Meeting the rolling CPD challenge

Keeping continuing professional development (CPD) up to date is a constant challenge for busy accountants, auditors and tax professionals. Although the value of CPD is clear it is all too easy to let it drop to the bottom of the to-do list and prioritise client work.

However, this approach risks letting CPD mount up so it has to be crammed in at the end of the year. CPD is a necessity and best practice is to make it a continual process. In this blog, we look at the benefits of continuing professional development, what the requirements are and how they can be best met.

What is CPD?

CPD is the term used to describe the learning activities professionals engage in to develop and enhance their abilities.

The aim of CPD of a learning programme is for development to be proactive rather than reactive. It demonstrates the commitment of professionals towards the enhancement of personal skills and proficiency throughout their careers.

CPD can be achieved through a number of different means including training workshops, conferences and events, e-learning programmes, best practice techniques and idea sharing.

Ongoing requirements

The UK’s professional institutes differ slightly in the hours of CPD they require from their members. It ranges between 20 and 40 hours per year depending on a range of factors including the professional body, the role of the professional and the stage of their career.

While the ICAEW ends their CPD year on 31 October, ACCA members must have completed theirs by the end of the calendar year – opening up the possibility of spoiling the Christmas break for those who have fallen behind.

ICAS members must self-certify completion in November and provide evidence by 1 January the following year, which also risks disrupting the festive season.

Best practice

It is recommended that CPD is an ongoing process throughout the year. For those who fall behind it is possible to leave it until the last minute and still meet the criteria, because the institutes do not check when hours were completed. However, this is not considered best practice.

Identify learning objectives

When planning CPD, it is recommended that you start with the ‘identify’ stage in order to gain perspective and ask yourself fundamental questions. These can be based on your either personal or your business needs, or both, they can include:

• Where do I want my career to go?
• What business objectives do I need to meet?
• What skills am I currently lacking?
• How can I align personal objectives with the goals of the business?

Answering these questions should help you map your capability against and pinpoint gaps in your knowledge and skills. Once you have successfully identified your objectives you should be able to make a CPD plan that advances your overall career and personal progression.

Reflect on your learning

After training sessions, reflect on what you learnt. Learning reflection is a proven way to help embed your learning and enhance your professional practice.

Ask questions like:

• Did you get out the session what you wanted?
• How can the learning help you to do your job or to advance your career progression?

These will help you consider what you’ve learned and how that could have a wider positive impact in your business.

Implement your learning

For CPD to be worthwhile once you have completed the courses, you must apply your new knowledge and training in your work. Opportunities where you can continually revisit learning through application will ensure the benefits are long lasting.

This might mean starting a new project at work, volunteering for new challenges outside your comfort zone or simply a case of continually seeking feedback from those you work with.