Careys Graduate Engineer (ICE) Training Scheme Roadmap

Transcription

1 Careys Graduate Engineer (ICE) Training Scheme Roadmap

2 Table of Contents Section Item Page 1.0 An Outline of the Training Scheme & Company Commitment Company Organisation Training Policy Why be Professionally Qualified Principles of the Scheme Aims of the ICE Training Scheme Registration The ICE Training Agreement (Form ICE3142) Qualifications Careys Training Agreement & Training Policy (GRP-HRD-SFM-0309) Gaining Experience Attributes Breadth of Experience & Secondments Continuing to Learn CPD Monitoring Training Reports Review Meetings & the Graduate Quarterly Review Form Quarterly Report -Content & Submission Annual Appraisal Training Review Training Agreement for Chartered Progressive Review Preparation Sources of Help Supervising Civil Engineers (SCE & Delegate Engineers (DE) The Role of a Supervising Civil Engineer (SCE) Monitoring Training Review The Role of a Delegate Engineer (DE) Registering as a DE Responsibility of a DE The Role of the Scheme Coordinator 13 1

3 The Role of the Placement Manager The Regional Support Team (RST)/ Membership Development Officer (MDO) The Role of the Graduate Gaining Experience Preparing for Professional Review Sponsors Useful Documents 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 2

4 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. 3

5 Educational base Initial professional development Professional Review ICE membership Continuing professional development (CPD) 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 4

6 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 address on the application form or in TAGSO. The graduate will receive an , 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. 5

7 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 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 parttime 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. 6

8 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 Technical In-house Communicating Assertively Time Management Commercial Awareness Risk & Opportunity Awareness Temporary Works Supervisor Achieving Quality 1 day Open Road Learning 1 day Open Road Learning 1 day Hughes Training Solutions 1 day Hughes Training Solutions 1 day Hughes Training Solutions 1 day Hughes Training Solutions Leadership In-house - External Year 2 Soft skills In-house Technical In-house Setting Out & Surveying CSCS H&S Concrete Identity testing Presenting with Impact Meeting Effectiveness Understanding Package Management Planning & Programming ENKA / TBC 1 day The Concrete Society 2 day Open Road Learning 1 Day Open Road Learning 1 day Hughes Training Solutions 2 day Hughes Training Solutions Leadership In-house Effective Influencing & Negotiation 1 day Open Road Learning 7

9 External SMSTS SEATS CITB Environmental Awareness Year 3 Soft skill In-house Report Writing Skills 1 day - TBC Technical In-house - Leadership In-house External Solving Problems & Decision Making Managing & Resolving Conflict NVQ level 4/6 Site Management 1 day Open Road Learning 1 day Open Road Learning 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. 8

10 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 (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. 9

11 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 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 signedoff 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 Sources of help 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 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. 10

12 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 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 11

13 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 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 ing their names to cats@ice.org.uk. 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 The role of a Delegated Engineer (DE) 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 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 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 12

14 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 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 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 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 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. 13

15 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 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 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 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 Useful Documents We keep a copy of the following ICE documents on Careys Connect for you to reference and use: 14

16 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: Graduate Date: 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: SCE Date: 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: Scheme Coordinator Date: 15

17 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 1. Gain practical experience in the design, detailing & supervision of temporary works 2. Develop an ability to understand the requirements of Contract Specifications 3. Develop the ability to work with the various methods of measurement used on contracts within Carey Group 4. Appreciate the procedures involved on site in the issue of variations and related documentation. 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 subcontractors. Compulsory Standard to be achieved 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. 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. 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. The graduate must have a general understanding of the Objective, as well as an appreciation of the reasons for its conclusions. 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. 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. 16

18 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 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 nonmember 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 with a link to your record SCEs 17

19 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 and membership number. If you re not a member, you ll need to register with MyICE and get a nonmember contact number to use instead The system will then send you an When you receive this , 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 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) 18

20 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. 19