KEPSA, under the Education Sector Board – TVET Subsector, organized the Dual Training System and Recognition of Prior Learning (RPL) Policy Framework Forum on 19^th July 2022, following Kenya’s move to develop the National Policy on Dual Training Model to enhance industry-academia linkages.

The Dual Vocational Education and Training is a competency-based training system with a critical feature of the “two” training venues; It combines learning at training institutions (TVET Schools) with training in the industry. The major part of training within this dual system is performed in companies, where they are primarily responsible for the practical part of the training. The model encourages stronger collaboration between technical training Institutions and private sector companies.

In her opening remarks, the Education Sector Board Vice Chair- TVET Priscilla Kerebi, highlighted the five pillars of the TVET subsector, which include: Policy advocacy, capacity building, strengthening private sector TVETS, mainstreaming of green skills, and fostering industry-academia linkages which was the theme for discussion in this particular meeting. The close linkage between industry and academia promotes lifelong learning and ensures that people are productive and actively engaged in socio-economic development. The forum was organized in collaboration with the Kenya National Federation of Jua Kali Associations’ sharing their progress on Recognition of Prior Learning and the Delegation of the German Industry and Commerce for Eastern Africa sharing on the Dual Training Model.

Dual Training Program:

Ms Maren Diale-Schellschmidt, the Country Director (Delegierte) at the Delegation of German Industry and Commerce in Kenya (AHK Kenya), introduced the work of AHK in the Dual Training Program. Mr Kevin Rotich – Project Manager of Vocational Training at AHK, shared the Dual Training Approach Model. Dual training takes place in two venues, industry and the classroom, with more learning (about 70%) taking place at the workplace in the companies/industry and less learning (about 30%) in a vocational school, noting that the percentages may vary but always favour’s more substantial training of the industry-based learning.

The industry-based training is similar to a work contract with a legal basis for the in-company training. The standards of the model are based on the requirements of the world of work. The benefits of the model accrue to both the company and the trainee (occupational proficiency, training allowance, real and state-of-the-art working environment, etc.) and to the employer (high returns on investment, high quality of output, reduced cost of recruitment, among others.

Mr Rotich shared about the training of trainers and covered the areas they train on. Here, he appealed to qualified and interested individuals to get in touch with him and become trainers. He concluded the presentation by sharing the nature of this model’s final examinations, which include oral, practical, and written. Some of the sectors that have benefitted from this model include automotive, hospitality, and mechatronics; other courses opening u to use the model include logistics, pharmaceutical and shoe manufacturing.

Ms Lynda Kasina, of Kibondeni College, shared their experience as an organization participating in dual training. She hailed the dual training system as massively beneficial with impressive results in enhancing relevance and attitudes of potential employee’s competencies and easing recruitment. She noted that the system supports the consolidation of knowledge as the trainees gain more practical knowledge, spending only about 30% of their time in the vocational institute.

Recognition of Prior Learning (RPL):

Arch. Wambua Nyamai, of the Kenya National Federation of Jua Kali Associations, expounded on the progress the country has made in Recognition of Prior Learning (RPL). Kenya has a National Policy for assessing and validating claims of existing competencies and does not have a dual training process for RPL. As such, RPL is intended to give visibility to existing competencies with no corresponding qualifications and is largely for adults. RPL applies to all education and training sectors, including adult learning, TVETs, and Higher Learning. RPL maps itself to formal training and uses established formal learning and occupational standards drawn from the industry for assessment. It occurs in an active labour market and is thus directly linked to the industry.

A Qualification Awarding Institution (QAI) registered by Kenya National Qualifications Authority (KNQA) assesses the competencies and awards a certificate. So far, the National Industrial Training Authority (NITA) and Technical Vocational Education Training – Curriculum Development Assessment Certification Centre (TVET CDACC) has awarded RPL certification.

The Jua Kali sector has four sector categories for RPL: Mechanics, Automotive, Fashion and Beauty. So, far 66 graduates have graduated under RPL with the support of the Federation and 400 have been targeted for the next cohort. The Jua Kali Federation has offered the RPL certification with the support of KNQA and ILO. Mr Alfred Biegon of KNQFA affirmed the collaboration of the Jua Kali Federation and KNQA in offering RPL Certification. The best RPL System fits the existing needs.

Questions and Answers:

The following questions were presented and discussed during the plenary:

1. Who qualifies to be a trainer at the workplace? There are no specific qualifications, and it all depends on the level you are in your organization. You are good to go if the company gives you the green light.

2. Is it an additional duty to the assigned Trainers’ Job Description? Yes, it is, but the trainer will work with other people assigned to support the program.

3. What is the incentive for a trained trainer, given that the workplace can be a busy place to transfer from classroom to workplace? The incentives include; the skills you gain, the satisfaction and the passion. Any additional incentives relating to pay are entirely at the discretion of the participating company.

4. How is the fee structure of such a system compared to the current approach in Kenya? The training fee is much lower compared to the normal rates. Because trainees only spend about 30% of the training time at the vocational centres, some institutions have knocked down the cost by two-thirds and some by over half.

5. Who meets the coordination costs? The chamber (AHK) meets the coordination cost. The German government has before funded it but we’re seeking to fund it privately in the future.

6. What lessons have you learned from the sectors you have implemented this system and what can be done to make this a national mainstream approach under TVET and CBC?

• There’s a great need for a dual training system.

• We need to create awareness within the private sector, especially on the return on investment but since it is a considerably heavy investment for private sector companies.

• We need support, especially from the government to offset some of the costs.

7. How do you ensure that the skills learned are industry-diverse and that the learners can easily get jobs across the board in case the company cannot offer them a job after the training period ends? A policy on cooperative training is being developed through the Ministry of education in partnership with KEPSA and other stakeholders. This policy will ensure standard training and certifications will be considered across the board.

8. Please advise on monitoring and evaluation tools and intervals during the dual training. The interval is not rigid; for instance, we can have 3 months at the company and 2 at the vocational training centre. We hold regular meetings.

9. Who undertakes to test for RPL? Anyone but mostly adults who have a claim on competencies that need to be certified.

10. What is the cost of assessment of RPL, who offers the certification? A qualification awarding institution is accredited by the KNQA.

11. How many certificates have been awarded for RPL for the Jua Kali Sector? Under Jua kali, a total of 66 certifications issued under RPL certification include; Mechanics, Welding, Fashion and Beauty.

12. Can we create a path for the people in the retail sector to also benefit from the Recognition of Prior Learning? Currently, it is taking place under NITA but a partnership for longer level 6 (Diploma level qualification) to be explored between RETRAK, KEPSA, AHK and KNFQA.

Action points:

A call for private companies who are in the KEPSA Membership to partner with AHK to offer dual training, especially in the logistics industry.

IMPORTANT LINKS:

1. https://www.knqa.go.ke/index.php/recognizing-prior-learning/

2. For more information or if interested in Dual Training at AHK reach us via office@kenya-ahk.co.ke or directly to me at kevin.rotich@kenya-ahk.co.ke