How It Works

How CPD Works

The Institute has designed a CPD scheme that takes into account your individual needs and requirement for flexibility. The scheme can be tailored to suit your budget and be as stretching as you wish.

You have to gain a total of 40 points in each year*. Points are collected by providing evidence on the IoIC CPD system of the learning and development you have undertaken and demonstrating that you have applied what you have learned.

For example, you will record what you have done differently after attending a course and clarify how these activities have informed and strengthened your practice or approach.

The learning that goes towards your CPD score can come from attending courses and seminars, self-directed learning and research, or by being mentored or mentoring. You are empowered to create a learning plan that is relevant to your role or ambitions.

Below are some examples of development activities and the points they typically attract: 

Development activity (with evidence of activity) Suggested CPD points
One day course / seminar / conference on IC or related topics (eg change management) 10
Half day course / seminar 5
Read/analyse a textbook /online resource/journal and, if appropriate, creating a brief personal guide (per example) 5
Organise a regional activity (eg via a regional executive) 10
Organise a national activity (eg via a regional executive) 15
Be a mentor in the IoIC scheme (per person mentored) 15
Be mentored in the IoIC scheme 15
Contribute articles, external talks on IC topics 10
Judging (per awards scheme, eg: National, Northern, Central...) 10
Achieve IoIC accreditation (Foundation or Advanced Diploma) 40
For IoIC members who work part time in internal communication roles, the points target against a ‘standard’ 40-hour week can be considered as pro rata for those who do not work in IC all week. For example, if someone with a portfolio career works 30 hours a week in internal communication, they would need to collect 30 CPD points. However, 20 points is the minimum.

What we look for in assessing CPD activities

Your CPD activity will be assessed by experienced communicators when you decide to submit records of your completed activities. The assessors will review your activities and apply three broad tests. These are: 

Is it being applied - resulting in improved practice?

Has your learning activity been reflected on and applied? For example, simply leafing through the world’s best internal communication textbook cannot count for CPD. Reading must lead to a reflective analysis of how the material may impact on practice. We will be asking people to use a template to record the key concepts in the book and the way they have applied it from a practical perspective.

Is it relevant for your career aspirations?

Is the learning activity at the right level for your role or ambition? Have you assessed your individual strengths, weakness and, within the working environment, the opportunities and threats?  How does your development activity address these assessments? Have you sought the advice of a peer or a mentor? Have your recorded your objectives? How did you apply what you have learned in your work?  This will be recorded in our CPD system that is simple to use, save and update.

You log on, open a workbook created for you, and complete a learning log for each activity stream, whether that's a formal course, organising activities or reflecting on comms books you've read.

Is it authenticated?

To count for CPD points, a summary of how you have applied what you have learned to your day-to-day practice must be recorded in your CPD log, on the online system. Where necessary, have you supplied supporting documentation, particularly for self-directed learning; for example, is it on the Institute’s list of recommended reading, or have you provided evidence of attendance on training courses that cannot be cross-referenced to the Institute’s training records?

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