Recognition (RPL) Guide

Transcription

1 Recognition (RPL) Guide RPL Guide Version 3 January 2012 & Industry Queensland

2 TABLE OF CONTENTS RECOGNITION OF PRIOR LEARNING (RPL) GUIDE... 2 Introduction... 2 What is Recognition?... 2 What Recognition is Not!... 3 What is Evidence?... 3 Guidelines for Preparing a Recognition Submission... 6 What the Assessor will be looking for... 6 Evidence Gathering... 7 RPL Supplement Documents Required... 7 The Recognition Interview... 7 Development Plan & Final Appraisal... 8 Rights, Responsibilities & Appeals... 8 Contact Details for Australian Business Training Solutions... 9 Page 1 of 10

3 RECOGNITION OF PRIOR LEARNING (RPL) GUIDE Introduction Recognition of prior learning means recognition of competencies currently held, regardless of how, when or where the learning occurred. Under the Australian Quality Training Framework (AQTF), competencies may be attained in a number of ways. This includes: through any combination of formal or informal training and education work experience or general life experience In order to grant RPL, the assessor must be confident that the candidate is currently competent against the endorsed industry or enterprise competency standards or outcomes specified in Australian Qualifications Framework accredited courses. Australian Business Training Solutions (ABTS), in line with the requirements under the Australian Quality Training Framework (AQTF) condition 7, offers Recognition of Prior Learning (RPL) or Recognition of Current Competence (RCC) to all participants undertaking an Accredited Course that ABTS have currently on scope. There are a number of confusing terms to describe similar processes within the training sector itself. At ABTS, we use the term, recognition of prior learning (RPL), to incorporate the main processes and principles of RCC (Recognition of Current Competence), initial assessment or previous skills recognition. What is Recognition? Recognition of Prior Learning (RPL) means recognition of competencies currently held, regardless of how, when or where the learning occurred. Under the AQTF competencies may be gained in a number of ways. This includes through any combination of formal or informal training and education, work experience or general life experience. In order to grant RPL, the assessor must be confident that the candidate is currently competent against the endorsed industry or enterprise competency standards or outcomes specified in Australian Qualifications Framework accredited courses. The evidence may take a variety of forms and could include: certification references from past employers testimonials from clients and work samples Page 2 of 10

4 The assessor must ensure that the evidence is: authentic valid reliable current and sufficient What Recognition is Not! This is not an easy avenue to obtain a qualification. It is not a matter of time-served or amount of experience gained which allows a participant to receive credit for the assessment criteria. The type of evidence that needs to be collected and documented must identify not only that you understand and know something, but that you can demonstrate that something to the performance standards required in the current workplace. This process usually requires significant effort! What is Evidence? In a competency-based assessment system, evidence is something, which supports the participant s claim of competency, or their having achieved a competency standard, a learning outcome or performance criteria. There are three main forms of evidence: Direct Evidence is obtained when an assessor observes the participant s actual performance in a workplace. The assessor makes a judgement about whether the participant has competently performed a task or series of tasks. For example, the assessor may: observe the participant performing a range of skills at work; view a video of the participant s performance; examine a product made in the workplace by the participant; use simulations, role-plays and projects to observe actual performance of skills. (sometimes it is not possible or desirable to assess directly in the workplace) Indirect Evidence is evidence submitted by the participant. This is usually work samples produced by the participant such as documents, products, materials and reports. Other examples might include certificates, qualifications and video/audio tapes. Supplementary Evidence allows the assessor to infer the participant s competency. This can be obtained through: written or oral questioning tests done off-the-job third party sources: testimony from work team or managers self-assessment reports Page 3 of 10

5 Supplementary evidence is gathered and used very carefully paying particular attention to authenticity and confidentiality. It must also be emphasised that it is the assessor, not the third party source, who makes the ultimate judgement of a participant s competence. In practice, a cost/time effective combination of all three types will usually provide a sufficiently balanced picture of the participant s capability and overall level of competence. Employability Skills Assessment of a candidate s employability skills is integrated into the assessment of their technical skills and knowledge. Assessors make and document holistic judgements about a candidate s attainment of employability skills as part of the RPL assessment. For more information about the employability skills requirements for particular qualifications, refer to the training package. To access further general information on employability skills, refer to Employability Skills: From framework to practice, at: es.pdf Page 4 of 10

6 RPL the process This process is designed to assist participants to gain recognition for the competency standards in a training package. Information & Recognition Manual Qualification Final Portfolio Appraisal Assistance in understanding RPL process Development Plan Portfolio Preparation Recognition Interview (Appraisal) Evidence Gaps Exist Review & Feedback The following sections provide advice for the participant in regard to completing the steps in the above process: (1) Guidelines for Preparing a Recognition Submission (2) What the Assessor will be Looking For (3) Evidence Gathering (4) The Portfolio (5) The Recognition Interview (6) Development Plan & Final Appraisal (7) Rights, Responsibilities & Appeals Page 5 of 10

7 Guidelines for Preparing a Recognition Submission It is recommended that the following steps be followed in preparation of an RPL submission. 1. Contact ABTS Training Department to request an RPL Supplement Document and to discuss costs related to the RPL Process. 2. Read the National Competency Standards from the training package including the elements of competency and performance criteria ( 3. Use the RPL Supplement to plan your general strategy for collecting evidence. 4. Reflect on your experience and see to what extent you can provide hard evidence for each of the elements of competency that can be corroborated. 5. Complete the RPL Supplement to apply for RPL and return to the training department for processing. You will be contacted at this stage to discuss your application and advise of the next step in the process and an invoice will be issued (payment is required prior to your RPL being forwarded to a trainer). 6. Our staff are available to provide support and assistance. What the Assessor will be looking for When preparing your portfolios and deciding what evidence is most suitable, you will need to consider the following series of questions: How current is the evidence? Is it up-to-date? How valid is the evidence? Is it relevant? How sufficient is the evidence? Is it enough? How authentic is the evidence? Is it my own work? How reliable is the evidence? Is it accurate? Can other evidences corroborate the evidence? Does the evidence cover the range of contexts? Have you matched the evidences to elements of competencies? Can you use the same piece of evidence across various units / elements? Page 6 of 10

8 Evidence Gathering It is the assessor s duty to evaluate whether or not the evidence supplied is sufficient for a participant to be awarded a competent grade in the units of competencies you ve applied for. Some of the evidence you might supply may include (but is not limited to): work samples which demonstrate competency; workplace references, reports, records, correspondence and testimonies; (written or oral) instructor reports and peer evaluations; statements of results / information from previous training / courses; practical experience or demonstrations; fault finding in products or processes; oral presentations; production of a video; case studies, projects and workplace assignments; interviews; 360 degrees assessment; log book, journal or diary to record tasks over time; any other way of demonstrating underpinning knowledge and skills. RPL Supplement Documents Required Documents to be completed and forwarded with your application: Application Form Employment History Form Supporting Evidence Form and documentation The Recognition Interview This session can be face-to-face or on the telephone and is used to provide each participant with an opportunity to: provide additional information to support the initial appraisal if required; clarify and supplement evidence presented in the portfolio; demonstrate underlying knowledge through a one-to-one interview; illustrate their capacity to cover the range of contexts demanded by the qualification; discuss and extend their working knowledge in specific areas contained in the Training Package. Page 7 of 10

9 Development Plan & Final Appraisal Following the Recognition Interview, possibly some participants may still have evidence gaps regarding experience and knowledge for certain performance criteria. In this case, ABTS will negotiate a development plan with the participant to cover these gaps. This leads to a second presentation of the portfolio for final appraisal. In the development plan, further options regarding assessment methods or tools are discussed and tailored to the specific needs of the participant. The participant then returns to their workplace to complete these final assessment tasks. PLEASE NOTE: Because it is both uneconomical and frustrating for the process to continue ad infinitum, the second portfolio appraisal is the final step in the recognition service. Clients are made aware in advance that any support and appraisal of evidence beyond the final appraisal will incur additional costs. Rights, Responsibilities & Appeals As part of its commitment to customer service excellence ABTS actively assists clients to understand their own rights and responsibilities as participants in the recognition (RPL) process. There are a number of basic obligations with this process: Participant s must accept the primary responsibility for identifying, gathering and presenting evidences to confirm their competence; However, They will receive advice, guidance and assistance in these matters on request; If ABTS wishes to seek evidence directly, the participant s agreement and consent must be obtained; Participants have the right of access to any information used by ABTS to make a summative decision about their competence as well as the right to appeal against any summative decisions made by assessors; ABTS guarantees to handle any information related to participants and their portfolio of evidence with sensitivity and confidentiality, and in line with the Privacy Act Page 8 of 10

10 Contact Details for Australian Business Training Solutions Australian Business Training Solutions Telephone Fax (07) Please post any correspondence to Australian Business Training Solutions 375 Wickham Terrace BRISBANE QLD 4000 Page 9 of 10