Continuing Professional Development:CILIPs Framework of Qualifications

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Continuing Professional DevelopmentCILIPs
Framework of Qualifications

• Margaret Watson, CILIP President
• Yorkshire Humberside Branch
• March 2004

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The Players

• You !
• LIS Educators
• Employers
• Other agencies
• MLA, Record Management Society, Society of
  Archivists, ILT, NHS, TFPL etc
• Professional Associations

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CILIP

• 23,500 members in UK and overseas
• Wide range of employment
• CILIPs mission to
• Enable its members to achieve and maintain the
  highest professional standards in all aspects of
  delivering an information service, both for the
  professional and public good

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Education, Enterprise, Advocacy

• To position the profession at the heart of the
  information society
• Develop and enhance roles and skills of all its
  Members
• Present and champion those skills (including the
  new skills which will be acquired through CPD)

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How will this be achieved?

• Through its work in education maintaining a
  framework of universally recognised
  qualifications and providing a wide range of
  opportunities for CPD
• Working in partnership with other organisations
  to develop relevant and appropriate CPD
  activities and opportunities for all LIS workers

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New Qualifications Framework

• Matrix of pathways
• Recognition of all levels of achievement
• Certification
• New Chartership regulations
• Revalidation Scheme
• Fellowship
• Diversity

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Body of Professional Knowledge

• Not prescriptive mapping tool
• LIS courses
• Individual CPD
• Core areas (unique knowledge and skills)
• Generic (transferable)
• May overlap with other disciplines
• Further development

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Certification Scheme

• Recognition of achievement
• Portfolio submission/Template
• Applications from members with more than 5 years
  experience
• Applications from new members
• Registration of interest from October 2004
• Additional postnominals
• Progression route to Chartered Membership

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Consultation update 1

• Affiliated members are pleased with the
  proposal and that as a membership we can take the
  opportunity offered us to show how we can develop
  our skills from the future
• 89 of responses indicated support for the
  Certification Scheme

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Chartership

• Built on experience during the Transitional
  Period
• Contributions from stakeholders and partners
• Accessible and appropriate for members worldwide
• Regulations and guidance notes to Council by July
  2004

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Revalidation Scheme

• Benefits for individuals and employers
• Based on best practice
• Voluntary
• Wide range of activities portfolio application
• Period of revalidation 3 years
• Initial assessment at local/regional level with
  effective quality control mechanisms

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Consultation update 2

• Are you broadly in agreement with the proposed
  operation of the (revalidation) scheme?
• Yes 83
• No 17
• Group members were fully in agreement regarding
  the need for continuous professional development.
  There was support for the role of the proposed
  revalidation framework in reinforcing this
  principle
• We recognise the reason for introducing
  revalidation as a voluntary scheme but believe
  that if we wish to have our profession viewed as
  on a par with other professions, then ultimately
  revalidation should become compulsory

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Consultation Update 3

• Branch consultation issues
• ACLIP important for recruitment
• Need to sell to employers
• Workload and capacity for assessment
• Process and procedures
• Training and support
• Branches can look forward to invigorating role
  and this will encourage involvement

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Fellowship

• Joint Working Party to devise and recommend
  hospitable but rigorous pathways to the highest
  level of professional qualification
• Likely to recommend a new route to Fellowship
  based on two successful cycles of revalidation
  linked to the criteria

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Diversity (1)

• CILIP s Corporate Plan committed the Chartered
  Institute to an examination of a feasibility
  scheme for library staff from black and minority
  ethnic backgrounds to enable them to study for
  professional and paraprofessional qualifications
  and to include mentoring and leadership training
  (similar to the American Library Association
  Spectrum initiative.

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Diversity (2)

• The aim of a scheme would be to encourage people
  from under represented groups within the UK
  community to be attracted to, and compete for,
  posts within the broad LIS sector, an area where
  they are currently under-represented.
• Activity is being coordinated by the Equal
  Opportunities and Diversity Panel
• Report early in 2004

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Important features of the Framework

• More use of Regional Assessors and other
  experienced regionally based networks
• Recognition of work-based learning and other
  activities
• Evidence-based practice
• Mentoring
• Leadership

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Summary

• Robust and rigorous qualifications framework
• Commitment to professional development
• Workforce development
• Partnerships
• Professional status
• Pride
• Advocacy
• Key role in the knowledge society