The RPL process is a structured system that evaluates workplace experience and aligns it to registered qualifications on the NQF.
It is commonly used in roles such as:
Be sure to read our previous blog on the topic: What is RPL in South Africa? Full Guide to Recognition of Prior Learning.
Step 1: Pre-Assessment
The employee’s experience is reviewed to determine suitability for RPL. This includes:
- Job role analysis
- Experience level
- Qualification alignment
- Available evidence
Step 2: Evidence Gathering
Employees compile proof of competence such as:
- Job descriptions
- Reports and outputs
- CVs
- Performance reviews
- Testimonials
Example: A Contact Centre Manager (NQF 5) may submit call centre dashboards and staff coaching records.
Step 3: Assessment
An accredited assessor maps evidence against qualification standards. They evaluate:
- Competence achieved
- Evidence validity
- Gaps in performance
Step 4: Gap Training
Where required, additional training or evidence is completed. For example:
- A Project Management (NQF 5) learner may need additional financial reporting evidence
- A Retail Manager (NQF 6) candidate may need strategic planning proof
Step 5: Certification
Once complete:
- Competence is confirmed
- Moderation is completed
- Certification is awarded
A structured RPL process ensures fairness, compliance, and real workforce development.
Leverage Leadership provides end-to-end RPL facilitation for South African organisations.
