RPL journey-
W&RSETA RPL Pilot StudyPresenter: Inger Marrian
Presentation Structure
1. RPL Conference- 2010
2. RPL Pilot project - 2011
3. RPL Grants – 2013
RPL Conference- 2010
Outcomes of the conference
• Employers view RPL as an onerous process, very labour intensive without having any real return on investment
• Labour view RPL as an opportunity for members to be recognised for their work experience and supports mass implementation
• The developed RPL toolkit has been fully embraced and customised and although • The developed RPL toolkit has been fully embraced and customised and although customised needed updating.
• There is a dire need for a structured model for successful RPL implementation to be achieved
• Need for a pilot project
RPL Pilot project - 2011
What was supposed to have happened
• The project aim : pilot RPL in the three major provinces Gauteng, Kwazulu Natal and Western Cape
• The objectives of the project were to:
• Develop a model for RPL implementation for the W&R sector
• Develop a funding model for the implementation of RPL in the sector
• Develop best practice guidelines for RPL
• Update the W&RSETA RPL toolkit
• Capacitate Unions
RPL Pilot project - 2011
• Actual project implementation:
• Project was implemented in two provinces ( KZN and Gauteng)
• KZN – rural focus and for skills programme
• Area- Mtubatuba and Empangeni
• Employer- the Power Spar Group
• Training provider- Edutel Wholesale and Retail Academy ( Pty) was • Training provider- Edutel Wholesale and Retail Academy ( Pty) was
the lead provider and was assisted by Ubuhle HR
• Programme –Cashier / Till Operator ( OFO: 631102)
• Learners: 15 employed Learners
RPL Pilot project - 2011
• project implementation: KZN
• Job profiles and performance areas matched with specific outcomes and
assessment criteria
• Assessment instruments were developed to address gaps and sent for approval to W&RSETA
• Learner selection and Identification was done by management and Ubuhle
• A motivational letter was required
• An induction was done with the Super Spar HR department, the store
managers and learners
• Programme ran from September 2011- April 2012.
• Managers and Supervisors served as workplace coaches
• Assessment- training – assessment
• Direct Observations and POE building
RPL Pilot project - 2011
• KZN :
Successes
• All 15 Learners successfully completed external moderation was done and
the assessment decision was upheld.
• All 15 Learners received skills programmes certificates for the Cashier
occupation and obtained credits towards the Wholesale and Retail occupation and obtained credits towards the Wholesale and Retail
Operations NQF 2 qualification
Challenges
• RPL exercise was very costly, cost more than the normal skills programme grant
• Distances and to be travelled
• Learner preparedness for the assessment
• All learners needed to be taken through classroom facilitation
• Communication barriers
• Candidate screening
RPL Pilot project - 2011
• KZN :
• Recommendations
• Better planning for assessments to minimise travel costs
• Plan for costs for interpreters in Rural areas
RPL Pilot project - 2011
• Actual project implementation:
• GP – urban focus and for a full qualification ( learnership)
• Area- Woodmead, Germiston and Strubens Valley
• Employer- Makro
• Training provider- Edutel Wholesale and Retail Academy ( Pty) • Training provider- Edutel Wholesale and Retail Academy ( Pty)
• Programme – National Certificate : Wholesale and Retail Operations
63409
• Learners: 15 employed Learners
RPL Pilot project - 2011
• project implementation: GP
• Learner selection was based on the Makro policy where opportunities are
advertised and staff needed to apply
• Candidates had to complete an RPL application form and write a
motivation
• Candidates were subjected to a pre- assessment to determine there • Candidates were subjected to a pre- assessment to determine there
readiness for the RPL
• Most candidates held a matric certificate but the Math Fundamental was
identified as a gap
• Orientation of learners on the Math Fundamentals was done
• Facilitation, assessment and moderation was done on the fundamental
Maths US
RPL Pilot project - 2011
• project implementation: GP
• Job profiles were linked to the assessment criteria
• Meeting was held with the managers to confirm the learners competencies and
skills gaps and then with learners
• Evidence gathers were capacitated to assist learners with the evidence gathering
processprocess
• Roll out plan for the core and elective Unit standards was developed and
implemented
• Assessment instruments were updated and submitted for approval
• On the job observations were primary ( Australian model)
• Learners attended training for those unit standards for which they did not qualify
for RPL
• Achievements were uploaded on the SETA MIS
RPL Pilot project - 2011
• GP :
Successes
• External moderation and certification took place
• Feedback was obtained from learners and employers through a questionnaire
administered by the provider
• All 13 Learners successfully completed external moderation was done and the • All 13 Learners successfully completed external moderation was done and the
assessment decision was upheld.
• Learners received skills programmes certificates of competence for the
qualification Wholesale and Retail Operations NQF 2
• Learners were positive about their work and more familiar with the company POS
• Store managers found the process undisruptive
• Learners were “happy”
RPL Pilot project - 2011
Challenges
• Evidence gatherers found the SAQA language challenging
• Trading peak period form October – January resulted in delays no training or
assessment could be done
• One learner found the pace too fast • One learner found the pace too fast
• Evidence gatherers needed more training than anticipated
• Managers and learners opinion on the learners competence differed
• RPL toolkit was not user friendly
• Recommendations
• Better planning around business trading periods
• Evidence gatherers need to be trained on the US they need to assist learners on
RPL Pilot project - 2011
Overall Project Successes and Recommendations
• Model for RPL implementation
• Funding model for RPL should be 75% of learnership or skills
programme grant
• RPL toolkit has been updated and made more user friendly• RPL toolkit has been updated and made more user friendly
http://www.wrseta.org.za/downloads/etqa_downloads/etqa_new/Updated_Final_RPL_toolkit_WR_2012.docx
• Mentors and Coaches need to be trained for the sector
• Need for both the Observation and POE model
• RPL toolkit includes good practice guidelines
Partners in the process
RPL Pilot project - 2013
Current Project Status
Discretionary grants for RPL
• Learners :767
• Employers :46
• Providers : 8
• Regions :EC ,GP, L, MP, NW and WC • Regions :EC ,GP, L, MP, NW and WC
• Programmes various qualifications and learnerships
• Further Education and Training Certificate: Wholesale and Retail Generic Management
• National Certificate in Wholesale and Retail Operations Supervision
• National Certificate: Wholesale and Retail Chainstore Operations
• National Certificate: Wholesale and Retail Distribution
• National Certificate: Wholesale and Retail Merchandising Operations
• National Certificate: Wholesale and Retail Stock Control in a distribution centre
• National Certificate: Wholesale and Retail: Retail Sales