Develop and strengthen national frameworks on recognition of prior learning (RPL), ensuring they are inclusive of refugees and other forcibly displaced persons | iloplp

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Activities, stakeholders and guidelines

Develop and strengthen national frameworks on recognition of prior learning (RPL), ensuring they are inclusive of refugees and other forcibly displaced persons

Practical tips and guidelines on key activities and stakeholders involved

Click on one activity below to see detailed guidelines

Stakeholder involved
Government representatives (national)
Sector skills councils,
Chambers of commerce,
Chambers of industry,
Technical and Vocational Education and Training (TVET) institutions,
Accreditation bodies
Guidelines
The RPL framework should recognize learning gained from institutions, on short courses, and from work experience in the host country, as well as in refugees’ countries of origin. Find out more from the ILO guide, How to Facilitate the Recognition of Skills of Migrant Workers.
An RPL framework, though it can be applied at local level, is best when developed with national policies, such as education and TVET, in mind. This helps to promote coherence across policies, as well as the allocation of necessary national financial and human resources. identify (potential) barriers- effective and legal- to refugee participation.
Anchor RPL in the wider national agenda on formalization- recognition of qualifications and prior learning needs to be understood by policymakers as a tool for formalization and enhancing productivity.

Stakeholders involved
Government representatives (national),
Private sector,
Sector experts,
Chambers of industry
Guidelines
Employers are best positioned to identify the types of skills and qualifications they need for their operations. At the sector level, employer organizations and industry associations can help prioritize skills needs.
Actively engage employers and industry experts in the development of market-relevant training and certification processes.
Sector skills councils are one type of organizing body that contributes to the development of national skills strategies, curricula and monitoring. Critically, they contain employer representatives at sector or sub-sector level, providing consensus on skills needs and anticipation. Find out more in A Resource Guide on Sector Skills Bodies.
Strategic partnerships can help direct skills training and certification in a manner that is responsive to employers’ needs and therefore more likely to end in employment.
The active participation of employers can also help build confidence in the RPL system, particularly in sectors and geographical locations where it has been weak or absent.

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Training and capacity-building for RPL professionals/assessors

Activities, stakeholders and guidelines

Training and capacity-building for RPL professionals/assessors