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

When creating a customised recognition plan for an RPL process, you would need to consider the following aspects:

Goals of Assessor-led RPL Process for Candidate:

  • Clearly define the objectives of the RPL process for the candidate, which might include achieving a formal qualification, recognising skills for career advancement, or meeting regulatory requirements. Ensure these goals are aligned with the candidate’s personal and professional aspirations.

Risks Associated with Collecting Evidence for RPL Process:

  • Identify potential risks, such as confidentiality breaches, incomplete or insufficient evidence, and the subjective interpretation of evidence. Develop strategies to mitigate these risks, ensuring the integrity and validity of the assessment process.

Scheduled Milestones:

  • Outline key milestones within the RPL process, including deadlines for evidence submission, assessment dates, feedback sessions, and final decision points. These milestones help in tracking progress and ensuring the process stays on schedule.

Assigned Tasks:

  • Detail specific tasks for both the assessor and candidate, such as evidence collection, reflective practice activities, competency mapping, and evidence review sessions. Clearly assigning tasks ensures all parties are aware of their responsibilities and contributions to the process.

Allocated Resources:

  • Specify the resources allocated for the RPL process, including access to assessment tools, support personnel (e.g., mentors or subject matter experts), and materials (e.g., guidelines, templates, or portfolios). Ensure the candidate has access to all necessary resources to successfully complete the RPL process.


In each of these areas, communication, transparency, and collaboration are key to ensuring a smooth, effective RPL process that benefits all parties involved.