UCL HUMAN RESOURCES
ORGANISATIONAL AND STAFF DEVELOPMENTContinuing Personal and
Professional Development at
UCL1 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCLContents:
1. Introduction
2. The CPD Context
3. UCL Support
4. Feedback and Appraisal
5. The CPD Cycle and Where to Start
6. Evaluation and Impact
7. Recording Your Learning and Development
8. A CPD Portfolio
9. ConclusionAppendix 1Approaches to Learning and DevelopmentAppendix 2Tools to Help With Portfolio DevelopmentAppendix 3A Change of CareerAppendix 4Learning StylesAppendix 5DefinitionsAppendix 6Continuing Professional Development RecordAppendix 7Basic Principles of CVs And ApplicationsAppendix 8Resources2 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL
1. INTRODUCTION
PURPOSE: This document is intended to provide staff at UCL with a clear understanding of
continuing professional development (CPD), and its importance, within the context of UCL. It
is also intended to encourage equality of opportunity by encouraging everyone to plan their
development and record their skills.
The guide will act as a transportable toolkit to help with the planning and recording of your
personal and professional development. It should be used in conjunction with any continuing
professional development (CPD) related specifically to your profession or professional
registration. The guide also explains why you should record your learning and development,
and how to do it.
WHAT IS CPD? The Chartered Institute of Personnel and Development (CIPD) defines CPD
as “the need for individuals to keep up to date with rapidly changing knowledge.”1 Other
organisations refer to structured processes “to maintain, develop and enhance skills,
knowledge and competence both professionally and personally in order to improve
performance at work”2. The Chartered Institute of Management3 states that ‘Effective CPD is…

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