Step 1: Initial interview, followed by Assessor and candidate participate in an initial interview, planning and initial document review session Candidate completes and returns Candidate Tools after the interview (with workplace verification) Assessor considers evidence from initial interview and verified self-evaluation, and advises candidate Before the interview, review Candidate Information Form and any attached documents During the interview, go over the Candidate Guide and discuss broad work roles. Develop the RPL Assessment Plan. Give candidate the Candidate Self-evaluation Tools and Workplace Representative Form, showing them how to complete these After they are returned, evaluate evidence on completed Candidate Tools, record findings on tools, and advise candidate of the next steps Before the interview, reflect on experience and roles, and current skills and knowledge During the interview, discuss broad details of relevant experience with assessor, select electives, and participate in planning the RPL processes After the interview, complete the Candidate Self-evaluation Tools; ask the workplace representative to sign Workplace Representative Form and verify the self-evaluation; copy forms and return to assessor on the date in the RPL Assessment Plan with any agreed documentary evidence Before the interview, workplaces support employees to participate in initial interview processes, such as providing them with leave to attend it, or allowing the interview to take place in the workplace After the candidate has completed their the workplace representative signs the Workplace Representative Form, then verifies candidate performance and provides examples by completing relevant sections of the Candidate Tools
Step 2: Competency conversations Assessor and candidate participate in competency conversation interviews, using a structured question bank for each unit cluster Assessor records candidate responses and considers evidence from conversation Note: The competency conversations would usually be in the workplace, and for most candidates the process would involve more than one session. These sessions could also be used to observe the candidate in the workplace. Before the competency conversation, collate the Competency Conversation Recording Tools for the cluster or clusters that will be covered (print or save files depending on recording method) During the competency conversation, use the questions to prompt responses by the candidate, record responses on the Competency Conversation Recording Tools and consider evidence gathered the competency conversation, consider evidence gathered, record findings, update RPL Assessment Plan if needed, give candidate feedback Before the competency conversation, prepare by considering own work roles and relevant skills and knowledge related to the cluster of units being covered in the session During the competency conversation, respond to the questions and scenarios provided by the assessor, discussing work roles, skills and knowledge. Provide the assessor with direct evidence from the workplace where relevant. Note: The candidate’s responses must include the principles that underpin workplace not just a description of tasks they undertake. Before the competency conversation, prepare a suitable workplace area in which the candidate and assessor can comfortably discuss the candidate’s work roles and skills and knowledge During the competency conversation, if requested, assist the candidate to locate any evidence in the workplace
Step 3: Workplace assessment tasks Candidate demonstrates workplace assessment task or tasks, observed by the assessor Assessor considers evidence Note: Could involve more than one workplace visit and may involve an assessment task devised by the assessor Before the demonstration, provide the candidate with the relevant Workplace Assessment Task: Instructions for the Candidate so they are clear on the required assessment task or tasks During the demonstration, record observations on the Workplace Assessment Task: Observation Tool After the demonstration, record findings on the tool or in the RPL Assessment Outcomes Form, and provide candidate with feedback and outcomes Before the demonstration, read workplace assessment task requirements provided by the assessor, and make any workplace or other preparations During the demonstration, conduct the workplace assessment task in line with the instructions provided, and as agreed with the assessor in the RPL Assessment Plan Before the demonstration, assist in preparations if required During the demonstration, ensure the candidate can complete the tasks, for example by ensuring privacy and appropriate workplace conditions. Step 4: Third party reporting If required: workplace representative completes Third Party Report assessor considers evidence. Note: involve current or previous workplace Determine if any evidence requires further validation by the workplace, and prepare Third Party Report from template Consider completed Third Party Report and any other evidence from workplace Record findings, and advise candidate if required May be asked to provide the Third Party Report to workplace representative or another person from the workplace Workplace representative, or other suitable person, completes Third Party Report, attaches any appropriate workplace evidence if requested, and returns to assessor
Step 5: RPL document finalisation Assessor finalises RPL assessment decision, RPL documentation Assessor gives candidate feedback on outcomes and options Assessor completes documentation for certification Complete all evidence recording for the candidate and the RPL Assessment Outcomes Form, providing a ‘Competent’ or ‘Not yet Competent’ outcome for each unit assessed, depending on the RTO’s procedures Give candidate feedback on outcomes and options Finalise RPL records and according to the RTO’s procedures, and complete RTO internal reporting processes Sign the RPL Assessment Outcomes Form or forms or documentation Consider feedback on options provided Recording and certification Candidates who are assessed ‘Competent’ in all required units will be awarded the qualification. Candidates who are assessed ‘Not yet Competent’ in some of the required units will be provided with a Statement of Attainment listing the units they have attained. Those candidates who do not meet the requirements for the qualification may choose to undertake training and assessment for outstanding units of competency. Related issues Group RPL Some components of RPL processes can be conducted with groups of RPL can be useful in informing candidates about the RPL processes and in assisting candidates to identify similar evidence. Group RPL can also provide peer support, especially where work roles or employment experiences have commonality. However, group RPL processes must be conducted in a manner and venue that is culturally appropriate and welcoming to candidates, and may require more than one assessor. RTOs must provide an effective and rigorous RPL process for each individual candidate and meet the principles of assessment. RPL process decisions, including whether RPL is suitable at a given point in the process, should be made on that basis. Gaining workplace support In the early stages of the RPL process, assessors and candidates will need to seek the support of the workplace in verifying evidence and facilitating workplace activities and assessor visits.