Validation of non-formal and informal learning (VNFIL) is known as recognition of prior learning (RPL) in Jordan. At the national level, RPL was introduced as part of the Jordan national qualification framework (JNQF) which was approved recently according to By-law No 19 of 2019. JNQF covers all levels of qualifications and certificates linked with general education, higher education, and vocational and technical training.
JNQF consists of 10 qualifications’ levels from preschool certificate (KG2) qualification level (1) to Ph.D. qualification level (10). VET related qualifications’ levels extend between levels 2 -5: Level 2 (Vocational training 1st level certificate), level 3 (Vocational training 2nd level certificate), level 4 (General vocational secondary education, and craftsman level diploma certificate), and level 5 (Technical/ training diploma certificate). According to JNQF By-law, individuals can obtain any of the 10 qualifications levels through RPL. Also, based on qualifications they obtained through RPL, individuals can continue their education/ training informal learning to obtain the next higher qualification level.
Accreditation and quality assurance commission for higher education institution (AQACHEI) is the governmental key institution responsible for developing and implementing the JNQF including RPL. In addition, the technical and vocational skills development commission (TVSDC) is involved in implementing NQF in the VET sector. So far, applying RPL according to JNQF hasn’t started as instructions and criteria required for the implementation are still not developed and issued.
In the VET sector, RPL is applied almost since 1999 according to the occupational work organization law No. 27 of 1999 (replaced recently by law No 19 of 2019). According to the law and its secondary laws (By-laws), practicing specific occupations/ jobs in labour market requires having occupational practice licenses indicating workers’ occupational skill levels. Those occupations/ jobs are identified by the ministers’ cabinet.
The occupational work organization law and its secondary laws classified workers into 5 categories according to the occupational skill levels: Semi-skilled (lowest level), skilled, craftsman, technician, and specialist (highest level). Applying RPL in the VET sector is limited to the 3 basic occupational levels (semi-skilled, skilled, and craftsman), and the main focus of the RPL is on assessment and certification phases. Assessment tests used in RPL consist of two parts (theoretical and practical). Certificates issued for the successful candidate in both parts of the test get occupational practice license indicating the title of occupation/ job and its occupational level.
TVSDC is the public institution responsible for implementing RPL. While practice licenses are issued by the commission, TVSDC cooperates with VET providers particularly vocational training corporation (VTC) in conducting assessment tests. RPL services in the VET sector are open for migrant workers in addition to Jordanians. The number of issued occupational practice licenses for individuals (Jordanians and migrant workers) tested in VTC during the period 2010-2018 was 38205.
Private sector involvement in the RPL in VET is open through participating in the supervisory committees for conducting assessment tests as well as in technical committees for developing occupational assessment tests.
Fees for undertaking RPL assessment tests as well as for issuing occupational practice licenses are required to be paid with no exemptions. Fees are mostly paid by applied candidates and in some cases by employers or supporting projects targeting already employed workers (Jordanians and Syrians).
In summary, it can be said that that there is a good accumulated experience in applying RPL in the VET sector to build upon in developing a comprehensive RPL system linked with the recently approved JNQF. However, there are still some challenges that need to be dealt with to develop an effective RPL system in Jordan. Such challenges include but are not limited to: Differences resulting from having an already operational RPL system for the VET sector, and a new one covering all sectors with two different institutions responsible for the implementation, lack of capacity (human resources, and experience), insufficient awareness among targeted beneficiaries, lack of trust by stakeholders, and shortage of funding.
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