Continuous Professional Development (CPD)
                     Continuous Professional 
Development (CPD)
What is CPD?
CPD stands for Continuing Professional 
Development. It refers to the process of 
tracking and documenting the skills, 
knowledge and experience that you gain both 
formally and informally as you work, beyond 
any initial training. It’s a record of what you 
experience, learn and then apply. 
Source: career-advice.jobs.ac.uk
Development as a professional
The term is generally used to mean a 
physical folder or portfolio documenting your 
development as a professional. Some 
organisations use it to mean a training or 
development plan, which I would argue is not 
strictly accurate. 
This article is about Continuing Professional 
Development as a process of recording and 
reflecting on learning and development.
Source: career-advice.jobs.ac.uk
What is it for?
The CPD process helps you manage your own 
development on an ongoing basis. Its function 
is to help you record, review and reflect on 
what you learn. It’s not a tick-box document 
recording the training you have completed. 
It’s broader than that.
Source: career-advice.jobs.ac.uk
Training or development – 
what’s the difference?
These terms are often used interchangeably, 
though there is a distinction. As a rule of 
thumb, training is formal and linear. It’s to 
do with learning how to do something 
specific, relating to skill and competence. 
Training can be as simple as using a PC 
application and as complex as learning how 
to be a pilot.
Source: career-advice.jobs.ac.uk
Key features of the CPD 
process
1. be a documented process
2. be self-directed: driven by you, not your 
employer
3. focus on learning from experience, 
reflective learning and review
4. help you set development goals and 
objectives
5. include both formal and informal learning
Source: career-advice.jobs.ac.uk
What will it do for you?
CPD may be a requirement of membership of 
a professional body. It can help you to 
reflect, review and document your learning 
and to develop and update your professional 
knowledge and skills.
Source: career-advice.jobs.ac.uk
Useful
1. provide an overview of your professional 
development to date
2. remind you of your achievements and how far 
you’ve progressed
3. direct your career and help you keep your eye on 
your goals
4. uncover gaps in your skills and capabilities
5. open up further development needs
6. provide examples and scenarios for a CV or 
interview
7. demonstrate your professional standing to clients 
and employers
Source: career-advice.jobs.ac.uk
 Identifying Your Needs
There are a number of ways in which you can 
identify development needs.
For example, you can carry out a skills audit. 
You may receive feedback from colleagues or 
your line manager about an area in which you 
are weaker. Alternatively, you may have an 
interest in a particular area and want to 
develop your knowledge.
Source: www.skillsyouneed.com
Planning and Carrying Out 
Development Activities
1. Formal, such as training courses or 
particular qualifications. These are 
often, though not always, provided by an 
external provider, and may carry a cost. 
2. Informal learning, including side-by-side 
learning, video training (for example, for 
doctors in particular surgical 
techniques), shadowing, mentoring, 
coaching or reading on the subject.
Source: www.skillsyouneed.com
Reflecting on Your Learning
Reflecting on what you have learned is a vital 
part of continuing professional development. 
Learning does not emerge only from activities 
that you designated as ‘development’, and 
you may find that you are learning at least as 
much from your day-to-day activities.
Source: www.skillsyouneed.com