There is no required template for recording continuing competence activities. Attorneys should adopt a method that suits them and the only requirement is that it is capable of being provided to IPReg if they are asked to do so. They could choose to use their firm’s internal training log, a paper or electronic diary or the CPD log in their IPReg account.
There is no word count or minimum length of a continuing competence record. Instead, attorneys should focus on the quality of the record which should convey
(1) the learning outcome desired,
(2) the activity undertaken to address the development need and then
(3) an assessment of how well the activity met the knowledge or skills gap and the impact it will have on the attorney’s practice.
The Continuing Competence Guidance contains some template records attorneys can use and adapt to their own needs. We updated this guidance with examples of continuing competence records provided by some attorneys during the 2024 thematic review. These could be used as a guide or inspiration for attorneys to create their own template that best suits their needs.
It will be for the attorney to decide whether a particular activity met the desired outcome for learning and development, as it is the attorney who has identified the area for development and has chosen the particular activity to address the skills or knowledge gap. Not all activities will completely address an identified learning objective and it may be necessary for the attorney to identify additional or alternative ways to achieve the desired outcome. This does not mean that the attorney has not complied with IPReg’s continuing competence requirements; rather it demonstrates that the process of continuing competence is ongoing and can be iterative.
What is meant by "evaluation"?
You are asking yourself “What will I do different as a result of this activity?”
You could also ask yourself: • Did the activity achieve my learning or development objective? • What did I learn? • How can I apply my new knowledge? • How will this change my approach? • Do I need to take further action? If so, when? • Can I share this learning with others? • Will I need refresher or more targeted training in this area? • Has my client / employer / team / trainee benefitted from me doing this? How? Evaluation is important because it gives you the evidence you need to show that you have met your learning objective, or it can help you identify whether you still have more to do.