Continuous professional development (CPD) is a concept of ongoing learning and professional development – a model employed in industry for a long time.

It requires a planned and structured approach to the maintenance and enhancing of professional skills.  CPD is an essential part of a doctors individual job plan and is a keen element in the demonstration of Good Medical Practice. Appraisal includes an assessment of a individuals CPD (internal and external). It will also be a key element in revalidation.

CPD comes in many forms and is not just limited to external meetings and courses.  It includes

*        Distance and open learning, including computer based systems

*        Formal courses and degrees, attainment of accreditation and examination

*        Structured reading, including data sheets and periodical articles

*        Writing research and clinical papers

*        Membership of relevant professional organisations, especially committees

*        Teaching at  both undergraduate and post graduate level

*        Developing non surgical skills as part of normal in house activities and specific post graduate courses

*        Defining and responding to learning objectives as set out by personal development plans

*        CPD should be specific, measurable, achievable, resourced, relevant and time limited (SMART)

To be robust CPD will need to be measurable. This could include

*        Bar-coding registration at external meetings

*        Log books of participants at local multi disciplinary team meeting

*        Sampling and audit of members and fellows to confirm validity of statements

*        Printed proof of participation in examination and College activities

*        Self documentation of hours spent reading journals

*        Course completion certificates

*        Portfolio of papers and abstracts published

*        Possible summative assessment of learning through summative exams

The responsibility for CPD is seen as a College task (possible development for the Faculty).  However, the Chief Medical Officer has made it clear that is the individual doctors responsibility and is now under the control of PMETB.

CPD is integral to revalidation.  It is possible future mechanisms (as part of introducing a new system of revalidation will include

*        Prospective (CPD)

*        CPD agreed as part of a personal development plan

*        Data collection either paper or web based

*        CPD agreed with specialty association

*        CPD agreed with local trust

*        CPD organised as an intercollegiate activity

*        Need for College data base to analyse and feedback

*        CPD subcommittee or subcommittee for standards

What do clinicians think of CPD?  A recent survey of members and fellows of the Royal College of Surgeons of Edinburgh revealed some interesting results.   In 498 respondents from multi specialty comments and findings were:

*        Most surgeons enjoyed CPD, thought it was worthwhile and didn’t feel forced into it

*        CPD was usually undertaken in their own time with many self funding

*        83% of surgeons wanted positive feedback about their practice

*        69% wanted networking opportunities

*        92% wanted knowledge

*        Only 35% had been taught “how to learn”

*        56% wanted teaching in “how to learn”

*        52% wanted a target for how much CPD they shoulder undertake

*        31% thought the current CPD targets were clear

*        83% believed teaching trainees or medical students should contribution to their personal CPD

Junior doctors reported a training focus on research and maintaining a portfolio where as consultants concentrated on lectures, conferences, local meetings, visiting centres of excellence and teaching.

Clearly further overall direction is required on the subject of CPD. In due course the FPHC, in conjunction with RCS(Edinburgh) aims to provide this.