CPD policy
This policy applies to all CIPD members, except those who are retired or on long-term leave (for example, long term sickness absence, career break, maternity leave).
We take an outputs-based approach to CPD, which means the focus of your learning should be on the impact it’s had, and how it has changed your professional practice – not on the hours you spend learning.
We carry out sample audits each year, where we ask a random selection of members to submit their CPD for us to review. If you don’t comply with our CPD requirements, this may breach our Code of Conduct and Ethics, and disciplinary action may be taken.
As a CIPD member you agree to:
- Take responsibility for your own CPD. This includes identifying your learning needs, planning your development, making sure you action your plan, and recording and reflecting on your learning.
- Assess your own development needs, based on the requirements of your work. For example, if you’re in a new role, you may decide your development focus is understanding the organisation you work in. If you’re a freelance consultant, your focus may change every few months depending on your clients and the knowledge and behaviours you’re expected to have. If you’re an experienced professional, your focus may be on developing your knowledge to be an expert in your area.
- Create a development plan and keep it up to date. This plan should meet your professional development needs and aspirations. It should evolve as your needs evolve.
- Develop your professional competence. This should be done through a balance of planned learning (such as events, research, coaching, podcasts, courses, reading) and, if you’re working, learning in the flow of work (such as projects, workshops with colleagues). Although we don’t take an hours-based approach, to help guide your development, we recommend you spend around 30 hours each year on planned learning, complemented by learning in the flow of work.
- Reflect on the impact of your learning. You should use the ‘My CPD Reflections’ tool on the Learning Hub for this.
- Record at least three learning reflections each year. You must use the ‘My CPD Reflections’ tool on the Learning Hub for this. Our CPD year runs from January to December.
- Submit your learning reflections for auditing when requested. This must be done via the My CPD Reflections tool on the Learning Hub.
As your professional body we will:
- Provide you with tools to support your professional development. This includes a Self-Assessment with learning recommendations, a Learning Plan, and a CPD Reflections tool. All of these are on our Learning Hub.
- Give you access to knowledge, insights and learning. This includes factsheets, guides, real-world examples, tools and templates, studies and updates, research evidence and insights – knowledge which you need to remain relevant and effective in your role.
- Provide you with a global community of people professionals to help you connect, debate and learn.
- Keep the Profession Map up to date, ensuring that our tools and resources are aligned with it to make it as easy as possible for you to develop in line with the standards of our profession.
- Carry out an audit of CPD each year. Members will be randomly selected, and will be asked to submit three learning reflections to be audited.
