CPD requirements and obligations

All current members (AssocRICS, MRICS and FRICS) and APC assessors (even if formally ‘retired’) must record their CPD activity online. APC candidates should continue to record their activities on the APC templates.

All members must complete 20 hours of CPD activities by 31 December. You have until 31 January to record your completed activities online.

Log in to the member portal or RICS Member app.

If there are circumstances that render a member unable to submit their CPD records online due to a disability or incapacity, then RICS will make reasonable adjustments. The member should notify RICS either by email cpd@rics.org or call +44 (0)207 695 1670 and an RICS advisor will be more than happy to outline the options available to them.

CPD requirements for members

1. All members must identify, plan, undertake and record CPD which is relevant, adequate and appropriate.
2. All members must undertake a minimum of 20 hours CPD each calendar year (January to December).
3. Of the 20 hours at least 10 hours must be structured  CPD. The remainder can be unstructured CPD. (For guidance, see below and download examples.)
4. All members must maintain a relevant and current understanding of: professional and ethical standards (as previously), sustainability, AI & data and technology during a rolling three-year period. Any learning undertaken in order to meet this requirement must be structured CPD.
5. Members must record their CPD activity online by 31 January.
6. Members must record learning outcomes and reflections on professional development and learning needs identified.
7. An annual declaration stating that relevant, adequate and appropriate CPD has been undertaken must be completed by the 31 January.
8. If in any given 12 month cycle a member undertakes a longer period of training e.g. a Masters programme, up to 10 hours may carry forward to the following year and count towards that following year’s CPD requirements. Such hours may be carried forward for a maximum of 24 months (10 hours for each year, up to a maximum of 20 hours).
    

In certain circumstances it may be difficult to meet the minimum CPD requirements. This may include the following groups:

• members on maternity, paternity, adoption or family raising leave
• members who are unemployed
• those who are on long term sick or may currently be non-practising for other compassionate reasons.
   

In these circumstances we would ask that members keep up to date at least informally and that they consider their learning and development needs prior to returning so that they are ready and competent to return to work when able to do so. Members who feel that they may have difficulty in meeting the requirements should contact us as soon as possible. Our Frequently Asked Questions may also help.

Structured CPD

Structured CPD can be any form of learning activities where there is a structured approach, where learning outcomes can be easily identified, and where the Member will enhance their knowledge of a particular subject or their professional skills in a way which is relevant to their work. Typically this includes webinars, seminars, conferences, lectures, workshops; not reading or listening to podcasts. We may request to see evidence of any structured CPD activity; this may include demonstration of learning outcomes together with any supporting documentation.

Unstructured CPD

Unstructured learning is any self-managed learning that is relevant or related to the Member’s professional role which has a clear learning purpose, but where there is a less structured approach to the learning content and/or learning method. This could include activities such as private study, on-the-job training, attendance at unstructured seminars or events.

Gain all your unstructured CPD hours from one reliable resource with isurv - learn more here.

Activities that do not count as CPD

Any CPD activity, whether structured or unstructured, should be planned wherever possible and be relevant to your role or specialism. Any activity that does not have a clear learning objective that relates to your role and specialism cannot be considered as appropriate CPD. Activities such as networking, social events, unstructured team building or planning events and involvement on boards, committees or clubs that have little or no relevance to your professional role will not count towards your CPD requirements.

Mandatory CPD

All members must undertake and record CPD on the following stipulated mandatory topics:

• RICS global professional and ethical standards
• AI, data & technology
• Sustainability.
   

For CPD to count towards these mandatory topic requirements, it must be Structured and must be a minimum of 1 hour in duration.

Such CPD must be undertaken and recorded on a rolling three-year basis, with each topic being covered at least every three years.

Such CPD must be recorded with RICS in the usual way, by the same 31 January deadline, immediately following the January – December CPD year.

In keeping with current arrangements, members who are affiliated with statutory or RICS schemes are still required to comply with these schemes' specific CPD obligations. Scheme-specific CPD is counted as structured = CPD.

Obligations for firms

Regulated firms have obligations to ensure that staff meets the following requirements. The requirements in the Rules of Conduct are as follows:

• Competence: 'a firm shall carry out its professional work with due skill, care and diligence and with proper regard for the technical standards expected of it'.
• Training: 'a firm shall have in place the necessary procedures to ensure that all of its staff are properly trained and competent to do their work'.
• For their own benefit as well as to meet the requirements of the Rules of Conduct, firms are well advised to have an active involvement in the training of employees to ensure they remain competent. A good appraisal system will include the ability to identify and rectify gaps in knowledge and skills, and allow employees to record the learning activities that they have undertaken. A firm should also be supportive of employees' personal development, for example through allowing study and training time during working hours or through annual leave, or through helping employees financially to undertake learning.
   

Training for firms

Ensuring staff keep their skills and knowledge up to date and that they remain competent to perform their duties is vital for firms. A comprehensive training programme benefits not only the firm, but also its members of staff and customers. A comprehensive training policy is important for the following reasons:

• competent, well-trained staff are an important part of offering a good service to customers and meeting our expectations of a regulated firm.
• a clear policy on ensuring competence of staff can help to attract customers and win contracts.
• maintaining employees' competence can go a long way towards defending claims of negligence by clients or complaints made to us and avoid costly insurance claims.
• offering training and chances for career development can help attract a high calibre of staff to your firm and improve the retention of employees.
   

Meeting training requirements

As part of their annual return, firms are currently asked whether they have procedures in place to comply with this rule. It's important that your firm can answer 'yes'. There are many ways that firms can fulfil their training obligations to ensure employees remain competent.

Assist employees in their learning

Employees should be supported in their personal learning: this is an important part of being a responsible employer. Members of staff may be offered financial support for learning, allowed time off work in order to study or attend courses, or allowed study time in work.

Provide a training and development system

It is best practice to have a policy in place to offer training and development to employees. This might be through providing in-house training or through sourcing courses externally. Members should consider different ways of providing training. It need not be limited to technical skills but may also include 'soft' skills such as report writing or IT. Apart from courses, effective training methods might include lunchtime seminars provided by expert members of staff, mentoring or online learning.

Identify and rectify gaps in performance

The firm should have a procedure in place to identify any gaps in performance at a corporate, departmental or individual level. Managers should identify areas in which individuals require training and this should be linked to the firms' appraisal process as part of their training and development policy.

How we monitor CPD

RICS Regulation can use the online CPD management portal to check compliance statistics and CPD records.  This information may be shared with your employer if they are a regulated firm.

Difficulties with CPD

Your CPD activities should be recorded on the online CPD management portal on an ongoing basis. If you have difficulties undertaking CPD or recording your activities online, please inform RICS Regulation at the earliest opportunity:

• in the first instance we will provide guidance on how to overcome any issues.
• we reserve the right to take sanctions against members who fail to meet their CPD requirements. However, we will only look to penalise members for non-compliance as a last resort.