Contextualising RPL Recognition of Prior Learning The role of Line Management in the RPL process

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Contextualising RPL (Recognition of Prior
Learning) The role of Line Management in the
RPL process
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What is RPL ?

• R.P.L. is nothing other than recognising current
  competence, as evidence of the quality of
  integration of education, training, coaching,
  mentoring and other life skills and processes.

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At the heart of all RPL activities are NQF
STANDARDS
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Standards are

• The bases for writing Training Curriculum
• The basis for SETAs Accrediting Learning
  Programmes
• The foundation of knowledge-based Assessments
• The building blocks of Professional Certification
• Including in Job Descriptions and Performance
  Appraisals

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Where does the Line Manager fit-in ?

• The Line Manager is responsible for Performance
  Management
• The Line Manager is responsible for measuring
  competency against standards
• The Line Manager is responsible for Performance
  Counselling
• The Line Manager is responsible for Career
  Counselling
• The Line Manager is the RPL Advisor

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What is the SDFs responsibility vis-à-vis RPL ?

• The SDF is a Process Engineer
• The SDF is responsible for conscientising the
  workplace to the role of RPL in the Performance
  Management structure of the workplace
• The SDF is responsible for initiating the
  development processes of Line Management
• The SDF is responsible for measuring and
  reporting on the successful implementation of RPL
  in the workplace

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How does RPL fit into the Workplace Skills
Planning Process, and what is the role of the
Line Manager in that process ?
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The Workplace Skills Planning Process Stage 1
Recognising the highest level of Job-Related
competency (RPL)
Analyse the Company, identifying all possible
Jobs, and tasks which need to be executed
Identifying Performance GAPs
Developing and getting to yes on strategies for
addressing the GAPs including combining jobs,
additional staff to compliment existing worker
gaps etc.
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The Workplace Skills Planning Process Stage 2
Agree on strategies, targets and responsibilities
within the company for addressing these
DEFFICIENCIES
Identify Skill DEFFICIENCIES
Analyse the Company, identifying all possible
Jobs, and tasks which need to be executed,
defining them in terms of Standards
This is the component of the Workplace Skills
Plan in-which opportunities for full and partial
Learnerships and Skills Programmes are identified
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How can Line Managers add value to the Standards
Generating Process ?

• Standards become part of the language of the
  workplace
• Line Managers and their subordinates work and are
  measured according to these Standards daily
• Line Managers are ideally placed, working through
  their SDFs to be continuously referring Quality
  issues regarding Standards back to respective
  SETAs and their ETQAs

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What specific input can Line Managers have into
Quality Assurance of Standards ?

• Line Managers become the vehicles for ETQAs to
  use in testing Standards for Reliability and
  Validity
• Line Managers become the vehicle to test and
  expand Range Statements and Assessment
  Methodologies in Standards, given their daily
  application of these instruments

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Line Managers are the catalysts required by SAQA
and the National Skills Authority, to ensure that
Standards and Qualifications become part of the
language of the workplace, becoming operational
vehicles for measurement and change, upon which
reward systems of the future are based, and
recruitment practices are standardised.