Your Learning Counts

Recognition of Prior Learning (RPL) is a process that allows a learner to gain admission to a programme of study or to gain exemptions/credit from some parts of a programme, based on demonstrated learning that you may have achieved through another programme of study, or through work or other learning (where applicable).

Types of RPL:

1. Formal LearningTakes place through programmes or courses of study that are delivered in an organised, formal way by education providers. These programmes are assessed and attract awards or credits. Formal learning is sometimes referred to as Certified or Accredited Learning.

2. Non-formal Learning Takes place alongside or outside the mainstream systems of education and training. It is typically intentional from the learner’s perspective, it may be assessed but does not normally lead to formal certification. Examples of non-formal learning are planned learning and training activities undertaken in the workplace, voluntary sector, or in community-based settings.  

3. Informal Learning Takes place through life and work experience. Typically, it does not lead to certification. Informal learning is sometimes considered to be learning that is unintentional from the learner’s point of view, and the learner may not recognise at the time of the experience that it has contributed to their knowledge, skills and competences. This is sometimes referred to as Experiential Learning.

The benefit of RPL to Employers:

• Helps to identify employee’s skills and competencies through a process of self-reflection.
• Improved identification of training needs.
• More efficient use of education and training resources.
• Supports employee's continuous professional & career development through further participation in higher education. 
• Proactive Continuous Professional Development (CPD) programmes in a workplace can help to attract, motivate, and retain staff.
• It can be a useful tool to address national economic and societal challenges relating to the green transition, digitalisation, automation skills shortage. 
• Validation of an employee’s skills and experience may in some instances help with regulatory compliance.
• Along with work-based learning, RPL is a key part of HEIs’ relationship with employers and external stakeholders and supports all forms of innovative course development as well as cohort and individual Continuing Professional Development (CPD) pathways.
• See link to 

National Project RPL for Enterprise brochure

The benefit of RPL to Employers:

• Helps to identify employee’s skills and competencies through a process of self-reflection.
• Improved identification of training needs.
• More efficient use of education and training resources.
• Supports employee's continuous professional & career development through further participation in higher education. 
• Proactive Continuous Professional Development (CPD) programmes in a workplace can help to attract, motivate, and retain staff.
• It can be a useful tool to address national economic and societal challenges relating to the green transition, digitalisation, automation skills shortage. 
• Validation of an employee’s skills and experience may in some instances help with regulatory compliance.
• Along with work-based learning, RPL is a key part of HEIs’ relationship with employers and external stakeholders and supports all forms of innovative course development as well as cohort and individual Continuing Professional Development (CPD) pathways.
• See link to 

National Project RPL for Enterprise brochure