Ever get a wave of dread when you see an RPL application land on your desk? RPL assessments can be complex and time-consuming, and getting them wrong exposes your RTO to compliance risks.
RPL should be a valuable tool in your arsenal, ensuring experienced learners get the qualifications they deserve. Yet, many RTOs struggle with streamlining the process, maintaining high quality standards, and ensuring candidates have a positive experience, which is where RPL Experts can help guide effective implementation.
This blog aims to be your indispensable guide to navigating the world of RPL in Australia. We’ll cover FAQs for making RPL a win-win for your RTO and your learners.
“Q.1. What are my obligations as an RTO regarding RPL under the Standards?”
A.1. RTOs must offer RPL to all learners, have fair and equitable RPL policies and procedures, ensure assessors have the skills and knowledge to conduct RPL, and maintain detailed records of RPL assessments for audit purposes.
Q.2. Can we charge different fees for RPL assessment?”
A.2. Yes, the fees can be different than standard course fees, but they must be transparent, published, and reflect the true cost of conducting RPL assessments. Avoid creating financial barriers that would discourage applicants.
“Q.3. How do we make the RPL process cost-effective for our organisation?”
A.3. Streamline processes with clear pre-assessment tools, develop templates and guidelines for candidates to improve evidence quality, and consider technology solutions to track RPL assessments efficiently. Partnering with experienced RPL specialists can also be a cost-effective option.
“Q.4. What are the typical challenges RTOs face with RPL candidates?”
A.4. Common challenges include candidates with difficulty organising or presenting evidence, gaps in skill or knowledge despite experience, and outdated work experience that doesn’t align with current standards.
“Q.5. How do we deal with insufficient or unsuitable evidence?”
A.5. Provide clear guidance on acceptable evidence types from the outset, offer pre-assessment support, and work with candidates to explore alternative evidence options if initial offerings are inadequate. If gaps persist, design gap training plans for the candidate.
“Q.6. Your RPL candidate did a similar course at university will that count?”
A.6. This might be eligible for Credit Transfer rather than RPL. Credit transfer recognises formal learning gained through another institution, while RPL assesses skills and knowledge from work and life experience.
“Q.8. What is ASQA’s Review of RPL?”
A.7. Credit Transfer is the process of having units of competency from previous study recognised towards your current qualification. It reduces the number of units you need to complete, saving time and money.
“Q.8. What is ASQA’s Review of RPL?”
A.8. ASQA conducted a thematic review of RPL practices in 2017-2018. The key findings highlighted areas like insufficient evidence, inadequate RPL assessor knowledge, and inconsistent RPL practices across RTOs.
“Q.9. What is the industry’s view of RPL?”
A.9. Industry views RPL favourably when conducted well. It helps address skill shortages, upskills the workforce, and recognises valuable experience. However, inconsistent quality in RPL can undermine its reputation.
“Q.10. Is RPL cheaper or more expensive?”
A.10. This depends on complexity. It can be cheaper than a full course if the candidate has comprehensive evidence. However, if there are gaps or the process is lengthy, it can be comparable or even exceed full course fees.
“Q.11. What evidence do you need to collect?”
A.11. Evidence must align with unit of competency requirements. This can include work samples, project portfolios, third-party reports, testimonials, or demonstrations of skills.
“Q.12. What happens if my RPL candidate doesn’t have the skills, knowledge, or experience?”
A.12. If significant gaps are identified, provide clear feedback and options. They may need short gap training courses or further work experience before re-applying for RPL.
“Q.13. What happens if your RPL candidate wants to change training providers and they have partially completed a course?”
A.13. Under the Standards, they have the right to seek RPL from another RTO. Provide the candidate with transcripts and detailed RPL outcome records to facilitate a smooth transition.
“Q.14. Are RTOs allowed to provide RPL to their trainers and assessors?”
A.14. Yes, but to avoid conflict of interest, use an independent assessor. This ensures the RPL process remains fair and impartial.
“Q.15. My RPL candidate completed a superseded unit. Can I still use it towards their assessment?”
A.15. Yes, superseded but non-equivalent units can contribute to RPL for a current unit. Crucially, you must focus on currency. Assess the candidate’s up-to-date skills and knowledge against the current unit requirements. If the superseded unit provides a foundation, the candidate might need to provide supplementary evidence to prove they meet current competency standards.
NOTE: If the superseded unit is deemed EQUIVALENT, it would usually qualify for Credit Transfer, not RPL.
“Q.16. Should I offer RPL or full training to highly skilled applicants?”
A.16. The Standards mandate that you offer RPL, and the decision depends on the learner’s individual needs. A truly skilled applicant may be able to pass RPL without traditional training. However, consider complexity, currency and gaps.
“Q.17. Must I offer RPL for a single unit within a cluster?” t
A.17. Yes, the Standards require RPL for individual units unless training package or licensing rules explicitly forbid it. Here’s why these matters when units are clustered:
RPL doesn’t need to be a headache. Remember, quality RPL benefits everyone. When done well, it validates learner experience, fills skills gaps faster, and boosts your RTO’s reputation in the industry.
Disclaimer:
The information presented on the VET Resources blog is for general guidance only. While we strive for accuracy, we cannot guarantee the completeness or timeliness of the information. VET Resources is not responsible for any errors or omissions, or for the results obtained from the use of this information. Always consult a professional for advice tailored to your circumstances.
Ben Thakkar is a Compliance, Training, and Business specialist in the education industry. He has held senior management roles, including General Manager, with leading Registered Training Organisations (RTOs) and Universities. With over 15 years of experience, Ben brings extensive expertise across audits, funding contracts, VET Student Loans, CRICOS, and the Standards for RTOs 2025.
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