Planning CPD
How to plan your CPD and use a development action plan (DAP) to keep on track.
For professional development to be effective, it is important to have a structured plan. Development plans should be living documents and subject to continual review in the light of changing circumstances. Most importantly, they should be written down, as this will help you feel committed to your goals. Creating your Development Action Plan (DAP) and working towards achieving your aims can be divided into a few easy steps.
Identify your goals
Managing your CPD is just like managing any other project. To achieve your objectives you need to set specific targets. Consider medium and long-term goals as part of your planning, but concentrate initially on short-term goals, which you will normally be able to define in detail. Resist the temptation to set vague goals. Focus on developing specific competence relevant to your current job and future aspirations.
Determine the skills you need
Once you have decided your goals, think about the competencies you will need to achieve them. This will help you to identify the knowledge and skills you need, and therefore define what you need to include in your plan. Remember that to be competent you need to have the ‘underpinning knowledge’ that helps you to understand the issues around the topic, combined with the skill(s) to be able to put it into practice, and the appropriate attitude. This last aspect is often referred to as ‘professionalism’ and is an important part of being recognised as a competent person.
If you do not have a competence or skills framework provided by your employer you may like to use the EC(UK) UK-SPEC as a guide, or draw from one of the many other engineering and technology related frameworks available. Alternatively, you can draw up your own simple list of required knowledge and skills from your job description and appraisals if you have them.
Focus your learning
Identifying your goals may have produced a long list of skills you wish to develop. However, it is important to focus on a small number of areas at any given time and do them well, rather than have a long list that may seem overwhelming. It should be easy to decide on which areas to develop initially, as natural priorities will appear from your planning, and you may receive guidance from your employer on what to focus on first.
If you are deciding for yourself, try to keep a balance between technical knowledge and practical skills, and between specialist areas and more general topics such as management and commercial. Doing this will provide variety and ensure you are developing a ‘well-rounded’ profile. Finally, don't forget to make sure you keep up-to-date with any legal aspects, such as Health & Safety and environmental issues.
Plan to achieve
Now you know what you need to do to achieve your goals, you should draw up your own development action plan. Your plan need not be rigid. If unforeseen difficulties arise, you may have to deviate from your intended route, but you will also find unexpected opportunities along the way and it is important you are flexible enough to take them.
Just adjust your plan to reflect these. At this stage it would be useful to consider the resources you will need to help you reach your goals, and the various ways of learning open to you - deciding which suits you best. Also think about the people who will be able to help you – not just your line manager and colleagues, but perhaps a mentor or wider network of friends and contacts.
What is a Development Action Plan?
Your Development Action Plan is a key document. The format can vary, but it should set out the development actions that you intend to undertake in a given period. The period can be as long or short as you like, from 2 months to many years, but most people choose 6-12 months.
You should list the actions you intend to take, the time-scale, and any other information you need such as course titles, book references, etc. If you are using a competence framework then reference the statements and level you are aiming for. Finally, if your employer is supporting you, then the plan should be agreed and signed by your manager, mentor or training representative.
Once you have your plan you should start to put in place the actions you have set. Make bookings, purchase resources, contact colleagues and order books – whatever you need to do to get going. our plan then becomes a tracking document, reminding you what to do next, in which order and when by. Make time to review your plan regularly – by yourself to keep on track, and then with your manager, mentor, etc at an agreed interval.
Many DAP forms have a review section to them, that will allow you to formally record your achievements and have these signed by your supporter(s). If this is the case, then you will need to transfer any unfinished items onto a new DAP for the next development period, as well as adding new objectives from your broader plan.
There is more information on undertaking effective professional development in the Professional Development "How to do it" Guide. Here you will also find many useful hints, links and sources of further information – including examples of completed DAPs and blank copies for you to download.
