How Credit for Prior Learning Boosts Employee Mobility and Retention in Organizations

University of Phoenix recently released a new white paper titled "Untapped Potential: How Credit for Prior Learning Can Redefine Employer Outlook on Professional Development." The paper, authored by Devin Andrews, Vice President of Admissions and Evaluation, explores how credit for prior learning (CPL) acts as a crucial tool for enhancing internal mobility and employee retention.

The study draws upon a national survey conducted by The Harris Poll involving 610 HR managers and 1,195 employees. The findings reveal that awareness of CPL among managers is near-universal at 98%, and 92% agree that degrees or certificates earned through CPL hold equal credibility to those without CPL.

Bridging the Gap Between Employer Intentions and Employee Experience

Despite widespread managerial emphasis on internal mobility—98% recognize its importance and 22% call it "absolutely essential"—a significant portion of employees feel advancement remains elusive. One third of the surveyed workforce disagrees that their companies provide clear career progression, with another 41% only somewhat agreeing. This discrepancy points to untapped opportunities within organizations.

CPL emerges as a solution to unlock the value of incomplete college education. There are approximately 40 million Americans with some college credit but no degree, and many of these credits could qualify as CPL. Recognizing this learning accelerates degree completion, bolsters retention, and opens new career pathways.

How CPL Enhances Workforce Development

The white paper highlights several key findings on CPL’s impact:

1. Credibility and Retention: 89% of HR managers are familiar with CPL, and two-thirds report that CPL enhances employee retention by recognizing work experience or third-party training as academic credit.
2. Skill Communication: 45% of employees feel CPL helps employers better understand their skills, while 41% believe it facilitates clearer communication of prior learning achievements.
3. Efficiency Gains: Approximately 31% of employees agree CPL enables focus on advanced learning or specialization rather than redundant coursework.

University of Phoenix incorporates CPL extensively, awarding over 188,000 CPL credits in the latest fiscal year to students in bachelor’s and associate degree programs. This has resulted in an average tuition savings exceeding $5,400 per participating student. More than 32,000 students utilized CPL or Prior Learning Assessment (PLA) over the past three years at the institution.

Recommendations for Employers to Foster Credit Mobility

The white paper advocates strategic employer partnerships with institutions offering formal CPL and PLA frameworks. To maximize benefits, the report recommends:

1. Increasing visibility and accessibility of CPL options within employee development plans.
2. Aligning CPL with tuition assistance and broader learning strategies.
3. Addressing employee skepticism by reinforcing the validity and value of CPL-inclusive credentials.

Devin Andrews, who has led University of Phoenix’s initiatives on credit mobility since 2015, stresses that recognizing adult learners’ prior knowledge can fast-track degree completion and career growth. Andrews emphasizes, “Credit for prior learning is one way we acknowledge that what you already know counts.”

Access to the full white paper, detailing how CPL can transform professional development cultures and support working adult learners, is available through the University of Phoenix Media Center.

University of Phoenix continues to innovate in delivering flexible, skills-aligned education tailored to working adults. Their commitment to lifelong career services and adaptive learning pathways positions the institution as a leader in integrating CPL into higher education and workforce advancement.