Ministry of Skill Development & Entrepreunership promoting RPL and targeting to achieve

GUIDELINES

FOR

RECOGNITION OF PRIOR LEARNING

(RPL)

1.            INTRODUCTION

RPL is defined as “the acknowledgment through evaluation of a person’s skills and knowledge acquired through previous training, work or life experience, which may be used to grant credit in a standard or a module”. RPL is undertaken by a learner for personal and career development and for gaining credit within formal programmes of study irrespective of where, when and how learning was obtained.

The RPL process entails three phases, namely Pre Screening, Facilitation and Assessment.

2.            APPLICANT

The applicant seeking RPL should contact the MQA for guidance in building his portfolio of evidence. The process flowchart at annex I gives an overview of the RPL process.

This guideline has been designed to help the applicant to gain recognition for the skills s/he currently has, regardless of how or where the learning occurred, provided they meet current industry practices. S/he may have gained these skills through formal or informal training, or through life experiences in a non-working environment. These skills may be recognised through the Recognition of Prior Learning (RPL) process. Gaining recognition for his/her skills will enable to:

• eliminate or reduce the need to retrain in knowledge and skills already   

   possessed,

• know what skills have developed through life and work experiences,

• know what skills needed to achieve a qualification.

Recognition of Prior Learning (RPL) is thus a process to obtain formal recognition for the competencies, skills and knowledge acquired through:

• previous training (at an educational institution or place of work)

• education (at school, college or place of work)

• work experience (paid and unpaid work)

• life experience (leisure pursuits and voluntary work) which may be used to demonstrate achievement in a Unit of Competency(s) without having to attend training or study.

EVIDENCES

An applicant needs to provide sufficient evidence of his/her knowledge and skills by submitting relevant documents and/or materials. The integrity of the RPL process cannot be compromised; therefore the onus is on the applicant to supply as much evidence as possible.  S/he needs to identify which pieces of evidence demonstrate his/her skills against the standard of the selected qualification.

The evidence may consist of any or all of the following:

·         formal statements of results

·         sample of work produced

·         performance appraisal reports

·         references from current or previous employers

·         job descriptions

·         details of formal training, seminars, conferences and workshops attended which are relevant to the RPL application

·         certificates of participation/achievements/awards/letters of recommendation

·         video tapes, tape recordings and/or photographs of work activities

·         specific details of  work and/or participation in projects

·         written testimonials from managers or colleagues

The applicant should ensure that permission should be obtained before using any document as evidence.

3.            FACILITATOR

The RPL Facilitator is the first contact of the applicant. The facilitation process is carried out by MQA and the facilitator will guide and support the applicant in developing the Portfolio of evidences. S/he will help and advise the applicant on the necessary evidence that should be submitted or any missing information or documents that are related to the applicant’s portfolio.

The facilitator facilitates the transition between non-formal and formal learning contexts and identify core skills gained informally which can be transferred to formal learning contexts in various contexts.

The initial contact is very crucial to the applicant since s/he will be informed about the principles behind RPL, the procedures and cost implication. The facilitator should be in a position to provide the possible outcomes and should ensure that the applicant has realistic expectations.

3.1          ROLE OF THE FACILITATOR

It is the role of the facilitator to:

(i)     Inform the applicant about what RPL is about, namely, the pupose, the procedure and the process as well as the benefits associated with RPL

(ii)   Inform about the National Qualifications Framework and related items

(iii) Provide assistance in the development of the portfolio by

·         Identifying learning experience

·         Identifying relevant unit standards and qualifications

·         Advising if the prior learning is likely to be at the level that is sought.

·         Clarifying outcomes within the units/modules

·         Advising on the criteria for assessment

·         Identifying which types of evidence for which type of learning outcome

o   Evidences can be a reflective account, project work, observation of practice/simulation, CV, existing work-based practices, profiling.

·         Identifying and selecting evidence  of prior learning

·         Finding ways to present evidence

·         Integrating relevant theory required in the application

·         Identifying transferability of skills

·         Providing feedback

(iv)  Indicate the time frame to the applicant in building his portfolio.

The RPL facilitator should offer information and advise applicant through individual meetings, group sessions and electronic communication.

3.2          QUALITIES OF A FACILITATOR

The Facilitator should:

(i)     Have strong communication  abilities,

(ii)   Have good interview skills,

(iii) Be able to make applicants reflect on experience to identify knowledge, skills, attitudes, behaviour, real life situations and experience in non-formal and informal contexts,

(iv) Be able to do notional levelling or mapping in relation to Unit Standards and Qualifications.

4.            ASSESSOR

Assessment is carried out in an RPL assessment centre. The assessment is carried out by a registered assessor who determines comparability of learning against Standards. The RPL assessor should show professional judgement in assessing the value of experience vis a vis formal learning.

The assessor must :

·         Plan and prepare an assessment

·         Prepare applicant for assessment

·         Conduct assessment and document evidence

·         Evaluate evidence and make assessment judgements

·         Provide feedback to relevant parties

·         Review assessment

The assessor will

·         Identify and solve problems using critical and creative thinking: planning for contingencies, applicants with special needs, problems that arise during assessment, suggesting changes to assessment.

·         Work effectively in a team using critical and creative thinking: working with applicants and other relevant parties during assessment, as well as post-assessment.

·         Organize and manage oneself and ones activities: planning, preparing, conducting and recording the assessment.

·         Collect, analyse, organize and critically evaluate information: gather, evaluate and judge evidence and the assessment process.

·         Communicate effectively: communicate during assessment, and provide feedback.

·         Demonstrate the world as a set of related systems: understanding the impact of assessment on individuals and organisations.

·         Be culturally and aesthetically sensitive across a range of social contexts: plan, conduct and give feedback on assessments in a culturally sensitive manner.

The assessor determines whether evidence is satisfactory and the assessment criteria are based on the following guiding principles:-

l  Acceptability: Match between learning outcome  being demonstrated and evidence

l  Sufficiency: Breadth and depth of evidence – evidence of reflection

l  Authenticity: Is the evidence  really the learner’s own effort?

l  Currency: Is the competency currently valid?

The portfolio must be assessed by an appropriate subject expert.

Being successful at the end of the process, the applicant is awarded a Record of Learning or a full qualification.