Should we fear or embrace continuing professional development?
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By Lissa Oliver
There is a saying, ‘teaching Granny how to suck eggs’, which implies Granny has more knowledge and experience than we may ever teach her, and it’s a reverent approach we tend to take with any successful professional within the thoroughbred industry. Be they young or old, if they have bred or trained winners, we defer to their expertise or seek it out for our own education. And yet there’s a far more common idiom used regularly among trainers: ‘you never stop learning when it comes to horses’.
Just how do our industry professionals continue to learn? From the new ideas of the next generation coming through? From innovations in technology and food science? From networking and sharing ideas? From trade magazines such as this, bringing the latest research news? Possibly all of those; but there is one obvious source missing: the classroom.
Continuing professional development (CPD) is mandatory in many professions, and we wouldn’t expect it to be otherwise. Vets, for example, need to undertake a minimum of 105 hours of CPD in any three-year period, with an average of 35 hours per year. That’s four full days a year. Veterinary nurses need to complete a minimum of 45 hours of CPD in any three-year period, with an average of 15 hours per year. Dentists must complete a minimum of 100 hours of CPD over a five-year period and must have some CPD training within two consecutive years.
Each registered practitioner must make an annual declaration of their CPD and will be removed from the register if they fail to record CPD. They are also required to have a personal development plan (PDP) outlining specific training requirements and targets. Even following a career break, to be returned to a professional register involves evidence of compliance with CPD. And would we, the client, have it any other way?
You might argue it is to be expected of medical practitioners and agree that it’s also a safeguard for teachers and accountants, among the many professions for whom CPD is mandatory. But is it really necessary for the thoroughbred industry, which is still based very much on skills handed down through generations? How much has equine husbandry actually changed?
Possibly very little, but the business of producing and training racehorses has certainly seen a massive change in recent years. Compliance with the arrangement of working hours, new taxation methods, the safeguarding of staff against bullying, parental leave, health and safety assessment, staff induction policies, social media marketing—the list is endless, and none of the new challenges facing trainers have readymade solutions passed down from our forebears.
Closer to home in the equine world, Horse Sport Ireland (HSI) has instigated a mandatory CPD programme for all Level 1 Apprentice, Level 2 and Level 3 Coaches. HSI is keen to see all coaches progress their coaching skills, and this is the premise on which their CPD programme is based. HSI’s CPD events are a minimum of a half-day, and the minimum requirement of CPD credits is five per year. Examples of CPD are Safeguarding, worth one credit; First Aid, worth two credits; and HSI Coaching, worth three credits.
Again, it is the responsibility of each coach to maintain records, certificates and other evidence of compliance and to submit these to HSI. Anyone who fails to acquire the required credits or submit sufficient evidence will be removed from the register. Similarly, the British and Irish Pony Clubs have mandatory CPD requirements for instructors based on the same credit/point system. How much has the art of teaching people to ride changed, we may also ask?
OK, so CPD is necessary for skilled practitioners upon whom the public depends, and for teachers and coaches who need to be certain they are passing on current approved skills driven by modern standards. But how does this apply to me? Racehorse trainers fit both categories. Not all staff arrive with years of experience behind them, and the general public is actively encouraged to get involved in horse ownership. We are skilled suppliers of a public service and are expected to be trusted sources of learning for our employees.
Whether we like it or not, the modern workplace has progressed, and as trainers we are expected to progress with it. CPD is no longer simply a requirement of licencing bodies; it is expected by clients and depended upon by those to whom we owe a duty of care—our staff and horses and, most importantly, ourselves. Can we afford to be without it?
In North America, many trainers believe we can. Under some licencing jurisdictions CPD is mandatory, yet trainers still fail to attend required seminars, and the compulsory attendance is unenforced. Deutscher Galopp has a dedicated page for trainers on its website and suggests news of seminars and workshops can be found there when available, but there are currently none.
Liv Kristiansen
Liv Kristiansen, Norsk Jockeyklub, reports that other than the mandatory course to gain their licence, Norwegian trainers are equally reluctant. “We have arranged some seminars, but our experience is that trainers very seldom attend any conferences or seminars even when offered.”
“I can understand that,” reflects Michael Grassick, CEO Irish Racehorse Trainers Association (IRTA). “Many trainers are having to do most things themselves; the majority run small operations with less than 20 horses, and they’re riding out and having to be very hands-on. They haven’t the time to be away from the yard.
“Courses are a help, but it should be a personal choice; I wouldn’t like to say mandatory. Trainers do need help with things; everyday business is becoming more complicated with more documentation needed. They need help with things like litigation, health and safety, manual handling, insurance. They are well able to train horses but are needing more and more help with the business side of things. Seminars would be useful, but they would need to be held in the afternoon or evening.”
Michael Grassick,
What is it about CPD that makes us wary? Continuing professional development certainly sounds like something we should all welcome and embrace, but it hasn’t always been marketed as such. With compulsory hours and the inference that participants are merely wasting time certifying already existent skills, CPD has become something to fear and resent, akin to being taught ‘how to suck eggs’.
We should instead remember that, working with thoroughbreds, we never stop learning; and the rapidly evolving workplace brings with it an additional pressure to learn. Correctly tailored, CPD helps enhance the skills needed to deliver a professional service to our clients, staff and satellite community, such as media and authorities, and ensures our knowledge is relevant and up to date. It should help us to be more aware of the changing trends and directions of our profession. It is vital, therefore, that the accredited courses and workshops recognise and address those needs. Simply acquiring a certificate for existing skills is not enough.
CPD must be a documented process that is self-directed and driven by the participant, not their employer or licensing authority. That means that to make it relevant, trainers should be sourcing areas of learning of most interest to them and suggesting topics for workshops to be run by the licencing bodies.
This has long been the practice of the various Thoroughbred Breeders Associations, who run seasonal training programmes and workshops for participants, based on the feedback and needs of members and participants. The education programme is not compulsory, but courses and workshops are always over-subscribed and certainly the idiom of ‘never stop learning’ is embraced and practiced by those working in the breeding sector. Should the training sector be any different?
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