How will the framework work with a CPD system?
This is explained in detail in the CPD Tools and Guidance Section of the RDNA web site, but essentially, the development needs identified should be discussed with you manager and objectives and actions to address these agreed. You are then responsible for planning, prioritising, undertaking, monitoring, tracking, reflecting on and recording progress, outcomes and learning points. You can use this as a source of material for progress discussions with your manager, and it could become a useful source of evidence to use if you are applying for a new role, or promotion, but most importantly, it is to help you take control of and drive your own development. If you undertake CPD already, this should complement and support what you are doing – there must be no duplication.
