PLAR for Organizations
Marilyn Carkner
Nicole Drapeau
Nadine Edwards
Frank Vandenburg
NBCAT NBPLAR Symposium October 2014
Benefits of PLAR
How do you see PLAR fitting within your organization?
 If I were to mention…
 Recruitment and retention
 Recognizing transferable skills, gaps and enhanced
employability
 A more robust workforce
 Succession planning
 Integrated approach to skills and competencies
between various stakeholders
Key Questions
Question
Example
What is our
-Hiring/Performance
goal for PLAR? Management/Succession
-Recognition of Skills (Training, Role)
-Client Service (Job Search, Licensure)
- Support Academic Recognition
Key Questions
Question
Example
What do we want to
measure?
-Knowledge
-Skills
-Level of Performance
(improvement over time)
- Application of Skills and
Knowledge (situation specific)
Key Questions
Question
Example
Is PLAR more efficient
and effective than other
ways to achieve this
objective?
-cost/benefit analysis
-employee/client
satisfaction
- Performance measures
(time, output, etc)
Planning Your PLA Service
 Does your organization’s culture support the
recognition of prior learning?
 What will be the organizational structure around
the PLA service?
 What will be the standards and criteria for the
level of acceptable learning being sought?
Planning Your PLA Service (con.)
 What are the qualifications and training needs of
those who will be involved in PLA?
 What financing strategies will be needed to
sustain the service?
 What about quality assurance?