Frequently Asked Questions
Only the name. We use the different initials to differentiate between the Initial Professional Development we do for our Initial formation (particularly when working towards professional registration), and the Continuing Professional Development, that we do to maintain our skills and knowledge thereafter. However, as the process is the same, whichever category you fall into.
Everything that contributes to your learning is professional development. Whether you are gaining increased knowledge, developing a new skill, or improving your performance or attitude, it all counts. It is also important to remember that sometimes you need to practice your skills, as well as developing new ones, in order to maintain your professionalism.
No. We only assess IPD, when it is put forward as part of an application for professional registration; the PD you do thereafter is governed by you and your employer. However, it is important that you keep records of your development, for your own future benefit.
We expect members to be able to demonstrate, if requested, their commitment to professional development and continuing competence. Written evidence will be required for members wishing to achieve professional recognition, and you may be asked to provide records at times of moving between membership categories.
At other times members may be asked, on a random basis, to complete and return a feedback questionnaire to assist your institution in establishing whether its policies and support services for professional development are effective and helpful to them.
This non-prescriptive approach reflects our intention to help and support our members in their professional development, but that we realise how important it is for members to be able to control and direct their own activities. What you choose to do, and how much value you gain from the experience, will be as individual as you and your career.
Only you can decide what is the right amount and type of PD for you. Every engineer will have different goals and requirements, dictated by their individual roles and ambitions. The amount you do will vary at different times in your career, as your needs change, but should be sufficient to maintain your professional competence at the least.
Ultimately, you are responsible for your own learning and development. However, you employer will obviously benefit from any growth in your professional competence, and it will be in their best interest to guide and support you. Organisations vary greatly in the provision they make for employee development, from those who have an institution accredited or approved professional development scheme to those who make no effort at all.
If your employer does not have any form of development scheme, but will support your development informally and provide training and support when required, then you will “self-manage” your own professional development to some extent.
Whatever the case, you should drive the process yourself, using guidance advice provided by your institution when you need it, to ensure that your career takes the shape that you want.
Changing employer will never be a barrier to your professional development, and is often a mark of your successful career planning. All your development to date will transfer with you and, providing you keep your records current and up to date, you should not have to retrace your steps later to find evidence or obtain verification. However, it is important to be sure that evidence you have collected is signed off, that you have sample signatures where necessary, and to have a final ‘tidying up’ meeting with your mentor, if you will not be able to continue working with them.
Once you join your new employer, you will need to build relationships with a new network of supporters, and possibly a new mentor. If you need a new mentor and are unable to gain one through your new employer, you should approach your institution for help.
As a self-employed person you will not have easy access to assessors, a sponsor or a mentor. Speak to your institution about the help and support they are able to give.
Clients may be willing to help you by acting as assessor. However, where this is not possible you will have to self-assess yourself, maintaining records of this, and seek verification later. Being self-employed makes maintaining a record of evidence more difficult, but with help from your Institution you will be able to achieve your goals and obtain professional registration.
You are responsible for your own development so if you feel that you are not getting the right opportunities to develop appropriate competences, you need to take action. Your first step should be to arrange to discuss your concerns with your mentor or line manager. They may be able to help you to identify how your current tasks are contributing to your development, or facilitate a move into a different role with better scope. If you feel you can’t talk to someone in your employing organisation, contact your institution for advice.
If you are taking a career break your employer may require you to undertake a certain amount of development activity during your break or in the period immediately before your return to work. Additionally, during the break you may be involved in activities which contribute to your development.
If you are unemployed you may have opportunities to undertake short courses, cross-training or work placements. Voluntary work, researching job opportunities, preparing for and attending interviews can all help to develop your interpersonal skills. Whatever the case, be sure to maintain details in your professional development records and obtain verification wherever possible.
SARTOR stands for Standards And Routes TO Registration and was replaced on 1st March 2004 with UK SPEC , UK Standard for Professional Engineering Competence. These are the standards set down by the Engineering Council (UK), against which the institutions judge candidates before they are admitted to the Register as Chartered Engineer, Incorporated Engineer or Engineering Technician. You will only need to consider this if you are working towards professional registration.
The professional development element for those working towards professional registration is now based on competence. Your Institution will be able to provide you with further information on UK SPEC, and answer any questions on your specific circumstances. Information on the educational requirements can be found on your institution’s web site.
If you are working towards a professional qualification, please also see Professional Registration for more specific answers to some of these questions
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