CAs are lifelong learners who undertake relevant CPD activities to achieve competence for post-qualification roles. These include, amongst others, responsible leadership and value creation in diverse environments, which are deemed complex and/or ambiguous.
Lifelong learning: The development and acquisition of competencies after entry to the profession (post qualification) are not limited to demonstrating abilities in relation to responsible leadership or making impactful decisions whilst influencing others, but are likely to occur in many spheres of competence, depending on the specific roles and responsibilities to which a CA is exposed. Professional competence needs to be maintained (by remaining abreast of changes in existing technical and enabling competencies) and developed (to incorporate new technical or enabling competencies or improve proficiency levels linking to technical and enabling competencies) in areas which relate to a particular field/role in which a CA is generally active after entering the profession. In order for these competencies to be effectively and appropriately maintained and developed, CAs need to embrace lifelong learning as a professional value and attitude.
The CA(SA) Post Qualification Competency Framework is positioned here as a tool to assist you in developing your CPD reflective plans. Your CPD Reflection is an integral part of the CPD process. It is especially important if you want to get the best results from your CPD activities.
The Planning Phase requires you to consider and record your current and future roles and to reflect on the developmental areas that you consider most important for your professional growth and development. Once these areas have been recognised, you will be required to complete CPD activities that fulfil your identified learning needs. These activities may take on several different forms, from formal academic programmes to peer discussions to self-reading. Anything that results in the desired learning outcome being achieved is considered CPD. The object of the learning outcome
The number of learning needs you list will be dependent on the nature of the work you are currently undertaking and the future roles you may wish to assume. In addition, identifying your learning needs will be driven by information available to you through performance reviews, changes in the profession that affect you, the SAICA Competency Framework and the potential compulsory areas publish by SAICA from time to time.
You can access your CONTINUING PROFESSIONAL DEVELOPMENT REFLECTIVE PLAN CLICK HERE