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Continuing professional development: putting the learner back at the centre
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  • Published on:
    What about the Cost of CPD?
    • Iniobong Udo, Consultant Physician (Locum) Queen Alexandra Hospital, Portsmouth.
    • Other Contributors:
      • Itoro Udo, Consultant Psychiatrist (Locum)

    We studied the review by Macdougall et al with interest.1 In our comment, we have chosen to view continuous professional development in the later, “broader” terms described by Macdougall et al, as learning and development always incur costs.1

    In considering the culture of CPD, the influence of costs on professional development has been omitted. This is a rarely researched area but of growing importance in our opinion. A recent joint statement by the Association of Surgeons in Training and British Orthopaedic Trainees Association criticised an increase in training fees, stating that it was “extremely disappointed” at this action, directed solely at trainees.2 This is against the backdrop of evidence showing that cost of junior doctor training is astronomical, averaging £17, 114, most of which are footed privately by junior doctors.3, 4 Dentists have also identified costs as possible impediment to continuing development.5

    The context in the National Health Service is the continuing challenging health economic situation and declining resources in which to provide cover for practitioners’ time to study. The situation described above is more likely to be acute amongst trainees, part-time healthcare staff and doctors in non-substantive positions. This may be the reason why this issue has not gained prominence in the CPD discussions. The high cost of professional development may influence choice of personal development plans and the resulting learning activities un...

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    Conflict of Interest:
    None declared.