National Expert - Recognition of Prior Learning as Instrument for Employment Formalization, Progression, Reintegration and Lifelong Learning: A Review of RPL in the Philippines

Recognition of Prior Learning as Instrument for Employment Formalization, Progression, Reintegration and Lifelong Learning: A Review of RPL in the Philippines

Designation: National Expert

Location: Home-based assignment

A. BACKGROUND

There is a renewed and increased interest on formally certifying non-formally or informally acquired skills, knowledge, and attributes, which are often collectively known as competencies. The process of recognizing competencies is called Recognition of Prior Learning (RPL), and it involves identifying, documenting, assessing and certifying these competencies against standards used in formal education and training. The process is also termed Recognition of Current Competencies (RCC), Accreditation of Prior Learning (APL) and Validation of Prior Learning (VPL).

RPL has been viewed as an effective instrument to recognize and make visible the skills and learning that workers have obtained on the job or through their life experiences. Lack of a formal skills certificate has been one of the disadvantages and barriers for workers in accessing formal education and training programmes and employment, especially formal jobs, and in negotiating wages and working conditions to reflect their skills level. In countries with large informal economies, RPL has strong potential to facilitate employment formalization; i.e. workers’ transition from informal to formal employment.

RPL is also a key instrument in facilitating the reintegration of returning migrants into the domestic labour market. Recognition of additional skills obtained through overseas employment could boost workers’ employability, prospects for career progression and ability to negotiate with employers for wage and working conditions that match their improved skills and experience.

In the context of a rapidly changing world of work, RPL is also becoming as a critical means for workers to access new employment opportunities or assist in their work transitions, or career shift, in the face of labour market disruptions. Formal recognition of skills that workers acquire on the job can also motivate and facilitate workers to participate in reskilling and upskilling programmes. In this sense, RPL can play a critical role in lifelong learning systems.

While the significant potential of RPL is widely recognized, the participation in RPL has remained modest, especially among developing countries. The process is often seen as complex, lengthy, and expensive. Studies on the benefits and impact of RPL are also limited in these countries and more careful analyses are needed. Further evidence on the impact, and a review of the process and functioning of the RPL system would assist in strengthening that system to meet increased expectations.

B. OBJECTIVES

The objective of the review is to assess the impact of the RPL system in facilitating improved employment outcomes and promoting reskilling and lifelong learning and personal well-being. The review will focus on the Philippines. The review is expected to shed light on the role of RPL in meeting three policy objectives: i) facilitating formalization of informal employment and progression from low-skilled and vulnerable jobs to more decent jobs; ii) improving the integration of returning migrant workers; iii) promoting re/upskilling and lifelong learning.

By tracing workers who have undergone the RPL process, the review will assess a range of potential impacts of RPL such as: access to a new employment opportunity (and type and conditions of such employment); higher income from wages; career progression; self-confidence regarding future employability; self-esteem; and participation in further education and training. The analysis will probe the influence of individual attributes and circumstances, including age, gender, education background, and work experience, on the impact of RPL.

The review will also investigate the experience of RPL from the point of view of workers to identify areas of improvement in the existing system. Views on the effectiveness of RPL will also be obtained from employers and workers representatives as well as concerned government officials.

Drawing on the above analyses, the review will then revisit the existing RPL system in each country and recommend areas for improvement to increase participation and improve the impact of RPL.

C. METHODOLOGY

The assessment will be undertaken by a combination of (i) an analysis of official statistical data, (ii) a questionnaire survey, and (iii) focused group discussions (FGDs) and interviews. The survey will be undertaken to investigate a range of RPL impacts among a selected number of workers who have undergone RPL for the period 2014-2020. The impact of RPL will be analysed through cross tabulation of individual attributes and circumstances to identify, if any, major contributing factors that are associated with certain RPL impacts.

A separate grouping of returning migrant workers will be made for the survey to enable a focused analysis on the impact of RPL on this group. For this group, the impact of RPL will be assessed, to the extent possible, in comparison with the control group (those who did not go through RPL).

FDGs and interviews with a smaller sample of workers (from both non-migrants and returning migrant workers) will be undertaken to validate the survey results and obtain personal stories and views on the experience of RPL. FGDs or interviews will also be undertaken with other stakeholders of RPL, including employers’ and workers’ representatives and relevant government officials.

Sample sizes and ways to identify workers who would participate in the surveys, FGDs and interviews will be determined in consultation with the national partners (i.e. TESDA for the Philippines; and DSD, MoHR for Malaysia).

The findings of the assessment will be presented and discussed at least two consultation meetings (interim and final).

D. KEY RESEARCH QUESTIONS:

- To what extent has RPL helped workers access employment (new and better jobs), especially formal jobs and resulted in improved income and career progression? What was the impact on motivating and facilitating workers to embark on further education and training? What were the other impacts of RPL (e.g. increased confidence, self-esteem)?

- What were the types and conditions of employment that workers obtained as a result of RPL? For those who embarked on further education and training, what were types and levels of education and training pursued?

- What individual attributes or circumstances, including age, gender, education background, and work experience, were associated with certain RPL impacts? -

- What was the experience of RPL from the point of view of workers in terms of accessibility, clarity and complexity of the process, and the availability of support? How can the RPL system be improved?

- What are views on the usefulness, credibility, and functioning of RPL and areas for improvement, if any, of employers and workers groups, government officials, and assessors?

- What are the recommendations for increasing participation and the positive impacts of RPL, in particular facilitating a transition from informal to formal employment, progression from low-skilled, vulnerable jobs to more decent jobs, increasing integration of returning migrant workers, and promoting lifelong learning of workers?

E. DURATION OF THE ASSIGNMENT

The study will start on 20 December 2021 and end on 10 March 2022.

F. SUBMISSION OF PROPOSALS

Interested parties are invited to submit the following as their expressions of interest on or before 12:00 noon Manila time zone, 15 December 2021:
• Curriculum Vitae
• Proposal including an extended description of the way he/she would envisage implementing the proposed scope of work
• Estimated budget (financial proposal), i.e., professional fees (daily rate) and other expenses, for completing the work. All prices shall be quoted in USD (United States Dollars).
• Sample work (reports of similar work done by the consultant)

The interested consultants are requested to submit the above documents electronically (in PDF format) to mnlsfpproject@ilo.org. A prospective candidate requiring any clarification of the TOR document may notify the ILO on or before 12:00 noon Manila time 10 December 2021 via email at mnlsfpproject@ilo.org. The ILO’s response will be made via e-mail within three business days only to the respective candidate that requested clarification. A written copy of the response (including an explanation of the query but without identifying the source of inquiry) will be placed on the same web page on which the present TORs are listed/posted.

Proposals and modifications to Proposals received after the proposal receipt deadline, or submitted by any other means will be rejected. Short-listed applicants will be contacted for further review and negotiations, as may be necessary