Mining Institute of Scotland - Continuing Professional Development

The following guidlelines have been written by the Mining Institute of Scotland. View the IOM3 CPD guidelines. Individual members of IOM3 have access to mycareerpath online recording PD system via their Member Profile page on the IOM3 website. Log in using the link top right of this page and then check the links on the top right hand side under My Personal Links. 

Continuing professional development for you

Introduction

One consequence of the increasing pace of development and change in today’s industrial and commercial world is the decreasing shelf-life of individual professional expertise. If they are to avoid reaching their professional ‘sell-by date’ prematurely, individuals thus need to keep abreast of the latest technology and business practices. Whatever their disciplines, professionals in the minerals industry are no exception to this.

Career Development

Your career is likely to be determined by your job performance, your decisions and your action. There is always an element of opportunity in career development, i.e. being in the right place at the right time for the right job. Planning and personal initiative, however, can play a major part in creating opportunities for development and advancement. In other words, pro-action can be more effective than reaction

Professional Development

PD may be pursued by undertaking or participating in:

Post-Qualification
e.g. higher degrees by coursework and/or research studies.

Distance Learning
e.g. courses provided by universities, further education colleges and professional bodies.

Short Courses
organised by IOM3 and other professional institutions or bodies, universities, colleges, employers and other short-course providers.

Conferences and Symposia
organised by IOM3 and other professional institutions or bodies, trade associations and other industry related bodies.

Private Study/Self-Directed Learning 
e.g. learning foreign languages, developing new workplace skills and reading publications and learned articles for purposes of enhancing particular skills and competencies.

Technical Authorship 
e.g. the preparation of papers and/or articles that are accepted for presentation at conferences and seminars or for publication in learned society journals.

Committee Work
e.g. within IOM3 or other professional institutions etc.

Career and Professional Development Planner

The Career and Professional Development Planner (CPDP) has been prepared, therefore, to assist you plan for enhanced performance in your present job and for your future career development. It is an attempt to help you analyse your experience, synthesize your skills and knowledge, and realise your future expectations.

Your Development

When reviewing your development you might find it helpful to break down your knowledge and expertise as follows:

  • Technical/Scientific
  • Commercial/Financial
  • Personal/Professional
  • Engineering/science principles
  • Economics
  • Ethics and conduct
  • Systems/techniques
  • Law
  • Planning/problem solving
  • Materials/methods
  • Marketing
  • Written/verbal communication
  • Design/planning
  • Design/planning
  • Leadership/supervisory
  • Product/service
  • Management
  • Design/planning
  • Computer applications
  • Computer applications
  • Mentoring
  • Keyboard skills

To assess your ‘standard achieved’ it is recommended that the following ‘hierarchy of understanding’ be used or adopted:

A-Application i.e. general understanding of an activity

K-Knowledge i.e. knowing how the activity is carried out; this being additional to general understanding

E-Experience i.e. of the relevant techniques and functions of the activity, so that the activity has been undertaken independently and is additional to an ‘appreciation’ and ‘knowledge’ of it.

B-Ability i.e. performing the function and instruction/supervising/managing others involved with it, thus also displaying ‘appreciation’, ‘knowledge’ and ‘experience’.

The above hierarchy can also be graded on a scale from 5 to 1 where 5 equals ‘fully achieved’ and 1 equals ‘not achieved’.

Policy and Code of Practice

Introduction

The Mining Institute of Scotland regards the professional development of individuals as a seamless progression of learning that starts from their higher education and continues throughout their careers. During the period leading to individuals’ attainment of professional status the process is described as ‘initial professional development’ [IPD] and is considered to be a critical pre-requisite for professional recognition. Thereafter the process is described as ‘continuing professional development’ [CPD] and is considered to be essential to monitoring professional competence.

For Corporate, Associate or Technician membership of the Institution and, where sought, for Chartered, Incorporated or Engineering Technician registration with the Engineering Council, individuals must demonstrate that they:

1. have successfully completed an acceptable period of ‘initial professional development’, and 
2. are committed to continuing their professional development through further learning as appropriate to their careers.

More important than any definition of professional development is the realisation that to be meaningful it should be planned and structured as far as individual occupational and career circumstances will allow.

Policy

Considering that the expectation of continual learning is inherent in those of its Charter objects and purposes that seek to uphold and advance standards of competence and qualification, the Institution supports and commends Continuing Professional Development to all individuals and organisations in the minerals industry and engineering profession.

Codes of Practice

The Mining Institute of Scotland:

1. in keeping with its policy, will seek to promote CPD to the minerals industry and engineering profession 
2. expects that, apart from those engaged in full-time academic studies or who have retired, all members will undertake CPD to uphold and advance their professional standards 
3. will therefore provide guidance on acceptable forms of CPD and on acceptable means of recording this, supporting individuals and organisations in these aspects as far as this is appropriate and feasible 
4. will actively monitor members’ CPD:

a. when they apply for election or transfer to Corporate, Associate or Technician membership of the Institute and, where sought, to the corresponding levels of Engineer registration, and, 
b. via annual random surveys of up to 2 percent of members in the classes referred to in a) above 
c. will review its policy and codes of practice in keeping with the comments and experiences of all involved with CPD either from time to time or as necessary.

Members should:

  • demonstrate commitment to monitoring professional competence through (self-managed) CPD 
  • exercise responsibility for managing their CPD 
  • support the learning and development of others.