University of Phoenix Releases Insightful White Paper
University of Phoenix has unveiled a compelling white paper that discusses the role of Credit for Prior Learning (CPL) in fostering internal mobility and improving employee retention. Authored by Devin Andrews, the Vice President of Admissions and Evaluation, this document highlights how recognizing prior learning can significantly enhance professional development within organizations.
Understanding the Value of Credit for Prior Learning
The report titled "Untapped Potential: How Credit for Prior Learning Can Redefine Employer Outlook on Professional Development" explores findings from a national survey involving 610 HR managers and 1,195 employees. It reveals critical insights into how CPL affects internal mobility, employee retention, and skills development. A staggering 98% of HR managers recognized the significance of CPL, with 92% viewing degrees and certificates that incorporate CPL as equally credible.
This white paper uncovers a substantial gap between what employers prioritize and what employees experience, especially those juggling multiple responsibilities, such as work and caregiving, while pursuing their degrees. Notably, around 40 million individuals in the U.S. hold some college credits without a degree, indicating a potential for CPL to help them complete their education and advance their careers.
Key Findings of the Report
One of the vital takeaways from the analysis is the perception of internal mobility within organizations. While a vast majority of managers assert the importance of fostering internal talent mobility, many employees express concerns about the clarity of advancement opportunities available to them. Specific highlights include the following:
- Creating pathways for internal mobility is crucial, yet many workers feel disconnected from these opportunities. Although 98% of HR managers emphasize the importance of internal talent mobility, only 33% of employees agree that their company offers clear advancement paths.
- Credit for Prior Learning is seen as a way to unlock the potential of unfinished degrees. Statistics indicate that over 43 million Americans lack a degree despite having some college credits, which can be evaluated as CPL, thus promoting retention and career progression.
- HR managers highlight CPL as a credible means of enhancing retention. About 89% of them are familiar with CPL, and 67% believe that allowing employees to apply their skills as credit can lead to higher retention rates.
- Employees recognize CPL as a means to articulate their skills effectively. More than 45% reported that CPL helps employers understand their capabilities better, allowing them to communicate their experiences more effectively.
- Utilizing CPL can lead to significant time and cost savings for adult learners. Over recent years, many students at the University of Phoenix leveraged CPL opportunities to obtain credit for their life and work experiences, resulting in substantial tuition savings.
Recommendations for Employers
The white paper proposes strategic measures for employers to cultivate a credit mobility culture that values experiential learning. These recommendations include:
- Building partnerships with educational institutions that provide structured CPL and Prior Learning Assessment (PLA) processes.
- Enhancing the visibility and accessibility of CPL options for employees.
- Aligning CPL with overall tuition benefits and workforce development strategies.
- Addressing misperceptions around CPL credentials to ensure employees recognize their value.
The Role of Devin Andrews
Devin Andrews has a long-standing history with the University of Phoenix, having joined in 1999 and serving as Vice President since 2015. She is dedicated to improving educational outcomes for working adult learners through various initiatives and plays an active role in national discussions on CPL.
The insights presented in this report emphasize the need for organizations to adapt and integrate CPL into their professional development programs, ensuring that they cater to the needs of their employees.
Frequently Asked Questions
What is the main focus of the white paper published by University of Phoenix?
The white paper focuses on Credit for Prior Learning (CPL) and its potential to promote internal mobility and retention in the workforce.
How do employers perceive CPL according to the report?
Employers largely recognize CPL as credible, with many believing it enhances employee retention when utilized properly.
What percentage of HR managers are familiar with Credit for Prior Learning?
About 89% of HR managers report being very or somewhat familiar with CPL.
How can CPL benefit employees currently enrolled in college programs?
CPL can help students accelerate their degree completion and unlock more rapid career advancement opportunities.
What are some suggestions for employers to implement CPL effectively?
Employers are encouraged to partner with educational institutions and make CPL options more accessible while aligning them with organizational development strategies.
