TAEASS514 Develop and implement plans for recognition of prior learning

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Learn about the initial engagement and planning stages for candidates applying for recognition of prior learning (RPL). It begins with consulting the candidate to understand their assessment needs, skills, knowledge, and experience. This stage involves explaining the RPL process, evidence requirements, and the roles of the candidate, employer, and assessors in the evidence collection process. The candidate’s suitability for RPL is discussed, and a decision to proceed is made, which is then recorded in line with organisational and regulatory requirements. This ensures that candidates are fully informed and agree to the RPL process before moving forward.

The second phase involves developing a customised recognition plan tailored to the candidate’s unique profile. This includes identifying and mapping the evidence the candidate can provide against the requirements of nationally recognised training products, and documenting any gaps in evidence. The plan may also involve clustering training products to efficiently use the candidate’s provided evidence. The outcomes of this mapping process are discussed with the candidate, and any additional evidence needs are agreed upon.

This careful planning ensures that the recognition process is aligned with the candidate’s capabilities and the standards of nationally recognised training, facilitating a streamlined and effective RPL process. We then look preparing a tailored RPL kit, collecting evidence, and making assessment judgements. The RPL kit is developed in consultation with assessors, including evidence guides and templates, to support the candidate’s application for recognition, ensuring it meets the criteria of nationally recognised units of competency. The process includes advising candidates and employers on evidence collection, monitoring adherence to evidence rules, and maintaining confidentiality.

Finally, the evidence is reviewed against the rules of evidence and assessment principles, leading to an assessment judgement. Candidates are informed of the outcome, provided with guidance if competence is not achieved, and any necessary gap assessments or learning projects are discussed. The entire process is meticulously documented in accordance with organisational procedures, ensuring a transparent and supportive RPL journey for the candidate.

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What Will You Learn?

  • 🤝 Understand the importance of initial consultations with candidates to assess their RPL needs, skills, and experience.
  • 📚 Learn to explain the RPL process, evidence requirements, and the roles involved clearly to candidates.
  • 🔍 Assess and confirm a candidate's suitability for RPL, ensuring they are fully informed before proceeding.
  • 📝 Master the art of recording RPL decisions in alignment with organisational and regulatory standards.
  • 🗺️ Develop skills in creating a customised recognition plan that caters to each candidate's unique profile.
  • 🧩 Discover how to cluster training products for efficient evidence use and identify gaps in a candidate's evidence.
  • 🤲 Engage in collaborative mapping of evidence against nationally recognised training product requirements.
  • 🛠️ Learn to prepare a tailored RPL kit, complete with evidence guides and templates, to support candidates' recognition applications.
  • 🕵️‍♀️ Gain expertise in advising on evidence collection, monitoring its adherence to standards, and maintaining confidentiality.
  • ⚖️ Acquire the ability to make informed assessment judgements, provide feedback, and guide candidates through any required gap assessments or learning projects, ensuring a supportive RPL journey.

Course Content

Determining candidate recognition needs
Covering: 1.1 Consult with individual candidate applying for recognition services and identify assessment needs and overview of candidate’s existing skills, knowledge and experience 1.2 Explain nature and scope of the assessor-led RPL process, evidence requirements and assessor support to be provided, and confirm candidate understanding 1.3 Inform candidate of expected roles of candidate, employer and assessors in collection of evidence for the RPL, and confirm understanding 1.4 Discuss candidate’s suitability for an RPL option and confirm candidate decision to proceed 1.5 Record decision regarding candidate suitability for recognition according to organisational procedures and VET regulatory requirements

Developing a customised recognition plan
Covering: 2.1 Consult with candidate to identify evidence candidate can provide to meet requirements of nationally recognised training product/s 2.2 Determine opportunities for clustering products, where evidence provided supports more than 1 training product 2.3 Identify and interpret nationally recognised training products to be used as the basis for recognition and map to agreed evidence that candidate will provide 2.4 Identify and document requirements of nationally recognised training product/s that can be met by available evidence and gaps in required evidence 2.5 Document mapping adjustments required for alternative evidence and additional tasks for candidate to complete in order to meet evidence requirements of training products 2.6 Discuss mapping outcomes and agree additional required evidence with candidate 2.7 Determine requirements for reports from other parties, and the other evidence that must be supplied to validate those reports

Preparing an RPL kit
3.1 Set out options for collecting required evidence that meet the criteria of nationally recognised units of competency and assessment instruments and reflect candidate needs and skills, knowledge and experience 3.2 Develop evidence guides and templates in consultation with assessors who undertake recognition assessments 3.3 Document plain English exemplars and evidence checklists to support candidate in their application for recognition 3.4 Identify and record required support for candidate and any employer/s 3.5 Ensure that recognition tools are validated by peers and industry 3.6 Finalise agreed, tailored and validated RPL assessment kit and seek required approval

Collecting RPL evidence and making judgements
Covering: 4.1 Provide advice to facilitate collection of evidence 4.2 Confirm that required support for candidate and any employer/s is in place 4.3 Monitor the evidence collection process to ensure that the rules of evidence are met and candidate privacy and confidentiality are maintained 5. Make and record assessment judgement 5.1 Review collected evidence, confirm the rules of evidence and principles of assessment are met 5.2 Make assessment judgement based on the evidence collected to support the candidate’s competence 5.3 Advise candidates of assessment outcome and provide guidance to candidates where competence is not achieved 5.4 Discuss gap assessments and potential active learning projects on the job where relevant with candidate and any required employers 5.5 Record outcome of recognition process and feedback provided to candidate according to organisational procedures

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