"We Need to Demystify the RPL Process"

Published on: 21/10/2020Updated on: 21/10/2020

Mireille Abadie is the Certification Delegate at IPERIA. Each year, she awards "Dependency Personal Carer," "Family Assistant," or "Childcare Provider/Childminder" qualifications to dozens of candidates, mainly through Recognition of Prior Learning (RPL). She explains why you should seize this opportunity to obtain professional certification when you already have all the skills.

As jury president, you conduct certification interviews with candidates. How do you reassure domestic employees hesitating to pursue RPL?

"Some think it's 'too complicated,' they 'don't have the right level,' that 'a qualification isn't for them.' We urgently need to demystify the RPL process: candidates won't be asked anything they don't already know. RPL enables the certification of skills already acquired through professional practice. For the most experienced childcare providers and domestic employees, RPL feels like a simple formality. Yet candidate numbers requesting RPL for qualifications have steadily declined for three years, from 595 files in 2017 to 396 in 2019. This underutilization is regrettable because this system perfectly suits domestic work professionalization: for employees, the RPL process doesn't impact their activities with employer(s), thus their income, and they have everything to gain by having skills recognized through certification in terms of recognition, salary enhancement, employability, and professional development."

So, obtaining a qualification through RPL is within everyone's reach?

"For employees, the only prerequisite is verifying they have the necessary professional experience across all activities and duties. For this reason, we set a minimum of 1,900 worked hours (or over one year's experience) for RPL eligibility. At the start, the eligibility file and IPERIA advisors help ensure this. For example, to obtain the 'Dependency Personal Carer' qualification through RPL, professionals must have supported a dependent person in daily activities—meals, personal care, movement, social activities—and know the main aging-related conditions. After that, employees must practice their occupation correctly, which the jury evaluates.

During RPL eligibility requests, candidates sometimes relize they lack experience in certain areas. But once informed, they can arrange to acquire these skills with an individual employer before starting RPL."

How does validation file preparation work?

"This is an essential step for properly preparing for the jury. Through this file, candidates must draw from professional experience to present activities they perform at home and describe concrete work situations. But candidates aren't left alone facing a blank page! They have a framework since the file is structured around occupational skills: technical skills on the one hand, interpersonal skills with employers, and direct employment aptitudes—autonomy, adaptability, and good interpersonal skills—on the other. Through RPL support sessions, training organizations help ask the right questions—in what circumstances do they perform technical tasks? Why? What is the benefit for the supported person's wellbeing?—and ensure the file meets content and form requirements for jury presentation."

What does the certification jury seek to validate during oral interviews?

"We expect employees to demonstrate they know their occupation and do it well. Specifically, after reviewing their written file, we ask questions to clarify or deepen specific points. Verify, for example, that they can handle specific situations, ensure home safety, that personal carers can support employers with Alzheimer's in daily activities, that childcare providers implement age-appropriate nutrition and activities, and that family assistants can prepare meals. It's also an opportunity to ensure employees' knowledge and practices are current.

This verification role is essential because, through certification, IPERIA and the professional branches for childcare providers and domestic employees ensure that employees' qualifications meet employer expectations."

What advice for those starting RPL?

"First, don't be intimidated by the validation report. Writing it takes time, but good organization is key. RPL typically takes 3-5 months. However, if this timeframe feels too short due to workload or personal commitments, candidates should discuss their situation with training organizations, which can help establish a timeline suited to their constraints.

Candidates are somewhat stressed before certification interviews, but they should be reassured that the jury isn't there to fail them but to help them verbalize their skills.

French language mastery and spelling shouldn't be barriers either. Specific support modules are included in the RPL process. Candidates present files that are far from perfect in form yet managed perfectly orally. Passion for doing your job well and human qualities express themselves naturally when you have them."