Financial services employers should look beyond completed training hours when assessing whether advisers can apply their knowledge in practice, according to David Tait, founder and managing director of Redmill Advance.
For HR and learning teams, his argument is that attendance records need to sit alongside evidence of professional judgement, practical experience and changes in performance.
Measure what changes after training
Tait says a late rush to complete webinars ahead of Statement of Professional Standing renewal can turn continuing professional development into a compliance exercise. He advocates clear learning objectives, supervision and regular conversations about how new knowledge has been applied.
Hours show activity. True competence is evidenced through application, reflection and results.
David Tait, Founder & Managing Director, Redmill Advance
He argues that a webinar alone cannot demonstrate competence in a complex area of advice. Qualifications, ongoing learning, practical experience and supervision all contribute to development.
The regulatory context
The FCA specifies a minimum of 35 hours of annual CPD for retail investment activities, with 21 hours structured. This requirement should not be generalised to every financial services role. Firms remain responsible for monitoring competence and keeping appropriate development records.
Why it matters
For learning leaders, the practical question is how training improves the work an employee performs. Agreeing the intended outcome before an activity, then discussing its application afterwards, can help connect a learning plan to day-to-day capability.
Editorial illustration created for Onrec.
