B. Can we broaden the eligibility to become CGeol to take into account emerging areas of geology?
No real consensus was gained here though it was recognised that many practitioners in the field of Contaminated Land would readily qualify if they focused their application on their geological skills and way of thinking in the production and interpretation of ground/geological models for the sites that they work on. Comments were made that there should be a minimum level of fieldwork involved (mapping, logging and recording, data collection etc) however the question was asked regarding geologists working in areas such as seismic interpretation, or reservoir geology in the oil industry or groundwater modelling in the area of water resources, geostatisticians and also waste disposal specialists. The consensus was that the Society should encourage these possible candidates and not preclude them from Chartership. Like all Chartered geologists they would need to demonstrate that they work within the limitations of their expertise and to recognise that to work outside of this would mean either additional training or supervision. CGeol is a very ‘broad church’ and we do not designate CGeol (Engineering Geology), CGeol (Hydrogeology) etc.
C. Responsibility of Sponsors and mentors.
It was noted that Sponsors in some instances are not providing the necessary support and advice for the completion of the application. They need to demonstrate knowledge of the candidate’s work (quality and range) and should give a critical evaluation of the candidate’s fulfilment of the 7 Chartership criteria. This might be best done by showing that they have read the full application. Scrutineers might request further information if the Sponsor’s report does not provide this. Mentoring is important and mentors should advise the candidate over several years as to the development of their competences ensuring that they do a range of work to give both depth and breadth to their experience. It was recognised that this can most readily take place in the larger companies (though sometimes it does not!) but that in smaller ones finding a mentor may be difficult. Similarly in difficult times development of the necessary breadth of experience in the minimum time for eligibility is not possible for many. Sponsors and mentors have a responsibility to discus with the Candidate their ‘readiness’ for Chartership and not advise them to apply till they agree that they are ready and there is a strong likelihood of success. The Accreditation of Company Training Schemes will help here for larger companies but smaller ones are unlikely to have such schemes.
D. Role of the Regional Groups.
It is important not to overload these groups particularly where some are struggling simply to exist with few volunteers. It is suggested that we might try to recruit experienced CGeols to help Candidates find a Mentor, or at least help with ‘coaching’ in the completion of the application, and to give advice on ‘readiness’. The Society should work with the RGs to recruit Mentors and to develop a list of these so that candidates can, on request, be matched with someone who can help them.
E. Recruitment of Scrutineers.
Many pointed out that Scrutineers themselves learn from the experience and this also helps them when advising/mentoring/coaching applicants. Perhaps an article might be placed in Geoscientist, written by a couple of experienced Scrutineers, discussing the role played and their evaluation of it. The suggestion was made that any appeal for more Scrutineers should be based on the fact that the need is because of the success of Chartership in attracting so many Candidates. It was noted that all Sponsors who are eligible are invited to apply to become Scrutineers though the success rate of this is not high. The Society is to hold Scrutineers’ Training and Recruitment meetings in the regions in collaboration with RGs.
- All in all this was a successful meeting and participants (and any Scrutineer) are asked to try to recruit eligible colleagues to become a Scrutineer. Any comments and suggestions please send to the Chartership Officer ([email protected]).