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Quarterly IPD review agenda

The ICE does not demand that this is done in a particular way but I find the below useful to provide structure.

Pre-meeting

Submit your Quarterly Report or Presentation notes and the Attribute Achievement form (see below) and email to your Delegated Engineer/Mentor 1 week before the Review Meeting.

If you are doing a presentation, make sure it happens before your meeting and that your DE/Mentor is available to attend.

At the meeting

Continuing Professional Development review

This should be a short part of the meeting to check you are keeping up with doing and recording your CPD and to suggest appropriate CPD for the next quarter. Also to check you are up to date with your annual SCE reviews.

What to bring: Development Action Plan (DAP) and Personal Development Record (PDR). These must be in the ICE format.

The ICE expects 30 hours per year. Aim for a broad range of CPD activities linked to your DAP.

Apprentices should also bring records of their academic progress and "off the job training" records. This needs to amount to 20% of your time over the whole year (approximately 350 hrs/year).

Quarterly Report/Presentation discussion

In this section we will discuss the material in the quarterly report/presentation. It will focus on what your achievements are and how well you have put them across.

Attribute sign off

In this section we'll review your current level of sign off. You will put forward the case for the level of sign off you feel you are at now. We will discuss and agree this at the meeting.

Meeting outputs

  • Actions agreed & recorded for next quarter

  • Current IPD sign off level agreed

  • Date for next meeting agreed

Post meeting

  • Trainee requests sign off of attribute levels agreed in meeting on ICE IPD website.

  • DE signs off agreed level on ICE IPD website.

Attribute achievement form

As well as the quarterly reports it is good practice to keep a single document (either Word or Excel).

Your Attribute Achievement form should contain brief bullet point descriptions of activities.

For each entry you can add what level or sub-heading of an attribute you think you are demonstrating.

This sort of document is helpful because:

  • Both trainees and mentors can review quickly how much knowledge, experience and ability you're developing against all the attributes

  • Using this you can set targets and seek out experience you may be lacking

  • When coming to the review or EPA it is a useful document to refer back to when thinking of the best evidence from longer ago to mention in your CV