Online Learning Programmes

College Of Birmingham

We are a ‘born-global’ private further and higher education provider delivering vocational and professional courses on-line and on-campus.

RPEL

RECOGNITION OF PRIOR EXPERIENTIAL LEARNING (RPEL)

BRIEF OVERVIEW OF SKILLS RECOGNITION 

 

COLLEGE OF BIRMINGHAM (COB) recognizes that knowledge, skills and competencies can be gained in a variety of ways; through formal education as well as training, workplace experience or general life experience.

 

WHAT IS SKILLS RECOGNITION?

Skills Recognition is the process through which students can gain entry to, or credit in, nationally recognized qualification courses based on competencies gained through formal, non-formal and informal learning.

There are two most common methods for gaining skills recognition:

i) Recognition of Prior Experiential Learning (RPEL);

Recognition of Prior Experiential Learning or RPEL is a form of assessment process practices around the world to evaluate skills and knowledge acquired outside the classroom for the purpose of recognizing competence against a given set of standards, competencies, or learning outcomes. RPL is practiced in many countries for a variety of purposes to acknowledge the competence standing in a profession, trades qualifications, academic achievement, recruitment, performance management, career and succession planning and at the same time recognizing a person’s skills, knowledge and experience they have acquired through previous training, education, work and in their daily life experience.

ii) Credit Transfer (CT)

Credit Transfer or CT assesses the initial course, subject or unit of competence that an individual is using to claim access to, or the award of credit in, the destination course to determine the extent to which it is equivalent to the required learning outcomes, competency outcomes, or standards in a qualification. Units to be considered for credit transfer will correspond substantially in content, objectives and standard to equivalent units in the Institute course. The evidence of these skills and knowledge may be used to grant credit for a subject, module, course or qualification.

 

BENEFITS OF RPEL

The benefit of RPEL of is that it reduces the time a person has to spend by attending classes, undertaking assessments, preparing assignments or relearning what they’ve already known and convert all the information into evidence. The information and evidence each applicant provides must be authentic and genuine. The important criterion is that it must be sufficient enough to demonstrate competency skills against the units or modules of competence form the Program itself. The applicant must also be able to demonstrate this evidence is still current and relevant. This may be through a variety of means such as a portfolio of evidence, questions and discussions, written answers, or a practical demonstration.

 

METHOD OF ASSESSING RPEL

Methods of assessing prior learning are varied in all the sectors and inclusive of evaluation of prior experience gained through volunteer work, previous paid or unpaid employment, standardized exams or observation of actual workplace behaviour. The essential element of RPEL is that it is an assessment of evidence provided by an individual to support their claim for competence against a given set of standards by the Government to indentify and the skills and compatibility when performing certain task.

 

OBJECTIVES OF RPEL

 

RPL is a process of collecting evidence and making judgments on whether the competence has been assessed and achieved. Competence can be exhibited in different ways due to the diversity of experiences and learning opportunities that candidates bring to the recognition process.

All assessments need to be equitable, fair and valid; candidate should not be disadvantaged by narrow, inflexible assessment procedures. Evidence gathered needs to be sufficient, reliable and current.

RPEL assessments need to be streamlined and user-friendly and high-quality, transparent and value adding.

 

PREREQUISITE TO APPLY FOR RECOGNITION OF PRIOR EXPERIENTIAL LEARNING

Candidates that wish to apply for Recognition of Prior Experiential Learning (RPEL) should have fulfilled following prerequisites.

 

APPOINTMENT OF ASSESSORS

 Full name of trainees / candidate NRIC Number

 NRIC Number

 Qualification Name and code

 Result of Knowledge Examination if examination conducted

 Evaluation Results

CRITERIA OF ASSESSING THE CANDIDATES

Assessor will assess your application / evidence based on the following:

Authentication of Portfolio

 Evidence your own work

 Qualifications, references and other documents

Current and accurate

 Evidence must show that you are compatible and can be awarded

 Evidence which demonstrates your professional development, experience or continued employment

Sufficiency and Validity of Documents and other related matters

 Evidence to cover the full range of performance identified in the unit of competency

 Evidence that shows competence over a period of time

 Evidence shows competence in a range of contexts

 Evidence relate to a unit of competence

 Evidence reflects the four dimensions of competency

 Evidence address the key competencies

 

PREPARATION OF TRAINEES FOR ASSESSMENT

Candidates must give notice that they are seeking RPEL at the time of enrolment. Details of the Procedure will be made available on request from the training centers.

 

DETAILED PROCEDURE

Candidates ofAccredited Training courses Date of training to be completedValidity period of Registration up to dateValidity period of course accreditation up to date
Candidates for RPL Assessment Period of ExperiencePlaces of experiencePeriod of EPF/Pension

 

Briefing workshop following small sessions with potential applicants to determine:

 Appropriate qualification level

 Selection of clusters

 Appropriate work samples

 Appropriate evidence

 Timeframe for skills recognition

Individual support

 Follow up by assessor or peer to check that applicant is able to finalize the application process clarification about clusters, work experiences, evidence of the skills recognition process

Skills recognition interview with assessors

 Assessment of applicant’s examples of work, evidence and relationship to units of competency

Award of qualification or unit of competence

 The assessor is satisfied that the applicant can substantiate their claim against the units of competency

Skills development strategy recommended

 The skill gaps identified through the recognition process, the assessors work with the applicant to identify appropriate skills development strategies

 

PLACE OF ASSESSMENT

All competency based assessment for award of RPEL’s should be conducted in accredited training centre relevant to the occupation. RPEL Assessment could be conducted in a workplace in the industry with relevant facilities under following conditions.

Assessor prepare list of equipment and facilities at the pre-assessment

Obtain the approval from Head of assessment Unit of the training centers

PRE-ASSESSMENT

After receiving Nomination of assessors, head of training centre or head of RPEL assessment could select one assessor to conduct pre-assessment and decide the date and time of pre-assessment with mutually agreement of the head of training centre or assessment and assessor. Selected assessor is required to inform other assessor about the pre-assessment arrangement. At the pre-assessment, Assessor is required to check following factors in relation to suitability of candidate for assessment.

 Identity of the candidates.

 Whether all the candidates of training centre have completed curricula relevant to the qualification with relevant course works and continuous assessments. Any trainee who does not produce duly completed continuous assessment record book (Progress Record Book) at the pre-assessment would not be entitled for assessment.

 Industry Experience Required for Applying Assessment through Recognition of Prior Experiential Learning.

 Assessor is required to check and make sure availability of equipment and raw material for the assessment as per the assessment plan.

 Assessor is required to explain the content of competencies included in the qualification to candidates.

 Assessors is required to set date for assessment in consultation with Head of training/ assessment, other assessor and trainee while giving minimum of 3 days preparatory/ study period for candidates.

 At the end of pre-assessment, the assessor is required to duly fill the relevant forms and get it signed by the Assessor’s and Lead Assessor. Copies of the form need to be sent to the External Verifier.

 Original to be handed over to head of training centre/ assessment and explain him/her about details of scheduled assessment with special arrangement required. other assessor

 

FINAL ASSESSMENT

 Head of Training centre / assessment is responsible to organize assessment centre as requested at pre-assessment and availability of candidates for the assessment.

 Final assessment should be conducted by both assessors & External Verifier. Assessors are required to maintain professional ethics as explained in code of ethics for assessors published by the training centre’s. Assessors are required to duly fill Assessment form during the assessment and hand them over to Head of Training centre / assessment within 14 days after assessment. Both assessors & External Verifier are required to sign the documents and certify the accuracy of details.

 In case, written test is held for knowledge assessment, take 50 % as pass marks

 

SUBMISSION OF ASSESSMENT RESULTS TO COMMISSION

Upon receiving assessment results the Head of Training / Assessment of the institutes is required to fill the forms to the certification bodies to request for certificate for the candidates.

The Director (Administration) will send acknowledgement in a form of receipt when the documents are received.

 

ISSUANCE OF CERTIFICATES

Assessment results are required to be submitted with following details.

 Duly filled form (Hard Copy)

 

RECOGNITION OF PRIOR EXPERIENTIAL LEARNING (RPEL)

RPEL POLICY & PROCEDURE

Recognition of Prior Experiential Learning (RPEL) is a process that enables people who are seeking a formal qualification from a nationally accredited course or Training Program to gain recognition of competencies they have already acquired through formal or informal training and education, work experience, or general life experience, towards those qualifications Recognition enables them to avoid unnecessarily duplicating that learning experience.

The RPL process applies to students wishing to receive advanced standing into an accredited course, to be exempt from prerequisites because of previous work or educational experience, or to combine work experience with formal education to achieve a higher accredited qualification.

COMPETENCE

COB focus on the competencies acquired – not how, when or where the learning occurred

COMMITMENT

We have a demonstrated commitment to the recognition of prior learning

ACCESSIBILITY

The process is available to all potential applicants

FAIRNESS

The process is fair to all parties

SUPPORT

We provide adequate support to potential applicants

We offer all students in accredited courses the opportunity to seek RPEL through a formal process that adheres to the requirements established by the accrediting authorities.

The applicant will be charged a fee for the RPEL process

COB endeavors to minimize the duration and cost of the RPEL process to applicants and to provide adequate information and support to assist them to gather evidence to support their claim.

Recognition of Prior Experiential Learning is granted by a qualified Assessor with qualifications in the course where RPEL is sought.

The Assessor requires evidence that the candidate is currently competent when assessed against the industry or enterprise competency standards specified in those accredited courses.

That evidence can take a variety of forms, including –

 Certificates, Diplomas, Degrees or Statements of Attainment

 Interviews with the Assessor

 Direct observation of performance

 Written references or interview with work Supervisors

 Resume or written portfolio of evidence

The Assessor is required to compare the evidence against the relevant criteria for each module.

 

RPEL PROCEDURE

RPEL is offered to all students enrolling in accredited courses.

Students should contact the tutor who will provide an RPEL Application Kit, Module Learning Outcomes and assessment requirements, and discuss the nature of the evidence required, and how it might be obtained, with the student, and the costs involved in obtaining RPEL. If the applicant is suitable a qualified RPEL Assessor will be appointed.

The student is advised where and how to collect other evidence; letter from an employer, workplace assessment etc.

The RPEL Application Form must be completed and returned at least two weeks before the module commences.

 

Compilation of Evidence

The assessor reviews the evidence and the applicant may be asked to attend the review.

The student is advised of the outcome of the process, in writing, within two working days of the review. If Recognition is granted the credential is issued and the Office Manager is notified.

 

APPEALS AGAINST THE RPEL ASSESSOR & LEAD ASSESSOR DECISION

Candidates whom are not satisfied with the outcome may apply to the training centre’s Manager for a review of the evidence and the process.

The Manager will arrange for the Assessor and the applicant to meet to review the assessment and if necessary consider remedial action to be taken by the applicant.

If the applicant is still not happy the matter will be reviewed further by an additional qualified assessor for arbitration.



Awarding and Accrediting Bodies


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