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Careys Graduate Engineer (ICE) Training Scheme Roadmap March 2017

Careys Graduate Engineer Training Scheme March 2017

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Table of Contents Section Item Page

1.0 An Outline of the Training Scheme & Company Commitment 3

1.1 Company Organisation 3

1.2 Training Policy 3

1.3 Why be Professionally Qualified 3

1.4 Principles of the Scheme 3

1.5 Aims of the ICE Training Scheme 4

2.0 Registration 4

3.0 The ICE Training Agreement (Form ICE3142) 5

3.1 Qualifications 5

4.0 Careys Training Agreement & Training Policy (GRP-HRD-SFM-0309) 5

5.0 Gaining Experience – Attributes 6

6.0 Breadth of Experience & Secondments 6

7.0 Continuing to Learn – CPD 7

7.1 Monitoring Training 8

8.0 Reports 8

8.1 Review Meetings & the Graduate Quarterly Review Form 8

8.2 Quarterly Report -Content & Submission 8

9.0 Annual Appraisal 9

10.0 Training Review 10

11.0 Training Agreement for Chartered Progressive Review Preparation 10

12.0 Sources of Help 10

12.1.0 Supervising Civil Engineers (SCE & Delegate Engineers (DE) 10

12.1.1 The Role of a Supervising Civil Engineer (SCE) 10

12.1.2 Monitoring 11

12.1.3 Training Review 12

12.2.0 The Role of a Delegate Engineer (DE) 12

12.2.1 Registering as a DE 12

12.2.2 Responsibility of a DE 12

12.3.0 The Role of the Scheme Coordinator 13


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12.4.0 The Role of the Placement Manager 13

12.5.0 The Regional Support Team (RST)/ Membership Development Officer

(MDO)

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12.6.0 The Role of the Graduate 13

12.6.1 Gaining Experience 14

13.0 Preparing for Professional Review 14

14.0 Sponsors 14

15.0 Useful Documents 14

16.0 Declaration 15

Appendices:

Appendix A Company Specific Objectives 16

Appendix B IPD Online 17

Appendix C Definitions 19

Appendix D1 Attributes for Chartered Engineering Status (CEng) 20

Appendix D2 Attributes for Incorporated Engineering Status (IEng) 22

Appendix D3 Standards for Engineering Technician Status (EngTech) 24

Appendix E Personal Development Record, Template 27

Appendix F Development Action Plan – ICE Requirement, Template 28

Appendix G Graduate Quarterly Review Form, Template 29


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1.0 An outline of the Training Scheme and Company commitment The Careys Graduate Engineer Development Scheme is designed to be compliant with all professional body requirements, overseen by the Institution of Civil Engineers (ICE). Carey Group plc is committed to the development of its people and engineers working towards a professional qualification. The Scheme provides an indicative three-year programme to give a graduate, with the appropriate academic requirements, a structured Initial Professional Development (IPD) programme that encompasses sufficient breadth of experience and progressive responsibility to give them the basis upon which they can progress towards their chosen professional qualification. The Scheme outlines the progression routes for all candidates, and is subject to review. The Scheme requires commitment from both the Company, including Delegated and Supervising Engineers, as well as the graduates themselves to meet the required standards (Attributes) of the ICE. Carey Group plc undertakes to provide the appropriate support and development opportunities for graduates to meet the required level of experience, skill and knowledge to effectively demonstrate their achievement of specific criteria which will result in professional qualification. 1.1 Company organisation P J Carey (Contractors) Ltd comprises of two sub-divisions:

1) Civil Engineering –carrying out substructures, superstructures and infrastructure works 2) Construction – carrying out retail, industrial and commercial construction works.

All graduates will be appointed to P J Carey (Contractors) Ltd and will remain with that Company during the training period, but may be transferred on a short-term basis to another Division depending on the workload and the business requirements of the Division. Graduates may also be transferred for specific periods to gain identified experience. All graduates will attend a Staff Induction event, held at Head Office, which will normally be held during their first month of employment. The Management Board of the Group are responsible for achieving the Group and Divisional Training Objectives. Training is regularly reviewed at Board meetings. 1.2 Training Policy The Carey Group plc. considers its employees to be its most valuable asset. It will, therefore, train, develop and provide learning opportunities for its employees to increase their knowledge, skills and development, strengthening the Carey Group plc. through the development and investment in its workforce. The investment in learning, training and development of its workforce allows the Company to achieve its corporate objectives and targets whilst providing employees with the opportunity to commit to their own personal learning, competence and development within the Carey Group plc. 1.3 Why be professionally qualified Professional qualifications and associated institution membership are internationally recognised and highly valued. They show personal dedication to achieving the highest competencies within the profession. The purpose of a professional qualification is to assure society that the individual has an acceptable level of competence in both technical and managerial matters in the relevant field. A professional qualification also demonstrates that professional standards will be upheld with regard to ethical behaviour, including the responsibility to society for health and safety, the environment and sustainability and proper use and care of resources and money. 1.4 Principles of the scheme The ICE Training Scheme helps employers support their staff through their initial professional development (IPD) and to a professional qualification. IPD bridges the gap between education and professional qualification. It’s the period of your career when you start to develop the special skills and professional approach needed to practice as a professional. Learning and getting experience at work helps graduates hold down positions of responsibility and make independent judgments.


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• This training scheme can be used by anyone who is applying for membership (MICE) or associate membership (AMICE) of ICE. It’s also for those who would like to register with the Engineering Council at incorporated (IEng) or chartered engineer (CEng) level. Those applying for membership at engineering technician level (EngTech MICE) don’t need to formally complete IPD, but might choose to follow the training scheme if it will benefit their development. Graduates enter into a Training Agreement with their employer. This agreement formally sets out the responsibilities of the graduate, the employer and ICE in the training scheme. The supervising civil engineer (SCE) plays a very important part in the scheme. The SCE may also appoint delegated engineers (DEs) to carry out certain parts of their role. 1.5 Aims of the ICE Training Scheme The ICE Training Scheme helps graduates:

▪ Get engineering knowledge, experience and competence, by providing opportunities to find and implement solutions to engineering problems

▪ Achieve the IPD attributes and complete the IPD stage of professional qualification ▪ Record how they’ve gained relevant knowledge, to support their application for the Professional Review ▪ Receive structured guidance and supervision from an SCE and the ICE Membership Team so they can

make the most of their training and, ultimately, achieve professional qualification quicker

We recommend using a Training Agreement, as it’s usually the quickest way to achieve the IPD attributes. After completing the Training Agreement, the graduate can apply for a Professional Review. It’s important to be aware that completing IPD does not guarantee success at review. The graduate will then need to show full competence in the attributes to their reviewers through a report, interview and written exercise. 2.0 Registration Assuming that you have successfully completed your Probation Period with the Company, and your line manager has completed a recommendation for you to join the Graduate Training Scheme, you will usually be invited to join the Carey Group ICE Graduate Training Scheme in the January following the year in which you commenced employment with the Company. First, you should register as a Graduate Member of the ICE. This is an annual membership subscription. In year 1, you will be expected to pay the membership fee to ICE to show your commitment to the scheme. In subsequent years, the membership fee will be reimbursed to you by the Company via the Expenses Policy. To register as a member of ICE, visit https://www.ice.org.uk/my-ice/my-membership/graduate-application-information

Educational base Initial professional

development

Professional

Review ICE membership

Continuing professional development (CPD)

https://www.ice.org.uk/my-ice/my-membership/graduate-application-information

https://www.ice.org.uk/my-ice/my-membership/graduate-application-information


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3.0 The ICE Training Agreement (Form ICE3142) This is a formal agreement between the graduate and the organisation/ the employer, and sets out the responsibilities and commitment of everyone involved in the training scheme. Each Training Agreement between an SCE and graduate must be registered with ICE. The SCE confirms (on behalf of the employer) that:

▪ The graduate is a student or graduate member of ICE. ▪ They should also check that they have, or are working towards, the required academic qualifications for

the grade of membership they hope to achieve. ▪ The employer will provide graduates with opportunities to complete the ICE Training Scheme, either within

the employing organisation and/or by secondment to other organisations ▪ The employing organisation will provide a training structure to review the graduates’ progress against the

attributes – an initial assessment meeting, an annual review of progress, and plans and confirmation of completion

The graduate confirms that they will: ▪ Make full use of the opportunities available and their SCE’s advice to develop as a professional engineer ▪ Record evidence of their experience against the attributes using IPD Online and through attached

documents as required by your SCE or DE ▪ Maintain their membership of ICE

There’s no time limit on a Training Agreement but the company has the right to terminate an agreement if the graduate is not performing to the required standard. The ICE also provides Training Agreements Online, (TAGSO) system. You can apply for a Training Agreement online – through TAGSO or by submitting an application form depending on the system used by their employer. Careys currently uses the paper application form system. The training can start before the application is submitted as long as the MDO agrees, and provided the training done so far has been supervised by an SCE. Graduates must put their work address and work email address on the application form or in TAGSO. The graduate will receive an email, which is copied to the SCE, confirming that the agreement has been registered. They can then start recording their experience using IPD Online. These records will also be available to their SCE. The graduate will need to get the DE’s ICE membership number and register them in IPD Online. If the DE is not an ICE member, they’ll need to get a non-member number by registering on the ICE website. Graduates must be ICE members for the duration of the Training Agreement. If membership is cancelled (for example, following non-payment of subscriptions) the agreement will also be cancelled, and will not be automatically re-instated when the payment is made. 3.1 Qualifications Once your ICE Training Agreement has been completed, you must attach evidence of your Civil Engineering qualifications; this may be your degree certificate or transcripts. Copies of your qualifications will be submitted to ICE with the Training Agreement which will define the route of Chartership available to you. 4.0 Careys Training Agreement & Training Policy (GRP-HRD-SFM-0309) All members of the Careys Graduate Engineer (ICE) Development Scheme are required to sign a declaration of commitment to the company and to your professional development. This will be counter-signed by the assigned SCE and the Scheme Coordinator. The Careys Training Agreement and Policy will be issued to you by the Scheme Coordinator once you decide to commence on the Graduate Training Programme. You must sign and date this form, and it must be signed by your SCE or DE and a Director of the Company.


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5.0 Gaining experience - Attributes Details of the ICE Attributes (previously known as Development Objectives) can be found in the attached Appendices: D1 – Chartered Engineer Status, CEng D2 – Incorporated Engineer Status, IEng D3 – Engineering Technician Status, EngTech You may find the ICEs document, ‘Attribute Achievement Form’ useful in understanding the Attribute requirements https://www.ice.org.uk/my-ice/membership-documents/attribute-achievement-form The main purpose of a training scheme is to provide graduates with a structured environment in which they can gain and record the experience they need, regardless of how long it takes. This is why progress is recorded against a set of attributes that apply to the grade of membership the graduate is aiming for. The attributes reflect the initial knowledge and skills required of a professionally qualified civil engineer. The attributes are generic, which means they can be achieved in a range of ways by anyone working as a civil engineer. All work-based experience can be used as evidence towards completing IPD. Experience gained by part-time students or those who undertake work placements as part of their education can also be included. Each attribute has three levels:

▪ K - Knowledge – have a basic understanding and knowledge of the attribute and how it is achieved ▪ E - Experience – have achieved the attribute in different situations, working under supervision ▪ A - Ability – have achieved the attribute in different situations, assisting others and working without

supervision

As the graduate’s experience increases, they will achieve the different levels for each attribute. To complete IPD they will need to achieve the ability level in all aspects of the attributes applicable to the grade of membership they are aiming for. Company-specific Objectives can be found in Appendix A. 6.0 Breadth of Experience & Secondments Achievement of the Attributes and Continuing Professional Development, whilst important, are not the only aspects required by the scheme, having a breadth of knowledge of areas outside your direct role demonstrate the qualities of a good professional civil engineer. The scheme requires you to have an understanding of others roles on the project and could include lawyers, M&E engineers, architects, property developers, financiers, archaeologists as well as other civil engineers. It is also important to consider the possible effects on society of the project (environmental, political etc.) and how these may impact the project. During your training agreement you may be seconded to other departments such as Quantity Surveying, Estimating & Work Winning, Design & Temporary Works, Planning & Programming, HSEQ, to also help you achieve this breadth. You should expect to commence your first secondment placement no earlier than 18 months after your commencement onto the Graduate Training Scheme. The Company strongly believes that your core knowledge and understanding of Civil Engineering should be grounded in practical site experience during the early part of the Graduate Training Scheme. Graduates should emerse themselves in the day to day workings of our sites before you can proactively contribute to any other team, and fully understand the relationship between those teams and ‘site operations’. Secondments may take place at our Head Office, at a Regional Office, or on a Carey site project where you can gain relevant experience ‘in the field’. You can expect a secondment placement to be of approximately 3-6 months duration. This breadth can be obtained through a variety of means from listening and questioning as well as reading construction and civil engineering publications, attending lecture, seminars and ICE branch meetings. Reading and researching on the internet can also be considered as part of your CPD. Your SCE will question you on wider topics besides the ICE Attributes at your reviews.

https://www.ice.org.uk/my-ice/membership-documents/attribute-achievement-form


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7.0 Continuing to learn- CPD

We expect all Graduates to maintain a commitment to continuing professional development (CPD) throughout their professional life. It is important to start recording your learning as CPD as soon as possible. You’re expected to take advantage of all CPD opportunities and to find other ways to develop, beyond the minimum requirements. These could include promoting corporate strategy and helping raise the profile of civil engineering as a profession – by visiting local schools and universities, for example. You can discuss and plan this with your SCE or DE. Activities outside of work (or even outside civil engineering) can also contribute to CPD. Graduates are required to maintain a personal development plan (PDP), which sets out the learning goals and priorities for the coming year. It enables graduates to plan their CPD, and meet personal, professional and technical goals. They should add completed training and development to a personal development record (PDR). See Appendix E for our suggested Personal Development Record. CPD can be very useful for attaining experience in professional development that you may have missed or are finding difficult to attain through your placement and as such, the scheme expects a minimum of 60 hours CPD to be completed each year. Any external CPD organised and gained by the graduate outside of work should be reported to the Learning and Development department to ensure the company has an up-to-date record of their training progress. As a guidance, the below table sets out the various structured training programmes available in line with the Graduate Training Scheme.

Year 1

Soft skill In-house

Communicating Assertively Time Management

1 day – Open Road Learning 1 day – Open Road Learning

Technical In-house

Commercial Awareness Risk & Opportunity Awareness Temporary Works Supervisor Achieving Quality

1 day – Hughes Training Solutions 1 day – Hughes Training Solutions 1 day – Hughes Training Solutions 1 day – Hughes Training Solutions

Leadership In-house

-

External

Setting Out & Surveying CSCS H&S Concrete Identity testing

ENKA / TBC 1 day – The Concrete Society

Year 2

Soft skills In-house

Presenting with Impact Meeting Effectiveness

2 day – Open Road Learning 1 Day – Open Road Learning

Technical In-house

Understanding Package Management Planning & Programming

1 day – Hughes Training Solutions 2 day – Hughes Training Solutions

Leadership In-house

Effective Influencing & Negotiation

1 day – Open Road Learning


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External

SMSTS SEATS – CITB Environmental Awareness

Year 3

Soft skill In-house

Report Writing Skills

1 day - TBC

Technical In-house

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Leadership In-house

Solving Problems & Decision Making Managing & Resolving Conflict

1 day – Open Road Learning 1 day – Open Road Learning

External

NVQ level 4/6 Site Management

As recommended by DE/ SCE

Soft Skill

First Aid First Aider/ Appointed Person.

Technical

Temporary Works Coordinator

Leadership

SHED trainer (in house)

7.1 Monitoring training Keeping records is an important personal discipline and a requirement of professional practice. It also helps graduates progress more quickly. The most important record of achievement is the IPD Online system. This is where progress is formally recorded and assessed. 8.0 Reports The Graduate must submit a development report on a three-monthly basis. These reports will form the basis of the regular meeting with the SCE or DE, and should cover activities during the period, what has been learned, and which of the attributes have been achieved, or partly achieved. Where similar experience has been documented in a previous report, a development report might focus on a particular topic in more detail. 8.1 Review Meetings & the Graduate Quarterly Review Form Development reports also give graduates the opportunity to practice writing about achievements and technical topics. The SCE or DE will give valuable feedback on each report, including comments which can help to improve the next report. These reports will also provide background material for the Professional Review submission. The personal development record will be reviewed by the DE or SCE on a quarterly basis, and annually by the SCE. Reviews can be used to discuss experience gained over the past period and agree expectations for the future. See Appendix G for the Graduate Quarterly Review Form. This should be completed by both the DE and the Graduate jointly. It is a useful tool to ensure continued and consistent progress and should be completed at each Quarterly review and submitted to the Scheme Coordinator. 8.2 Quarterly Report -Content & Submission Quarterly reports should be submitted in January, April, July, October. Quarterly Reports should be submitted 2 weeks before the end of any quarter to your Delegated Engineer. Delegated Engineers then have 2 weeks to review. At this stage the Graduate and DE sit down to review the QR and agree and sign off any attributes achieved within that quarter. These attributes should be recorded at the bottom of each Quarterly report for sign off.


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You should submit your Quarterly Reports to your SCE prior to your 6-monthly reviews in order for your SCE to review our progress and discuss your continued development. Quarterly Reports should:

• Be approx 1200 – 1500 (max) words.

• Highlight some of the key challenges encountered and overcome in the previous 3 months.

• Identify 2-3 Attributes covered during the last 3 months, and at what level (knowledge, ability, experience).

• Not be a mere inventory of what a Graduate has done.

• Can include Appendices including drawings, calculations, and references to CPD training or weblinks (no more than 6 Appendices).

Quarterly Reports can be a mixture of word processed documents, hand written reports or presentations. Each end of year Quarterly Report will be a presentation given to the members of the end of year review. (As per ICE CPR this will be 15minutes followed by a Q&A session). See ‘Annual Appraisal’ section below. The Quarterly reports over the 36 months should highlight how a Graduate has gained in experience and confidence and how they have progressed into more senior roles within the Company. Agreed and signed off attributes should be recorded and transferred onto the ICE Web based training log, IPD Online, see Appendix B. 9.0 Annual appraisal The annual appraisal is a formal assessment of your progress during the year and carried out by the SCE who will use IPD Online to assess and record the graduate’s progress towards achieving the attributes, as well as the quality of their reports and CPD. The appraisal should be used to set targets for the next 12 months. The graduate should be given guidance to make the most of the experience they get at work. It’s important that the graduate’s strengths are identified, and that strategies to overcome areas of weak performance or experience are considered and agreed. The discussion will be based on your IPD Online records and reports which you’ve produced during the year including:

▪ Detailed evidence of how you’ve achieved the IPD attributes – logged in IPD Online and certified by the SCE (or DE if appointed)

▪ Development action plan and personal development record for CPD ▪ Development reports (as required by the SCE), building into a personal development portfolio ▪ Photographs, illustrations, examples of your own work and other material, which is helpful to recall

experience

The purpose of the appraisal is to help you: ▪ Monitor and recognise the development of specific talents ▪ Identify and explore ways to fill gaps in your experience or expertise ▪ Discuss ways you can contribute to your organisation and the profession ▪ Monitor and plan progress towards the Professional Review

Details of the annual appraisal must be recorded using IPD Online. The system gives an automatic reminder to carry out and record the annual appraisal. If this isn’t done, the Training Agreement will be cancelled. The SCE has the authority to cancel a Training Agreement if they think that the graduate is not committed to the scheme or has failed to reach the required standards. In this case, the SCE should issue a ‘partial completion’ certificate – which records the graduate’s experience so far – and then register it with us. In addition to the formal requirements to meet on an annual basis, the SCE should always be available to meet with the graduate or DE to discuss and resolve any issues of concern. See Appendix F for the ICE Development Action Plan template. Each Graduate should have a DAP in place annually to highlight how they are going to develop over the forthcoming 12 months. Each DAP should highlight 4-6 objectives/ Attributes on how the Graduate plans to progress.


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10.0 Training Review Ultimately, it’s up to you how long it takes to become professionally qualified. The format of this final review will depend on your personal circumstances. Your SCE will use professional judgment to decide whether you’ve completed the Training Agreement to the required standards. The final appraisal is a review of the entire period of training, and is done by the SCE. This Training Review should take place as soon as all the attributes have been signed off as complete on IPD Online. The Training Review is the last stage of the Training Agreement and ensures that the graduate has:

▪ Achieved the attributes required for the grade of membership they’re applying for ▪ Completed the development reports (where required by the SCE) ▪ Maintained the development action plan and personal development record and achieved the minimum

number of hours of CPD needed for the grade of membership they are applying for

The graduate and SCE should agree that these requirements have been met and fill out the training completion form using IPD Online. The graduate needs to notify their MDO when this has been done so that they can verify the completion. The MDO may want to meet with the graduate before adding their comments and registering the training agreement completion with ICE. This process may take up to eight weeks. As well as an overall review of your achievements, the Training Review should be used as an opportunity to plan for the forthcoming Professional Review. Your SCE should advise you on your submission, review your documents and might also carry out a ‘mock review’ as practice. A Professional Review application will be rejected if the training agreement completion hasn’t been registered with ICE. 11.0 Training Agreement for Chartered Progressive Review Preparation (CPRP) Graduates who have qualified as incorporated engineer members (IEng MICE) will have completed their Training Agreement at IEng level. If the graduate wants to continue their IPD to qualify as a chartered engineer (CEng), the Training Agreement can simply be extended (or reactivated) using the transfer form available from the ICE web site. This also applies to graduates who have qualified as engineering technician members (EngTech MICE) and want to progress to IEng or CEng level. Once the graduate has achieved the necessary education and experience, the Training Agreement can be signed-off by the SCE and ICE membership development officer (MDO) in the usual way. In this case, only the attributes between the previous level and the new IPD level need be documented and achieved. No additional fee is payable when an agreement is transferred or reactivated for CPRP. 12.0 Sources of help

12.1.0 Supervising civil engineers (SCE) and delegated engineers (DE) The SCE has overall responsibility for training and will formally review progress at least once a year. Sometimes an SCE will appoint a DE to undertake quarterly reviews. The SCE or DE must have regular contact with the graduate so they can mentor them effectively between the formal annual reviews. SCEs and DEs should be familiar with the purpose of the training scheme and the requirements of the Professional Review, at all grades. They’re also expected to help the graduate prepare for the Professional Review. 12.1.1 The role of a Supervising Civil Engineer (SCE) The SCE is personally and professionally accountable to ICE for carrying out their responsibilities under the training scheme. You are responsible for controlling, coordinating and planning the graduate’s initial professional development, and for making sure they get the necessary understanding, knowledge and experience. Even though they may have been nominated by their employer, SCEs are primarily responsible to the profession. Therefore, you must be in a position to manage conflicts between the needs of the employer and the needs of the graduate to achieve the attributes, and to ensure sufficient resources are available for training.


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You’re the key to balancing the needs of the graduate and the demands of their workload. You and the DE should aim to get the best out of the graduate by:

▪ Creating an environment of reflective learning, and giving the graduate feedback ▪ Continuously challenging them to achieve more ▪ Making sure their existing skills are used in a cost-effective way ▪ Identifying opportunities which are mutually beneficial and rewarding ▪ Making graduates feel secure in tackling demanding new roles ▪ Providing support and encouragement

As their SCE, the graduate should see you as a role model and emulate your professional behaviour. You must be approachable, accessible, and actively interested and committed to the graduate’s development. You have to show ICE evidence of the graduates’ development, and are responsible for:

▪ Understanding the aims of the training and being familiar with the criteria of reviews ▪ Fulfilling the requirements of the ICE Training Scheme and, in particular, knowing how the attributes are

likely to be achieved within your organisation ▪ Validating continuing professional development (CPD) records. This involves assessing the benefits that

have been gained, not merely certifying attendance

Unless you are well supported by a system of DEs, you shouldn’t be responsible for more than six graduates. If you appoint one or more DEs, you can be responsible for up to 10 graduates. You divide the mentoring role between yourself and the DE. Generally, the DE provides day-to-day support for the graduates and helps them to achieve their potential. DEs are normally responsible for carrying out a progress review every three months, assessing progress in IPD Online, and reporting back to the SCE. As well as supporting your graduates, you have a responsibility to help anyone who needs advice and guidance on achieving professional qualifications and membership of ICE. 12.1.2 Monitoring The Graduates’ progress should be reviewed every 6 months by the SCE. The Graduate should meet with their DE every 3 months. Any reports can be reviewed and progress towards achieving attributes recorded using IPD Online. The graduate’s record of attributes is a working document and should include comments as appropriate. It’s not included in the Professional Review application. You should formally review the graduates’ progress at least once a year. This annual appraisal should assess past performance and plan for the future. The review should:

▪ Assess progress and performance against the expected professional attribute standards ▪ Assess the graduates’ CPD records. This includes checking that a sufficient amount of CPD has been

undertaken, that a good mix of topics has been covered and that the full benefit of the training has been achieved

▪ Review training and development needs for the future ▪ Assess the effectiveness of the support and mentoring roles provided by others, such as DEs ▪ Plan the next steps

You should record the outcome of the annual appraisal discussion using IPD Online. The record should not simply list activities or include bland statements such as “a satisfactory year”. The SCE should address the wider issues of the graduate’s experience and knowledge, encouraging them to see the ‘bigger picture’ – developing the required attributes as well as scrutinising how the graduate claims to have achieved them. If any gaps occur in the training you should record them on the Online IPD Tool and explain why they have occurred. You should also make sure that each year of the Training Agreement is accounted for. This will help complete the training record. See Appendix F for the ICE Development Action Plan template. Each Graduate should have a DAP in place annually to highlight how they are going to develop over the forthcoming 12 months. Each DAP should highlight 4-6 objectives/ Attributes on how the Graduate plans to progress. As the SCE, this is a useful tool for you to review


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with the Graduate and put some action points in place for the forthcoming 12 months, as well as reviewing progress since the previous Annual Review. 12.1.3 Training Review Once you’re satisfied that the graduate has completed their IPD, you need to fill out the Training Review section within IPD Online. The local MDO should then be informed so that they can confirm the completion of the Training Agreement. Often the graduate meets the MDO before the Training Agreement is registered as complete – you should allow six-eight weeks for this process. Once the Training Agreement is complete, you should continue to advise and support the graduate as they prepare for the Professional Review. You should review the graduate’s submission documents and help them prepare for the Professional Review – the report, presentation, interview and written exercise. Usually, SCEs also sponsor their graduate’s Professional Review application. You should let ICE know whenever new graduates transfer to you, by emailing their names to [email protected]. New graduates will have to register their Training Agreement in the usual way. SCEs and DEs are expected to attend training at least once every two years. And, to set an example to your graduates, you’re expected to keep your CPD records up to date. If you leave your employer or don’t have any graduates for two years or more, you’ll be removed from the list of SCEs and will have to re-apply before taking on the role again. Additional training is available through the Learning and Development department to help you with the skills and knowledge to perform well as an SCE. 12.2.0 The role of a Delegated Engineer (DE) 12.2.1 Registering as a DE As a DE, you do not need to be a Chartered member of the ICE, but you will need to register with ICE online to get a non-member number, in order to access IPD online. The graduate is responsible for telling the ICE the name and membership/non-member number of the DE. The SCE will receive an email confirming you’ve been registered, and can then access graduates’ records on IPD Online. The SCE is responsible for briefing you and keeping you up-to-date with changes in ICE requirements. However, you’re welcome to attend any SCE and mentor training that the ICE provides. 12.2.2 Responsibility of a DE Delegated engineers (DE) carry out routine reviews (3- monthly) of a graduates’ progress towards achieving the attributes. The DE is responsible for the day-to-day mentoring of the graduate within the structure defined by the Training Scheme and the SCE. The SCE is responsible for choosing DEs and should make sure all DEs are fully briefed and trained for the role. DEs are particularly useful where there are a large number of graduates or where the graduate and SCE are not in the same location. The SCE divides those responsibilities which can be delegated between themselves and the DE. Generally, as a DE, you will support and mentor the graduate from day to day, to help them achieve their potential. You will carry out the quarterly review of the graduate’s progress, review the entries they have made in IPD Online and record your assessment using IPD Online. You should be available and accessible to graduates, and show interest and commitment to their development. Your role is to guide, inspire and assist the graduate through their initial professional development. The SCE is responsible for formally assessing the effectiveness of the training and the development of the graduate against the attributes. This is done on IPD Online following annual appraisals and the Training Review, which takes

mailto:[email protected]


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place at the end of the agreement. Therefore, the SCE will liaise with you as the DE to review the Graduate’s progress and discuss continuing development. Your input will be invaluable to the SCE as a day to day mentor of the Graduate on the training scheme. The graduate should see you as a role model and emulate your professional behaviour. You must be approachable, accessible and actively interested and committed to the graduate’s development. The Graduate should utilise Appendices E and F, the Personal Development Record, and the Development Action Plan throughout the Graduate Training Scheme. As the DE, these are useful tools for you to review with the Graduate each quarter and to put some action points in place for the forthcoming quarter, as well as reviewing progress since the previous quarterly report. 12.3.0 The Role of the Scheme Coordinator The Scheme Coordinator is responsible for assisting the Graduate, the SCE and the DE through the route to Chartership. The Scheme Coordinator will ensure ou are getting the most out of the Graduate Training Scheme in terms of training, development, experience through placements and on-site experience, as well as providing synergy between the SCEs, DEs, and placements. The Scheme Coordinator is a point of call if you have any queries or concerns that the SCE or DE are unable to answer. 12.4.0 The Role of the Placement Manager Your placement manager will be the manager who you work for in whichever secondment placement you are in. In some instances, you may report to a manager who reports to them. You and your Placement Manager should agree together what Attributes you can achieve in a given placement, as well as tasks and deadlines. It is a good idea to arrange a meeting with your placement manager at the beginning of your placement to discuss this and to identify a way to achieve the Attributes. 12.5.0 The Regional Support Team /Membership Development Officer’s Responsibilities

The role of the Regional Support Team (usually the MDO) is very much one of providing support to SCE’s. They are the key link between the SCE, Members and the Membership Team at ICE Headquarters. Maintaining regular contact with the RST/MDO ensures that the SCE is fully aware of future developments and changes to new routes to membership, training and Review process. A member of the RST will be invited annually to visit the SCE and meet with the Graduates. The format of such meetings being agreed with the SCE. If a Graduate wishes to meet with the RST at any other time the SCE should facilitate such a meeting. The relationship between the SCE and graduate should be robust and open to ensure that progress is optimised and sustained. The RST is able to review progress and see the relationship in action and provide an external view of how to ensure effective progress. Each Graduate should be advised who is the appropriate member of the RST and how he/she can be contacted, and that the Graduate has free access to them at any time. Some SCE’s may wish a member of the RST to be present at a Graduate’s final Training Review, though this is not a mandatory requirement. 12.6.0 The role of a graduate The ICE Training Scheme helps you get the experience you need to become a professionally qualified member. You need to record your experience against a number of attributes that are relevant to the level of membership you want to apply for. Your Supervising Civil Engineer and Delegated Engineer will guide you through the training scheme. You can find out more about their roles in this document. Having an SCE is one of the main advantages of using a training scheme, because you have someone to guide you and to call on for advice. The SCE can also make sure you get the experience you need at work, and can help you plan what you need to do next.


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You should also aim to meet with your ICE membership development officer (MDO) at least twice during the course of the training agreement. They’ll discuss your progress and provide any advice and guidance you may need. 12.6.1 Gaining Experience It’s a good idea to draw up an outline training timetable with your SCE (see Appendix F, Development Action Plan). However, this will need to be regularly reviewed to reflect when opportunities to complete training in the workplace arise. The training scheme works best if you and the SCE set effectives goals and monitor your progress. If you have gained some relevant experience before starting the training agreement, you can put it towards achieving the attributes, by recording it in IPD Online. Your SCE will validate the evidence. You can expect to be supervised, instructed and guided in your work by experienced engineers. They will help make sure that the training opportunities you get contribute to projects in the workplace as well as the achievement of IPD attributes. However, you must take the initiative with your training. For example, if you think you need more experience to complete a particular attribute, it’s up to you to speak to your line manager or SCE to arrange it. If you can’t get the experience you need within the department you work in, you could be seconded to a different department or another suitable organisation, as long as it has been approved by your SCE or DE. You should record what you have done and learnt against the attributes using IPD Online. You can provide your SCE and DE with additional documentary evidence by attaching it to your IPD Online entries. 13.0 Preparing for Professional Review Specific guidance has been produced to help you prepare for a successful review with your chosen professional body, at the earliest opportunity. Once you have satisfied the evidence requirements to demonstrate your achievement of required attributes, you will need to refer to the precise documents and procedures of the ICE. Where possible, we will arrange a mock review with you to help you prepare for the big day. 14.0 Sponsors Each Graduate must have three (two for Technician) sponsors to support their application for Professional Review. It is anticipated that the Lead Sponsor will be the Graduate’s SCE. A Sponsor should know the Graduate during the period of them being on the Scheme, so they have seen their progress and development as an engineer. A sponsor is responsible for protecting the values and standards of the Institution and the profession. A Sponsor should be aware of the attributes of the different grades of members and must be convinced that an applicant is a fit and proper person to be elected to ICE membership. They are required to complete a Sponsor's questionnaire. This is a key element in the review of a candidate's application for Membership of the Institution. Sponsors need to:

▪ take their responsibility seriously

▪ understand the requirements and attributes

▪ and provide useful, in-depth comments about the candidate and their abilities. 15.0 Useful Documents We keep a copy of the following ICE documents on Careys Connect for you to reference and use:


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16.0 Declaration. Graduate Declaration: I have read and understood the Careys Graduate Engineer (ICE) Training Scheme and agree to comply fully. I accept the responsibilities and duties of a Graduate Engineer in accordance with this agreement and the further responsibilities and commitments of the profession. I confirm that I intend to undertake progressive development as stated in pursuit of a professional qualification, in support of Careys and the wider society.

Signed: Date:

Graduate SCE Declaration: I confirm that the above graduate satisfies the criteria for becoming a member of the Careys Graduate Engineer (ICE) Training Scheme, and that I will undertake the responsibilities and duties of the Supervising Civil Engineer (SCE) for this individual in accordance with this agreement.

Signed: Date:

SCE Scheme Coordinator Declaration: I approve the application for Scheme membership for the above Graduate, and witness that the above named sponsor will act as their Supervising Civil Engineer (SCE) in accordance with this agreement.

Signed: Date:

Scheme Coordinator


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Appendix A –Company Specific Objectives An SCE and Graduate may, by mutual consent, choose to undertake one or more of the following company specific objectives as part of their development.

Objective Compulsory Standard to be achieved

1. Gain practical experience in the design, detailing & supervision of temporary works

The graduate must be able to achieve the Objective independently or under supervision. The experience of the relevant techniques and functions is in addition to showing appreciation and knowledge.

2. Develop an ability to understand the requirements of Contract Specifications

The graduate must, in addition to the display of appreciation, knowledge and experience, be able to carry out the Objective without supervision and have competence to supervise others in the relevant techniques and functions.

3. Develop the ability to work with the various methods of measurement used on contracts within Carey Group

The graduate must, in addition to the display of appreciation, knowledge and experience, be able to carry out the Objective without supervision and have competence to supervise others in the relevant techniques and functions.

4. Appreciate the procedures involved on site in the issue of variations and related documentation.

The graduate must have a general understanding of the Objective, as well as an appreciation of the reasons for its conclusions.

5. Obtain experience in the recording of contract alterations and variations on site within the terms of the contract.


6. Obtain experience in keeping site records for labour, plant, materials and sub-contractors.



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APPENDIX B: IPD Online IPD Online lets you record and assess a graduate’s progress through their IPD. Graduates record their experience against each attribute and use attachments to provide further evidence. These might include quarterly reports, photos, drawings and other documents created during the course of their work. SCEs and DEs can review their graduate’s records and sign off elements of experience as they’re completed. MDOs also have access to graduate’s records to help them review progress and register completion of Training Agreements. Getting started on IPD Online ▪ To start using IPD Online, go to ice.org.uk/my-ice

Graduates ▪ Then click on My Career Tools and select Initial professional development

When you get to the Initial Professional Development tool, select Graduate and then you’ll see a short registration form. Please fill this in If you’re on a Training Agreement:

▪ Your SCE will automatically be linked to your IPD Online records ▪ If you have a DE, you’ll need to add your DE’s email address and membership number to the

registration form. If your DE isn’t an ICE member, they’ll need to register with MyICE and get a non-member contact number to use instead

▪ Once you’ve submitted the form, you’ll see the IPD Online homepage and can start using the tool ▪ We’ll also send your DE an email with a link to your record

SCEs

https://www.ice.org.uk/my-ice



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Your role as an SCE won’t change in the IPD Online process, so you just need to: ▪ Log into MyICE and click on My graduates ▪ You’ll then see a list of your graduates who have registered with

IPD Online (they won’t appear in the list unless they have registered)

▪ If you want to become an SCE, please fill in our SCE application form and arrange a meeting with your Regional Support Team

DEs ▪ When your graduate first registers for IPD Online, they’ll fill in a short registration form which asks for your

email and membership number. If you’re not a member, you’ll need to register with MyICE and get a non-member contact number to use instead

▪ The system will then send you an email ▪ When you receive this email, please click on the link to our website and log in ▪ Once you log in, you’ll be automatically linked to your graduate’s records ▪ If you have more than one graduate, you’ll receive an email for each one to link you to their individual

records ▪ When you log back into MyICE next time, you’ll see the My graduates section (as per SCEs above)


https://www.ice.org.uk/my-ice/membership-documents/supervising-engineering-delegated-engineer-app

https://www.ice.org.uk/my-ice/membership-documents/supervising-engineering-delegated-engineer-app




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Appendix C – Definitions Attributes – The abilities someone must have to become an ICE member. Graduates must show they’ve achieved the attributes during their initial professional development and at the Professional Review. There are nine attribute groups. Delegated engineer (DE) – An individual (normally a professionally qualified ICE member) who has been given responsibility, by a supervising civil engineer, to mentor graduates on a day-to-day basis. The DE may not necessarily be the graduate’s line manager. For graduates seconded to another organisation, this will be an individual who has at least as much responsibility as the graduate’s line manager. Normally a DE should not have more than three graduates to supervise. ICE-approved employer – Organisations which have been approved by the ICE to operate the ICE Training Scheme. They provide their graduates with the opportunity and support to gain the knowledge and experience they need to complete their IPD. ICE membership development officer (MDO) – ICE employees, who provide guidance on becoming professionally qualified with ICE. They also help set up and monitor ICE Training Schemes, approve supervising civil engineers (SCEs), and verify the completion of Training Agreements. ICE Training Scheme – A structured training programme used by employers to help graduates get the experience and skills they need to qualify as professional engineers. An important part the scheme is the mentoring graduates get from a supervising civil engineer (and a delegated engineer if applicable), who is provided by their company. Graduates’ progress on the scheme is recorded and measured using ICE’s IPD Online tool. Initial professional development (IPD) – The stage in a graduate’s career when they get the experience, special skills and professional approach they need to practice as a civil engineer. It bridges the gap between their education and professional qualifications. For graduates on an ICE Training Scheme, IPD is recorded and assessed using ICE’s IPD Online tool. Regional Support Teams (RST) – Teams of ICE employees based across the UK, who give advice and guidance on all aspects of professional development. Supervising civil engineer (SCE) – An individual approved by ICE and provided by employers to mentor graduates. They will preferably be a professionally qualified ICE member, but it’s not mandatory. They will have a good understanding of the process and standards needed to become professionally qualified with ICE, and an active level of personal contact with the graduate. They also make sure graduates get the experience they need. TAGSO (Training Agreements Online) – The system employers use to administer the ICE Training Scheme. It provides the company with data on all their graduates and SCEs, and is used by graduates to apply for a Training Agreement. Graduate – An individual who develops and trains under an ICE Training Agreement, and in accordance with the ICE Training Scheme. Training Agreement – a formal agreement between an employer and a graduate. The company agrees to provide support and experience so that the graduate can complete their IPD. The graduate agrees to work diligently to gain experience and document it as required by the ICE and their Supervising Civil Engineer.


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APPENDIX D1: Attributes for Chartered Engineer Status A1.1 To be successful at Professional Review, you must demonstrate achievement of the relevant attributes in the table below. A1.2 While it’s important to demonstrate all attributes, you should place a particular emphasis on those in group 1 and 2. This is because these attributes relate directly to the profession of civil engineering, and will help your Reviewers confirm that you understand core engineering principles. A1.3 As a prospective professional civil engineer, you must have a sound knowledge and understanding of the construction process (1) and the activities connected to it. You must also be able to identify and manage risks to everyone engaged in the process. If your experience includes the construction process, site experience will ordinarily be required.

Attribute group Attributes of CEng MICE

Attribute group

1. Knowledge and Understanding of Engineering

Attributes of CEng MICE

A. Maintain and extend a sound theoretical approach to the application of technology in engineering practice.

B. Use a sound evidence-based approach to problem solving and be able to contribute to continuous improvement.

C. Maintain and extend a sound theoretical approach in enabling the introduction and exploitation of new and advancing technology.

D. Engage in the creative and innovative development of engineering technology and continuous improvement systems.

Attribute group

2. Technical and Practical Application of Engineering


A. Identify, review and select techniques, procedures and methods to undertake engineering tasks.

B. Contribute to the design and development of engineering solutions.

C. Implement or construct design solutions and contribute to their evaluation.

D. Conduct appropriate research, relative to design or construction and appreciate its relevance within own area of responsibility.

E. Undertake the design and development of engineering solutions and evaluate their effectiveness.

F. Implement or construct design solutions and evaluate their effectiveness.

Attribute group

3. Management and Leadership


A. Plan for effective project implementation.

B. Manage the planning and organisation of tasks, people and resources.

C. Manage teams and develop staff to meet changing technical and managerial needs.

D. Manage quality processes.

E. Plan, direct and control tasks, people and resources.

F. Lead teams and develop staff to meet changing technical and managerial needs.

G. Demonstrate continuous improvement through quality management.

Attribute group Attributes of CEng MICE


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4. Independent Judgement and Responsibility

A. Identify the limits of personal knowledge and skills.

B. Exercise sound independent engineering judgement and take responsibility.

C. Identify the limits of a team's skill and knowledge.

D. Exercise sound holistic independent judgement and take responsibility.

Attribute group

5. Commercial Ability


A. Prepare and control budgets.

B. Use sound knowledge of statutory and commercial frameworks within own area of responsibility and have an appreciation of other commercial arrangements.

C. Demonstrate sound judgement on statutory, contractual and commercial issues in relation to your area of responsibility

Attribute group

6. Health, Safety and Welfare


A. A sound knowledge of legislation, hazards and safe systems of work.

B. Manage risks.

C. Manage health, safety and welfare within own area of responsibility.

D. Leading continuous improvement in health, safety and welfare.

Attribute group

7. Sustainable Development


A. A sound knowledge of sustainable development best practice.

B. Manage engineering activities that contribute to sustainable development.

C. Leading continuous improvement in sustainable development.

Attribute group

8. Interpersonal Skills and Communication


A. Communicate well with others at all levels including effective use of English (2) orally and in writing.

B. Discuss ideas and plans competently and with confidence.

C. Effective personal and social skills.

D. Manage diversity issues.

E. Communicate new concepts and ideas to technical and non-technical colleagues including effective use of English (2) orally and in writing

Attribute group

9. Professional Commitment


A. Understanding and compliance with the ICE Code of Conduct.

B. Plan, carry out and record CPD and encourage others.

C. Engage with ICE activities.

D. Demonstration of appropriate professional standards, recognising obligations to society, the profession and the environment.

E. Exercise responsibilities in an ethical manner.


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APPENDIX D2: Attributes for Incorporated Engineer Status

A1.1 To be successful at Professional Review, you must demonstrate achievement of the relevant attributes in the table below.

A1.2 While it’s important to demonstrate all attributes, you should place a particular emphasis on those in group 1 and 2. This is because these attributes relate directly to the profession of civil engineering, and will help your Reviewers confirm that you understand core engineering principles.

A1.3 As a prospective professional civil engineer, you must have a sound knowledge and understanding of the construction process (1) and the activities connected to it. You must also be able to identify and manage risks to everyone engaged in the process. If your experience includes the construction process, site experience will ordinarily be required.

Attribute group Attributes of MICE / IEng MICE

Attribute group

1. Knowledge and Understanding of Engineering

Attributes of MICE / IEng MICE

A. Maintain and extend a sound theoretical approach to the application of technology in engineering practice.

B. Use a sound evidence-based approach to problem solving and be able to contribute to continuous improvement.

Attribute group

2. Technical and Practical Application of Engineering


A. Identify, review and select techniques, procedures and methods to undertake engineering tasks.

B. Contribute to the design and development of engineering solutions.

C. Implement or construct design solutions and contribute to their evaluation.

Attribute group

3. Management and Leadership


A. Plan for effective project implementation.

B. Manage the planning and organisation of tasks, people and resources.

C. Manage teams and develop staff to meet changing technical and managerial needs.

D. Manage quality processes.

Attribute group

4. Independent Judgement and Responsibility


A. Identify the limits of personal knowledge and skills.

B. Exercise sound independent engineering judgement and take responsibility.

Attribute group

5. Commercial Ability


A. Prepare and control budgets.

B. Use sound knowledge of statutory and commercial frameworks within own area of responsibility and have an appreciation of other commercial arrangements.

Attribute group

6. Health, Safety and Welfare


A. A sound knowledge of legislation, hazards and safe systems of work.

B. Manage risks.


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Attribute group Attributes of MICE / IEng MICE

C. Manage health, safety and welfare within own area of responsibility.

Attribute group

7. Sustainable Development


A. A sound knowledge of sustainable development best practice.

B. Manage engineering activities that contribute to sustainable development.

Attribute group

8. Interpersonal Skills and Communication


A. Communicate well with others at all levels including effective use of English (2) orally and in writing.

B. Discuss ideas and plans competently and with confidence.

C. Effective personal and social skills.

D. Manage diversity issues.

Attribute group

9. Professional Commitment


A. Understanding and compliance with the ICE Code of Conduct.

B. Plan, carry out and record CPD and encourage others.

C. Engage with ICE activities.

D. Demonstration of appropriate professional standards, recognising obligations to society, the profession and the environment.

E. Exercise responsibilities in an ethical manner.


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APPENDIX D3: Standards for Engineering Technician Status Civil engineering technicians apply proven techniques and procedures to the solution of practical engineering problems.Civil engineering technicians are required to apply safe systems of work and demonstrate:

• Evidence of their contribution to either the design, development, manufacture, construction, commissioning, decommissioning, operation or maintenance of products, equipment, processes or services

• Supervisory or technical responsibility

• Effective interpersonal skills in communicating technical matters

• Commitment to professional engineering values The reviewers will be looking for evidence that you have the know-how to do the job, and were able to go beyond the immediate requirements and use your initiative and experience to solve a problem or improve a process.

Standards group

Description

A. Use engineering knowledge and understanding to apply technical and practical skills. This includes the ability to A1. Review and select appropriate techniques, procedures and methods to undertake tasks. A2. Use appropriate scientific, technical or engineering principles

Describe:

• An example of work you did that went well, the choices you made and the outcome; or

• Something in your work that you were involved in which didn't quite work and explain why; or

• A technique, procedure or method you improved upon and explain why

•

• Drawing from your direct experience, this might be an explanation of how a piece of equipment, system or mechanism works.

B. Contribute to the design, development, manufacture, construction, commissioning, operation or maintenance of products, equipment, processes, systems or services. In this context, this includes the ability to: B1. Identify problems and apply appropriate methods to identify causes and achieve satisfactory solutions B2. Identify, organise and use resources effectively to complete tasks, with consideration for cost, quality, safety, security and environmental impact

Explain how you contribute to one or more of these activities. Show an example of how you have used measurement, monitoring and assessment to:

• Identify the source of a problem; or

• Identify an opportunity; or

• Propose a solution

Illustrate how you make decisions about:

• What information, material, component, people or plant to use; or

• How to introduce a new method of working; or

• What precautions you took


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Standards group

Description

Describe how you have contributed to best practice methods of continuous improvement, e.g. ISO 9000 or similar outside the UK

C. Accept and exercise personal responsibility. This includes the ability to: C1. Work reliably and effectively without close supervision, to the appropriate codes of practice C2. Accept responsibility for work of self or others C3. Accept, allocate and supervise technical and other tasks

Describe an experience or instance where you have had to accept personal responsibility for seeing a process through to completion within agreed targets. Your evidence should show how you identified and agreed what had to be done and to what standards on a typical project. Your evidence could include: minutes of meetings; site notes and instructions; Variation Orders; programmes of work; specifications, drawing and reports; or appraisals. Activity not associated with your job can contribute evidence.

D. Use effective communication and interpersonal skills. This includes the ability to: D1. Use oral, written and electronic methods for the communication in English* of technical and other information D2. Work effectively with colleagues, clients, suppliers or the public, and be aware of the needs and concerns of others, especially where related to diversity and equality.

•

You will need to show you can contribute to discussions; make a presentation; read and synthesise information; or write different types of documents. Your evidence could include: letters; reports; drawings; emails; minutes, including of progress meetings; appraisals; work instructions; and other task planning and organising documents. Your application itself will be relevant.

•

• Show examples of how this has occurred, and your role at the time.

• Describe your role as part of a team.

Describe a situation where you put your awareness into practice.

E: Make a personal commitment to an appropriate code of professional conduct, recognising obligations to society, the profession and the environment. E1. Comply with the Code of Conduct of your institution. E2. Manage and apply safe systems of work.

Your commitment will be to become part of the profession and uphold the standards to which all members subscribe. You need to show that you have read and understood your institution's Code of Conduct. The Professional Review involves demonstration of, or discussion of, your position on typical ethical challenges. Demonstrate your underpinning knowledge of the ICE Code of Conduct. Provide evidence of applying current safety requirements, such as risk assessment and other examples of good practice you adopt in your work. You will need to show that you have received a formal safety instruction relating to your workplace (such as a CSCS safety test in the UK), or an update on statutory regulations. In the UK an example would be COSHH requirements. Demonstrate how you manage your own health and safety and that of others around you. A failure at health, safety and welfare will result in a fail at the review. Show examples of methodical assessment of risk in specific projects; actions taken to minimise risk to society or the


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Standards group

Description

E3. Undertake engineering work in a way that contributes to sustainable development. This could include an ability to:

• Operate and act responsibly, taking account of the need to progress environmental, social and economic outcomes simultaneously

E4. Carry out and record CPD necessary to maintain and enhance competence in own area of practice including:

• Undertake reviews of own development needs

• Plan how to meet personal and organisational objectives

• Carry out planned (and unplanned) CPD activities

• Record and maintain evidence of competence development

• Evaluate CPD outcomes against any plans made

• Assist others with their CPD

E5. Exercise responsibilities in an ethical manner.

environment. Demonstrate your awareness of the considerations taken in your project/s in respect to sustainable development. This means demonstrating that you have actively sought to keep yourself up to date, perhaps by studying new standards or techniques, or made use of magazines, lectures organised by professional engineering institutions, and other opportunities to network in order to keep abreast of change. This is an opportunity to demonstrate your involvement/support of ICE activities. Give an example of where you have applied ethical principles. There are four fundamental principles to guide engineering technicians in achieving the high ideals of professional life:

• Accuracy and rigour

• Honesty and integrity

• Respect for life, law and the public good

• Responsible leadership – listening and informing

Give an example of where you have applied/upheld ethical principles as defined by your organisation or company, which may be in its company or brand values.


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Appendix E: Personal Development Record Each Graduate should maintain a record of Continuous Personnel Development (CPD) hours for each year of Graduate Training Scheme and years to taking CPR.

Name:

ICE Membership No:

Job role & responsibilities:

Development Activity Evaluation

Details of CPD

activity

Dates Effective

learning

time

Dev.

plan

ref

Key Learning

points

Key benefits/value

added

Further comments: was the plan

successful? How can I improve it in

future?

Safety

Leadership Team

Meeting

Monthly

ongoing

in 2013

8 5 Review of Health &

Safety on the project

Continuous development

of H&S on the project -

implementation of new

ideas to ensure H&S high

priority. Implement

Careys drive for Zero

Accidents

Continuous development - drive within

the construction industry to reduce

accidents on site


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Appendix F: Development Action Plan – ICE requirement Each Graduate should have a DAP plan in place to highlight how they are going to develop each year

Name:

ICE Membership No:

Job role & responsibilities:

Review of Learning Needs Development Plan

Date Ref In what area do I

need to improve

my performance

How does this

link to other

objectives

What do I need to

learn in order to

achieve this?

What will I do to

achieve this?

What are the

likely resources

and support that

I will need?

How will I

evaluate a

successful

outcome?

What are my

deadlines for

meeting this

target?


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Appendix G: Graduate Quarterly Review Form GRADUATE NAME DATE OF MEETING

DELEGATE ENGINEER

CURRENT LOCATION

Please select the appropriate rating below for each of the following characteristics (a-f):

A Better than required C Less than acceptable, in need of improvement

B Working towards potential D Well below requirement

Characteristic Rating Comment

Desire to learn

Progress in line with Training Agreement

Drive & enthusiasm

Quality of written work, e.g Development Reports

Verbal communication

Ability to work with others

Example Attributes (See ICE3001A). DE can suggest any number of these Attributes for the Graduate to focus on before the next monthly appraisal:

Attribute ✓ Attribute ✓

Engineering Knowledge & Understanding

Health, Safety & Welfare

Engineering Application

Sustainable Development

Management & Leadership

Interpersonal skills and Communication

Independent Judgement & Responsibility

Professional Commitment

Commercial Ability

Does the Graduate have any concerns, problems, questions?

Does the Delegate Engineer have any concerns, problems, questions, recommendations? (include positive or negative response & suitability to remain on Graduate Programme)


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What Training Courses/ Events/ CPD has the Graduate attended since the last meeting? Give details

Estimated number of hours dedicated to CPD during the last month

Does the Graduate understand how this may relate to the Attributes? What Attributes are covered by this CPD? See ICE3001 for details.

What Attributes is the Graduate currently working towards?

Attribute ✓ Attribute ✓









Commercial Ability

For each Attribute outlined above, at what level does the DE suggest the Graduate is currently at? K = Knowledge E = Experience A = Ability

Attribute K/ E/ A Attribute K/ E/ A









Commercial Ability

In what areas does the Graduate need to improve performance? Where is the Graduate exceeding expectation?

How should the Graduate look to achieve improvement? What resources are available for the Graduate to draw from?

What is the deadline for this?

Signed by Graduate Signed by DE