I went on a “Your Guide to Chartership and Certification” course a few weeks ago, at Leeds Metropolitan University. I must admit, I didn’t go with the highest hopes – this is a compulsory course you have to do to complete chartership, so I did wonder if it might be a bit of a box-ticking exercise – but it was actually really useful. The guidelines for chartership are pretty clear, but it’s easy to lost track of where you’re headed once you’re in the middle of it, so this was a really useful opportunity to clarify some points, and get a reminder of what is actually expected of chartership candidates.
The afternoon was split between Michael Martin, talking about the Framework of Qualifications; Jane Walton giving the mentor’s perspective; and Jo Norry giving the assessor’s perspective. A previous chartership candidate also led a discussion on her experience of chartering.
Here’s the notes I jotted down, from what I felt were the most useful points made – apologies to all speakers but I didn’t actually record who said what!
What is your portfolio actually for?
- Gathering and presenting evidence
- To aid evaluation and reflection
- Also useful for appraisal/career change
- Demonstrate professional judgment
- Evaluation is more important than content
What should your portfolio contain?
- CV – this is your chance to add extra info that didn’t fit in your evaluative statement, e.g. voluntary work, courses attended, past employment, anything else that doesn’t fit under the assessment criteria but that you would like included
- PPDP – this should be different from the version you submitted at the start of the process, to show what progress has been made. Should also include an element of forward planning, i.e. what will you do next?
- Evaluative statement – you only get 1000 words for this, which is not much!
- Organisation structure chart and aims & objectives of your organisation – including these can allow you to save space in your evaluative statement, as you can spend fewer words on explaining your job
- Evidence of participation in mentor scheme – this can be a simple meeting log, or something more detailed
Types of evidence for portfolio:
- Staff reviews/evaluations
- Contributions to professional press
- Project briefs/reports/surveys
- Evidence of active membership of professional bodies
- Evidence of training you’ve delivered, e.g. evaluation forms, workbooks, etc
- Bibliography & list of visits made – both should be annotated. What did you get out of them?
- Evidence of work-based learning, e.g. responses to enquiries from clients/colleagues, testimonials
- Web pages – include screenshots as well as URL
- If including collaborative work, be clear about what you contributed
Writing your evaluative statement – how do you know if you’re evaluating?
- Not describing
- Measuring effectiveness
- Demonstrate how learning has been put into practice
- Asking questions and answering them! E.g. why did I do that? What did I learn? Did anything change? What would I do differently next time?
Most common reasons portfolios are rejected:
- Insufficient reflection
- Failure to evaluate the aims & objectives of your organisation
- Not relating issues to other sectors
- Not addressing how your CPD has affected your work, how you have applied learning