Recognition of Prior Learning (RPL) is a process that can be used in the workplace to recognize and credit the prior learning and experience of employees. The RPL process allows individuals to gain credit towards a formal qualification based on their prior learning and experience, which can include work experience, training, and other professional development activities.
Here is an overview of how the RPL process can work in the workplace:
- Eligibility assessment: Employees are assessed to determine if they meet the eligibility criteria for RPL, which includes relevant work experience, qualifications, and skills.
- Evidence collection: The employee collects evidence to support their prior learning claims, which may include work samples, certificates, references, and other documentation.
- Assessment process: An RPL assessor reviews the evidence provided by the employee and compares it to the learning outcomes and competency standards of the qualification. The assessor may also conduct additional assessments, such as interviews, observations, or workplace assessments, to verify the employee’s skills and knowledge.
- Credit transfer: If credit is granted, the employee can apply for credit transfer towards the qualification. This may involve completing any remaining courses or assessments required to obtain the qualification.
In the workplace, RPL is used to recognize the prior learning and experience of employees who may not have formal qualifications but have acquired knowledge and skills through work experience and other professional development activities. The RPL process is designed to be transparent, fair, and evidence-based, providing employees with an opportunity to obtain formal recognition for the skills and experience they have acquired. The employer can benefit from having employees with recognized qualifications and skills that can enhance the productivity and competitiveness of the organization. The RPL process can be facilitated by the employer or by a training provider or RPL service provider.