|
TERM |
DEFINITION |
|
Appraisal |
A formalised, recorded assessment of an individual’s performance in a
specific professional role, also used to identify contribution to business
objectives and personal development needs. |
|
Assessor |
A person who is able to assess or verify a particular development activity
that you have completed, or a piece of evidence. This could be supervisor, line
manager, course tutor, graduate development officer, project manager,
etc. |
|
Competence |
The knowledge, skill and attitude to perform a certain task at a given
level. |
|
Competence Framework |
A set of competence statements which, taken together, describe the abilities
required to perform a given role. |
|
Competence Statement |
A statement or description of the level of ability which must be
demonstrated, in order to be judged competent for one particular task. |
|
Continuing Professional Development (CPD) |
The systematic maintenance, improvement and broadening of knowledge and
skills, and the development of personal qualities necessary for the execution
of professional duties throughout working life. |
|
Direct Objective Training (DOT) |
Formal or experiential training intended to meet a specific task or learning
objective. |
|
Development Action Plan (DAP) |
A document which records the current development objectives of an
individual, with timescales and means by which those objectives are intended to
be achieved. This should be a 'living' document, which is regularly reviewed
for relevance to current and future competence requirements. |
|
Evidence |
An item or document which constitutes proof of an individual’s ability
or competence in a given task/role. |
|
Initial/Qualifying Professional Development (IPD) |
The structured professional development undertaken by an individual in order
to meet the requirements for registration. |
|
(Competence) Level |
A grade signifying one’s degree of competence or skill in performing a
specific task. |
|
Learning Styles |
The different approaches to the acquisition of knowledge, defined by 4
disparate types of style. |
|
Mentor |
A person, preferably an appropriate professional engineer, who can guide you
towards becoming a competent professional engineer able to contribute to the
company, the engineering profession and the community. |
|
Performance Review |
An analysis of achievement against objectives, and other incidental
development, normally conducted by either a line manager or mentor. |
|
Portfolio |
Collection of work or other papers (in this case, evidence) which, taken as
a whole, offers a picture of an individual’s range of abilities. |
|
Professional Development Cycle |
The cyclical process of planning, doing, recording and reviewing one’s
professional development. |
|
Sponsor |
The person with ultimate responsibility for endorsing your portfolio of
evidence of competence. Likely to be a senior manager or director within the
candidate’s organisation. |
