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Designing the RPL Policy and Procedure

Organisations must submit a Recognition of Prior Learning policy and procedure as part of their accreditation application.

Recognition of Prior Learning Policy & Procedure

The following is an outline of what this policy should contain.

Reference Points

Education and training policies and procedures should reference existing legislation and policy documents provided by the DoL, SAQA, the DHET, QCTO and SETAs.

Reference Document Examples
Legislation & Policy Frameworks SAQA National policy for the Implementation of the Recognition of Prior Learning
NQF Act (Act 58 of 1995)
National Skills Development Strategy
HRD Strategy
Internal DocumentsDocuments (policies and procedures) that the RPL policy is usually linked to. Appeals policy
RPL Application and Self-evaluation Application

Policy Headings

  1. POLICY STATEMENT

  •  Why is this policy in place?
  • What are the guiding principles?
  1. SCOPE

  •  What processes and activities will this procedure cover?
  1. PURPOSE

  •  What is the policy intention?
  1. RESPONSIBILITY

  •  Who is the policy custodian? This person is responsible for managing actual processes.
  • RPL Practitioner responsibility
    • How are they appointed?
    • What is their function / role?

5. PROCEDURE

Outline the RPL process and describe each step that must be embarked upon. Include the following details:

  • Steps for creating an assessment plan and program of delivery for Candidates.
  • The following steps must be undertaken:
    • How to Identify the award (i.e. which qualification will the candidate be RPL’d for
    • How to determine Candidate eligibility
    • Analysis of knowledge, skills and competence
    • Process and rules followed for gathering evidence
      • What must the Portfolio of Evidence contain?
      • What direct evidence is applicable, examples:
        • Project or work based assignments
        • Evidence of work based assessment – on the job assessment for work skills
        • Job specifications
        • Company organisation charts
        • Personnel records of in-house training and development
        • Accounts of personal experiences
        • Employer endorsement and / testimonials
        • Prior qualifications, Certificates of Education & Training etc
        • Training, assessment and test results
        • Curricula /course descriptions / outcomes
        • Staff training records / personal records
        • Products of work, samples of documentation / work undertaken, photographs
      • What indirect evidence is allowed, examples:
        • Membership of related organisations and societies
        • General references
        • Newspaper cuttings
        • Other evidence – accounts of overseas experience, voluntary work etc
        • All relevant evidence and documents relating to the prior learning of the candidate must be identified by the candidate. Some evidence will be readily available, some require further research through contact with present and former employers, personnel departments, trainers, personal contacts and other supportive sources.
        • As part of candidate support the RPL Practitioner as mentor will assist the Candidate to identify the range and types of evidence to be presented.
    • How is the evidence assessed?
    • How do you make a recommendation?
    • What is the Appeals or Dispute process?
    • What are the RPL Candidates responsibilities?
    • How are assessments recorded?

See a visual explanation of the RPL Process


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