The construction industry stands at a pivotal moment.

In recent years we have witnessed unprecedented change across building safety reforms, increasing regulatory expectations, sustainability commitments, digital transformation, artificial intelligence, modern methods of construction and rising public accountability/

As members of CIOB, we commit to maintaining competence throughout our careers. That commitment exists not simply for our own benefit, but for the benefit of our employers, our clients, our colleagues and, most importantly, the public who depend upon the built environment we create and manage.

Professionalism is not something we achieve once through chartership; it must be continually earned. CPD is one of the clearest ways we demonstrate that commitment.

A welcome evolution in professional standards

CIOB's updated CPD policy for 2026 onwards represents a significant and welcome step forward in strengthening professionalism across the Institution.

Members are now required to complete a minimum of 25 hours of CPD annually, including at least three hours of CPD in four core themes: Professionalism, Quality, Health, Safety and Wellbeing, and Sustainability. This must be supported by an annual reflective statement demonstrating how learning has influenced both current practice and future development. Learning must also align with four core themes: Health, Safety and Wellbeing, Sustainability, Quality, and Professionalism.

Attendance alone does not equate to competence. The true value of CPD lies in what has been learned, how that learning has been applied and how it improves future performance. In placing reflective practice at the heart of its approach, CIOB has aligned itself with the broader direction of travel seen across leading professional institutions.

CPD is about competence, not compliance

But too often, CPD is viewed through the lens of compliance. Many professionals still see it as something that must be completed before renewal, before audit or before a deadline.

That mindset misses the point entirely. CPD is a mechanism for maintaining competence and is how professionals remain informed, current and capable in an industry that changes constantly.

It’s also how we improve judgement, reduce risk, improve quality, and strengthen public confidence in our profession. The most effective professionals I have encountered throughout my career share one common characteristic, they are lifelong learners.

The construction industry is no longer a profession where yesterday's knowledge is sufficient for tomorrow's challenges. Professional development should therefore be viewed not as a burden, but as an investment in ourselves, our careers and in the profession.

Leadership starts with us

At the Hemel Hempstead Hub, we believe that leadership begins with self-examination. If we are encouraging members across our region to embrace CPD and lifelong learning, then we must be willing to examine our own behaviours first.

Recently, our Hub Committee undertook a benchmark review of CPD engagement amongst Committee members.The objective was not to create competition or assess individuals, but to understand behaviours, identify opportunities for improvement and demonstrate leadership through transparency.

As of July 2026, of the eight Committee members invited to provide their 2026 CPD position:-

•    Seven provided submissions, with one outstanding 
•    Recorded CPD activity ranged from 11 hours to 41 hours
•    Total recorded CPD was 160.5 hours
•    Average recorded CPD was 22.9 hours per member
•    Three members had already exceeded the CIOB annual minimum requirement of 25 hours
•    Several others were progressing strongly towards achieving their annual requirement 

These findings were encouraging, demonstrating strong engagement with professional development across the Committee and reinforcing the importance that our volunteer leaders place on lifelong learning. However, the exercise also highlighted the reality that workloads, responsibilities, career stages and personal circumstances all influence how individuals engage with learning throughout the year.

Most importantly, however, the exercise reinforced the simple principle that what we measure influences what we do. The simple act of measuring and discussing CPD prompted constructive conversations around learning, competence and accountability, leading to increased awareness, engagement, and a focus on improvement.

The opportunity for the CIOB community

The role of a modern CIOB Hub is greater than simply organising events. Our responsibility is to create a professional ecosystem that supports learning, competence and career development throughout every stage of a member's professional journey. 

At the Hemel Hempstead Hub we are fortunate to represent a diverse and highly experienced professional community. Within that community exist enormous opportunities for learning.

The Hub can help members fulfil their professional obligations through:-

•    high-quality CPD events
•    mentoring
•    site visits
•    chartership support
•    networking and peer learning
•    knowledge sharing

Many of the most valuable professional development experiences occur through conversations, mentoring relationships, site visits and shared experiences. A successful Hub helps transform these opportunities into meaningful professional growth.I believe there is also an opportunity for CIOB to go further. 

The Institute has recently committed to providing anonymised data on CPD completion at Hub level, and is considering the feasibility of measures to increase insight into CPD completion. Rather than creating competition among Hubs, this should be about strengthening awareness, driving engagement and encouraging continuous improvement.

Other potential insights I would suggest could also include:-

•    Percentage of members actively recording CPD during the year
•    Average CPD hours by membership grade
•    Regional engagement trends
•    Distribution across CPD themes
•    Formal versus informal learning trends
•    Reflective statement completion rates
•    CPD audit participation rates
•    Emerging learning priorities across the profession

This type of anonymised data would provide valuable insight into how the profession is behaving, and would help keep professional development at the forefront of members' thinking year-round rather than only at renewal or audit time.

A call to action

My challenge to members is simple. Don’t wait for renewal, or until you’re called for audit. Record your learning regularly, reflect on your learning, and consider how it has improved your competence and decision-making.

My challenge to Hub Committees is equally straightforward. Lead by example, promote learning, benchmark engagement, support members and create opportunities for development.

And my challenge to CIOB is to continue to raise standards and strengthen professionalism, but to also consider how greater visibility of CPD engagement can help create an even stronger culture of lifelong learning across the Institution.

Ultimately, what we measure influences what we do. What we report influences what we prioritise. And what we prioritise ultimately shapes the standards of our profession.