RPL is a process of identification, documentation, assessment and certification of a person’s formal, non-formal or informal learning. It enables people to acquire qualifications without having to undertake full training programs.
RPL is a way of receiving your qualification in a shorter time and cheaper than conventional study. At CLET, we offer RPL assessments based on your work experience and professional portfolio.
Qualifications
RPL is the process of identifying, documenting and assessing a person’s competencies, acquired through formal, non-formal or informal learning. It enables people to gain a formal qualification that matches their competencies, which increases employment opportunities and social inclusion. It also improves their career development and self-esteem. The RPL assessment process consists of three components: self-assessment, portfolio and interview.
Each unit has a set of standards, elements and performance criteria that must be met. Any assessment method used must address these requirements. In addition, a specified volume of performance evidence must be provided to demonstrate competency.
The RPL evaluation panel will review the candidate’s evidence and recommend either “Competent” or “Not Yet Competent.” A recommendation of “Competent” must be unanimous. A plan of action is then developed for further position development. This may include course work, a position training assignment, or other efforts to demonstrate competency. METS strives to accommodate the learning styles of candidates and is able to provide a range of assessment methods for the RPL process.
Assessment criteria
RPL Australia is a process that allows people to gain a qualification without going through formal training. It uses a different approach to assessment, focusing on the evidence of skills and knowledge rather than where or how it was learned. It also assesses a person’s ability to apply their skills in real-life situations.
RTOs must use a variety of assessment methods to gather sufficient and relevant evidence of a person’s competence. These can include written questions, verbal conversations or a combination of both. RTOs should be prepared to gather direct evidence if possible, such as observation of an applicant performing the tasks in the unit of competency (e.g. BSBPEF202 Plan and apply time management).
To help the Assessor make a favourable decision, it is important to provide as much evidence as possible. Direct evidence can include a resume, a list of work experience and professional qualifications. It can also include references, testimonials and photos of a candidate’s work.
Assessment methods
In RPL assessment, assessors use one or more methods to gather knowledge and performance evidence. The evidence can be gathered through written questions or verbal questioning. It can also be gathered through professional discussion and observation. However, the evidence must be sufficient to meet the requirements of the unit being assessed.
The assessment methods used in RPL can vary depending on the RTO and the qualifications being assessed. They can include workplace visits, job descriptions, performance appraisals and other forms of professional documentation. It is important that the assessment be conducted by a qualified assessor.
It is important not to confuse RPL with credit transfer, which involves assessments that recognize advanced standing or assign academic credit. While both involve assessing credentials, the primary difference is that RPL takes into account a candidate’s professional and personal life while credit transfer deals with academic performance only.
Recognition of prior learning
The process of rpl certificate can reduce the time and cost of obtaining a qualification. If successful, it can also eliminate the need for study altogether. However, it is important to understand the different types of evidence that assessors are looking for. These can include direct, indirect or a combination of both. The type of evidence that an assessor will choose to look at depends on the requirements for the course.
This can be done through a visit to the workplace, job descriptions, reference letters or performance appraisals. Alternatively, an assessor can work with a client to create a portfolio of professional narrates that professionally reflects the knowledge and skills gained through employment or life experiences.
RPL can increase a candidate’s value to their employer as it demonstrates a high level of expertise. It can also be a gateway to further training and career development opportunities. In addition, RPL may make it easier for candidates to transfer credits if they change institutions.