TRAINING AGREEMENT: INITIAL PROFESSIONAL DEVELOPMENT ... · PDF fileTRAINING AGREEMENT: INITIAL PROFESSIONAL DEVELOPMENT . towards Membership of the . INSTITUTION OF CIVIL ENGINEERS

TRAINING AGREEMENT:

INITIAL PROFESSIONAL DEVELOPMENT

towards Membership of the

INSTITUTION OF CIVIL ENGINEERS

May 2013

Place Directorate Devon County Council

Trainee Name: ………………………………………………………………………….. ICE Membership Number: ……………………………………………………………. Academic Qualification: ……………………………………………………………… ……………………………………………………………………………………………... (University/College – date of completion – subject(s) – qualification(s) Target Grade of ICE Membership: ………………………………………………….. Supervising Civil Engineer: ………………………………………………………….. Position in Organisation: …………………………………………………………….. Delegated Engineer: …………………………………………………………………… Position in Organisation: …………………………………………………………….. Date of Agreement: ……………………………………………………………………. Signature (Supervising Civil Engineer): …………………………………………………. Signature (Trainee): …………………………………………………..

Training Scheme 2 May 2013


GLOSSARY

AMICE Associate Member of the ICE CEng Chartered Engineer CPD Continuing Professional Development DAP Development Action Plan DE Delegated Engineer DO Development Objective ECUK Engineering Council UK Eng Tech Engineering Technician ICE The Institution of Civil Engineers IEng Incorporated Engineer IPD Initial Professional Development MDO Membership Development Officer MGN Membership Guidance Note MICE Member of the ICE PDR Professional Development Report RM Regional Manager RST Regional Support Team SCE Supervising Civil Engineer TMICE Technician Member of the ICE



CONTENTS

1. Welcome

2. Achieving ICE Membership

3. Our commitment to ICE Trainees

4. Your commitment as a Trainee

5. Quarterly and Annual Reviews

6. Annual MDO Visit

7. Continuing Professional Development

8. Training Completion Review

9. Regional Support Team

Appendices

A. Review Logbook B. Annual Appraisal and Training Review Completion Certificate

C. Attributes of a Member

D. Development Objectives

E. Development Action Plan F. CPD Record

G. Training Matrix



1. WELCOME It is with immense pleasure that I welcome you to Devon County Council and more particularly the Place Directorate. We have an extremely proud record of training civil engineers on our ICE Approved Scheme to meet the rigors of obtaining Professional Status whether it is at Chartered, Incorporated or Technician level. Success at the Professional Review provides a very firm base and springboard to meet career aspirations. I can speak from personal experience as I too was fortunate enough to be trained at Devon County Council and not only have aspired to Chartership but reached a Senior Management position running this multi million pound “business”. We are a large organisation and have responsibility for a revenue budget of approximately £100M (together with a healthy capital budget) spent looking after approximately 13,000 km of road network, 3,000 bridges, 72,000 street lights and over 10,000 road markings and signs – to mention a few statistics! Whilst the Directorate’s responsibilities are wide ranging, most of your training will be undertaken within the Engineering Design Group, whose key services are:- Highway Design

Topographical Surveys

Bridge Design

Bridge Maintenance

Structural Design

Construction Management

Project Management

Site Supervision

Street Lighting

Waste Engineering

Traffic Engineering

Structural Surveys (Property & Structures)

Noise Studies

Highway Structural Maintenance

Quantity Surveying

These Services are included in the Scope of the Group’s Quality Management System to EN ISO 9001:2008. Additionally you will have the opportunity to gain experience in Materials Testing, Transport Planning and Highway Management.



In order to deliver these services, the Engineering Design Group comprises approximately 90 professional and technical staff with half this number relatively equally spread between Chartered and Incorporated status. There are also many other professionally qualified engineers covering other disciplines such as traffic engineering and management, waste management, highway maintenance and development management – to name but a few. A few of the Group’s key responsibilities are to provide;

• a comprehensive engineering service covering surveys, assessments, design and construction of bridges and highway related structures, waste management sites and recycling facilities in accordance with Directorate, National and European standards and the Group’s Quality Management System,

• a highway design and project management service for major projects across the County (such as the South Devon or Crediton Link Road schemes),

• a lead in developing major projects contained in the Local Transport Plan and to progress these projects from initial feasibility through to delivery,

• structural expertise and advice to this Directorate and other County Council services, including cases of structural failure, slope and cliff face instability,

• a traffic noise assessment service in relation to the Noise Insulation Regulations and the Land Compensation Act, and

• a civil engineering design service and project management support and technical expertise to the Waste Management Group.

As part of your structured training, you will have the opportunity to be involved with all of the teams delivering the above key responsibilities. It only leaves me to wish you every success in your training and your future career. Best wishes Dave Black Head of Planning, Transportation and Environment



2. ACHIEVING ICE MEMBERSHIP

The stages in qualifying as a member at any grade are:

• The achievement of the required educational base. • A period of responsible work experience under early guidance and decreasing

supervision, known as Initial Professional Development (IPD) while following the systematic maintenance, improvement and broadening of knowledge, skills and competence known as Continuing Professional Development (CPD).

• Success at a Professional Review. IPD leads towards the acquisition and development of the special skills and attributes needed to practise as a professional civil engineer. It bridges the gap between an educational base and a professional qualification. Acquiring learning and experience at work develops technical competence, and an ability to hold positions of responsibility and make independent judgments. The educational process and IPD can be concurrent. This is especially relevant to those studying part-time whilst working. However you must complete the educational base for your target membership level before finishing your IPD. The first part of your IPD should be structured to give the necessary breadth of experience, as defined in the ICE’s Development Objectives (DOs). The second part should be a gradual progression (dependent on a trainee’s personal development and commitment) towards increasing responsibility. This part should also provide time for consolidation of experience and for preparation for the Professional Review. The two parts may be concurrent or consecutive with the aim of acquiring the Attributes that must be demonstrated at the Professional Review. For more information and details of the Attributes and DOs please refer to Appendices C and D. Further details about routes to membership and requirements for membership can be found in the ICE publications:

ICE 3001A – Routes to Membership ICE 3002A – Route to Technician Membership

on the ICE website www.ice.org. More detailed guidance and advice about every aspect of achieving ICE membership is given in a series of Membership Guidance Notes which are worthwhile reading. A complete up-to-date list with links to all available Guidance Notes can be found by searching for document ‘MGN 0’ on the website.

Continuing Professional Development (CPD)

Educational Base

Initial Professional Development

Professional Review

ICE Membership


http://www.ice.org/


3. OUR COMMITMENT TO ICE TRAINEES Devon County Council undertakes to support trainees in achieving professional membership of the ICE by providing the necessary breadth and depth of work experience and responsibility required to achieve the Development Objectives and Attributes at the level required for the target grade of membership. Where necessary, trainees will be given the opportunity to transfer to work in other parts of the Organisation, or to be seconded to work in other Organisations, in order to achieve the necessary variety of experience. This support will also include the following.

• Registration of the Agreement and payment of the registration fee.

• Mentoring by the nominated SCE and DE and others as appropriate.

• Provision of in-house training courses and/or payment of fees and expenses to attend appropriate external professional courses and events. To be agreed in advance with the Delegated Engineer and Budget Holder.

• Reasonable allowance of work-time leave to attend professional training and

events.

• Provision of facilities and time for participation in written assignment group/s.

• Assistance in formulating a viable Development Action Plan (DAP), and in its achievement and periodic updating.

• Periodic (quarterly) review of training experience and achievement of DOs, DAP,

and validation of CPD records.

• Annual review of progress towards Membership by the SCE.

• Arranging annual visit from the MDO to meet and advise trainees.

• In-depth Training Completion Review to certify completion of training and assess readiness for Professional Review (Form ICE 3144A).

• Assistance in preparation for ICE Professional Review including allowance of

work-time, advice on reports and carrying out a ‘Mock Review’.

• Provide lead sponsor and help in identifying supporting sponsors for the ICE Membership application.

• Payment of fees and expenses to attend ICE Professional Review.



4. YOUR COMMITMENT AS A TRAINEE You undertake to take personal responsibility for your progress towards ICE Membership and to devote the time and energy necessary to make progress towards achievement of the Development Objectives at the level required for the target grade of membership. This will include:

• Maintaining your membership of the ICE.

• Writing periodic (quarterly) reports summarising your experience and what you have learned, and what DOs you believe you have achieved, for discussion with your SCE/DE.

• Attending relevant in-house training courses and events.

• Identifying appropriate external courses and events that will assist your

professional development.

• Attending meetings and events organised by the local ICE Branch/Club, to extend your knowledge and make contact with the local civil engineering profession.

• Assisting in organising CPD events, internally and/or with the local ICE

Branch/Club.

• Reading a broad range of technical papers and journals (including New Civil Engineer and the ICE Journals) to extend your general knowledge of civil engineering and current issues in the civil engineering profession.

• Agreeing an ongoing Development Action Plan (see Appendix E) with your

SCE/DE and working to achieve it.

• Maintaining a record of CPD to an approved format (see Appendix F).

• Building and keeping a collection of documentary evidence of your professional work to validate your professional experience.

• Ensuring that you meet annually with the ICE Regional Manager or a

Membership Development Officer from the RST for an objective appraisal of your progress.

• Agreeing an overall target for completion of the training agreement with your SCE/DE (subject to suitable training and development opportunities being available) and working to achieve it and then progress to the professional review.



5. QUARTERLY AND ANNUAL REVIEWS You are expected to maintain a summary of your work experience, recording outline details of projects on which you have worked, and focusing on your personal experience, responsibility and learning. This record should be presented quarterly as written Professional Development Report (PDR) which is delivered to the SCE/DE for discussion. Your PDRs are a record of your learning, experience, understanding and acquisition of professional competence leading towards sign-off of your DOs. They will become your personal source of reference for the future, and will also capture the information needed for your Experience Report which will form part of your application for Professional Review. PDRs are normally about 1,000 – 1,500 words long, but should also be supported by appendices containing:

• Chronological record of experience • Project reports

o Drawings, sketches, photographs, calculations • Record of CPD undertaken (Personal Development Record) during period

including; o Reading record o Technical meeting reports o Copies of technical articles

• Further learning record • Written assignments • Index to Personal Civil Engineering Library • Institution activities • Current affairs • Development Objectives review • Personal Development Action Plan.

It is your responsibility to compile and deliver your Professional Development Report to your SCE/DE and to arrange a meeting to discuss it and your current progress and future development. It is the responsibility of the SCE/DE to read the report critically and to find time to meet with you. The purpose of this meeting is to:

• monitor and plan your work experience within the organisation; • focus on what you have learned during the period; • identify and record progress towards the Development Objectives; • review your CPD record and validate the time and content claimed; • review and update your Development Action Plan.

These quarterly reviews are recorded in the Review Logbook (Appendix A).



The SCE will carry out an annual appraisal and review of your progress. The purpose of this appraisal is to:

• confirm that effective training has been carried out; • assess your experience and competence; • endorse DO achievement; • identify and address development areas; • review and update your Development Action Plan; • plan your work experience and training for the next year; • monitor and plan progress towards a successful Professional Review.

The annual appraisal is recorded on the ICE Form 3144 – Annual Appraisal and Training Review Completion Certificate (see Appendix B). This is a vital record document without which your training agreement and IPD cannot be signed off as complete. You should ensure that it provides a complete and up to date summary of progress and that gaps (eg late annual reviews) are accounted for and explained.



6. CONTINUING PROFESSIONAL DEVELOPMENT CPD is a cyclical process as shown below.

= DEVELOPMENT ACTION PLAN = PERSONAL DEVELOPMENT RECORD

You should discuss your development needs with your SCE/DE and produce a Development Action Plan which is updated at your quarterly and annual reviews (template in Appendix D). This will define your short-term and long-term development goals and the means of achieving them, although other professional development opportunities should not be ignored. Professional development activities comprise much more than organised formal training and may include:

• In-house training courses and events.

1. Review: Analysis/appraisal

Evidence of competence

gained

4. Assessing/ evaluating

achievement

Profile of competence and needs

2. Planning

Personal Development

Record

Development Action Plan

3. Development

activities



• External training courses and events.

• ICE and other Professional Institution seminars and evening meetings.

• Participation in professional discussion and essay groups.

• Watching training videos/DVDs.

• Personal study of technical manuals, standards, guidelines etc.

• Personal reading of technical books, papers and periodicals.

• Organising CPD events. Professional development should be wide-ranging and include technical, financial, contract and management topics. The ICE requires that Health & Safety and Sustainability should feature in the CPD record. All Professional Development activity should be recorded, with particular focus on what has been learned of professional value. The CPD record should be discussed with your SCE/DE at the quarterly review, and the recorded activities validated as being appropriate. A template for recording CPD activity is available in Appendix F. Further guidance can be found in the ICE publication ICE 3006A – Continuing Professional Development, available on the ICE website www.ice.org.uk .


http://www.ice.org.uk/


7. COMPLETION OF TRAINING AGREEMENT When you have achieved all the Development Objectives to the level required for the target grade of membership, and have accumulated the necessary days of CPD, the SCE will carry out a Training Review. This will be a rigorous assessment of your training to ensure that you have developed the required professional Attributes to proceed to the Professional Review. You will need to present:

• your CV; • a draft experience report with supporting documentary evidence; • your completed Development Objectives; • your validated CPD record; • your Development Action Plan showing completed and forward actions.

On completion of a successful Training Completion Review, the SCE will sign the “ICE 3144A - Annual Appraisal and Training Review Completion Certificate” to certify that you have satisfactorily completed your Initial Professional Development. The certificate must be countersigned by either the ICE Regional Manager or a Membership Development Officer from the RST and you will need to arrange to meet them for this purpose. This enables the ICE to monitor the effectiveness of training agreements and also gives you the opportunity of further contact time with the RST to discuss your preparation for the review. You are then responsible for applying for your Professional Review and for assembling all the supporting documentation required. The SCE/DE will provide advice and support as necessary. Professional Reviews are held in Spring and Autumn each year. Review dates and application deadlines for Reviews are published on the ICE website. You should allow at least six months between completion of the Training Agreement and the date of your Review in order to consolidate your IPD, write your experience and project reports and obtain the support of your sponsors. Note: If you happen to be leaving the employment of Devon CC before completion of the Training Scheme, then you should invite your SCE to record you progress to that date as a Partial Completion on the form ICE3144. You may then either:

• Transfer the Agreement to another approved employer • Self manage the remainder of the IPD and, when ready, apply for a Career

Appraisal



8. REGIONAL SUPPORT TEAM Your Delegated Engineer or Supervising Civil Engineer should be the first point of enquiry for more information about ICE Membership and the process leading to it. However, the ICE maintains a Regional Support Team comprising a Regional Manager and Membership Development Officers who may be contacted for further advice or clarification if necessary. The ICE South West Regional Manager and Regional Support Team can be contacted at the Regional Office:

ICE South West Unit 309 Tamar Science Park 1 Davey Road Plymouth PL6 8BX

Tel 01752 766230 or 766239

[email protected]

www.ice.org.uk/southwest



APPENDIX A: REVIEW LOGBOOK


RECORD OF QUARTERLY REVIEW

Review No: ……….

Date of Review: ………………………………………………………………………… Period covered by Review: …………………………………………………………... Comments on trainee’s report: How many Development Objectives were agreed as completed?.................... CPD Record agreed and validated: Yes/No Development Action Plan Reviewed: Yes/No Other agreed actions to be taken in next period: Action By Signature of Reviewer: ………………………………………………………………... Name: ……………………………………………….. Signature of Trainee: ………………………………………………………………….. Name: ………………………………………………

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APPENDIX B: ICE 3144: ANNUAL APPRAISAL AND TRAINING REVIEW COMPLETION CERTIFICATE Please download the latest copy of the ICE form entitled “ICE3144 – Annual Appraisal and Training Review Completion Certificate” from http://www.ice.org.uk. At the time of writing revision A is the latest.

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APPENDIX C: ATTRIBUTES OF A MEMBER Please download the latest copy of the ICE form entitled “MGN3 – Attributes of a Member” from http://www.ice.org.uk

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APPENDIX D: DEVELOPMENT OBJECTIVES Please download the latest copy of the Development Objectives from the ICE website. These are currently available as “ICE 3005A – Development Objectives” at http://www.ice.org.uk

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APPENDIX E: DEVELOPMENT ACTION PLAN

Name: Membership No.

Review of learning needs

Development Plan

Date

Ref In what area do I need to improve my performance?

How does this link to other objectives (e.g. employer, ICE, etc.)?

What do I need to learn in order to achieve this?

What will I do to achieve this?

What are the likely resources and support that I will need?

How will I evaluate a successful outcome?

What are my deadlines for meeting this target?

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APPENDIX F: CPD RECORD

Name: Membership No.

Development Activity

Evaluation

Ref No. Details of CPD activity Dates Effective learning time (hours)

Dev. Plan ref.

Key Learning Points, Benefits and Value, and other comments

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Environment, Economy & Culture Devon County Council

APPENDIX G: TRAINING MATRIX The following training matrix maps the various elements of the design and construction processes, background knowledge and key skills onto the ICE Development Objectives, to help trainees and SCEs/DEs in a number of ways. Trainees can plan their own experience to ensure that they gain experience in all the necessary areas of civil engineering to ensure that they have the breadth of knowledge required for Professional Review. SCEs/DEs can use the matrix to advise trainees of the knowledge and experience they need for Professional Review. Trainees can use the matrix to plan their Continuing Professional Development. Trainees can use the matrix when writing their Professional Development Reports and claiming achievement of the required Development Objectives. SCEs/DEs and trainees can use the matrix during Quarterly and Annual Reviews to assess progress and complete a Development Action Plan.


Development Objectives ICE3000

A1 B1 B2 B3 C1 C2 C3 C4 C5 D1 D2 E1 E2 E3 E4 Design and Construction Elements

Research and Development X X X X Survey/Data Collection X X X X Ground Investigation X X X Innovation X X X X Feasibility Study X X X X X X Preliminary Design X X X X X Detailed Design X X X X X X Contract Preparation X X X X X Specification X X X X X X Bill of Quantities X X X Pricing/Estimating X X X Project Management X X X X X X Contract Administration X X X X Site Management X X X X X X X X Site Supervision X X X X X X X X

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Background Knowledge Contract Law X X X X X Health and Safety X X X X X X Environment and Sustainability X X X X X X Quality Assurance X X X X Continuous Improvement X X Commercial Awareness X X Government and UK/EU Law X X History, Organisation, Role and Code of Conduct of the ICE X Current Affairs X Equal Opportunities/Diversity Awareness X Key Skills

Teamworking X Continuing Professional Development X X Verbal Communication Skills X X X X X Written Communication Skills X X X X X

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TRAINING AGREEMENT: INITIAL PROFESSIONAL DEVELOPMENT ... · PDF fileTRAINING AGREEMENT: INITIAL PROFESSIONAL DEVELOPMENT . towards Membership of the . INSTITUTION OF CIVIL ENGINEERS