Project 1. Mapping SOP Skills to Accredited Qualifications for Industry Workers

SOP-to-unit mapping for faster skills recognition

Project 1 tested a practical way to support recognition of skills workers already use on the job. The pilot mapped workplace evidence, including Standard Operating Procedures (SOPs) and records, to nationally endorsed units of competency.

The project developed a reusable SOP-to-unit mapping model that turns workplace evidence into a clearer basis for assessment decisions and identifies training only where it is needed.

The model supports faster, more consistent recognition of prior learning (RPL). It also helps employers and registered training organisations (RTOs) identify genuine skill gaps and target training more effectively.

Project 1 was delivered as part of the broader Project 5 pilot:

• Project 5 provided the wider skills recognition model, including employer and RTO roles, assessment options, evidence tools and remote and hybrid assessment.
• Project 1 added the evidence-mapping component. It converted workplace SOPs and related records into structured evidence maps against units of competency.

How the mapping model works

The model connects everyday work practice with nationally recognised training standards. It shows where workplace capability aligns with qualification requirements and where more evidence or training may be needed.

1. Gather evidence. This may include SOPs, job roles, training records, licences, supervisor evidence and direct workplace observation.
2. Verify the evidence. The assessor checks that the evidence is relevant, current, sufficient and authentic, and identifies any further evidence needed.
3. Map the evidence. Map workplace evidence to the requirements of relevant units of competency.
4. Make the assessment decision. Assessments may also use workplace visits, remote methods or a hybrid approach for skill verification. The RTO assessor remains responsible for the final competence decision.
5. Record the outcome. The process creates clearer records of recognised skills and efficiently identifies any remaining training needs.

The template for mapping workplace SOPs and supporting evidence to a unit of competency is available for free through the ForestEdu Library.

Pilot activity across four states

Demand for the skills recognition pilots was strong, with expressions of interest received for 1,149 workers across 20 businesses. Funding limits, training provider availability and the project timeframe restricted the number of workers who could participate.

By June 2026, 120 workers had participated or were continuing to participate in recognition activities across Western Australia, Tasmania, Victoria and Queensland.

Four Timber Training Creswick assessors worked with participating employers and workers to:

• Map 80 workplace procedures to relevant units of competency across a range of job roles and workplaces
• Use mapped SOPs and other workplace evidence to support recognition decisions
• Undertake on-site and remote assessment activities
• Gather feedback about how the model could be improved and implemented more broadly.

Proof of concept: Wesbeam

• Wesbeam in Western Australia provided the strongest proof of concept.
• Assessors reviewed 41 workers and mapped 40 SOPs across knife room, log yard and dryer outfeed operations.
• Assessors completed most assessments during a workplace visit. The remaining workers were interviewed remotely.
• Existing SOPs and training records gave assessors a clearer evidence base and helped keep the process focused.
• The approach also helped Wesbeam manage timing and internal coordination, reducing disruption while the site was commissioning major equipment.

Lessons from the pilot

SOP mapping takes upfront effort. Mapping 40 SOPs took almost one working week before interviews began. The greatest value comes when evidence maps can be reused across a sizeable worker cohort, future assessments or employer training systems.

SOPs are not the only evidence source. SOP quality varied across the pilot. Where SOPs were weak, outdated or unavailable, assessors also used training records, licences, role descriptions, supervisor input and direct workplace assessment.

SOP mapping can reveal gaps. The process may identify gaps in training packages, specialist roles or workplace documentation, showing where further development is needed.

Business and operations gains

Faster recognition. Better Decisions. Targeted Training

Future use

The pilot points to a practical, repeatable model for workplace capability assessment. If SOPs and evidence maps are kept up to date, the approach can reduce duplication and improve consistency for future cohorts.

Workplace-based trainers can help coordinate records, gather evidence and support remote assessment. RTOs retain oversight of assessment quality, compliance and final assessment decisions.

Industry value: More consistent RPL decisions, less duplicated evidence gathering, better-targeted gap training, stronger workplace records and a clearer link between day-to-day procedures and nationally recognised skills.