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What are the consequences? Before the project they are all administrative officials, everyone has the same title and label, it is not visible from the outside and for themselves whether there are differences in their tasks, in their motivation and in their quality of work. Through that missing transparency it is quite easy, to state they were obviously doing nothing important, to put them altogether in one pot and it is the perfect base for branch jokes. By finding out their own competence and strengths, the employees start giving themselves a value. They recognize what they were and are learning and how they use the competence on the job. That leads to more self-awareness, to more self-confidence, to better identification with the job and – what I think is very important – to the perception of more self-efficacy. This means, they see now, what they are able to do and they have it written down, that it is an important job with an important function. So they know they are not superfluous. The portfolio will also be used in the HR development of the organisation. At least once a year the disciplinarians have a target orientation interview with their colleagues. Defining own competencies the employees are able to set their own development goals and can use this as base for further trainings, job enlargements or changing the workplace to a more suitable one. The portfolio will be accepted and valuated for the career development in the organisation. When the administrative workers have a better self-understanding of their quality, they will be able to be service-oriented and being more identified with the organisation they can also be innovative, because now they have a reason and the motivation, to create their own work environment. Of course, this will also be seen by the public – by the clients. In some years we will see, whether the public image changes. Maybe then we are joking about technicians?
1SPTQFDU As you can see in all these case studies, ‘Managing Diversity for lifelong learning’ has identified that there are many spots, where VPL approaches are being realized already. It is needed and used as a linking mechanism, which connects the individual, the learning, the personal and professional development, the organisation and – to close the circle – the education system. Valuation & validation of prior learning has not been made a standard in the German education system yet. We still need tailor-made and innovative instruments to recognize and
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