Strategic benefits of RPL in difficult times

1. Strategic benefits of RPL in difficult times Dr Penny McCracken Independent Consultant

2. Policy drivers Demographic - fewer young people entering job market Coalition’s commitment to those leaving the forces Need for manufacturing increase to help counter national debt Workforce development Higher Skills

3. For employers Aids competitiveness Helps redeployment of those with vocational/practical experience Must show value-added Must help the bottom line Recognition of latent skills in workforce Develop in-house managers Modules for assessor provide CPD

4. For HE/FE providers Commitment to LLL and ensuring talent and experience are recognised Employer engagement agenda Future students will increasingly be work-based Assessor modules can be can also be CPD for public not just staff RPLO will stretch the available fundingfor ITT and CPD by focussinglearners on what they need

5. For employees/students Values informal learning Prevents talents and experience going to waste Promotes life-long learning Promotes flexibility in employment/redeployment Promotes job prospects after redundancy Provides potential for mobility with recognised credits/award

6. Challenges Creating momentum for RPL –pro-activity Recognising right of the individual to RPLO Creating realistic, manageable processes Recognising appropriate levels of risk Also recognising flexibility allowed Time and training for assessors Recognition of learning through work by academics

7. Next steps Recognise RPL assessor modules Offer as CPD Risk assessment for amount of credits being sought Find effective but appropriate levels of QA Recognise equivalent value of learning through work

8. Links • Leonardo da Vinci Transfer of Innovation project www.RPLO.eu • European guidelines for the validating non-formal and informal learning http://www.cedefop.europa.eu/EN/publications/5059.aspx Penny McCracken hesolutions@talktalk.net