# CPD points: A scoreboard that misses the point of learning

- Link: https://digialitay.scot/articles/2178
- Published: 2023-05-21T14:59:44+01:00
- Author: Rob Stewart

If you’ve heard of Continuing Professional Development (CPD), you’ve probably heard
of CPD points too. They’re often seen as a clear sign of how much someone is learning.
But when you take a closer look, collecting these might not be as meaningful as 
it seems. The real value of learning isn’t about adding up points, but about truly
understanding new things and using that knowledge in your work.

![People asleep at a seminar table.](https://www.digialitay.co.uk/wp-content/uploads/
2023/05/four_people_asleep_at_seminar.png)

People asleep at the seminar table. AI generated by [Nano Banana](https://stats.digialitay.scot/go/40?u=https%3A%2F%2Fgemini.google%2Foverview%2Fimage-generation%2F&t=outbound&f=%2Farticles%2F2178&s=c13d150ba734175b066ca1cbddbd0cb3df1da8591c9aad75150c45df3f64a61d).

Let me explain with a story about Mary, Alan, and Nadia. They all went to a conference
where they could earn CPD points. Mary already knew a lot about the topics at the
conference, so she didn’t learn much new. Alan wasn’t really interested in the conference.
He mostly saw it as a day off work and didn’t pay much attention to what was being
said. Nadia, however, was very involved. She paid close attention to the speakers
and workshops and used what she learned at her job for several weeks after the conference.

In the current system, Mary, Alan, and Nadia would each get the same number of points,
even though their effort invested and what they got out of the conference were very
different. Herein lies a fundamental problem – CPD points assume every learner is
a carbon copy of the other, neglecting the individualised paths of professional 
development. They ultimately reward mediocrity while underserving those who strive
for excellence.

The situation becomes even more unfair when you think about how much money Mary,
Alan, and Nadia have. Mary and Alan can afford to go to lots of learning opportunities
and collect lots of points without learning much. Nadia, on the other hand, can 
only afford to participate in one a year, so she can’t earn as many points, even
though she’s really focused on learning.

The obsession with counting CPD points and hours has perhaps been a matter of convenience.
The vast memberships of regulatory and professional bodies often permit the sampling
of only a small fraction of members’ CPD activities. However, the advent of Artificial
Intelligence presents us with a novel opportunity: the ability to assess all submitted
learning logs or reflective accounts, providing a comprehensive overview of members’
learning progress. As such, it’s reasonable to predict that most of these bodies,
if they haven’t already, will abandon the age-old practice of counting hours and
points.

In the end, CPD is about growth, understanding, and applying new knowledge and skills.

As a committed learner, consider your approach to CPD. It’s not solely about points,
but about the growth, skills, and knowledge you can acquire. Here are five ways 
to enrich your learning journey and ensure a rewarding experience:

 1. **Learning transfer: **Seek out learning experiences where the applicability of
    new knowledge and skills to real-world situations is clear. The ability to apply
    what you’ve learned in your professional life is a true measure of your growth,
    not merely the points you’ve accumulated.
 2. **Learning logs: **Make a habit of recording your learning experiences and insights.
    This practice will not only help embed new knowledge and skills but also create
    a rich record of your learning journey, far beyond the tally of points.
 3. **Supportive resources: **Opt for learning providers who offer additional resources
    like checklists, worksheets, or practice scenarios. These tools can help solidify
    what you’ve learned and facilitate its application in your professional settings.
 4. **Reflection and testimonials: **What is expected of you by your profession? Take
    time to reflect on what you’ve learned and how it’s impacting your work. It’s also
    beneficial to seek feedback from colleagues and managers who’ve noticed improved
    performance as a result of your learning. Their testimonials can confirm your growth
    and the successful application of your newfound skills.
 5. **Portfolios:** Document your achievements in a portfolio as you learn and grow.
    This could include project summaries, case studies, or other examples of your work.
    A well-curated portfolio provides robust evidence of your progress and the practical
    application of your learning.

By incorporating these strategies, you can ensure that your professional development
journey is more personalised, meaningful, and fruitful. Let’s shift your focus from
collecting points to achieving real skill acquisition and practical application 
in your work.

Focus on gaining real, useful knowledge and skills, not on collecting points. Measure
your progress against the standards set by your regulatory or professional body,
not against a score. That’s what CPD is really about – personal and professional
growth, and using that growth in your work.

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 CPD points: A scoreboard that misses the point of learning © 2023 by Rob Stewart
is licensed under [Creative Commons Attribution 4.0 International](https://stats.digialitay.scot/go/40?u=https%3A%2F%2Fcreativecommons.org%2Flicenses%2Fby%2F4.0%2F&t=outbound&f=%2Farticles%2F2178&s=8495f50d7bd044cd8eeb244790759e812465ee90c30c6499ae83ed0b3241f29a)