RPL for Stakeholder Engagement

1. RECOGNITION OF PRIOR LEARNING (RPL) JOBS WITHOUT PEOPLE, PEOPLE WITHOUT JOBS: RPL AS A WORKFORCE DEVELOPMENT TOOL RPL for Stakeholder Engagement Good Morning!

2. RPL is just like the US Election

3. Lots of people talking about it, often with different and confusing messages So much of what is said about it leaves you bewildered It is focused on the outcome You’re anxious to know the results Lots of drama The consequences are high There is debate about what ‘evidence’ matters and can be trusted In the end, it’s all about the stakeholders and if they are engaged It cannot happen without engaging stakeholders

4. RPL in the Real World emerit consulting

5. RPL “… is a systematic process of identifying, assessing and recognizing what a person knows and can do” Formal Non-formal Informal Outcomes-based » Competency-based » Criterion-Referenced RPL enables worker and learner mobility RPL is a requisite to socio-economic progress RPL is the foundation to labour market strategies and workforce systems

6. 1 EXAMPLE RPL in the Real World Professional Credential 1 4 2 3 5 CPT Review and Learning Plan Credential Assessment Certification Designation Renewal Partial Recognition Non- Recognition Member in Good Standing Continued Professional Development StakeholderEngagement? Other Preparation & Support Training

7. 2 EXAMPLE RPL in the Real World Employment Capital 1 4 2 3 5 6 Advancement & Change Selection, Hiring Performance Management Exit Strategy Onboarding Recruitment Stakeholder Engagement? Assessment Assessment Training Training

8. 3 EXAMPLE RPL in the Real World Immigrant Pathway to Employment 1 2 3 Employment Track Pre-Arrival Preparation Assessment Recognition Partial Recognition Preparation & Support Stakeholder Engagement? Assessment Training New/ Alternative Career Bridging Re-Training Non-Recognition Career Counselling

9. Stakeholders A System Employers Governments Learners Job Seekers Workers • Governance • Policies • Strategy • Administration • Processes • Support • Revenue generation • Tools, programs • Quality Assurance • Standards • Oversight, monitoring • Compliance Organized Labour Educators Career Development Practitioners Professional Organizations

10. Recognition of Prior Learning The Depth of Stakeholders Regulatory Practice Academic Setting Workplace Setting Immigrant Journey • Student • Registrar • Academic lead • RPL practitioner • Training organizations • Employee • Owner/operator • HR/talent managers • Labour representative • Career development practitioners • Immigrant/newcomer • Screening agents • Prospective employer • Immigrant serving agencies • Applicant • Regulatory/ Professional body • Sector councils • Credential assessment bodies • Governments

11. Dynamic Formal Learning, Accreditation, Gap Filling, International Qualification Recognition, Record of Achievement, Self-Assessment, Stakeholders, Regulated Occupation, Skilled Trades, Certification, Apprenticeship, Informal Learning, Competency-Based, Licensure, Assessor, Qualifications, Bridging Programs, Accreditation Body, Regulator, Competency Standards, Mobility, Agreement of Internal Trade, Evidence-Based, Performance Analysis, Quality Assurance, Harmonization, Articulation, Qualification Frameworks, Verification, Non-Formal Learning, Work History, Portfolio, Continuing Education, Psychometrics, Alternative Careers, Performance Management, Recognition, Preparation, Applicants, Pathways, Appeals, Career Guidance, Mapping

12. You are all in the business of RPL We

13. And we have a big problem challenge emerit consulting

14. The Engagement Conundrum

15. Countdown 15 Reasons why Employers Choose not to Engage

16. 1 5 Don’t see value / purpose Perceived costs outweigh benefits

17. 1 4 May not agree with aims or goals ?

18. 1 3 Timing is a problem Can’t spare the time

19. 1 2 Access is not easy… Restrictions, Limitations, Lack of Flexibility

20. 1 1 Too costly, limited resources

21. 1 0 Have not had a good experience Past results were poor

22. 9 It’s someone else’s problem It’s not solving one of their problems

23. 8 Wary of working with governments, non-profits or community associations

24. 7 Wary of working with each other Guarded interests with competition

25. 6 Wary of working with target populations And potential business image concerns

26. 5 Business plans are not concordant

27. 4 Don’t feel qualified and may not be qualified

28. 3 Conflict of interest (real or perceived)

29. 2 Vastly different cultures and don’t speak the same language

30. 1 Seduction and abandonment No/insufficient resources to build and sustain relationships and ongoing demands/obligations

31. …that’s one big heap!

32. Strategies emerit consulting

33. Offer Options 2 Accommodate Different Needs and Capacity Outreach, Oversight Consultation, Advising, Program Design Individual vs Group Engagement Timing Support, Guidance Shared Leadership, Investor, Partnership 3 Sponsor, Program Delivery, Capacity Building 4

34. The Value Proposition In a language and format that makes sense Recognition and acknowledgement is a must, and aligned with company’s/organization’s goals Advertise that program is only for ‘qualified’ operators Preferred access to program participants Legacy skills and tools, e.g. training for existing staff Ability to provide continued support, assistance Networking opportunities • Link message to business aims, in business language • Reinforce ROI, bottom-line results (financial gains, increased competitiveness…) • Reinforce options, support, flexibility, accommodation of needs • Be clear on goals and accountability measures: results-driven

35. Solving a ‘Real’ Problem And making sure it meets the goals Corporate social responsibility, and ability to exercise leadership Will help increase skills and retain good workers Supply of new, qualified workers; increase competitive edge BENEFITS Reduce costs Gain expertise Meet diversity goals Reduce risk

36. Informed Consent Role, Rights, Responsibilities Declaration of Conflict of Interest Confidentiality Agreement Informed Consent Format of Acknowledgement Confirm commitment to participate (outlining all tasks, time commitment) Affirming rights of respondents Right to privacy and public knowledge of role in project Sharing of personal contact information • Personal interest which conflicts, might conflict or may be perceived to conflict? • Aware • Not aware • ...if so, determine course of action Indication of how one wants to be acknowledged for contributing to project, including remaining anonymous Privilege position Access to confidential information and materials Express ideas in confidence For purposes of project and committee only Legitimacy Trust Accountability Value Protects Interest

37. Address Structural Constraints High-Impact, Low-Cost, One-Stop Experience Quality Assurance, Policies, Procedures Reduced Complexity; Efficiencies Flexibility, Accommodation Coordination Communications Responsiveness A client-centered approach….

38. Privilege over Convenience Position the Opportunity and Minimum ‘Qualifications’ Link to community engagement Sufficient resources, expertise Needs aligned with program aims

39. ‘Engaging’ Employers: Two RPL Dimensions External Internal • Human Capital Practices • Selection & hiring • Performance management • Succession planning • Credential recognition • Education & Qualification • Program advisory • Workforce development programs • Professional licensing and credentialing

40. Programs, Services Managing Human Capital: A New Paradigm Advancement & Change Selection, Hiring Performance Management Exit Strategy Onboarding Recruitment Branding of HR Change management Cultural intelligence Use of technology Behavioural-based assessment

41. Engagement emerit consulting

42. Q A

43. Thank You Philip Mondor, President Emerit Consulting and Tourism HR Canada pmondor@emeritconsulting.capmondor@TourismHR.ca Skype: pmondor1 4th Floor, 71 Bank Street Ottawa, Ontario, Canada K1P 5N2 Performance Matters.

44. System of the Future Dynamic pathways to opportunities: learners / workers can enter and progress at any point, at any pace • Lifelong learning • Recognition of prior learning, qualifications and experience • Parity of credentials: all are valued Formal, Academic Informal, Non-formal, Experiential