The ICAEW’s CPD policy

The ICAEW CPD

You no longer need to keep your CPD record in terms of points and hours. The focus is all about ensuring you keep up-to-date and remain competent to perform your role. There is no requirement to achieve a certain number of hours or points. You need to judge how much CPD, you need to undertake and which activities will be most beneficial in meeting your learning and development needs. CPD should be proportionate appropriate and relevant to your current role.

Declaration:

You are required to undertake your commitment to ongoing professional development, and declare compliance annually to the institute.

Please keep evidence of any development you have undertaken on:

• The role and short description of work being done
• What you need to get grips with and the knowledge and skills required for your role e.g. expectations, responsibilities, and changes.
• What you have done to meet your training and development needs eg peer discussion, calling on experts, conferences.
• Consideration of the difference following the development and what the impact has been.
• Any further plans you have for the future.L

CPD applies to ALL members unless they are exempt by the regulations:

• You are expected to be aware of any changes that might affect your role and responsibilities and to ensure that you are up-to-date in order to carry these out competently.
• The content is more important than the format. The main focus is on what you record rather than how you record it.
• You need to explain what you have done to assess your role, responsibilities, risks, etc. and what you have done to keep up-to-date and remain competent to meet the expectations of your role. An example of this could be in setting the annual objectives.

The Overall Requirements:

On an ongoing basis you are required to:

• Reflect - consider what is expected of you and identify your development needs; for examples in areas of: Professional Judgement, Ethics, Business Awareness, Technical & Functional Expertise, and Personal Effectiveness (“soft” skills).
• Act – undertake appropriate development activities when necessary, some examples: technical reading, conferences, and seminars, interaction with experts.
• Impact – Consider the effectiveness of activities in meeting your needs; and to assess whether your actions suitably met your needs and whether further action is required. Some examples: Am I better at managing myself? Am I aware of gaps in my knowledge? What is different? Do I know enough to implement the new regulation?

If you already complete CPD for another professional body, and provided that on an ongoing basis you continue to reflect, act and consider the impact of those activities then you may not need to undertake additional learning for ICAEW.

Please click on: CPD Plan/Record Sheet to access/download forms.

For further information: www.icaew.com/cpd