Cpd & Competence Management

Section 1

Purpose

Continuing Professional Development (CPD) is the mechanism by which RICS members maintain and develop their professional competence throughout their careers. For a QS firm, CPD is simultaneously a mandatory regulatory requirement under RICS Rules of Conduct Rule 2 and Appendix A Obligation 5, and a quality management requirement under ISO 9001:2015 Clause 7.2 (competence). The Responsible Principal is responsible for ensuring that all RICS members within the firm meet their CPD obligations.

Competence management is broader than CPD alone. ISO 9001:2015 Clause 7.2 requires the firm to determine the competence required for each role affecting quality, ensure that staff have that competence, take action when gaps are identified, and retain evidence. For a QS firm, this means maintaining a competence/training matrix for all fee earners, linking CPD activities to identified competence requirements, and evaluating whether training has been effective in building competence — not merely recording attendance.

A revised RICS CPD framework takes effect from January 2026, replacing the current framework. All RICS members and Responsible Principals should monitor rics.org for details of the updated requirements ahead of implementation. This guidance note covers the current framework (applicable at April 2026) and the competence management obligations under ISO 9001:2015 that apply independently of the specific CPD framework in force at any given time.

Section 2

Key Principles

RICS CPD — Current Requirements (at April 2026) — All RICS members must complete a minimum of 20 hours CPD per calendar year. Of the 20 hours: at least 10 hours must be formal (structured) learning; the remaining 10 hours may be informal (self-directed) learning. CPD must be completed by 31 December each year and recorded in the RICS MyAccount portal by 31 January of the following year. Formal CPD includes: RICS events, accredited webinars, structured courses, workshops with defined learning outcomes, and in-house training with a verifiable learning component. Informal CPD includes: private study, reading technical publications, internal knowledge-sharing, and on-the-job learning from new project types. (RICS CPD Compliance Guide, current at April 2026)
Revised CPD Framework — January 2026 — RICS confirmed a revised CPD framework to take effect from January 2026. Members and Responsible Principals must check rics.org for the specific changes and updated requirements before January 2026. The revised framework is intended to modernise the CPD approach and better reflect the professional development needs of surveyors across all disciplines. Early indications suggest that the revision may introduce greater emphasis on structured planning of CPD objectives and clearer documentation of learning outcomes. (RICS — CPD Compliance Guide, 2025 update)
ISO 9001:2015 Competence Requirements — Clause 7.2 — Clause 7.2 requires the firm to: (a) determine the competence needed for each role; (b) ensure staff are competent based on education, training, or experience; (c) where applicable, take action to acquire necessary competence and evaluate effectiveness; and (d) retain documented information as evidence. A competence/training matrix is the standard implementation tool. Unlike RICS CPD (which is input-based — hours completed), ISO 9001 Clause 7.2 is outcome-based — the firm must show that competence exists, not just that training was attended. (ISO 9001:2015, Clause 7.2)
Linking CPD to Competence Gaps — Effective CPD management requires linking training activities to identified competence requirements and gaps — not just accumulating hours. The recommended process: (a) identify required competencies for each role (using a competence matrix); (b) assess current competence level against each requirement; (c) identify gaps; (d) select CPD activities specifically designed to address gaps; (e) complete the CPD; (f) evaluate whether the gap has been closed. CPD that is not linked to identified competence requirements satisfies the RICS hours requirement but does not demonstrate effective competence management under ISO 9001:2015 Clause 7.2.
Non-Compliance Consequences — Failure to meet RICS CPD requirements is a breach of the Rules of Conduct. Sanctions include: reprimand; fine; conditions on registration; suspension; publication of disciplinary findings; and in serious or persistent cases, expulsion from RICS membership. Non-compliance by individual members within a firm also exposes the Responsible Principal to regulatory scrutiny — the RP is required to ensure that CPD obligations across the firm are being met. (RICS Rules of Conduct, Rule 2; Appendix A Obligation 5)
CPD Quality vs. CPD Quantity — RICS CPD requirements specify minimum hours, but the quality and relevance of CPD matters as much as the quantity. RICS has stated that CPD should be planned, reflective, and relevant to the member's current or intended professional activities. A member who records 20 hours of CPD activities unrelated to their actual practice — for example, a QS recording only generic IT training with no surveying content — may meet the hours requirement but is not genuinely developing professional competence. Good CPD practice includes: an annual CPD plan at the start of the year; post-activity reflection on learning and application; and a varied mix of subjects relevant to the member's current and developing practice areas.

Section 3

Practical Application

Step 1

Set Up the Competence Matrix: Create a competence matrix spreadsheet with: rows = all fee earner roles (job title and name); columns = competence requirements for each role (e.g., NRM1/NRM2 knowledge, JCT contract administration, BIM awareness, CDM 2015, RICS ethics, specialisms such as healthcare or housing). For each cell, record: competence level (Competent / Developing / Gap / N/A) and evidence reference (RICS membership, training records, project experience, CPD log). Review and update whenever: a new member of staff joins; a role changes; new regulatory requirements are introduced; or a competence gap is identified.

Step 2

Prepare Individual CPD Plans: At the start of each calendar year, each RICS member should prepare a brief individual CPD plan: (a) review the previous year's CPD and what was learned; (b) identify 3–5 competence development objectives for the coming year — linked to competence gaps identified in the matrix; (c) select specific CPD activities (events, courses, reading, projects) to address each objective; (d) estimate hours required — ensuring the minimum of 20 hours (10 formal) is planned; (e) share the plan with the Responsible Principal for review. The plan does not need to be elaborate — a one-page document per member suffices.

Step 3

Record CPD Contemporaneously: Do not leave CPD recording to the end of the year. Record each CPD activity in RICS MyAccount promptly after completion: (a) log into myaccount.rics.org; (b) add each activity — type (formal/informal), title, provider, date, duration, and a brief reflection on learning and intended application; (c) review the running total monthly; (d) check that the split between formal (minimum 10 hours) and informal hours is on track; (e) address any shortfall well before the December year-end.

Step 4

Monitor CPD Across the Firm: The Responsible Principal should maintain a firm-level CPD summary — a simple spreadsheet listing: member name; RICS membership number; CPD hours to date (formal and informal); hours remaining to minimum; status (on track / at risk / non-compliant). Review monthly. Contact any member falling behind by October to allow time to complete remaining CPD before year-end. Share the summary at the Annual Management Review as part of the required agenda.

Step 5

Evaluate Training Effectiveness: For each significant training activity, document a brief post-training effectiveness evaluation: what was learned; how it will be applied in practice; whether the competence gap it was intended to address has been closed or partially closed; and any further development still required. This can be as simple as a brief note in the CPD record or training matrix. Under ISO 9001:2015 Clause 7.2(d), this evaluation must be retained as evidence. Without it, a firm cannot demonstrate that training has actually improved competence — only that training was attended.

Step 6

Annual CPD and Competence Review: At the Annual Management Review (and as part of the Year-End compliance process): (a) confirm all members have met the 20-hour minimum (10 formal) by 31 December; (b) ensure all members record their CPD in MyAccount by 31 January; (c) update the competence matrix — close completed gaps, identify new ones arising from project experience, new regulations, or new service areas; (d) review CPD plans for the coming year against updated competence matrix; (e) report CPD compliance status to the RP as part of the Annual Return preparation.

Section 4

Common Mistakes to Avoid

Accumulating CPD hours with no connection to identified competence gaps or professional development objectives. Hours-based compliance alone does not satisfy ISO 9001:2015 Clause 7.2, which requires the firm to show that staff are competent for their roles — not merely that they attended training. RICS also expects CPD to be planned and reflective. A member who records 20 hours of unrelated activities is technically compliant with the hours requirement but cannot demonstrate meaningful professional development.
Leaving CPD recording until January, then realising the requirement has not been met. RICS CPD must be completed by 31 December — the January deadline is for recording activities already completed. If a member does not have 20 hours of CPD completed by 31 December, they are non-compliant regardless of when they record it. Monthly monitoring (Step 4) prevents this failure.
Treating the competence matrix as a one-time setup exercise. Competence requirements change — new RICS standards, new contract forms, new building safety regulations, new project types, staff changes — and the matrix must be reviewed and updated to remain useful. An outdated competence matrix does not accurately reflect the firm's actual competence profile and will not satisfy an auditor under ISO 9001:2015 Clause 7.2.
Failing to brief new joiners on RICS CPD requirements at induction. A member who joins from a non-RICS background or who is newly qualified may not be aware of the annual CPD requirement, the formal/informal split, or the MyAccount recording process. The Responsible Principal must ensure all new RICS members within the firm are briefed on their individual CPD obligations at the point of joining.
Assuming that the current CPD framework (20 hours/year, 10 formal) will remain unchanged into 2026. RICS has confirmed a revised CPD framework from January 2026. Firms should monitor rics.org for updates and brief all members on any changes ahead of the January 2026 implementation. Applying the old framework requirements after January 2026 would constitute non-compliance if the revised requirements differ.

Section 5

APC Competency & Quick Reference

This topic is relevant to the following APC competencies:

Conduct Rules, Ethics and Professional Practice (Level 3 — Mandatory)
Client Care (Level 2 — Mandatory)
Quality Management
Business/Practice Management

What are the current RICS CPD requirements for an MRICS member, and what are the key dates for compliance?

At April 2026, RICS requires all members to complete a minimum of 20 hours CPD per calendar year, of which at least 10 hours must be formal (structured) learning. CPD activities must be completed by 31 December of the relevant year. Members must then record their completed CPD in the RICS MyAccount portal by 31 January of the following year. Formal CPD includes RICS events, accredited courses, workshops with defined learning outcomes, and structured in-house training. Informal CPD includes private study, reading, and on-the-job learning. Note: a revised RICS CPD framework takes effect from January 2026 — members should check rics.org for updated requirements before then.

What does ISO 9001:2015 Clause 7.2 require of a QS firm in relation to competence, and how does this differ from simply recording CPD hours?

ISO 9001:2015 Clause 7.2 requires the firm to: (a) determine the competence required for each role affecting quality; (b) ensure staff have that competence through education, training, or experience; (c) where gaps exist, take action to acquire the competence and evaluate whether the action was effective; and (d) retain documented evidence. The critical distinction from RICS CPD hours recording is that Clause 7.2 is outcome-based — the firm must demonstrate that competence exists and is effective, not just that training was attended. Evidence of competence includes: a maintained competence matrix; training records linked to role requirements; post-training effectiveness evaluations; RICS membership records; and project experience records. Hours of CPD alone do not satisfy Clause 7.2 without evidence that those hours addressed specific competence requirements and improved capability.

A QS firm has identified a competence gap in BIM/ISO 19650 for its project team. What is the correct process under ISO 9001:2015 to address this gap?

Under ISO 9001:2015 Clause 7.2, the correct process is: (1) Document the gap in the competence matrix — record the role, the required competence (BIM/ISO 19650), and the current level (gap); (2) Select a specific CPD activity to address the gap — for example, an RICS-accredited BIM course or an ISO 19650 awareness workshop; (3) Complete the training — record as formal CPD in MyAccount if it meets the RICS formal CPD criteria; (4) Evaluate effectiveness — after a defined period, assess whether the gap has been closed: can the member now apply BIM processes on a live project? Is the skill at a sufficient level for the role's requirements?; (5) Update the competence matrix — change status from 'Gap' to 'Developing' or 'Competent' based on the evaluation; (6) Retain evidence — training records, CPD log, and effectiveness evaluation note. If the first training activity does not close the gap, further action is required.

Section 6

CPD & Competence Management Checklist

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Competence matrix in place for all fee earner roles — competencies defined

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Current competence levels assessed against requirements — gaps identified

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Individual CPD plans prepared at start of each year — linked to competence gaps

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All members on track for 20 hours CPD (10 formal) — reviewed monthly

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Formal CPD ≥ 10 hours per member — check split at mid-year

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CPD recorded contemporaneously in RICS MyAccount

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All CPD recorded in MyAccount by 31 January (previous year)

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Post-training effectiveness evaluation documented for significant training

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Competence matrix reviewed and updated — annually and on staff changes

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New joiners briefed on RICS CPD requirements at induction

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Firm-level CPD summary reviewed by RP — non-compliant members flagged

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CPD compliance confirmed on RICS Annual Return

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Revised CPD framework (January 2026) requirements checked and briefed to team

Section 7

CPD Learning Outcomes

Apply the RICS CPD requirements (current framework and the January 2026 revised framework) to plan, record, and evidence compliant CPD for all RICS members within a regulated QS firm, meeting the annual 20-hour minimum with at least 10 hours formal learning.
Implement a competence management process in line with ISO 9001:2015 Clause 7.2, including a maintained competence matrix, gap identification, targeted CPD planning, and post-training effectiveness evaluation.
Fulfil the Responsible Principal's obligations for monitoring and maintaining CPD compliance across all RICS members in the firm, including firm-level tracking, Annual Return declaration, and preparation for regulatory monitoring.

Section 8