Accreditation of prior learning (APL) is the common name given to the process of the recognition of the competences an individual has gained through formal, informal or non-formal learning in various settings. This implies that competences acquired by learning on the job, in society or in voluntary work are in principle comparable to the competences acquired in formal education.

How does it work?

In general, a candidate wants to prove that he or she has the competences for a certain job. Therefore, an APL-procedure is focused on a certain qualification. The acquired competences, gained through informal and non-formal learning, are compared with the learning outcomes of a formal qualification.
A candidate has to collect the evidence that the acquired competences match the qualification. The candidate stores the evidence in a portfolio. Recognition means awarding certificates or diplomas of the proved competences against the learning outcomes of a qualification for vocational education or another standard relating to the labour market which employers and employees regard as relevant. External legitimacy is the key requirement for recognition.

As a result of the APL-procedure the candidate receives a certificate of proved experience. This certificate can be used for new job opportunities or accelerate formal learning programmes. But there is an important side-effect. The APL-procedure itself leads to a reflection of strenghts, weaknesses, talents and goals for the candidate. Therefore, competences not only include professional competences but social and personal competences as well, which can result in a career switch or a better understanding of the career path a candidate needs to follow.