Continuing Professional Development Principles For The .
Continuing Professional DevelopmentPrinciples for the early years andchildcare workforce in Waleswww.ccwales.org.uk
Continuing Professional Development Principles for the early years and childcare workforce in WalesContact DetailsCare Council for WalesSouth Gate HouseWood StreetCardiffCF10 1EWTel: 0300 3033 444Fax: 029 2038 4764Minicom: 029 2078 0680E-mail: info@ccwales.org.ukwww.ccwales.org.ukISBN: 978-1-909867-87-1 2016 Care Council for WalesAll rights reserved. No part of this publication may bereproduced, stored in a retrieval system or transmitted in anyform or by any means without the prior written permission ofthe Care Council for Wales. Enquiries for reproduction outsidethe scope expressly permitted by law should be sent to theChief Executive of the Care Council for Wales at the addressgiven above.Other formatsCopies are available in large printor other formats if required.2
www.ccwales.org.ukContentsIntroduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4What is Continuing Professional Development (CPD) . . . . . . . . . 5Why is CPD important? . . . . . . . . . . . . . . . . . . . . . . . . . 7Benefits of CPD: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8For the learner . . . . . . . . . . . . . . . . . . . . . . . . . . . 8For managers and the setting . . . . . . . . . . . . . . . . . . . 8The Principles of CPD in early years and childcare . . . . . . . . . . . 9The CPD Process: . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Before the learning . . . . . . . . . . . . . . . . . . . . . . . . 10After the learning . . . . . . . . . . . . . . . . . . . . . . . . . 11Reviewing your CPD . . . . . . . . . . . . . . . . . . . . . . . . . . 12The seven steps of CPD . . . . . . . . . . . . . . . . . . . . . . . . . 13Appendix 1 – Examples of learning activities . . . . . . . . . . . . . 15Appendix 2 – Case study . . . . . . . . . . . . . . . . . . . . . . . . 17Appendix 3 – Templates for learners . . . . . . . . . . . . . . . . . 19Glossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 223
Continuing Professional Development Principles for the early years and childcare workforce in WalesIntroductionIn Building a Brighter Future: Early Years and Childcare Plan1 the Welsh Governmentcommitted to consult on the right approach for the early years, childcare and play workforcein Wales in respect of minimum qualification levels, graduate leadership, continuingprofessional development (CPD) and career pathways.The Welsh Government wants to see an early education, childcare and play workforce that ishighly skilled and: is highly regarded (a career of choice); understands how children learn and develop; structures activities and time to support all childrento develop to their full potential; are proactive learners in their own right; and is bilingual.Welsh Government aim is to raise skills and standards among early years and childcarepractitioners to improve outcomes for children through access to high-quality early educationand care.Welsh Government want to support the existing workforce to gain the skills they need toprogress in their careers and access more employment opportunities. In return, they willexpect those working in early years, childcare and play to be proactive learners in their ownright and to be able to demonstrate that they have been undertaking a programme oflearning, be motivated to take responsibility for their professional development from thestart of their career throughout their working lives.Working in childcare is about so much more than just supervising children: while practitionersmay work with children and families in a way that seems effortless, in order to do this wellthey need to be trained professionals with a high level of skills, knowledge and behaviours.21 Building a Brighter Future: Early Years and Childcare Plan2 Welsh Government - Draft 10-year plan for the early years, childcare and play workforce in WalesBACK TO CONTENTS4
www.ccwales.org.ukWhat is Continuing ProfessionalDevelopment (CPD)D)?Continuing professional development (CPD) is a planned, ongoing development ofknowledge and skills throughout one’s working life to motivate and develop good practiceand quality services. It contributes to work based and personal development as an outcome ofpersonal and professional reflection, enabling practitioners to fulfil their potential.CPD involves intentionally developing the knowledge, skills and personal qualities you needto perform your professional responsibilities and duties. It is a holistic approach to learningwhich recognises every day experiences as learning opportunities. The essence of CPD is aboutachieving professionalism in everything you do, it is a personal commitment to continuouslyupdating knowledge and skills.The CPD process helps you manage your own development on an ongoing basis. Its functionis to help you record, review and reflect on what you learn. It’s not a tick-box documentrecording the training you have completed. It’s broader than that. Please see a list ofexamples of learning activities in Appendix 1.CPD values the whole spectrum of learning experiences which may include on the jobdevelopment, formal training and qualifications as well as informal and experiential learning.CPD is a shared responsibility: all practitioners whether working independently, within or outsidean organisation need to take responsibility for their learning and tocontinue to develop their skills and knowledge; employers need to actively provide appropriate learningopportunities on an on-going basis.5BACK TO CONTENTS
Continuing Professional Development Principles for the early years and childcare workforce in WalesThe key areas of development are likely to be: k nowledge – getting and updating knowledge in practice andorganisation specific developments skills – show demonstrable application of knowledge and theuse of skills in workplace situations behaviours – awareness and show demonstrable useof appropriate values, conduct and relationship skills inworkplace situations s elf assessment and reflective practice – continually reviewingand reflecting using feedback on learning and developmentactivities, this could be done during the supervision andappraisal process. For further guidance on the supervisionprocess please refer to the Care Council’s A guide to supervisingand appraising well BACK TO CONTENTS6
www.ccwales.org.ukWhy is CPD important?Continuing professional development is important because it ensures you continue to becompetent in your profession. Aside from learning about something new, there are manyreasons to undertake CPD.CPD can give you new knowledge that may help you to deal with new or complex situations;it can help you achieve your career goals by focusing on learning and development, will giveyou confidence in your role and demonstrates your commitment to developing your skills andknowledge. CPD will also keep you motivated and up-to-date with best practice.The CPD of practitioners beyond their induction and initial training/qualifications is an area ofcrucial importance for organisations, their staff, for children, young people and their familiesfor the following reasons: enable staff to keep knowledge of the sector up-to-date develop a qualified and bilingual workforce continue to improve standards v alue practitioners by furthering and sustaining theircompetence and skills improve recruitment and retention of practitioners ensure the sector meet relevant requirements increase knowledge, experience, understanding, improveperformance and contribute to lifelong learningThe needs of children and young people are central to the principles of CPD and reflect theWelsh Government’s seven core aims for children and young people in Wales:Core Aim 1 - have a flying start in lifeCore Aim 2 - have a comprehensive range of education andlearning opportunitiesCore Aim 3 - enjoy the best possible health and are free fromabuse, victimisation and exploitationCore Aim 4 - have access to play, leisure, sporting and culturalactivitiesCore Aim 5 - are listened to, treated with respect, and havetheir race and cultural identity recognizedCore Aim 6 - have a safe home and a community which supportsphysical and emotional wellbeingCore Aim 7 - are not disadvantaged by poverty7BACK TO CONTENTS
Continuing Professional Development Principles for the early years and childcare workforce in WalesBenefits of CPDFor the learner: Allows you to develop and address any skill gaps Increase skills and knowledge Builds confidence and credibility to stand out from the crowd Helps to achieve your career goals Helps you to deal positively with changes when you regularly update your knowledgeand skills Improves your outcomes.For the manager and setting:Early years practitioners are key to the delivery of high quality childcare. Developingyour staff and keeping them motivated ensures that specific competencies needed fororganisational needs are met e.g. proposals for increased first aid qualifications forpractitioners which contributes to the quality of your provision.Developing a learning culture requires a shared vision, enabling processes and structures,empowering managers to develop a motivated workforce, to encourage and sustain learning.CPD can: e nhance customer (parents and families) confidence and loyalty increase employee competency, resulting in greater efficiency inthe workplace boost morale and motivation in the workplace improve outcomes and delivery of sector leading practiceBACK TO CONTENTS8
www.ccwales.org.ukThe principles of CPD in early yearsand childcareThe CPD of people in the early years and childcare’s workforce needs to be aligned to theneeds of employers and practitioners alike. In order for CPD to be successful the sector needsto have a shared vision that promotes and supports an ethos for learning.All settings should ensure that their staffs’ development needs are identified and consideredregularly, planned, translated into learning objectives, resourced and supported. CPDprinciples need to: b e based on reflective practice be ongoing encourage and support development and use ofWelsh language skills reflect current Welsh Government initiatives enable equality of access to both Welsh and Englishmedium training increase transferability of skills and expertise across the sector enable practitioners to develop, specialise and/or maintain skillswithin current and future job roles be meaningful to employers and practitioners identify and encompass an individual’s learning style9BACK TO CONTENTS
Continuing Professional Development Principles for the early years and childcare workforce in WalesThe CPD ProcessBefore the learning:To be effective, it is important to plan your CPD and to ask yourself the following questions: W here am I starting from - what are your existing knowledge,skills and experience? H ow do I learn best – what is my learning style? W hat knowledge and skills do I need to develop? What do I need to achieve and what difference will it make? What methods can I use? W hat support will I need? W hat are my target dates? H ow will I know that I have achieved the outcomes thatI want/need?These questions are core to good CPD, the answers provide you with a starting point inkeeping up-to-date with current practice and professional standards.It’s important to learn in ways that suit you - then you are more likely to enjoy the experienceand pick things up quickly.Think about what you want to achieve and record these goals. Focus on specific competencesrelevant to your current job and future aspirations. Allocate time in your diary and undertakeyour CPD activities.Think about your practice (reflective practice)1. What personal and professional development could you take partin to support your interactions with children?2. How do you interact with members of staff, outside agencies, andother professionals?BACK TO CONTENTS10
www.ccwales.org.ukAfter the learningKeep a record of your CPD activities and after each activity, reflect on what you have gained;the knowledge you have absorbed, the skills you have developed and how it has influencedyour attitude and approach. Talking to your manager or mentor can help with this as thequestions they ask will prompt you to see your learning objectively, this could be done duringsupervision where a record of the discussion would be recorded and actions agreed.People who reflect on their learning retain more information and are more efficient atapplying it to improve their performance. Reflection is especially important if you want to getthe best results from planned development activities.Some questions to consider: W hat were the key points that you remember and wererelevant to you? D id the activity go as planned - and if not, why not? H ow could you have done it differently or better? H ow will you change what you do or how you behave as aresult of this activity? D id it meet your needs? H ow did the activity fit with your learning style - was it right foryou or should you try something different next time? D o you feel you have learned enough, or is there more youwant to find out? What follow-up actions do you need to take? How will you implement what you learnt into your work?Sharing reflections with others who have experienced the same or a similar activity can alsoprovide valuable insights into how different perspectives affect our learning.It is important that your CPD is recorded as you go along, this will help you get the maximumbenefit from any learning undertaken and provide the opportunity to reflect on a regularbasis.An example of how you can keep a record of your learning can be seen in the case study of alevel 3 practitioner’s CPD journey in Appendix 2.11BACK TO CONTENTS
Continuing Professional Development Principles for the early years and childcare workforce in WalesReviewing your CPDThe professional development cycle is a continuous process and it is only through reviewingyour CPD that you can move on to form suitable plans for your next steps and ensure yourgoals remain relevant and appropriate. It’s important to review your CPD regularly, butyou may also find that you want to review your plans on an ad-hoc basis, perhaps to takeadvantage of an unexpected opportunity.Reviewing your CPD has many benefits, including: R efreshing your memory – reviewing your CPD activities will helpyou to remember key points, consolidate your learning, and toconsider how much you have used in your work; Keeping on track against your plans – ensuring that you aremeeting your goals and haven’t forgotten anything; Making sure your plan is effective – that the plan is stillappropriate and relevant to your needs, and that you aremoving towards your long-term goals; Learning about how you learn – reviewing your activities canreveal insights about your preferred learning stylesIt’s important to review your CPD regularly, but you may also find thatyou want to review your plans on an ad-hoc basis, perhaps to takeadvantage of an unexpected opportunity.BACK TO CONTENTS12
www.ccwales.org.ukThe seven steps of CPDFigure 1: The diagram below identifies the seven steps within the process of CPD.STEP 7Review, accreditand refinelearningSTEP 6RecordoutcomesSTEP 1Assessment ofindividual andorganisationalneedReflectionSTEP 2IdentitydevelopmentneedsReflectionThe process toachieving a morecompetent workforceusing CPDReflectionSTEP 3Identify learningobjectives,opportunitiesand resourcesSTEP 4PlandevelopmentopportunitiesSTEP 5Implementlearningopportunities13BACK TO CONTENTS
Continuing Professional Development Principles for the early years and childcare workforce in WalesThe seven steps of CPDThe table below identifies appropriate tools and activities for each of the seven steps of theprocess from planning to implementation:Figure 2CPD processStep 1Assessment of individualand organisational needCPD methodsAssessment of developmentneeds against the personprofile.Examples of CPD activitiesReview learning needs againstcompetences to develop a personalCPD profile.Step 2Identify developmentneedsAssessment of developmentneeds against the personprofile.Can be done in supervision andappraisal or larger organisationscan make use of: diagnostics, e.g. 360 feedback skills benchmarking.Step 3Identify learning objectives.Identify learningobjectives, opportunitiesand resourcesIdentify types of learning to meetobjectives: work related learning,action learning, networking,mentoring, secondments,e-learning, attending events,external learning, formal study, andnetworking.Step 4Plan developmentopportunitiesIdentify targets.Identify strengths, weaknesses,opportunities and threats thatmight help or hinder these goalssuch as lack of basic skills or accessto resources.Step 5Implement learningopportunitiesExperience different types oflearning - both planned andad hoc.Have a learning log or reflectivediary for practitioners, which theycan complete. It could be an on-linerecording system.Step 6Record outcomesReflect upon and recorddevelopment.Record of achievement or recordof learning outcomes in practice,summarised in CPD portfolio.Step 7Review, accredit andrefine learningReview person profile andinclude any additionalresponsibilities or roles. Evaluate learning Back to stage 1 Use supervision to review learningoutcomes in practice. Review learning against updated Competences and update CPDprofile. Accredit CPD through regulatoryand professional bodies. Review and refine learning inteams.BACK TO CONTENTS14
www.ccwales.org.ukAppendix 1Examples of learning activitiesDon’t forget CPD is not just about doing training courses or qualifications!It could involve doing some work-shadowing, reading some information in a book or on awebsite, or talking to colleagues about how they handled a difficult situation. The key thingis to reflect on your learning and think about how it will impact your job or role in the future.There is no one size fits all, however, no matter where you are in your career or learning,CPD is yours and should reflect your learning needs, see some example activities you coulddo below: A nalyse and evaluate - look at your own or others’ practiceanalytically and evaluate how it could be improved orundertaken differently and why S econdments - an excellent way to explore different careerpossibilities without leaving your current job H ands-on experience - learn from doing the job and have theexperience through contact rather than theory Induction - good induction can be used to assessyour knowledge and experience and help identify yourdevelopment needs O bserving and listening - gather information by observingand listening to others, this is the foundation for allcommunication skills E -learning - online learning is cost effective and can beaccessed anywhere 24/7 S hadowing - by spending time with a colleague observinghow they carry out a certain task e.g. assessing a risk in relationto moving and handling15BACK TO CONTENTS
Continuing Professional Development Principles for the early years and childcare workforce in WalesThere are many more examples listed below: Briefings, demonstrations,presentations Questioning Coaching and mentoring Reflective learning Contributing to consultationand feedback Research Delegation Dialogue and discussion Reading Role modelling Supervision Team meetings Group interac
Continuing Professional Development Principles for the early years and childcare workforce in Wales 4 Introduction In Building a Brighter Future: Early Years and Childcare Plan1 the Welsh Government committed to consult on the right approach for the early years, childcare and play workforce
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CAA Approved Continuing Professional Development Policy September 2016 Page 3 of 6 Appendix 1 Terms and Conditions for Continuing Professional Development (CPD) These terms and conditions apply to all Practicing Professional, Non-practicing Professional and Active members of the Canadian Avalanche Association. Members
Continuing rofessiona deeoment and your registration 3 About this document We have written this document to provide information and guidance to registrants about our requirements for continuing professional development (CPD). All registrants must meet our standards for continuing professional development. We carry
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