An introduction to the strategic benefits of the Engineers Ireland CPD Accredited Employer standard

1. continuing professional development
The Engineers Ireland CPD Accredited Employer standard
The Institution of Engineers of Ireland, Cumann na nInnealtóirí
Presented by Aidan Harney, Chartered Fellow, CIPD
CPD Director, Engineers Ireland
Supported by the Dept. of Education & Skills
aharney@engineersireland.ie

2. 1. Engineers Ireland introduction
2. What is Engineers Ireland Continuing Professional
Development (CPD) Accredited Employer standard?
3. Next steps?
Presentation outline

3. 1. Engineers Ireland introduction
2. What is Engineers Ireland Continuing Professional
Development (CPD) Accredited Employer standard?
3. Next steps?
Presentation outline

4. Engineers Ireland introduction
Ireland’s 2nd
largest professional body - 24,500 members
Represents engineers and technicians at all levels: cert to PhD
Strong national framework – 31 regions, divisions & societies
Work with Government on major national issues
Our customers? You

5. Engineers Ireland & Industry
Supply of engineering
and technicians
Increase supply of resources
•School Industry Partnerships
•Careers In Engineering
Third level Accreditation
• International recognition
• World-class courses

6. Engineers Ireland & Industry
Supply of engineering
and technicians
Increase supply of resources
•School Industry Partnerships
•Careers In Engineering
Third level Accreditation
• International recognition
• World-class courses
Development of engineers
and technicians
CPD Training
•Technical & soft skills
• Webcasts, lectures, seminars
Professional titles
• Chartered Engineer
• Associate Engineer
• Engineering Technician

7. Engineers Ireland & Industry
Supply of engineering
and technicians
Increase supply of resources
•School Industry Partnerships
•Careers In Engineering
Third level Accreditation
• International recognition
• World-class courses
Development of engineers
and technicians
CPD Training
•Technical & soft skills
• Webcasts, lectures, seminars
Professional titles
• Chartered Engineer
• Associate Engineer
• Engineering Technician
CPD Accredited Employer
• Recognises good
organisational CPD systems
and practices

8. 1. Engineers Ireland introduction
2. What is the Continuing Professional Development (CPD)
Accredited Employer standard?
3. Next step?
Presentation outline

9. Moving Ireland up the value chain
Moving engineers up the value chain

10. Moving Ireland up the value chain
Moving engineers up the value chain
Irish Government

11. Employers
Engineers
Ireland
Moving Ireland up the value chain
Moving engineers up the value chain
Irish Government

12. Individual Engineers
Employers
Engineers
Ireland
Moving Ireland up the value chain
Moving engineers up the value chain
Irish Government

13. Definition of Formal CPD
“Formal CPD is planned,
structured activity that
contributes to the rounded,
professional development
of engineers/technician.”
Skills for life for individual engineers/technicians

14. Examples of what formal CPD includes

15. Examples of how formal CPD can be achieved
Total, blended holistic view of CPD

16. Doctors, lawyers, accountants all do CPD

17. Definition of CPD Accreditation
Independent assurance that an
organisation has good systems and
practices in the area of CPD for its
engineers and technical staff
Driving innovative among our leading employers

18. Definition of CPD Accreditation
Independent assurance that an
organisation has good systems and
practices in the area of CPD for its
engineers and technical staff
Driving innovative among our leading employers

19. 15,000 engineers/technicians in Ireland enjoy
working for a CPD Accredited Employer

20. How to become a CPD Accredited Employer
Mandatory for Accreditation
1. Internal CPD Committee
2. CPD Policy
3. Performance Management & Development System
4. Formal CPD – minimum 5 days average p.a. recorded
5. Mentoring for Professional Development
6. Linkages with Professional Institutions / Learned Bodies
7. Knowledge Sharing activities
8. Evaluation of impact of CPD
A framework for driving strategy through CPD

21. Internal CPD Committee
1.
2.
3.
4.
5.
6.
7.
8.
• Brings together heads from Engineering,
HR, Training, Quality, Finance etc
• Reports to top management
Benefits:
Org: Links CPD & strategy
Individual: Enjoy working in an
organisation where CPD is high on top
management agenda

22. Internal CPD Committee
1.
2.
3.
4.
5.
6.
7.
8.
• Brings together heads from Engineering,
HR, Training, Quality, Finance etc
• Reports to top management
Benefits:
Org: Links CPD & strategy
Individual: Enjoy working in an
organisation where CPD is high on top
management agenda

23. CPD Policy
1.
2.
3.
4.
5.
6.
7.
8.
• Covers all aspects of CPD
• Approved by senior management
• Published and well-communicated to all
relevant staff
Benefits:
Org: Drives a culture of development and
innovation
Individual: Clarity of developmental
opportunities

24. CPD Policy
1.
2.
3.
4.
5.
6.
7.
8.
• Covers all aspects of CPD
• Approved by senior management
• Published and well-communicated to all
relevant staff
Benefits:
Org: Drives a culture of development and
innovation
Individual: Clarity of developmental
opportunities

25. Performance Management & Development
1.
2.
3.
4.
5.
6.
7.
8.
• Organisational strategy clearly
communicated at dept and individual level
• Each eng/tech has a formal review
• Training Needs Analysis / CPD plans
Benefits:
Org: Alignment of goals and aims
Individual: Role clarity. Clear ‘blue print’ for
achieving goals and learning outcomes

26. Performance Management & Development
1.
2.
3.
4.
5.
6.
7.
8.
• Organisational strategy clearly
communicated at dept and individual level
• Each eng/tech has a formal review
• Training Needs Analysis / CPD plans
Benefits:
Org: Alignment of goals and aims
Individual: Role clarity. Clear ‘blue print’ for
achieving goals and learning outcomes

27. Formal CPD – minimum 5 day average p.a.
1.
2.
3.
4.
5.
6.
7.
8.
• Targeted CPD in accordance with
individual plans
• CPD records maintained
• Minimum 5 days CPD average annually
Benefits:
Org: Defines organisational capability
Individual: Portfolio of talent; helps in
applying for promotions as well as
Professional titles e.g. Chartered Engineer

28. Formal CPD – minimum 5 day average p.a.
1.
2.
3.
4.
5.
6.
7.
8.
• Targeted CPD in accordance with
individual plans
• CPD records maintained
• Minimum 5 days CPD average annually
Benefits:
Org: Defines organisational capability
Individual: Portfolio of talent; helps in
applying for promotions as well as
Professional titles e.g. Chartered Engineer

29. Mentoring for Professional Development
1.
2.
3.
4.
5.
6.
7.
8.
• The pay-back of Mentoring assessed at
all levels
• Training for Mentors to work with learners
towards career progression
Benefits:
Org: Culture and communication; retention
Individual: Role models and guidances for
learners
Career ‘rejuvenation’ for Mentors

30. Mentoring for Professional Development
1.
2.
3.
4.
5.
6.
7.
8.
• The pay-back of Mentoring assessed at
all levels
• Training for Mentors to work with learners
towards career progression
Benefits:
Org: Culture and communication; retention
Individual: Role models and guidances for
learners
Career ‘rejuvenation’ for Mentors

31. Hi-fliers preferred development tools
(Research: Galpin & Skinner)

32. Coaching
Interpersonal training
Management Development
Technical training
Career counselling
Buddying
(Research: Galpin & Skinner)
Hi-fliers preferred development tools

33. (Research: Galpin & Skinner)
Mentoring
Job Rotation
360 degree feedback
Qualifications support
Coaching
Interpersonal training
Management Development
Technical training
Career counselling
Buddying
Hi-fliers preferred development tools

34. “Overall, excellent course.
Very professional with
excellent content and
delivery. Appropriate
practical examples.”
IRISH AIR CORPS

35. Mentoring for Professional Development
1.
2.
3.
4.
5.
6.
7.
8.
• The pay-back of Mentoring assessed at
all levels
• Training for Mentors to work with learners
towards career progression
Benefits:
Org: Culture and communication; retention
Individual: Role models and guidances for
learners
Career ‘rejuvenation’ for Mentors

36. Professional Institutions / Learned Bodies
1.
2.
3.
4.
5.
6.
7.
8.
• Active participation with relevant, learned
bodies / Third Level
• Staff supported in achieving the personal
benchmark of a Professional title
Benefits:
Org: Avoids ‘negative lock in’
Individual: Networking; Exposure to new
practices, materials, innovations;
International recognition of title

37. Professional Institutions / Learned Bodies
1.
2.
3.
4.
5.
6.
7.
8.
• Active participation with relevant, learned
bodies / Third Level
• Staff supported in achieving the personal
benchmark of a Professional title
Benefits:
Org: Avoids ‘negative lock in’
Individual: Networking; Exposure to new
practices, materials, innovations;
International recognition of title

38. 1.
2.
3.
4.
5.
6.
7.
8.
Knowledge Sharing activities
• Coordinated means of sharing important
knowledge across the business
• Project close-out reports; Lunch ‘n’ Learns
A culture of openness and trust
Benefits:
Org: Competitive advantage from cross-
pollination of ideas and practices
Individual: Avoids ‘re-inventing the wheel’;
learning from others in a community
atmosphere

39. 1.
2.
3.
4.
5.
6.
7.
8.
Knowledge Sharing activities
• Coordinated means of sharing important
knowledge across the business
• Project close-out reports; Lunch ‘n’ Learns
A culture of openness and trust
Benefits:
Org: Competitive advantage from cross-
pollination of ideas and practices
Individual: Avoids ‘re-inventing the wheel’;
learning from others in a community
atmosphere

40. Evaluation of impact of CPD
1.
2.
3.
4.
5.
6.
7.
8.
• The objectives and intended impact of
CPD initiatives are agreed beforehand
• Staff agree roles for evaluating success
Benefits:
Org: Clear return on investment in CPD
Individual: The transfer of learning to
workplace application is clear

41. Evaluation of impact of CPD
1.
2.
3.
4.
5.
6.
7.
8.
• The objectives and intended impact of
CPD initiatives are agreed beforehand
• Staff agree roles for evaluating success
Benefits:
Org: Clear return on investment in CPD
Individual: The transfer of learning to the
workplace application is clear
Staff reflect on their knowledge intake

42. How to become a
CPD Accredited Employer
Mandatory for Accreditation
1. Internal CPD Committee
2. CPD Policy
3. Performance Management & Development System
4. Formal CPD – minimum 5 days average p.a. recorded
5. Mentoring for Professional Development
6. Linkages with Professional Institutions / Learned Bodies
7. Knowledge Sharing activities
8. Evaluation of impact of CPD
www.engineersireland.ie/CPDe-Guide
Recommended advanced practices for each of 8

43. CPD moving up the value chain
Essential for Accreditation
• All organisations seeking to achieve
the standard of Engineers Ireland
CPD ACCREDITED EMPLOYER
must satisfy the criteria at this level.
• Ensure that larger employers have
appropriate CPD systems and
practices in place
Organisations with a rapid rate of
change
• Technologically complex, fast-paced
sectors, compete at world-class level.

44. • All organisations seeking to achieve
the standard of Engineers Ireland
CPD ACCREDITED EMPLOYER
must satisfy the criteria at this level.
Employers of more than 100
engineering professionals
• Ensure that larger employers have
appropriate CPD systems and
practices in place
Organisations with a rapid rate of
change
• Technologically complex, fast-paced
sectors, compete at world-class level.
CPD moving up the value chain

45. • All organisations seeking to achieve
the standard of Engineers Ireland
CPD ACCREDITED EMPLOYER
must satisfy the criteria at this level.
• Ensure that larger employers have
appropriate CPD systems and
practices in place
Larger organisations with a rapid rate
of change
• Technologically complex, fast-paced
sectors, compete at world-class level.
CPD moving up the value chain

46. Essential for Accreditation
• Mandatory x 8 Criteria
Employers of more than 100
engineering professionals
• Advisory Best Practices x 2 Criteria
Organisations with a rapid rate of
change
• Advisory Best Practices x 2 Criteria
www.engineersireland.ie/CPDe-Guide

47. Advisory Best Practice
9. Postgraduate Education activity
10. Competency Frameworks / Talent Management
Essential for Accreditation
Employers of more than
100 engineering professionals
Large organisations
with a rapid rate of change

48. Advisory Best Practice
9. Postgraduate Education activity
10. Competency Frameworks / Talent Management
11. Advanced Knowledge Management practices
12. Fostering Creativity & Innovation
Essential for Accreditation
Employers of more than
100 engineering professionals
Large organisations
with a rapid rate of change

49. How to become a
CPD Accredited Employer
Mandatory for Accreditation
1. Internal CPD Committee
2. CPD Policy
3. Performance Management & Development System
4. Formal CPD – minimum 5 days average p.a. recorded
5. Mentoring for Professional Development
6. Linkages with Professional Institutions / Learned Bodies
7. Knowledge Sharing activities
8. Evaluation of impact of CPD
www.engineersireland.ie/CPDe-Guide

50. 1. Engineers Ireland introduction
2. What is Engineers Ireland Continuing Professional
Development (CPD) Accredited Employer standard?
3. Next step?
Presentation outline

51. Support from Engineers Ireland
• Consultancy in the area of best practice CPD systems
– An expert team, all with industry backgrounds, to advise and support you
• Dr. John Butler, Chartered Engineer, FIEI, CPD & HR Director
• Michael Hayden, Chartered Engineer, FIEI / former M.D. of ESBI
• Aidan Harney, CPD Director, Engineers Ireland, MBS, BA MIITD
• Catherine Sullivan, CPD Accreditation Executive, MIITD
• Ronan Kearns, Chartered Engineer, CPD Accreditation Executive
– FREE 12 Chapters in on-line e-Guide:
www.engineersireland.ie/CPDe-Guide

60. Your own support system
• Senior management buy-in and support is VITAL
• Form a CPD Project team, with a senior ‘sponsor’
• Work closely with Engineers Ireland CPD Accredited
Employer standard rep to implement 8+ criteria

61. Employers that inspire!

62. Benefits – why get involved?

63. Organisations respond to
their business environment:
Legislation
Recession
High Government Borrowing
Competitiveness issues
Benefits – why get involved?

64. Organisations respond to
their business environment:
Legislation
Recession
High Government Borrowing
Competitiveness issues
Businesses adapt Strategy:
Develop strong risk capability
Diversification
Innovation New markets
Expand overseas etc.
Benefits – why get involved?

65. Organisations respond to
their business environment:
Legislation
Recession
High Government Borrowing
Competitiveness issues
Businesses adapt Strategy:
Develop strong risk capability
Diversification
Innovation New markets
Expand overseas etc.
Continuing Professional Development (CPD) system
A systematic approach to connecting disparate Learning & Development approaches;
align all staff development with business strategy; document and monitor the benefits
of this synergy
Benefits – why get involved?

66. Organisations respond to
their business environment:
Legislation
Recession
High Government Borrowing
Competitiveness issues
Businesses adapt Strategy:
Develop strong risk capability
Diversification
Innovation New markets
Expand overseas etc.
Continuing Professional Development (CPD) system
A systematic approach to connecting disparate Learning & Development approaches;
align all staff development with business strategy; document and monitor the benefits
of this synergy
Improved knowledge
Lessons learned
New capabilities
Manage costs
Benefits – why get involved?

67. Organisations respond to
their business environment:
Legislation
Recession
High Government Borrowing
Competitiveness issues
Businesses adapt Strategy:
Develop strong risk capability
Diversification
Innovation New markets
Expand overseas etc.
Continuing Professional Development (CPD) system
A systematic approach to connecting disparate Learning & Development approaches;
align all staff development with business strategy; document and monitor the benefits
of this synergy
Improved knowledge
Lessons learned
New capabilities
Manage costs
Benefits – why get involved?

68.  Exclusive access to the CPD
Accredited Employer Symposium
 Entry to the CPD Company of the
Year award
Major benefit
Best-Practice Sharing

69. Exemptions
from three of the eight
criteria involved in
“Excellence Through
People” national HR
award
Benefits – leverage your HRM work
Special Mutual Recognition agreement

70. 1. Engineers Ireland introduction
2. What is Engineers Ireland Continuing Professional
Development (CPD) Accredited Employer standard?
3. Next steps?
Presentation outline

71. CPD Accredited Employer standard
 Agree to move forward
with Engineers Ireland
 CPD as Basic Company
Objective
 Assign investment &
resources
ImplementationSign-up Submission Accreditation
 Review your CPD
systems
 Ensure that they fulfil
each of the Engineers
Ireland’s accreditation
criteria
Satisfy Criteria:
1-8 Mandatory
9-12 Advisory
 Accreditation Panel
Visit
 Formal Approval

72. Email: Thank you
aharney@engineersireland.ie
“CPD has helped us retain capabilities here in Galway
and attract a multi-million R&D facility. It remains a
cornerstone of our operations.”
Declan Slemon, Director, Boston Scientific Galway
CPD Company of the Decade, 1998-2008
Thank you for your attention
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