Staff/volunteer CPD hours logged; average ≥ 20 h / yr with cohort coverage
This criterion assesses the organization's commitment to continuous learning for all personnel, operationalizing ‘Ilm (knowledge), Kafāʾah (competence), and Amānah (trust). It requires a systematic approach where CPD is not just an average figure but a widely distributed culture of growth. It mandates a minimum average of 20 hours annually, supported by cohort-specific coverage targets to ensure equity. CPD is defined as structured learning (1 hour = 60 mins learning time) including courses, accredited modules, mentoring, and assessed self-study (capped). To ensure Iḥsān (excellence), all non-mandatory learning must include a reflective component (‘niyyah check’ and application), and mandatory compliance training acts as a gateway to service.
| Metric | CPD Performance Bundle |
|---|---|
| Target | Avg ≥20h; Cohort Coverage ≥85%; Mandatory ≥90% |
| Frequency | Quarterly Dashboard; Annual Board Assurance |
| Method | Dashboard tracking: (1) Mean Hours, (2) Median Hours, (3) % Cohort Meeting Target, (4) % Mandatory Compliance |
| Unit | Hours, %, Count |
Level 1: Initial/Ad-hoc
No organization-wide CPD program or logging. Learning is entirely ad-hoc.
Level 2: Developing
CPD is encouraged but ad-hoc. Average hours <15. No systematic TNA or gatekeeping for volunteers.
Level 3: Established
Policy exists. Average ≥15 hours. Logging is active but coverage is inconsistent (<80% of cohort meeting minimums). Mandatory training is mostly complete.
Level 4: Advanced
Systematic approach. Average ≥20 hours. ≥85% of each cohort meets minimums. ≥90% mandatory completion. TNA and Competency matrices are active.
Level 5: Optimizing
Embedded learning culture. Average ≥25 hours. ≥90% of each cohort meets minimums. ≥95% mandatory completion. Impact of CPD is evidenced (L1-L3) and linked to service KPIs.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Highly disproportionate for volunteer-run groups; informal guidance and basic mandatory briefing suffices. |
| Small | exempt | Formal TNAs, competency matrices, and quarterly dashboards are too administratively burdensome for 0-5 staff. |
| Medium | partial | Scale down to basic training logs and annual appraisals; complex counting standards and dashboards are unnecessary. |
| Large | full | |
| Major | full |
Applicable When
- The organization employs staff or engages volunteers.
- The organization aims for continuous improvement and development of its human resources.
Not Applicable When
- The organization is entirely run by one individual with no staff or volunteers.
- The organization is dormant or has ceased operations.
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Full import from mizan-297.json
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