How to become a Chartered Water and Environmental Manager (MCIWEM C.WEM)

Applicants need to submit the following documentation using the online application process:

1. CV

Please upload the most up-to-date version of your CV.

2. Career Overview Report (no more than 1000 words)

Your career overview report is the perfect opportunity to tell us about what skills, qualities and knowledge you have gained. This report should cover the following 6 key areas: duration of employment, job title, employer, roles and responsibilities, your involvement in making key decisions and recommendations and, key learning topics*.

We are looking for a career report that is well-structured, interesting to read and provides a succinct, yet in-depth overview of your work experience up to your most current job.

Your report should give an overview of the work for which you have had responsibility, your job roles and progression through your career, including any career breaks. This is your chance to identify any experiential learning which may be relevant to each registration being sought (i.e. C.WEM/CEng/IEng/EngTech/CSci/CEnv).

* A key learning topic is one gained in the workplace as part of your working career and should be highlighted in the text of your report.

3. Mandatory Competence Attainment Report (no more than 4000 words)

You need to provide a response to each of the 14 Mandatory Competences in the pro-forma report available in your online application. The maximum number of words for the report is 4000; the distribution between individual competencies will be at your discretion. You may find you have more to write for some of the competencies than others.

Please note that images, diagrams, graphs, appendices, references and footnotes will not be accepted.

This is your opportunity to tell us about the skills and knowledge you have gained, using examples from your practical experience to demonstrate the appropriate level of achievement for each competence. Please include any images and diagrams which you feel would support your responses

Your responses need to be written in the first person and identify your roles and responsibilities, what you have done and what you have learned. If you have worked as part of a team, please describe what you personally did, and explain the contributions you have made to the overall project or piece of work.

You will normally need to provide two examples that demonstrate the appropriate level of attainment that you have achieved for each Mandatory Competence. The Competence report is your chance to demonstrate that you are working at a level appropriate to the registration/s for which you are applying. We want to hear about what you have achieved, examples of where you have taken initiative and what the outcomes were. You can also include examples where the outcomes were negative, and explain what you learnt from these experiences.

Assessors will make their decision by assessing both your written submission and your performance at interview.

Please download our Mandatory Competence Guidance Document off our website for further information on what to write for each competence.

For those who have participated in a professional development scheme

If you have participated in a CIWEM approved Professional Development scheme, please provide:

• The name of the organisations’ scheme(s) undertaken
• A supporting comment from your mentor
• A copy of any experience review completed

4. Training and CPD Record

Applicants for Chartership are required to submit a reflective CPD record with a minimum of 90 hours over a three-year rolling period, a minimum of 15 hours can be attributed to an individual year during this period.

In addition to factual details, such as time spent and content of specific activities, CPD records must also contain planning and objectives together with constructive assessment and reflection of the personal professional development benefits gained from each activity

The record must demonstrate that their CPD activities include a mixture of learning activities relevant to their current or future practice

You can find further guidance on what is required here.

5. Copies of Qualifications

Please provide us with copies of your qualifications, including any certificates and transcripts. These will need to be signed as authentic copy of the original by at least one of your CIWEM sponsors. You can find some further information about the sponsorship you need for your application in section 6.

6. Sponsorship Letters

Along with your application you will need to submit two signed sponsorship letters, which must be written by Chartered Professionals, at least one of which must be chartered with CIWEM.

Sponsor letters are an important part of an individual’s application for CIWEM membership. Sponsors should take the responsibility seriously, understand the required mandatory competences and provide useful, in-depth comments about you and your application. Brief statements – like describing the candidate as ‘technically competent’ – are not useful to assessors.

The sponsorship letters should be written by someone who has a professional relationship with you, this could be your university teacher, line manager or a colleague. Please get in touch with us if you are struggling to find sponsors.

The purpose of the sponsorship letters is to confirm that your application has been reviewed, and that the sponsors agree with what you have written and that they support your application. The letters must be signed by your sponsors and should include the sponsor’s contact information.

If you are applying for any additional registrations at least one of your sponsors is required to hold the same professional registrations that you are applying for.

Please note sponsors letters are valid for 6 months, if you are requested to resubmit your application an updated sponsor letter may be required.

Additional guidance on sponsor letter requirements can be download here.

7. Work Based Learning Statement Form (applicable only for those applying through the C.WEM Work Based Learning Route)

To demonstrate appropriate further learning you are required to complete the 'Work Based Learning Statement Form'

You are required to provide a reflective statement describing the specific knowledge and understanding you have gained through your work (and any other relevant activity) for each QAA Descriptor in addition to the requirements of a standard submission. This should be supported by evidence of any assessment or evaluation which has taken place. You should not replicate examples from your Mandatory Competencies but demonstrate a breadth of experience from your career.

Completed forms must uploaded in the Supporting Documents section of the online application.

In addition to holding exemplifying qualifications to demonstrate the knowledge and understanding elements of professional competence, there are other ways you can demonstrate the necessary knowledge and understanding for progression to Chartered Membership of CIWEM (C.WEM).

The C.WEM Work Based Learning route provides a means of enabling applicants who lack the exemplifying academic qualifications to demonstrate the knowledge and understanding which they have acquired through their working experience and to validate this against the QAA qualification descriptor for Honour’s level.

Full guidance on this route can be found here.

When you are ready to complete the application the 'Work Based Learning Statement Form' can be downloaded here. Please note this must be uploaded in the 'Supporting Documents' section of the online application.

Introduction

Mandatory competencies provide the opportunity to show the formal and informal skills and qualities that you have developed throughout your career. They demonstrate your ability to work independently and as a team, to take initiative and to work effectively and apply yourself to a variety of situations.

Applicants will need to provide a response to each of the 14 CIWEM Mandatory Competencies in the relevant section of your online application. The maximum number of words for the CIWEM report is 4000 words, the distribution between individual competencies is at your discretion to best demonstrate your experience. However, please give due consideration to all competencies in your submission, no competence can be left blank.

Also, please note that appendices, references and footnotes will not be accepted.

You need to use examples from your practical experience to demonstrate the appropriate level of achievement for each competence. Images and diagrams can be included to support responses in the 'CV and other supporting documentation' section of the online application.

Your responses need to be written in the first person and identify your roles and responsibilities, what you have done and what you have learned. If you were part of a team you need to identify what you personally did, describing your contribution to the overall aim of the specific project or piece of work.

You normally need to provide two examples that demonstrate the appropriate level of attainment for each mandatory competence. The competence report is your opportunity to demonstrate that you are working at a level appropriate to the registration/s for which you are applying.

The CIWEM mandatory competencies relate solely to CIWEM membership.If you are applying for registration with the Engineering Council (CEng/IEng/EngTech), Science Council (CSci) or Society for the Environment (CEnv), then you also need to complete the list of competencies relevant to the particular registration you are seeking.

Each of these are given in the online application and you are provided with an additional 4000 word limit for each registration for which you are applying. You should ensure that through your responses you demonstrate the requirements of the relevant external registration body. You can obtain guidance for completing the competence for each of these external bodies on their respective web sites:

Engineering Council www.engc.org.uk/

Science Council www.sciencecouncil.org/

Society for the Environment www.socenv.org.uk/

Guidance on completing each individual CIWEM competence is given below.

Please note that you do not have to address all of the questions under each competence, they are there to help you think about your responses to the Mandatory Competence.

Hints on how to structure your examples to demonstrate attainment of the mandatory competencies (MCs)

When providing examples to demonstrate your attainment of the MCs you may find it helpful to structure your response on the lines of the CAR model:

1. Context - setting the scene

• What was the problem/situation/project brief?
• What did you need to achieve/what were the goals?
• What was your role?

2. Action

• What were the steps you took to complete the task?
• What challenges did you overcome?

3. Results

• What was the outcome?
• Did you deliver your responsibility?
• What lessons did you learn?

You can also download this guidance here

A1. Knowledge of wider environmental issues and trends (you should demonstrate your knowledge of wider environmental and water issues beyond your area of expertise)

You should be able to demonstrate that you have a breadth of knowledge and have an awareness of the development of the sector in which you operate and how it has developed over time with a view to future issues and development. You should be able to demonstrate a general understanding of legislation, local/national/international directives, financial and societal drivers within the wider water and environmental industry and specific key drivers within your own industry. You will also be familiar with examples of current local, national or global environmental issues.

• Do you understand the wider context of your position in the water and environmental sector?
• You are expected to understand the main regulations and drivers in your own industry. How are these relevant in the wider environmental context?
• Why is it important that industry takes account of environmental performance?
• How can new technologies help you to meet future requirements?
• What other environmental issues is your company involved in outside of your area?
• Are you familiar with examples of important, current local, national or global environmental issues?

A1 additional supporting guidance: This competence is seeking evidence on your knowledge of wider environmental issues within and beyond your area of expertise. This is a competence that has had its scope changed in recent years to add significant emphasis on the ‘beyond’ aspect and this should be strongly considered within the preparation of the response.

Firstly, bring in anything that interests you or is topical on a world scale – such as wildfires; the recent collapse of a glacier in India and its likely causes; or any other current environmental issues including climate change. This competence is really important as it demonstrates that you are not working in a silo and can see the wider consequences of our actions on the environment.'

Then look at the wider environmental challenges affecting your sector – such as carbon reduction, biodiversity and even social cohesion (and associated political action and policy – mention COP for example, the Paris Agreement or strategic legislative direction such as the Environment Act).Then narrow down to environmental issues (and legislation and regulation) that are relevant to the business that you work for – for example water quality, water treatment, CSOs, environmental impact, planning law, etc.

Finally, look to bring this down to the issues that are more relevant to your strategic area of expertise, describing the environmental issues that are relevant to you and your work (plus relevant legislation and regulation e.g. the role of Ofwat, etc).

A2. Ability to develop strategies or plans to address changes in your sector

You will need to demonstrate that you can identify, monitor and review changes driven by factors external to your organisation (e.g. financial, technological or legislative) within your sector by preparing a strategy at a personal, team and/or organisational level. The imposed impact of the change on individual / team / organisational workloads and revenues should be identified and you should demonstrate your ability to put appropriate planning frameworks in place to prepare for change. You will be able to identify gaps in your knowledge and information and be able to conduct appropriate research.

• What are the main changes driven by external factors such as changing legislation, social responsibility, or technical development affecting your sector?
• What plans or strategies have you devised and implemented to address these changes?
• What strategies have you devised and implemented to help your employer or clients evolve to meet external pressures?
• How do you address gaps in your knowledge to be able to support strategy development?
• How does your work help to achieve the company’s strategy?
• Have you developed a new standard, system or service which has been adopted for future strategy?
• What actions/initiatives have you developed and implemented to address changes and/or developments? Have they been adopted by other members of your team/organisation?
• Have you established a programme of research or investigation to supplement existing information?
• What strategies does your employer have in place to address external challenges and how do you contribute to the achievement of these strategic aims or goals?

B1. Ability to analyse and evaluate environmental and/or water problems

You may wish to identify a project or a piece of work for which you have had responsibility (e.g. community / user / infrastructure / environment / economic / compliance) demonstrating that you understand the problems/causes and systems necessary to facilitate successful solutions. Undertake research (site surveys / mapping / desktop research) to demonstrate you have considered the implications of potential solutions, including legislative, social, historical, ecological, environmental and/or financial as appropriate, this will include all stakeholders’ perspectives (client / public / regulators / users).

• What was the problem or opportunity you needed to address?
• What research/investigation did you carry out?
• What were the main factors (e.g. topography, other services, funding, hydrology, environmental, compliance standards etc) which needed to be considered in investigating the problem and considering potential solutions?
• Who were the stakeholders and how did you consult with them?
• How did you ensure that the nature and extent of the problem was fully understood by all concerned and the reasoning captured?
• Did you prepare and agree a brief for investigatory work?
• When evaluating problems, what is the importance of professional neutrality?

B2. Ability to solve problems by identifying, developing and evaluating options

You should demonstrate the use of advanced scientific / engineering / management / environmental principles as appropriate when formulating potential options to solve a problem. You will need to demonstrate that you have considered the implications of each method of working or option to provide a solution; identifying the option that best fits with the issues and requirements identified (e.g. regulatory / legislative / social / economic / environmental / customer). You will use evidence to support the recommended option and be able to show how the decision was made.

• What solutions/options did you identify and consider and why?
• What criteria did you use to evaluate the options and how did you apply them?
• How did you ensure your original objectives were met, or were there compromises to be considered and how did you decide that these were acceptable?
• What evaluation did you undertake to identify a preferred outcome? How did you collaborate with others to reach a recommendation? Were there external stakeholders involved?
• Which solution/option did you recommend and why?
• Are there multiple benefits of the option you recommended and how were these considered? Were these benefits quantifiable? Did you consider benefits for all stakeholders?
• How did you use creative and original thought in identifying potential solutions/options?
• How did you compare widely differing approaches to find the best solution/option?
• How do you illustrate your method of presenting your analysis and conclusion to a client?

B3. Ability to initiate, implement and manage change

You will need to demonstrate you can deal with the unexpected when change occurs during your work (e.g. weather delays, material cost increases, physical obstacles, requests from Clients). You will need to demonstrate the ability to plan, initiate, monitor and revise plans to manage change by use of skills such as anticipating change / new development within your work or project, evaluating the implications, identifying mitigation measures, understanding and communicating residual risks. Consider coordination of documents, systems and services / preparation of procurement, contract and production documents and ensuring legal compliance, budgetary control and communication with clients / stakeholders in your response.

• Did anything threaten the success of a solution or its delivery?
• What were your options to manage change?
• Was it successful? If not, why not?
• How did you plan for the introduction of change?
• What steps did you take to ensure stakeholder buy-in?
• How did you resolve any problems?
• How did you deal with contractual risks?
• How did you deal with risk?

B4. Ability to plan and implement solutions and monitor their continuing performance

You will need to demonstrate that you can effectively plan for and implement solutions (e.g. services, research, development ) complying with appropriate standards (e.g. H&S, QA, costs, resource management...) identifying risks that may compromise the outcome (e.g. via risk register...). You will also need to demonstrate that you can evaluate performance against the initial baseline, need or specification that was agreed with the client/stakeholders. In addition, you will need to demonstrate the ability to learn from and amend operating procedures using performance criteria and data collection as appropriate.

• How did you plan the implementation of a solution?
• How did you manage the implementation?
• What were the main issues affecting implementation?
• How did you monitor the performance of the solution?
• How did you determine the root cause of any implementation problems?
• What actions did you initiate to resolve any unsatisfactory performance?
• What plans were prepared to ensure continuing operation?
• What mitigating actions did you put in place to minimise risk to successful implementation?
• Have you carried out an audit or post project appraisal?
• Did the solution achieve what was expected of it?
• If the solution did not achieve what was expected of it what corrective action did you take?
• Did you produce relevant handover documentation or a training package?

C1. Ability to manage resources effectively and efficiently

You will be expected to demonstrate your level of management skill and how your working practices contribute to your organisation or workplace (financially, technically and professionally). You could, for example, demonstrate an understanding of the recruitment and selection process of resources and manpower or a project/piece of work and how to work effectively to deliver your responsibilities on time, to the appropriate standards and to budget. You could also identify training needs / skills gaps, opportunities to utilise new and emerging technologies / processes and to promote sharing of best practice and knowledge, including your ability to assess the changing requirements of your organisation’s industry.

• How do you fulfil your responsibilities in a timely and professional manner?
• Do you have budgetary responsibilities and/or understand the budgetary process?
• What resources are managed / how do you ensure efficiency?
• What have you introduced to improve performance?
• How do you secure appropriate resources?
• Have you optimised a system or process to maximise efficiency?
• What training have you prepared/delivered?
• What forms of contract do you work with? Are you delivering projects as part of a framework or wider programme?
• How have you ensured that the skills needed within your team/organisation are appropriate for the work that you do?

D1. Ability to communicate in English

You will need to demonstrate that you can communicate effectively.

This competence will be largely judged on the basis of your application (including the report) and your interview which includes a presentation. Examples could include a brief statement to demonstrate where you have contributed to, chaired or recorded actions in meetings; written guidance documents/specifications/letters/technical reports distributed to clients and colleagues, prepared and delivered presentations to a variety of stakeholders.

D2. Work professionally, ethically and comply with relevant codes of conduct

You will need to demonstrate that you understand CIWEM’s, your organisation’s and other relevant policies and promote them to your colleagues to ensure that you are complying with the required standards and promoting professionalism. You will need to demonstrate how you adhere to all relevant legislation and regulatory frameworks (e.g. employment legislation ). You will need to demonstrate that you think and act professionally and impartially. You will be aware of the limits of your own knowledge, expertise and competence and when to seek advice or guidance. You will need to demonstrate awareness of CIWEM’s Professional Ethics and Code of Conduct.

• What policies/codes apply to you – how do you comply?
• How do you deal with stakeholders?
• Have you ever needed to give an unpopular message?
• How do you promote compliance with codes of conduct and professional working?
• How do you take into account stakeholder requirements?
• When have you needed to supplement your knowledge seeking expert advice?
• Do you know the limits of your delegated responsibilities?
• Have you ever declined to do a task you are not qualified to do, even when feeling under obligation to carry out the task?
• Have you ever been faced with a conflict of interest?

E1. Demonstrate continuing professional development

You will need to demonstrate that you are recording your continued learning and professional development. You will need to give examples of self-directed research (e.g. journals, magazines, legislative documents ), training courses (e.g. H&S, presentation / report writing skills, new technology / software......), conferences, and technical panel meetings, seminars, publishing papers and giving presentations.

You will be aware of the need of Corporate members, to maintain at least 30 hours of CPD per year and keeping a record of this in the CIWEM template or similar, illustrating how the learning is contributing to your ability to perform as a professional.

• Do you have a personal development plan?
• Do you coach, counsel or mentor others?

CPD is the means by which professionals maintain, improve and broaden their knowledge and skills and develop the personal qualities required in their working lives.

Continuing Professional Development (CPD) Guidelines for Corporate members.

These guidelines set out the criteria for satisfying the CIWEM Continuing Professional Development (CPD) requirements for Corporate grades of membership (MCIWEM, C.WEM, Fellows of the Institution). CIWEM recognises the increased pressure that members face in meeting their employer’s needs with regard to Continuing Professional Development and those of their professional body. The Institution aims to help members present the necessary information to meet the requirements easily, clearly and concisely. This can be done via the members’ area of our website where you can record, reflect and plan your development needs.

What is CPD?

CPD refers to a range of learning activities through which members maintain and develop their skills throughout their career to ensure that they retain their capacity to operate safely, effectively, and legally within their sphere of environmental management. Continual learning and development enables individuals to keep professional skills and knowledge up to date.

The need for CPD

Most CIWEM chartered members hold positions of high responsibility, which involve planning, designing, operating and maintaining the national environmental infrastructure and assets on behalf of the wider public. CIWEM has its own requirements and expectations for CPD. Members who are also registered with the Engineering Council and/or Science Council and/or Society for the Environment (CEng, IEng, EngTech, CSci or CEnv), are additionally expected by the external Registration Authorities to be recording, reflecting on, and identifying development needs through their recorded CPD.

The Science Council requires the Institution to check the CPD of all Chartered Scientists (CSci) annually, for revalidation purposes. Should a member fail to present a satisfactorily completed record for scrutiny the Science Council will be notified and the member will be removed from the Council’s register. In both their everyday activities and in their planned participation at specially organised events and courses, members should:

• keep up to date with technological changes;
• keep up to date with legislative changes.

Members should also seek to enhance their:

• knowledge and understanding;
• skill and aptitude;
• breadth of experience.
• These activities (whether formally planned or informal), may be carried out in order to:
• respond to a specific need;
• prepare for a specific role change;
• follow a particular career plan;
• improve a personal weakness in competence.

Whenever, wherever and however this is done, members can legitimately claim to have undertaken Continuing Professional Development.

How much CPD is required?

The minimum amount of CPD activity required by CIWEM is ninety hours over a three year rolling period (upon application you must submit a full three year CPD record). This flexible approach means that a member’s CPD can take account of how they work, and they can plan their CPD activities to address their changing needs. Qualifying CPD opportunities and evaluation CIWEM members can make their own decisions about the kind of CPD activity that is relevant to their role and their work. For example, CPD activities could include going on secondment, in-service training, mentoring, or reading or reviewing journal articles etc. Members can structure these activities around their personal development plan. This flexible approach means that members can plan their own CPD in a way that suits their work, their learning needs, their preferences and the time and resources available to them.

The activities listed below are suggestions for CPD opportunities that members may wish to consider.

• Research, or acquiring knowledge in new technology pertaining to the environmental or water sector: This might be in response to: a new client brief; a change in role within the company; an expansion of duties within a current role; a new post with a new company; a change of specialism within the sector. A maximum of 75% qualifying CPD credit can be obtained from such activity in each year.
• Conferences, seminars and technical meetings organised by an appropriate institution, university, other professional body, course provider and employer: Notes should be made both of the activity itself, and of the time spent in actually receiving professional benefit during the activity. Where a CPD credit is allocated by an organiser, an individual’s claim for CPD time must not exceed this allocation, unless he or she then deliver some further outcome from the event; for example a lunch-time presentation to colleagues.
• Conferences, committees and working parties, in a managerial capacity: Details of the nature of involvement in the event and time spent on the event must be recorded by the individual. A maximum of 20% qualifying CPD credit can be obtained from such activity in each year.
• Private studies that are suitably structured: Before undertaking private study a formal statement of the aims, objectives and source material should be made. Upon completion of the private study the time spent and the benefits gained by the individual can be assessed against the stated aims and objectives.
• Correspondence courses, Open University courses, and other supervised study packages: Records of acceptance on to the course, professional benefits of the course, and the time spent in studying must be kept by the individual.
• Research and post-qualification studies: Records of the professional benefit obtained and the time spent must be kept by the individual.
• Technical authorship and the preparation of lectures for organised events: The time spent on these activities must be recorded. An honest, objective evaluation of their professional development value must also be made by the individual.
• Undertaking a formal role in the running of the Institution at either national, group or branch level: Details of the nature of the involvement in the event and time spent on the event must be recorded by the individual. A maximum of 20% qualifying CPD credit can be obtained from such activity in each year.
• Undertaking the duties of interviewer at professional reviews and/or a professional development mentor: Details of the nature of the duties and time spent in their execution must be recorded by the individual. A maximum of 20% qualifying CPD credit can be obtained from such activity in each year.

Planning and getting the most from CPD

A member’s personal development plan should:

• specify a focus (keeping up to date; career move (target position); more in-depth knowledge of a topic; winning business from a new client/sector);
• identify gaps/goals (they should be: specific, measurable, achievable, relevant, time-delimited);
• schedule events/activities to meet the gaps/goals
• review and assess progress against the schedule on a regular basis;
• reflect on the success achieved by comparing current status against the previous year’s plan. When recording CPD activity ideally there will be:
• identification of the main developmental outcomes required of the event/activity;
• identification of the principal learning benefits of the event/activity;
• identification of whether further events/activities need to be undertaken;
• identification of whether other paths of research need to be pursued as a result of the activity.

Recording CPD

Members must keep their own record of CPD credit achieved each year. In addition to factual details, such as time spent and content of specific activities, CPD records must also contain planning and objectives together with constructive assessment of the personal professional development benefits gained from each activity.

The precise format of this record can suit the individual’s own preference, for example in long hand notebook and/or computerised files or the members area of the CIWEM website, members.ciwem.org with the stipulation that, either electronically or via hard copy, normally three years’ worth of experience, as appropriate, is immediately available upon request by the Institution.

Although ownership of CPD records remain with the individual member, reasonable requests for access to the material may also be received from CIWEM, an employer, registration authority or court of law. Failure to provide CIWEM with reasonable access to the CPD records in the chosen format may be detrimental to the member concerned.

CIWEM will require access to these records if a member:

• is also registered as a Chartered Scientist (CSci) (an annual return will be required for revalidation of the title), Chartered Engineer (CEng) and/or Chartered Environmentalist;
• is selected in a random annual sampling;
• is applying to become a professional review interviewer;
• is applying to become a professional development mentor;
• applies for a change of membership grade;
• seeks a reference from CIWEM;
• is appearing at a CIWEM disciplinary hearing;
• is on any other occasion using a reference to membership for either promotion of themselves, or their employer.

Our role

With the exception of CIWEM members who are Chartered Scientists (who must all submit an annual return for revalidation purposes), a member may be selected for the annual random review of CPD. For members using the CIWEM members’ area to record their CPD the Institution will access their record via the database server, rather than asking them to produce a hard copy. For those who are not using the member’s area for recording their CPD the option to request them to produce a hard copy will remain.

CPD Guidelines for members (C.WEM and Fellows of the Institution) can also be downloaded here.

Please find a list below of the application schedule for applying for Chartership. Once you submit your application, it will be reviewed and if successful you will be invited for an interview about 6 weeks later.

07 November 2023 - Professional Standards Board Meeting

w/c 04 December / 11 December 2022 - Professional Review Interviews (dates subject to change for remote Professional Review Interviews)

30 November 2023 - Final application deadline of 2023

2024 (Please note dates for PRI dates are subject to change)

30 January 2024 - Professional Standards Board Meeting

14 February 2024 - Application deadline

w/c 19 February / 26 February / 04 March 2024 - Professional Review Interviews

19 March 2024 - Professional Standards Board Meeting

10 April 2024 - Application deadline

w/c 22 April / 29 April / 06 May 2024 - Professional Review Interviews

21 May 2024 - Professional Standards Board Meeting

03 June 2024 - Application deadline

w/c 17 June / 24 June / 01 July 2024 - Professional Review Interviews

16 July 2024 - Professional Standards Board Meeting

07 August 2024 - Application deadline

w/c 19 August / 26 August / 02 September 2024 - Professional Review Interviews

17 September 2024 - Professional Standards Board Meeting

09 October 2024 - Application deadline

w/c 21 October / 28 October / 04 November 2024 - Professional Review Interviews

12 November 2024 - Professional Standards Board Meeting

28 November 2024 - Final application deadline of 2024

w/c 09 December 2024 / 06 January / 13 January 2025 - Professional Review Interviews

The Professional Review Interview (PRI) is the final step in becoming chartered and is an opportunity to demonstrate that you have the level of ability, experience, knowledge and personal development that is required to become chartered. The interview builds on the information provided during your written application and provides the opportunity for you to fully showcase your experience and abilities.

Your interview will be conducted in English and your application documents will be reviewed by your interview panel in advance of the interview date and will be referenced throughout the interview.

Please note a fee of £195.00 (inc VAT) is charged for the PRI.

Interview Structure

First part of the Interview: Introduction and Career Review

• Greeting, introduction, aims and structure of the interview
• Personal history relating to key points of career progression – based on the career overview report

The introduction and career review part of the interview will not normally last more than 5-10 minutes.

Second part of the Interview: 10-minute presentation:

Prior to the interview we ask candidates to prepare a 10-minute presentation to introduce a project/s or piece/s of work you have personally been involved, referenced in your Mandatory Competence Attainment Report. We recommend no more than three projects to be introduced during the presentation, please note while these may be the same examples used in your mandatory competency attainment report candidates must ensure they do not directly replicate the information previously presented.

You should try to make the presentation interesting and tell the story of how your individual involvement in the project or piece of work developed, what you learnt and what you achieved in this project. Remember that you are trying to demonstrate the competences for the grade of C.WEM and any external qualifications (CEng/IEng/CSci/CEnv) for which you are applying.

Final part of the Interview: General Questioning

This follows the technical presentation and opens out the interview to all areas connected with the competencies and your presentation. You will be expected to answer questions from the Interview Panel to ensure you have achieved all the Mandatory Competences (CIWEM and relevant external competences CEng/IEng/CSci/CEnv), including questions covering:

• Current environmental issues.
• Summing up questions.
• Final opportunity to tell the Professional Review Interviewers about anything else in support of your application.

While we know this may be a high stress situation our interviewers are there to find out what you know and what you have achieved based on the information you have provided during you application, they are not there to catch you out. The Panel might ask questions related to specific competences or use open questions to encourage you to talk more freely about your experience and should provide you with opportunities to fully showcase your abilities. They will explore current environmental issues with you and touch on your current and intended involvement with CIWEM. At the end of the interview you will have the opportunity to add anything you feel you did not include in your interview and also the Chair of the interviewing