Ways to obtain credit for your existing knowledge

Recognition of Prior Learning (RPL) is the formal recognition of a person’s current skills and knowledge, regardless of how, when or where the learning occurred. HRD RPL policy is based on the notion that most people develop skills over time that can be applied to gaining a qualification.

Recognition of Current Competence (RCC) refers to the assessment of a person’s current capacity to perform. If you’ve already successfully completed the requirements of a unit of competency or training module, you may need to confirm that you maintained your competence via reassessment.

Credit Transfer (CT) is a way of gaining credit in an Australian Qualifications Framework (AQF) qualification on the basis that you’ve already completed part of that qualification (or another qualification) elsewhere.

Some things to consider

When applying for RPL, you will need to gather recent evidence that demonstrates how you meet the knowledge and skill requirements for a qualification or unit(s) of competency. There are four key points to keep in mind.

• You must be able to prove currency of knowledge and skills. Have you used the knowledge and skills in the last 3-5 years?
• HRD must ensure that the evidence you provide conforms to the rules of evidence:  it must be authentic, valid, reliable, current and sufficient.
• Evidence can include things like work records, maintenance logs, a log book, certificates or records of training you’ve attended.
• If your RPL application is for a qualification (or a unit of competency from one of these qualifications) from the following list, you will need to demonstrate your knowledge and skills in one or more practical assessments:
  • UEE41220 Certificate IV in Electrical-Rail Signalling
  • TLI31920 Certificate III in Mechanical Rail Signalling.

Six steps to RPL

The HRD RPL process has six main steps.
Step 1: Apply by contacting HRD to discuss your needs and experience. An experienced assessor will be able to help you clarify if RPL is the most appropriate pathway for you.
Step 2: Enrol in the qualification/unit(s) of competency and pay the enrolment fee and the RPL fee.
Step 3: Gather evidence. A HRD assessor will help you clarify and identify the evidence requirements.
Step 4: Submit evidence portfolio . The HRD assessor will review the evidence you’ve gathered and submitted. You will need to fill any evidence gaps before undertaking practical assessment(s).

You may be asked to attend an RPL review interview at this time to discuss your evidence. Further reviews of your evidence may incur additional charges.

Step 5: Undertake practical assessment. If you’re required to complete practical assessments, these will be scheduled and charged at an hourly rate.
Step 6: Finalisation of RPL documents.
For more detail on the process and the evidence requires, visit our RPL process page.

A word of caution

RPL can be a demanding and potentially costly process for you, and time-consuming for the assessor who’ll be assisting you and assessing your supporting evidence. The time required and cost of RPL assessment can vary according to individual circumstances and/or the level of technical detail of the qualification or unit of competency.

Before committing yourself, consider your position carefully and be sure you can gather enough evidence to demonstrate competence. Contact us to discuss details.