Arrangements regularly audited by ICE staff. Self manage With assistance from a self appointed mentor professional engineer or line manager , obtain suitable experience to achieve Development Objectives. Support and assistance available from ICE staff. Advice also given. Why use Development Objectives DOs?

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ICE A. Route to membership 1. ICE approved Company Scheme. Arrangements regularly audited by ICE staff. Self manage. With assistance from a self appointed mentor professional engineer or line manager , obtain suitable experience to achieve Development Objectives.

Support and assistance available from ICE staff. Training Review. Career Appraisal. Same standard. Assessment by ICE assessors to ensure achievement of Objectives. Advice also given. Consolidation and preparation. Professional Review. Table of contents.

Why use Development Objectives DOs? To supplement this document ICE has placed on. Who can use them? How to use them. Guidance Notes MGNs which give more detailed. A mentor? How to use the Achievement Rating. A list of current MGNs appears in. What do you need to do to satisfy a DO? MGN 0. A Use your engineering knowledge and understanding to make the most of existing and emerging technology. B Apply appropriate theoretical and practical methods to the analysis and solution of engineering problems.

C Provide technical and commercial management. D Demonstrate effective interpersonal skills. E Demonstrate a personal commitment to professional standards, recognising obligations to society, the profession and the environment. F Personal Record of Achievement. Revision A — no criteria have been modified. Changes relate to procedures. Principal changes are: further explanation on how DOs should be used particularly for those with extensive experience; some additional examples added; clarification of details of those endorsing achievement.

Extract from Royal Charter. ICE values the diversity that individuals with differing backgrounds and abilities bring to the Institution; it. Why use Development Objectives?

Development Objectives DOs are an essential tool for planning and recording your learning and development en route to completing your Initial Professional Development IPD. Achievement of all the DOs will not in itself make you a professionally qualified member of the Institution, but should ensure a sound and broad base upon which you can build the technical, professional and managerial competence that is required at the Professional Review.

Employers who wish to include additional specific development objectives of their own should do so by extending the number of example activities rather than produce additional objectives. The Development Objectives have been drafted so that they can apply across the ever-widening range of activities that comprise civil engineering. This could include design, implementation and operation in the fields of research, construction, transportation, energy, the environment, and many other specialist disciplines.

If you are a Student you should start working towards achieving your DOs during your academic studies, particularly if you are on a part-time or day-release course. Experience in industry during vacation or work placements or while carrying out unpaid voluntary work can also be valid IPD. If you are in the early part of your career you should use DOs to plan ahead, ideally in conjunction with a mentor who can guide and support your development. You should confirm each level of achievement as it is reached as part of the plan for your short and long-term future development.

If you have many years of experience and are considering an application for a Career Appraisal, you should use the DOs to record all your experience gained to date. Use this document as a checklist to structure and record how you have achieved the various DOs. The effort you make will also pay dividends when you come to prepare your documents and thoughts for a Professional Review. These are not intended to be prescriptive and are included only to provide guidance in the interpretation of the Objective.

The DOs are, to an extent, task-oriented. In working your way through them, you and your mentor should also bear in mind the Attributes for the various grades of membership, which you will ultimately need to demonstrate at a Professional Review.

In particular you should note that some Attributes are about how you carry out your duties and the characteristics that you will need to display. With advice from your mentor you should make every effort to acquire these additional characteristics, particularly in the latter part of your IPD. In addition, in some cases you might also be assigned.

If you are not registered on an Agreement you should. If not, he or she should be. Each DO is given an Achievement Rating against the following scale. You must appreciate why the DO is important and why it is done.

You must have a basic understanding and knowledge of the DO and how it is achieved. You must have achieved the DO, or part of it, working under supervision. You must have achieved the DO several times in different situations, having the competence to assist others and to work without supervision.

You will need to demonstrate that you have achieved the required rating for each Development Objective. On each DO sheet, you should set out when, where and how you have achieved that particular DO. If you are in the early part of your career and following an Approved Training Scheme or aiming for a Career Appraisal, you will have regular meetings with your mentor.

Regular and progressive assessment and sign-off at A, K, E or B levels provide valuable evidence of ongoing mentor involvement in your development. The typical evidence which you might present to your mentor is likely to be a combination of your personal documents eg personal reports, diaries, Continuing Professional Development record and documents arising from your work eg drawings, sketches, calculations, letters, reports, etc.

It is essential that this evidence is underpinned and enriched by regular discussions and question-and- answer sessions with your mentor. Endorsement by a mentor, possibly another professional, is helpful to Career Appraisal assessors but it is not essential. Claim of. Date achieved. Continued from previous page. ICE Membership No. The dates achieved should be entered on the individual Objective sheet.

Those endorsing this record should complete the lower section with their personal details. Details of those endorsing satisfactory achievement above. Job title. Useful Contacts. Application dates and dates of interviews can be found at ice. One Great George Street. Registered charity number. Charity registered in Scotland number SC ICE A, v3, Dec Learn more about Scribd Membership Home. Much more than documents. Discover everything Scribd has to offer, including books and audiobooks from major publishers.

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Development Objectives

ICE A. Route to membership 1. ICE approved Company Scheme. Arrangements regularly audited by ICE staff. Self manage.

IEC 62109-1 PDF

Development objectives

ICE professional development manager Mike Rogers explains. Sorry, your subscription does not provide access to this content. Please check you are logged in if you have a subscription. Prices shown are exclusive of taxes, if applicable tax will be added during checkout.


Routes to membership: understanding the ICE 3000 series

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