Deciding to gain a new qualification while working full-time can feel overwhelming. You might be wondering: How will I find the time? Isn’t this going to be expensive? I already have the skills- why do I need a qualification?
Recognition of Prior Learning (RPL) could be the answer. Instead of sitting through classes to learn what you already know, RPL assesses your existing skills and experience to help you achieve a qualification faster.
Ricky Galloway, a Health and Safety Consultant at Barclayss® in Perth, recently completed a Diploma of Leadership and Management through RPL while working full-time. We spoke with Ricky about the process, how he managed his time, the tasks involved, and the benefits he gained from it.
-Why did you decide to do the RPL?
I chose to go through the Recognition of Prior Learning process for my Diploma of Leadership and Management because I wanted something tangible to validate my leadership experience. I’ve spent time in previous roles developing leadership and management skills on the job, but I lacked a formal qualification to showcase that experience. Getting an accreditation has not only given me credibility but also opened new career opportunities.
The idea of enrolling in a full leadership and management course didn’t appeal to me. I have practiced a lot of the skills through my work, and sitting through classes covering material I was actively applying at work seemed like a waste of time. When I discovered the RPL pathway, it just made sense. I already had the experience, knowledge, and skills; all I needed to do was demonstrate them. From that point, the decision was a no-brainer. I enrolled and started my journey toward formal recognition.
-What hesitations did you have about it? How were they overcome?
Initially, I was worried about the time commitment. Balancing full-time work, family life, hobbies, and health meant I wasn’t sure if I could dedicate enough time to complete the RPL efficiently. However, because the process is self-paced, I found it easy to fit into my schedule. I was able to set aside time that suited me, which made the whole experience smooth and stress-free.
Another hesitation I had was whether I had kept enough documentation from my previous roles to demonstrate my competencies. I soon discovered that this wasn’t an issue, the Registered Training Organisation (RTO) provided me with templates to complete, making it much simpler than I had anticipated.
-What were the main benefits you found from completing it?
One of the biggest benefits of completing the RPL was realising just how much experience I had. Going through the process and documenting my competencies made me reflect on how far I’d come in my career. It reinforced my confidence in my abilities and gave me a broader perspective on my leadership journey.
Another great benefit was the ability to gain a qualification without having to go back to school or complete unnecessary coursework. It streamlined the process of getting accredited while respecting the experience I already had.
-How did you integrate your experiences from work and prior study into the RPL process?
Integrating my work experience into the RPL process was straightforward. The process required me to provide real-world examples of how I applied leadership and management principles in my job. This included submitting evidence of past projects, performance reviews, emails, and reports that demonstrated my competencies.
I also reflected on prior training courses, workshops, and mentoring experiences I had undertaken over the years. Even though I hadn’t completed formal leadership coursework, I had attended various industry seminars and in-house leadership programs, which all contributed to my learning. The RPL process allowed me to leverage all of this experience effectively.
-What sort of tasks were you asked to do?
The tasks I was asked to complete varied, but they all focused on demonstrating real-world leadership competencies. Some of the key activities included:
• Roleplaying scenarios – For example, I had to demonstrate how I would approach a workplace issue with an employee. I chose to address poor performance in a quarterly review, walking through the steps of a constructive conversation.
• Theory-based questions – These assessed my understanding of leadership concepts and how I applied them in practice.
• Practical demonstrations – I had to provide examples of workplace decisions, strategies, and actions I had taken to show my competency.
The variety of tasks kept the process engaging and relevant to my everyday work.
-What timeline did you complete the RPL within?
Since the RPL is self-paced, I wanted to complete it as quickly as possible. By dedicating a couple of hours a day, I managed to finish everything in under three months.
-How much time did it take out of your day/week?
On average, I spent around two hours a day working through the requirements. However, for those with tighter schedules, it’s completely manageable with just an hour a day. The flexibility meant I could progress at a pace that suited me.
-How did you work with your co-workers or friends and family to complete the RPL?
While most of the RPL process was independent, I did involve others where needed. A colleague helped me complete some of the roleplay exercises, and I also bounced ideas off friends and family when preparing my responses. Having support made the process easier and more interactive.
-Any other things people should know about doing the RPL?
The biggest thing people should know is that the RPL process is straightforward. A lot of people hesitate because they think it will be complicated or time-consuming, but in reality, it’s well-structured and simple to follow. The fact that it’s completely online makes it even more convenient.
Also, you don’t need to have kept years of documents or evidence from past jobs—the RTO provides templates and guidance on how to demonstrate your competencies.
-How can you see it being of benefit to others/teams?
The RPL process is valuable for anyone looking to formalise their leadership skills. Getting accredited through RPL gives credibility to your abilities, which can lead to new career opportunities, promotions, or pay increases. Even beyond the qualification, the process of reflecting on your experience and documenting your skills can be a great confidence booster.
For teams, it’s a fantastic way to develop leaders from within. Encouraging employees to go through RPL helps organisations recognise and invest in the talent they already have.
-What would you say to supervisors considering this as development for their team?
I’d say go for it! The RPL process is practical, flexible, and completely online, making it easy for employees to complete while balancing work commitments. If you have team members with leadership potential, helping them get accredited through RPL is a great way to develop them and enhance their career progression.
Barclayss® streamlines the path to nationally recognised Leadership and Management qualifications by leveraging your existing skills and experience. Our recognised prior learning programs focus on practical competencies, supporting leaders at all levels. We help gather evidence, provide tailored learning assistance, and offer flexible, self-paced qualification options without classroom constraints.
We offer a range of qualifications, including:
