Professional Development Seminar

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Professional Development Seminar
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• A reminder of who we are

• IMechE is a professional engineering body
  registered with the Engineering Council
• 80,000 members in 120 countries
• Founded in 1847 by George Stephenson
• Located in Birdcage Walk in Central London

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IMechE is

• A learned society
• A guardian of standards
• A body authorised to give peer
• recognition of professional status
• A voice for the profession
• A force for change

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• IMechE

• Our Vision Improving the world through
  engineering
• Our Purpose
• To lead and promote professional engineering
• Four key themes
• Education, Energy, Environment and Transport

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Professional Registration 1

• UK economy relies on the competence of its
• engineers and technicians
• Engineering Council has defined how we
• develop and evaluate engineering competence
• via UK-SPEC, leading to professional
• registration of engineers
• Meeting IMechE corporate membership
• requirements is a recognised route to
• professional registration (CEng, IEng,
  EngTech)

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Professional Registration 2
Benefit to Member

• Recognition of professional competence
• beyond educational base
• A medium for life long personal development
• Access to learned society activities and services
• A network of technical and social contacts
• Involvement in the development of the
• profession

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Professional Registration 3
Benefit to Employer

• Increased company credibility with customers
• and suppliers
• A culture of creativity, innovation and
• continuous improvement leading to
• Enhanced business opportunities
• Increased competitiveness
• A network of technical and social contacts

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Professional Registration
CEng/IEng/EngTech FIMechE
Fellow
CEng/IEng/EngTechMIMechE
Member
Associate
AMIMechE
MPD schemes and this seminar apply to CEng and
IEng only
Affiliate
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Profile of a Chartered Engineer

• Develops appropriate solutions to engineering
• problems, using new and existing technologies
• Promotes innovation, creativity, improved design,
  
• and production technologies
• Engages in technical and commercial leadership,
• promotes improved business processes
• Has effective interpersonal skills and
• demonstrates professional and personal
  integrity

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Profile of an Incorporated Engineer

• Develops solutions to engineering
• problems by the creative application
• of existing technology
• Undertakes engineering design,
• development and manufacture
• Engages in technical and commercial
• management of engineering projects
• and processes
• Has effective interpersonal skills and
• demonstrates professional and
• personal integrity

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UK-SPEC

• UK
• Standard for
• Professional
• Engineering
• Competence

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UK-SPEC

• UK-SPEC sets competence standards
• for CEng, IEng and EngTech
• The 5 competences for CEng, IEng
• and EngTech are common to all EngC
• engineering institutions
• Engineers become competent via
• education and professional development

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Benchmark Routes
Professional Development
B(Hons) Further Learning
CEng
Professional Development
MEng
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Benchmark Routes
Professional Development
HNC/HND/FD Further Learning
IEng
Professional Development
BEng
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Benchmark Routes
Technical Certificate as a part of an
approved apprenticeship scheme or NVQ3/SVQ3 or CG
HPD or Nat Cert/Nat Diploma or Approved
work-based learning programme or Relevant
qualifications assessed by a licensed
engineering institution
EngTech
Competence Development
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Acceptable Degrees

• In December 2006 IMechE decided to accept,
• without assessment, degrees accredited
• under SARTOR and UK-SPEC
• by other Engineering Institutions

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UK-SPEC Further Learning

• Three key elements
• - Engineering and science deepening
• - Technical broadening
• Wider knowledge of the application of
• engineering practice and related
• analytical methods
• - Non-technical broadening
• eg project management,
• ethical/legal issues, HR issues, IT systems,
• cost and quality management etc

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UK-SPEC Further Learning

• Depends on content of existing qualification
• May be
• Masters degrees/modules/courses
• Bachelors degrees/modules/courses
• Learning in the workplace
• Engineering science deepening must be at
• Masters level

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UK-SPEC Further Learning

• Approved FL schemes
• Individual FL plans
• Sample FL plans available
• Guidance available
• www.imeche.org/membership/academic/further

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The CEng competences

• A. Use a combination of general specialist
• mechanical engineering knowledge and
• understanding to optimise the application of
  
• existing and emerging technology
• B. Apply appropriate theoretical and practical
• methods to the analysis and solution of
• engineering problems
• C. Provide technical and commercial leadership

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The CEng competences

• D. Demonstrate effective communication and
• interpersonal skills
• E. Demonstrate a personal commitment to live
• by the appropriate codes of professional
• conduct, recognising obligations to society,
• the profession and the environment

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The IEng competences

• Use a combination of general specialist
  mechanical
• engineering knowledge and understanding to
  apply
• existing and emerging technology
• B. Apply appropriate theoretical and practical
  methods to
• design, develop, manufacture, construct,
  commission,
• operate and maintain products, equipment,
  processes,
• systems and services
• C. Provide technical and commercial management

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The IEng competences

• D. Demonstrate effective communication and
• interpersonal skills
• E. Demonstrate a personal commitment to live
• by the appropriate codes of professional
• conduct, recognising obligations to society,
• the profession and the environment

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Competences

• Competences are developed through 4 levels
  during
• Initial Professional Development (IPD)
• Level 1 Aware
• Level 2 Familiar
• Level 3 Skilled
• Level 4 Expert
• Progress against each competence is evaluated by
  the mentor
• during IPD and by the Panel at Professional
  Review interview.
• CEng and IEng require a minimum score of 3
  competences at
• Level 3 and 2 competences at Level 2, with all
  competences
• weighted equally

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IMechE Seminar

• comments and any questions

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IMechE Seminar

• Coffee
• morning syndicate groups
• delegates de-briefs

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• Group A
• Induction should set the scene for a
• Developing Engineer but may sometimes
• be weak
• 1. Review your induction what issues are
• covered, how and when?
• (Omit the routine HR, Health Safety, etc)

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• Group A
• Induction should set the scene for a
• Developing Engineer but may sometimes
• be weak
• 2. What other issues do you think should
• be included?

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• Group A
• Induction should set the scene for a
• Developing Engineer but may sometimes
• be weak
• 3. Who should be part of a Developing Engineers
  induction?

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• Group A
• Induction should set the scene for a
• Developing Engineer but sometimes may
• be weak
• 4. Could your induction be improved and if so,
  how?

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• Group B
• The setting of clear objectives for a
• secondment/project is essential for
• Developing Engineers
• 1. How are these set in your company?

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• Group B
• The setting of clear objectives for a
• secondment/project is essential for
• Developing Engineers
• 2. Who is involved and when are they set?

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• Group B
• The setting of clear objectives for a
• secondment/project is essential for
• Developing Engineers
• 3. Do you use assessment of competence
• against achievement of these objectives
• and if so, how is it done?

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• Group C
• Developing Engineers should always be
• asked for their views about their
• professional development
• 1. How and when is this carried out at your
  company?

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• Group C
• Developing Engineers should always be
• asked for their views about their
• professional development
• 2. What are the benefits for the company and the
  Developing Engineer?

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• Group C
• Developing Engineers should always be
• asked for their views about their
• professional development
• 3. What happens to your Developing
• Engineers recommendations how are
• they reviewed and implemented (if
• appropriate) ?

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IMechE Seminar

• Monitored Professional Development
• Scheme (MPDS)

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Accredited Scheme

• Some companies have a professional development
  scheme
• with prescribed job placements
• Other companies have Developing Engineers in a
  first post
• from when they join
• Employer business decision, not IMechE imposed

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Accredited Scheme

• Uses the business as a development vehicle
• Use live projects or placements of increasing
• responsibility
• Opportunities for developing competences

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MPDS history

• In operation since the mid 70s
• Developed with industry
• 270 companies operating the Scheme

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What is the MPD Scheme?

• Operated by the Company/Organisation
• MPDS monitors and assesses Developing
• Engineers through the whole of the Initial
• Professional Development period
• Leads to CEng MIMechE or IEng MIMechE
• (provided academically qualified)

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Benefits of MPDS

• Helps recruit and retain quality Developing
• Engineers
• Enables companies succession planning
• Provides a constant focus for the Developing
• Engineer
• Develops mentors
• Stimulates flexibility and innovative attitudes
• High pass rate for election to Member

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IMechE accreditation

• Formally started in 1989
• In-company assessment by two IMechE PDSC
• representatives
• IMechE panel look for
• Support from senior management
• Scheme organisation implementation
• Commitment of participants
• Quality and timeliness of DE records
• Accreditation requested by Developing Engineers
• Joint accreditation visits
• Documented outcome for PDSC consideration

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Company Application

• Company application (PDS) must
• indicate the purpose and scope of the scheme
• indicate what support and resources are available
• include the procedures for developing and
  assessing
• competences

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MPDS Mentor registration

• Chartered or Incorporated Engineers
• (of any discipline)
• approves previous experience claims
• assesses competences throughout the scheme
• reviews progress and re-focuses
• can extend or defer at any time
• reviews potential Further Learning requirements

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MPDS Developing Engineer registration

• Become a member of an EngC institution
• Register on an active company plan
• Ensure previous experience claims are agreed
• and registered
• Ensure that both DE and mentor can logon to
• e-MPDS

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MPDS Records

• Developing Engineer takes responsibility for
• his/her record keeping
• The quarterly reports for the last two years and
• the Final Assessment report provide the
• evidence of meeting the competences at the
  mandatory
• Professional Interview for CEng or IEng
  MIMechE
• e-MPDS now used
• Website www.imeche.org/profdev

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MPDS quarterly reports

• Pre-agreed company/task objectives
• Competences throughout
• Mentors comments, constructively critical
• Draft for mentor
• Plain English, no jargon and acronyms

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MPDS Assessments

• Mentors
• liaise with line managers
• Mentors
• complete with Developing Engineer
• Normally completed annually

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MPDS Assessments

• Focus on the achievement of competences
• Mentor to assess which competences have
• been achieved and at what level
• Brief plan of what experience will be gained
• and which competences are expected to be
• achieved in the next year
• Final assessment report

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Completion of MPDS

• Nominally four years CEng, three years IEng
• Final Assessment report (Mentor can defer)
• Quarterly reports for last two years
• Final Personal Report
• Development Action Plan
• Application form
• Competence based interview

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Summary of MPDS

• Company application
• Mentor and Developing Engineer registrations
• MPDS quarterly reports
• MPDS assessment reports (normally annual)
• Final assessment report
• Member application, Final Personal Report and
• Development Action Plan
• Mandatory, competence based interview

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IMechE recommendations

• Not appropriate for all companies

• Mentor group
• Line managers
• Buddy system
• Working party/steering
• group
• Roles and responsibilities

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e-MPDS online

• Web served system for recording MPDS activity
• MPDS is the QA route to registration as a
  professional
• engineer
• e-MPDS Online access 24 hours per day, 7 days per
  week
• secure log-in via IMechE website, or
  www.empds.org.uk
• Maps progression of Developing Engineers
• drop down menu for UK-SPEC competence framework
• for IEng and CEng
• Permanent records
• audit trail of plans, evidence and reports
• quarterly reports and assessment reports
• all evidence of achieving competences
• stores 20MB records

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Benefits of e-MPDS

• Benefits for companies
• all Developing Engineers on MPDS can be monitored
  on
• one system
• companies can simplify their current methods
• can remove the administrative burden of paperwork
• records are more accessible
• no investment in IT software
• free access for company scheme administrator
• free access for mentors to those they are
  mentoring
• Easier monitoring, less reason to fall behind
• assists performance review by showing progression
  on the
• scheme
• Create overall consistency leading to better
  practice

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Company Records Read only access to every
developing engineers record
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Submit Plans-Evidence-Reports each quarter
Developing Engineer
Submit a Plan (Optional) This sets the date for
the quarterly report period
Submit Evidence (optional)
Submit Quarterly Report (compulsory)
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2
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Mentor
Review and Accept Report
Review and Accept Evidence
Review and Accept Plan
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Each Year (normally) Assessment to score UK-SPEC
competences (within 2 months of due date)
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Plans 1.Create an Action Plan add Yr/Qtr 2.Set
quarterly date 3.Set objectives
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Submit Evidence against Plan 1.Use a title you
will recognise easily 2.Give a brief outline only
3.Add UKSPEC from the menu selector 4.Dont
upload sensitive items 5.Include several
activities to reduce the sign off time by the
mentor
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Evidence auto-maps to checksheet This gives
at-a-glance gap analysis. Useful if a
new mentor is appointed. Useful for
other managers to view progress If not
scoring evidence, an x appears x competence is
relevant but not scored 0 competence not
relevant to this activity
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Quarterly Report 1. Start Quarterly report 2.
Objectives from the Plan and UK-SPEC competences
from evidence are auto mapped to the ¼ report 3.
Auto sent to mentor for approval
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Quarterly Reports These are compulsory and must
be signed off by the mentor within 8 weeks of
the due date
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Assessment Report 1.Compulsory and must be signed
off by mentor with 8 weeks of due date 2.Evidence
auto generates from all Quarterly reports 3.Auto
sent to the mentor to complete the assessment
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Practical Tips for e-MPDS

• Update your contact details with IMechE
• Advise IMechE of changes to mentors or transfers
  from your workplace
• Use a common sense approach
• read the user guide and FAQs before commencing
• develop an understanding of UK-SPEC
• create items in order (eg a plan before creating
  evidence)
• dont upload commercially sensitive evidence
• dont overload the mentor with lots of items of
  evidence
• scoring evidence is optional
• use the help pages within the online system
  

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Review of morning sessions

• Comments and any questions

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IMechE Seminar

• Lunch

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Mentoring 1

• IMechEs definition

Wise counselling of a developing engineer in a
protected relationship which focuses on a
developing engineers personal development from
dependence and inexperience to maturity and
independent professionalism
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Mentoring 2
Provides

• Quality assurance and monitoring for the Company
  and the Institution
• A powerful tool for personal development
• Effective performance for the company
• A mechanism for coping with rapid change and
  increasing complexity

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Mentoring 3

• The Mentors responsibilities
• Manager of the relationship
• Interpreter
• Coach
• Assessor
• Counsellor

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Mentoring 4

• Manager of the relationship
• defines how the relationship will operate
• has frequent contact with line managers and
  delegate mentors
• advises on training and job placements
• advises on the politics and sensitivities of
  the workplace

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Mentoring 5

• Interpreter
• explains the company and IMechE requirements
• reviews any previous experience claim
• reviews potential Further Learning requirement
• helps translate the company generic plan into an
  individual programme
• explains the MPD scheme

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Mentoring 6

• Coaching is assignment specific
• discusses assignment objectives and their
  achievement
• develop skills to
• - design
• - practise
• - diagnose
• - evaluate

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Mentoring 7

• Assessor
• There will be formal and informal contact for
  discussion and review
• Maintain close liaison with line managers
• Focus on the assessment of competence
• Advise remedial action where necessary

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Mentoring 8

• Counsellor
• Counselling helps another person explore and
  understand their own potential and assists them
  in developing it to the full

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Mentoring 9

• The skills include
• active listening, ask open questions
• drawing out
• reflecting
• summarising
• advising

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Mentoring 10

• Counselling - important characteristics
• Establish a peer to peer relationship
• Avoid manager/subordinate roles
• Establish a confidential and trusting
  relationship
• The focus should be on the self-development of
  the developing engineer
• Mutual commitment and expectations
• A two-way street with high potential for mutual
  learning

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Mentoring 11

• Comments and questions

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IMechE Seminar

• Afternoon syndicate work
• Delegates de-briefs
• Comments and questions

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• Group A
• Mentoring sometimes presents problems
• for mentors
• 1. Review these problems and list the likely
  solutions

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• Group A
• Mentoring sometimes presents problems
• for mentors
• 2. What should a mentor expect from a Developing
  Engineer?

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• Group A
• Mentoring sometimes presents problems
• for mentors
• 3. How could mentoring be improved and supported
  in your company?

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• Group B
• Mentoring presents benefits and problems
• for a Developing Engineer
• 1. What are the benefits?

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• Group B
• Mentoring presents benefits and problems
• for a Developing Engineer
• 2. Review any problems and list the likely
  solutions.

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• Group B
• Mentoring presents benefits and problems
• for a Developing Engineer
• 3. What should a Developing Engineer expect from
  the mentor and the line manager?

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• Group C
• Line managers play a key role in any initial
• professional development scheme
• 1. How are line managers briefed about your
  scheme and the role of the mentor?

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• Group C
• Line managers play a key role in any initial
• professional development scheme
• 2. Could this be improved and if so, how?

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• Group C
• Line managers play a key role in any initial
• professional development scheme
• 3. What problems could a line manager have with a
  new Developing Engineer in the department?

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• Group C
• Line managers play a key role in any initial
• professional development scheme
• 4. List solutions to these problems

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The Professional Interview 1

• Conducted with an interview panel
• Discussions based on MPDS reports
• Will be assessed against competence statements
• - competences A-E on website citing examples
• Mentor can attend if an MPDS applicant is being
  interviewed

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Membership requirements

• Mandatory interview based on
• - application form
• - MPDS Reports
• - Development Action Plan

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The Professional Interview 2

• Interview panel will be judging
• - levels of responsibility and professional
  judgement
• - experience gained as a professional engineer
• - approach to problem solving
• - awareness of the engineer in society
• - presentation skills
• - commitment to CPD

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The Professional Interview 3

• Applicants are scored 1 - 4 in each competence
• Marked against competence statements
• Must achieve a minimum score of 3 in 3 areas a 2
  in 2 areas

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Interview outcome

• Interview panel recommendation goes to
  Professional Review Committee
• Outcome advised
• - Election to MIMechE or FIMechE
• - or, if the interview is not successful
• re-apply in one or two year/s
• reject
• How long do you have to wait?

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Alternative routes to membership

• Has the required Academic qualifications
• Has developed competence through having completed
  appropriate Initial Professional Development
• Can demonstrate required competence as a
  Professional Engineer at the Professional Review
  Interview

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Academic requirements IPD
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Alternatives to IMechEAccredited Degrees

• A degree accredited by another Engineering
  Institution under SARTOR/UK-SPEC
• A non-accredited engineering degree that meets
  our requirements
• Engineering Council examinations or alternatives
• Other relevant degree where the holder can
  demonstrate equivalent engineering academic
  knowledge
• Technical Report Route

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Initial Professional Development

• A good grounding in basic engineering principles
  that builds on academic knowledge
• Likely to be achieved in a position of
  professional responsibility
• Development should be such that an individual is
  capable of demonstrating competence as an
  engineer
• Normally would be a minimum of
• 4 years - CEng 3 years - IEng

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Professional Registration

• Application requirements for membership
• Completed application form
• Sponsorship of two professional engineers
• Proof of academic qualifications
• Professional review report
• Attendance at interview

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The Professional Review Report 1

• Structure
• Introduction - brief summary of career
• Main text - critique of your experience
• Select projects which demonstrate range/extent of
  responsibilities
• Include an organisation chart

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Professional Review Report 2

• How problems identified resolved
• Technical content - depth breadth
• Use of new emerging technologies
• Safety, quality environmental issues
• Your level of responsibility autonomy
• Identify size of project ()

• Where and how your role fitted in
• Leadership/management skills - direct or indirect
• Any budgetary and/or planning control
• Technical and commercial restraints
• Evidence of verbal written communications
  skills
• Learning points

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• comments or questions

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Professional Development IPD and CPD

• WHAT IS CONTINUING PROFESSIONAL
  DEVELOPMENT?CPD is defined as any activity or
  process that provides added value to the
  capability of the professional through the
  increase in knowledge, skills and personal
  qualities necessary for the execution of
  professional and technical duties often termed
  competence. It is sometimes called Life-Long
  learning or Continuing Education.
• CPD is self-managed process of maintaining
  professional competence and whilst it is not
  monitored by the IMechE, is obligatory under the
  by-laws of the Engineering Council for all
  professionally registered Members
• IMechE has a new service of Training Resources,
  now delivered through CPD. Please see all
  information at
• www.imeche/profdev/cpd
• or contact cpd_at_imeche.org .

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Go to the New Improved Professional Development
Portal to see IPD and CPD
Read more on the website www.imeche/profdev/cpd
- CPD and Training
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• Final comments or questions

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