Kick-off meeting 26 January 2010

Wim van de SteegSimone van der Donk(project management)

National Agency Leonardo NL

ROC AventusPromotorexpertise

Zuidemaco-ordinatorexpertise

JPC De Sprengenexpertise

CSCSexpertise

ISQexpertise

Jolanda BotkeJoris Rietman

(project management)

Co Middelweerdt(APL Centre)

Marieke Oudshoorn

Cees BakJon Dogger

Giovanni Crisona Maria Margarida Segard

Day to day project

management

Pilot APL in Prison (to be transferred)

ROC Aventus in this project

Wim van de SteegSimone van der Donk (project management)

About ROC Aventus

• The largest regional VET college in the ‘Stedendriehoek’-area

• ‘ROC’ stands for ‘regional community college’

• Locations in Apeldoorn, Deventer and Zutphen

• Educational career centre for secondary vocational education and training (VET) and courses on a contract basis

• Over 200 courses, more than 17,000 students and trainees

• Large employer in the area: ca. 1,250 employees

In the mid-east of the Netherlands

Economic profile of the region:

Relatively strong in leisure industry, paper industry, printing and media

Our locations

Apeldoorn Laan van de Mensenrechten

DeventerSingel

ZuphenVispoortplein

DeventerMiddelweg

Deventer Snipperlingsdijk

Apeldoorn

Deventer

Zutphen

Mission statement & motto

This is what we stand for…

“Together we develop the talents of students and trainees. This way, we offer them a promising future on the labour market or in a higher professional educational programme.”

This is what drives us…

“From talent to profession”

Strategic focus 2008-2012

• Customer focus: as a customer directed organisation.

• Cooperating with companies and organisations

• Professional: We act alert and have competent employees.

• Knowledge: We are an organisation that develops and shares knowledge, with people inside and outside Aventus. Our stakeholders perceive us in such a way that they approach us as knowledge institution.

Our view on education

• Professional and society involved

• Development of competences based on the occupation

• Competence-based education with the reality of the occupation

• Cooperation with regional trade and industry

• ‘Life-long learning’

• Connections with primary schools and schools for higher education

Internationalisation

The international dimension in education becomes increasingly important for ROC Aventus

International projects:• Sharing knowledge

We offer our students:•Internship abroad•Exchange program with partner schools in Europe and beyond•Excursions abroad•Projects with foreign students

This project

Expectations

Possibilities of further development of an APL instrument for juvenile prison by sharing experience with partners.

The project APL for youngsters in (juvenile) prison will be a huge success if……..

Each partner accomplish their tasks by completing a pilot and try to implement the project outcomes.

Collaboration• Sharing “best practices”• Collaboration between schools, businesses and students

Top 10 important points of collaboration1. Acquirement of knowledge2. Transfer of knowledge3. Eye-openers4. Clear goals5. Sharing experiences6. Communication7. A broad social basis8. External contact9. Intercultural development of competences10. International collaboration

APL Dutch situation• • Since October 2007 ROC Aventus is a official

member of APL with 79 courses.

• At this moment there are 118 organizations who provide APL

• Acknowledgement is essential for financial benefit.

• For ROC Aventus are APL and education TWO different products; not automatically connected, according to the national APL-code.

APL Procedure•

Information and assignment

Intake

Collecting evidence

Accreditation of competences

APL-report

APL Procedure• Step 1: Information and assignment.

• In the first development stage the APL-procedure will be explained.

• If necessary there is a quickscan; questions about the experiences of the participant about the chosen job.

• Explanation about costs and time. • At the end of this step the participant decides

to start the APL-procedure or not.

APL Procedure• Step 2: Intake

In the second development stage of the APL there will be given more information about the procedure and the criteria. The participant formulates his aim:- certificate/diploma/qualification- certification for a job-description- ………………………………………

• Besides that there will be questions asked about motivation, level, rules of objections, etc.

• A portfoliomentor will be involved.

APL Procedure•

Step 3: Collecting of Evidence.

In the third development stage of the procedure the participant fills his own portfolio to recognize and provide proof for competences.

In this portfolio the participant gives:- a summary of his personal details- details of his previous education, training and work experience. This information can be supported with documents such as diplomas, certificates of subjects studied, employers’ references and so on. In addition to these formal types of experience he can describe experiences in informal learning such as voluntary work, caring work, activities with friends/family, or hobbies. The participant is also asked to specify his knowledge of languages and personal skills.

APL Procedure• Step 3: Collecting of Evidence.

This ‘evidence’ has to be original/authentic, current, variated, relevant, quantity and not older than five years, etc. There will be support from the portfoliomentor.

It’s also possible that there will be asked for a practical exposure or an observation at the working place.

APL Procedure• Step 4: Accreditation of the competences.

The fourth development stage of the APL is the accreditation of the competences. The (acknowledged) assessor will judge the portfolio, or/and interview this person about his experiences written in his portfolio (with the use of a special interview-technic).

The assessor can also judge the competences at the field of activity.Other possibility’s for accreditation are skill tests or an aptitude test.

APL Procedure• Step 5:APL-report

This results in an APL-report (Experience-certificate). With arguments is written why the competences are acknowledged. There are also recommendations for the competences which are not acknowledged.

• The process of valuing learning is completed by the achievement of a qualification.

APL•

APL is not a goal in itself. It contributes to the desire

to develop individuals and to strengthen human resource

management within companies.

Thank you for your attention!

Contact information:ROC Aventus

Laan van de Mensenrechten 500, 7331 VZ ApeldoornPO Box 387, 7300 AJ Apeldoorn

The NetherlandsT: +31(0)88 283 68 87

www.aventus.nl