A Guide to Continuing Professional Development
 Thrive 2005.
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without the prior permission of Thrive.
If a Garden Project is a Member of Thrive and wishes to use any of this document for its own use in
Continuing Professional Development, Thrive will waive the copyright for that purpose only on the
condition that this copyright statement is included in any copied material.
The information contained in this Pack is correct to the best of Thrive’s knowledge, however it is
intended only as a guide and projects should consult their own legal representatives for further advice.
 Thrive 2005. For full copyright details and implications see the front page of this Continuing Professional Development
document. These templates are provided as samples only and Projects should consult their legal representatives for
further advice.
A Guide to Continuing Professional Development
Summary

Introduction
Continuing Professional Development (CDP) refers to activities, which maintain, enhance or
increase your knowledge or skills as an employee. The CPD system acknowledges the need for
a combination of quantity and quality in the CPD you undertake.

What is CPD?
The following description is a widely used definition:
Continuing professional development is the systematic maintenance
improvement and broadening of knowledge and skill and the development of
personal qualities necessary for the execution of professional and technical
duties throughout the employees working life.
The knowledge, skills and competence that you develop during your initial education and training
are likely to become outdated, for example by the development of new technologies or changes
in legislation. You have a responsibility to keep up-to-date with new methods within your role. As
in many other professions, you will need to develop a culture of lifetime learning in order to
maintain competence and also to maintain employability.

Categories of CPD
o Job Specific CPD (self and line manager)
As defined within job description
Personal (identified by employee on appraisal) – agreed with line manager
e.g. Computer training
Telephone technique etc.
 Thrive 2005. For full copyright details and implications see the front page of this Continuing Professional Development
document. These templates are provided as samples only and Projects should consult their legal representatives for
further advice.
Content of CPD
What you do in your CPD should:
o be informed by a reflection on your work and the identification of areas where further
development is needed
o relate to your development in the context of your organisation
o be informed by the changes occurring in the profession as a whole
o Recognise the benefits of learning across professional boundaries.

Types of CPD
You are encouraged to think laterally, CPD need not necessarily be expensive and it is not
restricted to formal training courses, seminars or workshops, although much value may be
gained from investment in such activities. Structured informal learning in everyday practice
situations, such as learning from your peers, can provide valuable CPD. The following list is not
intended to be exhaustive but offers some suggestions:
During the course of practice – on the job learning
Internal discussion meetings
Adviser/consultancy positions
Training another member of staff
Supervising a student’s professional practice experience
Secondment to another department
Planning and running an in-house training event
Externally
Preparing presentations for colleagues, clients, faculty groups
Membership of horticultural groups
Studying for a further professional qualification academic award
Undertaking short courses for example to update computer skills at Adult Education
Colleges
Attending conferences, seminars, workshops to enhance a skill or knowledge
Participating in competitions
Self-directed and informal learning
Keeping abreast of new government policies, new technical reports
Research for and writing articles for publication
Reading the horticultural press and journals (as long as this is within a structured
framework of CPD)
Maintaining and improving practice requires an involvement in various types of activity, and will
be influenced by your field of work.
 Thrive 2005. For full copyright details and implications see the front page of this Continuing Professional Development
document. These templates are provided as samples only and Projects should consult their legal representatives for
further advice.
Principles for CPD activity
It is for you to decide on the CPD most appropriate to your own particular needs and situation.
However, there are certain principles to bear in mind:
Key objectives of CPD is an assurance that you have up-to-date skills and knowledge, and
remain competent to perform.
It is widely acknowledged that it is the output of CPD that is key to it being of value, not the input
in terms of hours spent per year. Reflecting on learning is key in order to identify what was
learned from the experience, how that supports practice and how it enables development of
competence.
Undertaking CPD that is appropriate, relevant and of high quality offers increased professional
satisfaction for employees.
When choosing what is appropriate for you, it is important for you to target much of your CPD
activities at meeting your own particular professional needs at that time. To be strategic by
having clear outcomes in terms of enhancing you competence, perhaps in the short, medium
and long term. The value of CPD is increased when it is regular and structured.
It is widely considered that it is helpful to relate CPD to a professional development plan and/or
job appraisal, so those individuals are taking responsibility for setting their own goals.
Undertaking CPD can be important in developing your knowledge. Good employer’s regard
supporting colleagues who are undertaking properly planned CPD as good practice and of
benefit to both the individual and the organisation.
 Thrive 2005. For full copyright details and implications see the front page of this Continuing Professional Development
document. These templates are provided as samples only and Projects should consult their legal representatives for
further advice.
The Professional Development Plan
The Professional Development Plan will help you achieve your work-related development aims in
a systematic way. Refer to it throughout the year to see if you’re meeting your plans and to
update them as appropriate.
Your CDP may reflect your individual professional development needs as a staff member of
Thrive.
If your circumstances change during the year, or you need to respond to a new project, amend
your CDP accordingly.
Assessing your development aims
Completing development needs could be done at the time of annual appraisal, you might also
wish to consider:
o
o
o
o
Job description, requirements and workload
Your long-term goals
Level of achievement you are aiming for
The most convenient and interesting learning formats for you
 Thrive 2005. For full copyright details and implications see the front page of this Continuing Professional Development
document. These templates are provided as samples only and Projects should consult their legal representatives for
further advice.
This is your PROFESSIONAL DEVELOPMENT PLAN for the twelve-month period commencing ………….
Name:
Job Title:
Manager:
Date:
DEVELOPMENT AIMS
What areas of knowledge do you want to develop? Why?
How do you want to use them?
PLANNED ACTIVITIES
e.g. how to achieve your aims (specific course, research/reading,
library searches, etc.)
AMENDMENTS/UPDATE
Development Aims
Planned Activities
Date
 Thrive 2005. For full copyright details and implications see the front page of this Continuing Professional Development document. These templates
are provided as samples only and Projects should consult their legal representatives for further advice.
This is your CPD RECORD SHEET for the twelve-month period commencing: ………………
Name:
Department:
Job Title:
Date:
Key C= Core training (inc. CPD afternoons) J= Job specific P= Personal interest.  Tick the relevant box
Type of training.
Comments
What is the training?
Duration
Conference/reading/mentoring/cours
Date
(hours)
e/qualification
C
Total hours
(Min. required = 12)
 Thrive 2005. For full copyright details and implications see the front page of this Continuing Professional Development document. These templates
are provided as samples only and Projects should consult their legal representatives for further advice.
J
P