Recognition of Prior Learning (RPL)

Recognition of prior learning is a process of recognising or giving credit for any previous learning, whether through work experience, classroom learning, reading, hobbies or life experience.  It does not matter how, when or why skills, knowledge and attitudes have been obtained, rather the issue is whether these skills and abilities meet the competency standards for performance in the workplace as detailed in the competency statement.  RPL is becoming very common in the workplace.  Competency based training places the emphasis not on what courses have been attended, rather on what a person knows and can do in the workplace.

Recognition of Prior Learning involves granting full or part qualifications to people who have earned skills and knowledge through:

• formal or informal training and education
• work experience
• general life experience
• any combination of the above.

The assessment benchmarks for recognition of prior learning are the same as those required for training. However, the assessment process can be quite different. Recognition of Prior Learning assessment may involve:

• work samples or photos of work samples
• practical demonstrations
• assessment interviews
• references and support from supervisors
• training certificates
• performance reviews.

Recognition of Prior Learning:

• avoids duplication of training, maximising the value of vocational education and training expenditure
• provides pathways to higher qualifications for people who may not have had previous access to training
• creates a learning culture by valuing and recognising learning that has occurred in the workplace
• builds self-esteem by valuing and recognising the skills of individuals.

You can apply for Recognition of Prior learning for a whole unit.  You may be able to negotiate with your teacher / trainer recognition for part of a unit (element).

RPL is available to participants where competence is determined through previous training, expertise or relevant work or life experience where such competence aligns with course content. To apply you need to request an RPL InfoPak. This pack details how to apply, the types of evidence required and the costs involved.  

RPL Assessment

There are many forms of assessment and these can be discussed with staff prior to applying for RPL.  The assessment process for RPL determines if the learning outcomes have been achieved to the standard as stated in the units.

Who may benefit

RPL may make entry into learning programs more attractive by reducing the time required to complete that training.  RPL can benefit women and people from disadvantaged groups who have had less access to formal training, but in so doing may have had wider opportunities for experiential learning, which may be transferable to the competency requirements. .

It also assists many people who have acquired competencies outside formal education or training.

It is important for you to seek RPL if you think you have the current skills and knowledge relevant to your proposed course or training program

Benefits of RPL

RPL benefits workers and students by:

·        Reducing duplication of learning or training

·        Completing studies in a shorter time

·        Encouraging individuals to assess their own skills

·        Increasing career options

·        Encouraging multi skilling

·        Recognising past or current work and life experience

·         No travelling to and from classes

·         No repeating training you have previously undertaken

·         No classes on subjects that you are already qualified in

.        You can work on your application out of your own home or  office.

Three Stages of RPL

Stage 1 - Preliminary assessment phase of candidate’s work history, education and life experience.

The candidate supplies us with a Resume of their work and life skills history and a map of the evidence that can be provided against the claimed competencies.  This is usually by email and provides us with a detailed background to the applicant.

Once we acknowledge that the candidate appears to have the necessary qualifications and experience for a full assessment of  RPL, documentation is requested which addresses the various units outlined in the course.  

Stage 2 - Feedback is then provided so the candidate can be guided as: to what further information should be collected if any to ensure achievement of or exceed the requirement of the qualification;  and  ensuring the best presentation of their work history, training and life experience for the purpose of gaining the Qualification.

Stage 3 - The final stage is the presentation of their evidence to an RPL panel by us that will assess the applications and notify the candidates of the result. Successful candidates will then be issued with a Nationally Recognised Certificate.

If you think you have the necessary experience and qualifications for consideration of an RPL, please email us at training@kerrigans.com.aufor further information.

Direct Credit Transfer

Candidates who have successfully completed a competency / competencies from another Registered Training Organisation will be recognised as competent in that competency / those competencies upon provision of assessment results.  This Direct Credit Transfer is free of any charges to the Candidate.