What is the National Skills Taxonomy?
The National Skills Taxonomy (NST) is a framework being developed by Jobs and Skills Australia (JSA). Its aim is to give Australia a common language for describing skills people gain, develop and use across employment and education.
A shared language could make it easier to recognise capabilities that are described differently between workplaces or industries. It is intended to include technical skills as well as capabilities such as communication, critical thinking and problem-solving. JSA is developing the framework with input from people and organisations across the skills system. You can follow its work on the [National Skills Taxonomy page](https://www.jobsandskills.gov.au/data/national-skills-taxonomy).
The NST is still emerging. JSA’s current work includes a proposed definition of “skill” and consideration of how skills can be organised and connected. Its recent discussion of a “polyhierarchy” describes a way a skill could be found through different pathways or contexts while keeping one consistent description. For example, problem-solving may be relevant across many occupations, while a specialised technical skill may depend on particular equipment, standards or safety practices.
What could it mean for workers?
Many workers build useful capabilities through employment, self-employment, previous training and other experience. A common skills language could make it easier to describe those capabilities and explore where they may be relevant.
This may help workers explain transferable skills when changing industries or roles. It could also help employers and education providers describe the skills a job or learning pathway requires. However, recognising a possible connection between skills does not show, by itself, that a person is competent to perform a particular job or meets a qualification’s requirements. How a skill is applied, the person’s knowledge and the context in which the work is done all matter.
How does this relate to RPL?
Recognition of Prior Learning is a formal assessment process. A Registered Training Organisation (RTO) assesses a person’s existing skills and knowledge against the requirements of a specific nationally recognised training product, such as a qualification or unit of competency.
The NST may eventually offer a useful common language for discussing skills across work and learning. It could help a candidate describe experience gained in different settings or identify capabilities that may transfer to another role. But the taxonomy does not award a qualification, grant credit, determine RPL eligibility or replace an RTO’s assessment.
For an RPL application, the relevant question remains whether the candidate can demonstrate the competencies required by the particular qualification. The assessor considers the applicable requirements and evidence. Depending on the training product and the candidate’s background, evidence may include workplace documents, work samples, training records, references, photographs, a portfolio or a practical demonstration. The RTO may request further evidence or assessment before making a decision.
Practical steps for RPL candidates
If you are considering RPL, start with the work you have actually done rather than relying only on your job title. Write down your regular tasks, the tools or systems you use, the decisions you make, the level of responsibility you hold and examples of work you have completed.
Then compare your experience with the requirements of a relevant qualification. Check the current training product information on [training.gov.au](https://training.gov.au/) and ask the RTO what evidence and assessment activities apply. Keep your evidence genuine, relevant and clearly connected to your own work. If documents contain confidential workplace or client information, ask how to protect or redact that information before submitting it.
You can also use the NST as a developing reference for thinking about how your skills are described and where they might be relevant. JSA’s [recent article on connecting skills](https://www.jobsandskills.gov.au/insights/more-one-way-find-skill-building-connected-skills-language-australia) explains that skill connections can help people explore potential transferability, while decisions about proficiency and equivalence remain with the relevant people and institutions.
What the taxonomy does not replace
The NST is not a substitute for a qualification, formal RPL assessment, occupational licence, registration or migration skills assessment. Some jobs have requirements set by an RTO, employer, regulator, licensing body or other authority. Those requirements depend on the occupation and jurisdiction and should be checked directly with the relevant organisation.
A skill connection in a taxonomy should therefore be treated as a starting point for exploration. It is not a promise of employment, credit, qualification or assessment outcome. JSA’s developing framework is intended to support a more consistent way to describe skills; it does not remove the need to show how those skills are applied and assessed in context.
Conclusion
Australia’s National Skills Taxonomy is being developed to make skills easier to describe and connect across work, education and training. It may help experienced workers explain transferable capabilities, but it does not determine RPL eligibility or replace assessment against a specific qualification. Candidates should check the relevant training product, prepare authentic evidence and confirm individual requirements with the responsible RTO.
Have work experience or existing skills you would like to have assessed? Contact Right Pathway for a free RPL eligibility assessment and find out whether your background may align with a nationally recognised qualification. Eligibility and outcomes depend on the relevant qualification requirements and assessment by the responsible RTO.