Professionalization of Recognition Practices

Abstract

This panel advanced the case for professionalizing recognition work through a proposed Recognition Practices Occupational Framework, a practical initiative designed to clarify what “competent recognition” looks like across contexts and levels. Serge Ravet opened by questioning whether those who perform Recognition of Prior Learning (RPL)—including roles such as VAE (validation of acquired experience) assessors—are consistently prepared for the task, noting variation across countries and systems. To address this, the framework maps recognition across micro (individual), meso (organizational/community), and macro (societal) levels and across informal, semi-formal, and formal modalities. A central provocation was to decouple “formal” recognition from institutions alone: just as certified accountants can certify accounts independently, the panel explored why qualified recognizers could not credibly certify competencies outside traditional awarding bodies. 

Panelists emphasized both promise and cautions. Jeremy McQuigge described work-based learning designs that “pre-grant” recognition by creating fidelity structures in advance—supporting local, informal recognition while making outcomes legible and transferable without re-adjudicating them. Marta Kalas foregrounded the realities of small and medium training providers and solopreneurs, arguing that any professionalization must avoid adding red tape. She proposed a “light-touch” governance model akin to internet domain administration—enough structure to support trust and verification without burdensome overhead. Deb Carr highlighted recognition’s transformative core: self-recognition and reflective identity change often matter as much as the credential outcome. She also argued that recognizing professional identity is an intimate, high-stakes process requiring advanced interpersonal capacity, subject-matter credibility, and robust competency-based assessment skills. Andy Brown, speaking from CAPLA’s (Canadian Association for Prior Learning Assessment) perspective, framed the challenge as “recognizing the recognizers,” reporting strong demand in Canada for structured professional development and recognition pathways for RPL practitioners while preserving flexibility and community vitality. 

Across the discussion, workplace recognition emerged as a key frontier. Participants noted that recognition already happens informally in team formation, task allocation, and peer reliance, but often remains invisible. Making it overt—without undercutting the organic social fabric—was identified as essential. The panel also explored organizational benefits of internal recognition roles, including retention, productivity, clearer progression criteria, and reduced fear of stretch assignments. At the same time, speakers warned against replicating gatekeeping dynamics or allowing formal structures to suppress communities of practice. 

The session concluded with a forward-looking vision: the need to develop professional roles and capability frameworks that strengthen trust, enable informal recognition, and connect lived practice to portable credentials—while keeping recognition human, contextual, and adaptable. 

Keywords: recognition practices, occupational framework; professional of RPL and recognition roles; informal-semi formal recognition; workplace recognition and skills visibility; trust, governance, and competency-based assessment 

This abstract was AI-generated from the original recording of the session and then revised by the editors for accuracy and clarity.