Purpose Explore strategies for developing, implementing or enhancing Recognition of Prior Learning policies and services Begin to use the MANUAL

Transcription

1 Purpose Explore strategies for developing, implementing or enhancing Recognition of Prior Learning policies and services Begin to use the MANUAL Network and identify potential partners and/or collaborators 1

2 Expected Outcomes Identify RPL national and international trends and issues Analyze RPL provincial challenges and successes Use the RPL Quality Assurance MANUAL to review and enhance your own organization s ability to meet the needs of immigrants and refugees Evaluate the implications of RPL assessment strategies and options for your organization Begin to develop an action plan for your organization 2

3 About the Workshop Reflects known issues and concerns Builds on adult learning principles Everyone has something to contribute Everyone has something to offer Interactive Reflects good RPL practice as detailed in the MANUAL Offers a unique opportunity to network and collaborate 3

4 Identifying Equating Assessing Recognizing About the Recognition of Prior Learning 4

5 About the Terminology Prior Learning Assessment Prior Learning Assessment and Recognition Accreditation of Prior Learning The Recognition of Prior Learning The Recognition of Learning 5

6 RPL Quality Assurance and Regulators: Why? Public Protection! Ensure that all clients receive effective, appropriate and ethical service or care 6

7 Quality Assurance Minimizes mistakes or defects in manufactured products and avoids problems in the delivery of services to customers or clients Helps us to make decisions with confidence based on the observation that the product or service consistently meets our requirements and/or standards 7

8 We want to ensure that everyone who depends on RPL outcomes has confidence in the decisions made as a result of the RPL process: Learners/applicants Employers Educators Trainers Human resource specialists Government policy makers 8

9 Working with Immigrants and Refugees: What are your challenges and successes? 9

10 Working with Immigrants and Refugees What are the benefits? Short-term Long-term 10

11 About the CAPLA QA MANUAL Enables organizations and institutions to develop, implement and evaluate RPL processes and services. 11

12 Background to the MANUAL Wanted to ensure quality systems and processes in place to enable us, as a nation, to work towards an integrated system of RPL to help address pressing national issues 12

13 What are these issues? Skills and knowledge often not recognized Canada has a highly mobile workforce In a typical year, Canada welcomes 250,000 immigrants Canada s learning recognition system is provincially/ territorially based 13

14 According to the Conference Board of Canada*, if we could develop a national RPL system Financial $16,000 - $20,000 average annual personal gain $13 - $17 billion in annual income generated nationally Personal Higher personal satisfaction Increased social cohesion Increased flexibility Other A more informed citizenry that will benefit the nation economically, socially, and culturally *From the Brain Gain,

15 Overview of CAPLA s RPL Quality Assurance Project QA PURPOSE TIMELINE FUNDING COMMITTEES Manual based on pan-canadian Quality Assurance Guiding Principles for Recognition of Prior Learning to: Enhance the Quality of RPL Practices Contribute to Organizational Effectiveness Promote Labour Force Development 15

16 Overview of CAPLA s RPL Quality Assurance Project A S O N D J F M A M J J A S O N D J F M A M J J A S O N D J RESEARCH & STAKEHOLDER ENGAGEMENT Establish Project Advisory Committees Develop Guiding Principles Mapping of National & International Guidelines Stakeholder Engagement Plan Finalize Work Plan QA MANUAL DEVELOPMENT QA MANUAL VALIDATION & PRODUCTION Iterative Drafts Extensive Consultation 4 LAUNCH FOCUS GROUP SESSIONS WEBINAR SESSIONS ONLINE SURVEYS WEB INFO & TOOLS 16

17 1 Introduction Organization of the RPL Quality Assurance MANUAL 2 Quality Assurance & RPL Systems and Services 3 Capacity Building: RPL Integration and Partnerships 4 Assessment: Methods, Tools and Processes 5 Next Steps 6 Appendices 17

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19 About the Introduction Definition of RPL Purpose of THE MANUAL Potential users Organization Canadian imperative for RPL Benefits of using RPL 19

20 About QA and RPL Systems and Services Guiding Principles for Quality RPL Practice in Canada Six Steps for Quality RPL 20

21 Guiding Principles for Quality in RPL Practice Accessible Consistent Fair Respectful Valid Flexible Rigorous Transparent Professionally Supported 21

22 THE MANUAL 22

23 Capacity Building RPL Integration and Collaborative Relationships Organizational development Linking RPL to mission and values of organization Communication Partnerships and collaboration with stakeholders Importance of RPL training and development advising, assessing and managing 23

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25 RPL QA Self-Audit Checklists Guiding Principles Six Steps for Quality RPL Systems Quality RPL Systems RPL Quality Procedures 25

26 What s in the Appendices? A: The Glossary B: A list of useful RPL publications C: RPL Toolkit (with all self-audit checklists) 26

27 RPL at Work Promoting the development of RPL quality systems to: Enhance organizations Support the professional and personal development of individuals 27

28 HIRING RECRUITMENT AND SELECTION 1. Explain RPL process 2. Provide information on expected requirements 3. Explain assessment processes 4. Conduct assessment 5. Provide assessment results 6. Provide advice for next steps Job advertisement Criterion referenced = Job description Statement of expected competencies Job interview & selection Behavioural A focus on what the candidate can do Candidate feedback 28

29 RETENTION PROFESSIONAL DEVELOPMENT, TRAINING 1. Explain RPL process 2. Provide information on expected requirements 3. Explain assessment processes 4. Conduct assessment 5. Provide assessment results 6. Provide advice for next steps Company policies and procedures Performance evaluation tool Criterion referenced = Job description Statement of expected competencies Performance evaluation process Employee feedback and personal professional development plan Ongoing feedback, support, review 29

30 EXAMPLE CREDENTIAL / QUALIFICATION RECOGNITION 1. Explain RPL process 2. Provide information on expected requirements 3. Explain assessment processes 4. Conduct assessment 5. Provide assessment results 6. Provide advice for next steps Preparation and support Information Diagnostic assessment Self-assessment options Formal assessment Recognition of competence Gap identification action plan Re-assessment Entry to labour market 30

31 The MANUAL: How do you envision using it? Review and enhance current RPL practices and policies? Identify potential areas for development and introduce RPL? Improve communication with candidates, colleagues and others? Set standards/competencies/assessment criteria? Train assessors? Other? 31

32 Regulators and RPL: Assessment Strategies and Options Do you have clear assessment criteria within your profession? Do you have clear language proficiency requirements? Do you provide information to applicants about how to access information about each? 32

33 Assessment Strategies and Options Self-Assessment Written examinations Oral questioning Demonstrations and observations Portfolios of evidence What is the purpose of each? What are the types? What are the strengths and limitations of each? What are the implications for applicants and your organization? 33

34 Purpose: Enables individuals to assess themselves, especially against known specifications or assessment criteria Types: Many different examples, e.g., self-directed, interpretive, etc. Administration: On-line or paper/pencil Self Assessments Benefits: Should give individual clear idea how he/she measures up to Canadian standards; should enable them to make sound decisions Challenges: Most often part of formative assessment rather than summative ; many organizations do not make tools that are detailed enough Implications: For applicants? For your organization? 34

35 Written Examinations Purpose: To assess applicants knowledge and problem-solving skills; can be norm-referenced or criterion referenced Types: Multiple choice, short-answer, essay or some combination Administration: On-line or paper/pencil; results must be based on meaningful and defensible cut scores; essential to ensure validity, reliability, test security, etc. Benefits: Relatively easy and inexpensive to administer and score Challenges: Often very reliable but not necessarily valid, especially if assessing for competence Implications: For applicants? For your organization? 35

36 Oral Questioning / Structured Interviews Purpose: To gather specific information from applicants and determine if they can think on their feet Types: Many different types unstructured or structured around rubrics ; open-ended/closed ended question, etc. Benefits: Gives applicants an opportunity to provide in-depth information about themselves; enables assessors to probe Challenges: Clear and sound scoring guidelines and effective assessor training; some applicants may be highly anxious Implications: For applicants? For your organization? 36

37 Demonstrations/Observations (Simulated and Workplace) Purpose: Provide valid information about applicants actual performance Types: Simulations (Roleplays, Objective Structured Clinical Examinations, etc.); workplace assessments Benefits: Valid assessment of applicants ability to perform Challenges: Can be costly to develop, assess, and maintain; extensive training of assessor for OSCEs; easy to use tools for recording outcomes required Implications: For applicants? For your organization? 37

38 Portfolio Purpose and characteristics: Presents evidence and/or artifacts that helps to verify what an applicant knows and can do; used for both formative and summative purposes; showcases learning from work, education, personal and/or community activities Benefits: Gives applicants an opportunity to provide diverse and valid evidence of the knowledge, skills and experience; easily linked to assessment criteria Challenges: Requires highly trained assessors who are subject-matter experts; for reliable assessments clear assessment criteria required; candidates need to understand nature of evidence Implications: For applicants? For your organization? 38

39 Moving Forward Developing a Preliminary Action Plan Key Questions: What problem or issue (s) does your organization need to address? What is the desired outcome of addressing this problem or issue satisfactorily? What are your specific Goals (insert below and on the reverse side)? What timeframe do you need to work within? 39

40 Thank you! Bonnie Kennedy Susan Simosko

41 To download the PowerPoint slides: - ployers/fqr-2016-summer-workshop.aspx 41