Welcome to LCS CPD
These pages provide information on LCS CPD, covering.
- CPD Overview, detailing the rationale and how it works.
- Benefits, Support, outlining the benefits that CPD brings and the support available from the LCS to assist practitioners in their professional development.
- The CPD Cycle, describing the specific activities that a practitioner is expected to undertake to ensure that a rounded development programme is planned and recorded.
- The CPD Method, listing the practical stages that a practitioner will go through to plan, record activities and evaluate progress.
- Application, containing the application form, and information on suitability, cost and payment.
- FAQ, Glossary, containing typical questions asked about LCS CPD and a Glossary of CPD terms used.
What is Continual Professional Development?
CPD refers to the process of tracking and documenting the skills, knowledge and experience that you gain both formally and informally as you work. It is a record of what you experience, learn and then apply:
- It is a commitment towards the enhancement of personal skills and proficiency throughout your career.
- It enables learning to become conscious and proactive, rather than passive and reactive.
- Engaging in CPD ensures that academic and practical qualifications do not become out of date – there is continual upskilling and reskilling.
LCS CPD Summary
- You register to become an LCS CPD member and embark on an annual personal development cycle involving the creation of a development plan, the recording of development activities and the periodic evaluation of progress towards stated development goals.
- When registered, you become an LCS CPD Professional Practitioner, receive a certificate and you are added to the CPD Register on the LCS website. The LCS website personal profile indicates your CPD status.
- The LCS endorses your development plan and confirms that professional development has taken place over the CPD cycle period.
- At the end of the cycle you can seamlessly move to the next cycle
Why LCS Continuing Professional Development?
“We do not just build cars, we build people” – Toyota
Ongoing learning and development are fundamentally linked to continuous improvement in any role. Lean competency, therefore, should not be static, so it is imperative for the committed lean practitioner to improve his or her depth and breadth of knowledge and experience, to ensure that learning is embedded in behaviour and to remain abreast of the latest thinking around lean.
LCS Continuing Professional Development (CPD) offers a mechanism to help the career practitioner identify and establish his or her personal continuous improvement goals and a vehicle to signal to the business community that their competency is current and well practiced. It can be viewed as a personal PDCA model of improvement.
The LCS CPD framework complements the current LCS qualification structure. It is called LCS Professional Practitioner and aims to embed and strengthen a holistic lean mindset and capability through constant self-assessment, target-setting, sharing and reflection.
LCS Professional Practitioner
LCS Professional Practitioner is a self-directed CPD framework, where individuals from a variety of roles follow their own structured pathway, through ongoing self-reflection and identifying appropriate gaps in knowledge and practice.
Based on critical self-assessment, individuals set their own learning and practice targets for the year ahead, sharing their journey with colleagues and peers. Self-reflection and feedback from others allows individuals to take stock of their progress and continue their development.
How it Works
A CPD portfolio must be completed annually, demonstrating that the practitioner has been improving his or her overall lean competency. The improvement is evidenced through a range of practice, learning and communication activities that relate to an overall development plan. The portfolio comprises of an A3 development plan, a record of development activities and evidence of development progress.
The overall cycle has four broad stages:
Determine your gaps and opportunities and develop your CPD A3 annual plan. This will cover practice, learning and communication and a special planning template based on A3 thinking is used for this task. You should review and reflect on your plan about every four months, as well as a formal review annually.
Undertake a range of activities that link to your annual plan; these could be one-off or continuous activities. These are recorded in your CPD Activity Record, which should be updated immediately after an activity has taken place. The Doing phase continues throughout the year.
There are several dimensions to Checking. It is continuous, in that you should reflect on each piece of CPD activity you undertake, albeit this will often be brief. Checking can be more formal when your plan is reviewed annually. Checking involves self-reflection and contemplating feedback from others, in relation to your goals, your learning, the improvement process you used, what you have improved upon and where you can improve further. The CPD Progress Check Record is used to document development progress.
Assess your situation. Determine how to embed and standardise your new learning and practice; adjust your existing methods. Identify gaps in knowledge, practice or behaviour to be addressed in future plans.
Benefits of LCS CPD
- A clear indicator that you are up to date with the latest lean thinking and practice.
- Reassurance that your competence is being continuously improved as a result of a range of learning and practicing activities.
- The creation of ‘lean habits’ in the way you organise your personal development.
- Having a robust mechanism to motivate, guide and direct you along your lean professional development path.
- Opportunities for learning, sharing and networking with other Professional Practitioners and organisations via the CPD network.
- Tangible elements of achievement and competence to display and communicate, including the LCS CPD certificate and badge.
- Entry on the public register of LCS CPD Professional Practitioners
The CPD Discussion Forum
Professional Practitioners have access to a private forum to communicate with each other about any aspect of LCS CPD.
The LCS supports individuals through their CPD journeys by providing;
- A LCS CPD Handbook, providing a comprehensive guide to all aspects.
- Endorsement of CPD plans and evaluations.
- Examples of effective CPD, with commentaries on how individuals have progressed on their lean journeys.
- Information on and (where relevant) links to conferences, courses, webinars, videos, reading material and so on
- An LCS Professional Practitioner Certificate when registered, renewed annually.
- Frequently asked questions web page and discussion forum.
- LCS CPD community to share learning with a wider group of individuals from other LCS accredited organisations
- Clear guidelines on how to capture, share and log CPD activity
- Templates for planning and recording CPD activities
The CPD Cycle
The LCS CPD programme is structured around a PDCA framework, thus providing a cycle of development activity:
The Do part of the CPD cycle is the core ongoing element, comprising of three types of activities: learning, practicing and communicating.
The Annual CPD Plan
An annual CPD plan provides the framework for your ongoing practicing, learning and communicating activities and is a statement of intent regarding your professional development.
For each of the three core elements in your plan, you state:
- Your current state of professional development & goals
- The gaps in your competency
- The targets for competency improvement
- Your action plan
The ‘Doing’ Elements
Practicing and learning are the leading doing activities. Practicing includes projects, programmes and activities undertaken as part of a CI role. Learning is achieved through education, training and conferences etc.
Communication is achieved through teaching, sharing, writing, coaching and mentoring.
Note that reflecting on all your activities should be continuous.
|Practicing||Practicing is about using your skills in the workplace, applying knowledge learned and engaging in an activity for the purpose of improving something, solving problems.||
|Learning||Learning is about acquiring lean oriented knowledge or skills through formal education, training, study and on the job experience.||
|Communicating||Communicating is about sharing opinions, exchanging or imparting knowledge among colleagues, networks, communities or organisations.
Communicating is sub divided into SHARING KNOWLEDGE and TEACHING & GUIDING
TEACHING & GUIDING
Reflecting on Doing
Reflecting is about contemplating your learning and experiences and essentially asking the question, “what did I get out of this?” It involves critical thinking and critical reflection.
You should reflect on each CPD activity, answer these questions:
- What did I learn from it?
- How will I use this learning?
- What further action will I take?
Remember, reflection is an ongoing process.
Checking & Acting
Periodically check that the plan is on course or not – for example, new unforeseen opportunities have arisen, or priorities may have changed (by you or your organisation).
Act: adjust the plan accordingly, if warranted by the result of the checking activity.
Planning, Tracking Activities & Assessing Progress
There are three key documents used to plan, track and assess CPD activity – the A3 Annual Plan, the Activity Record and the Progress Check Record (all are Google Docs files). The A3 maps out your CPD plan for the year, with your ongoing CPD activities being recorded in the Activity Record, while the Progress Check Record captures your periodic and annual reviews – which can feed into the next iteration of your A3 plan.
Your Personal Cloud Based CPD Folder
Your key CPD documents are stored in your own cloud based storage area in Google Drive, along with other supporting documents. Only you (and LCS CPD Advisers) will have access to your folders. To update your CPD activities you simply access your activity record document, add an entry, date it and close it.
There is also a, evidence folder where you can store information that supports your activities – for example, A3 reports, project reports, presentations, awards, photographs, videos, etc
The Annual CPD Plan
Your annual CPD plan focuses on your intentions for practicing, learning and communicating. For each of these elements, you state:
- Your current state of professional development
- The gaps in your competency
- The targets for competency improvement, or countermeasures
- Your action plan
The template for the plan is shown below:
The plan is designed to fit on one side of A3 paper, using bullet points and succinctly written. If the plan strays on to two pages, you will be requested to edit it so it fits on one page! Guidance notes are provided in the CPD Handbook and sample plans are also available.
Ongoing CPD Activity Updating
Updating your activity record should take place frequently, preferably as soon as possible after the CPD activity has taken place. This ensures your recollection of the activity is fresh and accurate.
Once you have accessed your CPD Activity Record in your personal CPD folder on Google Drive, you add specific update information in one or more of the three categories, revise the Date of Update and close.
You can also add planned activities to the record, as you are likely to have several scheduled events like a course, conference, book to read, key presentation or project that you know are likely to have a positive development impact. You can then update the entry shortly after the activity has taken place with take-outs and future actions.
The Google Docs Activity Record document (above) has one line for each development activity. The description of the activity is added in column 4. Again, succinctness is the key for completion and the use of bullet points is acceptable; do not be compelled to add copious details for activities every time one is added. For example, if there is just one action, take-out or reflection arising out of an activity, then that is fine.
Note that each activity should link to an element in your annual plan – see column 5.
Reviewing Your Plan
You should aim to review your plan at least twice during the annual cycle and then at the year end.
The four monthly reviews can be a light touch check, which can take account of unanticipated changes in priorities that sometimes arise due to the unexpected twists and turns of working life that impact on your role and priorities. If there are substantive changes as a result of a review, then the A3 plan can be updated and a new version created.
The annual review should take place on the annual anniversary of the date you started your CPD process.
The review process comprises of a self-assessment of your progress in achieving the activity targets set in your annual CPD plan and you should use the Progress Check Record document for this purpose.
The progress check record refers to the activity targets in your annual plan and you make an assessment your success in achieving them by assigning a percentage completion number. You can list the activity reference numbers that relate to them as an evidence check and you may add notes or comments where appropriate. The completed year end form feeds into the next version of your annual CPD plan.
LCS assessors will check your review to ensure it is balanced and appropriate, meeting acceptable levels of development, with all components active and up to date. Once verified, your record will be updated and a new certificate issued.
Criteria for Acceptance
The LCS CPD process does not set quantified targets for CPD activities, for example, a certain number of learning hours, or conferences, or projects etc.
Rather, it focuses on the degree of achievement of a robust CPD plan that demonstrates solid progress and continual learning, personal development and improved practical ability.
CPD is aimed at lean/CI practitioners working in organisations or lean consultants working with clients on lean related projects. The lean element of the role may be full time or part time, though is likely to be a significant element. Practitioners will normally apply on an individual basis, though some organisations may choose to include CPD as part of their LCS accreditation package.
Ideally, those on the CPD path should have an LCS qualification, but it is not mandatory.
Applicants need to complete an on line form, in which they provide career and education details.
Once the application has been accepted, a message with will be sent with full instructions for payment of the fee and for starting LCS CPD.
The LCS CPD initial annual subscription is £175.00 (+ VAT) and the annual renewal fee is £145.00 (+ VAT).
Initiation & Ongoing Process Overview
- You complete and submit an application form.
- Pay CPD fee (eg via LCS Shop)
- LCS confirms acceptance on the CPD programme
- Certificate of CPD Registration sent
- You register on the LCS website (if not already registered)
- Add personal profile information.
- LCS changes status to CPD Registered.
- Name added to the CPD Central Register.
- Invitation sent by LCS to share personal Google Drive folder
- You set up access to your cloud based CPD folder on Google Drive
- You access the CPD A3 Annual Plan template and create your first annual plan.
- LCS reviews A3 plan and provides feedback and endorsement.
- You start the CPD cycle by recording activities on your CPD Activity Record as they take place.
- You undertake periodic checks on the A3 plan using the Progress Check Record
- Adjust plan and create a new version if necessary
- You undertake a 12 month self-assessment of the plan using the Progress Check Record
- Submit to LCS for endorsement
- LCS endorses and issues Professional Practitioner Certificate
- CPD Central Register updated by LCS
- You update the A3 plan for the next CPD cycle
Frequently Asked Questions
How often do I need to update my activity record?
Updating should be a continuous process, rather than batch the information for infrequent updates. The quality of the update is likely to be better if it’s done closer to the actual time it took place.
What is the status of those who have registered but yet to complete one CPD cycle?
They are referred to as Registered LCS Professional Practitioners
What is the title for those who are registered and have completed at least one development cycle?
The title is Approved LCS Professional Practitioner
Do I receive a certificate?
Yes, one when you are accepted indicating you are registered and undertaking CPD activity and one annually confirming your live approved CPD status.
How do I update my personal record?
You access your personal CPD cloud folder, open your activity record document and add a new line of activity. Once you have finished, add a date and close.
How much activity do I have to undertake to ensure I meet the CPD standard?
LCS CPD does not stipulate a specific number of hours of activity and uses a different approach to assessing developing, where clear progress and improvement can be demonstrated and evidenced. Over time we will monitor the time that is typically spent on CPD activities, which will provide some qualified guidance.
What sort of activities are considered valid to contribute to my CPD?
A broad range covering the three elements, including ongoing CI activities and specific projects in the workplace, a wide range of educational and training activities, conferences and seminars, self-study and research, making formal presentations, writing blogs or more formal articles, counseling and mentoring. You will need to undertake a balanced range of activities covering practice, learning and communication, and practice is likely to be the most significant component since this is likely to be integral to your job and a continuous activity. Learning is likely to take place periodically, in the form of a short course, seminar, workshop or conference, plus through reading and researching.
Do I need to hold an LCS qualification to be registered for LCS CPD?
It is not necessary to hold an LCS qualification to be registered.
How will my CPD status be communicated on the LCS website?
There will be a published directory of Professional Practitioners (name only). Your LCS web personal profile can contain a wide range of information about you. You can restrict how much of this is viewable by others.
How do you define a ‘lean’ activity that can count as part of my development?
Lean is used as an umbrella term for a wide range of continuous improvement approaches and the word may not be explicitly used. A practical activity that focuses on removing waste, improving flow, enhancing customer value or improving quality is likely to be eligible.
Is CPD undertaken on a private basis or can it be linked to my employer’s CI activities?
It could be either; it is up to you and your employer to decide. In the future the LCS CPD programme could be linked to an organisation’s LCS accreditation.
Will the LCS provide a list of suitable CPD learning activities or provide a signposting service?
Yes, information of lean oriented learning events is provided in the LCS Events calendar.
How much lean related work experience do I need before I can register?
The CPD cycle is appropriate whether you are relatively new to lean oriented roles or an experienced practitioner. The main criteria is that you should be working in a role with a significant CI element.
Do I need to be working in a full-time CI role to register?
No, though CI activities should be at least half of your work.
Glossary of Terms
Many of the words and terms used in LCS CPD have varying definitions and this glossary provides the LCS version of them.
A3: a structured problem solving and continuous improvement approach, that provides a simple and systematic approach to problem solving. It is typically shown on an A3 size page.
Cloud: Software and services that run on the Internet, instead of locally on your computer. Most cloud services can be accessed through a web browser.
Coaching: helping people to improve, develop, learn new skills and solve problems.It can involve focusing on attitudes and behaviours, as well as skills.
Competency: A group of related abilities, commitments, knowledge and skills that enable a person to act effectively in a job or situation.
Countermeasure: this is the proposed solution to your gap or means of exploiting an opportunity, (though the term was used to convey that there are no permanent resolutions to problems).
Facilitating: the act of planning, guiding and managing a group event to ensure that its objectives are met effectively, with clear thinking, good participation and full buy-in from everyone who is involved.
Gap: the difference between the current state and the desired state
PDCA: Plan, Do, Check, Act. A four step model for carrying out change, where cycle is repeated constantly for continuous improvement.
Reflecting: strictly speaking, this refers to critical reflection, which is a reasoning process to make meaning of an experience. It occurs when we analyse and challenge the validity of our presuppositions and assess the appropriateness of our knowledge, understanding and beliefs given our present contexts. (Mezirow, 1990).