Rapid Bendigo TAFE Helen DouglasHead of School, Community Services & Health Frances Clarke-WilsonEducational Development Manager, Human & Business Services Lee RichardsonProject Officer, Rapid Recognition 1

In the Beginning... Industry called for a streamlined recognition process The regional Community Services sector had many experienced managers with no or outdated qualifications An innovative solution was required 2

The Solution Rapid Recognition First introduced in 2008 for: – Diploma of Disability Work – Advanced Diploma of Disability Work – Diploma of Community Services Management – Advanced Diploma of Community Services Management – Diploma of Human Resources – Diploma of Management 3

Industry Consultation & Customisation Skills recognition fits the needs of industry – not industry having to fit the needs of our skills recognition Met with industry partners to incorporate their needs (specific terminology – job roles catered for) Created a clear link between Training Package requirements & industry needs Each qualification developed in partnership between education and industry experts DHS are strong supporters of the process – four qualifications Rapid Rec’d across Victoria – potentially 000’s of staff We innovated by rethinking the way we practice skills recognition 4

Rapid Recognition Cost effective Efficient Timeframe within 2 months Fair recognition for industry experience Reliable and transparent documentation Work samples clearly specified to alleviate “blind” portfolio development Can be implemented through interview process or self directed 5

Rapid Recognition Suits large groups from the one organisation Suits individuals – Not having to juggle work, home & study requirements Specifically for people who have earned their stripes on the job and deserve professional recognition through a qualification Attractive to employers – Not having staff away from work – No increase in backfill requirements (financial advantages) 6

Six Step Process... Step 1 – Candidate contacts Bendigo TAFE Step 2 – Initial Meeting Step 3 – User friendly documentation provided Step 4 – Candidate submits evidence and completes Underpinning Knowledge questions Step 5 – Assessment and Results Step 6 – Successful Outcome 7

An Educationally Sound RPL Model Based on sound knowledge of Training Packages and industry requirements Compliance with competency based assessment theory 8

Principles of Assessment High face validity High content validity High predictive validity Dimensions of Competence are covered (Task skills and contingency management in work samples, task management skills in underpinning knowledge questions and workplace environment skills in 3 rd party feedback) Validity 9

Principles of Assessment High reliability because: – Work samples required are specified – Third party feedback samples are specified – Underpinning knowledge questions are specified – Assessor bias and preconceptions cannot influence the outcomes – Candidate’s not required to interpret Training Package (this is our job) Reliability 10

Principles of Assessment High fairness because: – Candidate knows exactly what is required of them (they are not required to interpret the performance criteria from the Unit of Competency – that is OUR JOB and we have done it for every Unit of Competency in every qualification) Fairness 11

Principles of Assessment High flexibility because: – Candidates are referred to additional training if evidence is not available – Candidates can re-negotiate the conditions of the process (time, location) Flexibility 12

Future Bendigo TAFE takes Rapid Recognition to the world!!!!!!!! 13 Apply Rapid Recognition Model across the entire institute Professional development for Rapid Assessors to support consistent practice