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Providing training and continuing professional development opportunities for staff (and yourself!) can provide significant benefits. If you are an employer, here are some tips to be aware of.

 

When it comes to paying for your team, you want to ensure they remain up to date with the latest developments and that you are supporting them to grow as a podiatrist. As an employer, this can also add value to your practice. From an industrial relations perspective, however, there can be concerns about when an employer is or is not obligated to pay for this training.

 

This article will look at the benefits of building a strong culture for continuing professional development (CPD), and also explore issues around payment and time off for your team members who attend these professional development activities.

Benefits of CPD

Employer benefits

  • Assists with retaining high-quality staff
  • Offers an attractive benefit for prospective employees
  • Contributes to forming a collective knowledge pool within your practice
  • Encourages a high performance workplace culture
  • Strengthens professional credibility.

 

Employee benefits

  • Development of professional skills
  • Boosts confidence in one’s ability
  • Increases credibility and professional reputation
  • Increases earning potential
  • Creates potential networking opportunities.

 

Who pays for professional development?

When it comes to paying for CPD, employer obligations depend on many factors.

 

Member-only full article access available at APodA’s Human Resources Portal.

Disclaimer
The material contained in this publication is general comment and is not intended as advice on any particular matter.  No reader should act or fail to act on the basis of any material contained herein. The material contained in this publication should not be relied on as a substitute for legal or professional advice on any particular matter.  Wentworth Advantage Pty Ltd expressly disclaim all and any liability to any persons whatsoever in respect of anything done or omitted to be done by any such person in reliance whether in whole or in part upon any of the contents of this publication.  Without limiting the generality of this disclaimer, no author or editor shall have any responsibility for any other author or editor. For further information please contact Wentworth Advantage Pty Ltd.
© Wentworth Advantage Pty Ltd 2022
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