Recognition of Prior Learning - RPL Kit
Diploma of Business
BSB50207
© School of Volunteer Management
Version 1 – February 2009
Disclaimer
The School of Volunteer Management makes every attempt to ensure the
accuracy and reliability of the information included in this resource. Users should
be aware of the following:
The School of Volunteer Management makes no guarantee or warranty as to the
accuracy or authenticity of the information in this resource or other resources
listed in this resource.
The School of Volunteer Management does not accept any liability in relation to
the content of this work.
Information
For further information contact the School of Volunteer Management
Level 2, 228 Pitt Street
Sydney NSW 2000
T
02 9261 3600
F
02 9261 4033
W
www.svm.edu.au
Contents
RPL Kit for:
Diploma of Business BSB50207
Portfolio Guidelines
1
Portfolio Requirements
2
Units of Competency
7
My Portfolio
8
Unit Code
Unit Title
Unit Code
Unit Title
Unit Code
Unit Title
Unit Code
Unit Title
Unit Code
Unit Title
Unit Code
Unit Title
Unit Code
Unit Title
Unit Code
Unit Title
BSBMKG501B
Identify and evaluate marketing opportunities
BSBHRM506A
Manage recruitment selection and induction processes
BSBHRM504A
Manage workforce planning
BSBATSIL503B
Manage programs that promote personal effectiveness
BSBPMG510A
Manage projects
BSBRSK501A
Manage risk
BSBINM501A
Manage an information or knowledge management system
BSBWOR501A
Manage personal work priorities and professional development
8
8
10
10
13
13
17
17
20
20
24
24
26
26
29
29
Portfolio Guidelines
What is Recognition of Prior Learning?
Recognition of Prior Learning (RPL) is the formal acknowledgement of competencies a
person has, regardless of how when or where the learning occurred. It is an integral
component of the Vocational Education and Training system.
Under the Australian Quality Training Framework, competencies may be attained through:




formal or informal training and education
work experience
general life experience
any combination of the above
Recognition of Prior Learning:



avoids duplication of training, thereby maximising the value of vocational education
and training expenditure
provides pathways to higher qualifications for people who may not have access to
further training
creates a learning culture by valuing and recognising learning that has occurred in
the workplace
Recognition of Prior Learning can result in a full qualification, or a Statement of Attainment
for partial completion of a qualification.
In order for you to be granted Recognition for Prior Learning, you must provide reliable
evidence that you are currently competent against the endorsed industry or enterprise
competency standards in the form of a portfolio.
Evidence of your skills and knowledge may take a variety of forms and could include;




formal qualifications or statement of attainment
references from past employers
testimonial from clients
work samples
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1
The assessor must ensure the evidence is authentic, valid, reliable, current and sufficient:
Authentic means that the information and evidence provided is genuine and trustworthy;
Valid means that the information and evidence is justifiable and adds weight to the RPL
application;
Reliable means that the evidence can withstand scrutiny, has integrity and reasonably
indicates that the applicant is able to perform a task to a specified standard with regularity
and consistency;
Sufficient means that an adequate amount of evidence must be provided.
The School of Volunteer Management wishes to encourage all students who feel they are
eligible for RPL to apply.
It is the practice of the School of Volunteer Management to give fair and equitable access
to all clients in regard to the services it offers. In keeping with this aim, the School of
Volunteer Management has an appeal and grievance procedure in relation to RPL
Assessment.
Portfolio Requirements
Students may wish to apply RPL for any module or any number of modules for the
certificate they are enrolling in.
A portfolio will need to be submitted to the School of Volunteer Management for approval,
establishing that you have achieved the elements and performance criteria for each
module(s).
Presentation of your portfolio is in the form of a ring binder folder with your name, student
number and contact details, with all evidence clearly numbered and cross referenced,
linking it to the following unit matrices. Some evidence may cross over several units, so
there is no need to recopy the evidence, just be sure to cross reference it.
Forward your completed evidence to:
School Administration Manager
The School of Volunteer Management
Level 2, 228 Pitt Street
Sydney NSW 2000
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(i) The following steps outline the procedure for compiling your portfolio
Step 1
Fill in the RPL Application form
1. Student details
2. Course you are applying for RPL
3. Education
4. Life experience
5. Work experience
6. Further training
Step 2
Gather relevant documents
The following documents may be useful to support your claim. You should
obtain copies, wherever possible.






Step 3
Your resume
Transcripts or other result records from relevant qualifications
Certificates of participation in relevant workshops and training
sessions
Reports and other major documents prepared in the course of your
work (paid or voluntary)
Other documents that may be relevant;
Eg: reports and document samples prepared in co-operation with
co-workers. Clearly identify your own role in their preparation. Label
all documents with the performance criteria number that it is referring
to. Eg: element 3, point 3.2
Evidence of Elements and Performance Criteria
1. Carefully examine the Elements and Performance Criteria for the
module(s)
Your portfolio will need to demonstrate that you have addressed and
achieved all criteria listed.
Identify potential referees
2. Identify people who could verify aspects of your claim for RPL,
particularly in areas where you may not have sufficient documentary
evidence. Contact details for these people need to be provided.
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3
3. Prepare a claim for each Learning Outcome
The next step is to prepare a claim for each learning outcome, stating
how you think you have already achieved this learning. Note that your
claims should focus on what you have done and can currently
demonstrate, not on what you know. This is an essential feature of
competency based qualifications.
eg: “During my work for the Broadbeach Community Centre, I formulated
a job description for a volunteer receptionist in consultation with team
members, prepared an advertisement and advertised the position in the
local paper and at the Broadbeach Secretarial College.
Interested volunteer applicants received a special information kit
containing a job description for the volunteer receptionist’s position, a
volunteer application form and information on the organisation etc.
My recruitment drive covers element 2, point 2.3
4. Sort evidence
All documents and evidence will need to be sorted so that each of your
claims is supported.
Samples for the above claims include:
“I have included a copy of the job description, advertisement and the
information kit. Sally Jones, my Manager, has signed a statement
verifying my involvement in the recruitment process and the successful
filling of the volunteer position. She can be contacted on 1234 5678. I
have also enclosed a letter from the Head of secretarial studies from the
college and some feedback from the volunteer receptionist.
A verified copy of the certificate for participation in a one day course
‘Recruiting and Interviewing Skills’ delivered by the School of Volunteer
Management dated September 2005 is attached.”
5. Repeat the above steps for each of the Elements and
Performance Criteria in the module(s).
Step 4
Review and sign the portfolio
When you have completed all areas of the portfolio, and attached the
necessary documentation, you should review each of the items to ensure
they reflect your skills ensure each of your claims is well supported.
Sign the declaration on your application form and post to the above
address.
The following pages provide examples for your portfolio.
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EXAMPLE 1
Request for Recognition of Prior Learning for module BSBCMN404A Develop teams and individuals (Element 1)
ELEMENT
1. Determine
development needs
PERFORMANCE CRITERIA
EVIDENCE
1.1 Learning and development needs
are systematically identified and
implemented in line with
organisational requirements
1.1 Training needs were identified through
implementing the national guidelines for
volunteering and have been confirmed with
the CEO and the board. Minutes of meeting
is attached dated 4/3/05
1.2 A learning plan to meet individual
and group training and development
needs is collaboratively developed,
agreed to and implemented
1.2 Training objectives are those which are
identified as being the baseline for
volunteers to build further competencies.
1.3 Individuals are encouraged to self
evaluate performance and identify
areas for improvement
1.3 Training is planned in consultation with staff
members, reported and documented in
accordance with the requirement of our
funding body. For verbal evidence contact
Norma Constantine 01 3450 3450
1.4 Results from training have been
documented in attached feedback forms.
The points raised were discussed in board
meeting minutes (attached).
1.4 Feedback on performance of team
members is collected from relevant
sources and compared with
established team learning needs
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EXAMPLE 2
Request for Recognition of Prior Learning for AVO3VOL1A Be an effective volunteer
Learning outcome
1. Apply knowledge of
volunteering sector to a
volunteer work role
RPL Kit - BSB50207 Dip of Business
Assessment criteria
Evidence
Consideration and understanding of
the underpinning philosophy and
principles of volunteering is
demonstrated in all work undertaken
as a volunteer.
Letter from Manager (22/10/05) verifying
involvement
Certificate of attendance at Bridge to
Volunteering (School of Volunteer Management
16/05/05)
Work practices are consistent with
relevant, current organisational and
volunteering sector policies and
legislative requirements.
Letter from Manager (22/10/05) verifying
consultation
Feedback from volunteer receptionist
Work practices are consistent with
the rights and responsibilities of
volunteers.
Duty Statement
All work undertaken is consistent with
the rights and responsibilities of the
organisation.
All work undertaken reflects an
understanding of the issues facing
volunteers and the volunteering
sector.
Information kit for the volunteer receptionist
position, as well as an outline stating my
involvement in the production of the kit.
Duty Statement
Letter from Manager (22/10/05) verifying duties
6
Units of Competency
BSB50207 Diploma of Business
The Diploma of Business is designed for people who have a minimum industry
experience of two years directly managing or coordinating teams consisting of
paid staff and volunteers. A Higher School Certificate is not required, provided
the student can demonstrate the academic capacity to undertake the Diploma.
Students will develop the necessary skills and knowledge to undertake
management and leadership roles in not-for-profit organisations, where the
workplace context includes both paid and volunteer team members.
The Diploma of Business is a National Training Package qualification. The eight
units selected to meet the needs of our students are:
Unit
Unit Title
Unit Code
Unit 1
Identify and evaluate marketing opportunities
BSBMKG501B
Unit 2
Manage recruitment, selection and induction
processes
BSBHRM506A
Unit 3
Manage workforce planning
BSBHRM504A
Unit 4
Manage programs that promote personal
effectiveness
BSBLED502A
Unit 5
Manage projects
BSBPMG510A
Unit 6
Manage risk
BSBRSK501A
Unit 7
Manage an information or knowledge management
system
BSBINM501A
Unit 8
Manage personal work priorities and professional
development
BSBWOR501A
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My Portfolio
Unit Code
BSBMKG501B
Unit Title
Identify and evaluate marketing opportunities
Descriptor This unit describes the performance outcomes, skills and knowledge required to identify, evaluate and
take advantage of marketing opportunities by analysing market data, distinguishing the characteristics of
possible markets and assessing the viability of changes to operations.
Element
1. Identify marketing
opportunities
Performance Criteria
Evidence
1.1 Analyse information on market and
business needs to identify marketing
opportunities
1.2 Research potential new markets and
assess opportunities to enter, shape or
influence the market in terms of likely
contribution to the business
1.3 Explore entrepreneurial, innovative
approaches and creative ideas for their
potential business application, and develop
into potential marketing opportunities
2. Investigate
marketing opportunities
2.1 Identify and analyse opportunities in
terms of their likely fit with organisational
goals and capabilities
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2.2 Evaluate each opportunity to determine
its impact on current business and customer
base
2.3 Use an assessment of external factors,
costs, benefits, risks and opportunities to
determine the financial viability of each
marketing opportunity
2.4 Determine probable return on
investment and potential competitors
2.5 Describe and rank marketing
opportunities in terms of their viability and
likely contribution to the business
3. Evaluate required
changes to current
operation
3.1 Identify and document changes needed
to current operations to take advantage of
viable marketing opportunities
3.2 Ensure organisational changes to service
an increased or different customer base
include provision for continued quality of
service to existing customers
3.3 Estimate resource requirements for
changed operation
3.4 Determine and communicate viability of
making changes to current operations to key
stakeholders
3.5 Document newly identified marketing
opportunities and required changes
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Unit Code
BSBHRM506A
Unit Title
Manage recruitment selection and induction processes
Descriptor This unit describes the skills and knowledge and work outcomes required to undertake financial
management within a work team in a small, medium or large organisation.
Element
Performance Criteria
1. Develop recruitment,
selection and induction
policies and procedures
1.1 Analyse strategic and operational plans
and policies to identify relevant policies
and objectives
Evidence
1.2 Develop recruitment, selection and
induction policies and procedures
and supporting documents
1.3 Review options for technology to
improve the efficiency and
effectiveness of the recruitment and
selection process
1.4 Obtain support for policies and
procedures from senior managers
1.5 Trial forms and documents that support
policies and procedures and make
necessary adjustments
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1.6 Communicate policies and procedures
to relevant staff and provide training if
required
2. Recruit and select
staff
2.1 Determine future human resources
needs in collaboration with relevant
managers and sections
2.2 Ensure current position descriptors and
person specifications for vacancies are
used by managers and others involved
in the recruitment, selection and
induction processes
2.3 Provide access to training and other
forms of support to all persons involved
in the recruitment and selection process
2.4 Ensure that advertising of vacant
positions complies with organisational
policy and legal requirements
2.5 Utilise specialists where necessary
2.6 Ensure that selection procedures are
in accordance with organisational policy
and legal requirements
2.7 Ensure that processes for advising
applicants of selection outcome are
followed
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2.8 Ensure that job offers and contracts of
employment are executed promptly and
that new appointments are provided
with advice about salary, terms and
conditions
3. Manage staff
induction
3.1 Provide access to training and ongoing
support for all persons engaged in staff
induction
3.2 Check that induction processes are
followed across the organisation
3.3 Oversee the management of
probationary employees and provide
them with feedback until their
employment is confirmed or terminated
3.4 Obtain feedback from participants and
relevant managers on the extent to
which the induction process is meeting
its objectives
3.5 Make refinements to induction policies
and procedures
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Unit Code
BSBHRM504A
Unit Title
Manage workforce planning
Descriptor This unit describes the skills and knowledge, and performance outcomes required to plan workforce
strategies to achieve organisational goals and objectives. It includes aligning workforce objectives with
business plans, analysing labour market trends and predictions, and designing strategies and
succession plans to ensure a competent and appropriately diverse workforce is available to meet
anticipated changes.
Element
1. Assess supply
Performance Criteria
Evidence
1.1 Review business plans to determine
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and demand
predicted areas of organisational
growth and downsizing and associated
labour requirements
1.2 Analyse existing workforce to determine
areas where there are excesses or
shortages
1.3 Review organisational requirements for
diversity in the workforce
1.4 Analyse current workforce's capacity to
meet current and predicted demands
for business goods and services
1.5 Consider existing organisational
structure and its strengths and
shortcomings in relation to foreseeable
changes
1.6 Research and review current and
predicted external labour supply data,
and demographic and economic data,
to forecast human resources supply
1.7 Review staffing budgets to predict cost
of workforce changes
2. Develop workforce
2.1 Establish objectives for the
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objectives and
strategies
modification to or retention of the
workforce
2.2 Define objectives to address areas with
unacceptably high staff turnover
2.3 Define objectives to retain required
skilled labour
2.4 Define strategies to source skilled
labour
2.5 Communicate objectives and rationale
to relevant stakeholders
2.6 Obtain agreement and endorsement for
objectives and establish targets
2.7 Develop contingency plans to cope with
extreme situations
3. Implement initiatives
to support workforce
planning objectives
3.1 Implement action to support agreed
objectives for recruitment, training,
redeployment and redundancy
3.2 Develop and implement strategies to
assist workforce to deal with organisational
change
3.3 Implement succession planning
system to ensure desirable workers are
developed and retained
3.4 Implement programs to ensure
workplace is an employer of choice
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4. Monitor and evaluate
workforce trends
4.1 Review workforce plan against patterns
in exiting employee and workforce
changes
4.2 Monitor labour supply trends for areas
of over- or under-supply in the external
environment
4.3 Monitor effects of labour trends on
demand for labour
4.4 Survey organisational climate to gauge
worker satisfaction
4.5 Refine objectives and strategies in
response to internal and external
changes and make recommendations
in response to global trends or incidents
4.6 Regularly review government policy on
labour demand and supply
4.7 Evaluate effectiveness of change
processes against agreed objectives
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Unit Code
BSBLED502A
Unit Title
Manage programs that promote personal effectiveness
Descriptor This unit specifies the outcomes required by Volunteer Managers to facilitate and manage programs
within a health and wellbeing focus. The unit addresses the management of the range of programs that
would typically be associated with health and wellbeing, such as: stress management, smoking
cessation, exercise, Employee Assistance Programs (EAPs).
Element
1. Research and
analyse employee
health issues
Performance Criteria
Evidence
1.1 Identify and collect information on
employee health issues from
appropriate internal and external
sources
1.2 Review findings and their implications
for the organisation and business
objectives
1.3 Develop options for addressing
identified health issues
1.4 Obtain support from senior managers
for preferred option/s
2. Plan health and
wellbeing program/s
2.1 Develop program/s scope and
objectives in consultation with
appropriate industry consultants,
colleagues and managers
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2.2 Plan and create administrative structure
and resources for the program/s
2.3 Establish program responsibilities and
clearly communicate to all
stakeholders
2.4 Plan communications and marketing
strategies in conjunction with
stakeholders
2.5 Establish suitable evaluation methods,
develop an overall program
management plan and communicate
this plan to stakeholders
3. Implement,
administer and
monitor program/s
3.1 Prepare policy documents, and
implement and monitor strategies in
conjunction with program team
members
3.2 Provide appropriate support, assistance
and mentors to relevant personnel
3.3 Implement and monitor tracking
systems according to program
guidelines
3.4 Reach program milestones within
agreed time lines and provide regular
progress reports to stakeholders
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4. Evaluate program/s
4.1 Use agreed evaluation methods to
assess the effectiveness of the program
at specific stages
4.2 Communicate information from program
evaluation process to stakeholders
4.3 Incorporate evaluation process and
outcomes into continuous improvement
strategies, enterprise agreements and
future corporate plans
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Unit Code
BSBPMG510A
Unit Title
Manage projects
Descriptor This unit describes the performance outcomes, skills and knowledge required to manage a
straightforward project or a section of a larger project. This learner guide addresses the management of
projects including the development of a project plan, administering and monitoring the project, finalising
the project and reviewing the project to identify lessons learnt for application to future projects.
Element
1. Define project
Performance Criteria
Evidence
1.1 Access project scope and other
relevant documentation
1.2 Define project stakeholders
1.3 Seek clarification from delegating
authority of any issues related to
project and project parameters
1.4 Identify limits of own responsibility and
reporting requirements
1.5 Clarify relationship of project to other
projects and to the organisation's
objectives
1.6 Determine and access available
resources to undertake project
2. Develop project plan
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2.1 Develop project plan including
timelines, work breakdown structure,
role and responsibilities and other
details of how the project will be
managed in relation to the project
parameters
2.2 Identify and access appropriate project
management tools
2.3 Formulate risk management plan for
project, including occupational health
and safety (OHS)
2.4 Develop and approve project budget
2.5 Consult team members and take their
views into account in planning the
project
2.6 Finalise project plan and gain any
necessary approvals to commence
project according to documented plan
3. Administer and
monitor project
3.1 Take action to ensure project team
members are clear about their
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responsibilities and the project
requirements
3.2 Provide support for project team
members, especially with regard to
specific needs, to ensure that the
quality of the expected outcomes of the
project and documented time lines are
met
3.3 Establish and maintain required
record keeping systems throughout
the project
3.4 Implement and monitor plans for
managing project finances, resources
(human, physical and technical) and
quality
3.5 Complete and forward project reports
as required to stakeholders
3.6 Undertake risk management as
required to ensure project outcomes
are met
3.7 Achieve project deliverables
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4. Finalise project
4.1 Complete financial record keeping
associated with project and check for
accuracy
4.2 Assign staff involved in project to new
roles or reassign to previous roles
4.3 Complete project documentation and
obtain any necessary sign offs for
concluding project
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Unit Code
BSBRSK501A
Unit Title
Manage risk
Descriptor
This unit describes the performance outcomes, skills and knowledge required to manage risks in a
range of contexts across the organisation or for a specific business unit or area. The unit has been
designed to be consistent with AS/NZS 4360:2004 Risk management.
Element
1. Establish risk
content
Performance Criteria
Evidence
1.1 Review organisational processes,
procedures and requirements for
undertaking risk management
1.2 Determine scope for risk management
process
1.3 Identify internal and external
stakeholders and their issues
1.4 Review political, economic, social, legal,
technological and policy context
1.5 Review strengths and weaknesses of
existing arrangements
1.6 Document critical success factors, goals
or objectives for area included in scope
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1.7 Obtain support for risk management
activities
1.8 Communicate with relevant parties about
the risk management process and invite
participation
2. Identify risks
2.1 Invite relevant parties to assist in the
identification of risks
2.2 Research risks that may apply to scope
2.3 Use tools and techniques to generate a
list of risks that apply to the scope, in
consultation with relevant parties
3. Analyse risks
3.1 Assess likelihood of risks occurring
3.2 Assess impact or consequence if risks
occur
3.3 Evaluate and prioritise risks for treatment
4. Select and
implement
treatments
4.1 Determine and select most appropriate
options for treating risks
4.2 Develop an action plan for implementing
risk treatment
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4.3 Communicate risk management
processes to relevant parties
4.4 Ensure all documentation is in order and
appropriately stored
4.5 Implement and monitor action plan
4.6 Evaluate risk management process
Unit Code
BSBINM501A
Unit Title
Manage an information or knowledge management system
Descriptor This unit describes the performance outcomes, skills and knowledge required to organise learning to
use an information or knowledge management system and to manage the use of the system.
Element
1. Organise learning to
use information or
knowledge
management
system
Performance Criteria
Evidence
1.1 Identify learning needs of relevant
personnel and stakeholders for input
into, and use of, an information or
knowledge management system
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1.2 Identify and secure human, financial and
physical resources required for learning
activities to use an information or
knowledge management system
1.3 Organise and facilitate learning activities
1.4 Promote and support use of the system
throughout the organisation
1.5 Monitor and document effectiveness of
learning activities
2. Manage use of
information or
knowledge
management system
2.1 Ensure implementation of policies and
procedures for the information or
knowledge management system are
monitored for compliance, effectiveness and
efficiency
2.2 Address implementation issues and
problems as they arise
2.3 Monitor integration and alignment with
data and information systems
2.4 Collect information on achievement of
performance measures
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2.4 Manage contingencies such as system
failure or technical difficulties by
accessing technical specialist help as
required
3. Review use of
information or
knowledge
management system
3.1 Analyse effectiveness of system and
report on strengths and limitations of the
system
3.2 Review business and operational plan
and determine how effectively the system is
contributing to intended outcomes
3.4 Make recommendations for improvement
to system, policy or work practices
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Unit Code
BSBWOR501A
Unit Title
Manage personal work priorities and professional development
Descriptor This unit describes the performance outcomes, skills and knowledge required to manage own
performance and professional development. Particular emphasis is on setting and meeting priorities,
analysing information and using a range of strategies to develop further competence.
Element
1. Establish
personal work goals
Performance Criteria
Evidence
1.1 Serve as a positive role model in the
workplace through personal work
planning and organisation
1.2 Ensure personal work goals, plans and
activities reflect the organisation's
plans, and own responsibilities and
accountabilities
1.3 Measure and maintain personal
performance in varying work conditions,
work contexts and contingencies
2. Set and meet own
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work priorities
2.1 Take initiative to prioritise and facilitate
competing demands to achieve
personal, team and organisational
goals and objectives
2.2 Use technology efficiently and
effectively to manage work priorities
and commitments
2.3 Maintain appropriate work-life balance,
and ensure stress is effectively
managed and health is attended to
3. Monitor and control
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finances
3.1 Assess personal knowledge and skills
against competency standards to
determine development needs,
priorities and plans
3.2 Seek feedback from employees, clients
and colleagues and use this feedback
to identify and develop ways to improve
competence
3.3 Identify, evaluate, select and use
development opportunities suitable to
personal learning style/s to develop
competence
3.4 Undertake participation in networks to
enhance personal knowledge, skills and
work relationships
3.5 Identify and develop new skills to
achieve and maintain a competitive
edge
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