils and Government departments.

The CPD Certification Service evaluates further learning activities to the highest standards.
Our unique experience and history enables us to support organisations seeking authoritative
CPD certification for their further learning activities.

Thousands of training courses, events, e-learning programs, conferences, workshops and

seminars are formally certified by us every year adding significant value for audiences and
providers. Millions of professionals recognise our CPD Certified symbol as the qualitative
benchmark that, not only reflects but also sets those standards.
CPD is assessed and certified against the universally accepted and structured checklist which
The CPD Certification Service has developed for over 25+ years. The process takes an impartial
and objective overview of the structure and value of training materials to ensure full conformity
to CPD guidelines.
Our CPD quality marks are protected by international copyright legislation. The recognised and
authoritative CPD Member and CPD Certified symbols offer professional bodies, institutional
associations, educational providers and consumers alike reassurance that the further learning
achieves the qualitative standards required by all parties.
Who requires CPD?
Professional Bodies, Institutes, Employers and Associations
There is an increasing expectation for professionals to undertake Continuing
Professional Development regardless of industry sector, career level, job role
and responsibilities.

Whilst the onus to complete CPD is upon each individual as part of their own career
development, the various industry professional bodies, institutes and trade associations will
encourage, set targets, maintain standards, and help to ensure the overall success of CPD is
achieved within their respective remits.
Most professional bodies and institutes will provide individuals with Continuing Professional
Development requirements, generally as a set number of CPD training hours to achieve each
year in some form of a learning environment.
The majority of institutions will allow members to choose subjects of relevance to them
as individuals, whilst a minority will also require their members to seek CPD training on a
particular range of core subjects.
Supporting these efforts, more and more employers are taking a proactive role with CPD for
their employees, as organisations are able to see the clear benefits of having a more highly
skilled, training-focused, motivated and committed workforce.
Over recent decades we have seen the commitment to Continuing Professional Development
reach far beyond the traditional industries and institutional bodies of the UK to what is now
increasingly becoming embraced across more regions of the world.
Who is CPD for?
CPD is carried out by millions of individuals across a whole range of industries
and professions. Allocating time for CPD is the responsibility of each person
and to identify the relevant requirements for their particular organisation or
industry.

It is important for all professionals to understand how their CPD training should be recorded
and how much learning time is required for their role each year. The level of CPD necessary for
any individual can vary between sectors.
Regulated industries tend to expect professional bodies & associations to ensure a mandatory
CPD policy is implemented across the various roles and job functions working within that
sector. This can be seen clearly within the traditional sectors of healthcare, medical, law,
financial services, construction, engineering, veterinary and accountancy for instance, but
is equally pervasive in other professions such as education, IT, communications, marketing,
human resources and business.
CPD assists individuals to apply attention to areas of development and to take the necessary
action in reducing any deficiencies in knowledge. An individual ought to see Continuing
Professional Development as an opportunity to remain competitive with his or her peers, and a
tool to differentiate themselves professionally at moments where this may be required, such as
in job interviews or perhaps in tenders for new work and business acquisition.
As competition increases and people become more similarly qualified, Continuing Professional
Development provides a means of standing out and displaying diverse skills and knowledge.
The fundamental essence of CPD is the commitment to lifelong learning.
Benefits of completing CPD
CPD is essential in helping individuals, organisations or entire industries
keep skills and knowledge up to date.

From an individual perspective

CPD encourages individuals to maintain consistent and high standards, as well as making it
easier to demonstrate commitment and dedication towards a particular job role or profession.
CPD offers a functional platform for individuals to build a career progression plan that supports
their objectives towards new job openings, development within an existing role, or even
possibly higher earnings opportunities.
CPD can be an excellent self-motivation tool, acting as a reminder of personal achievements
and progression over time. CPD provides flexibility and diversity in terms of different
methods of learning available so each individual can find a learning style that suits them
best. To that extent a professional is able to find much greater appreciation for the positive
impact they can make at work.

From an organisation perspective

All organisations that face competition need to find new ways to retain key staff and help
differentiate themselves as leaders in their industry. CPD can be used to advance the body of
knowledge, skills and technology within an organisation.
The application of CPD in the workplace shows a mindful decision and commitment towards
both clients and employees that professionalism is important. Organisations are able to
recognise that Continuing Professional Development can be used to ensure quality levels
remain high across all departments.
CPD can help to identify potential skill gaps in the workplace, and highlight areas where the
business can be improved. CPD encourages a healthy learning culture which can lead to a
more fulfilled and valuable workforce.
Continuing Professional Development should be used to attract a higher level of candidates
when recruiting for new roles, by encouraging better talent towards the organisation. CPD is
a tool for improvements in business performance and efficiency, whilst also helping staff with
their individual learning requirements.

From an industry perspective

The increase in Continuing Professional Development across industry has been driven by
the need for a system of measurable performance and transparency. ‘Professionalisation’ in
response to legislation, consumer needs and general socioeconomic trends highlights ongoing
need for visibility and accountability across sectors. Advancement of industries as a whole
and their respective technologies requires professionals to adapt, improve and change more
frequently than perhaps decades before.
CPD supports raising industry benchmarks in line with increasing globalisation and consumer
demands. In many traditional sectors it is mandatory for professionals to regularly record and
complete CPD as part of their commitment to their professional body.
Types of CPD
The type of Continuing Professional Development varies depending on a range
of different learning methods. CPD can be broadly defined within three areas:

Structured CPD / Active Learning

Structured CPD typically involves interactive and participation-based study. It is often proactive
and can include attending training courses, workshops, seminars, conferences, eLearning
courses or CPD certified events. CPD active learning can also apply to professionals taking
career-orientated exams, however the study and revision would be considered self-directed
learning.

Reflective CPD
Reflective CPD defines learning that often has a structured format, however will typically have
no participant-based interaction, and so this form of CPD is much more passive and one
directional than structured CPD.
Examples of reflective CPD can include watching training videos and tutorials, attending a
non-interactive lecture, as well as possibly attending relevant industry briefings, podcasts,
case studies and industry updates. In instances, some informal meetings can be applicable
to reflective CPD, but the learning outcomes and objectives of these meetings must be made
clear for an individual to be able to use in their overall CPD plan.

Informal CPD / Self-Directed Learning

Self-directed learning is the term that covers all unaccompanied CPD activities. This includes
discussions in forums, reading books, articles and industry publications; either in print or
online. You could possibly also include industry-specific news feeds or research into relevant
fields. The areas of self-directed learning often do not have specific time frames for the learning
activity, are informal and the learning outcomes of each individual can vary significantly.
We recommend a blended approach to Continuing Professional Development that incorporates
a full range of different CPD learning types and methods. There is no one-size-fits all approach
to learning, but as perhaps expected, the more interaction and participation, the higher chances
of knowledge retention and engagement. From experience, we advise that an individual looks
to complete at least 50% of their CPD from a structured and active learning environment, and
the remaining learning balanced across both the reflective and self-directed types.
Methods of learning
The most familiar and popular methods of learning includes the following:

Training Course
A training course is the most well-known method of learning, and can vary in length from one
day up to several days or over several weeks. Training courses will often be specific to one
subject or offer skills in a particular area of industry. They can also sometimes encompass
other forms of learning such as lectures, seminars and workshops. Training courses can be
delivered either in-person such as classroom style, or online, or even possibly a hybrid of both.

Seminar
A seminar is a type of short course and typically only a few hours long up to one day. Seminars
provide an opportunity to focus on a particular subject matter in detail. They are usually
conducted in a group setting with no more than 20 participants.
Seminars will typically include group work, activities and interactive discussion, in order to
allow individuals to contribute which can lead to better retention of knowledge. Seminars
can also be a chance for individuals to network with others from different areas of their own
industry or other sectors.

Workshop
A workshop is an interactive educational group session typically involving between 1 to 3
days of learning. Workshops and seminars are similar, but there are a few key differences.
Workshops are less theoretical and tend to offer a more hands-on, practical skills approach to
learning which may include practical exercises, breakout sessions and role plays.
Workshop groups are usually smaller than seminars. As workshops are primarily activity and
exercise based, it gives the group a chance to apply theoretical knowledge in a practical
context and offers a hands-on approach to enhancing skills and knowledge.

Webinar
Webinars are an online learning activity held virtually and attended by an online audience.
Often, the main objective of a webinar is to educate and inform professionals in a short and
concise manner about new and relevant information.
In a good learning webinar, attendees should be able to interact and participate within the
event. The interactive opportunities can include asking questions to the hosts, answering polls
or surveys, and sharing documents with attendees. Webinars are useful in that they do not
require attendance at an in-person event and therefore provide opportunity for wider, often
international, participation. Webinars can also be viewed and revisited at any time, allowing
individuals to review and recap their learning.
Events
There are a number of different forms of learning that can be considered CPD events. For
instance, there could be a live speaker session, usually delivered in the format of a guest
speaker presentation or a panel discussion. Another form of CPD event could be a conference,
which is usually held at a venue such as a hotel, beginning with a keynote session and then
offering breakout sessions by topic. Seminars and workshops may also feature as part of wider
CPD events.
Another example is that organisations may choose to host or sponsor a particular industry
trade show which are usually held in large spaces, with hundreds of products and services
being showcased, and in doing so may add an educational CPD learning opportunity within the
trade show itself.

Training Video
A training video is video-based content that explains and explores a subject or shows how
something can be done. Training videos offer an interesting visual way of bringing together
ideas and content which can often increase an individual’s engagement and learning retention.
Training videos can be used as part of either in-person learning, distance or online learning.
Video can be an efficient method of combining both theoretical and practical elements of a
subject that may take longer to explain through a lecture or reading. In online use, video also
has the advantage of allowing a learner to go back and review content.

Literature
Literature is often a component included in other methods of CPD, typically in the form of
case studies, exercise handouts or course materials. Depending on the depth of subject and
structure, literature can be considered a part of reflective and informal CPD, when considered
in the form of reading relevant publications, articles and books by leading industry experts.

Online Course
With the growth in digital technology and remote working, online courses are an increasingly
popular method of learning. Online courses can offer convenience and affordability, in that
there is no need to attend an in-person event and course materials can be shared free online.
Online courses offer flexibility for individuals to participate at a suitable time and schedule
around other work and family commitments. In some cases, online courses can be spread over
a period of time rather than requiring participation on a given day.
From a training provider perspective, online courses enable organisations to maximise the
value of their content and deliver learning to a possible international audience with relatively
lower costs of operation. Online training providers can streamline their content and do not
need to be dependent on hiring facilities to provide training on a regular basis, helping to
reduce costs for both the organisation and their learners.
The CPD Cycle
It is important for individuals to keep a record of their annual Continuing
Professional Development activities. This information must be kept up to date
and be able to meet the requirements of their professional body or association.

A key way to ensure that CPD activities are accurately managed and recorded is by using
the CPD Cycle. It is a practical tool that helps an individual to structure their Continuing
Professional Development easily throughout the year, and to identify regular and measurable
improvements in their work-related skills and knowledge.
There are five key stages in the CPD Cycle that are important when planning your professional
development learning activities for the year.

Stage 1 – Identifying Needs

Complete a simple self-assessment or needs analysis to help identify current weaknesses
and any future areas to develop and improve upon skills and knowledge. This will assist in
establishing a general overview of learning objectives for the year.

Stage 2 – Planning
Once the necessary skills gaps and areas of development have been identified, the next step is
to create a set of specific training objectives that help to breakdown and decide which learning
activities will support achieving CPD goals.
Stage 3 – Acting/Doing
Attend appropriate learning opportunities such as CPD accredited training courses, seminars,
workshops and events that can help achieve the objectives outlined in the initial needs
analysis. Remain focused on training that will immediately help to improve upon weak areas,
and caters for knowledge gaps that were previously identified.

Stage 4 - Reflecting on learning

Once any training courses or other types of CPD have been completed, it is important to reflect
upon the success of the activity. The reflection stage should help to highlight:
• What did I learn?
• How has my knowledge increased?
• What skills have I gained?
• What can I put into practice?
• How can I make a positive impact at work?
Reflection like this after completing any CPD activity makes it simple to apply a practical
solution-based process to ensuring that Continuing Professional Development is successful.

Stage 5 – Implement your new learning

The final stage of the CPD Cycle is to apply the new knowledge and skills to the workplace and
in doing so complete the full process of the CPD Cycle.
For more information on the CPD Cycle please click here
CPD Hours and Points
The majority of institutions and professional bodies provide individuals with
Continuing Professional Development targets generally expressed on a
numerical basis. These targets are defined by the accrual of CPD activities
through training courses, workshops, and educational events that have been
attended, as well as other structured forms of learning.

Professional bodies often use the terms ‘CPD hours’, ‘CPD points’, or ‘CPD credits’ depending
on preference, typically from a historical basis when initially implementing their CPD policy,
rather than from any modern day strategic perspective.
Across all industries, CPD points relate to CPD hours. The definition of a CPD hour is the
time spent for a delegate in “active learning”. Active learning describes the actual time spent
learning relevant to Continuing Professional Development objectives.
A great example of this would be a 1-day CPD accredited training course. If the training starts
at 10am and ends at 5pm, with a 1 hour break for lunch, the learning would be 6 CPD hours.
The majority of professional bodies use CPD hours as their Continuing Professional
Development measure, and where CPD points or credits are used, these are typically a 1:1
ratio with CPD hours. By this, 1 CPD point would be equal to 1 CPD hour.
How do you manage and record your CPD?
Once an individual has attended a CPD certified learning activity, the delegate
can update their personal CPD record and attach the associated certificate
of attendance. A CPD record is usually kept in the form of a portfolio, and
should include development goals and objectives to help structure, reflect
and make improvements to capabilities in the work environment. It is
ultimately a record of what an individual experiences, learns and then applies.

Continuing Professional Development is something that most people will do on an ongoing basis
and is an integral part of an individual’s overall professional career. To keep track of this learning,
it is important to maintain a regular record of any learning, training and development activities.
The value of keeping an up-to-date and accurate CPD record is that it creates the foundations
and framework for progress. It provides an overview of achievements to date, and how far an
individual has advanced in their career. A CPD record is a practical way to uncover gaps in
knowledge, skills and capabilities, as well as demonstrating professionalism and commitment.
Keeping an accurate CPD record will help to reflect on personal progression over time, and
is also often necessary for many individuals to submit as evidence of completing their annual
CPD obligations to their professional bodies, associations or employers.
Although CPD records can be kept manually, it is usually a lot quicker and easier to record it
on a computer, either using a spreadsheet or a purpose-built CPD recording tool such as the
myCPD Portal.

myCPD Portal
The myCPD Portal is free to use and allows professionals to log and record their ongoing
Continuing Professional Development training in one simple place. Users can set annual CPD
targets and track learning progress throughout the year.
The myCPD Portal helps to record learning outcomes and objectives of each training activity
attended, as well as the name of each training provider and the number of CPD hours
completed for each record.
Individuals can analyse the different types of CPD they have attended throughout the year to
understand their specific learning preferences. This makes it easier to reflect on knowledge and
skills that have been obtained.
For more information on the myCPD Portal go to - https://cpduk.co.uk/cpd-portal
Becoming a CPD Provider
Organisations wishing to obtain CPD accreditation can display their
commitment through membership with The CPD Certification Service.

Organisations become CPD providers to present their knowledge and expertise to delegates
and attendees in the form of structured and accredited CPD. Becoming a CPD provider can
help to distinguish organisations from their market competitors, as well as meet the right target
audience and help increase delegate bookings for events and courses.
CPD accreditation follows a simple process. The CPD Certification Service provides different
membership levels to suit needs and budgets, which is determined by an initial dialogue and
recommendations based on the number of training activities.

All CPD providers are able to utilise key features of membership to help support
their business, marketing and training objectives. CPD membership includes:
• Review and advice on organisational CPD requirements
• CPD accreditation for courses and events, from 1 – 250+ activities per year
• Licence to use CPD Member logo on company marketing materials
• CPD Certified symbol on approved training and event materials
• Presence in the CPD Member Directory for validation and searching
• Approved courses and workshops listed in the CPD Courses Catalogue
• Approved CPD certified events listed on the industry Event Calendar
• Submit informal educational articles to the CPD news and articles area
• Administration of unlimited delegate CPD certificates post activity

Gaining CPD accreditation for training courses helps organisations formalise their knowledge
into a recognised approach to learning.
For further information on becoming an accredited CPD provider, please contact our team to
discuss your requirements in more detail.
 Contact us
www.cpduk.co.uk

Email: [email protected]

Phone: +44 (0)208 840 4383