CPD – A New Starter’s Perspective

Within the insurance distribution sector, staff at all levels must undertake and record CPD. The Insurance Distribution Directive (IDD) requires insurance intermediaries to carry out a minimum of 15 hours’ CPD each year across eight core knowledge areas and, as part of the Senior Managers and Certification Regime (SM&CR), all financial services staff will also require training on the FCA’s Conduct Rules and how they apply to individual roles. Senior Managers and staff caught by the Certification regime must also be able to show, on an annual basis, that they remain ‘fit and proper’ to carry out their roles. This includes having the competence and capability necessary for the role.

CPD needs to begin on day one of a person’s career. Recent Insight articles have focused on the importance of a good induction process and explored why undertaking CPD matters.  This article provides a case study and looks at how induction and professional development can – and should – be linked together.

By developing inductees from the start and allowing them to take ownership of their learning, the inductee and the organisation as a whole will benefit. The inductee learns new skills, reflects on how these will help them in the future and discovers more about the industry they are working in – a positive for their employer too.

Jessica Capper, Design and Content Assistant at RWA, reflects on how recording CPD has benefited her and helped her progress in the first six months of her role:

“As part of my apprenticeship with RWA, I have been encouraged to undertake various forms of CPD, including online training courses, coursework towards my Level 3 Diploma in Business Administration, classroom-based study, and independent research. With six months already accomplished, I have agreed to share my experience from the perspective of a new starter.

I was introduced to the Aviva Development Zone e-learning platform on my first day. The online courses have helped to provide a structure to my training and to identify gaps in my understanding of certain topics. The additional benefit of this structure is that I also get to keep a record of my progress through the CPD recording tool.

CPD has been an important tool to assess and improve competency in my role, ensuring that I can carry out all my tasks to a high standard on a day-to-day basis. It has allowed me to reflect on what I have learned upon completing activities and allows my supervisors to evaluate where I might need to improve. As an apprentice, I have found that completing CPD gives me a goal to work towards each time I complete a course. I can see how long I spent working on a course and use that to determine whether I need to spend more or less time to maximise my full potential.

Some people might worry that CPD is not worth completing on top of already spending time on an activity. Recording CPD actually takes up very little time and becomes part of the overall learning experience. For me it is something to look back on and acknowledge that I have completed a course to the best of my ability and summarises what I have gained from that activity.

The only section that may take more time to write is the reflective element – and even then, it doesn’t have to be lengthy or arduous. Keeping the reflection short and simple helps me to think about what I learned from completing an activity and whether my new skills will benefit me in the future. It can be intimidating at first if you are not used to keeping records of your own learning, but it is really simple to get used to and fits easily into any schedule.  

I have been completing CPD for six months now and it has become part of my daily routine. I have been able to monitor my own progress and set targets for myself and show my supervisors that I am dedicated to my work. It is time well spent in showcasing new skills and abilities and is proving extremely beneficial in the long run.”    

By adopting the right attitude to CPD and making it part of your working routine, you will be well-placed to maintain competence and develop in your role.

About the author

Jessica joined RWA in 2018, having graduated with a First Class Honours degree in Film Studies. Her role as a content designer involves developing new and engaging e-learning modules as well as assisting in the creation of articles for Insight. 

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