Why Are We Letting New Planners Flounder in Ignorance?

While it may barely scratch the surface, the influx of 300 new planners into local government, combined with a new NPPF is a rare opportunity to rejuvenate our profession. Yet, unless we act - it’s a challenge we will almost certainly squander. While these new recruits may arrive brimming with enthusiasm, they’re too often thrust into roles without the tools or training to succeed.

The question we must ask is: why have we, as a profession, been so lapse in ensuring our junior colleagues are properly equipped?

Planning degrees in the UK—accredited by the Royal Town Planning Institute (RTPI)—promise to prepare students for the realities of the job. Yet how many graduates can truly say they left university ready to handle planning applications, navigate the General Permitted Development Order (GPDO), or write a report a development manager would accept without major edits? I can say with confidence from the private side of the fence, "not many."

The Disconnect Between University and Reality

Planning degrees provide foundational knowledge, but they often fail to bridge the gap to professional practice. Universities focus heavily on policy and theory but neglect practical skills like time management, report writing, and understanding how development management operates day-to-day.

(Incidentally I make no excuse for referring principally to DM here rather than policy planning)

Why isn't practical on-the-job training a mandatory part of every planning degree?

Degree apprenticeships, like the Chartered Town Planner Degree Apprenticeship, are a step in the right direction, but these are still exceptions, not the rule. We need a wholesale shift to embed real-world experience into academic training. Anything less is a disservice to our graduates—and our profession.

The Role of Local Planning Authorities

LPAs are often overwhelmed, understaffed, and struggling to meet deadlines. However, this is not an excuse. Failing to invest in junior staff training exacerbates these problems. How many new planners are expected to sink or swim with only cursory inductions? How many talented individuals leave because they feel unsupported and unprepared?

As a planning consultant, how many times have you received an email from an LPA junior planner who has obviously no real idea of what they are doing?

Training isn’t just a “nice-to-have.” It’s a necessity. Councils should make time to train their new starters—not just in the basics of planning law, development management, and legislation, but in the soft skills they’ll need to thrive.

At AMS Planning we’ve run CPD sessions for years, giving our new starters the support they need to succeed. And what happens? They’re poached by practices that don’t invest in their own staff. While frustrating, it underscores the value of training: properly supported planners thrive and others want to hire them.

Why Are We Ignoring Mid-Level Planners?

Planners with two to three years of experience face their own challenges. They’ve mastered the basics but are often stuck in limbo, unsure how to progress. I can still remember a former Chief Planner in my first LPA asking me if I'd read the GDO (yes it was once called the GDO). I hadn't. I also hadn't read the Planning Encyclopedias or the furry-backed books.... (You have to be of a certain age for that reference). I went off to do just that. But our young professionals today need targeted training in leadership, project management, and more complex areas of planning law.

Do we offer that training? Rarely. Instead, we let them coast until they’re burnt out or leave for private practices offering more money but not necessarily more support....and in the private sector? They specialise in a single area like housing demographics or retail impact...with little or no knowledge of the broader fundamentals of development management.

Time for Radical Change

It’s time to stop treating training as an afterthought. In my opinion, universities must overhaul their planning degrees to include mandatory on-the-job training. LPAs must commit to structured induction programs and ongoing CPD. Here are a few of my own suggestions:

1. Mandatory Practical Training in Degrees: Every planning graduate should leave with hands-on experience in report writing, time management, and an understanding of how to apply planning law.
2. Structured Induction Programs: LPAs need formal training plans, not ad-hoc mentoring.
3. Mentorship Schemes: Pair new planners with experienced colleagues who can guide them through their first few years.
4. Joint Training for Councillors and Planners: Councillors also need a better understanding of planning basics. Why not train them alongside junior staff?

(In the world of 'don't get me started'...councillors should not be allowed to make decisions on planning applications until they have undertaken mandatory training)

5. Dedicated CPD for Mid-Level Planners: Give these professionals the tools to advance their careers and fill the leadership void in many LPAs.

Why It Matters

Let’s be honest: training takes time. It’s hard to prioritise when you’re drowning in applications and performance targets. But the reality is clear—failing to train staff costs more in the long run. Poorly trained planners make mistakes, struggle to progress, and eventually leave.

The planning profession is under intense scrutiny. Public trust is low, and the stakes are high. If we don’t invest in our people, how can we expect to deliver the homes, infrastructure, and sustainable development our communities need?

Let’s stop making excuses. The problem isn’t new—it’s just been ignored for too long. The solution is within our grasp, but it requires action and accountability. Let’s ensure that the next wave of planners isn’t left in ignorance but equipped to lead our profession into the future.

Are we ready to step up? Or will we keep letting our colleagues flounder? Let me know your thoughts in the comments below.

#planning #cpd #universities