Write each outcome as something the learner will be able to do by the end, in words you could actually check. Begin with an action verb such as explain, apply, calculate or draft. Name the specific thing. Add the rule or standard where it matters. And steer clear of understand, know or be aware of, because nobody can tell whether those were met.
Why outcomes carry so much weight
We see outcomes as the spine of a course. They tell the learner what they are signing up for. They tell the trainer what to cover. They also tell an assessor what to test the content against, so when they are vague, the assessment stalls right there.
They do quieter commercial work as well. Put two courses in front of an HR buyer and, more often than not, they will pick the one that says plainly what their staff will be able to do afterwards.
A simple formula
Most good outcomes have the same three parts: a verb, the specific content, and a condition or standard.
- Verb: something you can observe, such as list, explain, identify, calculate, apply, draft or decide.
- Content: the exact thing, not the whole topic.
- Condition or standard: where it matters, the rule, the tool or the level of accuracy.
Before and after
| Hard to check | Easy to check |
|---|---|
| Understand GDPR | Explain when a personal data breach must be reported to the regulator, and within what time limit |
| Know about manual handling | Carry out a basic manual handling risk assessment for a task in your own workplace |
| Be aware of anti-money laundering rules | Identify three red flags that should trigger an internal suspicious activity report |
| Learn about feedback | Give structured feedback to a team member using a model covered in the session |
Look at the right-hand column again. Each line also tells you what the course has to teach, and that is rather the point.
How many outcomes, and how big
For a half-day or one-day CPD course, three to six outcomes tends to work. Go lower and the course looks thin. Go much higher and nobody can deliver them all properly in the time. Each one should be something the course genuinely covers and checks, not a wish. If an outcome would take a week to reach, it belongs in a longer programme.
Link every outcome to a check
An assessor will want to see how the course confirms that learning happened. That need not be an exam. A quiz question, a case study, a short practical task or a reflective note can all do the job, as long as every outcome is covered by something. We find a small table helps everyone: outcomes down one side, the activity or check that covers each one across the other.
Common traps
A few patterns come up again and again in outcome writing. One outcome that is really three joined by "and". Outcomes that describe what the trainer will do rather than what the learner will be able to do. Verbs that sound active but are not, such as appreciate or be familiar with. And outcomes copied from a longer qualification that a one-day course could never reach. Each of these is easy to fix once you spot it.
Where we come in
Clear, checkable outcomes are the first thing we look at when we prepare a course for CPD certification, because nearly every CPD body asks for them. Want help writing or rewriting yours? Our course development for CPD Certification team can do that, and a colleague who had no part in the writing then runs the quality check before the course goes to the CPD body.
Common questions
What is a good learning outcome for a CPD course?
One that says what the learner will be able to do, with an action verb and specific content. For example: explain when a personal data breach must be reported and within what time limit.
Why should I avoid the word understand?
Because nobody can see or check understanding directly. Explain, apply or calculate describe something a learner can actually show you.
How many learning outcomes should a CPD course have?
For a half-day or one-day course, three to six usually works, each one covered by the content and by some check on learning.
Do learning outcomes need to match the CPD hours?
They should be realistic for the time. If the outcomes would take a week to reach and the course lasts three hours, an assessor will question one or the other.
Can I reuse outcomes from a longer qualification?
Only if a short course can genuinely reach them. Outcomes lifted from a full qualification usually promise far more than a CPD session can deliver.
Who should write the learning outcomes?
Ideally the person who designs the course, checked by someone who knows the subject. If neither has done it before, a curriculum developer can help.
Want a course CPD certified?
Book a 30 minute scoping call. We will look at the course and tell you honestly whether CPD certification is the right fit, and which CPD body might suit it. No preparation needed.
Book a 30 minute scoping callApollo Accreditation is not a regulator or an awarding organisation, and CPD accreditation is not a regulated qualification.
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