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Recognition of Prior Experience and Learning (RPL)

Recognition of Prior Experience and Learning (RPL). Awareness Event Canterbury Christchurch University 16/05/19 David Morgan QPM B. A. (Ed.) Hons. M. A. (Ed.) Workforce Transformation & Professional Development Adviser. Professional Background. Served in 2 Police Services.

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Recognition of Prior Experience and Learning (RPL)

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  1. Recognition of Prior Experience and Learning (RPL) • Awareness Event Canterbury Christchurch University 16/05/19 • David Morgan QPM B. A. (Ed.) Hons. M. A. (Ed.) • Workforce Transformation & Professional Development Adviser

  2. Professional Background • Served in 2 Police Services. • Response, Neighbourhood, RPU, Schools, Community Safety, Princes Trust, L & D, Corporate Development, Intelligence Unit, HMICFRS, College of Policing & Predecessors. • Constable & Police Staff. • CPD & Lateral Development. • Professional Qualifications.

  3. Aim of the Session • The Aim of this session is to provide delegates with: • A brief overview and explanation of the Recognition of Prior Experience & Learning (RPL) in the current context of policing professional development.

  4. Outcomes of the Session • The Outcomes of this session will be for delegates to: • Explain Recognition of Prior Experience & Learning (RPL). • Outline what may be required for an individual RPL process. • Explain some identified benefits of RPL.

  5. Outcomes of the Session (continued) • Outline why an individual would want to undertake RPL as part of a higher education programme. • Explain where individuals need to go to obtain information on RPL. • That delegates have knowledge to take away and to promote RPL widely.

  6. What is RPL? • A process that helps existing officers and staff gain academic credits for the learning they have gained during their service • From courses & learning programme’s • Through experience • Academic credits can be used to help individuals gain an academic or professional qualification • The College has produced a framework for the application of credits by use of a gateway.

  7. RPL is an individual process! • The amount of credits that can be claimed will depend on: • The individual course/programme history and experience of the applicant • The evidence of learning provided by the individual at Application stage – the gateway. • The relevance of the credits being claimed to the course/programme being applied for • The currency of individual qualifications/CPD.

  8. Why RPL?

  9. With a new qualifications framework for the police service - RPL was introduced to support that. • There to support existing officers and staff wanting to complete an academic or professional qualification • RPL is optional, it is not mandated, there is no requirement to get a degree, a similar or higher qualification however people may want to develop professionally and in different ways.

  10. Benefits: • Formal recognition for skills and experience. • New found knowledge & understanding. • Externally recognised qualifications that have meaning, credibility and transferability within and beyond policing. • It could offer opportunities for career development internally and externally. • For some it develops self confidence.

  11. Benefits: • Self satisfaction of completing higher education programme. • Improve wellbeing. • Personal/Professional journey. • Link learning to practice and vice versa.

  12. What support might officers and staff receive? • Varies in police services. • Budgets tight but financial assistance may be possible. • Resources low – time for study may be limited. • Forces will have their own policies – check these. • Check out the funding directory on the Platform.

  13. RPL in a personal context: • Undertook a Masters in Education (Level 7) & graduated in 2016 pre College gateway. • University of Greenwich operated RPL. • 30 credits towards overall Masters. • Small RPL fee. • Compliance with their RPL process. • Legitimate assessment process to meet learning outcomes.

  14. RPL in a personal context • Initial professional discussion with Programme Director. • Produce a briefing paper/short reflective document to meet learning outcomes of the qualification i.e. Masters In Education (Leadership & Management). • This document was approx. 2-3 sides A4 and outlined what I had done in my previous role (Evaluator/Researcher).

  15. RPL in a personal context • Undertaken a Community Impact evaluation of a major drugs operation that involved the Serious & Organised Crime Team. • Street evaluation of Class A Drugs Operation submitted to Crown Court for evidence of community impact. • Report done and this was used as evidence to support the work and my learning.

  16. RPL in a personal context • Programme Director at Greenwich University submitted my RPL Application & work undertaken to the University’s RPL & Ethics Committee. • The RPL & Ethics Committee then made a decision on whether to award me RPL credits and how many. • Listed as a transcript with final certificate.

  17. RPL in a personal context (documentation): • RPL Credits

  18. Documents that can be sent to you for further dissemination to colleagues: • RPL on a page. • Guidance for individuals. • Guidance for police services. • Guidance for Higher Education Institutions (HEI/Professional Bodies). • Example of Credit Estimator PDF download. • Professional Development Platform hyperlink - https://profdev.college.police.uk/

  19. PDP Platform & Credit Estimator • https://profdev.college.police.uk/

  20. How do you find out more information? • Speak to your Learning and Development Team. • Speak to me - SKYPE for Business. • Speak to me - Mobile (07557) 486755 • E Mail me david.morgan@college.pnn.police.uk • E Mail RPL Mailbox RPL@college.pnn.police.uk • Check out the Professional Development Platform – ‘live’ https://profdev.college.police.uk/ • Thank You/Diolch yn Fawr

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