CPD Accredited Employer Standard - Overview

continuing professional developmentThe Engineers Ireland CPD Accredited Employer standard

The Institution of Engineers of Ireland, Cumann na nInnealtóirí

Presented by Ronan Kearns, B.A, B.A.I, MSc, CEng MIEI

CPD Accreditation Executive

Supported by the Department of Education & Skills

rkearns@engineersireland.ie

1. Engineers Ireland introduction

2. What is Engineers Ireland Continuing Professional

Development (CPD) Accredited Employer standard?

3. Next steps?

Presentation outline

1. Engineers Ireland introduction

2. What is Engineers Ireland Continuing Professional

Development (CPD) Accredited Employer standard?

3. Next steps?

Presentation outline

Engineers Ireland introduction

Ireland‟s 2nd largest professional body - 24,500 members

Represents engineers and technicians at all levels: cert to PhD

Strong national framework – 31 regions, divisions & societies

Work with Government on major national issues

Our customers? You

1. Engineers Ireland introduction

2. What is the Continuing Professional Development (CPD)

Accredited Employer standard?

3. Next step?

Presentation outline

Moving Ireland up the value chain

Moving engineers up the value chain

Moving Ireland up the value chain

Moving engineers up the value chain

Irish Government

Employers

Engineers

Ireland

Moving Ireland up the value chain

Moving engineers up the value chain

Irish Government

Individual Engineers

Employers

Engineers

Ireland

Moving Ireland up the value chain

Moving engineers up the value chain

Irish Government

Definition of Formal CPD

“Formal CPD is planned,

structured activity that

contributes to the rounded,

professional development

of engineers/technician.”

Skills for life for individual engineers/technicians

Examples of what formal CPD includes

Examples of how formal CPD can be achieved

Total, blended holistic view of CPD

Definition of CPD Accreditation

Independent assurance that an

organisation has good systems and

practices in the area of CPD for its

engineers and technical staff

Driving innovative among our leading employers

Definition of CPD Accreditation

Independent assurance that an

organisation has good systems and

practices in the area of CPD for its

engineers and technical staff

Driving innovative among our leading employers

17,000 engineers/technicians in Ireland enjoy

working for a CPD Accredited Employer

How to become a

CPD Accredited Employer

Mandatory for Accreditation

1. Internal CPD Committee

2. CPD Policy

3. Performance Management & Development System

4. Formal CPD – minimum 5 days average p.a. recorded

5. Mentoring for Professional Development

6. Linkages with Professional Institutions / Learned Bodies

7. Knowledge Sharing activities

8. Evaluation of impact of CPD

www.engineersireland.ie/CPDe-Guide

Recommended advanced practices for each of 8

Internal CPD Committee

1.

2.

3.

4.

5.

6.

7.

8.

• Brings together heads from Engineering,

HR, Training, Quality, Finance etc

• Reports to top management

Benefits:

Org: Links CPD & strategy

Individual: Enjoy working in an

organisation where CPD is high on top

management agenda

Internal CPD Committee

1.

2.

3.

4.

5.

6.

7.

8.

• Brings together heads from Engineering,

HR, Training, Quality, Finance etc

• Reports to top management

Benefits:

Org: Links CPD & strategy

Individual: Enjoy working in an

organisation where CPD is high on top

management agenda

CPD Policy

1.

2.

3.

4.

5.

6.

7.

8.

• Covers all aspects of CPD

• Approved by senior management

• Published and well-communicated to all

relevant staff

Benefits:

Org: Drives a culture of development and

innovation

Individual: Clarity of developmental

opportunities

CPD Policy

1.

2.

3.

4.

5.

6.

7.

8.

• Covers all aspects of CPD

• Approved by senior management

• Published and well-communicated to all

relevant staff

Benefits:

Org: Drives a culture of development and

innovation

Individual: Clarity of developmental

opportunities

Performance Management & Development

1.

2.

3.

4.

5.

6.

7.

8.

• Organisational strategy clearly

communicated at dept and individual level

• Each eng/tech has a formal review

• Training Needs Analysis / CPD plans

Benefits:

Org: Alignment of goals and aims

Individual: Role clarity. Clear „blue print‟ for

achieving goals and learning outcomes

Performance Management & Development

1.

2.

3.

4.

5.

6.

7.

8.

• Organisational strategy clearly

communicated at dept and individual level

• Each eng/tech has a formal review

• Training Needs Analysis / CPD plans

Benefits:

Org: Alignment of goals and aims

Individual: Role clarity. Clear „blue print‟ for

achieving goals and learning outcomes

Formal CPD – minimum 5 day average p.a.

1.

2.

3.

4.

5.

6.

7.

8.

• Targeted CPD in accordance with

individual plans

• CPD records maintained

• Minimum 5 days CPD average annually

Benefits:

Org: Defines organisational capability

Individual: Portfolio of talent; helps in

applying for promotions as well as

Professional titles e.g. Chartered Engineer

Formal CPD – minimum 5 day average p.a.

1.

2.

3.

4.

5.

6.

7.

8.

• Targeted CPD in accordance with

individual plans

• CPD records maintained

• Minimum 5 days CPD average annually

Benefits:

Org: Defines organisational capability

Individual: Portfolio of talent; helps in

applying for promotions as well as

Professional titles e.g. Chartered Engineer

Mentoring for Professional Development

1.

2.

3.

4.

5.

6.

7.

8.

• The pay-back of Mentoring assessed at all

levels

• Training for Mentors to work with learners

towards career progression

Benefits:

Org: Culture and communication; retention

Individual: Role models and guidances for

learners

Career „rejuvenation‟ for Mentors

Mentoring for Professional Development

1.

2.

3.

4.

5.

6.

7.

8.

• The pay-back of Mentoring assessed at all

levels

• Training for Mentors to work with learners

towards career progression

Benefits:

Org: Culture and communication; retention

Individual: Role models and guidances for

learners

Career „rejuvenation‟ for Mentors

Hi-fliers preferred development tools

Most

Valuable

Least

Valuable(Research: Galpin & Skinner)

Most

Valuable

Least

Valuable

CoachingInterpersonal training

Management Development

Technical training

Career counselling

Buddying

(Research: Galpin & Skinner)

Hi-fliers preferred development tools

Most

Valuable

Least

Valuable(Research: Galpin & Skinner)

Mentoring

Job Rotation

360 degree feedback

Qualifications support

CoachingInterpersonal training

Management Development

Technical training

Career counselling

Buddying

Hi-fliers preferred development tools

“Overall, excellent course.

Very professional with

excellent content and

delivery. Appropriate

practical examples.”

IRISH AIR CORPS

Carried out both in house

and as an open course

Professional Institutions / Learned Bodies

1.

2.

3.

4.

5.

6.

7.

8.

• Active participation with relevant, learned

bodies / Third Level

• Staff supported in achieving the personal

benchmark of a Professional title

Benefits:

Org: Avoids „negative lock in‟

Individual: Networking; Exposure to new

practices, materials, innovations;

International recognition of title

Professional Institutions / Learned Bodies

1.

2.

3.

4.

5.

6.

7.

8.

• Active participation with relevant, learned

bodies / Third Level

• Staff supported in achieving the personal

benchmark of a Professional title

Benefits:

Org: Avoids „negative lock in‟

Individual: Networking; Exposure to new

practices, materials, innovations;

International recognition of title

1.

2.

3.

4.

5.

6.

7.

8.

Knowledge Sharing activities

• Coordinated means of sharing important

knowledge across the business

• Project close-out reports; Lunch „n‟ Learns

A culture of openness and trust

Benefits:

Org: Competitive advantage from cross-

pollination of ideas and practices

Individual: Avoids „re-inventing the wheel‟;

learning from others in a community

atmosphere

1.

2.

3.

4.

5.

6.

7.

8.

Knowledge Sharing activities

• Coordinated means of sharing important

knowledge across the business

• Project close-out reports; Lunch „n‟ Learns

A culture of openness and trust

Benefits:

Org: Competitive advantage from cross-

pollination of ideas and practices

Individual: Avoids „re-inventing the wheel‟;

learning from others in a community

atmosphere

Evaluation of impact of CPD

1.

2.

3.

4.

5.

6.

7.

8.

• The objectives and intended impact of

CPD initiatives are agreed beforehand

• Staff agree roles for evaluating success

Benefits:

Org: Clear return on investment in CPD

Individual: The transfer of learning to

workplace application is clear

Evaluation of impact of CPD

1.

2.

3.

4.

5.

6.

7.

8.

• The objectives and intended impact of

CPD initiatives are agreed beforehand

• Staff agree roles for evaluating success

Benefits:

Org: Clear return on investment in CPD

Individual: The transfer of learning to the

workplace application is clear

Staff reflect on their knowledge intake

Essential for Accreditation• Mandatory x 8 Criteria

Employers of more than 100

engineering professionals• Advisory Best Practices x 2 Criteria

Organisations with a rapid rate of

change

• Advisory Best Practices x 2 Criteria

www.engineersireland.ie/CPDe-Guide

Advisory Best Practice

9. Postgraduate Education activity

10. Competency Frameworks / Talent Management

11. Advanced Knowledge Management practices

12. Fostering Creativity & Innovation

Essential for Accreditation

Employers of more than

100 engineering professionals

Large organisations

with a rapid rate of change

1. Engineers Ireland introduction

2. What is Engineers Ireland Continuing Professional

Development (CPD) Accredited Employer standard?

3. Next step?

Presentation outline

Support from Engineers Ireland

• Consultancy in the area of best practice CPD systems

– An expert team, all with industry backgrounds, to advise you

• Dr. John Butler, Chartered Engineer, FIEI, CPD & HR Director

• Aidan Harney, CPD & HR Director, MIITD

• Michael Hayden, Special Advisor, FIEI / former M.D. of ESBI

• Dee Kehoe, Manager CPD Accredited Employer scheme , Chartered

FCIPD

• Catherine Sullivan, CPD Executive, MIITD

• Ronan Kearns, CPD Executive, CEng MIEI

– FREE 12 Chapters in on-line e-Guide:

www.engineersireland.ie/CPDe-Guide

Your own support system

• Senior management buy-in and support is VITAL

• Form a CPD Project team, with a senior ‘sponsor’

• Work closely with Engineers Ireland CPD Accredited

Employer standard rep to implement 8+ criteria

Employers that inspire!

Benefits

Framework: Connects disparate learning & development / HR / Training

& Development activities into a coherent CPD framework

Aligns overall mission with departmental goals and individual CPD plans

Promotes a vibrant sense of innovation and return-on-investment from

CPD initiatives

Highly cost-effective Government co-funded partnership

1. Engineers Ireland introduction

2. What is Engineers Ireland Continuing Professional

Development (CPD) Accredited Employer standard?

3. Next steps?

Presentation outline

CPD Accredited Employer standard

Agree to move forward

with Engineers Ireland

CPD as Basic Company

Objective

Assign investment &

resources

ImplementationSign-up Submission Accreditation

Review your CPD

systems

Ensure that they fulfil

each of the Engineers

Ireland‟s accreditation

criteria

Satisfy Criteria:

1-8 Mandatory

9-12 Advisory

Accreditation Panel

Visit

Formal Approval

Email: Thank you

rkearns@engineersireland.ie

“CPD has helped us retain capabilities here in Galway

and attract a multi-million R&D facility. It remains a

cornerstone of our operations.”

Declan Slemon, Director, Boston Scientific Galway

CPD Company of the Decade, 1998-2008