A CPD plan on paper is not the same as a CPD culture. Accreditation reviewers can tell the difference in the first thirty minutes. Here is how organisations we see move from ad-hoc training to something clients and staff can feel.
Start with roles, not courses
A strong CPD plan begins from the roles in your organisation and the capabilities each needs to grow over the year. Courses are chosen to serve that plan — not the other way around.
Make learning hours visible
Track hours per role, per quarter. Publish them internally. What gets measured gets protected in the calendar.
Close the loop
After each training, ask what has changed in practice. A one-paragraph reflection per staff member is enough. This is the single artefact accreditation reviewers most often ask to see.
Tie CPD to service standards
Every service standard should map to the capabilities CPD is developing. When the two documents point at each other, both become stronger.
Frequently asked questions
How many CPD hours does CSEA require?+
CSEA does not prescribe a fixed number of hours. It reviews how CPD is planned, delivered, and evidenced relative to the size and scope of your organisation.
Do informal learning activities count?+
Yes, when they are planned, recorded, and reflected on. Peer supervision, case reviews, and structured reading can all form part of a credible CPD plan.
Related content
Keep reading
Ready to get accredited?
Start an application, or read the vertical guide for your kind of program.