The University of Phoenix has released a new white paper titled “Untapped Potential: How Credit for Prior Learning Can Redefine Employer Outlook on Professional Development.” Authored by Devin Andrews, Vice President of Admissions and Evaluation, the paper emphasizes the importance of credit for prior learning (CPL) in enhancing employee mobility and retention within the workforce.
Key Findings from the White Paper
The report is grounded in a survey involving 610 HR managers and 1,195 employees conducted by The Harris Poll. This research sheds light on how CPL influences workplace dynamics. Here are the primary insights:
- Awareness and Credibility: 98% of HR managers recognize CPL, while 92% believe that credentials allowing CPL are equally valid as traditional degrees.
- Internal Mobility Challenges: Despite 98% of managers indicating the importance of internal talent mobility, many employees feel advancement opportunities are insufficient. Only 33% feel their company promotes clear advancement paths.
- Unlocking Educational Potential: There are over 43 million Americans with some college credit but no degree. Evaluating these credits as CPL can facilitate career growth for working adults.
The Value of CPL
Devin Andrews notes the significance of recognizing prior learning. “What you already know counts,” she emphasizes. This perspective aids adult learners who juggle responsibilities like work, caregiving, and education.
According to the study:
- 89% of HR managers are familiar with CPL, and 67% see it as a means to boost employee retention.
- 45% of employees believe CPL helps convey their skills effectively.
- Over the past three fiscal years, more than 32,000 students at the University of Phoenix utilized CPL, resulting in considerable tuition savings averaging $5,408 per student.
Strategies for Employers
The white paper outlines initiatives for companies to adopt a “credit mobility” culture:
- Partner with educational institutions for structured CPL processes.
- Improve visibility and accessibility of CPL options.
- Align CPL with tuition benefits and employee development strategies.
- Address concerns regarding the credibility of CPL-inclusive credentials.
Conclusion
Devin Andrews has been instrumental in enhancing credit opportunities at the University of Phoenix since 2015, focusing on technology and innovation to improve outcomes for adult learners. The insights presented in the white paper underscore the transformative potential of CPL in the workplace. Employers are encouraged to recognize and leverage this potential to support the growth of their workforce.
The full white paper can be accessed through the University of Phoenix Media Center, providing further details on how CPL can redefine professional development.
