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
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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
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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
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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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TAEASS514 Develop and implement plans for recognition of prior learning
About Lesson

In leading a Recognition of Prior Learning (RPL) process, it is important to clearly outline the roles and responsibilities of both the candidate and their employer before, during and after the process. This ensures a transparent, efficient, and fair assessment process. Let’s look at each person’s role to see what they will need to contribute.  

Candidate’s Role:

  1. Evidence Compilation: You, as the candidate, are responsible for gathering and presenting a comprehensive portfolio of evidence. This evidence should demonstrate your current competencies against the relevant unit(s) of competency or qualifications. Examples of evidence might include work samples, records of workplace training, references or testimonials from supervisors, and any relevant qualifications or statements of attainment.
  2. Self-Assessment: Engage in self-assessment processes provided by the assessor or RTO (Registered Training Organisation) to reflect on and evaluate your own skills and knowledge. This will help identify areas where you meet the competency standards and where further evidence may be needed.
  3. Participation in Assessments: Be prepared to participate in competency conversations, practical demonstrations, or challenge tests as required. These assessments are designed to validate your skills and knowledge in a practical context.
  4. Honesty and Integrity: Ensure that all submitted evidence is authentic and accurately represents your skills and experiences. It is vital to maintain honesty throughout the RPL process to ensure its integrity and fairness.

Employer’s Role:

  1. Support and Facilitation: As an employer, you play a supportive role in the RPL process. This might involve providing the candidate with access to workplace documentation, verifying work experience, or facilitating practical assessments during work hours.
  2. Verification of Evidence: You may be asked to verify the authenticity and currency of the evidence provided by the candidate. This could involve confirming employment periods, the validity of work samples, or the candidate’s role in specific projects.
  3. Providing Resources: Depending on the requirements of the RPL assessment, you might need to provide resources or allow access to certain areas of the workplace for practical assessments or demonstrations.
  4. Feedback: Offer constructive feedback on the candidate’s performance and competencies as required. Your insights as an employer are invaluable in providing a holistic view of the candidate’s abilities.

 

Communication:

Throughout the RPL process, maintaining open and clear communication between the assessor, candidate, and employer is paramount. This ensures that all parties are aware of their responsibilities, the progress of the RPL assessment, and any support required.

It’s important to remember that the RPL process is a collaborative effort aimed at recognising and certifying the skills and knowledge individuals have acquired through their work and life experiences. By understanding and actively participating in your respective roles, the process can be navigated smoothly and effectively.