Professional Registration
If one of your goals is to gain professional registration, this section will provide you with the additional information and guidance you will need. However, don’t forget that your institution is there to help and support you in achieving this important milestone.
Whether you are working toward becoming a Chartered Engineer, Chartered Physicist, Chartered Scientist, Incorporated Engineer, or Engineering Technician, the professional development process is the same. Here you will find basic, generic information - however, your own institution may have some specific requirements regarding the way you make your application. These special requirements can be found in each institution’s specific section, through the links below:
Engineering Qualifications:
If you are working towards professional recognition then your institution will require you to be working at an appropriate level. Descriptions of these levels are set out in the Engineering Council (UK)’s Roles and Responsibilities. You are also required to demonstrate competence and commitment in a number of areas.
The Engineering Council Competence and Commitment statements, derived from these Roles and Responsibilities, form the basis of the Professional Review. Development Action Plans and evidence records should be presented to demonstrate that these statements have been addressed and competence achieved to a standard appropriate to the candidate’s job for the required registration level.
Chartered Physicist
Whilst the Institute of Physics reserves the right to interview candidates for Chartered Physicist, this is not normal practice - the exercise being paper-based. CPhys is the professional qualification for those Members or Fellows who can demonstrate a high level of competence and professionalism in the practice of pure or applied physics, and who are committed to maintaining their expertise. (Pure or applied physics includes engineering, inter-disciplinary subjects, and physics teaching.)
The requirements for CPhys are:
- an accredited MPhys degree in physics or its equivalent: those with an accredited Bachelor's degree (or other qualification) must demonstrate MPhys/MSci equivalence
- evidence of a commitment to CPD (through development plans, logs and reports)
- 2 years of structured professional development, leading to the acquisition of the following technical and managerial competences
- general and specialist knowledge, in relation to the practice of physical science
- theoretical and practical methods in the analysis and solution of problems
- technical and managerial skills
- communication and interpersonal skills
- professional conduct
- 2 years of responsible experience.
All CPhys candidates must complete a Professional Review Report of about 1,000 words (addressing responsible experience, the acquisition of the listed competences, and CPD evidence).
Those required to demonstrate MPhys equivalence by means of professional experience are asked to write an additional report (of some 1,000 words) as evidence that this has been achieved. This Report is separate from the Review report mentioned in the preceding paragraph - but, should candidates having to submit both choose to do so, these two reports may be combined in an overall report of not less than 1,500 words.
CPhys candidates must also nominate 2 'supporters', able to comment on the data and evidence contained in the application papers. These Supporters must be of CPhys - or equivalent - professional status.
Chartered Scientist
The designation Chartered Scientist (CSci) ensures high and improving standards across all scientific disciplines. The Chartered Scientist designation reflects best practice in science and is set at a benchmark level throughout the profession.
In 2003 the Science Council invited Institutions to apply for licenses to award Chartered Scientist (CSci). The Institute of Physics and Royal Aeronautical Society were two of the first bodies to be awarded a license and are now ready to accept applications.
Like CEng and CPhys, CSci has a set of competences candidates should consider while undergoing professional development. These competences can be downloaded here. Candidates may be confused about which chartered status would be most suitable for them. If this applies to you look at the FAQ page for ways to make the choice easier.
These statements may be useful as a framework for your lifelong/CPD activities as well as Initial/Qualifying Professional Development. The statements appropriate to your level of registration are listed below.
Further, more generic, questions on professional development can be found
in the main Frequently Asked Questions area.
Why are there different types of Chartered status?
Millions of people work in SET (science, engineering and technology). With so many different areas coming under that one umbrella it would be impossible to design a professional status that would reflect the skills of all of them. Therefore SET is divided up and has several different chartered status’s available. The three main ones are Chartered Engineer, Chartered Physicist and Chartered Scientist.
Who should take responsibility for my development?
Whatever qualification you are trying to achieve, you are likely to fall into one of the following categories with regard to the support you receive for your initial or qualifying professional development:
- Your employer has an Institution Accredited or Approved Professional Development Scheme
- Your employer has an established Professional Development or Graduate Training Scheme but it is not Accredited by your institution.
- Your employer does not have any form of Development Scheme but will support your development informally and provide training and support when required. You will “self-manage” your own Professional Development to some extent.
- You have progressed to a responsible role in engineering without a professional qualification or structured training/development, and now wish to obtain professional recognition.
In each case you retain responsibility for your own professional development.
In cases 1 and 2 it is likely that your employer will operate some of the procedures for preparing and verifying your professional development records. Nonetheless you should maintain ownership of your own development and make significant inputs to the process.
In cases 3 and 4 you will probably have to drive the process yourself, using guidance advice provided by your institution.
What happens if I change employer
Changing employer will not be a barrier to you, providing you keep your records current and up to date. It is important to be sure that evidence you have collected is signed off, that you have sample signatures from your assessors, 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 your new assessors, and if possible 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.
Make your new employer aware that you are working towards professional recognition, and seek their support where possible. Then just update your employment history and continue to keep your records as before.
What happens if I am self-employed?
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 can make getting a record of evidence assessed more difficult, but with help from your institution you will be able to achieve your goals and obtain professional registration.
What happens if I am not getting the development I need?
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.
What happens if I am taking a career break/unemployed?
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. Volunteer 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 record and obtain verification wherever possible.
I’ve heard references to SARTOR and UK SPEC, but what is it?
UK SPEC stands for UK Standards 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.
UK SPEC replaces SARTOR 3, Standards and Routes to Registration, and came into effect 1st March 2004. Professional development for those working towards professional registration is 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. For information on the educational requirements, please refer to your institutions web page.
In general, if you started your degree course after 1st September 1999, you will probably fall under UK SPEC. However, there may be exceptions, so this should not be taken as a definitive guide.
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Engineering Council’s Definition of Professional Development
“The systematic maintenance improvement and broadening of knowledge and skill, and the development of personal qualities necessary for the execution of professional duties throughout working life.”
Engineering Council’s Three Point Code of Practice
(1) demonstrate commitment to maintaining professional competence through self-managed Professional Development,
(2) take responsibility for and manage Professional Development, and
(3) support the learning and development of others.
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When making an application for registration you will need to prove that you have met the competence and commitment statements, at a level appropriate to your target qualification. In order to do this, you will need to keep a portfolio of evidence.
How you create and maintain your portfolio is entirely up to you. Below you will find links to examples of some forms which you might find useful. You do not have to use these forms. You may have some provided by your employer, decide to create your own, or you may adapt these to meet your own needs.
The following Forms to help you keep records are available from the
Forms page:
- Development Action Plan
- Competence record
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- Evidence summary record
- Development Activity Record
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