Recognition of prior learning

1 Recognition of prior learning : Key success factors and the building blocks of an effective system Ashwani Aggarwal Decent Work Technical Support Team for Eastern and Southern Africa Pretoria, South Africa skills and employability Branch Employment Policy Department Geneva, Switzerland RPLB etter jobs Out of informality Migration/ mobility Life-long learning Self esteem skills Recognition ii Copyright International Labour Organization 2015 First published 2015 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention.

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3 Visit to find the reproduction rights organization in your country. ILO Cataloguing in Publication Data Aggarwal, Ashwani Recognition of prior learning : Key success factors and the building blocks of an effective system Ashwani Aggarwal; International Labour Organization, ILO DWT for Eastern and Southern Africa and ILO Country Office for South Africa, Botswana, Lesotho, Namibia and Swaziland. - Pretoria: ILO, 2015 ISBN: 9789221296164 (print); 9789221296171 (web pdf) ILO DWT for Eastern and Southern Africa and ILO Country Office for South Africa, Botswana, Lesotho, Namibia and Swaziland skill certification / skills development / occupational qualification / promotion of employment / on the job training / technical education / vocational training / role of ILO The designations employed in ILO publications, which are in conformity with United Nations practice.

4 And the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them.

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6 The RPL process can help such persons acquire a formal qualification that matches their knowledge and skills , and thus contribute to improving employability , mobility, lifelong learning , social inclusion and self-esteem. International Labour Standards and International Labour Conferences (ILC) have emphasized the importance of RPL and recommended establishing the systems for RPL: The ILO Recommendation on Human Resources Development: Education, Training and Lifelong learning (No. 195) calls on Member States to establish a framework for the Recognition and certification of skills , including prior learning and previous experience, irrespective of the countries where these were acquired and whether formally or informally.

7 The Committee for the Recurrent Discussion on Employment of ILC 2014 recommends that employment policies include sub-policies for systems of skills Recognition . The ILO multilateral framework on labour migration (ILO, 2006) and the Director General report to the ILC 2014 on Fair Migration (ILO, 2014b) stress the importance of skills Recognition . The ILC 2014 report Transitioning from the informal to the formal economy states that it is necessary to develop institutions and mechanisms that assess the skills and competencies acquired by workers so that they can be validated and recognized through certification.

8 In view of the importance of RPL, most countries have initiated steps in establishing an RPL system, but many are facing challenges to successful implementation. Therefore, policy makers from many countries are seeking support of the ILO in developing and implementing an effective RPL systems. The Decent Work Programme of Southern African Development Community (SADC), a regional body of 15 countries, has recommended development of regional RPL guidelines, and likewise requested the support of the ILO.

9 It is against this background that this paper has been produced, taking into account experiences of many countries around the world, with the aim of building the capacity of policy makers and social partners to establish an effective RPL system. This paper would be a part of the ILO strategy to stimulate debate and enable policy makers in developing effective, equitable policies and a system for RPL that is suitable to their national context. We would like to thank Ashwani Aggarwal, ILO Senior skills and Employment Specialist for Eastern and Southern Africa, for initiating, designing and leading the study and producing this paper.

10 Girma Agune Chief skills and employability Branch Employment Policy Department, ILO, Geneva Vic van Vuuren Director DWT for Eastern and Southern Africa and ILO Country Office, Pretoria iv Contents Foreword .. iii Acknowledgements .. vi Acronyms and abbreviations .. vii 1 Introduction .. 1 What is RPL? .. 3 Key drivers and benefits .. 4 2 The RPL process .. 6 Awareness and publicity .. 8 Counselling and facilitation .. 8 Assessment and certification .. 8 Quality assurance of RPL .. 10 RPL appeal procedures.