RPL or Gap Training—Find the Quickest Path to Your Qualification
If you’re aiming to get qualified quickly in Australia, two pathways often come up: Recognition of Prior Learning (RPL) and gap training. Each serves a distinct purpose. RPL converts your existing skills and experience into a nationally recognised qualification, while gap training focuses on filling specific competency gaps the RPL assessment identifies. The fastest route is often a smart blend of both.
What is gap training—and how it complements RPL
- RPL credits what you already know and can do. After your evidence is mapped to units of competency, any unmet requirements can be addressed through targeted gap training.
- This means you only study what’s missing, saving time and cost compared to enrolling in a full course.
Decision framework: RPL only, gap training only, or a blend When RPL alone is best
- You have 3–8+ years of recent, relevant experience.
- You can produce strong, verifiable evidence (work samples, third-party reports, photos/videos, training records).
- You’ve been using current industry standards, tools, and processes.
When gap training is better
- You’re new to the field or returning after a long break.
- Standards or technology have changed significantly since your last role.
- You have limited documentation or referees to verify your experience.
When a blended pathway wins
- You can prove most units through RPL but are missing a few elements or knowledge components.
- You want the qualification within weeks, not months, and prefer focused learning for any gaps.
Typical timeframes and costs in 2025
- RPL: Commonly 2–8 weeks, depending on how ready your evidence is and the number of units.
- Gap training: Varies by remaining units—can be a few short modules or micro-credentials to complete specific elements.
- Combined: A well-planned RPL + gap training pathway can compress timelines significantly compared to full study.
Quick evidence readiness checklist Use this to gauge if RPL is viable right now:
- Employment verification: contracts, payslips, position descriptions
- Work samples: reports, plans, logs, schedules, SOPs
- Visuals: photos/videos of you performing tasks
- Compliance: tickets, licences, white cards, first aid, CPD
- References: supervisor or client statements, third-party reports
- Training history: certificates, PD logs, toolbox talks
- Results: KPIs, awards, completed projects
Case snapshot: Blended win for a site supervisor
- Background: 7 years as a site supervisor; strong WHS and scheduling evidence
- Mapping result: 70% of units satisfied via RPL
- Gap training: Estimating and contract administration units completed via short modules
- Outcome: Qualification issued in 6 weeks from evidence submission
Common pitfalls to avoid
- Submitting outdated or unverifiable evidence
- Missing third-party confirmations for key duties
- Not mapping evidence clearly to unit requirements
- Sharing confidential information without redaction
Next steps
- Complete a free eligibility check to see where RPL can fast-track you
- Gather evidence using the checklist above
- Plan any targeted gap training recommended by the assessor
FAQs Q: What is the difference between RPL and gap training? A: RPL recognises your existing skills against competency standards. Gap training covers only the elements you haven’t yet demonstrated, so you don’t redo what you already know.
Q: How long does RPL take? A: Commonly 2–8 weeks, depending on evidence readiness, qualification level, and assessor timelines.
Q: Can I mix RPL and gap training? A: Yes. Many candidates secure most units via RPL, then complete targeted gap training for anything missing.
Q: Is gap training available online? A: Often yes. Availability and format depend on the RTO and specific units.