Are assessment decisions the same for an RPL process?
RPL processes usually have guidelines included in the agreed assessment procedures, such as the assessment instruments, which provide an assessor instructions of what to collect. The decision of whether the evidence is enough to demonstrate competence is usually made by the assessor.
An RPL process is often a matter of sorting through evidence to determine what is relevant to be used. The following questions can assist you in the decision making process:
1. Which benchmarking document does this evidence relate to?
2. Is the evidence valid, does it relate to the topic and is it in the correct context?
3. Do I have enough evidence; is it sufficient to cover all the requirements as set out in the assessor guide or the benchmarking document?
4. Did my candidate develop, create or complete the evidence I’ve collected and am I able to authenticate that it is their work?
5. Is the evidence current, does it reflect what the candidate currently does rather than what they used to do in the distant past?

How much evidence is sufficient?
You will need to refer to your own organisation’s RPL policies and procedures; however, generally at least two sources of evidence are needed for each area of competence. Wherever possible you should use a combination of interview questions, documentary evidence and workplace observation to assess a unit(s) holistically.
How can I determine authentic evidence?
Ask questions to determine authenticity of evidence provided. If you feel your candidate is not confident in their responses or cannot provide a clearly defined response to questions, then speak to their supervisor or workplace manager to confirm tasks or knowledge.
Sight original documentation such as qualifications, certificates or statements of attainment, wherever possible. If overseas qualifications have been presented, seek clarification from an industry expert or seek official equivalence statements. These can be located via some Australian university websites. It is best to refer the evidence to your manager when in doubt.
How recent must the evidence be?
It will depend on the competency being assessed; for example, you need to consider:
- when and how often industry requirements have changed (e.g. computer, point-of-sale and office equipment)
- how much continuing practice is required to maintain the competency (e.g. communication or technical skills, such as operating certain machinery, need constant usage to be maintained).
Whilst there is no definitive answer as to a time period for currency, taking into account the above points, you may wish to break time periods up into the following categories:
- up to six months (for competencies involving technology)
- up to one year (for certain industry experience or work)
- up to three years (for certain tasks or skills and references)
- more than three years (evidence should not be used).
The above points are only a guide; refer to your own organisation’s RPL policies for a clear definition of currency.