PLAR for Career Development Practitioners

Marilyn CarknerNicole DrapeauNadine EdwardsFrank VandenburgNBCAT NBPLAR Symposium October 2014PLAR for OrganizationsBenefits of PLARHow do you see PLAR fitting within your organization?If I were to mentionRecruitment and retentionRecognizing transferable skills, gaps and enhanced employabilityA more robust workforceSuccession planningIntegrated approach to skills and competencies between various stakeholders

Key QuestionsQuestionExampleWhat is our goal for PLAR?Hiring/Performance Management/Succession

Recognition of Skills (Training, Role)

Client Service (Job Search, Licensure)

- Support Academic Recognition3Key QuestionsQuestionExampleWhat do we want to measure?Knowledge

Skills

Level of Performance (improvement over time)

- Application of Skills and Knowledge (situation specific)Key QuestionsQuestionExampleIs 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 organizations 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?