RPL is practiced in many countries for a variety of purposes, for example an individual's standing in a profession, trades qualifications, academic achievement, recruitment, performance management, career and succession planning.
The essential element of RPL is that it is an assessment of evidence provided by an individual to support their claim for competence against a given set of standards or learning outcomes.
The concept of RPL can be traced back to the earliest guilds when master craftsmen inspected the work of apprentices in order to determine their competence against the high standards demanded of the different professions of the period.
This process was continued during the Industrial Revolution when the first formal apprentice programs were established and realistic workplaces created to train young men and women in the skills and knowledge required of their trade.
It was first introduced into the UK by Susan Simosko, a consultant with the National Council for Vocational Qualifications, who adapted it as the central element of all competency-based assessments.
“The manual benefits anyone working with, or on behalf of, applicants, candidates, clients, learners, or any individuals who seek: employment, professional licensure, trade certification, career coaching or counselling, job promotion or change, professional development, academic access, or advanced standing.” RPL is a very simple and straightforward process of assessing someone's skills or knowledge, regardless of where and how these were learned.
What RPL does is allow people to demonstrate that they are capable of undertaking specific tasks or working in certain industries based on evidence of skills and knowledge gained throughout their life.
In Australia for example, to secure a working visa, applicants must meet a series of quantified criteria based heavily on previous experience and qualifications.