Professional development insight
3. Find ‘My CPD’ on the side menu and select ‘My CPD learning objectives’. 4. Record your learning objectives on the main CPD page. 5. Click on the blue box ‘Add a new record’. 6. Complete the form, record your activity and click ‘submit’. The main CPD page will keep a running total of the points you have recorded during the current membership year. development that benefits you in your professional environment. Examples include: ● calls into the CIPP’s Advisory Service ● on the job learning ● attending national forums ● any form of networking where you may have learned something new ● attending training courses and/or events. CPD is not just completing a training course or qualification; it is the part that comes after that. Achieving a qualification is a great way of demonstrating knowledge and skills at a given point in time. CPD is demonstrating that you have maintained and developed your knowledge and skill set and you demonstrate this by setting learning objectives and development goals, whatever stage of your career you are at. n What counts as CPD? CPD is any form of learning or
You should set your objectives at the start of the process, reviewing them regularly and of course you can add to them during the year. These could be long-term objectives such as ‘keeping up to date with payroll legislation changes’ or they could be shorter term such as ‘to learn what is required of the GDPR legislation’. Learning objectives should not be specific activities e.g. ‘attended the CIPP Annual Conference’. You should try to make your learning objectives SMART – specific, measurable, achievable, realistic and time-framed. The example below shows how. Recording your CPD Last year, recognising that time is a rare commodity for payroll professionals, we streamlined the CIPP’s CPD logging tool to make it quicker and easier to log the activities you have undertaken in order to keep your knowledge up to date. Almost all the CPD activities that you undertake will fall into certain categories: writing, reading, speaking, listening, doing, and structured learning. And different activities, though for different purposes, may allow you to demonstrate similar development; for example, if you have been asked to deliver a presentation to a group of payroll professionals or to deliver a payroll training course to a group of students, both these activities will require
you to research, prepare and analyse the content before delivering it. Therefore, both these activities are in the speaking category and each attracts five CPD points. You can only use each activity once so you couldn’t use the same activity in both the writing and speaking categories. ...setting learning objectives and development goals... CPD is all about demonstrating that you are continuing your learning and your professional development, and that you are keeping up to date with news and current legislation. For that reason, you can only record and obtain points for an activity during the year in which you have undertaken that activity. If you have undertaken an activity in a previous year, such as completing a qualification, then you can’t claim points for it in any future year as that is a past activity not a current one. If you have a query please contact the membership team on info@cipp.org.uk or call 0121 712 1073. How to use the logging tool 1 . Log into your CIPP account. 2. Choose ‘My CIPP’.
SMART example
Example: Improve content of my email communication
Smart goal
Example: Commencing today
Time frame
Example: By being more clear and concise so that my team can follow requests for action and implement accordingly Example: Will reduce email trails regarding subsequent questions due to a lack of understanding due to my unclear message Will improve efficiency
Benefits
Measure of success
Example: Support in honest feedback from colleagues
Support and resources needed
Example: You cannot always convey a message in an email, too much written information can be confusing Need to ensure the messages are clear and concise but include the key points required
Potential barriers
● Specific – To say you wish to improve communication is too wide, be specific e.g. I want to improve my email communication. ● Measurable – Think about the outcome of your goal, what do you want to achieve? How will you know you have achieved or improved? Depending on the goal consider: Is the process more efficient because of the recommendations? Does the team communicate better because of my email communication improvements? What benefits have resulted? ● Achievable, attainable, acceptable – Don’t set a goal that is impossible e.g. if your goal was to gain skills in all payroll basics, ensure you have the tools and resources available; otherwise this would not be attainable, and you will not be able to apply what you have learnt. ● Realistic – Can you put your goal into practice e.g. if you are to source a new payroll system do you have the tools and resources around to support you? Is the timescale realistic? ● Time-framed – You need to set yourself a deadline, if not the goal may never be achieved. To say I will start in June is not enough, give a date or state that you will commence from today. The deadline is your motivation, have something to work towards. Make sure the date is realistic and consider any barriers that may impact your progress.
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| Professional in Payroll, Pensions and Reward |
Issue 38 | March 2018
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