Skills Recognition: brief overview

An overview of Skills Recognition                

The concept of Skills Recognition

Skills Recognition is the process of gaining formal recognition for skills and knowledge that have been obtained through work history, previous study and life experience. Skills Recognition is an assessment only process - there is no formal training involved, although you may choose to complete further training as a result of the assessment process. Skills Recognition can inform the rail industry as to the standards that employees should meet for any particular task, and provide the tools to assess whether the employee is meeting those standards.

What does the Rail Skills Recognition Framework aim to achieve?

The Rail Skills Recognition Framework represents an accumulation of relevant knowledge, assessment processes, checklists and considerations needed for effective performance when recognising prior knowledge (RPL), current competence (RCC), or credit transfer (CT) in a rail organisational setting. More precisely, the framework defines the characteristics that individual stakeholders must have, or acquire, to achieve a high level of process validity. In particular the Skills Recognition framework will: 

  •  value the knowledge, skill and experience of rail employees
  • assist rail organisations in complying with the Australian Qualification Framework (AQF) requirements in relation to qualifications
  • focus training in the areas of greatest need
  • assist in harmonising Skills Recognition across the industry                          

The significance of Skills Recognition to organisational success

 Challenges facing rail organisations

Rail organisations face the strategic challenges of attracting, finding, retaining and motivating a highly skills workforce.  Skills Recognition can assist by working towards three objectives:

Making better use of what people know and can do!

The RSRF will consider the needs of rail organisations and focus on how the prior knowledge, skills and experience of rail employees can be identified, gathered and put to good use within individual rail organisations. Skills Recognition is reported to reduce the cost of training, enable employees to become work-ready in less time and also add to the organisation’s intellectual capital. 

Considering the need of individual employees to assist with morale and productivity

The RSRF will consider the needs of individual rail employees and put in place policies and processes that recognise their knowledge, skills and experience. When Skills Recognition is conducted in a thorough and professional way, we know that employee engagement increases, retention rates improve and people feel valued. No employee wants to train for the sake of training and Skills Recognition enables learning and development to focus on areas of greatest need. 

Benefits for the whole industry

Thirdly, the RSRF aims to provide the rail industry with a unifying tool that harmonises Skills Recognition practices throughout Australia. In an increasingly mobile workplace, rail employees not only move between companies, but they also move between states and countries. For these reasons, it makes sense to follow an approach that contains an element of utility.   

Obligations under the AQF
Under the AQF, RTOs and enterprise RTOs are req...
Identifying existing skills workforce skills
The SR process can identify existing skills and...
Improved productivity
Practitioners can work with enterprises to iden...
Towards equity
Skills Recognition originated as a way of addre...
Benefits for enterprises
confirming employee competence identifying t...
Key organisational stakeholders in skills recognition
Within the organisation, workplace assessors, t...