Professional learning and development review process

The role of the managers and mentors

Published
11/04/2019
Last updated
19/08/2026

As discussed previously, the approach to professional learning and development being taken is a developmental one. It puts the autonomous self-directing professional at the centre and through their critical reflection on practice they identify and construct relevant Professional Learning and Development goals and activities.

A pivotal aspect of this is the role of the manager and or/mentor who has the responsibility:

  • of providing mentoring guidance as depicted below
  • to verify the authenticity of the practitioner’s Professional Learning  and Development to the standard set by the CLD Standards Council.

Therefore it is incumbent on a registered or Associate member to seek within their practice context a suitable person for this role.

Who can become a mentor

Because of the wide and varied settings that CLD practitioners can be found, whether in paid or voluntary positions, the mentoring role can be carried out by a practitioner’s manager and/or another suitably qualified and experienced person.  This would normally be someone:

  • with an understanding of the CLD Standards Council’s Professional Standards
  • with a CLD Standards Council recognised qualification, or equivalent
  • who is a member of the CLD Standards Council and have a minimum experience of 3 years of CLD practice.

It might be the case in some circumstances for a practitioner’s manager and also another person have joint roles in mentoring appropriate and agreed with the practitioner.

It should be stressed that this process is based on the professional autonomous and responsibility of the CLD practitioner. They have lead responsibility for their Professional Learning and Development. 

The manager and or/mentor has a critical but supporting role.  

Responsibilities of a mentor

In terms of responsibilities the mentor needs to  

  • have an understanding of the CLD Standards Council’s Professional Standards (Professional Ethos, Competences and 5 Key Attributes, Code of Ethics) 
  • be available as negotiated between themselves and their mentee with respect to meeting to discuss, monitor and review progress around professional learning goals
  • carry out with their mentee the 3 yearly Re-registration Review in line with CLD Standards Council requirements, procedures and guidance and verify that the mentee has been engaged in satisfactory Professional Learning and Development over the registration period

Supporting documents

The mentoring agreement form (docx) can be used to define or inform the mentor and mentee relationship.

 You can read our guide on mentoring considerations (docx) for further information on mentoring.