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CPD requirements and obligations

CPD requirements and obligations

All members (AssocRICS, MRICS and FRICS) must record their CPD activity online. APC candidates shouldcontinue to record their activities on the APC templates.
All members must complete 20 hours of CPD activities by 31 December. You have until 31January to record your completed activities online.
CPD requirements for members

  1. All members must undertake a minimum of 20 hours CPD each calendar year (January toDecember).
  2. Of the 20 hours at least 10 hours must be formal CPD. The remainder can be informal CPD.(For guidance, see below and download examples.)
  3. All members must maintain a relevant and current understanding of our professional andethical standards during a rolling three-year period. Any learning undertaken in order to meetthis requirement may count as formal CPD.
  4. Members must record their CPD activity online by 31 January.

In certain circumstances it may be difficult to meet the minimum CPD requirements. This mayinclude the following groups:

  • members on maternity, paternity, adoption or family raising leave
  • members who are unemployed
  • those who are on long term sick or may currently be non-practising for other compassionatereasons.

In these circumstances we would ask that members keep up to date at least informally and thatthey consider their learning and development needs prior to returning so that they are ready andcompetent to return to work when able to do so. Members who feel that they may have difficulty inmeeting the requirements should contact us as soon as possible Our Frequently Asked Questionsmay also help.

Formal CPD

Formal CPD can be any form of structured learning that has clear learning objectives andoutcomes, such as a professional course, structured online training, technical authorship, learningthat includes an assessment measure. This can include self-managed learning as long as it has aclear learning outcome which is clearly linked to the member’s development needs. We mayrequest to see evidence of any formal CPD activity; this may include demonstration of learningoutcomes together with any supporting documentation.

Informal CPD

Informal CPD is any self-managed learning that is relevant or related to your professional role.This could include activities such as private study, on-the-job training, attendance at informalseminars or events where the focus is on knowledge sharing.

Gain all your informal CPD hours from one reliable resource with isurv - learn more here.

Activities that do not count as CPD

Any CPD activity, whether formal or informal, should be planned wherever possible and berelevant to your role or specialism. Any activity that does not have a clear learning objective thatrelates to your role and specialism cannot be considered as appropriate CPD. Activities such asnetworking, social events, informal team building or planning events and involvement on boards,committees or clubs that have little or no relevance to your professional role will not count towardsyour CPD requirements.

Mandatory CPD

All members are required to undertake learning in relation to our Global Professional and EthicalStandards at least once every three years.

In keeping with current arrangements, members who are affiliated with statutory or RICS schemesare still required to comply with these schemes' specific CPD obligations. Scheme-specific CPD iscounted as formal CPD.

Obligations for firms

For their own benefit as well as to meet the requirements of the Rules of Conduct, firms are well advised to have an active involvement in the training of employees to ensure they remain competent. A good appraisal system will include the ability to identify and rectify gaps in knowledge and skills, and allow employees to record the learning activities that they have undertaken. A firm should also be supportive of employees' personal development, for example through allowing study and training time during working hours or through annual leave, or through helping employees financially to undertake learning.

Training for firms

Ensuring staff keep their skills and knowledge up to date and that they remain competent to perform their duties is vital for firms. A comprehensive training programme benefits not only the firm, but also its members of staff and customers. A comprehensive training policy is important for the following reasons:

  • competent, well-trained staff are an important part of offering a good service tocustomers and meeting our expectations of a regulated firm
  • a clear policy on ensuring competence of staff can help to attract customers and wincontracts
  • maintaining employees' competence can go a long way towards defending claims ofnegligence by clients or complaints made to us and avoid costly insurance claims
  • offering training and chances for career development can help attract a high calibre ofstaff to your firm and improve the retention of employees.

Meeting training requirements

As part of their annual return, firms are currently asked whether they have procedures in place tocomply with this rule. It's important that your firm can answer 'yes'. There are many ways thatfirms can fulfil their training obligations to ensure employees remain competent.

Assist employees in their learning

Employees should be supported in their personal learning: this is an important part of being aresponsible employer. Members of staff may be offered financial support for learning, allowed timeoff work in order to study or attend courses, or allowed study time in work.

Provide a training and development system

It is best practice to have a policy in place to offer training and development to employees. This might be through providing in-house training or through sourcing courses externally. Members should consider different ways of providing training. It need not be limited to technical skills, but may also include 'soft' skills such as report writing or IT. Apart from courses, effective training methods might include lunchtime seminars provided by expert members of staff, mentoring or online learning.

Identify and rectify gaps in performance

The firm should have a procedure in place to identify any gaps in performance at a corporate, departmental or individual level. Managers should identify areas in which individuals require training and this should be linked to the firm's appraisal process as part of their training and development policy.

Provide a system for employees to record their learning activities

Our market research reveals that a quarter of members use their firm's system to record theirCPD. A firm-wide recording system is a valuable tool for staff to record their learning, appraisalsand development, as well as allowing firms to keep track of what training has been provided. Youmay wish to allow individuals to record their own personal learning as well as corporately providedlearning. A recording system should enable individuals to plan learning goals, state actions taken,assess results of their learning, and consider what other skills need to be improved.

Employee access to information relating to learning undertaken

If you have encouraged staff to use the firm's learning recording system, you should allow themaccess to their records upon request and ensure that those who have left the firm have copies oftheir learning records.

How we monitor CPD

RICS Regulation can use the online CPD management portal to check compliance statistics andCPD records. This information may be shared with your employer if they are a regulated firm.Each year RICS Regulation will select a random sample of CPD records for comprehensivereview.

Difficulties with CPD

Your CPD activities should be recorded on the online CPD management portal on an ongoing basis. If you have difficulties undertaking CPD or recording your activities online, please inform RICS Regulation at the earliest opportunity:

  • in the first instance we will provide guidance on how to overcome any issues
  • we reserve the right to take sanctions against members who fail to meet their CPD requirements. However, we will only look to penalise members for non-compliance as a last resort.

Deadlines and penalties

If you have failed to record sufficient CPD in a year to meet the requirements of the rule, you will receive a caution in accordance with with Rule 3c of the Regulatory Tribunal Rules 2020 (in effect 2 March 2020). The approach to imposing disciplinary sanctions for breach of CPD requirements is set out in the Sanctions Policy approved by the Standards and Regulation Board. The Sanctions Policy in effect since 2 March 2020 confirms at section 22 that a first breach will incur a Fixed Penalty (caution) and a second breach will incur a Fixed Penalty (caution and fine). Third or subsequent breaches occurring during the 10 year period, will be dealt with by referral to Single Member or Disciplinary Panel with presumption of expulsion.

All disciplinary decisions are retained in the Disciplinary History of a Member. However, the reliance on those decisions over 10 years or the disclosure of that information, will be subject to consideration of whether or not it is in the public interest to do so.

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