Recognition of Prior Learning (RPL) Information Guide & Application

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1 Recognition of Prior Learning (RPL) Information Guide & Application This information guide is designed to assist you through the recognition of prior learning and workplace assessment process.

2 VERSION CONTROL Originating Office: MPS Training PO Box 198 Mitchell ACT 2911 P: Document Title: RPL Information Guide & Application Document ID: T3 (Training document 3) Document Owner: Suzana Evans Training Manager Approval: Amy Hewson - CEO Last revised: 25/06/12 Original Date: 25/06/12 S Evans Revision History: 25/06/12 Original document created; S Evans 2012 MPS Training No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, or by any information or retrieval system, without the prior permission of MPS Training. Requests for permission to use material contained in this publication should be directed to the General Manager. This material is issued by MPS Training on the understanding that: MPS Training, its officials, authors, or any other persons or agencies involved in the preparation of this publication expressly disclaim all or any contractual, tortuous, or other form of liability to any person (purchaser of this publication or not) in respect of the publication and any consequences arising from its use, including any omission made, by any person in reliance upon the whole or any part of the contents of this publication. No person should act on the basis of the material contained in this publication without obtaining advice relevant to his or her own particular situation and without considering and taking specific professional advice as may be necessary. Unauthorised copy or use of the material may be subject to legal action.

3 Contents About RPL... 4 Developing an Assessment Portfolio... 7 Types of Evidence Appealing an Assessment Decision RPL Application Form RPL Portfolio T3 RPL Info Guide v1.0 25/06/12 Page 3 of 26

4 About RPL Purpose of RPL Recognition of Prior Learning (RPL) allows a person to receive recognition and credit for the knowledge and skills they have, no matter how and where they were attained. This can include skills/knowledge attained through: Previous study (including vocational education training or training programs at work) Work experience paid or unpaid (volunteer) Where you have completed appropriate training or have, through prior learning and experience, gained the required skills/competencies, you may be granted recognition upon substantiation of that claim. This process is by recognition of prior learning (RPL), recognition of current competence through workplace assessment, and credit transfer. These avenues are available for all units of competency within MPS Training s scope of registration. To access these options, you should notify your trainer/assessor or the Training Manager who will provide you with information and assistance with your RPL/workplace assessment application. MPS Training recognises all AQF qualifications and Statements of Attainment issued by other RTOs. We will verify the authenticity of all qualifications or Statements of Attainment presented. These may be used as part of the credit transfer process, within MPS Training s scope of registration. In line with the Standards for NVR Registered Training Organisations, where a participant is seeking a full qualification, statements already held will be recognised as full units towards a qualification ie Certificate, Diploma or Advanced Diploma level, but not to the extent of replacing one Certificate or Diploma with another. A request for recognition should be sent to: Training Manager MPS Training PO Box 198 Mitchell ACT 2911 Your application must contain a certified copy of your qualification/ Statement of Attainment along with the transcript of your units completed. Our staff will verify your application and notify you of the result. If you cannot supply the relevant information our Training Manager will work with you to confirm your claim. There are two pathways to assessment in a competency based framework: Page 4 of 26 T3 RPL Info Guide v1.0 25/06/12

5 Recognition of Prior Learning (RPL) Evidence Portfolio based Recognition of current competency through a workplace assessment assessment on the job You will need to gather examples of evidence either from past and present workplace experiences or by engaging in development activities, and provide these to a workplace assessor. Benefits of applying for RPL Individuals may seek RPL to: Demonstrate competence for an appointment to a workplace position or an industry classification To seek a qualification/statement of attainment of knowledge, skills and competences Organisations may use RPL to: Recruit or promote staff and place them in appropriate positions and skills classifications Undertake a skills audit of staff to determine enterprise training priorities and objectives Comply with competency requirements of licensing or regulatory authorities Regardless of how RPL is used, for the individual it recognises the competence gained through on the job experiences, formal and informal learning and assists you in attaining nationally recognised qualifications. Who can apply for RPL Anyone who believes they have the skills and knowledge identified in the outcomes of a unit are encouraged to apply for RPL. The following factors may help you in deciding whether an application will be successful. Do you have the underpinning knowledge required in the unit? Can you demonstrate the skills required in the unit? Can you apply the knowledge and skills in a work situation? Can you apply the knowledge and skills in a range of work situations? Are your knowledge and skills current? Can you provide evidence of your skills and knowledge? Page 5 of 26 T3 RPL Info Guide v1.0 25/06/12

6 Guidelines for supplying evidence Evidence plays a critical role in the Recognition of Prior Learning process as it is on this basis the decision to grant RPL is made. When supplying evidence to support an RPL application it is important the evidence is: Valid must focus on the specified skills and knowledge in the Performance Criteria and Evidence Guide of the unit of competency Sufficient - must satisfy all elements of the unit of competency taking into account the Range of Variables and Evidence Guide. To ensure you are supplying enough evidence it may be necessary to use supplementary sources such as verbal confirmation, written testimonials, completed performance appraisals, certificates, job descriptions or third party reports Authentic evidence must relate to the performance of the person applying for RPL, not that of another person Current this is a particularly important aspect as you must be able to demonstrate your evidence is still relevant and current according to the competency requirements. As a general rule, if evidence is over two years old it s probably too old, unless you have been continually working in that environment and applying those skills and knowledge. Cost of an RPL application The fee for Recognition of Prior Learning varies according to the number of units you are seeking to RPL. The cost is available on application to MPS Training. Contact the Training Manager on for further information, or training@mpsolutions.com.au How long it takes to process an RPL application It is anticipated the assessment process will, under normal circumstances be completed within twenty (20) working days from the date the application is received by MPS Training. Available support This information guide contains all the information you will need to decide whether to submit an application and you can contact our training manager for further support. Full details of each Unit of Competency are located on Page 6 of 26 T3 RPL Info Guide v1.0 25/06/12

7 Developing an Assessment Portfolio What is an assessment portfolio? An assessment portfolio is a collection of documentary evidence from a range of sources relevant to the competencies for which you are being assessed (seeking Recognition of Prior Learning (RPL) for). It will become your permanent record of achievement in the workplace. Your portfolio will be composed of documentary evidence (either in electronic or hard copy). Under the assessment process, evidence can include, but is not limited to: - A report you have written - Participation in a role play - A project you were involved in - Relevant qualifications or awards - An extract from your previous performance agreement - Copies of documentation you have completed/processed - A demonstration of a specific task in the workplace - A paper you have written or an oral presentation you have given - Your answers to relevant - A third party report questions - Letters from clients, the public, other agencies, etc - Written references and citations You are able to include any evidence you think is necessary to demonstrate your competence. You may also refer to the Evidence Guide contained in each unit of competency standards. Competency units can be found at: The evidence you include in your portfolio must be: Relevant to the competencies for which you are being assessed Current, try not to include documents that are more than two years old A reflection of your actual work performance Valid, that is, it must be your work Sufficient enough for a workplace assessor to make a decision on competence. How your portfolio should be presented The most important aspect of portfolio presentation is that the evidence is accessible and comprehensible to a workplace assessor. It should contain: A cover page detailing your name, contact details and the competencies you wish to be assessed against Page 7 of 26 T3 RPL Info Guide v1.0 25/06/12

8 One or more third party reports A guide referencing your evidence to the competencies A range of supporting documentary evidence clearly referenced to the competencies. It is your responsibility to maintain the portfolio and to clearly reference your evidence to the relevant competencies. Workplace assessors will assess your evidence; they will not map it to the competencies for you. If your portfolio does not contain some form of referencing to the competencies it will be regarded as incomplete and returned to you by the workplace assessor. What your portfolio should contain A portfolio assessment will be made based on a combination of the following three key pieces of evidence: Workplace documents An interview with a workplace assessor and/or a subject matter expert Third party reports. This is in contrast to a workplace assessment which is based on: Direct observation of task performance, either in the workplace or via a scenario/simulation Questioning to determine underpinning knowledge Examination of the product/service directly or via third party report and/or workplace documents. Therefore, the contents of your portfolio will vary, depending on your job and the principal method of assessment you have chosen. If you have chosen a portfolio assessment, your portfolio is the key piece of evidence on which the workplace assessor will base his/her decision of competence on. It will therefore need to demonstrate ALL of the skills and knowledge acquired through your job and defined in the competencies. If you are preparing a portfolio as a supplement to a workplace assessment, it should address those areas that are not adequately covered in the principal assessment. In this instance, the portfolio will not need to be as comprehensive. Using competencies to prepare your portfolio Once you have identified the relevant competencies, you need to collect evidence that reflects demonstration of the skills and knowledge identified in these competencies. As a guide, you may refer to the Evidence Guide that forms a part of each competency standard. You should aim to collect evidence that addresses the elements in the Page 8 of 26 T3 RPL Info Guide v1.0 25/06/12

9 competency standard. When referencing your evidence to the competencies, indicate which of the competencies it is relevant to as well as the element in the competency that you believe it addresses. It is vital your referencing system is accurate or assessors may miss an important piece of evidence. You should try to select evidence that covers more than one competency. For example, a report you have written may cover a number of elements in different competencies. There may still be some areas that your portfolio does not cover. In this instance, you should flag gaps for the assessor and they will be able to either run you through a scenario or ask you some questions to cover this gap. Competency based assessment processes recognise there are some skills it is difficult to collect evidence of. As a general rule, you should aim to fully cover 80% of the material in the competencies. The assessor is then able to work with you to address remaining gaps to facilitate the assessment process. How your portfolio will be assessed Your portfolio will be examined by a workplace assessor, and if necessary, a subject matter expert. Assessment is a process of confirming you have achieved competency. To be certain the final decision of competent/yet to demonstrate competence is accurate, your evidence must be examined to ensure it is valid, reliable, sufficient, authentic, and current. If the workplace assessor is also a subject matter expert, they will make these decisions alone. However, if they require subject expertise, the assessor will decide if your evidence is sufficient and reliable; whereas, the subject matter expert will advise if it is valid, current, and authentic. The focus of the assessor will be Can the candidate do this now?. They will make this decision based on the evidence you present and any discussions you may have. Additionally, the assessor will need to determine whether the evidence, as a whole, matches your claims. They will do this by comparing and contrasting the documents with the competency standards. If there is something the assessor cannot reasonably infer from the evidence, they will either ask you a specific question about this at interview or request further documentary evidence. Although documentary evidence is the key to a portfolio assessment, you will also need to meet with the assessor. This provides an opportunity for you to flesh out the evidence you have presented and for the assessor and/or subject matter expert to satisfy themselves regarding any concerns about gaps in your skills and/or knowledge they may not be able to infer from work documents alone. You will usually be Page 9 of 26 T3 RPL Info Guide v1.0 25/06/12

10 asked what if type questions by the assessor so they can be sure you are able to apply your knowledge to real life situations. Who has access to your portfolio If the workplace assessor is not a subject matter expert in the competencies you have addressed, they will need to consult with one or more subject matter expert/s to accurately assess your evidence. The MPS Training Centre Assessment Policy confirms your portfolio will be treated in confidence and only shown to individuals who have a genuine need to see the portfolio in order to conduct the assessment. It is recommended, where you feel the need to use sensitive documents as evidence, that your Third Party Reports refer to this and you do not include them in your portfolio. This is especially relevant to the security stream of competencies within the PSP04 Training Package. Third party reports Third party reports can be completed by any member of staff who has worked with you, and you are confident can supply relevant examples of your work performance. Staff completing third party reports, do not have to be Work Place Assessor trained. These are not statements of competence they are only comments and examples of how you conduct yourself in the workplace. There is no requirement for a third party report to be completed by a staff member of a higher level, as in many cases it is other staff of the same or even a lower level who are best placed to submit comments on your behalf. How much is enough evidence? There are no hard and fast rules about how much evidence is enough. If the task you are being assessed against has a number of dimensions, try and provide evidence for each of these. If an assessor feels they would like more evidence to demonstrate a particular skill or facet of knowledge, they are able to ask you for it prior to making their final assessment decision. Remember it is your responsibility as a candidate to provide the assessor with enough evidence so they can be confident they are making an accurate assessment decision. What to expect when meeting with a workplace assessor The length of an assessment will vary depending on a number of factors, such as what is being assessed, the strategies being used to gather evidence, how many tasks you are being assessed against, the type of evidence you present, the availability of assessors and/or subject matter experts, etc. Page 10 of 26 T3 RPL Info Guide v1.0 25/06/12

11 As a guide an assessment will usually involve: A briefing meeting where an assessor will explain the assessment process to you and together you can determine the most appropriate way of gathering evidence A period of time for you to gather evidence A meeting with the workplace assessor where you will either be presenting your evidence or the assessor will be observing you in the workplace If necessary, some time to find additional evidence and a follow up meeting to discuss that evidence A final meeting to provide feedback to you on your performance, to advise the final assessment rating and to allow you to sign the assessment report. This is also an opportunity for you to provide feedback to the assessor on the conduct of the assessment process. Types of Evidence The following table summarises some types of evidence and examples of each. You need to provide several types of evidence for each unit of competency assessed or claimed to satisfy the assessor; however, you can have the same evidence for multiple units if they are applicable. You should discuss evidence required with your assessor. Evidence Type Explanation Examples Job experience Job duties Performance Management Work history Details of work history and past and current job experience Details work responsibilities and the standard of performance of job tasks Details standard and competence in the performance of job tasks Documents that demonstrate completion of relevant workplace training and the capacity to apply the skills in the workplace Resume or Curriculum Vitae Current and/or recent previous Job Descriptions or Duty Statements PPI, Performance Appraisals Reports, Performance Management Agreements CV, current and/or previous Job Descriptions, membership of relevant professional associations, references/letters from previous employers or supervisors, industry awards. T3 RPL Info Guide v1.0 25/06/12 Page 11 of 26

12 Evidence Type Explanation Examples Work product Samples of work verified as authentic s, memos, letters, reports etc Third party reports Accredited training program Report from a competent supervisor or colleague that confirms the candidate s level of knowledge and ability to apply skills in the workplace. A qualification or statement of attainment including a transcript of units of competency awarded Reports from managers, supervisors and testimonials from clients Statement of Attainment, Certificate or Diploma (Certified true copies or originals) Other training programs Interview / questioning / exams Workplace documents Practical demonstration Professional organisation memberships Documents that confirm attendance at a formal course of study Confirms the candidate s knowledge of the legislation policy and procedures that underpin the security assessing process Workplace documents that have been produced by the candidate that are relevant to his/her claim Observation by the assessor of the candidate actually performing the tasks in the workplace or in a simulated workplace environment Evidence of networks and continuous improvement and professional development Non-accredited course or a University course Responses to scenarios, knowledge of policy and processes Written communications Conduct a simulated security assessing interview Membership of relevant professional associations T3 RPL Info Guide v1.0 25/06/12 Page 12 of 26

13 Appealing an Assessment Decision Appealing an assessment decision If you are unhappy with an assessment decision, you should, in the first instance, discuss your concerns with the assessor. You may be able to negotiate an opportunity for re-assessment based on the gaps in your evidence highlighted by the assessor. If you wish to appeal an assessment decision based on a matter of fact, or the process that was used to conduct the assessment, you should lodge a formal appeal with the Training Manager MPS Training. All appeals must be lodged within 14 days of the assessment decision. If, once you have appealed the original assessment decision, you are still dissatisfied with the outcome you can pursue the matter further through MPS Training s Complaint and Appeal procedure outlined within the Participant s handbook. Page 13 of 26 T3 RPL Info Guide v1.0 25/06/12

14 RPL Application - MPS Training Date received: OFFICE USE Received by: RPL Application Form QUALIFICATION YOU ARE SEEKING RPL FOR: IF NOT SEEKING A FULL QUALIFICATION THEN LIST UNIT/S OF COMPETENCY YOU ARE SEEKING RPL FOR: 1. YOUR PERSONAL DETAILS SURNAME FIRST NAME OTHER GIVEN NAMES DATE OF BIRTH GENDER MALE FEMALE POSTAL ADDRESS SUBURB/TOWN POST CODE RESIDENTIAL ADDRESS If same as postal address, write AS ABOVE SUBURB/TOWN POST CODE ADDRESS PHONE HOME WORK MOBILE 2. YOUR EMPLOYMENT DETAILS EMPLOYMENT STATUS (eg: full-time, part-time, casual, unemployed) YOUR JOB TITLE ORGANISATION YOU WORK FOR 3. INVOICING DETAILS NAME OF PERSON/ ORGANISATION TO SEND INVOICE TO ABN (if applicable) ADDRESS PHONE

15 RPL Application - MPS Training 4. EDUCATION/TRAINING DETAILS It is a requirement that candidates provide certified copies of certificates, statements of attainment and course topic outlines for certification of information they have listed. DATES LEVEL OF STUDY (EG. APPRENTICESHIP CERTIFICATE, INDUSTRY SHORT COURSE) DETAILS OF STUDIES (EG. TITLE OF TRADE, NAME OF COURSE) RESULT (EG. PASS, NOT COMPLETED) Have you been involved in any other courses? (Eg Staff development programs) Please give details. Are you currently enrolled, or participating in, any other course? Please give details.

16 RPL Application - MPS Training 5. EMPLOYMENT HISTORY Indicate in the space provided any work experience, either full time or part time, that you have undertaken. Include any voluntary or unpaid work. Start with the most recent job. ORGANISATION NAME DURATION OF EMPLOYMENT POSITION TITLE TYPE OF WORK UNDERTAKEN & SKILLS ACHIEVED

17 RPL Application - MPS Training 6. THIRD PARTY REFEREES Indicate in the space provided names and contact details of anyone you would like to use as a referee to support your claim for RPL (optionally you may attach a written reference (third party report) as part of your portfolio addressing experience/skills/knowledge relevant to your application). NAME RELATIONSHIP DURATION OF RELATIONSHIP CONTACT NUMBER/ 7. DECLARATION I declare the information contained in this application is a true statement of my education and experience. I authorise MPS Training to contact any third parties that I have identified to verify the accuracy of the evidence submitted in support of this application. YOUR NAME: YOUR SIGNATURE: DATE: All information supplied in this application will be handled in confidence. We collect your personal information for the purposes of completing the assessment process only. No personal information will be passed onto any third party without the express permission of the applicant. Your information will not be used for any other purpose except as required or authorised by or under law.

18 RPL Application - MPS Training ASSESSMENT CHECKLIST Preparing for the Assessment Yes No Do you know why you are being assessed? Have you sought advice about which development options will best meet your needs? (if required) Have you undertaken appropriate development activities? (if required) Are you satisfied that you are competent in all aspects of the units for which you are seeking assessment? Requesting the Assessment Have you met with the workplace assessor to discuss how the assessment will be conducted? Have you let the assessor know about any special needs that may affect the assessment? Gathering Evidence Are you clear about what types of evidence you should collect? Have you requested third party reports from your supervisor / manager or other appropriate person? Have you gathered the evidence required by the assessor and/or taken part in evidence gathering activities? Participating in the Assessment Did you present yourself, your evidence and your claims to the assessor in a professional manner? Did you gather additional evidence if required? Did you provide feedback to the assessor on the conduct of the assessment? Did you notify the assessor if you disagreed with the assessment outcome?

19 RPL Application - MPS Training RPL Portfolio SURNAME FIRST NAME YOUR CURRENT POSITION EMPLOYER Units of competency for which you are seeking recognition:

20 RPL Application - MPS Training Statement of Authenticity: I certify that the work submitted in support of this application for recognition of prior learning is my own. Where the work was obtained as a result of a group effort, then I certify that not only did I actively participate in the group process, I have clearly established what of the product was a result of my work. I have acknowledged the work of others (such as published authors and internet sites) where it has been included to illustrate points in my work. YOUR NAME: YOUR SIGNATURE: DATE: List of Evidence Attached: REFERENCE (eg 1,2,3...) EVIDENCE DESCRIPTION Page 20 of 26 T2 Participant s Handbook v1.0 22/06/12

21 RPL Application - MPS Training Summary of Evidence UNIT OF COMPETENCY: ATTACHMENT REFERENCE SUMMARY OF EVIDENCE CRITICAL EVIDENCE (see unit of competency for details) SUMMARY OF EVIDENCE ATTACHMENT REFERENCE (where applicable) NOTE: Duplicate this page as many times as is necessary to include evidence details of all units and elements sought. Page 21 of 26

22 RPL Application - MPS Training Did MPS Training provide you with adequate information on the Recognition of Prior Learning (RPL) process? Did MPS Training provide you with sufficient support to complete your RPL portfolio? Any other comments on the RPL process (please include positive and negative comments, which may help us improve the entire RPL Page 22 of 26

23 RPL Application - MPS Training Record of Assessment For Assessor use only UNIT OF COMPETENCY ASSESSOR COMMENTS COMPETENT NOT YET COMPETENT Page 23 of 26

24 RPL Application - MPS Training RPL Assessment Outcome DATE APPLICATION RECEIVED: BY: RPL GRANTED /TITLE RPL DENIED /TITLE ADDITIONAL EVIDENCE/INFORMATION REQUIRED Page 24 of 26

25 RPL Application - MPS Training DATE ADDITIONAL EVIDENCE RECEIVED: ASSESSOR SIGNATURE: ASSESSOR NAME: DATE OF RE- ASSESSMENT: Page 25 of 26

26 RPL Application - MPS Training Student Feedback ASSESSOR NAME: ASSESSOR SIGNATURE: DATE: STUDENT NAME: STUDENT SIGNATURE: DATE: Page 26 of 26