Continuing Education and CPD for Nurses

Continuing professional development (CPD) is a fundamental requirement in nursing today. In the fast-paced healthcare environment that we find ourselves in, continuing education is not optional—it’s essential. CPD helps nurses stay knowledgeable, capable, and ready to meet the ever-changing demands of modern healthcare. More than just maintaining competency, it provides opportunities for professional growth, skill development, and staying current with the latest advancements in treatments, technologies, and patient care. According to the Nursing and Midwifery Council (NMC 2018), continuing education supports evidence-based practice and empowers nurses to deliver safe, effective, and person-centred care, highlighting its importance in maintaining high standards within the profession.

Beyond refining skills, continuing education is about fostering expertise. It empowers nurses to adapt to the evolving healthcare landscape whilst maintaining a personalised approach to high-quality patient care. This dedication to lifelong learning goes hand-in-hand with the principles of CPD. Together, they create a robust framework for professional growth, helping nurses enhance their practice, meet regulatory standards, and feel confident in navigating their roles.

Since the 1980’s, nurses and other allied healthcare professionals have been required to participate in CPD and today, CPD is a mandatory requirement for all nurses to demonstrate their commitment to continuous learning and to maintain professional registration with the regulatory body (NMC 2018).

In short, continuing education isn’t just about ticking boxes—it’s a commitment to excellence that drives nursing forward and supports better care for all.

The Vital Role of CPD in Nursing

Continuing Professional Development (CPD) is a cornerstone of modern nursing, with the Nursing and Midwifery Council (NMC) emphasising its significance. CPD is more than just a requirement for maintaining registration—it’s about upholding professional standards, staying prepared to deliver safe and effective care and ensuring that care remains person-centred.

In today’s rapidly evolving healthcare landscape, CPD is essential for keeping knowledge and skills current (NMC, 2018). To support this, the NMC mandates that nurses, midwives, and nursing associates complete 35 hours of CPD every three years as part of the revalidation process. At least 20 of these hours must involve participatory learning, such as workshops, team training, or interactive activities designed to promote shared knowledge and collaboration.

The NMC also emphasises the importance of tailoring CPD to individual practice. It’s about identifying areas for improvement, reflecting on role-specific priorities, and aligning learning with professional development goals. CPD isn’t just a task to tick off—it’s a valuable opportunity for personal and professional growth, ensuring adherence to the NMC Code and ultimately enhancing the quality of patient care.

By making CPD a priority, nurses not only meet professional requirements but also equip themselves to navigate the challenges of modern healthcare and deliver exceptional care. However, despite its importance, access to CPD can be a challenge. The NMC has made it clear that employers have a responsibility to support staff in meeting CPD requirements—even when protected time for learning isn’t guaranteed. Employers play a crucial role in enabling nurses to continue their development, empowering them to provide the highest standard of care.

CPD is more than a professional obligation; it’s an investment in the future of nursing and, most importantly, in the well-being of patients.

Why It’s Time for Change

At the recent RCN Congress (June 2024), CPD was a central focus of discussion. Delegates urged the RCN Council to advocate for government action, calling for a legal obligation on employers to provide fully funded, contractual CPD for nurses. The aim is clear: to ensure nurses have the support and resources needed to deliver safe, high-quality care. Could this signal the beginning of a renewed commitment to professional learning? It’s certainly a development worth watching closely.

Why the Push for Change?

This call for change stems from the ongoing issues with CPD access across the UK. Nurses have long raised concerns about the differences in CPD opportunities available to them compared to their medical counterparts. With no standardised approach to CPD, nurses working in different sectors may find themselves with entirely different levels of support and access to professional development.

The Workforce Crisis Makes It Harder

On top of this, the growing workforce crisis is making things even more challenging. Nurses are finding it harder to get approval for time off to take part in CPD activities. As a result, it’s not only affecting their ability to stay current with best practices, but it’s also making the revalidation process more difficult. And when CPD is hard to come by, it can also have an impact on patient safety and staff morale.

The Power of CPD

CPD offers a multitude of benefits for nurses, empowering them to deliver exceptional patient care. Some of the key advantages of Continuing Professional Development include:

Enhanced Knowledge and Skills:

In nursing, staying current is key. CPD ensures nurses stay up-to-date with the latest evidence-based practices, technologies, and treatments which allows them to continually improve their clinical skills and enhance their ability to provide safe, effective care.

A Commitment to Life Long Learning:

CPD creates a culture of continuous improvement, motivating nurses to take ownership of their own professional development. This mindset can then lead to a continued commitment to lifelong learning and personal growth within the profession.

Professional/Personal Confidence:

Staying current with the latest trends in nursing practice helps nurses build confidence in their roles, making them better prepared to face challenges and make informed decisions. This increased confidence doesn’t just impact their own professionalism—but results in clearer decision making and a more confident approach to patient care.

Improved Patient Care:

Through the development of existing skills and the acquisition of new knowledge, nurses are likely to be better equipped to provide more effective, comprehensive care, potentially resulting in faster recovery times, reduced complications, and a more positive patient experience. That said, it’s important to remember that these outcomes can be subjective and may vary based on each individual’s circumstances.

Career Progression:

Regular participation in CPD can open doors to new opportunities and career progression. Nurses who engage in CPD can acquire new skills and qualifications that may enable them to take on new roles or specialise in a particular area of healthcare.

Challenges of CPD for Nurses

Time Constraints:

One of the biggest challenges for nurses is finding time to complete CPD activities amidst their demanding work schedules. Long shifts, high patient workload, and the pressures of the job can make it difficult to prioritise professional development.

Financial Barriers:

Many CPD opportunities, such as courses or conferences, may require a financial investment. Some nurses might find it difficult to cover these costs, particularly if their employer doesn’t provide funding for CPD.

Access to Relevant Opportunities:

In some settings, nurses may struggle to access CPD opportunities that align with their specific area of practice or professional development goals. Geographic location, limited local resources, or lack of employer support can further complicate this challenge.

Workplace Support:

Some nurses may find it challenging to secure the time off or support from their employers to attend CPD events. Without adequate encouragement or funding from employers, it may be harder for nurses to prioritise their professional development.

Balancing Learning with Practice:

Integrating CPD activities into day-to-day practice can be difficult. Nurses may find it hard to implement new skills or knowledge immediately, especially if they don’t have the opportunity to apply them in their current role.

Motivation and Engagement:

For some nurses, the need to complete CPD may feel like a chore, especially if they’re not personally invested in the learning process. Without engagement or a clear connection to their role, nurses may struggle to fully benefit from CPD opportunities.

Overcoming Barriers to CPD: Rethinking Access and Engagement

In today’s world, where technology is at the heart of education and training, it’s crucial to rethink the ‘what,’ ‘where,’ and ‘how’ of Continuing Professional Development (CPD). Nurses and healthcare professionals often face tight time constraints, yet CPD remains a vital, legally mandated aspect of their roles. The question then becomes: how can we encourage workplaces and individuals to prioritise, implement, and actively engage with CPD opportunities?

We’re all familiar with the traditional CPD methods—workshops, conferences, and reflective practice. But what if we could reimagine CPD in the context of today’s fast-evolving digital landscape? Technology is reshaping how we learn and grow professionally, and this shift presents an exciting opportunity to enhance the way we approach CPD.

As a nurse educator with a passion for blended and simulated learning, I’m always looking for innovative ways to engage learners and ensure they get the most out of their CPD. While traditional training methods have undeniably benefited healthcare professionals, we’re now at a turning point. We need fresh approaches that complement established methods, ensuring CPD keeps pace with the ever-changing demands of modern healthcare. It’s time to rethink how we deliver CPD, harnessing digital tools to create dynamic, engaging, and impactful learning experiences for the nurses of today and tomorrow.

So, what could this transformation look like? And how could it ultimately impact patient care?

Transforming CPD: Embracing Innovation for the Future of Nursing

• VR and Augmented Reality – Create a risk-free space where nurses can practise and apply new skills in an immersive, realistic environment.
• On-demand Microlearning – Bite-sized learning modules that can be accessed in short, manageable chunks, easily fitting into busy schedules.
• Webinars and Live Streams – Provide opportunities to engage directly with experts via Q&A sessions, with the added bonus of session recordings for later review.
• Digital Learning Communities – Foster peer-to-peer learning, collaboration, and networking within the nursing profession, strengthening a sense of community.
• Podcasts and Audio-Based Learning – Offer flexible, on-the-go learning for greater convenience and enhanced engagement.
• Hybrid Learning – Combines the best of in-person and digital learning, offering flexibility while maintaining valuable personal interaction.
• Virtual Conferences – Enable a variety of interactive engagements, such as breakout rooms and live polls, to enhance participant experience.
• Online Mentorship – Provides opportunities for professionals to share knowledge, develop new skills, and gain guidance on career progression and professional growth.

In Conclusion

Investing in accessible CPD opportunities is key to both professional growth and the improvement of patient care. While some options may require an investment, the long-term benefits far outweigh the cost. By making CPD more accessible and seamlessly integrated into nurses’ daily routines, we can shift the perception of continuing education from a burden to a vital, natural part of their roles. When nurses are equipped with the latest knowledge and skills through consistent professional development, they are better prepared to provide high-quality, evidence-based care. This leads to improved decision-making, more effective treatments, and quicker recovery times for patients. Moreover, by prioritising accessible CPD, we can boost nurses’ confidence, job satisfaction, and morale, ultimately creating a positive work environment. A motivated and well-trained workforce is more likely to deliver compassionate, personalised care, directly benefiting patient outcomes and experiences.

Online Training at Health Academy

At Health Academy Online, we understand the challenges organisations face in providing accessible and effective CPD opportunities for their staff. That’s why we offer a range of flexible, high-quality training solutions designed to fit seamlessly into busy healthcare environments. Our engaging online and virtual courses ensure that nurses and healthcare professionals stay up to date with the latest evidence-based practices, enhancing both their skills and patient care. Partner with us to make CPD more accessible, cost-effective, and impactful.

Visit our course pages or contact us today to learn more about how we can support your organisation’s training needs.