Recognition of Prior Learning - Security Services Industry Frequently Asked Questions (FAQs)
Frequently Asked Questions (FAQs)
1. What is the purpose of instituting the RPL?
The RPL is a mechanism instituted to tie in with the implementation of QF by the Government. Introduced in 2008, the purpose of the RPL mechanism is to enable practitioners to receive recognition of the skills, knowledge and accumulated experience acquired from workplaces and through which, practitioners are encouraged to pursue life-long learning.
The RPL mechanism operates on the basis of SCSs formulated by respective ITACs. Through this mechanism, practitioners can ascertain the scope and level of their competency. They can then determine their starting points for learning and progression according to their experience and competencies accumulated in the industries, so as to avoid duplication in training for the same skills.
2. Is passing the RPL a mandatory requirement for practitioners to take up related work?
The Government has no plan to make the passing of the RPL mandatory for practitioners to take up related work. Application for RPL is voluntary. Practitioners can make their own choices to apply for RPL to ascertain their competencies and determine their learning plans.
3. Will the years of service gained outside Hong Kong be recognized?
QF is a local system established to upgrade the manpower resources of various industries in Hong Kong. The SCSs formulated by respective industries are also compiled with a view to meet the needs of local industries. In this regard, the performance requirements of UoCs specified in the SCSs should reach the standards of knowledge and skills required by local industries.
As the RPL mechanism operates on the basis of recognition of clusters, the years of service and relevant experience required by RPL should also tally with the performance requirements of clusters.
Working experience accumulated outside Hong Kong may not fully match with the local working environment and the competency requirements of the industries. If the years of service and relevant experience required by RPL are not obtained in the territory and failed to be verified by local employers, applicants have to approach relevant assessment agencies to prove that their accumulated years of service and relevant experience meet the performance requirements of clusters, and that they had reached the competency standards required by local industries by interview or other appropriate means. This is to manifest the spirit and underlying principle of RPL under the QF.
4. If the certification of years of service issued by the employer or the employing organization cannot be provided, can the applicants provide other substitutions?
The certification of years of service must be issued by the employer or an authorised person (e.g. department head or supervisor). In case employer’s certification are unavailable, other supplementary evidence such as attestation of jobs issued by registered trade associations or labour unions, tax demand notes, payroll slips, certificates of provident fund or business registration certificate of the self-employed etc., can be submitted for reference.