An evaluation of Continued Professional Development (CPD) within the Department for Work and Pension’s (DWP) Fraud and Error Service (FES): a successful beginning or a work still in progress?

Ledingham, Carol (2015) An evaluation of Continued Professional Development (CPD) within the Department for Work and Pension’s (DWP) Fraud and Error Service (FES): a successful beginning or a work still in progress? BSc dissertation, University of Portsmouth.

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    Abstract

    This dissertation examines the introduction of the CPD programme operated by DWP FES in an effort to assess the robustness of DWP’s CPD culture and how well this promotes the benefits of CPD to line managers and investigators. It is hoped that this evaluation can offer some insight into how a non-regulated profession engages practitioners in continuing development. In conjunction with the literature review the research consisted of secondary data analysis of CPD data provided by DWP. The research supplemented the data available by conducting an online survey of DWP Fraud Investigators. Low response rates whilst acknowledged are argued as valid given their confirmation of known CPD theory. It is contended that despite non-regulation the occupation of counter fraud investigator can be afforded profession status given successful industry collaboration and accredited training. It is further contended that professional responsibility introduces a requirement for transparent assurance of current skill and knowledge levels. CPD as the professional development vehicle of choice is argued as being a necessary evolution in counter fraud organisations. DWP’s commitment to providing a professional culture for investigations is confirmed but it is viewed that DWP’s CPD programme may lack sufficient individuality and flexibility to fully engage investigators especially those with extensive experience. Given a significant proportion of DWP investigators lack conviction of DWP’s commitment to support a professional culture DWP may wish to consider this further. Individual professional responsibility is required to drive CPD forward and this is an area, within non-regulated organisations, which could benefit from further research. Remuneration is suggested as a significant barrier to CPD engagement within DWP. DWP could consider the benefits of a non-financial incentive such as enhanced accreditation which would be available through collaboration with the Counter Fraud Professional Accreditation Board (CFPAB) from their CPD programme. This would secure professional accreditation status for DWP investigators.

    Item Type: Dissertation
    Departments/Research Groups: Faculty of Humanities and Social Sciences > Institute of Criminal Justice Studies
    Depositing User: Beth Atkins
    Date Deposited: 30 Jun 2015 12:32
    Last Modified: 30 Jun 2015 12:32
    URI: http://eprints.port.ac.uk/id/eprint/17498

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