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Bologna Seminar: implementation of RPL

Marja van den Dungen 11th December 2008. Bologna Seminar: implementation of RPL. Programme of workshop. 1. Introduction round (15’) 2. Introduction topic (15’) 3. Recognition or other experiences on implementation issues (30’)

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Bologna Seminar: implementation of RPL

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  1. Marja van den Dungen 11th December 2008 Bologna Seminar: implementation of RPL

  2. Programme of workshop 1.Introduction round (15’) 2.Introduction topic (15’) 3.Recognition or other experiences on implementation issues (30’) 4.Recommendations and statements for the EU conference of ministers in 2009 (15’)

  3. 1.Introduction round • What is in your opinion (experience) an important strenght and/or weakness in implementation of RPL?

  4. 2.1.Context • National action plan LLL in NL • Ambition:50% of labour force has a HE qualification in 2020 (now: 44%) • Installation of Interdepartmental Directorate Learning & Working in 2005 • Initiative of Ministries of Education and Social Affairs • Total budget 2008-2011:79,3 million euros

  5. 2.2. Means, ambitions & realisation • Means: • Incentives policy and subsidies for RPL and working & learning trajectories in HE • Ambitions vs realisation 2007: • RPL in HE: 7.920 vs 4.269 (54%) • Dual trajectories HE: 15.000 vs 28.844

  6. 2.3.Monitoring •Monitoring by CINOP Expertise Centre • Quantitative: each year two rounds for registration of hard data, including: participants, goals and results • Qualitative: • each year two interview rounds in a critical friend approach • Individual reports as feedback for institutions • Synthesis of the state of the art (sector+ PLW)

  7. 2.4. Issues for implementation (1) • Vision • Lean vision onthe importance of LLL • Weak steering power from top to down • Quality of methods and instruments • Difficulties to meet demands of quality code • Search for good use of HE standards and Duplindesriptors as standards for RPL • Learning process to produce valid, transparent and exchangeable RPL-reports

  8. 2.5. Issues for implementation • External orientation • Weak and limited experience in approaching companies, employed + unemployed people • Organisation(al) change • Ownership is limited to a happy few • Independency of RPL • Flexibility as critical success factor • Impact: enough quantity to make a difference • Need for attitude change

  9. 2.6. Dynamics of RPL in NL

  10. 3. Recognition or other experiences • Vision at LLL within HE • Methods, instruments, expertise, quality • External orientation, acquisition • Organisational change and flexibility • Institutional policies • Strategic • Financial • Personnel

  11. 4. Recommendations • Recommendations for international agreements • One or two common statements about RPL or QA

  12. Bologna Seminar: implementation of RPL Mdungen@cinop.nl 11th December 2008

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