| Increasing recognition of prior learning |
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25 January 2006
©2006 - Campus Review |
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The conclusion of many VET reports is that the recognition of prior learning (RPL) is a great idea and delivers multiple benefits. However, increasing the uptake of RPL remains an elusive goal throughout the sector. RPL involves the assessment and formal recognition of previously unrecognised skills and knowledge that an individual has developed outside the formal education and training system. Tantalisingly, RPL holds out the promise of fast-tracking the progress of individuals through the national training system, and much more. Everyone can benefit from RPL: individual learners and workers, employers and industry, registered training organisations (RTOs) and state and territory training organisations. A group of South Australian VET practitioners decided in mid-2005 to tackle head-on this low level of RPL. Led by Isabel Maurer, Manager, Skill Shortages Initiatives, Traineeship and Apprenticeship Services, Department of Further Education, Employment, Science and Technology (DFEEST), and with funding support from Reframing the Future, a group of twenty VET practitioners formed a community of practice to address the issues. The group is still functioning. Maurer explains the purpose of the group: "There is pressure on VET with skills shortage and unskilled labour. This is a group of critical friends, providers and employer groups who are providing strategies to make South Australia more competitive; and the issue of RPL is critical in achieving this goal for SA." The benefits are clear: "Improved application of RPL has the capacity to reduce the duration of training for a small but significant number of apprenticeships and traineeships and result in an increase in the speed with which industry is able to reshape the skills profile of the workforce," says Maurer To form the community of practice, representatives were invited from relevant industry associations and from both private and public RTOs that deliver training to Engineering, Electrical and Electronics apprentices in South Australia. Additionally, mentors and critical friends that have expert knowledge of RPL were invited to participate in a series of reflective workshops. I was engaged as facilitator. Maurer's colleague Chris Pyne reported to the first meeting of the community of practice that the State Government funded RTOs to deliver training to approximately 27,000 apprentices and trainees in 2004. "I had thought that RPL would make up about 5-7% to maybe 10% of this 2004 cohort and was shocked to find it was only 1%. We need to maximise training for as many students as possible. 5-10% RPL would mean about 1200 more trainees in SA," said Pyne. A challenge for the group was to develop a sense of community, given the disparate backgrounds of the members. But Maurer found that trust grew over time: "Tools for RPL developed by members were shared with competitors in the community - even though these tools are of significant commercial value." Some tangible products of the community to date are a set of agreed strategies for promoting RPL and a statement about good practice guidelines, for educating stakeholders about the benefits of RPL. These products will be tabled soon with a public meeting of industry representatives. "There is no single, break-through strategy for encouraging RPL: we need to work with all stakeholders, continuously," says Maurer. Contact Maurer.Isabel@saugov.sa.gov.au Dr John Mitchell is a specialist on VET strategy, change and workforce development. Contact johnm@jma.com.au or go to www.jmablog.com POTENTIAL BENEFITS OF RPL
Sources: Bateman & Knight 2003; Blom et al 2003; E Smith & Keating 2003; Bowman et al 2003; Wheelahan et al 2003; L Smith 2004 |