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

Review the evidence collected

This step involves a thorough examination of all evidence provided by the candidate to ensure it is relevant, authentic, and sufficient to demonstrate competency against the required standards. e.g. An assessor reviews a portfolio submitted by a chef applying for RPL, which includes menus designed, photographs of prepared dishes, customer feedback, and a reference letter from a previous employer.

Confirm the Rules & Principles are met

The assessor must ensure the evidence adheres to the rules of evidence (validity, authenticity, currency, and sufficiency) and the principles of assessment (fairness, flexibility, validity, and reliability). e.g. The assessor checks the dates on the chef’s documents to ensure currency, confirms the authenticity of the reference letter through a follow-up call to the previous employer, and evaluates the sufficiency and relevance of the photographs and menus to the competencies being assessed.

Make a judgement based on the evidence

 Based on the reviewed evidence, the assessor decides whether the candidate has demonstrated competency. This judgement should be objective and based solely on the evidence provided. For instance, after reviewing the chef’s portfolio, the assessor determines that the evidence sufficiently demonstrates the candidate’s ability to plan and produce a range of culinary dishes, managing kitchen operations effectively.

Advise candidates of the outcome and provide guidance where competence is not achieved

Communicate the assessment outcome to the candidate. If competencies are not achieved, offer constructive feedback and guidance on how to address gaps. For example The assessor informs the chef that they have successfully demonstrated competency in most areas but need further development in food safety practices. The assessor suggests specific areas for improvement and resources for learning.

Discuss gap assessments: i.e. Potential active learning projects on the job (where relevant).

For competencies not achieved, the assessor discusses with the candidate (and employers, if applicable) the options for gap training or workplace projects that can demonstrate the required competencies. For instance, the assessor and the chef, along with the current employer, agree on a plan for the chef to lead a series of food safety workshops for the kitchen staff, providing an opportunity to demonstrate and develop the required competencies.

Record the RPL outcome and feedback provided to the candidate.

All outcomes, feedback, and future action plans are formally documented according to the RTO’s policies. This ensures transparency and accountability in the RPL process. The assessor completes an RPL assessment report detailing the evidence reviewed, the competencies achieved, the feedback provided to the chef, and the agreed-upon plan for addressing the gap in food safety competencies. This report is then filed in the RTO’s records and a summary is provided to the candidate.