Continuing Professional Development (CPD)
CPD comprises learning activities that enhance and keep individual professional knowledge and skills current whilst focussing on behavioural and workplace capabilities and technical competence. API helps all Members to develop their potential and adapt their careers whilst holding them accountable to the community through a compliance process.
Members are encouraged to embrace this ongoing learning and career adaptation process by regularly reflecting on their personal development, gaps, and need. Planning CPD activities ahead of time and recording outcomes is the best way to progress as a professional.
We require all Professional Members to meet specified CPD requirements.
We certify Members for completion of annual CPD Obligations, as evidence for third parties.
We provide guideline materials and advice for further detail and clarification.
CPD Compliance Obligations
1.0 CPD Point is accrued per 1 hour of CPD activity or equivalent (or 0.5 Points per 30 minutes). Each Member of the API is required to complete 20.0 CPD Points per calendar year, of which:
- At least 10.0 Points must be Structured CPD, as defined below; and
- At least 10.0 Points must be CPD in property; the remainder may be CPD in technical, professional or workplace skills for property practice.
Members undertaking valuations of Australian property must hold a current API Risk Management Module Completion Certificate. This is obtained by completing prescribed Structured CPD coursework or online modules every three years.
Members must lodge CPD claims online for API compliance and periodic audit. A brief description of the activity and what was learned should accompany a claim, other than for an API program. We need to see that an activity is legitimate CPD. Claims may also be supported by uploading event information or participation records.
Members receive an annual CPD Certificate upon fulfilment of CPD obligations.
Structured CPD should address individual development gaps and needs or update professional knowledge. This includes participation time in:
- A Seminar;
- Short Course;
- Technical site visit; and
- Online learning program.
This may also include higher education coursework and reasonable claims for associated study. Ideally, activities should be designed around learning objectives and outcomes – including assessment tasks. These may also become requirements of Structured CPD in future.
Structured workplace learning programs are claimable, but regular external peer interaction is encouraged. Reasonable claims for self-managed learning programs may be accepted if there is evidence of clear learning outcomes linked to individual development needs.
The API may on request provide advice on CPD points claimable for planned activities.
CPD points claimed for unstructured activities should reflect the extent of learning outcomes and reasonable equivalence to Structured CPD hours. Learning outcomes should be described when making claims for Unstructured CPD. This may include:
- Attendance at informal knowledge sharing events;
- Informal site visits;
- Private study;
- On-the-job training;
- Supervised practice; or
- Research for articles, technical resources or presentations.
Unstructured CPD may also include reasonable claims for relevant learning arising from coaching, mentoring, board and committee participation, professional certification or accreditation panels.
Whilst learning takes many forms, for CPD compliance purposes we do not generally recognise work tasks, casual reading, social networking, generic IT training or business meetings.
New and returning members, and members upgrading from Affiliate status, are exempt from current calendar year CPD points requirements on a pro-rata basis, for the period from 1 January to their commencement date.
A Member may on application be exempted from CPD points requirements for career breaks of between three and twelve months, beyond which Affiliate status is required. Career breaks may include parental, compassionate or sick leave, unemployment or other breaks from practice.
Members on career breaks should endeavour to keep up to date and, on return, should assess risks of outdated practice and seek targeted CPD and formal peer support accordingly.
A member returning to practice may be required to submit a Return to Practice Plan, outlining:
- Professional roles and responsibilities;
- Recent CPD and practice history;
- Initial peer support or supervisory arrangements; or
- A development needs reflection and CPD plan.
CPD non-compliances may have a range of consequences according to significance and past record. Consequences may include:
- Counsel and cautionary notice;
- Requirement for a CPD Rectification Plan; or
- Referral to Complaints Officer as a Professional Misconduct case.