What is the Recognition of Prior Learning (RPL)?
Recognition of Prior Learning (RPL) is a process that allows individuals to receive recognition for skills and knowledge they’ve acquired through work experience, life
experiences, or informal training. It’s a way to validate and certify learning that occurs
outside traditional educational settings.
Why should employers use RPL?
Employees undertake a lot of learning in the workplace. Most of this happens informally as
part of the work process and it is not usually assessed or certificated.
In most cases, this kind of learning meets the immediate needs of the employee to help
them in their job, but in many cases the lack of formal certification or recognition can lead to issues for individuals in the workplace, such as slow or no career progression, lack of
progression in their learning and duplication of learning.
RPL can support employers by:
- helping to identify employees’ skills effectively;
- helping to identify skills gaps in organisations;
- helping to identify appropriate training opportunities;
- reducing employee training time by minimising duplication of learning;
- increasing motivation and interest in workplace activities on the part of the employee;
and - generating new ideas and developments for the organisation as a result of the
employee reflecting on work activities.
As a result, employers may find that RPL can lead to increased employee retention and
reduced recruitment and training costs.
How can RPL be used in the workplace?
Employers can use RPL to support all aspects of workforce development.
Recruitment: By using an RPL process in interviews, applicants can be helped to reflect on
their achievements, prior work and life experiences and leisure pursuits to identify and
demonstrate the strengths, skills and values that they will need to successfully undertake the post they are applying for.
Induction: Using RPL within induction processes can mean new employees can be
supported in building on what they have already gained in terms of core and other skills
relevant to the job.
Supervision and appraisal: Used as part of supervision and appraisal, RPL can encourage
the reflective process to help an individual review their performance, identify particular areas for further personal and professional development and challenge poor work practice.
Performance interviewing: RPL can be useful when applying for promoted posts, by
helping individuals to reflect on particular instances, where, for example, they have
challenged poor work practices, considered the outcomes of their own or another’s action or thought about how they might have dealt with a situation differently.
Gaining qualifications: RPL can be used to support workers to recognise their learning,
including those who lack confidence and/or who are reluctant to engage in formal learning. It can also mean workers gain qualifications more quickly through the recognition and award of SCQF credit points for their prior learning. The use of Credit Transfer may also be
considered by training providers.
Your staff can use RPL to demonstrate previous learning and the tool also provides you with
information and guidance on how to help them through the process.
Workshops
The SCQF Partnership offers free online employer workshops which run regularly
throughout the year. Sign up for our mailing list to be the first to hear when new workshop
dates are announced.
Business leaders that would like to know more about understanding how using the SCQF in
the workplace can help are encouraged to book a 1:1 session with our Employer Support
Lead, Nicola Smith.
Contact us on 0141 225 2922 or email employers@scqf.org.uk.
